Abstract
Despite the wide acknowledgement of the knowledge-based economy, the need for life-long learning and quickly growing open online resources, Massive Open Online Courses (MOOCs) are not common means of corporate learning and development programs. The aim of this study is to identify key factors determining the adoption of MOOCs in corporate workplace learning programs. In this exploratory research, the authors employ empirical data from 36 in-depth interviews with corporate managers directly responsible for learning and development practices. Findings provide potential explanations for the mismatch between a generally positive attitude towards MOOCs and their still low adoption rate by identifying expectations towards MOOCs, as well as major reservations. We find that while corporations recognize the opportunities MOOCs can introduce into workplace learning, elevated expectations, negative first-time experiences and objective barriers inhibit MOOC adoption in corporate learning and development programs. It is among the first to expose the perspective of organizations at an early stage of adopting MOOCs. The findings provide a novel contribution to both workplace learning scholarship as well as practical recommendations which can inform HR managers’ decisions in regard to adopting digital means in workplace learning.
Highlights
Online learning has become widely regarded as a valuable option in a variety of contexts, including the corporate context
We find that while corporations recognize the opportunities Massive Open Online Courses (MOOCs) can introduce into workplace learning, elevated expectations, negative first-time experiences and objective barriers inhibit MOOC adoption in corporate learning and development programs
This study explores the factors influencing the adoption of Massive Open Online Courses (MOOCs) by corporations
Summary
Online learning has become widely regarded as a valuable option in a variety of contexts, including the corporate context. Digital means provide new opportunities in the form of open-source content, online consulting and support centers or open-source e-learning courses and training programs [1,2]. They play an increasingly important role in the development of corporate employees [3,4,5]. This trend has amplified during the COVID-19 pandemic, which has brought about a general rise in the use of online learning platforms [5]. Given the fast evolution of digital technologies, dynamic changes in business arenas and an unprecedented influx of innovation, it seems critical for corporations to take advantage of the variety of digital learning formats to capture up-to-date knowledge for their employees in feasible and cost-effective ways
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