Technology-based training (TBT) is a type of instruction that uses technology to deliver content and promote learning. It can take many different forms, but all TBT involves using some technology to support the delivery of training content.

1. Technology-
Based
Training
Methods
Chapter 8
Dr Nazrul Islam
nazrulku@gmail.com

2. Learning Objectives
• After reading this chapter, you will be able:
• Compare and contrast technology-based training and traditional
training
• Define the different methods of technology-based training
• Compare and contrast instructor-led and self-directed learning
• Define and give examples of asynchronous and synchronous
training
• Define and discuss computer-based training, e-learning,
distance learning, electronic performance support systems, and
video conferencing
• Discuss the advantages and disadvantages of technology-based
training
• Discuss the effectiveness of technology-based training programs
and how to design them to maximize trainee learning
• Discuss the future of technology-based training

3. Technology-Based Training
 In the face of a challenging economic climate, tight budgets and
other resource constraints, public and private organizations alike are
looking for more cost effective and efficient ways to address
workforce development needs and are increasingly turning to
technology to assist them in their training and development efforts.
 Refers to training that involves the use of technology to deliver
courses, such as Web-based training; computerized self-study
(including CD-ROMs, DVDs, and diskettes); satellite or broadcast TV;
and video-, audio-, or teleconferencing. Any technology that delivers
education or training, or supports the delivery of these subjects,
would be included in the definition.
 In their 2006 Technology-Based Learning report, Social Policy
Research Associates define technology-based learning as "the
learning of content via all electronic technology, including the
Internet, intranets, satellite broadcasts, audio and video tape, video
and audio conferencing, Internet conferencing, chat rooms, e-
bulletin boards, webcasts, computer-based instruction, and CD-
ROM.“

4. Technology-Based Training
 According to Workforce Management
Magazine, 2009:
1. approximately one out of three hours of US
workplace training is now being delivered using some
form of technology, and we expect that ratio to climb
in coming years.
2. technology based methods now account for just over
30% of all learning hours, which is up sharply
from 11.5% in 2001.

5. 7–5
Source: Holly Dolezalek, “2004 Industry Report,” Training (October 2004): 34.
Technology-Based Training

6.  Internet:
◦ a loose confederation of computer networks around the world that is
connected through several primary networks.
 Intranet:
◦ a general term describing any network contained within an
organization; refers primarily to networks that use internet technology.
 Extranet:
◦ a collaborative network that uses internet technology to link
organizations with their suppliers, customers, or other organizations
that share common goals or information
 CD-ROM:
◦ a format and system for recording, storing and retrieving electronic
information on a compact disc that is read using an optical drive.
 Electronic simulation:
◦ a device or system that replicates or imitates a real device or system
 Multimedia:
◦ a computer application that uses any combination of text, graphics,
audio, animation, and/or full-motion video.
 Teleconference:
◦ the instantaneous exchange of audio, video or text between two or
more individuals or groups at two or more locations.
 Television cable, satellite:
◦ the transmission of television signals via cable or satellite technology.
Technology-Based On-the-Job Training

7. Technology-Based On-the-Job Training
 Electronic performance support system (EPSS):
In the book Electronic Performance Support Systems, Gloria Gery
(1991) defined EPSS as:
an integrated electronic environment that is available to and easily
accessible by each employee and is structured to provide
immediate, individualized on-line access to the full range of
information, software, guidance, advice and assistance, data,
images, tools, and assessment and monitoring systems to permit
job performance with minimal support and intervention by others.
"a computer-based system that improves worker productivity by
providing on-the-job access to integrated information, advice, and
learning experiences" (Barry Raybould, 1991)
Used for:
◦ task structuring support: help with how to do a task (procedures and
processes),
◦ access to knowledge bases (help user find information needed)
◦ alternate forms of knowledge representation (multiple representations of
knowledge, e.g., video, audio, text, image, data)

8. Percentage of Courses Using Technology-Based
Training Methods to Deliver Training in Canada in
the Year 2000
METHODS PERCENT
 Internet 10.1
 Intranet 9.7
 CD-ROM 9.0
 EPSS 12.0
 Multimedia 18.3
 Teleconferencing 6.0
 TV (cable, satellite) 6.2
 Others Rest
Technology-Based On-the-Job Training

9. Environmental factors pushing companies to
adopt technology-based training
1. Globalization
 Training costs can be prohibitive for highly decentralized
organizations
 Centralized classroom training is not an efficient means of delivering
timely training to a global workforce
 Technology is more responsive to training needs in this environment
2. Economic Pressures
 Organizations must rely on workplace learning and continuous
improvement to remain successful
 Companies face tremendous economic pressures to cut costs and
increase shareholder value
 Significant upfront costs
 Helps organizations reduce variable costs associated with the
classroom
 Cost savings in other areas, such as program updating and
employees’ time off the job

