E-learning is less expensive than traditional classroom instruction and the low costs of web-based learning programs seem to be very convenient for most corporations, as they are constantly looking for most cost-effective ways to deliver training to the employs. In addition to these economic benefits, other advantages such as simplicity, flexibility, instant delivery, the remarkable variety of available content, have made e-learning a high priority for many corporations. But is e-learning effective when it comes to evaluate the training process? In this study we will try to examine the particular features and the effectiveness of e-learning, inspired by Kirkpatrick's model, a classic and a still widely used method for evaluating the training of the employees. According to Kirkpatrick (1979), any training can be evaluated at four progressive levels. Level I: Reaction measures perceptions, emotions and subjective assessments of the learning experience. Level II: Learning is a measure of the acquired knowledge, in terms of attitudes and skills developed by the training. Level III: Transfer is a measure of changes in their behavior when they return to the current job after the training program. Level IV: Results quantifies the improved performance of the participants and measures the organizational business impact (productivity growth, optimal use of resources, increased quality, etc). With companies increasing their emphasis on e-learning, a systematic research is required to confirm that e learning programs are actually produce effective results and that the learners are acquiring and using the skills that are being delivered in an online environment.

e-learning; corporate training; technology adoption