BUS365e Group Report: Technology-Based Training Analysis

This report provides a comprehensive analysis of technology-based training methods, exploring both their advantages and disadvantages. It begins by highlighting the benefits, such as real-life experiences through simulations, immediate feedback, improved knowledge retention, and the fostering of cooperation and competition. Furthermore, the report discusses the risk-free environment, quantifiable training outcomes, multiple uses, and reduced costs associated with this approach. Conversely, the report also addresses the cons of technology-based training, including a potential lack of control, the limitations in catering to diverse learning approaches, the potential for isolation, and the challenges posed by technological issues such as system failures and internet connectivity problems. The report is supported by references to relevant academic literature, providing a well-rounded overview of technology-based training in the context of employee development and management.

TECHNOLOGY BASED TRAINING 0
TECHNOLOGY BASED
TRAINING : PROS AND
CONS
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Contents
Benefits of technology training method for employees.............................................................2
1. Real-Life Experiences........................................................................................................2
2. Immediate Feedback..........................................................................................................3
3. Knowledge Retention.........................................................................................................3
4. Cooperation and Competition............................................................................................3
5. No risks..............................................................................................................................3
6. Quantifiable Training........................................................................................................4
7. Multiple Uses.....................................................................................................................4
8. Reduced Costs and Time....................................................................................................4
Cons of technology based training method................................................................................5
1. Lack of Control..................................................................................................................5
2. Learning Approach.............................................................................................................5
3. Isolated...............................................................................................................................5
4. Technology Issues..............................................................................................................5
REFERENCES...........................................................................................................................7

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Training and creation have long been an old-fashioned and semi-predictable formula.
The design and growth organizations move from conventional formats to multimedia and in-
time learning with the emergence of the millennial workforce and their passion with social
networking, and quick and "now" learning methods. Training and growth was often a process
standardized and semi-predictable utilizing ancient formats. The creation and growth
company shifts from conventional formats to internet and in-time learning through growing
millennials and their preference with social networking and fast and "now" teaching methods.
Technology-based teaching utilizes computer-based devices to develop the training
method, normally by consciously and not unconsciously engaging trainees. For study,
technology-based training is typically used to develop and sharpen interviewer competences,
particularly those required to communicate effectively with interviewees. Interaction skills
teaching typically focuses on peer-to-peer role play or cooperative game coaching. In
comparison, technology-based teaching offers automated learning with rich information
outlets and robust learner appraisal and remediation solutions. (a) decreased schooling is
included in the advantages of technical advancement in survey analysis.
Benefits of technology training method for employees
1. Real-Life Experiences
By simulating instruction, workers gain first-hand experience of resources, systems
and computers. Simulations can often go beyond dumb instruments or systems to include real
experimental conditions, circumstances or samples to be checked. Simulation testing may not
require modern technologies, nor the introduction of different techniques, methods or systems
to be utilized by staff in client, client and/or other encounters. Through experiential learning,

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workers obtain additional experience and information instead of preparing or seeing a
PowerPoint deck.
2. Immediate Feedback
Training models offer direct guidance on the performance of workers and the usage of
the software, facilities or instructions. Teachers should at present critique constructively,
encourage workers to develop their skills and new approaches. This is better if teachers offer
this guidance directly or shortly after practicing.
3. Knowledge Retention
Employees are most able to gain experiences and expertise through actively applying
specific abilities or behavior. In addition to retaining the philosophy and wider definitions for
modern methods, workers are worthy of applying these ideas and strengthening the transfer
of information (Cranwell, Benford, Houghton, Golembewski, Fischer, & Hagger, 2014).
4. Cooperation and Competition
In some ways it may be useful to develop different abilities and strengths from others.
First, through evaluation and cooperation, workers may benefit from each other. Cooperation
may provide long-term gains when qualified workers approach each other and provide advice
or support each other to learn new careers. Pleasant rivalry is common in some environments
and should be taken into consideration in simulation training, given it is done constructively
and productively. Simulation training allows for immediate feedback from instructors, giving
employees opportunities to master new skills faster (Spain, Priest, & Murphy, 2012).
5. No risks
When new technologies, resources or procedures are implemented workers may pause
for fear of mistakes. With the experience in simulation, workers will resolve such concerns

