Using the information in the HR (UIN) assessment template

HR research project report

Name: Carmen Hofmeester (Foot)

Word count:

Productive and Effective Learning Management: Mobile

Telecom Company, Saudi.

Executive Summary:

The brief assessment incorporates the views and essentials of learning management and
its paradigms in the field of commercial industries. the chosen industry for this is a
communication firm at Saudi, Mobile Telecom Company. The report highlights the features
and importance of learning and development system conglomerated with the human
resource and management systems for any organization. The entire module report
constitutes the advantages of the strategies, implementing procedures, action plans and
ends with conclusion and recommendations that can be applied for Mobile Telecom
Company to enhance its productivity.

Contents

Table of Contents
Contents...........................................................................................................1
Introduction........................................................................................................2
Context...............................................................................................................3
Discussion of the issue......................................................................................3
Research aims and objectives...........................................................................4
Planning.............................................................................................................4
Research activity and findings.........................................................................10
Discussion........................................................................................................11
Key Stakeholders involvement in the execution of plans for ensuring precise learning
management....................................................................................................14
The Human Resource Executive.....................................................................16
The senior administrative heads......................................................................17
Advantages based on the recommendations..................................................20
Disadvantages.................................................................................................20
Practicability.....................................................................................................21
Obstruction of Contrivances............................................................................21
Encountering the Obstructions........................................................................22
Estimation of Success.....................................................................................22
References.......................................................................................................22

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 Introduction

For aiding and providing support to the designated company in this report, the Mobile
Telecom company related to its planning, business strategies and employee management
a proper inclusion of a contraption is discussed. In order to accomplish the aforementioned
tactics, learning management and development systems plays a major role. Implementing
these approaches substantially with the HRMS policy will result in maximising the
employee interaction and optimization. The report is dispensed into certain subparts that
includes the discussion of the system, proposed methodology, the research activity and
findings, advantages and drawbacks of the system together action plan and timelines in
the form of a pictorial view (Gantt Chart). The report summarizes the aspects and comes
up with several recommendation for better management of the system to provide
significant effectiveness to the company.

Context
Discussion of the issue

The chosen platform for discussion here is the productive and methodical structures of
learning management by surveying a company in the communication industry of Saudi, the
Mobile Telecom Company. As per the CIPD professional map, the efficiency achieved
through organisational learning management has been a major upliftment for every
commercial sector. Organisational learning invigorates the administration of the company
to get settled to a system-enabled approach and utilize the aspects of behavioural science
to obtain higher levels of performance. The learning management module incorporates the
activities of accumulation, compiling, evaluating, maintaining, and robust strategical ideas
regarding the gathered data requisite for organisational development (Saputro, &
SUSİLOWATİ, 2019).
This is important for the organization because it is feeling the deficiency of effective
learning management and development assets for upgrading their development processes
in this business growing world. Not having a proper learning management and resource
development system is certainly a huge problem because it has resulted in unskilled
employees and staff within the company. Previously learning was immensely focused on
how to increase productivity, but with time the focus has changed as it also enhanced
employability. L&D assets also deploy their effects on the colonial executive strategies that
remove the better qualified non- provincial communities for the opportunities of
employment.
The problem with development of L&D system is that often it has to face reluctance from
the workforce as they are ones who are to use the system. This can be resolved making
use of proper change management and bringing in required level of collaboration amongst
the workforce. They need to be aware of reason why an enhanced L&D system is needed.
This issue thought not mentioned in the exit interviews still requires to be considered on a
serious note.

Research aims and objectives

The prime objectives of the research are as follows:

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  To compute and evaluate the effects of learning management and resource
development system on the functionalities of the communication-based company of
Saudi, the Mobile Telecom Company.
 To apprehend the aspects obstructing the learning management activities in Mobile
Telecom Company.
 To recognize the stakeholders and their key responsibilities regarding
implementation of the learning management system in the Mobile Telecom
Company.
 Suggestions for best practices in terms of learning management for the desired
company.

