Conjoint analysis on preferences of HRD managers and employees for effective implementation of m-learning: The case of South Korea

• HRD managers and employees’ preferences on m-learning are compared: conjoint analysis.
• Effective implementation requires appropriate device type and learning content.
• To maximize the benefit of employees, personalized learning content is necessary.

In today’s rapidly changing world, it is compulsory for firms to constantly pursue innovation. Innovation, however, does not happen in the open air, but requires specific knowledge and interactions among employees. To facilitate the process, workplace learning, especially informal learning, is necessary. m-learning allows firms to provide virtual networks for informal pervasive learning and provides strong fundamental for innovation. In this context, this research analyzes the preference of employees and HRD managers on m-learning in workplace using the conjoint method. The results indicate that both groups prefer smart phone devices over tablet PC and laptop for learning, and favor flat rate scheme as a method for learning expense payment. However, the preferences on learning place, learning method, and learning field differ. The analysis of similarities and differences in preferences suggests that firms must focus on learning field (contents) and smart phone devices for effective implementation of m-learning.