Traditional training should flow from the organisation's business strategy elearning is no exception.

Whilst elearning maybe a new delivery method it does not change the fundamentals of business strategy, manpower and HRD planning, individual performance reviews and training needs analysis, nor learning programme design, progress monitoring, programme evaluation and learning verification.

Like other learning methods an elearning programme must flow from and be driven by the organisation's business development objectives, and therefore elearning must also be monitored and measured.

If an organisation does not deal effectively with the fundamentals of HRD then introducing elearning will either be a wonderful opportunity for a quantum leap, (and with it a wonderful opportunity to realize or renew Investors in People), or elearning implementation will bring confusion, waste and even chaos.

To help organisations achieve this linkage the HRD Online training management and elearning system incorporates Training Needs Analysis.

These elearning system features allows a user manager to first work through a performance assessment with the user. This assessment considers the importance of the elearning subjects to the individual's job and the of the individuals skill attainment level, with supporting illustrative performance related comments. From this basis the elearning system suggests elearning priorities and makes elearning ebriefings recommendations. The user can then subscribe (at no cost) to selected elearning ebriefings or build on their elearning systems Personal Development Planner for a SMART based action plan.