Exploring factors for e-learning readiness in the workplace: a case of a Company Head Office in Yangon

Abstract

Some organizations in Myanmar have started using e-learning systems as part of their learning and development plans caused by the pandemic crisis. Most organizations have also begun using online learning systems, which allow their employees to connect and learn virtually, even in an emergency. This research aims to examine the factors that influence employees’ e-learning readiness in the organization. This study examined the influence of eight factors of perception, attitude, motivation, knowledge sharing practices, management support, technology access, technological competencies, and content readiness on e-learning readiness in a Company Head Office in Yangon. In this mixed-method research, only operational employees and managers participated in an online survey. The seventy-five employees responded to the 5-point Likert scale questionnaire with open-ended questions. The quantitative data analysis consisted of Cronbach’s Alpha Reliability Test, descriptive analysis, inferential analysis. Content analysis was used to analyze the qualitative data. The results indicated that perception with p value less than 0.05 (p value) = 0.000<0.05 and technological competencies with p value less than 0.05 (p value) = 0.024<0.05 have significant influence on the e- learning readiness. The qualitative data highlights technology access, technological competencies, perception, attitude, and motivation at the personal level, technology access, technological competencies, knowledge sharing practices and management support at team or departmental level, and content readiness at the organizational level to improve e-learning readiness. According to the overall results, the employees’ current e-learning readiness level is in a good situation although there are some areas to develop for better engagement of employees in the e-learning implementation process. In conclusion, strategies and recommendations are: 1) to provide more technological supports in terms of devices and learning space; 2) to provide more departmental trainings and team collaborations through online; 3) to have strategic plans for e-learning whether it is departmental or for the whole organization; and 4) to utilize interesting and effective contents for employees.