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26 Cards in this Set

  • Front
  • Back

Electronic Training (ET)

is any training that is delivered electronically

It is different from traditional training because face-to-face interaction with a human trainer is not required


what results when the electronic training recipient engages in training once it has been delivered.

Learning Management System (LMS)

software that manages the content of the training, records the process of trainees and can perform many other admin functions.

A learning management system contains features like

authoring training, class management, competency management, knowledge management, certification or compliance management, mentoring, chat, threaded discussion, and video conferencing.

Sharable Content Object Reference Model (SCORM)

a set of standards created to encourage the standardization of LMSs

HR is working to connect Performance Management systems to

Learning Management Systems to better complete performance reviews, succession planning, etc.

Various Components of Electronic Training are:

Computer-Based Training (CBT)

Self-paced learning

Programmed Instruction (PI)

Interactive Multimedia (IM)

Intelligent Tutoring Systems (ITS)

Virtual Reality

Computer-Based Training (CBT)

training provided in part or whole through the use of a computer. Most often used in private industry or government.

Self-paced learning

trainees move through the training as fast as they are able to learn the material.

Programmed Instruction (PI)

Electronic materials are presented via text, graphics and multimedia as chunks of information that are closely related. Trainees are then tested on their retention of that chunk of material. If they have not retained it they are referred back to the training material, if they have retained they move on to the next chunk of material. Programmed instruction can also be found in printed material and interactive videos.

PI allows trainees to learn more material quicker and retain it longer with less frustration by:

programming small learning steps resulting in fewer response errors, requiring frequent active responses by the trainees, providing immediate feedback to trainee responses, allowing trainees to move through the material at their own pace, and reviewing the material frequently.

PI implementation:

can be difficult and expensive to implement. Is a good option when a lot of people who are spread out need the same training. Can be used on various pieces of electronic equipment (phone, tablet, computer, etc.) and can be completed at work home, or both. Can automate the less interactive components of training. PI can be blended with other types of training or stand alone.

Interactive Multimedia (IM)

uses text, video, graphics, photos, animation and sound to create an interactive training. Is usually paired with Programmed instruction to make the training even more immersive and interactive. Can be used to train complex and simple knowledge or skills. Used by many companies like Jackson-Hewitt and Marriott, but is also used to train medical field employees on how to diagnose diseases (without risking the life of a human.

When implementing IM:

employees will have so much fun doing this training they may not learn anything from it but still rate it highly. Must be sure to verify the match between the training at its outcomes before conducting training. IM should accommodate different learning styles, make it easy for trainees to organize KSAs into their existing knowledge base, use audio-visual, allow for self-pacing, and be as close to the situations faced on the job as possible (get consultants already doing this work to ensure this). It is a good idea to blend IM with with other methods.

Intelligent Tutoring Systems (ITS)

a more sophisticated form of programmed instruction. able to provide some of the primary characteristics of a human trainer. Expert systems run the tutoring and provide adaptive training based on trainee responses. Example would be the training programs like Microsoft Word has built in for users.

Five components of ITS:

Expert knowledge base - the set of knowledge about what is correct

Trainee model - component stores info about trainees’ performance during the training to keep track of what they know (this info is used to actively coach them)

Training session manager - interprets the trainees’ responses and gives them more information, coaching, or tutoring based on what they know (and don’t know)

Scenario generator - determines the order and level of difficulty os the problems presented to the trainee

User interface - the equipment that allows the trainee to interact with the ITS (keyboard, mouse, etc.)

ITS sets itself apart from programmed instruction by

matching trainees individual needs, respond to trainee questions, order information, determine how much trainee knows about a topic, and it improves training on the basis of trainee responses.

To use ITS effectively remember

it is rapidly changing and very expensive. Does provide benefits over PI if it is worth the extra cost of development.

Virtual Reality

rainee is in environment that is “virtually” the same as the physical environment. These often contain programmed instruction or intelligent tutoring systems. Trainees learn by interacting with objects in the electronic environment to achieve some goal and are physically and psychologically involved in the simulation. Few actual VR tarining systems exist.

Components for creating and delivering electronic training:

Knowledge Base (Provided by SMEs)

Authoring & Design Tools

Learning Management System

Various Delivery Systems (CD, DVD, Internet, Intranet, LAN or Local Computer)

To ensure your electronic training is good:

Use Learning Design Principles: Refer to the 10 steps for instructional effectiveness from Chapter 5.

Don’t get lost in the flash for the training itself to forget to link the content with intent

Provide Institutionalized Attention: use ITS to get this, if individualized attention is critical use a traditional training method

Match delivery method to purpose of training: the goal of training can make some methods of delivery better than others.

If your training is designed to create new knowledge a traditional training method is most effective.

Keep focus on learning not process: Don’t make navigating the online training so complicated that trainees get discouraged

Converting traditional programs to electronic training

not always possible but can be good as it forces you to review the entire training (make it better, remove or add stuff, etc.)

Offline delivery systems:

Can put training of everyone’s computers individually (not effective unless training just a few people), can put on LAN (anyone using that office server can use the training), put on flash drives or DVDs.

Internet & Intranet Training:

done through a portal and linked to total LM, is more expensive this way though

Strengths of Electronic Training

1. May provide EEs training they need at relatively low cost (depends on the number of participants as low numbers often are not worth the cost of an ET)

2. May reduce trainee learning time

3. May create more instructional consistency

4. May give users more privacy to learn without being embarrassed for messing up

5. May easily track learner’s progression

6. May give trainee more time to learn

7. May be a safer way to train people to do dangerous tasks

8. May increase access employees have to training

9. LMS can reduce cost of ET

10. Control over content of material, method of presentation, and movement of trainee sequence of learning

11. Can be portable

12. Good at enhancing trainee knowledge base

13. Can provide multiple cues used for symbolic coding that best fit for learning style

14. Trainees get to engage in symbolic rehearsal (go through the process of doing something with no risk)

15. Good at modeling behavior and providing simulations to apply knowledge

16. Can be blended with other methods to increase overall effectiveness

Limitations of Electronic Training

Remember that an effective ET depends on a good needs analysis, and a match between program design and desired outcome

Costs of developing & implementing an ET includes: number of trainees, cost of wages during training, cost of wages per hour to develop training, cost of hardware to support training, cost of software to be used, hours needed to complete the training, hours needed to develop course content, stability of course content, and cost of not addressing training sooner with another method of training.

Lack control over who is actually completing the training