High Tech Training

Introduction

This week’s assignment we were asked to explain the impacts of five selected technologies has and will continue to have on how people learn and interact, and the implications of this for training.

The five technologies I choose to focus on are mobile learning, distant learning, simulations and games, virtual reality, and social media. Let’s take a look at what I found through my research.

Mobile Learning

In the New Horizons report, put out by the New Media Consortium 2017, cited a study done by McGraw-Hill Education and Hanover Research of over 2,600 US colleges students, nearly two-thirds were using their smartphones to study. They predicted mobile learning will grow by 2020 to $37.6 billion (p 40).

What I struggle with is visualizing mini-courses being effective on the smartphone-size screen. So what would be the best type of learning when using mobile? That is when I found a study done by IBM. The results verified my hunch that learners are not going to use their small little smartphone screen for mini-courses. What IBM found from their study of 400 employees they surveyed and interviewed, is employees in nearly all of IBM’s business units across all geographic regions were using their mobile phones almost exclusively for in field performance support from colleagues and access to late-breaking information (Ahmad, and Orton, 2010).

The implications for mobile training is it will allow us an easy way to get up-to-date information to learners and employees, it can be useful for enhancing transfer of training through providing follow-up; it brings training to learners who constantly travel, or don’t have the time to attend face-to-face classroom courses or programs (Noe, 2013). Now let’s take a look at distant learning.

Distant learning

Distant learning for this blog will focus on the virtual classroom. With supporting technologies like Adobe Connect, Webex, and Skype we are able to help organizations to have a competitive advantage over their competition by reaching their geographically dispersed workforce. Saving them on financial burdens related to training like travel expenses. Through the use of a virtual classroom, we can provide information about new products, policies, or procedures, as well as deliver skills training and expert lectures to field locations (Noe, 2013). Simulations and games are growing in leaps and bounds over the years and work well as a supplement to mobile and distant learning so let’s take a look at that next.

Simulations and Games

How many of you go home after a long day of work pull out the iPad or other device and start playing Candy Crush? Be honest. I know there are millions of you out there because my Facebook account is always getting a request for more lives. Would you look at this game as a learning tool? This puzzle game actually helps in developing thinking skills. In the article Candy Crush Saga by Learning works for kids they point out not only that this game is highly addictive but it promotes flexibility and planning when it comes to building one's thinking skills (Gadget, 2017). Who would have thought? The U.S. Army uses simulation technology to teach counterinsurgency techniques to battalion commanders. The key with simulations and games is how to use the fun and motivational aspects of games to help employees acquire knowledge and skills (Noe, 2013). The implication to training is its cost savings in travel expenses and the ability for the learner to practice in a safe environment. Simulations and games is a great transition into the next technology virtual reality.

 Virtual Reality

Virtual Reality (VR) enables learners to step into an immersive, computer-simulated alternate world where sensory experiences can occur (NMC, 2016). Just like simulations, virtual reality allows the learner to practice dangerous tasks without putting themselves or others in danger (Noe, 2013). At the 2017 Training Conference in San Diego, I had the opportunity to play with the technology that will support virtual reality. Though the cost of the camera and goggles are extremely affordable the software to edit the video and put it into a 3D state is not quite there yet. I expect by next year that we will be seeing the kinks in the software worked out and a price that will make this an affordable tool to use for training. Finally, let’s turn the spotlight on social media.

Social Media

The world of training seems to be exploding with new approaches to informal learning. Social Media fits nicely with an informal learning approach take a look at YouTube for example. The other day my headlight went out on my Buick. Instead of taking it to the shop and being charged an ungodly amount of money to have it repaired, I turned to search on YouTube for a video to show me how to replace it. After investing $30.00 for the light, 20 minutes of my time watching the video and getting the screw to finally come lose, my new light was in and working properly. I was then able to leave a comment to some helpful tips I uncovered while replacing my light with anyone else that would review the video. The impact on social media training is instruction is augmented by information and collaboration (Stolovitch, 2010). What a quick way to learn! Watch, do, and share the experience. Wala! New light installed in my car.

Conclusion

Media and technology can substantially improve the efficiency of training and learning. However, Stolovitch warns technology has little to no impact on the effectiveness of training (p 182). There, of course, is exceptions to his warning. Stolovitch adds technology can become effective in training when the skills and knowledge to be acquired are of a technological nature and are taught using the technology for which the skills and knowledge are required (p182).

References

New Media Consortium. (2017). New Horizon Report 2017 Higher Education Edition. Retrieved from https://www.nmc.org/publication/nmc-horizon-report-2017-higher-education-edition/

Ahmad, Nabeel, and Peter Orton. “Smartphones Make IBM Smarter, But Not As Expected.” T+D 64, no. 1 (January 2010): 46–50

Noe, R. A. (2013). Employee training and development (6^th ed.). New York, NY: McGraw Hill

Gadget. (2017). Candy Crush Saga. Retrieved from http://learningworksforkids.com/playbooks/candy-crush-saga/

New Media Consortium. (2016). New Horizon Report 2017 Higher Education Edition. Retrieved from https://www.nmc.org/publication/nmc-horizon-report-2016-higher-education-edition/

Stolovitch, H. D. (2011). Telling ain’t training: updated, expanded, and enhanced, 2^nd edition. American Society for Training and Development