Friday, April 6, 2012

High -Tech Training

A modern workplace requires flexibility even with training programs. Currently many organizations are seeing a reduction in training funds and less time for employees to receive training. This is why technology would be a wonderful solution to increase the variety of ways an employee can be trained (Lovig, 2011). 
Today’s students /learners, (and tomorrow’s workers) have grown up around technology. They are so comfortable with it that they expect it to be part of how they learn. So the question is not “should we use technology to teach?” but “how can we use technology to teach well?” ( Stolovitch & Keeps, 2011). This is why a good trainer would strive to apply technological components to enhance the impact and/or measurability of training solutions. 
For this week’s assignment, I will explain the impact that five of these technological components have and will continue to have on how people learn and interact, and the implications of this for training.

Online learning
It is also known as E-learning, and it is the delivery of training or instructions by computer on line through the Internet or the Web. Online learning includes Web-based training, distance learning and virtual classrooms. 
E-learning allows training to be delivered faster to more employees in a shorter time at any place and any time.  It supports the companies’ business strategy and objective, and training can be delivered to geographically dispersed and through a wide variety of employees.  It’s easy to update while learning is enhanced through use of multiple media (sound, text, video, graphics) and trainee interaction in order eliminate the training management paperwork.  It can also link learners to other content, experts and peers (Noe, 2010).

Simulators replicate the physical equipment that employees use on the job.  It represents a real-life situation, with trainees’ decisions resulting in outcomes that mirror what would happen if they were on the job. The simulator also tracks the trainees’ performance and alters the instructors if a trainee is falling behind.  It also records and evaluates participants’ behavior and interactions in solving the problems.  It allows trainees to practice in a safe environment and given a feedback regarding their performance and it is may also used to develop managerial skills (Noe, 2010).

Virtual Reality
Virtual Reality uses technology to stimulate multiple senses of the trainee.  Devices usually relay information from the environment to the senses.  It is a computer-based technology that provides trainees with a three-dimensional learning experience and allows simulations to become even more realistic. Trainees usually move through the simulated environment and interact with its components by using specialized equipment or viewing the virtual model on the computer screen. The main advantage of virtual reality is that it allows trainees to practice dangerous tasks without putting themselves or others in danger.  It is likely to have the greatest impact on complex tasks or tasks that involve extensive use of visual cues and it reduces the learner cognitive load for data processing by making more memory available for learning (Noe, 2010).
Learning Management Systems ( LMS)
LMS is a technology platform that can be used to automate the administration, development and delivery of all of a company’s training programs. LMSs can provide employees, managers, and trainers with the ability to manage, deliver, and track learning activities. New developments in LMSs include providing the ability for users to simultaneously search the database as well as their company’s intranet for information on training courses, contact topic experts, enroll in courses, and use simulations to determine whether employees are complying with ethical standards and skills they have been trained in using by the LMS. It can help in reducing the travel and other costs related to training, reduce time for program completion, increase employees’ accessibility to training across the business, and provide administrative capabilities to track program completion and course enrollments. LMSs also allow companies to track all learning activity in the business (Noe, 2010).

iPads are part of the mobile technology devices that allow learning to occur anywhere at anytime through almost limitless number of uses. iPads have a wide array of applications that can enhance the training experience for the user even for the trainers without programming knowledge. One application can provide a video conference and presentation tools that people can join across multiple platforms. Also, a trainer can  give a presentation, or use the iPad as a controller for a presentation on a computer. With the advanced iPad, training can include anything that can be displayed on the iPad due to it's mirror imaging feature. The iPad can also give the instructional designer the ability to record and edit podcasts without ever leaving the device and they can be recorded as audio-only or as video podcasts. The iPad could become an even more powerful device should an organization have capable programmers. Applications that serve a particular training purpose could be designed and pushed to the device using the company's exchange server (Lovig, 2011).
Lovig, J. (2011). Training With Technology: The many uses of the iPad. Hartford Workplace Issues. Retrieved on April 5 from
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.
Stolovitch, H. D., & Keeps, E. J. (2011). Telling ain’t training. Alexandria, VA: ASTD Press.


  1. Adel,

    I like that you selected iPads as one of the technologies. it really is quite amazing what people can do with them in a training situation. "Trainers without programming knowledge will find an array of applications that can enhance the training experience for the user" (Lovig, 2011). With more information out there for people to understand the technology they have at their fingertips, I think training can be positively impacted. Stolovitch and Keeps (2011) talk about technology being used to solve practical problems and that the practical problems of learning are how to increase the efficiency and effectiveness of a training. iPads, when used correctly, can solve these practical problems.