Planning
Proposed methodology

Information Research source Justification for the Advantages of Disadvantages of the

Secondary sources

needed source the source source

Effects of Turnbull, D., Chugh, R., This resource is a 1.The research 1.The major
Learning Luck, J., & Tatnall, A. quality journal that was a valuable disadvantage is the
Management (2019). Learning depicts the document and information; they
on the Management Systems: importance of was cost- might not be
workers and An Learning effective as applicable and
company Overview. Encyclopedi Management and its well. The significant when
execution a of Education and effects on researcher did related to the current
Information organisational not have to business practices
Technologies, 3-6. operations and invest much and activities
productivity. The time and throughout.
discussed resource financial
article shows how resources for
2. Another
effective learning finding out the
disadvantage of this
management boots outcomes as it
resource is that, the
up employee was already
insights and
performance and available on
knowledge regarding
their knowledge over Google.
the system is limited
their respective
and bounded.
domain. This
2. This Certain deficiency
research showcases
particular are seen regarding
the vulnerabilities
journal source few factors.
that can be created
yielded
due to poor
efficiency for
management
better
systems within the
evaluation of
employees. The
the discussed
learning
perspectives. It
management system
provided
also encourages the
information’s
well-being of the
related to
workers such that
learning
they deliver better
management in
productivity for the
many forms
organization. The
enriched with
research is also
facts and case
necessary as it will
studies.
depict every
employee's
performance even
after the
implementation of

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 learning
management
systems. The
research will also
identify and produce
few suggestions
regarding the
incorporation of
learning and
development assets
for a company’s
human resource and
management system.
Essential CIPD This particular 1.The primary 1.It may be a
activities that (CIPD 2021) research is research concern for these
every diversified and structures are research sheets and
commercial quantitative on the presented in the data analysis as the
firm's topics related to Human organizations may
stakeholder essential activities Resource not accept the offer
and that the datasheets for and that happens
executive administrative heads comparison and often due to their
heads must of every company evaluation of organizational
attain related regarding learning the data culture.
to learning management and outcomes.
management development must Thus, it will
2.Inefficiency related
for implement on their enhance better
to organizational
implementing commercial research
aspects will affect
into their strategies and process and
the analysis as the
business planning’s. This obtain new
resource wont be
strategies. particular handout is insights by the
enough for
comprehensively virtue of original
implementing
based upon the analysis.
surveys.
establishment of
these practices on
2. The source
the company the
offered clarity
Mobile Telecom
and evidence
Company in Saudi,
that was
for its upliftment in
required for
organisational
acquiring
operations. This
insights
handout is important
regarding the
as it rectified the
topic, clarified
need for learning
and evidence
management
finding would
requisite for every
assist in better
workplace.
improvisation
during analysis.

Information Research method Justification for the Advantages of Disadvantages of the

Primary methods

needed method the method method

Opinion polls Quantitative exploration Opinion polls are a 1.Opinion Polls 1.The participants
will be by the virtue of opinion decomposed entitles the can tend to leave out
utilized to polls. procedure to obtain procedure of the spaces related to
obtain the information in data the information they
viewpoints of quantitative accumulation felt to be unusual
the selected exploration and the litigator and less important.
stakeholders techniques (Carter, will be able to Hence, will hamper
on the effects 2017). This method answer and fill the procedure of
of Learning also ensures the the document analysis.
Management mitigation of biased within the span

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 on the opinions. It also of few minutes. 2.As the participants
productivity capitalizes on the 2. It enables will be from different
of Mobile facts of data stipulated regions it's obvious,
Telecom collection at a feedback of they will be
Company, quicker pace creating real-time concerned with their
Saudi. enough space for conditions. personal opinions
detailed analysis. Implementation and views according
of this process to their knowledge
also does not and experience.
demand much Thus, many opinions
investment and may be present
is valuable due within this research
to the variety of study that may not
data collection be concerning the
from many actual agenda.
participants in a
small window of
time.
For the Descriptive and quality It is necessary to 1.This method 1.However, this
selected research procedure – compute descriptive is one of the procedure does
stakeholders Interviews. research methods for simplest demand a longer
it was evaluating and methods for period for its
necessary to accumulating data collection conduction and cost
gain insights information that as it does not resources for
into their included human demand any conducting the
knowledge, interference in the sort of technical interviews and its
expertise, business scenarios. expertise or communication
skills, and This method will resources paradigms.
abilities. extract quality related to it. The
Interviews insights and insights that are
were the best descriptive data as it gathered are
2. While conducting
way to behaves accordingly even precise
the process, the
evaluate with the behavioral and more
apprehension of
these changes of the target accurate when
interviewers are
aspects for party. This procedure compared with
important as different
constituting is even more reliable other
interviewers may
the concepts and adaptable as it procedures.
understand and
of learning permits
transcribe interviews
management. customization if the
2.Here, in this in different ways.
research fails to
method the first Hence, the decision
capture the requisite
person can may also get altered
information.
attain due to biasness.
clarification
directly from the
participants.

