Abstract
Virtual training is a rapidly expanding concept among today’s employers. However, it is really better than traditional methods that have been used for years, or is it just a fad that companies will quickly outgrow? Like most things, virtual training has advantages and disadvantages associated with its use, and companies must judge for themselves if it is appropriate in their unique work setting. Through the use a thorough needs assessment, a company can make this determination and decide whether or not virtual training provides the desired efficiencies and effectiveness to complement business strategies and objectives.
Virtual Training: Is it Reality?
Virtual training is a relatively new and exciting concept being used increasingly
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New technology can reduce the cost associated with training, increase the effectiveness of learning, and help training contribute to business goals (Noe, 2008). Cost savings come from reducing travel, time, and hotel expenses and spreading the cost of development over many trainees (Mathis & Jackson, 2006). Further cost reductions are recognized by reduced administrative costs and reduced numbers of trainers necessary (Noe, 2008). Employees benefit because they are able to proceed at their own pace and engage in training when and where desired (Mathis & Jackson, 2006). They can also choose a preferred method of media some of which stimulate multiple senses, and they can access knowledge and expert systems as needed (Noe, 2008). Trainers are able to update content relatively easily, and content is delivered more consistently (Mathis & Jackson, 2006). Enrollment, testing, and training records can be managed electronically, and employees’ accomplishments can monitored (Noe, 2008). Virtual training can also be used as an enhancement to instructor-led training (Mathis & Jackson, …show more content…
It requires a significant up-front investment, and with technological innovations changing rapidly, it can be difficult to know when and how much money to invest (Mathis & Jackson, 2006). Virtual training may also cause anxiety for trainees that are not confident with their technological skills, and it is not appropriate for all training content (Mathis & Jackson, 2006). It requires a great deal of support from top management and does not statistically lead to better learning (Mathis & Jackson, 2006). Other concerns include a much higher dropout rate; virtual training dropout rates range from twenty-six to seventy percent compared to three percent for traditional programs (Mathis & Jackson, 2006). Many employees start technology-based training programs with good intentions but often lack motivation, and the training often fails to capture and sustain the employee’s interest (Mathis & Jackson, 2006). Employers also worry about employees moving through training programs too quickly and failing to retain learned information (Mathis & Jackson,
... on my job. Training has become more important then ever before. My company in years past would assign a trainer to a new technician for the initial start up of their career. After the new employees initial training, it was up to them individually to keep up with the minor changes that occurred. With the advancement of technology moving at such a fast pace, my company did in fact recognize this as a problematic issue that warranted some action. Today we have regular training sessions and are regularly provided with much needed manuals, updates and technical support. Those individuals who decline to adapt to a learning behavior are falling behind at a very fast rate and eventually lose their positions of employment.
Computer based training is effective because it is easy to track, outreach is more efficient with just in time learning, and the content of the training is more consistent than with an instructor-led training (Pruesser,Lynn & Nordstrom, 2011). While Instructor-led training can be more natural for older employees that are not as familiar with technology, it is also easier for the employees that lack the self-motivation or control to ensure they complete the self-paced training. Regardless of the type of training the company chooses the article states that it is imperative for a company to evaluate the type of training utilized for effectiveness (Pruesser,Lynn & Nordstrom, 2011). If it is not working, it is time to consider other alternatives (Pruesser,Lynn & Nordstrom,
A review of available literature lends credence to leading practices around training involving weekly or bi-weekly training with specific objectives (DMG Consulting, 2007). Less specifically, training needs to be relevant and interesting in order to stay effective. Identified within the DMG Consulting (2010) report is an example of virtual training being most effective due to the versatility of scheduling and duration, so that agents can be trained when the volume of calls drops and not at a pre-scheduled time.
The topic selected for the final project assignment is titled: Is cross-training the answer? Cross-training is popular among industries such as businesses, armed forces, manufacturing institutions and other organizations who employ individuals with specialized skills. Cross-training allow individuals to acquire skills in other departments or units. Additionally, cross-training offers flexibility in the development of work schedules as employees who are proficient in other departments can easily cover sick days, vacations, maternity time off and emergency absences. Cross-training also serves as morale booster for employees as they gain additional skills and confidence in their abilities. Employee may feel prosperous, successful and valued. Although cross-training may initially create an expense by paying additional time for staff development and training, this strategy will be cost effective in a long term as it helps reduce overtime wages and reduce the additional expenses caused by contracting external staffing agencies.
