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 Swaziland training culture:

A. From the HRD Swaziland Training System's User Activity

1. Utilising the "push learning" technology - to push learning bites at participants relating to incorrectly answered eprogramme test questions.
2. Linking 360 feedback to the resource library to set up a prioritised Swaziland training plan

B. From the HRD Swaziland 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:

1. Register employees for elearning courses
2. Register employees for eprogrammes
3. Update Personal Development Plans
4. Verify and update Continuous Professional Development records
5. Email employees, individually or collectively, with company or departmental news bulletins
6. 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 Swaziland 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 Swaziland training system not only maintains elearning momentum, and motivation, but actively promotes life-long learning.