business idea

6-IRE347-Technology-BasedLearning.pdf

Home >Business & Finance homework help >Economics homework help >business idea

IRE347 TRAINING & DEVELOPMENT Anny Fong M.Eng, MBA, LL.M, PMP

July 20, 2022

Agenda

¨ Common questions from exit cards ¨ Recap from previous class ¨ Technology-based learning ¨ Case Discussion ¨ A look into the (near) future ¨ Group work

Questions from exit cards ¨ Is on-the-job or off-the-job training better? Is it more efficient as trainees

could apply the skills to the workplace immediately? ¨ Are there specific occupations/industries that are more suitable for on-

the-job/off-the-job training? ¨ Are employees compensated for when off-the-job training goes

overtime? ¨ Is there any way to avoid trainers having negative thoughts in on-the-job

training? (e.g. worried about being replaced) ¨ What are ways to boost employee motivation when training? ¨ Can job rotation be used for training? Would it be costly and hard to

manage? ¨ How should employees respond when customers are rude? How can

managers avoid contradictions between the customers and employees?

¨ What is the difference between mentoring and coaching? ¨ How can coaching be integrated into a training program? Does it need

to be long-term or short-term? ¨ Should all transactions between customers and employees be

recorded?

Quick recap of previous class

¨ Off-the-job training vs. on-the-job training ¤ What it is ¤ Methods ¤ Advantages/disadvantages

¨ Apprenticeships ¨ Coaching ¨ Mentoring ¨ Considerations when choosing training methods

First impressions of Technology-Based Learning

¨ Kahoot!

¨ To participate, join at ¤ www.kahoot.it or Kahoot! App ¤ Enter the game PIN when it’s time

http://www.kahoot.it/

Technology based-training 6

¨ Involves the use of technology to deliver training programs

¨ Traditional training does not involve using technology to deliver courses (e.g. seminars, lectures)

Did you know? 77% of organizations report that e-Learning is becoming more important strategically to their organization’s learning strategy

Training Methods 7

Who is leading the training? 8

Instructor-led

• Instructor/facilitator leads, facilitates or trains online

• Degree of involvement may vary (e.g. leads process vs. answering questions)

Self-directed

• Individuals take initiative and responsibility for learning experience

• Provides flexibility and ability to respond quickly to organizational change and trainee needs

• Increasingly popular

Self-directed learning – Considerations 9

• Learn at their own pace • Self-determine desired level of expertise • Training time could be reduced, as trainees select what is most relevant to their needs • Become independent • Learn according to their own style

• Might learn the wrong material or only part of the material • May waste time finding resources • Individual need to learn active knowledge-seeking skills, knowledge-gathering skills, and learn to tolerate inefficiencies and mistakes

Formats 10

Synchronous

Asynchronous

Online/ Distance/ MOOCs

Electronic performance

support systems

Microlearning

Image sources: The Noun Project: Synchronous Learning by Duke Innovation Co-Lab, Asynchronous Learning by Duke Innovation Co- Lab, distance learning by Vectors Point, MOOC by Duke Innovation Co-Lab, customer support by SU, small by WEBTECHHOPS LLP

Communities of Practice (CoP) 11

W ha

t is

it?

•Group of employees who share similar concerns/ problems

•Meet regularly to share experiences

•Learn from each other

•Identify approaches to solve problems

C o

re P

rin c

ip le

s •Learning is social •People learn

from each other on the job

•Regular communication M

e th

o d

s • Shared documents

• Co-authoring documents

• Meeting face- to-face

• Meeting online

Image sources: The Noun Project: what by amante de icono, Principle by Yu luck, method by Kukuh Wachyu Bias

WWW 12

Web 1.0

• Read-only • Example

• Advertisements

Web 2.0

• Read-write • Example

• Social media

Web 3.0

• Read-write- execute

• Example • Targeted

content

Image sources: The Noun Project: dinosaurs by Sumana Chamrunworakiat, Book by B, Book by Ongycon, Social Content Curation by Duke Innovation Co-Lab

Synthetic Learning Environments 13

¨ Technology-based training media that augment, replace, create, and/or manage a learner’s experience with the world by providing realistic content with instructional features

¨ Virtual Reality ¤ Artificial 3D experience ¤ Simulate and re-create actual

environment ¨ Augmented Reality

¤ Virtual imagery overlaid onto a real-world environment in real time

Image sources: https://pokemongolive.com/en/, https://fortune.com/2016/01/09/heres-what-its-like-to-use-the-oculus-rift/

Gamification 14

¨ Use of game mechanics and elements from video games to engage and motivate employees in the workplace

Key components:

Story

ParametersRewards

Context, characters, setting

Basic framework, rulesRewards, achievement

Additional aspects 15

• Tailoring instructional elements to meet trainee needs and preferencesCustomization

• How can we structure the program so that trainees feel that they are engaged?

• Use of conversational vs. formal language Personalization

• How much human interaction should be involved?

Human interaction

• How will trainees obtain feedback on their learning?Feedback

Technology-Based Training – Considerations 16

• Flexibility • Learner control • Self-pacing • Learner-controlled practice difficulty • Standardization • Scale • Ability to track trainees’ progress • Travel/overhead costs reduced

• Less interpersonal • Not appropriate for all skills/ content • Trainee’s comfort level with technology may vary • Upfront development costs • Resistance from employees

Technology-Based Training – Effectiveness 17

¨ Studies show it is slightly more effective (6 percent) for declarative knowledge; equally effective for procedural knowledge

¨ Trainees were equally satisfied with both methods

¨ The effectiveness for declarative knowledge was found to depend on a number of factors

Technology-Based Training – Effectiveness 18

¨ Computer-based training was more effective for declarative knowledge when: ¤ Trainees are older ¤ The instructional methods were different ¤ Trainees were able to choose the training

method ¤ Trainees had greater learner control ¤ The training included practice and feedback ¤ The length of the training program was

greater

Closing thoughts on technology-based training

¨ Can be efficient and effective, but context matters ¤ Organizational context ¤ Learner context ¤ Content ¤ Feasibility ¤ Scale ¤ Etc.

¨ Blended approach that combines different instructional methods is most effective

E-Learning at Flotation Ltd.

Breakout Discussion 1. What were some of the advantages and

disadvantages of Flotation Ltd’s e-Learning program?

2. What are some organizational considerations that one should take in account when designing an e-learning program for Flotation Ltd.?

3. What modifications would you make to Flotation’s e- learning program and how would these modifications address the existing gaps?

4. What could be some practical challenges of implementing this training?

Summary

¨ Technology-based training ¤ Training methods

¨ Instructor-led vs. self-directed training ¨ Technology-based training formats ¨ Communities of Practice ¨ Evolution of WWW ¨ Synthetic learning environments ¨ Gamification ¨ Considerations for technology-based training ¨ Effectiveness of technology-based training

Exit cards! 22

¨ Before you leave today, please fill in the exit card ¤ Instead of an ‘attendance’ sign in ¤ Opportunity to reflect on today’s class

¨ Quercus > Quizzes > Exit Card – Class 6

Looking Forward

July 25 •Training delivery •“The Houghton Refrigeration Company” case

July 27 •Transfer of training

•“The School board” case

Aug 3 •Project check-ins

Aug 8 •Evaluating training

•DataIn case

Image sources: The Noun Project: Crystal ball by Sumit Saengthong, delivery by Hasanudin, transfer by Bernd Lakenbrink, waving hello by Zach Bogart, elation by Tomas Knopp