Travis is a 22 year old Aries with a
passion for CBT. Rumour has it that he trained his dog using CBT. He has a
degree in Finance and Administration and enjoys the smell of rain on hot
pavement and bottomless cups of coffee. He is an avid reader and a jalapeno
enthusiast.
Jaime is a graduate
from York University; Major in psychology with a minor in Anthropology. She is
currently finishing Post-Graduate studies in Human Resource Management at
Georgian College. Her area of interest is in Recruitment and Training,
therefore the following collaborative work that is being presented focuses on
computer-based training using e-learning.
Instructions for your magical journey
through the land of CBT
Below you will find a variety of posts
regarding what Computer-Based Training is, how it is effective, advantages and
disadvantages, etc. Each blogpost has a different CBT topic, and some posts are
simply links to articles that we think you may find enlightening or a related
video. Feel free to comment on any of the posts or e-mail us at
hrmn.cbt@gmail.com if you have any questions or comments! At the bottom you
will find a link to a quiz/survey that will test your learning and give you an
opportunity to offer us feedback. We hope you enjoy!
Computer-Based Training is training that is
delivered via the computer for the purpose of teaching job-relevant knowledge
and skills. Computer-Based Training is a wide-ranging training category that
can include text, graphics, and/or animation and be delivered via CD-ROMs, or
over the internet or an intranet. E-learning is a specific type of CBT that
utilizes network technology to deliver information. Similar to traditional training
methods, CBT can be either instructor-led or self-directed.
Instructor-led
training involves an instructor or facilitator who leads, facilitates, or
trains online. The instructor can be either highly involved, leading
participants through exercises on a step-by-step basis, or the activities can
be more self-directed with the instructor there to provide instructions and
answer any questions.
Self-directed
learning, on the other hand, is a process that occurs when individuals or
groups take responsibility for their own learning and manage their own learning
experiences. Using this method employees assess their own needs and seek out
resources to fulfill those needs and complete any learning that they deem as
required, filling any gaps in their knowledge. This type of training allows
employees a great amount of flexibility and allows them to learn materials at
whichever pace best suits them and to select the appropriate learning media.
Additionally,
computer-based training can be either asynchronous or synchronous. Asynchronous
training is pre-recorded training that can be available for employees to access
at any time and from any location. This training method can be as simple as
text on a website or as complex as multimedia presentations and online simulations.
Synchronous learning is training that is live. This requires trainees to be at
their computers at a specific time so they are able to participate in the
training whether it includes a chat, a webinar, answering discussion posts, or
watching live videos.
Below
is a list of various methods that can be used as a part of computer-based
training:
Videos
Webinars
Simulations
Tests
Video
conferencing
Chat
rooms
Blogs
Training
DVDs/CD-ROMs
Databases
Smartphone/table
applications
Source
Saks, A. M., & Haccoun R. R. (2011). Managing Performance Through Training and
Development:
Fifth Edition. Nelson Education Press.
Advantages of Computer-Based Training –
For the Trainee
One big advantage for trainees is
flexibility. Trainees do not have to coordinate and arrange their schedules and
workload to accommodate training schedules. It gives trainees the ability to able
to learn when they want to, when it is most convenient for them. Trainees are
able to stay at home or at work to take part in the training.
Another advantage for trainees is
greater control over their learning experience, this is also know as learner control. Learner control refers
to the trainee’s control over the content, sequence and pace of training.
Trainees can enter and leave training as they choose and also can progress at
their own pace. This allows the trainee to be able to work on the tasks as
quickly or as slowly as they want. In some instances it is even possible for the
trainee to have control over the various instructional elements of a program
such as the sequence of instructional material, the content of instruction and
the amount of instruction during training.
Trainees also might feel more
comfortable and less shy doing exercises online. They do not have to feel
embarrassed about their pace or their performance and they do not have to admit
that they might not understand something.
The most beneficial trait of
computer-based learning to the trainee is the convenience. The individual is
free to be able to learn whenever they want to or need to, and to do so from any
location where they have access to a computer. Employees do not have to wait
and sign up for a course to be available; it is there whenever they need it.
During training the employee can pause and continue at a later time. Another
benefit of this is that it decrease the amount of travel time on the employees
part as they can do the training wherever it is most suitable for them.
Disadvantages of Computer-Based
Training – For the Trainee
There is less interpersonal contact
and interaction with other trainees. Individuals also have learning preferences
and styles, and if a trainee prefers to receive training in a classroom with a
trainer and other trainees then computer-based training would be a
disadvantage. Trainees who are not computer literate might also resist the
introduction of the technology.
Advantages of Computer-Based Training –
For the Organization
A major advantage for organizations
is that they can ensure that all trainees receive the same training regardless
of where they are situated. This allows an organization to deliver standardized
and consistent training to a large number of employees across the organization
and even worldwide.
