E-Learning in education has a huge influence and foothold across the world, including India, and propels them towards success. Innovative technology is the key that develops the human resource base to improve people's lives. Rapid innovation in ICT is transforming the way employees work, the way they interact, and the way they learn and apply it in their daily work. Focusing on information technologies and the power they increasingly wield within the global economy, it can be argued that e-learning has drivers that previous learning technologies lacked. E-learning is the result of both rapid technological change and a response to changes occurring in culture and society itself. This provides insights to a wide range of stakeholders involved in pushing the boundaries of technology-enabled enriched learning. The origins of e-learning in organizations can be seen reflected in the literature as a drive to keep up with competitors (Morris & Rippin 2002), but there are many other supporting models that show the clear role of e-learning evolving within organizations. From 1996 to 2002, various debates and arguments took place based on the evolution and observation of the complexity inherent in the development of e-learning, also due to the different geographical, cultural and technical infrastructures. Despite the above scenario, e-learning as a training tool is only now gradually approaching India and has been implemented only in a few large organizations, but no trace of it is seen in small and medium sized organizations. E-learning is most commonly seen only in the IT sector and multinationals have not yet reached the public sector. Several models have been proposed to aid the understanding of e-learning. These models will influence… middle of paper… millions by the end of 2012 if policies and significant interest in developing employee skills are shown. The state of e-learning enables the provision of knowledge and information to students at an accelerated pace and opens up new perspectives of knowledge transfer. According to many Indian corporate executives, the future direction of e-learning has been termed as “blended learning”. E-learning system providers have found that their customers are merging multiple training practices to provide a more comprehensive and beneficial training experience for their employees (Laws, Howell, and Lindsay 2003). However, the extent to which e-learning will find a permanent place in the Indian industry is still questionable. Therefore, the researcher attempts to find out the penetration of e-learning as a training tool among the Indian workforce in terms of awareness, exposure, impact and acceptance of the same.