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Technology-Based Training Methods
Transcript of Technology-Based Training Methods
are online and mobile technology used to create interactive communications allowing the creation and exchange of user-generated content.
Blended learning combines online learning, face-to-face instruction, and other methods for distributing learning content and instruction.
Blended learning courses provide learners with the positive features of both face-to-face instruction and technology-based delivery and instructional methods while minimizing the negative features of each.
Simulations and Games
Providing links to resources such as videos and articles related to new learning content.
Helping determine future training needs and issues by using tagging capabilities.
Reinforcing and sustaining learning.
Being used as a coaching and mentoring tool.
Linking learners before, during, and after a formal training event.
Engaging Generation X and millennial employees.
Providing content before a face-to-face learning event.
1. A blog refers to a webpage where an author posts entries and readers often can comment.
There are many different types of blogs, including:
Personal blogs written by one person.
Company blogs used for marketing and branding purposes.
Topic blogs focusing on a specific topic area.
Blogs based on media (video blogs) and devices (mobile device blog).
2. A wiki refers to a website that allows many users to create, edit, and update content and share knowledge.
3. A microblog or microsharing refers to software tools such as Twitter that enable communications in short bursts of text, links, and multimedia either through stand-alone applications or through online communities or social networks.
4. Shared media refers to audio or video such as YouTube that can be accessed and shared with others.
In comparison to other methods, blended learning:
1. provides increased learner control.
2. allows for self-directedness.
3. requires learners to take more responsibility for their learning—all factors.
4. provides more face-to-face social interaction.
5. ensures that the instruction is presented in a dedicated learning environment.
6. has provided more motivation for trainees to learn and for teaching declarative knowledge or information about ideas or topics.
1. Limited use due to their development costs.
2. Trainees may not be comfortable in learning situations that have no human contact.
4. Provide a consistent message of what needs to be learned.
5. Can safely put employees in situations that would be dangerous in the real world.
6. Have been found to result in such positive outcomes as shorter training times and increased return on investment.
1. Eliminates the need to travel to a central training location.
2. Meaningful and get trainees involved in learning.
3. Emotionally engaging, increasing employees’ willingness to practice, encourages retention, and improves their skills.
A computer-based technology that provides trainees with a
three-dimensional learning experience
Allows trainees to practice dangerous tasks without putting themselves or others in danger.
More memory available for learning.
Poor equipment that results in a reduced sense of presence.
Poor presence may result in the trainee experiencing simulator sickness.
Computer-based, simulated online three-dimensional representations of the real world where learning programs or experiences can be hosted.
Imitates an actual workplace without any harm.
Provides a place to meet with trainers, managers, or other employees who can serve as teachers.
Lack of ease of use for first-time users.
Potential risk of a difficult keyboard and mouse interface.
High investment of time and money.
Lack of evidence supporting effectiveness.
Training delivered using a mobile device such as a smartphone, netbook, notebook computer, or iPad
-Formal learning - Include e-learning courses, podcasts, or videos on the mobile device.
-Informal learning - Engaging in communication and messaging via Twitter, blogs, or Facebook.
-Used by geographically dispersed companies to provide information about new products, policies, or procedures, as well as deliver skills training and expert lectures to field location.
-Involves using Teleconferencing and Virtual Classrooms.
Interactive distance learning (IDL)
: Uses satellite technology to broadcast programs to different locations and allows trainees to respond to questions posed during the training program using a keypad.
Advantages and Disadvantages
Company saves on travel costs.
Allows employees in geographically dispersed sites to receive training from experts who would not otherwise be available to visit each location.
Lack of interaction between the trainer and the audience.
Technologies for training support
Technology (usually software) that organizes and applies the knowledge of human experts to specific problems.
Electronic Performance Support Systems (EPSSs)
An electronic infrastructure that captures, stores, and distributes individual and corporate knowledge assets throughout an organization to enable individuals to achieve required levels of performance in the fastest possible time and with a minimum of support from other people.
Most needed when:
1. performance of a task is infrequent.
2. the task is time-consuming, difficult and information-intensive.
3. the consequences of error are severe.
4. effective performance relies on information and procedures that frequently change.
5. employee turnover is high.
6. there is little time and few resources available for training.
7. employees are expected to take responsibility for learning and performing tasks.
An assistant to automate tasks and lighten the workload.
A librarian to provide task-specific information.
A teacher to guide the user through the process step by step.
An advisor to provide expert advice.
Learning Management Systems (LMS)
A technology platform that can be used to automate the administration, development, and delivery of all of a company’s training programs.
-LMSs can provide employees, managers, and trainers with the ability to manage, deliver, and track learning activities.
-Reasons LMSs are becoming more popular:
1. Reduction in travel and other costs related to training.
2. Reduction in time for program completion.
3. Increase in employees’ accessibility to training across the business.
4. Provision of administrative capabilities to track program completion and course enrollments.
Reasons that companies adopt an LMS are:
1. To centralize management of learning activities.
2. To track regulatory compliance.
3. To measure training usage.
4. To measure employee performance.
Developing an LMS
First, senior management needs to be convinced that an LMS will benefit employees, improve business functions, and contribute to overall business strategies and goals.
Second, a company that wants to develop an LMS must have an e-learning culture that supports online learning and encourages employee participation.
Third, the online learning environment needs to be under the control of the learner.
To maximize its effectiveness, an LMS should be integrated with talent management systems.
Choosing New Technology Training Methods
-Advantages of these methods:
Cost savings due to training being accessible to employees at their home or office.
Reduced number of trainers needed.
Reduced costs associated with employees traveling to a central training location (e.g., airfare, food, and lodging).
-Should be considered when:
Sufficient budget and resources are provided.
Trainees are geographically dispersed.
Trainees are comfortable using technology.
It is a part of the company’s business strategy and suits its culture.
Employees have limited or no time for training
Current training methods allow limited time for practice, feedback, and assessment.
Its use fits into the organizational culture or business strategy