The document discusses advanced training techniques, with a focus on e-training, which is becoming integral to organizational operations due to its flexibility, cost-effectiveness, and ability to deliver knowledge-based training. E-training incorporates various technologies, such as online courses and webinars, allowing companies to train employees across multiple locations efficiently while reducing costs associated with traditional training methods. While e-training has notable advantages, including improved productivity and up-to-date materials, it also presents challenges such as the need for computer literacy and potential issues with engagement in an impersonal format.

1. ADVANCED TRAINING
TECHNIQUES
Presented by:
P.VAISHNAVI
PGS20AGR8285
I Ph.D. (Agril. Extn)

2. TRAINING
 Training is concerned with helping people to
acquire the knowledge, skills and attitudes
necessary to do the work for which they are
employed. It must create changed behaviour.
Training today has become an integral part of any
organization’s operations.
 Training means changing what an employee
knows, how he works, and his attitudes towards his
work or his interactions with his co-workers or his
supervisors.

3. TECHNIQUES
 E-Training
 Online or E-Learning
i. Web-based training
ii. Tele- or video conferencing
iii. Audio conferencing
iv. Web meetings or webinars
v. Online colleges and universities
vi. Collaborative document preparation
vii. E-mail

4. E-TRAINING
This method of training helps the trainer to reach
many people at the same time and is widely used to
impart “knowledge based training programmes”.
It has helped the organization to reduce cost, reach
many people and reduce wastage of traveling time.
Mostly the training done through this medium is
knowledge based. Training that was previously
imparted by classroom lecturing methodology has
now become e-training.

5.  With the ongoing expansion of the internet and the
advances being made in communications technology,
distance training (e-training is fast becoming a
feasible possibility for both learning establishment
and the business world.
 E-training is rapidly becoming a great interest not
only to higher education establishments whose
students may travel long distances to attend teaching
but also to businesses who stand to save huge
amounts of money.

6.  However the quality and the overall effectiveness of
distance learning and training will rely heavily on the
method and efficiency of actual delivery.
 Currently the E-training market is small but it is
growing rapidly and the first instances of “off-the-
shelf” training schemes are beginning to crop up.
 E-Training might not be based upon the use of a
particular software, it may develop a genre of
packages which will become the norm.

7. DEFINING SUCCESS IN E-TRAINING
 In the case of E-training and indeed any form of
training it appears at first that success can be defined
by examination results, being an easily measurable
output which applies to every learner. The possible
benefits and therefore success of
E-training in business are numerous.
 E-Training has financial benefit and Return On
Investment is often a key factor in the implementation
of new technology.

8.  Technology has resulted in business cutting costs due
to higher efficiency brought about by computers.
 E-Training allows traditional training from the desktop
without the need to take employees out of the
workplace on the expensive residential courses.
 E-Training schemes can ensure that the information
being delivered to learners is up-to-date

9.  It is delivered quickly so that the information can be
implemented in the businesses faster than would be
possible in traditional training schemes.
 Factors such as cost benefits, speed of delivery,
productivity and performance gains at an employee
level and the fulfillment of the original business
objectives all seem to play a part in the evaluation
of the success of E-Training

10. BENEFITS OF E-TRAINING
The beauty of E-training is the flexibility that it offers.
This method allows the employees to learn on their own
time and at their own space. It allows employees to
learn whenever they are free and over a longer period of
time. An employee can postpone training if he needs to
concentrate on other tasks at hand and return later to
pick up from where he left off. E-Training also boasts
quick updates on materials and modules. This helps
them to stay abreast of the rapid changes in corporate
world.

11.  This goes well for companies who need to train and re-
train their employees. This increases productivity as
they move up in the corporate ladder.
Thus the benefits of E-Training are:
 Reduced overall Training Costs
 Gains in Performance and Productivity
 Faster Speed-to-market
 Better Recruitment and Retention of staff
 Transformation of a Cost Center into a Profit Center.

12. ONLINE OR E-LEARNING
 In addition to computer-based training, many
companies with employees in a variety of locations
across the country are relying on other technologies
to deliver training. According to the ASTD “State of
the Industry” report, companies are using a record
level of e-learning, and ASTD predicts that number
will continue to rise. This method is becoming more
and more popular as access to the Web becomes
more widely available. Some examples include:

13. WEB-BASED TRAINING
 This method puts computer-based training modules
onto the Web, which companies can then make
available to their employees either on the
company’s intranet or on a section of the vendor’s
website that is set up for your company. There are
many courses available on the Internet in many
different topic areas.

14.  These courses provide a hands-on, interactive way for
employees to work through training presentations that
are similar to CD-ROM or PowerPoint, on their own.
Training materials are standardized because all trainees
will use the same program.
 Materials are also easy to update, so your training is
always in step with your industry. Web-based training
programs are also often linked with software (a learning
management system, or LMS) that makes trainees’
progress trackable, which makes record keeping very
easy for the training administrator.

15. TELE- OR VIDEO CONFERENCING
 These methods allow the trainer to be in one
location and trainees to be scattered in several
locations. Participants are networked into the
central location and can usually ask questions of
the trainer via the telephone or by a webchat
feature. Lectures and demonstrations can be
effective using this method

16. AUDIO CONFERENCING
 This method is similar to videoconferencing but
involves audio only. Participants dial in at the
scheduled meeting time and hear speakers present
their training. Question and answer sessions are
frequently held at the end of sessions in which
participants can email questions or call in and talk
to a presenter

17. WEB MEETINGS OR WEBINARS
 This method contains audio and visual
components. Participants dial in to receive live
audio training and also follow visual material that
appears on their computer screens. These
presentations are similar to CD-ROM or PowerPoint
presentations and sometimes offer minimal online
interactivity. Q & A sessions may also be held at the
end of sessions.

18. ONLINE COLLEGES AND UNIVERSITIES
 This method is also known as distance learning,
and many schools now offer certificates or degrees
through online programs that require only minimal
on-campus residency.
COLLABORATIVE DOCUMENT PREPARATION
 This method requires participants to be linked on
the same network. It can be used with coaches
and trainees to teach writing reports and technical
documents.

19. E-MAIL
 You can use e-mail to promote or enhance training.
Send reminders for upcoming training. Solicit
follow-up questions for trainers and/or managers.
Conduct training evaluations through e-mail forms.

20. ADVANTAGES
 Online or e-learning programs are effective for
training across multiple locations.
 They save the company money on travel expenses.
 They can be a less expensive way to get training from
expert industry professionals and consultants from
outside the company.

21.  They are useful for refresher training.
 They are good for self-directed learning.
 They can be easy to update with new company policies
or procedures, federal regulations, and compliance
issues.
 They offer trainers a growing array of choices for
matching training programs to employee knowledge
and skill levels.

22. DISADVANTAGES
 These programs require trainees to be computer
literate.
 They are usually generic and not customized to
your company’s needs.
 Some employees may not like the impersonal
nature of this training.
 Employees may be too intimidated by the
technology or the remoteness of the trainer to ask
questions.

23.  Lack of computer terminals or insuffcient online time
may restrict or preclude access to training.
 Inadequate or outdated hardware devices (e.g.,
sound cards, graphics accelerators, and local area
networks) can cause programs to malfunction.
 Your company’s Internet servers may not have
enough bandwidth to receive the materials.
 Self-instruction offers limited opportunities to receive
context-specific expert advice or timely response to
questions