Games
This
type of training is useful for engaging trainees with realistic and entertaining
experiences. Games can improve trainee learning and performance by increasing
the appeal of e-learning; encourage trainees to practice and facilitate the
discovery of patterns and relationships in the training material. Some games
also involve multimedia simulations that are designed to entertain and motivate
trainees to learn.
Computer Simulations
Computer
simulations provide trainees with hands-on training for a particular task. They
are designed to replicate on-the-job experiences by providing trainees with
opportunities to practice and master knowledge and skills in an interactive
environment. Computer simulations are also being used for soft skills training
for various skills such as leadership, sales, customer service and financial
services.
Role-Plays
Role-plays
can be used with computer-based training programs. This could be used in terms
of an interactive customer service-training program for sales representatives
that include online role-playing. Trainees interact with animated characters
that present different customer-service challenges and learn different
approaches for interacting with them. An animated coach provides guidance and
feedback.
Stories
Stories
and narratives have also been used in e-learning in order to engage trainees.
Abstract concepts as well as dry material can be livened up with stories that
include dialogue and characters. The characters can be created to be similar to
the trainees and learning can occur as the characters solve problems in the
story.
Customization
This
type of training tool involves tailoring instructional elements to meet trainee
preferences and needs. This can increase trainee satisfaction with training and
improve learning.
Personalization
This
refers to structuring the program so that trainees feel they are engaged in a
conversation with the program. This can be achieved by using conversational
rather than formal language in the on-screen text and audio recording.
Human Interaction
The
concept of human interaction refers to the extent that trainees are able to
interact with the instructor and each other during a training program. This can
be built into computer-based programs using a number of formats including
e-mail exchanges, chat rooms, discussion boards and group projects.
Feedback
Regardless
of the nature of the training experience, it is important that feedback be
provided to trainees. It has been found that those who receive feedback in
computer-based training have been found to learn more than those who do not
receive feedback.
Feedback
can be incorporated into computer-based training in many ways. It can range
from a simple prompt indicating that an answer to a question or a quiz is right
or wrong to the execution of another program segment in which trainees are
routed through a complex maze of reviews and reinforcements based on their
responses and answers.
Feedback
can also be incorporated into simulations and role-plays. In a role-play in
which trainees must choose from a number of options how to respond to different
customers, immediate feedback can be provided following each response chosen by
a trainee. In addition, an on-screen virtual coach can be used to provide
trainees with feedback about the correctness of their choices, what they did
wrong, and hints on how to proceed and improve.
Source
Source
Saks, A. M., & Haccoun R. R. (2011). Managing Performance Through Training and
Development:
Fifth Edition. Nelson Education Press.
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