Another advantage is that a large
number of employees can be trained within a short period of time. This is
because there is no limit to the number of employees who can be trained, as
there are no constrictions on such things as instructors or classroom space.
Computer-based training also makes
it possible to track employee’s performance on learning exercises and tests.
This is important when a company is dealing with training programs that are
mandatory and completion, certification, or attaining a certain level of
performance is legally mandated. This allows an employer to be able to provide
proof of training should it be required at a later date.
The greatest advantage to an
organization is the reduction in the cost of training as a result of the
elimination of the cost of travel, training facilities, hotel rooms, meals,
trainers and employee time off work while travelling and attending training. In
addition, the high overhead costs of traditional training make computer-based
training especially advantageous to companies with national or international
employees.
Disadvantages of Computer-Based
Training – For the Organization
One disadvantage could be that some
employees will be uncomfortable with computers and might resist the training.
This could be especially likely for older workers who have less experience
using computers. Another problem that could arise is if the employee does
not have access to a computer, making it difficult to engage in computer-based
training.
The major disadvantage to
organizations is the cost of development, especially for sophisticated
multimedia programs. Although the cost to design and develop computer-based
training is considerably higher than traditional classroom training, once a
program has been developed there is the potential for considerable cost savings
given the elimination of variable costs such as travel, lodging, meals,
materials and instructor’s salaries. The point of cost saving especially comes
into play when there are a large number of employees to be trained and they are
geographically dispersed.
Here
is a video depicting some of the advantages of E-Learning, and many of those
advantages are also true for other forms of Computer-Based Training.
Source
Saks, A. M., & Haccoun R. R. (2011). Managing Performance Through Training and
Development:
Fifth Edition. Nelson Education Press.
It can be argued that computer-based
training is more effective than traditional methods of training because it
provides a greater variety of instructional methods that can be tailored to an
individual's learning preferences and training needs (ex. text, video, audio,
graphics, etc.). Other benefits include "greater learner ease, control,
flexibility, and immediate feedback." (Saks & Haccoun, p. 238) It can
also be argued that CBT is a more cost effective method of training than
face-to-face training methods. However, there are conflicting results with
regards to studies being done to see which method of training is indeed more
effective.
In a study that combined the results of multiple other studies, CBT
had a slight edge over traditional instruction methods with regards to
declarative knowledge, however they both tested equally for procedural
knowledge and trainee satisfaction. For employees and college students, CBT was
not found to be any more effective than traditional methods, however younger
trainees tended to learn better from traditional methods while older trainees
tended to benefit more from CBT. Increasing the variety of training methods and
differentiating them from classroom learning proves to give CBT a large benefit
over classroom training methods. When trainees are able to choose their
training method, CBT has been proven to be more effective than classroom
learning.
The success of a computer-based
training program is dependent upon the trainee's ability to use a computer and
their attitudes and predisposition towards CBT. A needs analysis needs to be
done to determine whether a CBT will fulfill the trainees needs, or whether
there are some trainees that are inexperienced with computers and will respond
negatively to the training.
An article by Williams and Zahed
(1996) found that CBT was at least as effective (if not more) than traditional
instructional methods for initial learning, however one month after the training
was complete, the computer-based training allowed for much greater retention
than the classroom method.
Additionally, Mulloy and Wallen
(2005) determined that CBT can be made more effective if narration with picture
and animation are used rather than text only or text, pictures and animation.
This should be taken into account when creating a CBT program so that the
trainees experience the maximum learning and retention.
Sources
Mulloy, K.B &
Wallen, E.S. (2005). Computer-Based Safety Training, An Investigation of
Methods. Journal of Occupational and Environmental Medicine, 4(62), 257-262.
Williams, T.C.,
& Zahed, H. (1996). Computer-Based Training versus Traditional Lecture;
Effect on Learning and Retention. Journal
of Business and Psychology, 2(11), 297-310.
When designing computer-based
training programs, it is important to keep in mind that the technology is just
the medium for delivering the training. Whether or not the training program is
effective depends on how it is designed rather than the sophistication of the
technology used to deliver it. To maximize learning and retention, training
programs should include active practice and conditions of practice. Many
instructional methods can also be used, such as, games, simulations and
role-plays. Other ones could also include stories, customizing and
personalizing the training, human interaction and feedback.
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
Saks, A. M., & Haccoun R. R. (2011). Managing Performance Through Training and
Development:
Fifth Edition. Nelson Education Press.
With
the strong advantages that computer-based training has over other types of
training and the flexibility that it allows depending on whether it is
asynchronous/synchronous and self-direct/instructor led, it is already being
widely used by many corporations. The cost savings associated with
computer-based learning and the new technologies that facilitate computer-based
learning are likely to increase its use in the future.
