In What Ways Has Technology Impacted the Way We Train Employees - Research Paper Example

? In what ways has technology impacted the way we train employees? In the current world, the advent of globalization and technology has made it possible to achieve breakthroughs. Technology has become the part and parcel of our life. The Human Resource Management has also started developing and training employees by using new and advanced technologies which helps to transmit latest changes and information to employees. Previously, training imparted to employees was done manually wherein a lot of paper work was involved. With the advent of modern technology most organizations have almost done away with paperwork and have embraced latest technology to impart training programmes to employees. Training is an integral part of human resources. Recently the human resource industry has adapted to a lot of changes due to the developments in technology. Nowadays human resource managers have to be prepared for organizational transformation and adaptations. Hence the HR function must be capable of guaranteeing the employability of collaborators without compromising the flexibility of the organization. This is due to the fact that people form a part of the organization due to their talents and abilities and not because to their past knowledge. At a certain point of time, when the managers feel that a particular employee is redundant to the organization then they have to leave them in a situation where in an employee can easily incorporate into another work profile or a new job. Human resource management policies must be designed to emphasise more on accepting change and the changing attitudes. In a way these policies are designed to make employees responsible for their own achievements. A technical system needs to be developed which helps to facilitate the employees to solve most problems related to their job themselves and without the intervention of higher hierarchical levels. In the human resource field, this idea needs to be incorporated as technology can make it possible for employees to manage their own database, update and access it directly, get online training, performance assessment, transfer or any other miscellaneous official matters which affects the employee. This idea is known as employee self – service. In order to facilitate the successful implementation of this idea, certain technological development needs to be made. Chief among this is the existence of intranet. This is a tool which facilitates collaboration and communication in the organization. It helps to streamline processes and provide updated information to the staff with updated information. This is a useful tool as it makes possible to reach employees working in the same firm but whose work place may be located across the globe. Training modules can be updated on the intranet and the human resource can update and impart online training to overseas as well as domestic employees. (Gasco, Llopis & Gonzalez, 2004). Nowadays a lot of organizations are leveraging technology to create virtual teams which can work at the same time from difference places by using video conferencing, e – mails, teleconferencing and instant messages. The same tool has been incorporated by the human resource to provide virtual training to employees. A human resource leader may impart training to various employees located at different places at the same time by using any of the above mentioned tools. However an important challenge lies in using and identifying the proper technology suited to meet the purpose. Especially in case of online training it is recommended that one selects the right method to impart online training. This is especially because this kind of training does not allow any scope for face – to – face interaction. Hence, the trainer must choose the proper medium of training which will facilitate the trainees to clear doubts online. Also the trainer should see that the technology selected for this purpose is user friendly. In other words, the trainees and the trainer should have expert knowledge on the kind of technology used for the training to be successful. (Rosen, Furst & Blackburn, 2006). With the advent of technology, nowadays most training sessions are given by means of tools like power point, OHP (Overhead projector) etc. Instead of using the traditional method of using a blackboard and chalk, human resource uses technologies like overhead projectors, power point presentations, slide shows etc. in order to impart training to employees. Outdoor training: The concept of outdoor trainings is not a very old one either. Nowadays, training sessions are mixed with an element of fun where in the trainer or mentor may make the trainees play some memory games or some sort of fun activities. Many training sessions especially where demonstrations about the product are imparted to the employees needs the use of specific graphic tools. Take the example of an information software company. Especially the ones involved in developing real time 3D or 2D graphic solutions needs to train employees to give the perfect product demonstration in front of potential customers. Take the case of ‘vizrt’. This is a renowned company which manufactures software products for TV stations and channels. Such companies need to train employees to give the perfect demonstration in order to woo suitable clients and clinch a deal. Such employee trainings are imparted with the means of latest developed technologies (vizrt, 2011). Due to the significant breakthroughs in technology, most organizations have to adapt to change. This change also involves upgrading the technology used. Old technologies are replaced with the newer, faster and more user friendly versions. Before evaluating a new technology for training purpose the human resource should ensure the following: 1. A team should be made to find out which technology is best suited to provide training to employees. This will depend on the type of organization and the skills of the employees. 