10. 3. Work/Life Issues
 Employees increasingly desire flexible work arrangements, such
as telecommuting
 Technology-based training can address the logistical problems of
the flexible and telecommuting workforce
4. Technological Advances
 Recent advances in computing power and connectivity
 Greater bandwidth increases the multimedia capabilities of
technology-based training
 Today’s high-end technologies can increasingly approximate
conventional, instructor-led classroom training
 Media that support these advanced technologies have become
more cost-efficient, reliable, and accessible
Environmental factors pushing companies to
adopt technology-based training, Contd.,

11. 1. Cost Reduction
 Technology-based training can deliver a training program
for lower cost than more traditional training methods
 Reduces or eliminates many of the variable costs associated
with the classroom
 The up-front costs associated with technology-based
training are significant
2. Reduction in Training Time
 Technology-based training often leads to a reduction in the
time that individuals spend in training
 Less time off the job and greater employee productivity
 Employees can learn precisely what they need to know
Technology-Based Training: BENEFITS

12. 3. Pedagogical Capabilities
 Highly personalized learning experience
 Competency assessments can provide trainees with
personalized feedback that is immediate
 Training technology can give employees an opportunity to
practice using their skills and knowledge in realistic
situations
4. Diversity and Accessibility
 Online learning can level social barriers
 Increased access to individuals who otherwise may be
unable to attend training or classes
 Other Benefits
◦ Makes it possible to deliver a consistent message companywide to all
trainees or employees
◦ Technology-based training can help create an environment in which
learners have more responsibility for their personal success
Technology-Based Training: BENEFITS

13. Factors Affecting Effectiveness of
Technology based Training
1. Training Content
 Content may repeat classroom information (not effective)
 Content may be heavily cognitive ignoring other types of
training
 Content may be a mix of classroom and technology (more
flexible)
2. Trainee Characteristics
 Cognitive ability
 Goal orientation of the trainee
 Prior achievement and knowledge
 Conscientiousness
 Openness to new experiences

14. 8–14
• A systemic step-by-step self-learning
method using text book, computer or
internet :
• The three parts of the method include
presenting questions, facts, and
problems to the learner;
• allowing the person to respond; and
• providing feedback on the accuracy of
the answers.
Programmed
Learning:
• Teach skills and procedures by
illustrating the steps in a procedure
or interpersonal relations
• Tools include:
• Films
• PowerPoint presentations,
• video conferencing,
• audioCD, and videoCD.
Audiovisual
Training:
Technology-Based Training: Programmed Vs Audiovisual Training

15.  trainees can learn at their own pace and determine their desired level of
expertise
 trainees build on their knowledge bases and training time may be reduced;
trainees learn what is relevant to their needs.
 trainees become independent and acquire skills enabling them to learn
efficiently and effectively, reducing dependence on formal training
 people can learn according to their own styles of learning.
 trainees may learn the wrong things or may not learn all there is to know;
one suggestion to remedy this problem is to negotiate a learning contract
with specific learning objectives and performances measures
 trainees may waste time accessing resources and finding helpful material;
the trainer could become a facilitator, directing employees toward useful
resources.
 SDL takes time- the employee has to learn active knowledge-seeking skills,
has to acquire knowledge-gathering skills, must learn to tolerate
inefficiencies and mistakes; the trainer, too, must learn to give up a power
base and move from expert to helper.
Technology-Based Training: Self Directed Learning
The Limitations of Self-Directed Learning
The Benefits of Self-Directed Learning

16. 8–16
• The trainee uses interactive and/or DVD systems to
increase knowledge
• McDonald’s developed about 11 different courses
for its franchise employees, programs consisting of
graphic-supported lessons.
• Increasingly interactive and realistic
• Interactive multimedia training integrates the use
of text, video, graphics, photos, animations, and
sound to produce a complex training environment
with which the trainee interacts.
Computer
-Based
Training
(CBT)
Simulated Training (also Vestibule Training)
•The simulation method emphasizes realism in equipment and its
operation at minimum cost and maximum safety.
•Used when it is either impractical or unwise to train employees on the
actual equipment used on the job
•Training employees on special off-the-job equipment, as in airplane
pilot training, so training costs and hazards can be reduced. Trainees
learn on the actual or simulated equipment they will use on the job
Technology-Based Training: Simulated Training

17. Names of Various Computer-Based Training Techniques
8–17
PI Computer-based Programmed Instruction:
Information to trainees> Test the retention> move on next
information to be learned.
CBT Computer-Based Training: Computer-assisted
instruction
CMI Computer-Managed Instruction: Computer is used
to manage the administrative functions of training like
registration, record keeping, scoring, and grading.
ICAI Intelligent Computer-Assisted Instruction:
Advanced form of PI: Able to provide some primary
characteristics of a human tutor.
Technology-Based Training

