Virtual Learning
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Abstract
Virtual training is a rapidly expanding concept among todays employers. However, it is really better than traditional methods that have been used for years, or is it just a fad that companies will quickly outgrow? Like most things, virtual training has advantages and disadvantages associated with its use, and companies must judge for themselves if it is appropriate in their unique work setting. Through the use a thorough needs assessment, a company can make this determination and decide whether or not virtual training provides the desired efficiencies and effectiveness to complement business strategies and objectives.
In the article, Virtual Collaboration: Engaging Learning Through Technology, in the Chief Learning Officer magazine site that three elements, the learners needs, interests and abilities, the organizations culture and infrastructure, and the methodology learners use to engage in the process, will influence everything about the virtual learning environment.
Organizations are increasingly fluid and the workforce increasingly diverse. Both these forces play an influential role in virtual collaboration decisions. The diversity of interests and values across four generations plays the most powerful role. Who they are, how they learn and whats important to them will directly impact team and individual learning requirements, their ability to accomplish goals and employee turnover. Virtual collaboration is a tool that can benefit all three. They are directly linked to bottom-line results, customer-service indices, improved sale and productivity measures.
In the Article, The virtual workplace moves at warp speed, Sandra OConnell explains that employment in the information age is undergoing a transformation. Sandra uses business cases to show the importance of moving in a virtual world to improve the functionality of business ventures and meeting the needs and expectations of workers in this century. She discusses that there are several business reasons to create a virtual workplace: reducing real estate expenses, increasing productivity, profits and competitiveness, and improving customer service.
Virtual Training: Is it Reality?
Virtual training is a relatively new and exciting concept being used increasingly by many employers in the modern workplace. It encompasses many different types of technological advances that are capable of meeting the needs of most any company. The various types of technology include CD-ROM, DVD, interactive video, simulations, internet and web-based training, and e-learning among others (Noe, 2008). However, like most things, it has advantages and disadvantages to its use. Individual companies must analyze existing training programs and capabilities as well as business strategies to determine whether or not virtual training should become a reality in the future of their training program. Some companies may find that maintaining a traditional training approach is more appropriate for their organizational environment.
Technology has had a major impact on how training programs are delivered (Noe, 2008). The Society of Human Resource Management, SHRM, has forecasted e-learning as the second most important scientific and technological trend affecting the workplace (Bernardin, 2007). The number of corporations using learning technology has almost doubled in the last two years (Mathis & Jackson, 2006). Even the United States Armed Forces and NASA have numerous advanced technological training programs (Bernardin, 2007). Twenty-six percent of companies have separate technology-based training budgets, and fifteen percent have full time trainers compensated from the information technology budget (Noe, 2008).
The use of training technologies is expected to increase dramatically in the next decade as technology improves, as the cost of technology decreases, as companies recognize the potential cost savings of training via desktop and personal computers, and as the need for customized training increases while the economy moves from a one-size-fits-all approach to mass customization in the delivery of goods and services. (Noe, 2008, p. 269)
However, in the excitement over training technology, a company should not forget that poorly planned and designed virtual training carries no benefit over classroom training. In some instances, it may carry no benefit at all. It may cost more and be less effective. As with any training program, before implementing a virtual training environment, a company should conduct a needs assessment to determine technological capabilities, identify the skill level of employees intended to use virtual training, and ensure top management supports and is committed to the use of virtual learning (Noe, 2008). Another factor to consider is ensuring funding is available to develop and implement the new training process (Mathis & Jackson, 2006).
If determined that virtual training is a viable training solution, the advantages and disadvantages should be weighed against one another. New technology can reduce the cost associated with training, increase the effectiveness of learning, and help training contribute to business goals (Noe, 2008). Cost savings come from reducing travel, time, and hotel expenses and spreading the cost of development