Technology and Training
Jennifer Mitchell
BUS 375
Instructor Charles Orgbon
January 30, 2012

Technology Taking Over Electronic technology has worked its way into just about every area of American society. The new technologies are changing jobs and the training that is received for these jobs. This paper is going to look at technology and how it has impacted the way employees are trained. The attitudes towards technology and the laws that surround it will be shown. Different tools that are used with technology in training will also be given. The things that technology has allowed to occur for training will also be looked at. Technology is becoming a part of training in many organizations and it is growing with new methods being used as new technologies are formed.
Technology Attitudes and Law The technology in the workplace is changing very rapidly and companies that can't keep up will drop out of competition. The American Society for Training and Development (ASTD) reports that less than $1500 per employee was spent for training in 1996. The largest part of that (49 percent) was spent for technical and professional training. Only two percent was spent for New Employee Orientation and three percent on quality, competition and business practices training (Reh, 2012). Computers and associated technology have become central to modern life. In a society where the population is rapidly ageing, the acceptance and utilization of developing technologies by an older population is becoming increasingly important (Broady, Chan, & Caputi, 2010). While all learners, irrespective of age, should receive sufficient time for training in a positive and supportive environment, due consideration ought to be given to the amount of time allowed for older users to learn new skills and the manner in which learners are treated in a positive and valued manner (Broady, Chan, & Caputi, 2010). Any organization needs to take the time to be sure that even the older generation understands and can utilize technology that the company plans to use. If an individual does not understand how to work the technology, then chances are that they will not learn what is being taught through it. This will lead to the employee and the employer becoming frustrated and training will take extra time and money that it did not originally need to take due to lack of understanding. It seems that learners themselves have been changing over the past 10 years as their brains are subtly rewired by daily interactions with the internet. Generation X learners may be technologically literate, unlike the 'baby boomer" generations, but generation Y people, reared with networked technology and e-commerce, have come to expect instant gratification from their learning experiences. Don't expect them to listen to lengthy trainer-centered presentations or to learn reams of dull facts (Snook, 2008). Many new employees entering the workforce are looking for technology to be used in training as it has been a part of their learning structure through schooling to get to where they are. Technology is a new approach to learning and training, but it is becoming more widely used in the workplace. Any new or advancing tool that is used for training is going to come to a point where some laws are going to need to be set in order to keep individuals and companies from misusing and abusing them. Courts around the world are creating Internet law right now. Unlike other areas of commerce that can turn to historical traditions to help settle disputes and guide the development of the law, the law of the Internet has no history to fall back on. "Cyber law" is instead being developed by judges who must do their best to fit legal disputes on the Internet into preexisting legal frameworks. As a result, the legal principles governing conduct and commerce in cyberspace are still in a state of flux. Claims of trademark and copyright infringement have become common place items on the World Wide Web (Tysver, 2010). While laws have not been put entirely in place, the use of technologies requires the use of good ethics in order to use them properly. This includes being honest about information and not stealing from other sources. There also needs to be good integrity among employees to be honest as to whether or not they truly went through all the training processes without skipping parts and leaving things out because they felt it was not important or boring.
