Employee training in a high-tech world.
Training and Development—coaching
Training and Development—technology-based training
In today’s workplace, changes are an everyday occurrence. Some changes are large such as the rollout of a new software suite or the implementation of new marketing and sales strategies, and some are as small as a new photocopier. All of these changes result in the need to teach people how to complete a task in a different manner.
Training and Development—technology-based training
In today’s workplace, changes are an everyday occurrence. Some changes are large such as the rollout of a new software suite or the implementation of new marketing and sales strategies, and some are as small as a new photocopier. All of these changes result in the need to teach people how to complete a task in a different manner.
Educational professionals in the high-tech sector are responsible for implementing training programs that work and effectively transfer the appropriate knowledge to a wide variety of audiences. By determining the barriers to employee training, how to effectively train individuals on new technology and how to use the latest trends in training, educational professionals can successfully implement training programs within their organizations.
According to the International Data Corporation, the worldwide market for technology training has grown by about $2 billion U.S. annually since 1996. IDC estimates that corporate expenditures on training will reach close to $1.1 billion in Canada by 2002. According to Elaine Appleton, editor of Inside Technology Training, technology training refers to two groups of people getting trained: the first group is comprised of the information technology workers; the second group is the end users — essentially those who make up the rest of a company’s workforce.
Employees such as highly skilled programmers, database administrators, and Web site designers need and usually receive constant training. However, end users such as customers and those on the sales and marketing side, often don’t receive enough training.
The barriers
Training is a difficult task. This is largely due to the fact that humans have an inherent tendency to resist change. Today’s workplace is composed of individuals with varying levels of education. Many individuals have been out of a traditional classroom setting for some time and are out of the habit of sitting down and listening to a lecturer. Disseminating software documentation is a difficult task. This is largely due to the fact the material is as dry as dust, and many people have a predisposed notion that the subject matter is boring. Yet, the challenge to overcoming these barriers is not as onerous a task as it may seem.
Training is a difficult task. This is largely due to the fact that humans have an inherent tendency to resist change. Today’s workplace is composed of individuals with varying levels of education. Many individuals have been out of a traditional classroom setting for some time and are out of the habit of sitting down and listening to a lecturer. Disseminating software documentation is a difficult task. This is largely due to the fact the material is as dry as dust, and many people have a predisposed notion that the subject matter is boring. Yet, the challenge to overcoming these barriers is not as onerous a task as it may seem.
Understanding your audience
The first step to training is to understand the way individuals learn. According to psychologists there are three means by which humans absorb information:
1) visually — which involves using sight;
2) auditory — which involves listening; and
3) kinesthetic — which involves doing.
The first step to training is to understand the way individuals learn. According to psychologists there are three means by which humans absorb information:
1) visually — which involves using sight;
2) auditory — which involves listening; and
3) kinesthetic — which involves doing.
For the corporate trainer, it is a constant challenge to determine by which means particular individuals learn and retain information.
While standing in front of a classroom of 50 people, it is difficult for trainers to recognize how each individual learns. To combat this, a successful trainer will design training materials to satisfy all three types of learners. By incorporating a variety of teaching tools, one can ensure that the message is conveyed to each learning type. For example, a session that starts with a PowerPoint presentation, could be followed by a video, which is then followed by a lecture and ends with an interactive exercise.
How do we keep their attention?
Keeping the attention of an audience is another of the great challenges facing high-tech trainers today. Often the task of keeping an adult’s attention is as daunting as the task that a Grade One teacher faces with five and six year olds. According to psychologists, attention spans have continually dropped over the last 30 years.
Keeping the attention of an audience is another of the great challenges facing high-tech trainers today. Often the task of keeping an adult’s attention is as daunting as the task that a Grade One teacher faces with five and six year olds. According to psychologists, attention spans have continually dropped over the last 30 years.
Have variety
As trainers, it is important to design a program with variety. It is crucial to sense the mood in the class from the start, and to make a judgement call to adjust the message to fit the group. Changes in the presentation vehicle should be made every 15 to 20 minutes, and scheduled breaks can range from a walk around the room to afternoon calisthenics. Many find that the physical activity provides a welcome relief from sitting and listening or watching. Additionally, using music during breaks and while doing exercises helps to create an open, dynamic and fun environment.
As trainers, it is important to design a program with variety. It is crucial to sense the mood in the class from the start, and to make a judgement call to adjust the message to fit the group. Changes in the presentation vehicle should be made every 15 to 20 minutes, and scheduled breaks can range from a walk around the room to afternoon calisthenics. Many find that the physical activity provides a welcome relief from sitting and listening or watching. Additionally, using music during breaks and while doing exercises helps to create an open, dynamic and fun environment.
Advances in computer and telecommunications technologies have provided opportunities and challenges for training and development. Computers, projectors, VCRs, interactive video conferencing, and Web-based instruction with online conferencing provide an interesting melange of media to incorporate into training programs. This welcome change in media helps to break up the material and provide a more interesting forum for attendees.
Games are another tool to increase knowledge transfer. Splitting people in teams and playing a Jeopardy game complete with prizes adds fun. Using such games helps to keep the mood light, the audience entertained and the pace quick. It is also a means of garnering feedback on the participants’ learning curve. Surprisingly, people absorb and retain knowledge extremely well if there’s a coffee mug or theater tickets at stake.
So, what’s in store?
New trends in training are helping many corporate training professionals in today’s fast-paced world. Classroom learning probably will not go the way of the dinosaur — nothing can replace the immediacy and effectiveness of dialogue with the trainer or group exercises for employee training. But modern technology increasingly provides innovative ways to communicate and distribute information. E-mail and voicemail, faxes and the Web help to distribute and receive information quickly and easily. This is compounded with an increased use of compressed video, interactive video television, computer-based training, and electronic performance support systems. When used properly, these tools can augment the speed and efficiency of training programs, as well as enhance the trainer’s experience.
New trends in training are helping many corporate training professionals in today’s fast-paced world. Classroom learning probably will not go the way of the dinosaur — nothing can replace the immediacy and effectiveness of dialogue with the trainer or group exercises for employee training. But modern technology increasingly provides innovative ways to communicate and distribute information. E-mail and voicemail, faxes and the Web help to distribute and receive information quickly and easily. This is compounded with an increased use of compressed video, interactive video television, computer-based training, and electronic performance support systems. When used properly, these tools can augment the speed and efficiency of training programs, as well as enhance the trainer’s experience.
Additionally, technology allows for the instructor to reach more people in different places. The time and distance barrier no longer limits the ability to train employees across the country. A session can run in Toronto, and be Web cast to participants in Montreal, Ottawa, Halifax and Vancouver.
Going back to school does not have to be a nightmare. With today’s trainers, innovative technology and variety of teaching models, losing sleep over training is a distant nightmare. So, sharpen up your pencils, pack your pens, and bring an apple, school days are back again.
Andrew Drummond is director of education for J.D. Edwards Canada Ltd. He can be reached at (416) 758-1386 or [email protected]. J.D. Edwards is a leading provider of agile, collaborative solutions for the Internet economy.