Action plan
The below-mentioned chart explains the timeframes and inter-connected activities of the
project:

PLAN INITIATION DESIGNATED STEPS

02-05-2021 Initial Phase or Entry
05-05-2021 Abbreviating Phase
10-05-2021 Detection Phase
22-05-2021 Response Phase
01-06-2021 Phase for Alteration of Plans

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 03-06-2021 Conciliation Phase
04-06-2021 Evaluating Phase

STEPS ACTIVITY SPAN COST= rate per

hour*no. of
hours (in
Dirhams)
Initial Phase orApprehending the necessities of the 2 Days 100*14= 1400
Entry consumers and constructing the research
agenda accordingly.
Abbreviating Patching with the Mobile Telecom Company to 2 Days 200*10= 2000
Phase implement research on their company.
Detection Phase Constructing the requisite contraptions for 5 Days 100*40= 4000
incorporating the research methods through
conducting opinion polls and interviews
mentioned above in the primary resources
part.
Response Accumulating the desired results after 12 Days 150*60= 9000
Phase completion of the reviews.
Phase for Assessing and analyzing the results and 10 Days 120*80= 9600
Alteration of outcomes of the data and insights and
Plans planning to implement the required alterations.
Conciliation Suggestion and planning the scheme of the 2 Days 100*14= 1400
Phase new altered document and its methodology.
Evaluating Inspecting the impacts of the alterations and 1 Day 200*8= 1600
Phase representation of the handout.

Activities 1st week 2nd week 3rd week 4th week 5th week

Initial Phase/ Entry          

Abbreviating Phase          

Detection Phase          

Response Phase          
Phase for Alteration of
         
Plans
Conciliation Phase          

Evaluating Phase          

Conclusion of the study          

Gantt Chart
Source: (Created by Author)

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 Research activity and findings

Let’s Find out if Learning Management genuinely escalates the quality of tasks
Effects of Learning Management and Development Resource Planning System on
the Functionalities of Mobile Telecom Company
Feedback Count Percentage
Strongly Agreed 58 58%
Agreed 20 20%
Disagreed 7 7%
Strongly Disagreed 6 6%
Not Known 9 9%
TOTAL 100 100 %

Table 1: (H.R.) Escalates the quality of tasks.

The above-mentioned table showcases the results of the opinion polls related to the
implementation of learning management and development resource system within the
telecommunication firm The Mobile Telecom Company.

The above pie chart elucidates how learning management, and its resource
planning escalates the quality of tasks by the employees.

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 Discussion
The conclusive evidence found after completion of the research clearly shows the
agreement and disagreement of the new system. 58% of the total participants had better
apprehension of the effectiveness of learning management and its development resource
system on the productivity of an organization. However, 7% of the opinion chart disagreed
with the focused idea of implementation of this system. An efficient understanding of
learning management and resource paradigms attributes to better initiation of significant
organisational planning after adverse drawbacks of limited productivity. Proper learning of
the business culture and its specific strategies would also let the employees construct
better plans and schemes according to the trading need (Walker et al., 2016).
Several respondents subjectify certain progressive advantages:
 Due to the incorporation of learning management and resource within the
organization's structural frameworks, proper assistance to the employees is
substantially obtained within the company according to their organisational needs
and personalized achievable goals (Zheng et al., 2018).
 The HR executives and their department is incorporating the outlines of learning
management structures that will inform the recruitment and hiring of executives
about the workforce and culture of the company. Following an interviewee, HR is
exploiting bottom-up inspection techniques to subjectify the prime and efficient
talents (Foreman, 2017).
By the virtue of certain reports generated in Saudi, it is evident that most of their major
companies and organisational firms are looking forward in encapsulating learning
management and its resource strategies onto their organisational structures. The
strategies are like:
 Management related to productivity.
 Identifying the prime goals and objectives.
 Considerations
 Aptitude management strategies to improve respondents' performance.
Effective implementation of learning management resources also amplifies the
aspects of better and efficient employee management and manpower for the organization
and entitles more ways for the human resource administration's betterment.

The Contribution and Responsibility of the Learning Management in the

functionalities of the Mobile Telecom Company, Saudi.

