Déploiement du e-learning dans le cadre de la formation en entreprise : quel rôle de l'environnement social dans l'engagement des salariés ?

E-learning continues to grow in the landscape of training. This set of multimedia training methods can be considered revolutionary, involving changes to training methods that are not neutral (Gil, 2000). The subject matter of change management is crucial for this type of project (C. Baujard, 2007, 2008; E. Bernardin, 2006; K. Frankola, 2001; M-D. Lytras et A. Pouloudi, 2001) and question the effectiveness of e-learning in training devices. Very often, these projects are poorly managed by companies; thus, it generates losses called "hidden costs" (H. Savall and V. Zardet, 2003). The e-learning deployment methods for employees in large companies become a key issue in an attempt to cope with this situation, the goal is then to foster employee engagement in their e-learning courses.What are the different dimensions of the deployment of an e-learning project? How do they affect employees' engagement?To answer these questions, we conducted four case studies within the same organizational context, which is an international automobile manufacturer. Forty-eight interviews with employees were conducted. The achieved results allowed us to identify that technological and pedagogical dimensions of a deployment are the foundation of the success of it. The organizational dimension, the social environment, allows individualizing and tailoring the deployment to employees.