We have spoken about elearning integration with, for example, the organisation's development objectives and other learning methods. However to complete the HRD revolution elearning needs extending to integrate with competency management, performance management and work redesign.

i.e. elearning is only one valuable component in the HRD toolbox and the processes that lie beneath.

It is unlikely that elearning on its own can realize a responsive, learning organisation. However when used properly, elearning will strengthen the other HRD and Organisation Development components.

To achieve this though clearly needs a good understanding of where elearning fits into an organisation's overall Business learning, change and development strategy. If this is not achieved then elearning will be an expensive curiosity and potentially an expensive failure.