The Modern Workplace The modern workplace as a learning organization in which “people expand their capacity to create the results they desire” (Merriam, Caffarella, & Baumgartner, 2007). The impact of globalization, the expansion of world markets, and the pervasiveness of technology on the modern workplace has influenced the approach companies will take to online learning (Simmons, 2010). Online learning is an option to help companies control costs.
Increased demand for virtualwork arrangements Virtual software programs that enable telecommuting employees to access training anywhere they are without visiting a classroom or the home office (Noe, 2010). Digital collaboration allows telecommuters to interact with other employees, both virtual and on-ground, to improve work efficiency. Virtual work arrangements as a knowledge- harnessing, knowledge-sharing vehicle that will improve the efficiency and effectiveness of the workforce (Noe, 2010).
Increased emphasis on speed ofdesign, focus in content, and multipledelivery methods Speed of design: use of Rapid Instructional Design (RID) to build content quickly and deliver to trainees (Noe, 2010). Focus in content: delivering relevant and timely content to users. Expect individualized training courses in the future. Multiple delivery methods: meeting the learners’ learning styles by using technologies, such as podcasting, vodcasting, course management systems, to accommodate their needs (Noe, 2010).
Increased use of performancesupport Embedded learning: a real-time collaboration tool that integrates knowledge management with learning and nonlearning technologies. Employees given short learning episodes geared toward work duties and responsibilities to enhance learning (Noe, 2010). Personal dashboards: employees will receive relevant and appropriate job information, collaborate with other employees, request information, and participate in simulations (Noe, 2010). Personal dashboards are useful for understanding the practical aspects of their jobs. This helps to establishing connection and engagement of the employee with their jobs, and could improve retention and reduce turnover.
Conclusion “The Internet has changed the world and the potential for connecting with people everywhere” (Rudestam & Schoenholtz- Read, 2010). Online learning will change the way employers train their workforce. Additionally, this will produce a more knowledgeable workforce and a stronger competitive advantage. Online learning is an option that will help a company or organization move ahead and become more global.
References Merriam, S. B., Baumgartner, L. M., & Caffarella, R. S. (2007). Learning in adulthood: a comprehensive guide (3rd ed.). San Francisco: Wiley. Noe, R. (2010). Employee training and development. (5th ed). New York: McGraw- Hill. Rudestam, K.E. & Schoenholtz-Read, J. (2010). Handbook of online learning (2nd ed.). Thousand Oaks, CA: Sage Publications. Simmons, T. (2010). Organizational Learning: Article Review. EDU500: Strayer University.