unit VIII Homework Assignment

BHR 4680, Training and Development 1

Course Learning Outcomes for Unit VIII Upon completion of this unit, students should be able to:

6. Determine the type of evidence needed to demonstrate training program success. 6.1 Examine the future of technological advancement that supports successful training efforts.

8. Analyze the results of a training needs analysis (TNA).

8.1 Summarize how technology contributes to producing TNA results.

Course/Unit Learning Outcomes

Learning Activity

6.1 Unit VIII Lesson Chapter 11 Unit VIII Homework

8.1 Unit VIII Lesson Chapter 11 Unit VIII Homework

Reading Assignment Chapter 11: The Future of Training and Development

Unit Lesson Training has evolved over time from apprenticeship efforts to technologically advanced methods, so where are training and technology going from here? It has been argued that technology is becoming so advanced that it is eliminating the need for subject-matter experts (SMEs) in the field of training and development (T&D) (Masie, 2017). The SMEs would identify a project or problem and apply the ADDIE process, which involves analyzing, designing, developing, implementing, and evaluating. Since technology is enhancing as well as eliminating aspects of training efforts, how do we see the two working together in the future? Technology now has the capability to query and collect data on the functions or applications applied during the usage of the various features of the software. For example, the Tin Can application program interface (API) is a specification for online learning technology that allows organizations to collect data on employees or teams during their learning experiences. In addition, you have the Learning Records Store (LRS), which collects and stores all of the learning experiences that can be shared among many and can be viewed as a reporting tool (Noe, 2017). In the world of T&D, technology has been used to create a more three-dimensional style of training and learning. It is the trainer's responsibility to produce the needed material in its most effective and efficient form possible. At times, that may mean expediting the process in the designing and delivery phases. In most cases, the typical process consists of the ADDIE phases; however, in the expedited rapid instructional design (RID) process, you would focus on the instructional content and process and the design and delivery. Technology allows for trainers to expedite the process in creating the needed material. Instead of going through the entire ADDIE method, these main processes are focused on. The expedited process uses technology and easily assessable material for delivering the needed information (i.e., checklist, worksheets, and performance support tools). According to Noe (2017), with future technology development, trainers will be able to reduce time and costs while increasing efficiency in training design to meet the needs of the business and to analyze data results.

UNIT VIII STUDY GUIDE

The Future of Training

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According to Noe (2017), training is moving in a new direction where learning is a way to enhance business performance that will aid in training administration, development tools, and online training. The current usage and future is focused on learning management systems (LMSs) and a broader focus on talent management. This will lead to organizations being able to access, assess, and analyze specific employee and company data, such as learning analytics or analysis tools used to track learning activity and costs, and organizations will be able to identify and relate learning results. Take, for example, the experiences of Sam while serving as a trainer. The environment in which Sam worked was high-energy with the need for new innovative methods and styles of delivery. From having participant trainers to self-paced training, it was always a demand to create new, quick, and informative training material that participants could use in everyday duties and responsibilities. At times, it was a task of creating outside- of-the-box training while still being able to deliver quality usable material. In creating this material, it was necessary to advance from traditional computer-based training to a digital transformation that included advanced training approaches such as wearable devices, applications (apps), and gamification. Of course, there was hesitation and resistance to the style and methods being introduced; however, in the end, the users saw the effort and outcomes in using the advanced technology such as increased reporting, monitoring, and assessing efforts in day-to-day work functions. Sam was able to show the users that by using the technology, the organization was able to analyze date at a faster rate, compile data quicker, and distribute data at the push of a key. This was change forming and applied for enhanced business development and operation. So, where do we go from here? More and more organizations are beginning to tap into the advanced approach in using new and upcoming technological advancements to take the organization’s goals and objectives to the next level. Some organizations have already started to incorporate the use of technology for further progression, and these are listed below.