18. 8–18
ITS Intelligent Tutoring Systems : More advanced form
of ICAI. Make use of artificial intelligence to provide tutoring.
Simulation Computer simulation: Presentation of a
situation & tasks to be performed. Trainees perform the tasks
and the computer monitors the performance.
Virtual Reality Advanced form of computer simulation.
Trainees are placed in a simulated environment that is
“virtually” the same as the physical environment. They learn
by interacting with objects in the electronic environment to
achieve some goal.
Technology-Based Training
Names of Various Computer-Based Training Techniques

19. Technology-based learning leverages a variety of delivery methods
and hardware and software tools to deliver learning content. Some
of the most common delivery methods and tools used include:
 Tutorials
◦ self-paced training programs delivered online or from a CD-ROM.
 Web Conferences
◦ usually centered around a website where visual and text content
is displayed, and include audio and sometimes video.
 Online Forums (also called bulletin boards, discussion
groups, or news groups)
◦ allow learners to interact with each other and the instructor
through threaded discussions by posting messages on specific
subject areas, starting new threads and sub-threads, or posting
replies to others.
 Electronic Mailing Lists (also called listservs)
◦ allow members to send messages to other members of the
same mailing list to pose and answer questions and provide
input, feedback and answers on various topics relevant to the
subscribers.
Technology-Based Training: METHODS & TOOLS

20.  Wikis and Virtual Collaborative Workspaces
◦ allow members of a group to share a virtual space on the
web where they can store reference documents add and
edit documents and track progress on a collaborative work
effort.
 Blogs (Weblog)
◦ web-based journals that are usually a component of a
larger personal or corporate website. As par of an online
learning environment, blogs can take on the role of a
learning journal.
 More advanced and emerging methods and applications
include
◦ delivery of training materials to mobile devices, and
◦ the use of simulations, goal-based scenarios and gaming that allow
learners to model or role-play in various scenarios, missions or tasks as
well as artificial conflict as a way to practice or test learning.
Technology-Based Training: METHODS & TOOLS

21. 8–21
Distance and Internet-Based Training
• Teletraining,
• Videoconferencing
• Internet-Based Training: Online courses
Virtual Classroom
• A learning environment that uses special
collaboration software to enable multiple
remote learners, using their PCs or laptops, to
participate in live audio and visual discussions,
communicate via written text, and learn via
content such as PowerPoint slides.
Technology-Based Training: METHODS

22. 7–22
 E-Learning
◦ Learning that takes place via electronic media such web and computer-
based training (CBT)
◦ Allows the firm to bring the training to employees
◦ Allows employees to customize their own learning in their own time and
space
◦ Provides continuously updated training materials.
Learning is self-paced.
The training comes to the employee.
The training is interactive.
Employees do not have to wait for a scheduled training session.
The training can focus on specific needs as revealed by built-in tests.
Trainees can be referred to online help or written material.
It is easier to change a web site than to retype, photocopy, and
distribute new classroom-training materials.
Record keeping is facilitated.
The training can be cost-effective if used for both large and small
numbers of employees
Technology-Based Training: METHODS

23. 8–23
Distance and Internet-Based Training
Teletraining
Videoconferencing
Internet-Based Training
E-Learning and Learning
Portals
Distance Learning
Methods
Technology-Based Training: METHODS

24.  Determine a Strategy: An important first step is to create
a strategy for learning technology in the organization. Some
factors to consider include
◦ key technologies;
◦ the amount of money you have;
◦ resource requirements such as people and tools;
◦ a rollout plan for the technologies including IT standards in the
organization and database of choice for applications; and
◦ specifications for learning technologies in the organization, such as
specific quality or design requirements for new applications.
◦ The strategy is a blueprint for solutions and a roadmap for all future
activities and purchasing.
 Functional Requirements Specification (FRS): Write a
detailed FRS to assess your needs and help select a supplier
with the appropriate capabilities. The FRS is the specific
technology-enabled solution you want to implement and
included functionally (what should the application do and
how should it operated?); IT specifications; user-interface
specs; legacy system interface; user characteristics;
hardware and software; manuals; and explicit restrictions.
Technology-Based Training: The trainer’s Preparation

25.  Write a Request for Proposal (RFP): A RFP is a document that
describes in detail the type, nature and details of what you are seeking.
Distribute your RFP to several potential suppliers and create a criteria
scorecard so you can check off suppliers’ capabilities.
 Statement of Work: Once you have chosen a supplier, start working on a
statement of work. It will ensure that the work you are contracting out is
completed in a timely manner. Make sure it contains clearly written
objectives that describe attainable deliverables.
 Pilot-Test the Application: Once the project is close to completion, form
a pilot group to try out the application. The group should be part of target
audience for the application.
 Get the Application into a Production Environment: A production
environment is made up of the server centers run by the IT department. If
your application goes down while it is on a production server, there’s a
backup and recovery plan to get it up and running and to restore any lost
data.
Technology-Based Training: The Trainer’s Preparation

26. Types of
Learning
Environments

27. Tips for
Developing
Effective
Online
Learning