**5. Conclusion**

In the current age of technology, organisations must endeavour to make it part of their organisational and corporate objectives in ensuring that technology has made an integral part of enhancing human resource capacity. The discussion has provided some snapshot of Moodle platform in advancing human resource potential, particularly in coming to terms with compliance and risk issues corporate organisations face in the digital world of technology.

For those already working in the pathway of moving their organisations in the direction of embracing modern technology, efforts must be addressed, whereby research has made an integral part of the strategic leadership to ensure that the most cost-effective MLE is used to drive standards to their highest level, particularly in areas where risk is of critical concern to an organisation's potential for development and sustainable growth in a competitive market.

The use of Moodle as an 'open source' e-learning platform is more appropriate for a country like Sierra Leone where the cost of managing commercialised MLEs can be proven challenging; this has the opportunity of managing staff potential in areas concerned with standard of operations deemed relevant for organisational survival in a competitive market. By definition, open source refers to free access, and in this case, e-learning resources like Moodle can be easily accessed by users around the world without additional cost to the host institution and users. It has additional provisioning for users to seek virtual professional support/training from the parent Moodle institution, particularly in situations where now features are to be added.

Moodle is not only an academic medium for learning but also very relevant in the corporate environment as a way of improving collaboration in work standards, while also ensuring technology is reached out to every individual, regardless of place or distance. This technology will make it possible for people's progress to be monitored without the need to be constantly watching them. It brings an entire system under single operation while at the same time making sure collaboration amongst participants is of high concern. In this case, the effectiveness of such a system will need the support of both strategic leaders and those participating in courses to make sure value for money is set as the centrepiece of an institution's goal.

### **5.1. Outcome indicators of facilitation and learning impact**

Moodle as a type of flexible learning platform has provided the means through which learners/users can independently develop their (learning) skills to improve overall corporate responsibilities, particularly in an industry like financial/banking where the dynamism of things happening is very rapid. In this section, effort has been made to address the impact to users into two categories, namely, 'soft and hard' as summarised below:

#### *5.1.1. Soft indicator impacts*

update on mandatory skill requirements to ascertain minimum compliance standards in the industry. This, for example, could ensure regular assessment on core skills that are addressed through industry standard courses to improve confidence for those engaged in the industry. The use of Moodle platform can also carry with it the benefit of serving as a medium for institutions, particularly those in the finance/industry to launch new products while at the same time serve its purpose within the human resource (HR) department of monitoring core assessment of skills/professional standards from employees and also a platform for making the best recruitment of experienced staff. It can be a very appropriate medium for the assessment of core skills needed by employers, which is needed in the current age of technology to reduce unnecessary costs incurred by employers. The collaborative feature makes it possible for easy means of initial assessment, while the end goal is to make sure potential staff are suit-

In this way forward, the use of MLE or appropriate learning platform environment like Moodle can support this through its dedicated use by institutions, particularly in developing countries like Sierra Leone, to increase staff skills and equally those charged with oversight responsibilities of governances. As presented in the above diagrams, particularly that of **Figure 1**, the availability of Moodle will allow scope for staff to increase their learning opportunities, more flexibly in their scope to improve performances. The preference for this is based on its ease of

In the current age of technology, organisations must endeavour to make it part of their organisational and corporate objectives in ensuring that technology has made an integral part of enhancing human resource capacity. The discussion has provided some snapshot of Moodle platform in advancing human resource potential, particularly in coming to terms with compliance and risk issues corporate organisations face in the digital world of technology.

For those already working in the pathway of moving their organisations in the direction of embracing modern technology, efforts must be addressed, whereby research has made an integral part of the strategic leadership to ensure that the most cost-effective MLE is used to drive standards to their highest level, particularly in areas where risk is of critical concern to an organisation's potential for development and sustainable growth in a competitive market. The use of Moodle as an 'open source' e-learning platform is more appropriate for a country like Sierra Leone where the cost of managing commercialised MLEs can be proven challenging; this has the opportunity of managing staff potential in areas concerned with standard of operations deemed relevant for organisational survival in a competitive market. By definition, open source refers to free access, and in this case, e-learning resources like Moodle can be easily accessed by users around the world without additional cost to the host institution and users. It has additional provisioning for users to seek virtual professional support/training from the parent Moodle institution, particularly in situations where now features are to be added.

cost to the user and easy means of online learning support provided by the creator.

ably assessed to meet the requirements of organisational objectives.

**5. Conclusion**

148 Trends in E-learning

These are more generic outcomes for the benefit of both learners and facilitators in enabling a more flexible approach to learning to be realised:

1. Improve collaboration between learners/users and facilitators which can be done through activity links provided, for example, 'forum or feedback' activity link sections where users, in this case, both facilitators and learners, can engage in virtual collaboration in improving knowledge. This form of collaboration can be moderated by the facilitator in a bid to avoiding indecent or more instructive discussions in the way of improving knowledge.

2. There is also a possibility of adding value to knowledge by developing bespoke CPD sessions, particularly for the benefit of facilitators who will need to be on top of how learning is steered on a regular basis. This is also a way of improving skills in interactive differentiation on how course items are to be delivered in meeting the needs of learners' learning styles.

3. This can also be an opportunity for targeting means of high quality of assessment and feedback provided throughout to learners. This in itself is a way of improving timely feedback to the learning community, particularly those who may be enrolled on specific summative assessment courses required for performance management.

#### *5.1.2. Hard indicator outcomes*

This is the strategic level of outcomes which needs the support of strategic leadership to improve learning outcomes of users:

1. Given the flexibility of the online learning platform, this is an opportunity for strategic leaders to support 'add-on' features like link buttons for learners to quickly access constructive feedback and support guides to improve learning outcomes by users. In this case, progress of those engaged in the process of using Moodle to improving their outcomes will be monitored, more so as a way of determining performance management like pay progression and promotion.

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2. As a way of going forward, the HR department in individual institutions must endeavour to create Information and Learning Technology (ILT) position(s) to make sure specific duties and responsibilities connected with flexible learning using the platform are managed. This may include additional role of ensuring course materials for users' needs that are uploaded regularly, with improved interactivity.

3. A dedicated time is also essential for strategic leaders to consider as a way of ensuring users/learners that are conversant with the topology of the learning platform. This will serve as a way of marketing the corporate social responsibility role of management in improving capacity building for staff.