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faster and have less long-term concerns. By can these threats, workers are more relaxed and
remember experience and they can benefit from past failures in a risk-free training setting.
6. Quantifiable Training
One of the main benefits of simulation is that it can be calculated in general.
Tracking, reviewing and commenting of details of preparation tends to give additional
transparency and feedback to HR teams and can be used to change potential programs. Data
sets may also be exchanged and utilized as part of staff reviews of divisions and
administrators (Graves, Sales, Lawrenz, Robelia, & Richardson, 2010).
7. Multiple Uses
There is no need for simulation testing just for new parts. This training may help to
develop the abilities of staff or administrators who wish to get more opportunities or to
overcome a job role or success discrepancy (Bedwell, & Salas, 2010).
8. Reduced Costs and Time
Simulation preparation will significantly minimize time and expenses associated with
workplace instruction through increased productivity and realistic hands-on methods.
Companies do not pay transportation risks associated with online testing for on-site virtual
experience. In fact, simulation-trained workers are quickest on modern technologies.
We help businesses plan and execute rigorous simulation training programs at The
Lindenberger Company. In addition, our consultancy company helps to extend the leverage
of in-house workers, particularly beneficial to businesses with small HR teams. Contact us to
know how the organization can get training at the next stage through The Lindenberger
School (Khanna, & Kendall, 2015).

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Cons of technology based training method
1. Lack of Control
Low-motivated students continue to slip behind while they are utilizing eLearning
because they do not have enough hours and are accountable for the organisation itself. A lack
of a routine or set timetable may confuse eLearning by sometimes providing different
deadlines to different people at various levels (Rosen, Ruzek, & Karlin, 2017).
2. Learning Approach
It doesn't cater to all learning types, and some students don't like the environment –
especially strong practitioners. It remains a struggle to render eLearning a complete appeal
for such communities as people know various types better or bad. Some people may prefer
photos, some prefer to only read sentences, and some prefer to speak or to do a job to
understand.
3. Isolated
Many questions are answered very quickly if you face one another because an
immediate response can be assured. Sometimes, eLearning does not require teachers to
address several questions at any time and only inside working time – when other learners
may choose to benefit from working time. Often this feeling of alienation will demotivate
people as they believe like the trainer's physical appearance offers little comfort and
affirmation.
4. Technology Issues

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The possible hazards are raised by high dependency on computers eLearning brings.
First of all, all learners must be confident of a computer capable of supporting training
modules. Some eLearning platforms include applications like Flash that does not fit devices
such as iPad. Therefore, any condition must be set at the outset. Bad internet connectivity and
usually unpredictable spontaneous faults will often delay learning and thus must be prepared.
This is especially important as the global scale shifts significantly across countries as Internet
access and electricity supply improve (Saghafian, 2011).

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REFERENCES
Saghafian, M. (2011). A critical review of research on technology-based training in business
organizations. Research in Higher Education Journal, 10, 1.
Rosen, R. C., Ruzek, J. I., & Karlin, B. E. (2017). Evidence-based training in the era of
evidence-based practice: challenges and opportunities for training of PTSD
providers. Behaviour research and therapy, 88, 37-48.
Bedwell, W. L., & Salas, E. (2010). Computer‐based training: capitalizing on lessons
learned. International Journal of Training and Development, 14(3), 239-249.
Khanna, M. S., & Kendall, P. C. (2015). Bringing technology to training: Web-based
therapist training to promote the development of competent cognitive-behavioral
therapists. Cognitive and Behavioral Practice, 22(3), 291-301.
Cranwell, J., Benford, S., Houghton, R. J., Golembewski, M., Fischer, J. E., & Hagger, M. S.
(2014). Increasing self-regulatory energy using an Internet-based training application
delivered by smartphone technology. Cyberpsychology, Behavior, and Social
Networking, 17(3), 181-186.
Spain, R. D., Priest, H. A., & Murphy, J. S. (2012). Current trends in adaptive training with
military applications: An introduction. Military Psychology, 24(2), 87-95.
Graves, M., Sales, G. C., Lawrenz, F., Robelia, B., & Richardson, J. W. (2010). Effects of
technology-based teacher training and teacher-led classroom implementation on
learning reading comprehension strategies. Contemporary educational
technology, 1(2), 160-174.