Monday, November 28, 2016

A New Frontier for Training with Technology

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Learning is a complex and multifaceted process that requires various fields of study to understand how each individual learns. In today’s 21st century, technology is having a direct influence on learning and training across multiple platforms. Through this summary I will be showing how these five selected technologies are having implications on training.

      Computer Based Training (CBT), Online Learning, Web-based training: 
Online learning, e-learning, and web-based training all include delivery of instruction using the Internet or web (Noe, 2013). As technology increases across the globe and as networks of communities become more connected there is going to be an increase in these forms of online learning. This from of training is only going to increase as companies are realizing its cost saving benefits and its effectiveness to train a large number of employees. These web tools, computer trainings and interactive videos are also especially valuable for helping trainees learn technical or interpersonal skills (Noe, 2013). The implication for training with these tools can also provide autonomy to the learner. Noe (2013) states that, “online learning provides the trainee with content, but it also can give learners the ability to control what they learn, the speed at which they progress through the program, how much they practice, and even when they learn” (p.325).

      Distance Education:
Distance learning delivers content to other locations online through webcasts or virtual classrooms and is supported with communications tools such as e-mail, videos and online discussions (Noe, 2013). Today’s modern landscape of distance education is constantly shifting and so are the students who are currently entering this vast field. Simonson, Smaldino & Zvacek (2015) state that the modern “distance learner can be of any age, have attained any educational level, and have a variety of educational needs” (p.188). The implications for this field are going to weigh heavy on the education designers to not only understand the characteristics of the modern distance learner, but also be able to shape learning experiences that engage everyone and meet the diversity of needs. Moore and Kearsley (2005) note that one of main reasons people choose distance education is because it offers the “combination of education with work and family life” (p.8). This is where distance education is evolving and it is also going mobile and transferable to any device across various fields (Moller, Foshay & Huett, 2008).

      Social Media:
Social media technology is changing modern forms of communication through interactive communications such as wikis, blogs, Facebook, MySpace, LinkedIn, Twitter and YouTube (Noe, 2013). This form of social networks can also be known as connectivism and it can create tremendous learning scenarios across multiple disciplines (Davis, Edmunds & Bateman, 2008). As these technologies emerge there are numerous implications for trainings. Now, the learner can receive training from anywhere and connect with anyone from anywhere. Through social media the training can be delivered to geographically dispersed employees and it can be delivered faster and to more employees in a shorter period of time (Noe, 2013).

          Blended Learning:
Blended learning is also a form of instruction that is impacting training. It is generally delivered by combining technology with a face-to-face delivery approach (Noe, 2013). This blended approach serves the both the modern learner and those who need face-to-face instruction. As training programs advance this blended learning approach is becoming more common since technology is readily available and user friendly. 

Stories are an important way to tap into the heart of an audience and provide meaning in alternative ways. This form of digital storytelling combines the ancient form of narrative with new technologies. Research shows that 70% of what we learn is consumed through storytelling (Malamed, 2011). This statistic will begin to affect how training's are designed whether it be online training or a live presentation. Trainers will need to start organizing information into a story arch format, which can work for many topics (Malamed,2011). This is an example of how video storytelling can make an impact on numbers.                                                                                                                                    


Davis, C., Edmunds, E., & Kelly-Bateman, V. (2008). Connectivism. In M. Orey (Ed.),
Emerging perspectives on learning, teaching, and technology. Retrieved from

Simonson, M., Smaldino, S., & Zvacek, S. (2015). Teaching and learning at a distance: Foundations of distance education

Stolovitch, H. D. (2011). Telling ain't training: updated, expanded, and enhanced, 2nd edition. American Society for Training and Development.

Tracey, M., & Richey, R. (2005). The evolution of distance education. Distance Learning, 2(6), 17–21.

Moore, M., & Kearsley, G. (2005). Distance education: A systems view. Belmont, CA: Thomson Wadsworth. 

 Moller, L., Foshay, W., & Huett, J. (2008). The evolution of distance education: Implications for instructional design on the potential of the web (Part 2: Higher education). TechTrends, 52(4), 66–70

Noe, R.A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill. 

Malamed, Connie (2011). The Elearning Coach. Retrieved from:


  1. Garth,

    I enjoyed reading your summary. In your blog, you stated that storytelling, "is an important way to tap into the heart of the audience and provide meaning in alternative ways." This statement is true. Storytelling is the oldest form of sharing knowledge and stories. With the globalization of business, it is important to consider the cultural significance storytelling has had for generations. While storytelling and digital storytelling is common place within the education realm, I have not heard of it in the business world. How could you see this being utilized outside education systems.


  2. Dear Garth
    Thank you for your insightful post.
    I agree that computer based training has revolutionized the way learning takes place, giving learners control over what they learn and enabling collaborative learning (Noe, 2017). The best example is the program for which we are studying for at Walden. Despite the popularity of online learning, many companies use face-to-face training to teach complex skills involving say selling and repairing equipment, as in the case of the Home Depot (Noe, 2017). According to Welsh, Wanberg, brown and Simmering (2003), e-learning may be most useful when the training
    emphasizes cognitive learning outcomes, particularly less complex knowledge and
    intellectual skill.


    Noe, R. A. (2017). Employee training and development (7th ed.). New York, NY: McGraw Hill.

    Welsh, E. T., Wanberg, C. R., Brown, K. G., & Simmering, M. J. (2003). E‐learning: emerging uses, empirical results and future directions. International Journal of Training and Development, 7(4), 245-258.