Welcome to CBT and you! We hope you enjoy your stay.

About us

         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!

What is Computer Based Training


         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 and Disadvantages of Computer-Based Training

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.

Computer-Based Training Effectiveness

      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.

The Design of Computer-Based Training

         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.
  

The Future of Computer-Based Training and Different Applications

         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.

Computer-Based Training at The Beer Store


         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.

E-Learning Success at Telefonica



         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.

Computer-Based Training in the Healthcare Sector

         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!

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