Computer-Based Training: Useful or Useless? Essay

The disadvantage in the system currently used is that it is designed in such a way as to prevent a learner progressing when two or more incorrect answers are submitted. This can happen due to a learners lack of knowledge or to hitting the wrong key. Which has led to inaccurate levels being recorded, as a result learners have been placed on training courses at too high or too low a level, which has led to frustration and disengagement. At the course induction there is a Visual, Audio, Kinaesthetic assessment carried out, which helps to determine the types of resources appropriate to the individual learner.

When companies train their employees well, they equip their employees with the necessary skills to perform well in their roles. This in turn translates into higher productivity because employees will be able to complete tasks more efficiently and effectively. The quality of work that employees create will also be higher because the training programs will teach employees how to perform well and fine-tune their skills and accuracy. For example, IBM's e-learning program for new managers, Basic Blue, costs $8,708 per manager. The company has measured an improvement in each new manager's performance worth $415,000. For every $1 that IBM invests in Basic Blue, it receives almost $47 (HRM 154). Therefore, if businesses want to gain a high return on investment, it is imperative that they also invest in training their employees. In our simulation, we had hired and promoted roughly 50-75 workers in each quarter of our first three quarters. However, we decreased the training budget each quarter, despite our increase in workers hired and promoted. This decrease in training investment led to a high accident rate and low quality index. When we spent larger amounts in training workers, and in the different training programs, there were direct correlations between increased training costs and the different outcomes intended of the

This type of training is provided away from workplace in order to minimize distractions and encourage trainees to pay full attention. It includes lectures, case studies and simulation…

Due to the ever changing landscape of the business world many employers often send their employees to attend trainings and seminars. Though this specialized training sessions are costly the return a company gets from it is worth the investment. A company that constantly sends its employees to school to acquire a fresh and new ideas has a greater advantage than a company that do not offer such benefit.

Doctor McFarland from Stanford University suggested having employee practice the work steps and provide immediate feedback, and/or suggest additional training opportunities offered within the organization to solve any dilemmas (McFarland 2012). We would like to put our focus on the 40% of employees who currently decline to use The Center of Excellence website and provide the training needed to decrease interruptions. Managers would like to focus on this ground and provide imitate training to enforce the use of COE (Center of Excellence). At this level management will conduct a survey and get a name count of those not utilizing COE. If the majority of the 40% are manufacturing, a mandatory training course will be enforced. Human Resources will then gather training material and train production managers in means to train their employees.

Training is likely to change in the future with technology being constantly upgraded. Technology is moving at a rapid speed when it comes to communication and training. The newest form of technology today is the A.I. (artificial intelligence). This technology is already in our phones. This form of communication became known so that technology can imitate the way human’s behavior. The latest version of A.I. is the building of robots. Creating this can have a negative effect in jobs being that it can leave people unemployed. For example, a few pharmacies are trying to build robots that can pull medications of the shelf for the patients. This will allow health facilities to create a change in staff, which can lead to loss of jobs.

Utilizing training and education with your employees is a key aspect to keeping organizations in competitive advancement within the healthcare industry. With the implementation of any new technology, to keep up with market change, there comes the need to educate and train the users that will be utilizing that system. Training and education can come in many

Fleetcor Technologies is driven to the growth and development of its employees and acquiring resources to accomplish the goals of the organization’s mission. In today’s global marketplace employees need to be skilled in performing complex task in an efficient manner. The capstone project identifies training needs and highlights the difference between actual versus expected level of employee performance. Training is a type of activity which is planned, systematic and it results in enhanced level of skill, knowledge and competency that are necessary to perform work effectively (Gordon 1992). In addition, training is the systematic acquisition of KSAs that lead to improved performance (Grossman & Salas, 2011). Training-related changes should result

Computer-based instruction, or CBI, is widely used to deliver content to learners of all ages. Although this form of instructional delivery has become nearly ubiquitous, levels of effectiveness of CBI vary, particularly when considering computer-based instruction for adults. In 2005, researchers Janis Lowe and Elwood Holton, III developed a theory regarding the elements necessary for an effective CBI experience with adult learners and then drew five conclusions based on their investigation. Lowe and Holton (2005) acknowledged a need for both external support and instructional support if an adult learner’s CBI experience will be deemed positive. Of their five conclusions, this one was of particular interest to me based on the different computer-based instruction experiences I have had.

The benefit of ensuring this step is not missed is that employees will be able to stay current with technologies and trends needing further analysis. Specifically, in the world of IT systems training needs to be a constant for the long term. As technology continues to advance, so does the need for well information security

This framework of three elements provides a useful form for considering factors influencing instruction and learning in computer-based

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

Second, companies can use techonology to beter prepare employees to service customers and generate new business. Third, new techonologies can substantially reduce training costs related to bringing geographically dispersed employees to one central training location. Fourth, these techonologies allow trainers to built into training many of the desirable features of a learning environment.[1] fifth, developing in techonology can not be stopped by anyone.

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.