CHAPTER 8

TECHNOLOGY-BASED TRAINING
METHODS

Only the technology based training methods

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 OBJECTIVES (1)

Explain how new technologies are influencing training

Evaluate a web-based training site
Explain how learning and transfer of training are enhanced
by using new training technologies
Explain the strengths and limitations of e-learning, mobile
technology training methods, and simulations
Explain the different types of social media and the
conditions conducive to their use for training

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 OBJECTIVES (2)

Describe to a manager the various types of distance learning

Recommend what should be included in an electronic
performance support system
Compare and contrast the strengths and weaknesses of
traditional training methods versus those of technology-
based training methods
Identify and explain the benefits of learning management
systems

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 A FEW STATISTICS

15% of training hours are delivered in a virtual classroom,

and 31% are delivered online
41% of learning hours involve technology-based training
methods
86% of companies are using learning management
systems
54% of large companies deliver training online, compared
to 27% of small companies

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 TECHNOLOGY’S INFLUENCE (1)

Employees have greater control over when and where they

receive training

Employees have greater access to knowledge and expert

systems

The use of avatars, virtual reality, and simulations make

training “real”

Employees can choose the media they like best

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 TECHNOLOGY’S INFLUENCE (2)

The administration of training can be conducted

electronically

Training accomplishments can be easily monitored

Training can be easily delivered to trainees

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 a radio program (audio file) that is
websites and applications that
stored in a digital form that you can
enable users to create and share

TECHNOLOGY-BASED
download from the internet and play
content or to participate in social
on a computer or on an MP3 player.
networking.

METHODS
A learning system
based on formalised
teaching but with the
help of electronic
resources

format used to provide

subscribers with new
content from frequently
updated websites.

a regularly updated
website or web page,
typically one run by an
individual or small
group, that is written in
an informal or
conversational style.
Jump to TECHNOLOGY-BASED METHODS Long Description

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 TECHNOLOGY FACILITATES COLLABORATION

Digital collaboration can be synchronous or asynchronous

• Synchronous communication refers to trainers, experts,
and learners interacting live and in real time
• Asynchronous communication refers to non-real time
interactions—learners access information and resources
when they desire them

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 DYNAMIC LEARNING

Greater interaction between learners and content, trainers,

and other learners
Trainers serving more as resources and coaches
Experts and resources becoming a part of the learning
environment
More training via social media
More training via games and exercises

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 FEATURES OF ONLINE LEARNING (1)

Content—content may include text, video, graphics, and

sound

Collaboration and sharing—collaboration and sharing can

help reinforce content

Links to resources—access to other training methods and

electronic performance support

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 FEATURES OF ONLINE LEARNING (2)

Learner control—leaners can control what, when, how, and

with whom they learn

Delivery—delivery may include internet, intranet, distance

learning, and CD-ROM

Administration—online administration of enrollment,

monitoring, and trainee progress

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 ONLINE EFFECTIVENESS

Online is more effective than face-to-face for declarative knowledge

Online and classroom are equally effective for procedural knowledge
Learners are equally satisfied with online and classroom instruction
Online is better than classroom for long courses when there’s
learner control, practice, and feedback
Online and classroom are equally effective with similar methods
Trainees who benefit most are those who devote more time
Online learning is not effective for those with low self-efficacy

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 NEEDS ASSESSMENT

Evaluate if the organization has the technological

infrastructure to deliver training, provide learning resources,
and offer technical support

Assess if trainees possess the skills for online learning

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 RAPID PROTOTYPING

Rapid prototyping could be used to design a program

Refers to an iterative process where initial design ideas are

proposed and provided in rough form in an online working
prototype
• The prototype is then reviewed and refined

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 REFRAIN FROM REPURPOSING

Trainers should avoid repurposing

Repurposing refers to directly translating a face-to-face

program to an online format

Repurposing will likely result in ineffective training

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 CREATE A LEARNING ENVIRONMENT (1)

Include visuals and text

Explain complex visuals with audio or text, rather than by
both
Omit extraneous visuals, words, and sounds
Engage learners through conversational language agents
Explain key concepts prior to full instruction

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 CREATE A LEARNING ENVIRONMENT (2)

Provide prompts for self-regulation

Provide content in short sequences
Connect modules to engage learners
Provide exercises that parallel the work environment
Distribute exercises within and among modules
Provide explanations to responses on quizzes and exercises

