A6 High-Tech Training

High – Tech Training

This week I am tasked to consider and select four technologies and the impact they are having and will continue to have in training and development environments.  Moreover, I am to conduct online research to find an additional article that highlights the use of technology for teaching or training purposes.   

Technology	Impact	Implications	Examples
Delivery Mechanisms:  (Smartphones, Online, iPods, iPads,  LMSs, Laptops, CD-ROMs, Simulations, Websites) Smartphone iPod iPad Cellular Phone	“Mobile phones are now an integral part of society and the workplace” (Ahmad & Orton, 2010). Mobile technology allows learning to occur anywhere at anytime…mobile technology consist of “Wireless transmission systems such as Wi-Fi and Bluetooth that allow transmission of data without the need for physical connections between devices or between a device and an internet connection.” Mobile devices such as personal digital assistants (PDAs), MP3 players, portable computers, iPods, global positioning system (GPS) devices, and radio frequency identification chips (RFID)—are used for tracking customers, employees, and property—seen in the trucking and cargo train industries, for example. “PDAs MP3 players, portable computers, and iPods are just starting to be used for training, for needs analysis, or as job aids that employees can access on an as needed basis.  Employees can be connected to communities of learning, and employees are provided the ability to learn at their own pace by reviewing material or skipping over content they know.  The typical users fro mobile learning include employees who spend most of their time traveling—visiting customers, clients, or various company locatons (such as sales people, security officers, executive, or inspectors)—and have limited time available to spend in traditional training activities or e-learning” (Noe, 2010, p. 323). Software applications related to processing audio files, word processing, spreadsheets, internet, e-mail, and instant messaging” Noe, 2010, p. 322).	As companies’ continue to find various uses for technology in providing training solutions, they will continue research and analysis to determine how best to utilize technology to help drive employee performance improvement and now to keep a competitive edge over the competition. The IBM study proves analysis through research can help shift technological mobile learning focus from delivering formal learning modules to creating just-in-time performance support systems based on employee preferences and usages of mobile mechanisms. Moreover, based on those studies, IBM is currently in the process of building newer systems for their executive sellers that will provide, via mobile phones, reference checklists of critical information that is useful when preparing for client meetings (Ahmad & Orton, 2010).	Life after smartphones—what's next? | Fox News iPad: Pictures, Videos, Breaking News
Simulations  Cockpit Simulator Interactive Whiteboard Clicker Response Unit	“Advances in learning theory continue to provide insights into how adults learn and how training can be organized most effectively” (APQC, 2013). “Simulations and virtual reality can create a more realistic training environment, which makes the material more meaningful and increase the probability that training will transfer to the job” (Noe, 2010, p. 337).  This technology appeals to multiple senses and allow employees to pace themselves, receive feedback and reinforcement, and find information from experts on an as-needed basis.	“Most new technology training methods are superior to traditional methods because a positive learning environment can be built into the method.  Furthermore, more companies are investing in learning management systems, which provide training administration, delivery, and support” Noe, 2010, p. 337).	Skills2Learn - E-learning, 3D Virtual Reality Game Simulation & Assessments SMART Board 685ix interactive whiteboard system - SMART Technologies Interactive Whiteboards Interactive Clicker Systems
Online Learning or e-Learning (Online and Hybrid  Classes) (Virtual Classrooms) Wi Fi Hotspots USB – Wi-Fi Laptop Computer Desktop Computer	Noe (2010) states, “Online or e-learning is instruction and delivery of training that refers to training by computer online through the Internet or the Web. Online learning includes Web-based training, distance learning, and virtual classrooms, which may also involve CD-ROM.” Additionally, e-Learning is a “comprehensive training strategy that can include several multimedia training techniques while emphasizing learning through interaction with training content, sharing with other trainees, and using internet resources” Noe, 2010, pp. 296 – 297). Besides being delivered via the Internet, online learning can also be delivered through workplace intranet. Online learning provides an interactive engaging learning experience. Online learning is developed by instructional designers working alongside subject matter experts Supported and endorsed by professional bodies Designed to support facilitators in the virtual classroom and students at home working asynchronously at their own pace Online learning reduces material and consumable costs	Online learning will continue evolving and growing onward as many organizations need self-produced effective, efficient, good, cheap training programs installed that improves quality in services, processes, and procedures until the next technological invention need apply.   Communication tools displayed here will continue to evolve.  When?  I do not have a clue, but with evolution, many organizations will eventually aspire training programs that boost student knowledge, skills, retention, and transfer from what has been learned onto the work site via computerized tools that administrate, instruct, and track online distance learning efforts in our global marketplace.      Futuristically speaking, trends point toward relevance, readiness, effectiveness, efficiency, and cost savings of training programs before organizations recognize, accept, and implement “training organization improvement structures” at their organizations.   A recent Williams and Arnett (n.d.) research study, conducted in collaboration with (APQC) American Productivity and Quality Center, suggest organizations now beginning to look deeply into comparative research studies with other organizations to inform their competition strategies; thus, providing themselves insights before adopting the ideal training organization structure, resource allocations, and training methods.   The report suggest, although organizations face financial straits in today’s global economy, they will concede investment in employee development and training as it is more beneficial in these times than aught.   Employee training and development is indeed a two-way propositional opportunity: A well-trained work force helps increase organizational executive/managerial perpetual succession needs, quality, profitability, maintenance, and sustainability.	Skills2Learn - E-learning, 3D Virtual Reality Game Simulation & Assessments. SMART Board 685ix interactive whiteboard system - SMART Technologies.
(LMS) Learning Management Systems Blackboard LMS Coursesites by Blackboard Moodle LMS	LMS technology touts the multimedia method.  As a technology platform, it is used to automate the administration, development and delivery of all of a company’s training programs, LMSs have provided employees, managers, and trainers with the ability to manage, deliver, and track learning activities (Noe, 2010, p. 337). New developments in LMSs include providing users the ability to: Simultaneously search the database, as well as their company’s intranet, for information on training courses Contact experts who are identified by the company as topic experts Enroll in all course related to a certification or particular training topic at one time Use simulations to determine whether employees are complying with ethical standards and skills they have been trained in using by the LMS” (Noe, 2010, pp. 331 – 332).	“Cultural readiness assessments help determine an organization’s ability to embrace new learning strategies and the extent organizational change efforts are needed during    implementation.  Often LMS implementation projects address all of the technical aspects adequately but overlook political, cultural, and practical implications” (Kaleta & Joosten, 2007). Critical success factors related to developing, training and counseling employees indicate the following factors to be true:   “A strong focus on employee development Flexibility in assignments and/or projects  Using technology to track training Using employee training programs as catalysts for cultural change (e.g., to reinforce the organizational vision, mission, values, and corporate strategies) Leveraging hands-on, on-the-job training Tying training and development interventions to assessments, performance and individual development plans A focus on leadership development through succession planning and managerial development programs Tying the succession planning program to business areas and organizational leadership Leveraging in-house technical resources for employee training and development” (Williams, Arnett, and APQC, n.d.). Trend towards online or E learning is escalating as companies expand their operations abroad by taking advantage of opportunities in the new global economy.	Resources for Procuring the “Right” LMS It's 'Game On' for Training in Virtual Worlds Featured Article - Workforce.com

