Impact of Technology on the Ways Employees Have Trained - Term Paper Example

?Running Head: EMPLOYEE TRAINING Impact of Technology on the Ways Employees are Trained Introduction: To continue being competitive an organization must train its employees. A company must take care of its employees so that they remain able, efficient and skillful. Companies also need to ‘attract, retain and motivate their work forces’ (Noe, 2010, p. 4). To achieve this they must pay their attention to the training and development of their employees. There are several forces that influence the training and development in an organization. Some of the main force that influence a company’s training and developments are: ‘economic cycle, globalization, additional emphasis on intangible assets and human capital, focus on link to business strategy, changing demographics and delivery of work force, talent management, customer service and quality management, new technology, high-performance work systems’ (Noe, 2010, p. 10). Influence of Technology on Employee Training: As it has been just seen, that one of the forces that can influence training and development of employees in an organization is new technology. The discussion, here, is about the influence of technology on employee training and development. A look around us will show how people are getting trained on/off-jobs by computers, i-pods, i-pads; and through internet. Therefore the impact of technology is mainly on delivery of training programs. Methods of training employees also have gone through many changes due to the advancement of technology. But use of technology also follow the same basic principles of learning as the traditional methods do . for example, technologies like multimedia, interactive software etc. ‘appeal to multiple senses and allow employees to pace themselves, receive feedback and reinforcement, and find information from experts on as need basis’ (Noe, 2010, p. 337). Before the discussion on how technology has influenced delivery or methods of training, a discussion on how other aspects of training and development is influenced should be done (Noe, 2010, pp. 95, 96). Technology has made it possible to reduce the cost associated with training employees. Training costs like travel costs could be minimized through the use of technology. Training could be delivered anywhere: at office or at home, a distant location or at hometown. Technology has given freedom to the employees of choosing when or where they receive training. They can access their training materials on need basis. A simulation of work environment at the learning environment can make employees better equipped for their job. Keeping training records, documentations and other formalities involved in employee training and development could be taken care of by computers. This will cut a lot of paperwork and official activities. Employee’s progress in the training could be better monitored (Noe, 2010, p. 297). Influence of Technology on Learning Environment: The traditional classroom learning environment is linear and not as dynamic as the technology learning process. In the traditional learning process the instructors gives information to the learners; and practice and use of the information is done after the instruction process is finished. This learning environment includes only the trainers and the trainees, not the experts or the resources. The learners are passive and the instructors are active members. There is a one way communication from the trainer to trainees. The learners have to wait for the instruction to end to access the resource materials and the experts that is beyond their course material. The communication among the learners happens only outside the training environment. But in a technology based learning environment the training process is dynamic and multidirectional. Here, the learner plays an active role; and the instructor plays minor role. In this learning environment the resource matter and experts are also included. Internet has made a technology based learning environment possible. Internet integrates ‘voice video, and data connecting among learners, instructors and experts’ (Noe, 2010, p.299). The delivery of instruction is mainly done by technologies like online-learning, simulators etc. And the learning is mainly done through interaction between learners, ‘working on virtual tem projects, participating games, listening, exchanging ideas, interacting with experts (engineers managers etc.), and discovering ideas and applications using hyperlinks that take the learner to other web sites’ (Noe, 2010, p 299). Influence of technology on delivery of training: Technology has made methods of delivering training more sophisticated, efficient, affective and easier to follow. Technologies like computer based training (CBT), online learning, simulation, training through mobile technology, and intelligent tutoring system etc. have changed the way a company conducts training and development of its employee. A brief discussion on different methods of training using these technologies will show how deep their influence on employee training and development is. Computer Based Training (CBT): ‘Computer based training is an interactive training experience in which the computer provides the learning stimulus, the trainee must respond, and the computer analyzes the response and provides feedback to the trainee’ (Noe, 2010, p. 303). CBT use audio visual multimedia for training. The multimedia