2. The team should be able to recognize critical performance matrix which can be helpful to the employee. 3. The team should work to support a technology deployment system which evaluates data on a daily basis However, one of the major challenges faced by the inclusion of latest technology to train employees is that this kind of training requires a great deal of investment to be made. Most firms find it difficult to chalk out such high rates of investments from time to time in order to keep pace with the technological development. Moreover in most organizations, such trainings are seldom evaluated. It is very necessary to keep on monitoring the performance of an employee after training. This is needed to find out whether the employee has benefited from the training given to him or her. After the evaluation is carried out, it is necessary for the human resource to review the results and accordingly modify the current training module. Especially in the field of information technology, it is very necessary to find out whether the current technology used by the organization is feasible for the performance of knowledge based tasks which are undergoing radical changes due to the introduction of latest technology (Okurowski & Clark, 2001). The knowledge worker who has taken vocational training in technology has to keep up with the latest technological developments which take place from time to time. He needs to be trained in the latest technology which is introduced in the organization. Here again we come back to the concept of employee self service. The employee needs to undergo online training which is given by the company in order to enhance his skills and knowledge about the current technology adaptations which the organization as a whole needs to undertake. The personnel concerned also has an option to participate in an online training course which he or she thinks will be beneficial for future use. In such training sessions where in the trainee has to consult the internet for the training module and learn by oneself. In this case, the reading materials, practical examples are all embedded into the training module. The participant just has to enter the interface in order to obtain training about a particular package or software or hardware. Technological breakthroughs have made this possible. This is perhaps one of the biggest impacts that technology has provide in order to reshape the entire concept of training to employees. Take the case of the human resource department of a company. The management decides to incorporate an entirely new package which needs one to just fill in the relevant data in order to generate the salary slips of the person. In most cases organizations arrange for a formal training where in a trainer comes and imparts training as to how the software will work. But there are some exceptions in which the software package has embedded in it the list of rules and regulations that one has to follow to operate the software. Such packages also have a Compact Disc (CD) which gives a step by step demonstration about how to use the new package. The employee (in this case, the human resource team) has to just run the CD and follow the instructions in them to generate the salary statements of the employees online. Even recently, such packages were not introduced in the company. Most companies scanned the salary slips and sent it or the computer generated print outs were given to the employees. However the introduction of modern technology in organizations has made it possible to run a single command to generate the salary slips and send it to the employee online. E – learning as a means to obtain training: Another impact of technology in training and development is the ‘e-learning revolution’. Nowadays more and more organizations are opting for e – learning as a way to impart training to its employees. It can be heralded as one of the biggest changes that has outlined the way humans conduct training since the invention of the alphabets or the chalkboard. E – learning has helped to defy the barriers of time and space. The latest in technology, e – learning, aids one to obtain and deliver knowledge at any place and at any point of time. The term, e – learning revolution, was coined from the increased use of internet technologies by users to obtain and deliver training. Some knowledge experts and firms include virtual collaboration and knowledge management while defining e – learning. They describe e – learning as a tool which helps to disseminate and generate information and is especially tailor made to improve the performance of the employees. Nowadays most organizations provide training which is pre – recorded. In other words, an employee can opt for an organizational training at any point of time and from any location. However, a rarer form of training is live e – training which requires that all people interested to take training has to sit in front of the computer at the same time. However, many organizations opt for a mix of training which is both pre – recorded or live and this depends on the training needs of the employees. Another form of training which is very commonly used by most firms is the concept of blended training. Here the trainer chooses a mix of classroom