| The rewards, disciplines
and potential for a management qualification, clearly represent significant motivation
factors, as does the consequence of using the integrated 360 Performance Appraisal
system, but in addition to these important contributors to maintain elearning
momentum also involves establishing an online training culture: 
A.
From the HRD Online Training System's User Activity
One of the most valuable features of the HRD Online training
management and elearning system is that it "reactively"
suggests elearning to users. The system does this by utilising
the "push learning" technology - to push learning
bites at participants relating to incorrectly answered eprogramme
test questions.
B.
From the HRD Online Training System's User Manager
 In
addition to conducting a Performance Appraisal and setting Training Need priorities,
and reviewing training results, the employee's manager can:
- Register employees for elearning courses
- Update Action Plans
- Verify and update Continuous
Professional Development records
- Email employees, individually or collectively, with company
or departmental news bulletins
- Email elearning recommendations to individuals (or groups)
i.e.
the system's push learning technology, plus peer users, and user management
are all combining to "PUSH" the user through required
learning activity - with the possibility of a good appraisal or a qualification
waiting as a reward (the "PULL" factor) Effective
value adding online training - We believe that with CPD hours
mounting, and feeding performance reviews and personal development
action plans, and possibly contributing towards professional qualifications,
the HRD Online training system not only maintains elearning momentum, and motivation,
but actively promotes life-long learning. | 