Tools for Training Training used to consist of on-the-job training or long lectures that were given to groups of new employees when they were hired at a job. Now there are technology tools that can be used for training. They can be used for both formal and informal learning. Formal learning is usually highly structured and in a classroom setting. Informal learning includes self-directed learning, networking, coaching, and mentoring. Technology allows for a greater variety of delivery methods for training. New training delivery and instructional methods include online learning (also called e-learning), distance learning, simulations, virtual reality, expert systems, electronic support systems, and learning management systems. New technologies have influence of delivery of training, training administration, and training support (Noe, 2010, p. 297). E-learning systems support the needs of the new workforce and drive employee engagement and a number of ways. They allow for 24/7 access to training materials. Educators can and revise materials as business needs or trends change, and employees may contribute to content themselves. It all adds up to continuous learning and empowered workforce. Employees can connect to subject matter experts when needed. These systems support real-time problem-solving by allowing one to one person to come together when training or working in a work situation. Organizations can more easily tie learning goals to competencies, objectives, and priorities. Employees have the flexibility to learn at their own pace and investigate other areas of interest with ease. Technologies such as augmented reality, webinars, Skyping, and podcasts enable trainers to capture their audiences’ attention and new and exciting ways. Employees can feel more comfortable by being less afraid of making mistakes because they can learn in the privacy of their own office, home, coffeehouse, etc. They do not have to feel like somebody is looking over their shoulder or judging them by the mistakes that they may make during training. Technologies also allow for greater efficiency and environmental consciousness. With technologies there is decreased material usage, which leads to decreased costs and greater employee retention (Longstreet & Winkley, 2011). Another technology that is used for training is open source software. Open source software is computer software that is available in source code form, which is under a free software license, which permits users to study, change, and improve the software. The distribution terms of open-source software must comply with the following criteria: free distributions, include source code or easy access to source code, derived works, integrity of the author’s source code, no discrimination against persons or groups, no discrimination against field of endeavor, distribution of license, licenses must not be specific to a product, license must not restrict other software, and license must be technology-neutral (Bartlett, 2008). Synchronous instructional technologies allow for real-time interaction between trainers and trainees. Instant messaging can be a formal method of instructional technologies used in training. This technology is typically used when live interaction is needed by a small group of people. Instant messaging is a great method for individuals to work on group projects, to share files, and to even communicate via voice. One great use of instant messaging is to answer real-time questions. Another tool that can be utilized is chat rooms. Chat rooms can provide an excellent way for trainers to provide material in a lecture format. They can be used to deliver traditional lectures and provide an opportunity for interactions between the trainer and trainees. The chat rooms can also provide a time for employees to ask questions or get clarification on topics. While chat rooms do have the drawback that to participate live everyone must be logged on at the same time, many offer a feature to archive the text from the chat for trainees to go back and review (Bartlett, 2008). A highly interactive form of synchronous technologies is video streaming. Video streaming is when a trainer leads a class or training program from one location and the class is then streamed live onto the web for viewing by those involved in the training. A drawback to live video streaming is the bandwidth needed. Two way interactive video is being used frequently in training. Webcasts cover a variety of topics in the career and technical education field. The Webcasts provide the profession access to the experts on specific topics. A traditional web browser, a multimedia computer, and a web address for the broadcast is all the participants need to receive the training. A typical Webcast starts with an introduction of the participants, the participants speak on the topic, and then a chance is provided for questions. These Webcasts are then archived and available at a later date for viewing. Archives have been used in different professional development programs and are a great example of how instructional technologies can be used to develop human resources (Bartlett, 2008). Asynchronous is defined as an event that is not coordinated in time. Asynchronous instructional technologies are then defined as instructional technologies that do not work require real-time interactions. Examples of asynchronous technologies include announcements, email, blogs, discussion boards, and pre-recorded lectures (Bartlett, 2008). The way this type of technology is used is for asking and answering questions between trainee and trainer. It also allows for announcements to be posted insuring all participants receive the same information at the same time. Technology training is not limited to e-learning. Many organizations use computer-based training when new employees are hired. 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 responses and provides feedback to the trainee. This can be done by interactive video, CD-ROM, and other systems that are computer driven (Noe, 2010, p. 303). This is one of the more common uses of technology for training in organizations today. These are examples of some of the tools that are used for technology training. They continue to become more popular and more widely used throughout the world. The use of these tools for training are opening new possibilities for employees to work from home, allow numerous people to participate in training from many different locations, and to help organizations complete training in a more efficient and effective way by getting to more people with more flexibility than one time lectures for training in one location.
