Education and training are two critical processes for all people to gain knowledge, develop skills, and maintain effectiveness in different fields. Multiple attempts are constantly made to improve the learning environment and create the best conditions for learners and teachers. Today, technological advancement is observed in many spheres, changing how individuals and organizations accomplish their tasks (Beer & Mulder, 2020). People are free to choose between available options and understand what technology-based method is more reliable and appropriate for a particular situation.
Training methods may be developed individually, regarding the skills and background knowledge of learners or for groups, considering people’s needs and expectations. The growth of the Internet impact and the creation of multiple technological devices allows organizing online training with and without instructors. If employees work alone, they are able to choose convenient times and places for their training. Still, they are challenged by self-management and demotivation without any external impact. Cooperation within the workforce via technology-based training methods enhances mutual support distantly. Technologies help understand better the worth of flexibility and complexity of the learning environment and make the right decisions (Beer & Mulder, 2020). At the same time, technologies continue replacing real communication with automated questions and answers. In other words, some organizational shortages emerge in addition to evident benefits concerning the worth of technologies.
When people prefer technology-based training methods, they expect to achieve the best results. They want to save time, discover new opportunities, and expand their knowledge using the global perspective. Well-established technologies are regularly improved in terms of their functions, characteristics, and theoretical basics (Beer & Mulder, 2020). As such, the influence technology has on training and learning is related to extra motivation and creative development. Learners are not limited to the requirements set by one trainer but enlarge their potential and evaluate their skills for improvement personally. The uniqueness of approaches promotes a positive outcome of technology-based methods on training and learning.
Finally, understanding the reality of situations has become possible with technologies implemented in learning and training. For a long period, many academic facilities tried to create hypothetical scenarios and cases to check how theoretical knowledge could be implanted in real life. People demonstrated their interests and fascination with such type of work but faced challenges when it was time to work and use factual skills. Technologies are necessary to strengthen work tasks and find space for other activities (Beer & Mulder, 2020). Virtual and augmented reality, interactive assignments, and simulations contribute to skills development and knowledge improvement. However, it is not enough to create technologically advanced environments without employers because employees need to analyze their decisions, examine their right and wrong decisions, and learn from mistakes to avoid them in the future. When technologies are implemented in educational and working processes, staff changes and improvements are expected to cover the needs of learners.
Furthermore, employers can use the ADDIE model to integrate technology in the training and development of their employees. This model is a framework that includes some steps of creating training programs: assessment, design, development, implementation. The assessment stage involves goal-setting and analyzing the skills and knowledge of participants. Then, the design stage determines required tools, preliminary tests, and identifying learning objectives. The following stage of development uses the data collected previously and launches the methodology production, putting the program into action. Finally, the implementation stage activates the continuous modification of the program to ensure its efficiency and highest possible results.
Technology-based training methods have already changed the way how people obtain and use knowledge. It is hard to imagine a day without using technologies in everyday activities like calling someone, surfing the web, or navigating. Evident benefits embrace the facilitation of tasks, productivity, and a variety of options. Shortages like increased laziness and high expectations cannot be ignored. Disregard the demotivation threat, new technologies affect training and change the learning environment in multiple directions, including the possibility of distant education, the increase of free options, and the implementation of skills under different conditions.
Reference
Beer, P., & Mulder, R. H. (2020). The effects of technological developments on work and their implications for continuous vocational education and training: A systematic review. Frontiers in Psychology.