Which of the following technology-based training methods has a relatively low development cost?

Beginning in the 1980’s organizations increasingly began utilizing technology based delivery methods for employee training and development. At IBM during the 1980’s, technology was used to deliver no more than five percent of the company’s training. By 1990 that figure stood at thirty percent, and by the end of the decade, was expected to rise to seventy five percent of all training development delivered.

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• What factors should be considered while choosing training methods?
• How would you train employees on a new system or technology?
• What are the new technology training methods?
• How does technology is used in making training more effective?

Technology enabled learning can be an effective tool if the lessons are designed according to instructional design principles. Additionally, online training is not restricted to a specific time or location. Employees can complete training materials anytime and anywhere they have an Internet connection. Websites can deliver the primary instructional content or extend and enhance training content. Many online employee training programs require registration and have the capability to monitor employee performance through the use of a learning management system. Increasingly organizations are leveraging technology enabled instructional methods that utilize technology such as electronic learning via web based training, mobile technology such as I-pads, and simulations in the delivery of instruction. A primary benefit of technology based training is leveraging the scale and scope of employee training programs. If an organization is required to train multiple employees technology offers unlimited options based on relatively low-cost and employee accessibility.

The most powerful influence on learning from instructional technologies is not the technology itself, but what is delivered with that technology. Poorly designed and implemented employee training programs will not stimulate and support learning outcomes regardless of how interactive or cutting edge the technology used to deliver the training. While technically and theoretically almost anything can be taught on-line, it may not be practical.

Surveys of company training practices suggest that although face-to-face classroom instruction is used by almost all companies, technology based training is gaining popularity. Web-based training is conducted via the Internet or through an internal organizational intranet. Web-based courses allow organizations to customize learning for individual needs and preferences, and provide the ability to measure performance. Virtual reality offers simulated training that mimics employee job duties, while virtual campuses connect training components by interactive systems. Strategic, future oriented-training, learners must be given opportunities, through role plays, case studies, and scenarios that simulate actual conditions, to gain experience before they confront those situations.

An inherent advantage of online learning is the ability to reduce the costs associated to delivering training to employees, increase the effectiveness of the learning environment, and help training contribute to business goals. Virtual reality training program in the form of work center simulations offer a highly interactive and effective form of employee training. Flight simulators have been used successfully for years to develop airline and military pilot’s critical flying skills and prepare them for emergency situations in a controlled and simulated environment. 

Technology enabled training is not a solution for an ineffective employee training and development program. Online learning can be ineffective and frustrating, if the content of the training is not properly designed using instructional design principles. It was the fate of many companies, for example, by early 2010 to retreat from the online training systems they had been sold on a few years earlier because they had come to recognize that the programs did not engage their employees and/or did not meet their business needs. Reports within the field indicate that an increase in the use of online training began in 2004. This trend could be attributed to the introduction of user friendly software packages designed for training professionals to use. Reports from these same sources in 2010, however, indicated a decline in the use of online training. The decline in online training may also be attributed to a maturation of the delivery system. The topics covered may be as far as online training can be taken and perhaps larger companies have produced all the online training possible at this time with the given technology.

The most significant challenge reported in a 2013 survey was that of “getting learners to take online courses”. The most frequently reported reason for the failure of online learning programs was the paradigm itself. There is no classroom or group of people assembled in a location for training.  There are no face-to-face social interactions through which to transfer learning. Many employees consider Internet learning slow, boring, and of limited value. Technology based employee training does have inherent limitations, such as insufficient bandwidth, a lack of high-speed Web connections, or a preference of the trainees for face-to-face contact with instructors and the frustration of employees to find free time during their workday to devote to desktop learning. A secondary concern associated with technology based training is lack of instructor interaction. If employees have questions there is no on the spot correction or instructor to assist the employee. Additionally, some employees may not flourish in the technology based impersonal training environment. Technology based training offers limited opportunities to receive expert advice or receive a timely response to employee questions.

