CTFP
Chapter Eight
Technology-Based Training Methods
Objectives
Explain how new technologies are influencing training
Evaluate a Web-based training site
Explain how learning and transfer of training are enhanced by using new training technologies
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Objectives
Explain the strengths and limitations of e-learning, mobile technology training methods (such as iPads), and simulations
Explain the different types of social media and the conditions conducive to their use for training
Describe to a manager the various types of distance learning
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Objectives
Recommend what should be included in an electronic performance support system
Compare and contrast the strengths and weaknesses of traditional training methods versus those of technology-based training methods
Identify and explain the benefits of learning management systems
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A Few Statistics
15% of training hours are delivered in a virtual classroom; 29% are delivered online
39% of learning hours involve technology-based training methods
79% of companies are using learning management systems
36% of large companies deliver training online, compared to 28% of small companies
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Technology’s Influence
Employees have greater control over when and where they receive training
Employees have greater access to knowledge and expert systems
The use of avatars, virtual reality, and simulations make training “real”
Employees can choose the media they like best
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Technology’s Influence
The administration of training can be conducted electronically
Training accomplishments can be easily monitored
Training can be easily delivered to trainees
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Technology-Based Methods
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Blended Learning
Webcasts
Podcasts
Mobile Learning
E-Learning
Wikis
Distance Learning
Social Media
Shared Workspaces
RSS Feeds
Blogs
Microblogs
Discussion Boards
MOOCs
Adaptive Training
Technology Facilitates Collaboration
Digital collaboration can be synchronous or asynchronous
Synchronous communication refers to trainers, experts, and learners interacting live and in real time
Asynchronous communication refers to non-real time interactions—learners access information and resources when they desire them
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Dynamic Learning
Greater interaction between learners and content, trainers, and other learners
Trainers serving more as resources and coaches
Experts and resources becoming a part of the learning environment
More training via social media
More training via games and exercises
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Features of Online Learning
Content—content may include text, video, graphics, and sound
Collaboration and sharing—collaboration and sharing can help reinforce content
Links to resources—access to other training methods and electronic performance support
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Features of Online Learning
Learner control—leaners can control what, when, how, and with whom they learn
Delivery—delivery may include internet, intranet, distance learning, and CD-ROM
Administration—online administration of enrollment, monitoring, and trainee progress
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Online Effectiveness
Online is more effective than face-to-face for declarative knowledge
Online and classroom are equally effective for procedural knowledge
Learners are equally satisfied with online and classroom instruction
Online is better than classroom when there’s learner control, practice, and feedback
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Online Effectiveness
Online is better than classroom for long courses
Online and classroom are equally effective when similar methods are used
Trainees who benefit most are those who devote more time
Online learning is not effective for learners with low technology self-efficacy
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Needs Assessment
Evaluate if the organization has the technological infrastructure to deliver training, provide learning resources, and offer technical support
Assess if trainees possess the skills for online learning
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Rapid Prototyping
Rapid prototyping could be used to design a program
Refers to an iterative process where initial design ideas are proposed and provided in rough form in an online working prototype
The prototype is then reviewed and refined
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Refrain from Repurposing
Trainers should avoid repurposing
Repurposing refers to directly translating a face-to-face program to an online format
Repurposing will likely result in ineffective training
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Create a Learning Environment
Include visuals and text
Explain complex visuals with audio or text, rather than by both
Omit extraneous visuals, words, and sounds
Engage learners through conversational language agents
Explain key concepts prior to full instruction
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Create a Learning Environment
Provide prompts for self-regulation
Provide content in short sequences
Connect modules to engage learners
Provide exercises that parallel the work environment
Distribute exercises within and among modules
Provide explanations to responses on quizzes and exercises
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Learner Control
Do not allow trainees to control the amount of feedback they receive
Provide practice repeatedly using different high fidelity examples
Allow trainees to control the sequence to receive instruction but not to skip
Prompt self-regulation
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Time & Space
Ensure employees are given time and space for online learning
Managers need to give employees time in their schedules for training, and employees need to schedule training time away from distractions
Employees should not be required to fit online learning into already busy schedules
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MOOCs
Massive open online courses (MOOCs) are courses designed to enroll large number of learners, which are free and accessible to anyone with internet access
More companies are working with MOOC providers to design custom courses
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Advantages of MOOCs
Low cost, accessible, and diverse topics
Engaging short lectures combined with interaction
Emphasize application using role plays, cases, and projects
Learning is semi-synchronous
Many offer college credit and certificates of completion
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Limitations of MOOCs
Participation tends to drop off after two weeks
Completion rates are low, and most students who do complete courses do not take the credential exam
May not be appropriate for courses where synchronous collaboration is needed
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Social Media
Social media take many forms:
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Networking Sites (Facebook, LinkedIn)
Microblogs (Twitter)
Wikis (Wikipedia)
Shared Media (YouTube)
Blogs
Social Media
Social media can be useful for:
providing links to resources
determining training needs with tagging
reinforcing and sustaining learning
coaching and mentoring
linking learners
engaging younger employees
providing content before a face-to-face learning event
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Blended Learning
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Traditional Methods
Technology-Based Methods
Blended Learning
Blended learning combines online learning, face-to-face instruction, and other methods
Offers the positive features of face-to-face instruction and technology-based delivery, while minimizing the negative features of each
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Blended Learning
In comparison to pure classroom learning, blended learning:
provides increased learner control
allows for self-directedness
requires learners to take more responsibility
is better for teaching declarative knowledge or information
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Blended Learning
In comparison to pure technology-based learning, blended learning:
provides more face-to-face social interaction
ensures that instruction is presented in a dedicated learning environment
provides live feedback, which is preferable to feedback received online
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Food for Thought
Interestingly, trainees prefer classroom instruction to blended learning, perhaps because blended courses may be more demanding.