Workplace learning refers to learning or training undertaken in the workplace (Craig 1996). The field of workplace learning is also known as Training and Development, Human Resource Development, Corporate Training and Work and Learning (Craig, 1996; Piskurich at al., 2000; Driscoll et al., 2005; Smith et al., 2006). The traditional context of learning is experiencing a radical change. Teaching and learning are no longer restricted to classrooms (Wang, Wang, & Shee, 2007). The term e-learning refers to the use of electronic devices for learning, including the delivery of content via electronic media such as Internet, audio or video, interactive TV, etcetera. For the purpose of this study, we define “e-learning” as teaching and learning that
The training itself is mostly computer-based, therefore there is not much hands-on training which is fundamental to actually learn how to handle situations when on the job. Wallen and Mulloy reported that “Well designed computer based training can be cost effective, and can be an effective training tool. However, despite this increase in the use of computers to deliver training, less is known about the effectiveness of various computer based training methods than is known about other forms of training. The lack of empirically based guidelines has left training designers with insufficient direction for designing online training” (2005). Computer-based training can be cheaper than hands-on training and experts do not have concrete evidence that computer-based training is as effective. Having computer based training can also means that generally employees do not learn everything they should since they are not required to show skills or practice them in order to get the training done so the employees could not even be fit for that specific job. Kuo- Hao, Li-Chen, Chien-Hui (2002) explained that there are studies that show that the utilization of technology can be difficult for older adults since they are not used to this kind of machinery. This is just one of the problems computer-based training brings. The employees usually learn mechanisms as they progress and there are not many high skilled workers to
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Enterprise training is a premeditated and systematic training activity which focuses on improving working quality, ability, achievement and contribution (Lee and Pershing, 2000). In other words, the training is a systematic intellectual investment. When a corporation investing manpower and material resources to train employees, there will be an improvement of labour quality, human capital, corporate performance, and invest income for shareholders (Brinkerhoff and Montesino,
Rupp, D. E., Gibbons, A. M., & Snyder, L. A. (2008). The role of technology in enabling third-generation training and development. Industrial and Organizational Psychology, 1(4), 496-500. doi:10.1111/j.1754-9434.2008.00095.x
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
In general, computer-based training consists primarily of occupational training for adults, as opposed to computer-aided instruction used mainly in educational settings with younger populations. Training refers to any means of delivering information to people so they can do their jobs better. Computer-based training is delivered using computer tutorials in place of live instructors in a classroom format or video taped instruction. Computer-based training is usually interactive, self-paced, learner-directed, and offers immediate feedback to learners. The various forms of computer-based training currently available include interactive CD-ROM tutorials, multimedia simulations, and most recently, internet and intranet-based programs. Some of the numerous examples where computer-based training has been successfully implemented include instruction for bankers regarding corporate policies, Marine Corps fire teams, airline baggage handlers, MBA’s learning economics, and hostage rescue situations. One of the more sophisticated programs even simulates business war games where profits and losses vary based on management-trainee decisions.
Workers, new or experienced, are constantly needing some kind of education or a new way of doing something in their system. The training usually needs to be done at a convenient time, and in a cost effective and timely manner. This is where computer-based training comes into play. Computer-based training or CBT has been described as a "method that supports and strengthens adult learning… that fosters flexible, self-directed learning techniques" (Sandler, 1998). While working at their own pace, the learners can experience the progress that they are making, while answering the questions at attention level that is suitable to learn the material (Lawson, 1999). Lawson (1999) describes CBT training as the computer is "the trainer" that uses multimedia such as text, video, audio, graphics, and animation. In fact, the computer is said to be the main "powerful and effective tool…that can be used, as learning reinforces", and that is used in the CBT world (Blankenhorn, 1999). At this point, the computer, as the technology, and training go synonymously together. Also, both the methods with the computer hardware and software are constantly changing (Forster, 1998).
In many corporations today, the time, length, and cost involved in training is excessive. EPSS solves those problems. First, EPSS provides a cost effective way to train employees. Although the initial setup cost of EPSS can be expensive, these cost normally relate to start-up and maintenance. "Instructor led class where teaching time takes roughly 3 times longer compared with computer based instruction. The overhead costs of instructor led training are also much higher. [Also] with instructor led courses, the more students use the program, the more the program costs. Technology based alternatives eliminate these costs" (Winslow & Caldwell 76). Secondly, EPSS provides an alternative to training where employees are absent from work by bring the instruction to the employees.
In my department, we offer two types of training for automotive dealers. The first type is our Web-Based Training (WBT), and the second is Instructor-Led Training (ILT). These training courses have many similarities, such as learning objectives, total content, layout, structure and flow. They differ, however, in how each course is delivered, when the learning takes place, and the cost of the training.
This is the debate that companies are going through, as well. Companies now have the choice of using normal human training or Computer-based training (CBT). Both have their advantages.