Student-Centric Learning: A Transformation in the Learning Culture

Author(s):  
Kumaran Rajaram
Keyword(s):  
Author(s):  
Nuke Lulu Ul Chusna

The internet can be used as a way to transfer knowledge from teachers to students. Learning that utilizes the development of technology and information, namely the internet, one of which is the e-learning learning system. E-learning is a form of conventional learning that is transferred in digital format through internet technology, not only to present subject matter on the internet but also must be in accordance with the principles of learning.The e-learning learning model results in changes in learning culture in the context of learning. Learning becomes very flexible, because it can be adjusted to the availability of time from students in learning the material provided by the teacher.The teacher determines the success of students in learning, therefore teachers are required to have the ability to adapt to technological progress. Keywords: ICT,e-learning, e-learning learning


2021 ◽  
pp. 097215092110372
Author(s):  
Satyanarayana Parayitam ◽  
Shaik Mohamed Naina ◽  
Timothy Shea ◽  
Abdul Hameed Syed Mohideen ◽  
Alex Aruldoss

The objective of the present study is to examine the impact of human resource management (HRM) practices on organizational performance. Knowledge management (KM) practices as a moderator in the relationship between HRM practices and organizational performance are studied by developing a conceptual model. Using a structured survey instrument, the data were collected from 979 employees from 10 hospitals in the southern part of India (Tiruchirappalli District of Tamil Nadu). After thoroughly checking the instrument’s measurement properties using the LISREL, hierarchical regression was performed to test the hypotheses. The results support (a) compensation and rewards, performance appraisal and learning culture that are positively and significantly related to organizational performance; (b) recruitment and selection, training and development that are not significantly related to organizational performance; and (c) KM practices that moderate the relationship between (a) training and development and organizational performance, and (b) learning culture and organizational performance. Finally, the implications for HRM and KM are discussed.


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