Let’s Find out if Human Resource and Management System escalates the
FEEDBACK
functionalities of Mobile Telecom Company.
COUNT PERCENTAGE
Strongly Agreed 68 68%
Agreed 15 15%
Disagreed 10 10%
Strongly Disagreed 4 4%
Not Known 3 3%
TOTAL 100 100%

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 Table 2: The above chart showcases the outcomes and feedbacks of the attendants on
whether learning management practices brings advantages for the functionalities in Mobile
Telecom Company. ("Mobile Telecommunications Company Saudi Arabia (SASE:7030) -
Share price, News & Analysis - Simply Wall St", 2021).

The pie-chart elucidates the aforementioned findings of the responses.

From the acquired data from the previous response chart, it is quite evident that from the
perspectives of the respondents 68% of them agree on the aspect-related benefits of a
learning management system for an organization. Although 10% of them also disagree
with the fact and perishes their opinion that it is not so advantageous for planning business
strategies and incorporate employee workspace. They do not value the proposition.
After completion of the interview, a maximum number of interviewees identified the
progressive responsibilities learning management system on the functionalities of the
Mobile Telecom Company.
 Accurate and systematic arrangement and management of the employee
resources.
 Escalating the firm's productivity to a higher extent.
 Optimization of the appraisal and adjustment schemes.
 Ensuring significant focus on increasing every employee's satisfaction and love for
their own roles and workplaces along with their business requisite activities.
According to (Purwanto, Abdillah & Agustini, 2020). Learning Management and
Development Resource planning systems assist several commercial firms to embrace
more resource use planning and explanation of every employee's responsibility and
activity.

Key Stakeholders involvement in the execution of plans for ensuring precise

learning management
For making the operational and organisational frameworks much simpler and flexible the
employees always look to embrace learning management techniques and their strategies
for bringing the best out of them. It also lets them set their goals and objectives. The
increased number of employees in the Mobile Telecom Company has certainly highlighted
the increasing needs of learning management resource systems for ensuring enhanced

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 performance adjustments, following up by several other activity markings like dispensing
rewards as per employee performance to him/ her respectively. This will also let the
employees showcase discipline and interest in their work, hence, will increase the
company’s productivity and commercial alliance within the market.

Effects of learning management of employee performance

Appreciably overshoots the Conjectures 18%
Overshoots Conjectures 65%
Meets all Conjectures 15%
Meets minimum Conjectures 2%
Does not meet any Conjectures 0%

The opinion poll above shows that almost 100% of the respondents endorse and support
the fact of how learning management can be exploited to conquer all the reliable
expectations of Mobile Telecom Company. However, a few percentages of individuals
subjected that the resource system may be unable to meet the requisite goals and
objectives. Hence, more techniques and methods need to be incorporated to meet
adequate requirements of organisational development mechanisms.

Pie Chart Representation of the above-mentioned data

The Human Resource Executive

CIPD's (2021) ("Employee Engagement & Motivation Factsheets CIPD", 2021) report
objectifies the fact that Human resources lay a huge impact on the structural frameworks
of learning management. With the growing illustrations of HR executive responsibilities,
the procedures of learning management have now been automated to achieve a
significant amount of precise work delivery. The Mobile Telecom Company's human
resource management system must amplify its learning management system to intensify
its alteration management. CIPD 2021 ("Employee Engagement & Motivation | Factsheets
| CIPD", 2021) objectifies that human resource management personnel must enable every
alteration in its organisational structures such as functional changes and commercial
strategies and thinking to form a valuable learning management program. The HR
executives must focus on changing and upgrading the structural models of the learning
management functionalities to a dispensed and thorough distributed system from a single
centralized system such that they can generate the specific activity experts into the right
place to ensure the success of the system for their respective firms.

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 The senior administrative heads
This stipulates the impact on senior executive heads of the company by the learning
management system. The proposed system persuades the administrative heads to invest
more in the HRMS policies and strategies to gain precise and accurate insights about the
employee's performance and impacts on the business propositions. The workers in this
department are solely responsible for planning out the strategic structures and operations
of the distributed group of employees within the company. The senior management is
persuaded to speculate more on the learning management systems and HRMS planning’s
to ensure that their organization is well organized with required and latest contraptions that
will execute the proposed and new business strategies to bring out better profits for the
firm. The management also collaboratively spends its funds for training purposes and
development paradigms to increase employee performance and skillsets. The
management must propose service assets and sectors to resolve issues along with a
conglomeration of business associates to ensure faster and accurate delivery of the
learning management resource planning services.