References

Ahmad, N., & Orton, P. (2010). Smartphones make IBM smarter, but not as expected. Training and Development, 64(1), 46–50.

APQC. (1994 – 2013). Develop, Train, and Counsel employees.  Retrieved from http://www.apqc.org/develop-train-and-counsel-employees.

It's 'Game On' for Training in Virtual Worlds | Featured Article - Workforce.com. (n.d.). 

http://www.workforce.com/article/20100607/NEWS02/306079992/its-game-on-for-training-in-virtual-worlds#.UWsQ-SFGfAE.blogger.

Kaleta, R., and Joosten, T. (2007, May 8).  Student response systems:  A university of Wisconsin system study of clickers.  Retrieved from EDUCAUSE Center for Applied Research:  http://static.fdi.vt.edu/Archive/content/instructional_content/2008/fall/clickers/Clickers-UWM-study.pdf.

Noe, R. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.

Resources for Procuring the “Right” Learning Management System. (n.d.).  Retrieved from http://www.opm.gov/policy-data-oversight/training-and-development/reference-materials/procuring_lms.pdf.

Williams, R., Arnett, L., and (APQC) American Productivity and Quality Center, n.d.). The ROI of Employee Training and Development:  Why a hearty investment in employee training and development is so important.  Retrieved from http://www.workforce.com/assets/tools/features/roi_employeetraining.pdf.