might run on CD ROM , DVD or laser disk. CBT also includes interactive multimedia on internet or on specific training software (Noe, 2010, pp.303-304). The US Internal Revenue Service has pointed out how CBT influence employee training: The designers of training programs and instructors can give a lot of learner control alternatives and include more interactivity that will facilitate more individuality for the learner through CBT (United States Internal Revenue Service, 1989, p. 34). Online learning/ e- Learning: A Technology based learning process is online learning or e-learning. Here, instruction delivery is done through internet and distant computer gives the instructions. Different type of training programs like distance learning, web-based training, and virtual classrooms could be done via online. Online learning method has a special advantage over traditional learning: it emphasizes on providing information and tools that make performance better. Other advantages of online training are: It is available round the clock, anywhere. Training delivery is faster and can include many employees. Updating of training program is easy. Learning is improved by use of audio video and interactive media (Noe, 2010, pp. 305-308). Simulation: Simulation is also a technology oriented training method. It is also mainly a computer based training method. In this process a real world based situation is created and the trainee is made to respond to the situations. The system tells the trainee whether his response is right or wrong. Here, the trainee gets the feel and experience of a real environment or situation without actually facing the real situation or entering the environment. When he does enter the real environment he is already trained. Training through simulation is mainly done using virtual reality. Using virtual reality a trainee can practice facing a dangerous or extremely difficult situation without actually facing it. Simulation is used in many industries like aviation, transportation, medical, chemical etc. Pilot trains for hours in flight control simulators. A driver can face rain or frost or fog in a virtual driving situation. A doctor can practice a difficult surgery performed on a virtual patient. Thus companies can improve their employee’s skill without facing a damaging situation. This not only improves their service, but saves their money too (Noe, 2010, pp.318-321). Another form of simulation is virtual world, where the trainee is made to lead a second life i.e. he faces real life situations and problems of office or home in a virtual world. The trainee learns to respond correctly to those situations or problems. This makes employees better prepared for emergencies. An employee of a processing plant or a hospital can be better prepared for an emergency situation by practicing their skills on virtual world. This will cause no damage to properties or persons. There is no risk to the health of the employee. The employee will see the real life effect of their actions in a virtual world. Interpersonal skills like ‘time management, communications, leadership and working under pressure’ could be improved through a virtual world (Noe, 2010, p. 322). Mobile Technology: Training using mobile technology is the latest entrant in the field of employee training and development. Mobile technology makes access to training possible almost anywhere anytime. Wireless mobile technologies like Wi-Fi, Bluetooth, GPS, and RFID etc make wireless communication possible. The devices like, PDAs, Mp3 players, iPods, ipads and laptops using different software and applications give a platform for training. Through mobile technology training could be possible naturally during the work hours (Noe, 2010, pp.322-24). It has been found out by a study that trainings like safety training could be administered easily through mobile technology. The whole training could be broken down into pieces and could be accessed by trainees any time. The micro training using the small pieces of information could be easily applied at a moment of emergency (Stober, Putter, Feb 2013, p.43). Intelligent Tutoring System (ITS): Intelligent Tutoring System (ITS) is another form of technology based training. This system employs artificial intelligence to develop a training program. Mainly high end technological skills are developed through this training method (Noe, 2010, p. 324). Technology Influencing Training Support: Training support is used in a situation where the employee has not undergone training. It also means an employee can have access to information and decision-rules whenever they require. The situations when training supports are needed could be as follows: When a task is performed very rarely; When a task is big, extremely complicated and information needed is high; When an error could damage a lot; When a job require knowledge, procedure etc. that change; Where employees do not stay longer; When time for training is unavailable. Technologies like Expert System, Groupware, and ESS facilitates training support system (Noe, 2010, p. 327). Influence of Technology on Training Administration: Technology has made management of training more competent. The activities like record keeping, giving tests, providing certificates, etc, fall under training administration activities. These activities could be done efficiently and effectively through the technologies like Interactive Voice Technology, Imaging etc (Noe, 2010, p. 330). It has been clear