Below is a table that demonstrates the key responsibilities of the executive heads and
stakeholders for the implementation of learning management services as indicated by the
respondents.

Stakeholders Key Responsibilities Information to Mode of Justification

be presented communication for the chosen
back to the mode of
stakeholders communication
Employees  Incorporating learning The changes Newsletters and These are the
management that will face-to-face best methods to
systems happen in the meetings as and reach out to
 Embracing the present way of when required. employees.
techniques for their operation Townhall Depending on
precise needs to be meetings and the information
implementation. informed to the monthly to be provided
employees. presentations. one can select
between
newsletters and
face-to-face
meetings.

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 Human  Making the When the full- Emails and Emails can be
Resource automated servers for fledged face-to-face used to inform
Executives the learning implementation meetings as are the general
management needs to be applicable. information and
practices. done requires Project face-to-face
 Construct, plan to be informed. management meetings at
according to the Any changes tools. Monthly times of vital
alterations in the in the scope of team meeting. information.
system. the project also These two
requires to be modes will help
updated. keep the Human
resource
executives
connected to the
project.
Senior  Initiating the learning The Emails, townhall This mode of
Administrative management proceedings of meetings and communication
Heads techniques the project and project is best when it is
the new rules management the question of
and tools. administrative
regulations heads. It is
that needs to because emails
be well address the
implemented purpose of
 Regulation and for this specific creating an
governance of project. understanding
training and and at the same
development. time stimulating
specific
response.

Conclusions
After thorough research and study of the materials, it is quite evident that learning
management and development resources play a vital role in every administrative lead of
organizations. The same was seen here with the Mobile Telecom Company as well.
Learning management increases the value of the organisational operations and
functionalities and the desired company has apprehended the positive impacts of this
asset and management system. The executive heads together with the stakeholders
assure the fact that how probable learning and management design system among the
enterprise raises the evaluation, analytical, and communication aspects of an organization.
In this case, it was evident how the stakeholders also showed positive behavior towards
the management system of the company. The effect of HRMS (Human Resource
Management System) ensures proper efficiency and productivity of the organization and
the stakeholders are key essentials for controlling, monitoring, and evaluating the system
and provide assistance to its planning.

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 Recommendations
After concluding the entire research and findings, the learning and development resources
along with the human resource management system of the designated company would
assist them in gaining an increase in their business functionalities.
 Related to the company’s prime goals and objectives, the learning management
system together with the human resource management must be established
likewise.
 Particular human resource management system (HRMS) aims must be established
related to the functioning and speculated performance essential for obtaining the
major goals of the organization. A proper enactment of these would ensure all the
employees including the HR executives, stakeholders, and other requisite staff
about their roles and activities within the companies more precisely.
 Proper apprehension is essential for every employee and administrative head along
with the stakeholders about the human resource management system paradigms
such that the members gain sufficient understanding of what needs to be done and
how much work it requires to achieve the goal (Armstrong & Taylor, 2020).
 The enactment must be established such that it ensures a healthy working
environment among the company and should favour all the workers and several
stakeholders.
 Although for every organization it is recommended to attain a culture related to
health and wellness behaviours into their respective business strategies and
structures. Every employee needs to be involved in the conduction of the
management system as they are the most essential members during the execution
of the systems practices. The introductory phases must be established in a way
where all views and recommendations of every employee are accepted by the
management (Ouadoud et al., 2017).

Advantages based on the recommendations

The most effective recommendation of this research is that human resource and
management planning will be more effective and significant after incorporating the
aforementioned suggestions.
Through the above suggestions, the HRMS will also assist in benefitting all the
stakeholders of the organization including all the respected employees. If the management
system is in accordance with the requisite objectives of the organization, automatically the
company will attain benefits in its operations and productivity. The inclusion of the
mentioned health and cultural wellness activity within the system would also intensify the
beneficial paradigms of the employees. The moto behind this inclusion accompanies the
fact of how a healthy employee brings out more productivity for his/her particular
organization.

Disadvantages
Accumulation and implementation of all these objectives and activities within the business
structures of the company may demand a certain amount of time, thus a major
disadvantage is the consumption of time during the operations of the organization. Few of
the suggestions may take time for its incorporation that may slow down the service
timings.

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 Practicability
The delineated suggestions in the system gather a higher chance of achieving their motive
and be a major utility for the organization. A planning proposal of the desired policies of
the management system will grab higher chances of succeeding as the outlined schemes
of the system should be progressively followed (Miner & Ball, 2019). The administrative
group is responsible for implementing the learning and development resource planning
needs to ensure every suggestion is subjected in the proposal handout.

