Training and Development Issues - Case Study Example

Table of Contents Introduction 2 Video game role to enhance learning 2 Featured required in video game to enhance training method 4 Generation which will react positively towards video game 5 Effectiveness of video game 6 Outcomes of importance 7 Evaluation design to be used 8 Conclusion 8 References 9 Introduction Organizations which are able to evolve with the changing times are able to increase the chances of being successful over a loner period of time. To be successful organizations require that they develop the required training program which looks to multiply the learning experience and teach the workforce to deliver better performance. The changes has ensured that the world economies move from the traditional method of training to an advanced method of training where the focus lies of using different type of video games which will thereby help to maximize the overall efficiency through which better training can be provided (Bensley & Van, 2001). This has led towards the growth and development of new mechanism through which the importance of video games have grown and has thereby increased the focus on training though the development of different console which focuses on better training and development. This report thereby focuses and explores the manner in which video games has led towards the enhancement of training programs, the different features which are expected to form part of the video games, the generation which looks towards using the different type of games and the overall effectiveness the videogame is expected to provide (Funk, 2002). This will thereby help to provide useful insights into the direction through which the role of video games in the industry will increase and will thereby help to provide the required dimensions based on which the training and development model can be developed. Video game role to enhance learning The manner in which technology has progressed has ensured the development of different console which is being widely used to provide the required training and development to the employees. The fact that video games provide different benefits to the person using it will help to ensure that the overall satisfaction level of employees gets maximized and will have a positive impact on the overall performance of the employees. Video games provide an opportunity where the employees are provided with an opportunity to work on a hypothetical model of the actual work place. This thereby ensures that on the job training is provided to the employees (Blake & Goodman, 2009). The employees through the use of video games are able to identify the different areas which will help them to achieve the goals and can conduct a trial and error method to understand the entire manner in which they need to work. Using video games also provides an opportunity where the employee can work in the actual organizational scenario and identify the different points which are vital and will ensure proper delivery of the product and services. This mechanism also reduces the risk for the organization using the method as the employees’ skill can be tested on the games which will ensure that the actual resources are not wasted and put towards risk of being loosing vital money (Brownfield & Vik, 2003). In addition to it video games are less costly and can be used for a longer period of time which thereby ensures that many employees can undergo the same training from the same console. From the employees perspective it provides them an opportunity where they can undergo training even from them homes. This will ensure that the employees who require the required training can use it when the need occur. Even places where they find deciding the manner in which the business has to be conducted the employees can use the video game to understand the entire situation through trial and error method (Colwell & Payne, 2000). While looking to do so the only care which has to be taken should look towards ensuring that the games will not considered the external environmental factors which have a role in decision making and needs to be calculated while arriving at a decision (Funk & Buchman, 2006). Thus, using video games helps to enhance the process of training and makes the required change through which the overall learning process for the employees improve and will provide an effective measure through which organizations will be able to use the resources in the most effective manner. Featured required in video game to enhance training method To ensure that the video game acts as an effective mechanism which will help to develop and enhance the entire process of training of the employees should look towards having the following qualities The video game in itself should be explanatory and should clearly guide the employee regarding what they are expected to do. The game should clearly highlight the manner in which different activities have to be carried out by the employees and the manner in which it will have an impact on the final outcome (Bosworth, 2004). This will help to pacify the employees and will act as a guide through which employees understand the role and the different factors which influences decision making The video game should appear as a real life situation and should depict the actual working condition so that the employees feel as if they are working on the job. This will require proper use of graphics and qualities and should clearly highlight the different duties and roles to be carried out by the employee. It should provide an opportunity where the employees skills are tested by having different alternatives and helping the employee to find out the mechanism which will provide the best result (Cheung & Siu, 2002). This will further have to be ensured that the process looks towards multiplying the experience and should teach the employee different skills which will be required in the job. The final result which is achieved from the training program which the employee had undergone through the use of video game should be explanatory and should bring forward the different areas and directions which the employees have to further improve (Betz, 2005). It should also facilitate a comparison between other employees and should help the management in finding out the different areas which will further help to improve the performance of the employees. Generation which will react positively towards video game It is expected that the present generation which is generation Y will accept the process of training more and react to the same positively compared to other generations. This is primarily because of the fact that generation Y is more technologically advanced and aims at using it as a medium through which better efficiency can be achieved (Douse & McManus, 2003). People belonging to the earlier generation are less equipped with technology and have fewer skills to be capable of handling the different technological advancements which video games provide. This people will look towards using the old and traditional method to gain the required training and will have their focus on using classroom as well as actual on the job training where the different environmental factors also have to be considered. People belonging to the generation Y will be willing to undergo new methods which will help them to enrich their learning as they are more ready and willing to accept changes them people belonging to the older generation (Glissov, Siann & Durndell, 2004). This is entirely due to the fact that the generation Y has the required knowledge