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 LEARNER CONTROL

Do not allow trainees to control the amount of feedback they

receive

Provide practice repeatedly using different high fidelity

examples

Allow trainees to control the sequence to receive instruction

but not to skip

Prompt self-regulation

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 TIME & SPACE

Ensure employees are given time and space for online

learning

Managers need to give employees time in their schedules

for training, and employees need to schedule training time
away from distractions

Employees should not be required to fit online learning into

already busy schedules

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 MOOCS

Massive open online courses (MOOCs) are courses designed

to enroll large number of learners, which are free and
accessible to anyone with internet access

More companies are working with MOOC providers to design

custom courses

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 ADVANTAGES OF MOOCS

Low cost, accessible, and diverse topics

Engaging short lectures combined with interaction

Emphasize application using role plays, cases, and projects

Learning is semi-synchronous

Many offer college credit and certificates of completion

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 LIMITATIONS OF MOOCS

Participation tends to drop off after two weeks

Completion rates are low, and most students who do

complete courses do not take the credential exam

May not be appropriate for courses where synchronous

collaboration is needed

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 USES FOR SOCIAL MEDIA IN TRAINING (1)

Provide links to resources such as webinars, videos, and articles

related to new learning content
Help determine future training needs and issues by using tagging
capabilities
Reinforce and sustain learning
Use as a coaching and mentoring tool
Link learners before, during, and after a formal training event
Engage Gen Xers and Millennials

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 USES FOR SOCIAL MEDIA IN TRAINING (2)

Provide content before a face-to-face learning event

Link learners and build communities of learning before, during, and
after training
Share and create videos
Allow multiple learners to edit documents at the same time
Help learners identify who has the expertise they need and gain
access to subject matter experts
Identify who has expertise they need or who knows someone who
has it

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 BLENDED LEARNING (1)

Blended learning combines online learning, face-to-face

instruction, and other methods

Offers the positive features of face-to-face instruction and

technology-based delivery, while minimizing the negative
features of each

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 BLENDED LEARNING (2)

In comparison to pure classroom learning, blended learning:

• provides increased learner control
• allows for self-directedness
• requires learners to take more responsibility
• is better for teaching declarative knowledge or information

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 BLENDED LEARNING (3)

In comparison to pure technology-based learning, blended

learning:
• provides more face-to-face social interaction
• ensures that instruction is presented in a dedicated
learning environment
• provides live feedback, which is preferable to feedback
received online

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 FOOD FOR THOUGHT …

Interestingly, trainees prefer classroom instruction to

blended learning, perhaps because blended courses may be
more demanding.

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 THE FLIPPED CLASSROOM

The flipped classroom is a popular application of blended

learning

The classroom is designed for interaction and application;

lecturing occurs online

Instructional content is delivered online and activities,

including those that may have traditionally been considered
homework, are moved to the classroom

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 GAMES AND SIMULATIONS

Branching story—trainees are presented with a story, make

decisions, and progress based on decisions
Interactive spreadsheet—trainees are given a set of
business tools and make decisions
Game-based—trainees play a video game
Virtual—trainees interact with a computerized
representation of the job

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 ADVANTAGES OF SIMULATIONS

There is no need for a centralized training location

There is meaningful and engaging content
They provide a consistent message
They can safely put employees in situations that would
otherwise be dangerous
They can yield positive outcomes in a shorter amount of time

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 GAMES CAN FACILITATE LEARNING IN MANY
RESPECTS
Provide a fun way to learn
Use leaderboards to increase learner motivation by
capitalizing on their competitiveness
Incorporate levels which require learners to demonstrate
they are competent on prerequisite knowledge and skills (by
achieving certain scores) before moving to more challenging
content

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 LIMITATIONS OF SIMULATIONS

High development costs

Absence of human contact

Difficulty for first-time users

May not be taken seriously by all learners

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 AUGMENTED REALITY (AR) (1)

AR allows trainees to see the physical world around them,

but their view includes virtual media
AR brings digital elements into the physical world to
enhance the information and context that people
experience
The major difference between AR and virtual reality is that
the physical reality is always present in AR

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 AUGMENTED REALITY (AR) (2)

AR has several advantages:

• Employees can interact with experts and specialists,
view live feeds, access real-time content all while
working
• AR is useful for showing employees what they should do
rather than just telling them
• AR supports other training methods
• AR allows employees to stay updated by accessing most
recent content without having to interrupt their work

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 AUGMENTED REALITY (AR) (3)

There are significant barriers to the widespread adoption of

AR
• Companies need to invest between one and three thousand
dollars for headsets or pairs of glasses
• All forms of AR need a bright display, potentially limiting its
application for outdoor work
• Battery life can be a concern because AR uses a lot of power
• Nausea and dizziness can be a problem

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 MOBILE TECHNOLOGY AND LEARNING (1)

It is an easy way to communicate up-to-date information to employees

It can be useful for enhancing transfer by providing follow-up

It brings training to employees who are mobile

Learners can complete training on their own time and pace

It allows employees to generate content by creating video, taking

photos, or recording an interview and sharing it with others.