The instructor-led employee training program will always occupy a vital position within the training environment. Historically, and in the future, there will always be a role for the instructor or subject matter expert to teach and entertain us in a classroom. Instructors have the ability to generate enthusiasm for the subject, provide expert knowledge and experience in the work center context. Instructors can answer questions while influencing the flavor and direction of training based on employee responses. Instructor led-training can ensure training concepts are reinforced and is particularly effective at teaching people related skills such as customer service and sales.

Organizations have embraced technology based training including tablets, laptops and e-book readers to engage in team-based training exercises that demonstrate how different decisions and actions influence employment related outcomes. Emerging educational training technologies such as iPads Kindles, Nooks, and laptops can deliver a hybrid technology based employee learning environment. Employees can interact in the workplace environment while using online and computer-based tools and learning activities in the virtual work center environment. Employees may participate in work center simulations and then engage in follow-on work center based role-playing or an employee centered virtual discussion. Sharing knowledge and contributing to the company’s intellectual capital is going to become more common as collaborative social networking technology and Web 2.0 tools make this simpler to implement. A significant benefit of technology based training is the ability to effectively measure employee participation and gather training metrics and evaluations.

Technology based employee e-training programs provide self-paced employee directed learning that is delivered with a click of the mouse. Employees review a catalog of online classes and select training courses that are applicable to the work center. Employers can create a training web site that provides access to databases and links to relevant web sites and search engines. The web site could include descriptions of database link to assist employees in determining links that would be useful for a work center related problem. Employees can search for employment related information and pursue skills or knowledge, when they need it, where they need it, whether it is a video or a web delivered training course. 

While no federal laws, policies or training regulations apply to all employees, specific laws and agency regulations may apply to individual industries or employers. An emerging challenge is how best to adapt and implement technological changes. The Fair Labor Standards Act requires that all non-exempt employees must be paid for all work performed, whether in the office, at home, or commuting. It is possible that organizations must compensate employees required to complete training classes during non-employment hours. New and emerging technology will continue to impact the employee training law.

The e-learning technology industry has matured to deliver innovative, effective and engaging employee training opportunities. Mobile learning and game based applications have become an accepted training delivery system. The use of technology to learn, interact socially and communicate formally and informally is an accepted and prevalent method among the working population across all genders and all age groups. This acceptance ensures employees are receptive to receiving training via technology-based learning techniques. 

The use of technology driven training delivers benefits to employees and organizations. Leveraging internet enabled training capabilities maximizes available education training resources. Technology offers ease of use, learning retention, dissemination of information, the ability to reinforce learning, employee training convenience and a reduced impact on productivity. While technology provides the building blocks for employee training and development, it is an addition to, not a replacement for, employee training and development processes. Building a 21st century world class employee training and development program requires the integration of instructor-led training, technology based training, employee assessments, employee coaching, work center simulations and measurable training outcomes. 

What factors should be considered while choosing training methods?

Tips for choosing effective training methods.

1- How many people do you need to train? ... .

2- How will you train your employees? ... .

3- What is your goal in training your employees? ... .

4- Take into account workplace culture. ... .

5- Do you have all the tools necessary to train your employees?.

How would you train employees on a new system or technology?

How to Help Your Employees Embrace New Technology.

Consider Employees' Pain Points. ... .

Give Everyone a Seat at the Table. ... .

Create Ahead of Time. ... .

Customize Communications. ... .

Customize Training. ... .

Publicize Wins. ... .

Make it Part of the Culture..

What are the new technology training methods?

The 5 Best Technology-Based Training Methods.

Online Training Method. Pathwright. ... .

Instructor-Led Training Method via Online. Prezi. ... .

Hybrid Training Method. Google. ... .

Immersive Training Method. Strivr. ... .

Training via Social Media and Its Users. YouTube..

How does technology is used in making training more effective?

Technology allows you to understand how effective your training and development is by tracking employee knowledge before and after the process. It also lets you see how well-crafted your training is.

What is the most used technology based training method?

Which of the following is a disadvantage of online learning as a training delivery method quizlet?

Which of the following training methods brings digital elements into the physical world to enhance the information and context that people experience?

What is an advantage of simulation in training and development quizlet?