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,
As technology improves, businesses expand and recruitment pools decrease, organizations contemplate ways to, not only reduce the overhead costs of doing business but, to attract new talent in a competitive employment marketplace (Darleen, 2012). To do so, many organizations have redefined what it means to ‘go to work’, in terms of not only the act of getting there, but how work is accomplished and where (Lojeski & Yuva, 2008). A study conducted three years ago by the Society For Human Resource Management (SHRM) reported that almost half of the organizations surveyed utilized virtual teams (Minton-Eversole, 2012). Anyone who conducts business using mobile technology devices is considered
Providing effective training about ways to use the new technology is essential. Training helps employees perceive that they control the technology rather than being controlled by it. The training should be designed to match workers’ needs, and it should increase the workers’ sense of mastery of the new technology.
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.
To be more efficient, Home Depot can ensure their associates receive continuous training on product knowledge in order to be more prepared to answer consumer questions. Customers have high expectations for Home Depot, in order to exceed those expectations; associates should have a thorough understanding of the products they are selling. Using technology to train employee about various products and corporate procedures can have its advantages and disadvantages. Difficulty can arise from (1) managers allocating time for associates to train from technology-based modules. This will take associates off the selling floor with only a few associates left to engage with Home Depot consumers (2) employees becoming unmotivated to learn because of lack of support and reassurance from management staff (3) technology-based learning approach does not appeal to everyone, making it difficult to retain the
Companies and educational institutions at one time or another will face the question of whether training will help their company remain competitive. Training is very expensive and time consuming. The employee will miss time from work. Someone will have to fill in for the employee. The "fill-in" may not perform as well as the employee which results in lower productivity. Travel and site procurement add to the cost. The trainer will demand a salary and materials. A subject matter expert may possibly factor in the equation. Furthermore, the company usually will conduct a needs analysis to determine if training is the actual solution needed to increase profitability. All of these elements translate into time and money. However, research has discovered that a new medium of delivery has cut cost significantly. The medium is computer based training (Schriver 1999). The expense is reduced by travel, instructor hours, record handling, and productivity (Schriver 1999). Many businesses and educational institution are examining the possibility of computer based training. Many decision makers reason if the same results can be obtained at a cheaper rate, by all means implem...
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.
Technology in the 21st century is advancing rapidly fuelling the demand for a highly skilled workforce that is flexible and analytical as well as serve as driving forces for creativity, growth, critical thinking and lifelong learning. Technical vocational education and training (TVET) addresses the skills set needed for developing a competent workforce to meet the job requirements of the industry and respond to changes in technology and demographics that are currently defining future labour market demand for success in the 21st century (Wolf, 1995). The impact of the technological advancements and processes in the workplace has challenged TVET systems to design programs which deliver specific occupational skills training. As such, TVET institutions must be aware of the changes and revise and evaluate the curr...
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,
In today’s virtual society our office experience is getting more and more dependent on cyber culture. Due to the increase in employees working at home, virtual offices have become a convenient way for staff, clients, educators, students and all other types of business people to stay connected. Teleconferencing, skyping, e-mails, and texting have become mainstream ways of conducting business so it seems pertinent that businesses learn to effectively create and conduct virtual teams.
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).
A. Technology Finally Advances HR. Workforce 79.1 (2000): 38. Academic Search Elite -. Web. The Web.
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.
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.