Obstruction of Contrivances
The financial limitations and restrictions might be a major issue that may block the
suggestions for the system. Lack of resources may be a fact for the organization to
implement all the requisite items or activities (Alenezi, 2018). For instance, the health
wellness activity may be an extra burden for the company to adopt. All these instances
may occur only when the budget is fixed according to the allocated previous business
strategies and requirements.
Another major issue is time that may also somehow obstruct the suggestions to the
system. Time deficiency may be observed while incorporating all the suggestions
specifically the broad ones. Every company looks forward to escalating the speed of its
operations in this business growing world. Establishing a favourable environment among
the company may be a suggestion for this.

Encountering the Obstructions

An effective and significant budget plan is the most important contraption to mitigate the
financial restraints during incorporation of all the suggestions in the human resource
management planning (Huemann, Keegan & Turner, 2018). Reserve assets may come in
handy in this situation where various vulnerabilities may occur that were unpredicted like
the implementation of these recommendations. The aspect of time must also be
considered because it is evident that some suggestion might demand requisite time for
implementation and considerable planning must be done to accumulate the emerging
deficiency of time.

Estimation of Success
An effective and flawless way to estimate the success of any system related to business
and commerciality is to compare the productivity charts obtained before the suggestions
and the productivity charts after implementing the suggestions to the management system.
The alterations brought by the suggestions would be significant and evident in the
productivity outcomes of the organization and will ensure the fact of success or failure. The
productivities can be differentiated according to the situation when the supervisor of the
company demonstrates the profit and production charts.

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 References

Alenezi, A. (2018). Barriers to participation in learning management systems in Saudi

Arabian universities. Education Research International, 2018.
Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource
management practice.
Carter, C. (2017). Tell us what you really think!: A new way to measure public
opinion. Australian Defence Force Journal, (203), 75.
Employee Engagement & Motivation | Factsheets | CIPD. CIPD. (2021). Retrieved 5 June
2021, from
https://www.cipd.co.uk/knowledge/fundamentals/relations/engagement/factsheet.
Foreman, S. (2017). The LMS guidebook: Learning management systems demystified.
American Society for Training and Development.
Huemann, M., Keegan, A., & Turner, R. (2018, September). Human resource
management in the project-oriented organization. Project Management Institute.
Miner, J. T., & Ball, K. C. (2019). Proposal Planning & amp; Writing. ABC-CLIO.
Mobile Telecommunications Company Saudi Arabia (SASE:7030) - Share price, News &
Analysis - Simply Wall St. Simply Wall St. (2021). Retrieved 5 June 2021, from
https://simplywall.st/stocks/sa/telecom/sase-7030/mobile-telecommunications-
company-saudi-arabia-shares#:~:text=Mobile%20Telecommunications
%20Company%20Saudi%20Arabia%20provides%20mobile,telecommunication
%20services%20in%20the%20Kingdom%20of%20Saudi%20Arabia.
Ouadoud, M., Nejjari, A., Chkouri, M. Y., & El-Kadiri, K. E. (2017, October). Learning
management system and the underlying learning theories. In Proceedings of the
Mediterranean Symposium on Smart City Applications (pp. 732-744). Springer,
Cham.
Purwanto, T. A., Abdillah, L. A., & Agustini, E. P. (2020). Knowledge Management System
Analysis and Planning For Employee Recruitment and Training. Journal of
Electrical, Electronics and Informatics, 4(2), 38-43.
Saputro, B., & SUSİLOWATİ, A. T. (2019). Effectiveness of Learning Management System
(LMS) on In-Network Learning System (SPADA) Based on Scientific. Journal for
the Education of Gifted Young Scientists, 7(3), 481-498.
Turnbull, D., Chugh, R., Luck, J., & Tatnall, A. (2019). Learning Management Systems: An
Overview. Encyclopedia of Education and Information Technologies, 3-6.
Walker, D. S., Lindner, J. R., Murphrey, T. P., & Dooley, K. (2016). Learning management
system usage. Quarterly Review of Distance Education, 17(2), 41-50.
Zheng, Y., Wang, J., Doll, W., Deng, X., & Williams, M. (2018). The impact of
organisational support, technical support, and self-efficacy on faculty perceived
benefits of using learning management system. Behaviour & Information
Technology, 37(4), 311-319.

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