1. Novartis uses an eLearning management system for managing childhood illnesses. 2. Ingersoll Rand uses virtual instructor-led training on sustainability. 3. Disney uses wearable devices and the My Disney Experience web and phone application (app). 4. PlayerLync uses T&D software and wireless tablet-based technology (Noe, 2017).

All of these advanced approaches have allowed organizations to collect and analyze data in a more effective and efficient manner. By using these methods, training needs are assessed, and solutions are provided. Where do you think technology is taking us next? Poll coworkers, colleagues, managers, or neighbors, and determine what others are thinking as to where technology is taking us and how this approach can be used in the future for the enhancement of all. Discover how your current employer or a past employer may use technology to identify a problem or develop a project that can contribute to the growth and development within the organization, either with the use of the ADDIE method or the RID method. Organizations should shop around for the latest advancements that can contribute to their overall success from an organizational, personal, and task perspective. This will allow for the organization to stay on top of contributing to the growth and development of the organization, the employees, and its products or services. Is technology a risk and a challenge? Yes; however, it is the way of the future that we all must be well-versed and trained in to properly apply and maintain in competitive industries. Keep in mind that training has evolved, as previously mentioned. There has been a natural technological progression. For example, the first testing machine was developed in the early 1920s, followed by a teaching machine in the 1950s, computer training in the 1960s, and, in the early 1980s and 1990s, computer-based training, and now you have the age of digital transformation (“The Training Evolution for Employees,” 2017). So, what are your thoughts? According to Morgan (2016), of the five trends that are shaping the future of work, technology is the fifth trend. Work is no longer where you go but what you carry in your pocket. Technology has brought about change in how we share information, communicate, collaborate, teach, learn, research information, access technology, and create content. So, what is the future of technology in training?

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Factors to continue to consider include these items:

 big data,

 wearable devices, and

 cloud computing. The future of work is based around technology, which is considered as the central processing center that allows us to function and operate in the most effective manner possible (Morgan, 2016).

References Masie, E. (2017, August 17). The future of learning careers. Chief Learning Officer. Retrieved from

http://www.clomedia.com/2017/08/17/future-learning-careers/ Morgan, J. (2016, September 15). The 5 trends shaping the future of work [Video file]. Retrieved from

https://www.youtube.com/watch?v=LrhmHbDLM8o Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw-Hill Education. The training evolution for employees [Blog post]. (2017). Retrieved from https://blog.walkme.com/evolution-

employee-training/

Suggested Reading In order to access the following resources, click the links below. These articles address the future of training and explore how the results of training efforts can contribute to the forecasted future of training. Bersin, J. (2017, September 19). The future is now. Chief Learning Officer. Retrieved from

http://www.clomedia.com/2017/09/19/the-future-is-now-2/ Kirkpatrick, J. (2009, October 25). The Kirkpatrick Model: Past, present and future. Chief Learning Officer.

Retrieved from http://www.clomedia.com/2009/10/25/the-kirkpatrick-model-past-present-and-future/ The following video links specifically discuss where technology and training is going in the future and how technology can be used to analyze data and needs. Gregg Learning. (2016, January 2). The future of training and development [Video file]. Retrieved from

https://www.youtube.com/watch?v=4wYUSATJJsE Click here to view the transcript. Gregg Learning. (2016, January 2). Technology based training methods [Video file]. Retrieved from

https://www.youtube.com/watch?v=CIsEN0xTVCU Click here to view the transcript. G Suite. (2016, February 23). Collect and analyse data | Forms & add-ons | The apps show [Video file].

Retrieved from https://www.youtube.com/watch?v=i-6ev_BsC5U Click here to view the transcript.

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Learning Activities (Nongraded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information. The learning activities below create the opportunity to apply your knowledge Each of the activities introduces topic material from Unit VIII including training analysis contributing to the future of training. You may complete one or both of the assignments below, which can be found in your textbook.

1. Application Assignment #1, page 509 2. Application Assignment #3, page 510