Kurt
Kraiger believes that we are approaching a new model of learning called social
constructivism which is an approach to learning that emphasizes interactive
learning environments and places a greater emphasis on the learning and
learning through social interactions. Web 2.0 and the movement toward a world
filled with social media can allow for CBT to be utilized in new ways. Website
such as Facebook and LinkedIn can allow employees to be updated on various
training opportunities. These two sites, in addition to twitter, can allow
employers to post links to its employees that can benefit them in their jobs
and further their learning and career. We are entering a world of large changes
in the way information is disseminated among the masses, and the business and
training world is no exception. Some instructors are utilizing Twitter in large
training sessions or general meetings in order to allow trainees to answer
questions easily, and for the trainer to view questions and concerns easily.
This is allowing for a hybrid of traditional training methods and
computer-based training methods, in some cases getting the best of both worlds.
Computer-based
training programs can be integrated into an organization's Human Resources
Management System so that a record is kept of all employee's training and
accomplishments, and can allow for employees to be updated about new training
opportunities/requirements that are tailored to them automatically through the
automated HRMS.
Many
people know that Wikipedia can be a great resource to find a plethora of
information, but some articles can be lacking citations and not have entirely
true data, as explained by my friend Michael Scott here:
However,
in a controlled environment such as a workplace, the emergence of Wikis also
holds great opportunities for computer-based training. A wiki is a webpage or
collection of webpages that users share and anyone has the ability to add to or
edit. There are pages on varieties of topics. Companies can begin to utilize
Wikis by posting information on different training techniques or topics that they
train their employees on, and any employee will have the ability to access
these pages, and update it with any breakthroughs, tips, tricks, or common
problems.
Podcasts
and webcasts can also begin to be used and shared more effectively with
emerging technologies and the evolution of the web. This can allow employees to
review training materials while they are on their go via their smartphones or
other portable devices.
Trainers
need to be able to assess trainee's needs to determine when certain training
methods and computer-based training methods should be used. It has been proven
that a blended approach appears to be the most effective approach to training,
so it is unlikely that traditional training methods will ever become obsolete,
as many trainers are now relying on a combination of both traditional methods
and computer-based methods.
Source
Saks, A. M., & Haccoun R. R. (2011). Managing Performance Through Training and
Development:
Fifth Edition. Nelson Education Press.
The
beer store used a two pronged approach to training new hires in their retail
locations. They use computer-based training and also show employees different
job duties and procedures in store. This in store training includes the reading
of various policies, job shadowing, and role-play. The first thing that
employees have to complete prior to working are a variety of modules that cover
topics such as responsible sales, occupational health and safety, beer
knowledge, and the POS system. These modules can be accessed either from home,
where employees log onto the Beer Store employee portal via the internet, or
they can be accessed at the store locations via CD-ROM.
These
training modules are self-directed and asynchronous. Employees are able to go
through the module at their own pace, and return to different parts of the
module at any time. Some of the modules are similar to PowerPoints and have
slides that have a variety of text information on them. Some of the slides
include images such as which types of beer should be served in which types of
glasses, or videos such as the correct way to pour a beer. Some of the modules
also include simulations. The POS system module in particular had a copy of the
POS system interface, and required you to use various functions and execute
different types of transactions. In these simulations, you were required to
perform the actions correctly before moving on (if you made three mistakes on
a single step the system would tell you what to do to move on to the next
step).
These
modules each had a quiz at the end of them that required you to get a certain
percentage (depending on the module) of questions right in order to earn the
certificate. This method allowed employees to do the modules at their own pace
at home, or at the store prior to starting working. Additionally, if completed
at home employees were paid a pre-determined amount of money for each module.
This journal article is a little bit of a long read at 27 pages, however it examines the use of
information technology in Human Resources Management, particularly with regards
to e-learning. The authors examine the success that had been experienced with
E-Learning at Telefonica, a large Spanish telecommunication provider.
The
authors discuss a variety of aspects that affect or are affected by E-Learning.
The authors discuss what factors need to be considered when deciding upon a
technology to use for E-Learning and computer based training:
a) Training objectives and student needs.
b) Period of
validity for the knowledge to be transmitted.
c) Type of formative
sessions to be followed and frequency of interactions with students.
d) Whether it is a
complement or a total replacement of a [present] formative action.
e) Whether formative
materials to be provided can be reused or have to be redesigned.
f) The number of
students the formative action is addressed to.
g) Cost of the means
and resources required, including software, computers and connection costs.
h) Student
predisposition to use these technologies.
i) Level of trust in
the technology provider and its technical support.
j) The technology
and communications infrastructure existing in the organisation."
The
telecommunications giant has experienced enormous success with their e-learning
initiatives, despite the fact that they have employees across multiple nations
that are required to access the training material. This is a great example of
the power that CBT and E-learning can have over an organization's effectiveness.
This article has information on the use and
effectiveness of computer-based training in the healthcare sector in the United
States. The article covers how effective computer based training has been and
the long term implications that it has on the success of healthcare
organizations. It outlines the concerns that with the long term performance of
CBT trainees and the costs of designing and implementing a CBT program. We hope
you find it enlightening!