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The Flipped Classroom
The flipped classroom is a popular application of blended learning
The classroom is designed for interaction and application; lecturing occurs online
Instructional content is delivered online and activities, including those that may have traditionally been considered homework, are moved to the classroom
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Games & Simulations
Branching story—trainees are presented with a story, make decisions, and progress based on decisions
Interactive spreadsheet—trainees are given a set of business tools and make decisions
Game-based—trainees play a video game
Virtual—trainees interact with a computer representative of the job
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Games
Consider the following when designing games:
What is the business objective?
What behavior or tasks will be learned?
How many levels and players?
Will everyone have access to the same technology?
Is the game fun and engaging?
Does the game provide feedback and leaderboards, meters, or badges?
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Advantages of Simulations
There is no need for a centralized training location
There is meaningful and engaging content
They provide a consistent message
They can safely put employees in situations that would otherwise be dangerous
They can yield positive outcomes in a shorter amount of time
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Limitations of Simulations
High development costs
Absence of human contact
Difficulty for first-time users
May not be taken seriously by all learners
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Mobile Technology & Learning
It is an easy way to communicate up-to-date information to employees
It can be useful for enhancing transfer by providing follow-up
It brings training to employees who are mobile
Learners can complete training on their own time and pace
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Adaptive Training
Training that customizes content based on a trainee’s learning style, ability, personality, or performance
Adaptations include variety, difficulty, and sequencing of content and practice
Instruction changes based on trainees’ scores on assessments completed before training or throughout training
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Distance Learning
Distance learning is used by geographically dispersed companies and features two-way communications between people
Involves teleconferencing and individualized, computer-based training
Interactive Distance Learning (IDL) uses satellite technology to broadcast and allows trainees to respond to questions using a keypad
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Distance Learning
Guidelines for developing a virtual classroom:
test technology before the first class
design short modules and assignments
make learning interactive and interesting
include media such as video and audio
limit classroom size to 25 or less
offer learners multiple ways of interacting with others
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Technology for Training Support
Technological support is needed when:
performance is infrequent
the task is time-consuming and difficult
the consequences of error are severe
information and procedures frequently change
employee turnover is high
little time and few resources for training
employees are responsible for their learning and performance
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Expert Systems
Expert systems organize and apply the knowledge of experts to specific problems
Used when problems and decisions exceed an employee’s current skill set
Help employees make sense of different conditions and keep track of tasks to be completed
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Expert Systems
Expert systems have three elements:
a knowledge base that includes facts, figures, and rules
a decision-making capability that draws conclusions from this information to solve problems
a user interface that gathers and gives information to the user
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Electronic Performance Support Systems
An EPSS is an electronic infrastructure that captures, stores, and distributes knowledge throughout an organization
Enhances performance in the fastest time possible with minimal support from others
Includes all software needed to support work, beyond one or two applications
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Learning Management Systems
LMSs are technology platforms that automate the administration, development, and delivery of all a company’s training programs
LMSs centralize the management of learning activities, track regulatory compliance, measure training usage, assess employee performance, and determine training needs
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What’s Best?
Simulations, games, and adaptive training are suited for complex processes
Online training and MOOCs are suited for facts, figures, cognitive strategies, and interpersonal skills
If realistic, online training and simulations can be useful for interpersonal skills
Mobile learning is best suited for facts
Mobile learning and social media are best used as supplements to live training
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When Should Technology be Used?
There is an adequate budget and resources
Trainees are geographically dispersed and travel costs would be high
Trainees are comfortable with technology
Use of new technology fits into the organizational culture or business strategy
Employees would have a difficult time attending traditional training
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