from the above discussion that technology has influenced employee training and development in organizations in more ways than we could imagine. There are many advantage of using technology in employee training and developments. A summary of merits and demerits of technology based training and development will give a clear picture of the impact that technology has made on employee training and development. Merits of technology based Training and development: Technology based training and development is more efficient and effective than the traditional system. It can reduce the cost of training and development in an organization. Time taken to train employees could be reduced using technology. Employees can train themselves any time they want. Cost of potential loss or damage could be avoided using technology like simulation. Barrier of geographic distance could be overcome using online training or e-learning methods. Employees can get access to training at home. Training could be made more interactive and interesting through multimedia and internet. Risks to the health of employees involved in training could be avoided using technologies like virtual reality. Employees could be trained to face dangerous or disastrous situations by using technology. Technology can make training support system a reality to employees who did not get training. Technology has made training administration cheaper and more efficient. Technology has made transfer of training better. Demerits of technology Based Training: However technology based training is not totally free from demerits. High costs are involved for initial set up of a technology based learning environment. Small companies may find it difficult to build an infrastructure for technology based training programs. Technologies like simulation, virtual reality and virtual world are prohibitively high even for big companies. Many companies still prefer the traditional face to face training than to technology based training because, they think complex jobs like selling or repairing require ‘complex analytical and interpersonal skill’ (Noe, 2010, p.310). E-learning is used to train employees whose jobs include regular set of facts and measures. Some companies believe employees should have some hands on experience in jobs like installation and repaired. ‘Online learning lacks communication richness’ (Noe, 2010, p.310). There are reports of employees experiencing physical discomforts like giddiness and vomiting sensation and headaches after trainings with virtual reality equipments (Noe, 2010, p.321). Research suggests that there are some disadvantages with virtual world. It is not easy for first time user to understand. There are still some misunderstandings regarding the design of e-training. A study conducted on MNC in Malaysia has found out that: ‘In most cases, the focus of the e-training system is on the contents of the training as well as the information to be included; however, the ease of use of the system is often taken for granted. Given the findings that indicate the importance of ease of use, organizations should consider ways to simplify the navigation steps, provide clear instructions, and make the e-training system interface more attractive, interactive and easy to understand’( Ramayah, Ahmad & Hong, 2012, p.135) . There is also an involvement of huge time and money. There is also a lack of evidence supporting its success in learning (Noe, 2010, p.322). Conclusion and Recommendations: The above discussion gave a brief account of how new technologies have influenced different aspects of employee training and development. Technologies like multimedia e-learning, mobile technology have made training efficient, attractive and effective. Technology made training more flexible in terms of place and time. It also made training cheaper. Use of simulation technologies like virtual reality and virtual world has made training safe for employees and cost effective for the organization. However, use of technology in employee training and development is not totally free from demerits. Setting up cost for a new training infrastructure is high. Some technologies involve huge amount of money. Faults in training equipments can cause physical discomforts to employees. There are a few cases where technology driven training is not effective. Therefore it can be recommended to all the organizations that they should adopt technology based employee training and development process in order to avail the huge benefits it provides. To be competitive, they should use technology in employee training and development. At the same time companies should keep in mind that they must do a cost-benefit analysis before adopting new technology. Technology involved in employee training needs to be simpler. Constant research and development is necessary to fine tune training methods and to include more details involve in training. Equipments used by these technologies need to be safer. References Noe, 2010,, R. (2010). Employee Training and Development , New York: McGraw-Hill Irwin Ramayah, T., Ahmad, N. H., & Hong, T. S. (2012). An Assessment of E-training Effectiveness in Multinational Companies in Malaysia. Educational Technology & Society, 15(2), 125–137. Stober, D. R.; Putter, S. (2013), Going Mobile and Micro The New Frontier of Safety Training, Professional Safety. 58 (2),41-43. United States Internal Revenue Service (1989). Training 2000. Washington D.C: Department of the Treasury. Read More