based and technology training. E – learning applications that are pre – recorded are termed as asynchronous e – learning. These can be in the form of power point presentations which is commonly used and is a less sophisticated tool for training employees. These power point slides may be posted in a website and the employee can obtain training from this. However sophisticated technology tools require learner involvement. These may include online learning simulation with animation, graphics, video and audio component. Organizations were quick to find out that employees are intrigued by the idea of using powerful user interactive tools for providing training. This helps to keep the ongoing interest of the learner in the training module. Take the example of the interview training course which is conducted for the employees working at Dow Chemicals. The training module employs a variety of interactive approaches (like buttons and hyperlinks) to keep the employee motivated and engaged to the training. Different kind of testing applications such as drag and drop or a multiple choice option also helps the learner to keep engaged to the training. For example, a certain exercise in the interview training course, required the trainee to match the action like comparing the qualification of the candidate depending on the requirement of the job. In order to learn the correct answer to questions, trainees needed to drag the action which was on the right hand side of the computer screen to match the corresponding role at the left hand side of the computer screen. The systems also gave them immediate feedback whether they answered the question correctly or not. These types of exercises helps in keeping the learner engaged and motivate them to take part in the training. As against asynchronous training, there is synchronous or live training where in the employee has to be present in front of the computer to take training. The most common example of live training is in the form of real chat sessions where in the trainee can discuss and chat on the training topics. A complex live training session is where trainees from various places log on to the training at the set date and time and the training instructor commences a discussion which involves the usage of the whiteboard and slides which appear on the computer screen of the learners. A typical example of synchronised training is the Integrated Supply Chain Management training which is provided by Accenture. In this training, team members distributed across a country has to work in collaboration to develop and present a case study. Blended training can take different forms and can judiciously mix synchronous, asynchronous and classroom training. An example of a blended training is provided by Merck. Previously new managers had to go through the new manager orientation program. However, this kind of orientation program was time consuming and face to face interaction which posed a problem. In order to get rid of the disadvantages of such training a mixture of classroom and web based training was developed by Merck. Now, the new managers hired by the company has to first complete e – modules on various topics before coming to attend a classroom training session. This session employs the interactive elements of training such an discussions and role plays. The future of e – learning as a method to impart training is very bright. Experts suggest that there will be a growth in synchronous training tools, improved access and technology for the purpose of training to users and blended solutions as a means of providing training will be widely used by firms. Moreover, e – learning will help to integrate the provision of information, peer collaboration, performance support and training. (Welsh, Wangerg, Brown & Simmering, 2003). The above mentioned attributes makes e – learning one of the most common ways in which an organization imparts training to its employees. The introduction of e – learning helps one to obtain training at any place and at any point of time. It helps to increase the convenience of the learner and helps to track and monitor the training. This type of training also involves lower investment expenditure on the part of the firm. To conclude, technology has made it possible for human beings to obtain training on diverse subjects. The training tools and needs have evolved over a period of time. Nowadays it is possible to obtain training on any relevant topic by using a plethora of tools ranging from the basic and simple tools to extremely high definition complex learner involved applications. The organizations also are constantly adapting and developing new and improved training modules depending on the changes that are taking place in technology. References: Gasco, J.L., Llopis, J. & Gonzalez, M.R. (2004). The use of information technology in training human resources. Journal of European Industrial Training, 28, 370 – 382. Rosen, B., Furst, S. & Blackburn, R. (2006). Training for virtual teams: an investigation of current practises and future needs. Human Resource Management, 45, 229 – 247. Vizrt, 2011. “We are ahead of our competition so that you can be ahead of yours”. Retrieved on June 08, 2011 from http://www.vizrt.com/broadcast/ Okurowski, M.E., Clark, R. (2001). The use of level three evaluation data to assess the impact of technology training on work performance. Performance Improvement Quarterly, 14, 57 – 76. Welsh, E.T., Wangerg, C.R., Brown, K.G. & Simmering, M.J. (2003). E – learning: emerging uses, empirical results and future directions. International Journal of Training and Development, 7, 245 – 258. Read More