Using mobile devices for learning appeals to Millennials and Gen Zs

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 MOBILE TECHNOLOGY AND LEARNING (2)

It is important to recognize the potential disadvantages of

mobile learning.
• Developers have to consider the device and operating systems
that trainees have
• Trainees may be distracted by texts, phone calls, and alerts on
their devices
• Trainees may be reluctant to use mobile learning if they feel
they lack the skills to do so
• Text and video may be difficult to see via smartphones

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 ADAPTIVE TRAINING

Training that customizes content based on a trainee’s

learning style, ability, personality, or performance
Adaptations include variety, difficulty, and sequencing of
content and practice
Instruction changes based on trainees’ scores on
assessments completed before training or throughout
training

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 DISTANCE LEARNING (1)

Distance learning is used by geographically dispersed

companies to train and exchange information
Distance learning currently involves two types of technologies
• Teleconferencing—synchronous exchange of audio, video, and
text between two or more individuals or groups at two or more
locations
• Individualized, personal-computer-based training with trainees
participating wherever they have access to a computer

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 DISTANCE LEARNING (2)

Guidelines for developing a virtual classroom:

• test technology before the first class
• design short modules and assignments
• make learning interactive and interesting
• include media such as video and audio
• limit classroom size to 25 or less
• offer learners multiple ways of interacting with others

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 TECHNOLOGY FOR TRAINING SUPPORT

Technological support is needed when:

• performance is infrequent
• the task is time-consuming and difficult
• the consequences of error are severe
• information and procedures frequently change
• employee turnover is high
• little time and few resources for training
• employees are responsible for their learning and
performance

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 ARTIFICIAL INTELLIGENCE (AI)

Artificial Intelligence (AI) refers to the development of a

system such as a computer, a computer-controlled robot, or
software think intelligently like humans
AI includes mimicking how we reason, make decisions, ask
questions, and determine value
Machine learning refers to AI systems that learn
Chatbots refer to AI systems which create an automated
personalized conversation with human users

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 EXPERT SYSTEMS (1)

Expert systems organize and apply the knowledge of

experts to specific problems

Used when problems and decisions exceed an employee’s

current skill set

Help employees make sense of different conditions and

keep track of tasks to be completed

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 EXPERT SYSTEMS (2)

Expert systems have three elements:

• a knowledge base that includes facts, figures, and rules
• a decision-making capability that draws conclusions from
this information to solve problems
• a user interface that gathers and gives information to the
user

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 ELECTRONIC PERFORMANCE SUPPORT
SYSTEMS
An EPSS is an electronic infrastructure that captures, stores,
and distributes knowledge throughout an organization
• Enhances performance in the fastest time possible with
minimal support from others

Includes all software needed to support work, beyond

one or two applications

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 LEARNING MANAGEMENT SYSTEMS

LMSs are technology platforms that automate the

administration, development, and delivery of all a
company’s training programs

LMSs centralize the management of learning activities,

track regulatory compliance, measure training usage,
assess employee performance, and determine training
needs

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 WHAT’S BEST?

Simulations, games, and adaptive training are suited for

complex processes
Online training and MOOCs are suited for facts, figures,
cognitive strategies, and interpersonal skills
If realistic, online training and simulations can be useful for
interpersonal skills
Mobile learning is best suited for facts
Mobile learning and social media are best used as
supplements to live training

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 WHEN SHOULD TECHNOLOGY BE USED?

There is an adequate budget and resources

Trainees are geographically dispersed and travel costs would
be high
Trainees are comfortable with technology
Use of new technology fits into the organizational culture or
business strategy
Employees would have a difficult time attending traditional
training

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Appendix of Image Long Descriptions
TECHNOLOGY-BASED METHODS Long Description

This slide presents the wide range of technology-based methods in different boxes (from left to right, top to
bottom):
E-Learning
Webcasts
Podcasts
Mobile Learning
Blended Learning
Wikis
Distance Learning
Social Media
Shared Workspaces
RSS Feeds
Blogs
Microblogs
Chat Rooms & Discussion Boards
MOOCs
Adaptive Training
Machine Learning
Augmented Reality
Artificial Intelligence
Jump back to TECHNOLOGY-BASED METHODS