Computer Technology in Workplace Training

Computer Technology in Workplace Training

In today's modern society, most educators would agree that there are three learning styles. In classroom and workplace settings, skilled instructors cater to these styles through a number of techniques and activities. For example, people listen to instructions, watch as functions and procedures are explained and practice related exercises. In the workplace, people are expected to utilize skills and knowledge acquired during training to build spreadsheets, create macros, and executes a number of other functions. If employees have to apply knowledge after the training event, retention can be as high as 100% (Chambers). Therefore, computer technologies in the workplace training are feasible in order to create productivity.

Training

From there, simulations are the best solutions option when it comes to closing knowledge gaps and providing information at the time of need. This is due to the fact that they enable end-users to access audio-visual information when they need it and as often as they need it. Furthermore, voice-enabled simulations highlight anomalies with a degree of clarity and precision that is difficult to replicate with static text (Chambers).

With that said, computer technology has remove barriers in training because those who have disabilities can be more effective on the job, which makes it more effective for the company as a whole.

From there, by having computer technology in training gives employees the chance to open doors for them because it helps to acquire knowledge and techniques that they need to further their careers.

Today, a wide range of products and special training are removing employment barriers for those of us with disabilities. Whether the disability is visual, hearing, cognitive or speech or mobility related, assistive devices are available for integration into the workplace. Innovations like "sip-and-puff" devices for mobility disabilities and specialized telecommunications for hearing loss are just a few of the many devices that make this possible" (Dufton).

Opposition

When using computer technology in workplace training, a strategy could be the corporate culture itself when such strategies can be considered "high-level" information and will only reach certain levels within the organization; poor project planning where a manager does not deem necessary to share the information or neglects to present it to the team members when assigning tasks; bad timing when a project may already be in the implementation stage and the information comes in late or not at all since everyone is in the middle of work; and independent project structure, with everyone working independently and there is no team interaction and low-to-no information sharing.

A repeated-measures field study (n = 316) investigated the effect of mood on employee motivation and intentions toward using a specific computer technology at two points in time: immediately after training and 6 weeks after training. Actual usage behavior was assessed for 12 weeks after training. Each individual was assigned to one of three mood treatments: positive, negative, or control. Results indicated that there were only short-term boosts in intrinsic motivation and intention to use the technology among individuals in the positive mood intervention. However, a long-term lowering of intrinsic motivation and intention was observed among those in the negative mood condition" (Venkatesh 1999).