    Lovig, J. (2011). Training With Technology: The many uses of the iPad. Hartford Workplace Issues. Retrieved on April 5 from
    Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.

    1. Dani

      I can’t explain how much I’m attracted to use the iPads for training. I have seen many trainers have been putting a lot of effort in order to present with the tablet PCs while having blank slides inserted in the PowerPoint in order to be used for practicing problem solving, drawing maps, or for any other training purposes during the presentation. However the ease and simplicity of doing all these activities with the iPad is unbelievable. Also, It is a great experience that you can present while walking around the class with the iPad in hand with wireless transmitter connected to the projector. Here is another example after Lovig (2011), Imagine arriving to work on your first day and finding all of your orientation materials are loaded onto a iPad that is handed to you. As you progress in the organization, training courses are pushed directly to your device. Should that be the only way an organization deliver's training? No, but it is one of many ways to keep training flexible and mobile. When it comes to technology in training, we are only seeing the tip of the iceberg. I appreciate your comments, Adel


      Lovig, J. (2011). Training With Technology: The many uses of the iPad. Hartford Workplace Issues. Retrieved on April 5 from

    2. Adel,

      Thank you so much for sharing. Your view on training is so different from mine and I appreciate it!


  2. Hi Abdel,

    I enjoyed reading your post. Your inclusion on LMS demonstrates the movement towards individualized training in the workplace. As companies look for ways to improve work performance, LMSs will allow individuals to examine their own strengths and weakness, and then choose their own training path. “Employees have access to their personal learning plan, which is based on their job, what their manager requires, and their own personal interests” (Noe, 2010). LMS puts the learner in control of their own development making training more meaningful. The more meaningful the training is the better the transfer of skills and knowledge on the job.

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

  3. Hi Denna,

    It is great that LMS can help companies understand the strengths and weaknesses of their employees, including where talent gaps exist. To maximize its effectiveness, an LMS should be integrated with human resources systems, such as performance management or employee development systems, to identify learning opportunities for employees, and to strengthen their performance weaknesses (Noe, 2010).
    Thank you so much for the informative comment.


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

  4. Adel,
    I enjoyed your post very much; great graphics and good opening paragraphs. You selected some very powerful technology tools to describe. Great description of the advantages of Online learning technologies. Based on the advantages you cited, what impact do you see this technology having on the future of training? Do you also see the use of simulations continue to impact how people learn and interact in training?

    I appreciated you comment regarding virtual reality training reducing the learner's cognitive load for data processing by making more memory available for learning. What do you see as some of the disadvantages of using virtual reality systems? You made an excellent point regarding iPads having a great potential for companies who have the programmers and designers capable of designing training that can be stored and pushed to devices from their servers. I would agree with your comment to Dani regarding the graphic power and versatility of the iPad for training. I also liked your suggestion for integrating LMS systems into the company's HR system. Great post this week.

  5. Dr. Burke

    Thank you so much, I really appreciate your encouraging response.

    I believe, with the future advancement of technology, we will continue to see more online and blended learning courses offered as a replacement for the traditional courses. I also see as Mr. Haas (2011) “It is just a matter of time before online learning will be the primary method to deliver training. There are so many benefits of accessing training through the Internet: it is convenient, affordable, and best of all, it is repeatable. There is the convenience of attending a training session and producing work the same day. As well as reduced travel and lodging expenses”

    I also believe in the future expansion for simulators, along with more involvement of different human senses going more towards virtual worlds, which will have a remarkable impact on how people learn and interact in training. The main driver for such expansion will be what Neo (2010) mentioned “ Simulators can incorporate more situations or problems that a trainee might come across and it can safely put employees in situations that would be dangerous in the real world”

    Based on what researchers mentioned, the main disadvantage of virtual reality is the cost that is represented by the high investment of time and money required for programming content, also it worse to mention the difficulty to use for first time users (Noe, 2010). I would also like to refer to what Bennett, W. (n.d.) mentioned on eHow website that “ One worry is that as VR environments become much higher quality and immersive, they will become attractive to those wishing to escape real life. Another concern is VR training. Training with a VR environment does not have the same consequences as training and working in the real world. This means that even if someone does well with simulated tasks in a VR environment, that person might not do well in the real world”


    Haas, B. (2011). New Technology Impacting Training. AutoInc. Magazine, Online edition. Retrieved on April 12,2012 from

    Advantages & Disadvantages of Virtual Reality |

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