Training is a very important aspect of career and human skills development. Through training, a person acquires additional knowledge and skills that could help him perform his functions. Training creates a smarter workforce that gives better outputs. This often results in overall productivity and efficiency for the organization.
There are different methods employed in training. Traditional methods make use of activities that require the interaction of trainer and the trainees in order to achieve the necessary results. Non-traditional or technology-based trainings rely on the use of tools such as computers and computer software in order to achieve results. Physical interaction between the trainer and the trainees is not required in this case. Technology-based trainings are usually applied by companies with a large number of employees in order to save on cost.
In this assignment, different types of traditional and computer-based training methods were compared using the following parameters: learning outcome, learning environment, transfer of training, cost and effectiveness. The learning outcome is further evaluated in terms of verbal information, intellectual skills, cognitive strategies, attitudes and motor skills. The learning outcome was found to be most effective in a technology-based Simulations and Virtual Reality training method, being the only technique which captured all the evaluation parameters for learning. Traditional training methods such as lecture presentations came next. Overall, technology-based training methods proved to be more successful at providing better learning outcomes than traditional methods.
In terms of the quality of learning environment, traditional methods of training through hands-on simulation, OJT, and apprenticeship are recognized as the best learning environments. Same is true for computer-based methods using CD-ROM, E-learning, Intelligent Tutoring and Simulations and Virtual Reality. The learning environment was evaluated based on the following criteria: clear objective, practice, meaningfulness, feedback, observation and interaction with others. According to the comparison tables, the learning environment was poorest in lecture and video presentations.
The transfer of training and effectiveness were also evaluated. Of the technology-based training methods, only Distance Learning was found to have low transferability. The rest were medium to high. Traditional training methods such as lecture/video presentations also low transferability including adventure learning. All traditional and technology-based training methods have high effectiveness except for adventure learning.
In terms of cost, the cost for developing technology-based training methods is usually high with low administrative cost. In traditional methods, the cost is almost equally the same in the development and administrative phases.
The preference on whether to stick with the traditional training method or explore technology-based options would largely depend on the objectives and needs of a particular organization. Technology or computer-based training reduces the cost and allows many to have access to training. This is best for organizations with a large number of employees who need to be sent out for training. Also, less trainer-trainee interaction allows the trainee to master learning at his own pace. However, some people find it easier to learn better in the presence of a physical teacher. Others are also motivated to learn when there are interactions involved with others such as group members, for example. It is also important to know the profile of the trainees in order to select the most practical and effective training method.