Technology Has Made More Possible Technology has specifically impacted how vocational, postsecondary, and higher education develops the workforce. Formal learning can be mediated by technology and is becoming an ever increasingly used technique in the workplace. Much of the early instructional technology was on stand-alone workstations and was not highly interactive in nature. For example, a tutorial from a computer application program might be delivered on a disc to teach the basics of the program. The earliest instructional technologies were very linear in nature and had limits due to the technology. Currently the majority of training that is developed uses instructional technology that implements web-based technology. If the training is on the Internet or even over the local company intranet, the instructional technologies allow for high-end graphics, some including video and sound, highly interactive real-time chats with typed text and voice, and additional features that allow the teacher and students to create highly effective learning environments. Companies are seeking a “complete approach” to e-learning and seeking learning management software, content, authoring, collaboration tools, and assessment tools from one source that is cohesive in nature (Bartlett, 2008). The new developments in technology have made more possible then in the past. New technologies have made it possible to reduce the costs associated with delivering training to employees, to increase the effectiveness of the learning environment, and to help training contribute to business goals. Technology has made several benefits possible: employees can gain control over when and where they receive training, they can access knowledge and expert systems on an as needed basis, and they can choose the type of media that they want to use in a training program. Course enrollment, testing, and training records can be handled electronically, reducing the paperwork and time needed for administrative activities. Traditional training methods such as classroom instruction and behavior modeling can be delivered to trainees rather than requiring them to come to a central training location. During training the employees accomplishments can be monitored by management and other supervisors. Through the use of avatars, virtual reality, and simulations, the learning environment can look, feel, and sound just like the work environment (Noe, 2010, p. 297). The uses of technology in training are a positive change. Technology opens the door to so much more that the world has to offer. It allows for individuals and companies to learn and achieve more than they ever could before without the limitations that are overcome by utilizing technology. Time is saved and materials are not wasted by old traditional mail and individuals can connect in less time to begin training. While not all organizations are using all the technology that is available, the future seems to look like they will. Technology is such a fast growing part of the world that it is only a matter of time before companies use it and update processes as technology updates. Companies should not be afraid to use what technology is available to them. It has been proven though that it can save time and money for the organization.
Conclusion
The future of instructional technologies is hard to predict. With the increase in bandwidth when using Internet technology and the growing number of individuals with computer access, the possibilities are endless. With the push to open source learning management systems, it is possible for many organizations to afford instructional technologies for training. Instructional technologies are creating many opportunities for informal learning. Additionally, many of the instructional technologies mimic a business environment that is today calling for global collaboration, continuous learning, and knowledge management. If used strategically, the instructional technologies can be used to create a learning culture and help keep competitive advantage (Bartlett, 2008). This paper has looked at where technology has taken training. Tools that are used and the attitudes and laws towards them have also been given. Technology is becoming a part of training in many organizations and it is growing with new methods being used as new technologies are formed.
References
Bartlett, J.E. (2008). Instructional Technologies in Human Resource Development: Impact, Models, and Changes. Retrieved from http://itdl.org/Journal/Mar_08/article04.htm.
Broady, T., Chan, A., & Caputi, P. (2010). Comparison of older and younger adults' attitudes towards and abilities with computers: Implications for training and learning :[1]. British Journal of Educational Technology, 41(3), 473-485. Retrieved from ProQuest Education Journals. (Document ID: 2013688841).
Longstreet, C. & Winkley, M. (2011). E-Learning and the Impact on Employee Engagement. Retrieved from http://www.trainingindustry.com/learning-technologies/articles/elearning-and-the-impact-on-employee-engagement.aspx.
Noe, R.A. (2010). Employee Training and Development. (Fifth Edition). New York, NY; McGraw-Hill/ Irwin.
Reh, J. (2012). New Employee Training – Is It Worth The Investment. Retrieved from http://management.about.com/cs/people/a/NEO112597.htm.
Snook, A. (2008). Training faces the instant gratification challenge. Training & Coaching Today, 18. Retrieved from ABI/INFORM Trade & Industry. (Document ID: 1442343921).
Tysver, D.A. (2010). Internet Law. Retrieved from http://www.bitlaw.com/internet/index.html.