in relation to technology which will help them to carry out the different functions effectively and will act as a method through which the business will be able to largely influence the change and increase the chances of performing better. In addition to it people of the generation Y prefer technology to other methods which will thereby improve the overall effectiveness as the employees will be willing to undergo the process of training through the use of video games (Anderson & Dill, 2000). This will help to bring a complete turn around as it will provide the different opportunities through which the employee of generation Y will be able to acquire the different skills at the same time reduces the chances of wastage of resources which will thereby contribute positively towards the entire training program. Effectiveness of video game The article clearly highlights the effectiveness of video game used for the purpose of training in Cold Stone as it has provided an opportunity where the skills of the employees are tested in a real hypothetical situation which has been developed and looks towards providing a feeling of a real world experience (Doolittle, 2005). Cold Stone has been able to benefit due to it as it allowed the employees to test their skills and improve it by using different trial and error method which ensured that the wastage for the organization remains at the lowest possible count. This also provided an opportunity for the employees of Cold Stone to undergo the training program at their home as well. This has thereby ensured that the employees were able to sharpen their skills and bring the required transformation which will further help to develop their skills (Gee, 2003). From the perspective of the management of Cold Stone, it has helped to reduce the cost as using other method of training is costly compared to video games. In addition to it the process also ensured that the wastage of resources was reduced and provided an opportunity where the same game can be used by different employees thereby multiplying the effectiveness of usage and ensuring that the overall process of delivering better performance gets enhanced (Anderson & Bushman, 2001). This has thereby ensured that the overall effectiveness in the training program of Cold Stone has shown better results due to the use of video games for providing the required training. Outcomes of importance The most important outcome which needs to be analyzed is to understand the manner in which the performance of employee has improved after undergoing the training program which used video games. The effectiveness has to be measured against the performance of employees who used the traditional method of training (Bisson & Luckner, 2006). This will help to find out whether the process actually helps to improve the performance of the employees and will help to understand the different directions which have ensured that the organization is able to gain (Glaser, 2000). It is imperative that the organization understands the method which is best for the organization which will be available only when the performance is compared and will help to provide the required directives through which the overall effectiveness in the performance can be enhanced (Day, Winfred, Jr. & Gettman, 2001). This will help in important decision making and will bring the required changes through which the performance of the employees further improves. Evaluation design to be used The evaluation design has to be such that it looks to measure the performance of employees who have undergone training through the use of video games and others who have used the traditional method. This will help to find out the method which is the most effective and based on it the design will be made through which the required training will be provided to the employees (Bruno, 2005). This will help to increase the relevance of the evaluation design and reduce the chances of failure as the entire model will look to represent the different areas which will help to maximize the role and satisfaction of employees. Conclusion The paper thereby analyzes the manner in which training through the use of video games has increased as it is cost effective and provides a similar real life scenario. Still comparison of the effectiveness has to be judged by comparing it with the training provided to employees without video games to understand which the most effective method is. The increase in the people belonging to generation Y will further help to increase the chances of accepting the product and process of training. To ensure maximum effectiveness organizations thereby will help to develop a process through which maximum efficiency is achieved and proper training is provided to the employees is all directions. References Anderson, C, & Bushman, B. 2001. Effects of violent video games on aggressive behavior, aggressive cognition, aggressive affect, physiological arousal and prosocial behavior: a meta-analytic review of the scientific literature. Psychological Science, 12(5), 353–359 Anderson, C. & Dill, K. 2000. Video games and aggressive thoughts, feelings and behavior in the laboratory and in life. Journal of Personality and Social Psychology, 78(4), 772–790 Bensley, L. & Van, J. 2001. Video games and real-life aggression: review of the literature. Journal of Adolescent Health, 29, 244–257 Bosworth, K. 2004. Computer games and simulations as tools to reach and engage adolescents in health promotion activities. Computers in Human Services, 11(1),109–119 Blake, J. & Goodman, J. 2009. Computer-based learning: games as an instructional strategy. The Association of Black Nursing Faculty Journal, 10(2), 43–46 Betz, J. 2005. Computer games: increase learning in an interactive multidisciplinary environment. Journal of Educational Technology Systems, 24(2), 195–205. Bisson, C. & Luckner, J. 2006. Fun in learning: the pedagogical role of fun in adventure education. Journal of Experimental Education, 19(2), 108–112. Brownfield, S. & Vik, G. 2003. Teaching basic skills with computer games. Training and Developmental Journal, 37(2), 52–56. Bruno, J. 2005. Doing time – killing time at school: an examination of the perceptions and allocations of time among teacher-defined at-risk students. The Urban Review, 27(2), 101–120 Cheung, D. & Siu, B. 2002. Some management issues on computer game development for primary education. The Electronic Library, 20(2), 119–124 Colwell, J. & Payne, J. 2000. Negative correlates of computer game play in adolescents. British Journal of Psychology, 91(3), 295–310 Day, E., Winfred, A. Jr. & Gettman, D. 2001. Knowledge structures and the acquisition of a complex skill. Journal of Applied Psychology, 86(5), 1022–1033 Doolittle, J. 2005. Using riddles and interactive computer games to teach problem-solving skills. Teaching of Psychology, 22(1), 33–36 Douse, N. & McManus, C. 2003. The personality of fantasy game players. British Journal of Psychology, 84, 505–509 Funk, J. 2002. Video games: benign or malignant? Developmental and Behavioral Pediatrics, 13(1), 53–54. Funk, J. & Buchman, D. 2006. Playing violent video and computer games and adolescent self-concept. Journal of Communication, 46(2), 19–32 Gee, J. 2003. What video games have to teach us about learning and literacy. New York: Palgrave Macmillan. Glaser, R. 2000. The reemergence of learning theory within instructional research. American Psychologist, 45, 29–39. Glissov, P., Siann, G. & Durndell, A. 2004. Chips with everything: personal attributes of heavy computer users. Educational Studies, 20(3), 367–377 Read More