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Identify three new technologies used for training



it is accessible this is because lessons are pushed out using social networking, emails, online videos and the tools the employees already have them.

The lessons are timely meaning they are easy to update and push out to learners anytime anywhere.


The low commitment of employees as some will start but never get around to finishing the learning.

It is informal learning especially when teaching new and abstract concepts which require more time.

Digital reality adoption and integration.


It increases user knowledge and information

There is the ability to share experiences with other people in real time over long distances.


It may be appropriate in some situations regarding user experience.

It is expensive to use and might be less accessible to small businesses.

Virtual world immersion


It makes learning easier and more comfortable.

The employee can experiment with an artificial environment.


Programmers are stuck on how to interact with virtual environments and it is becoming more common.

escaping is common and people live in the virtual world instead of a real one.

 What are the three traditional training methods

1.     Classroom or Instructor-Led Training

This remains the most preferred traditional training method which was used for training trainers. Some of its types are:

PowerPoint presentation: Presentation software is used to create customized group training sessions that are led by an instructor. Training materials are provided on CDROM and displayed on a large screen for any number of trainees.

Storytelling: Stories can be used as examples of right and wrong ways to perform skills with the outcome of each way described. This method is most effective with debriefing questions, such as:

·        How does this story relate to training?

·        How did the main character’s choices make you feel?

·        What assumptions did you make throughout the story? Were they correct?

·        What would you have done differently?


i.           It is an efficient method for presenting a large body of material to large or small groups of employees.

ii.           It is a personal, face-to-face type of training as opposed to computer-based training and other methods we will discuss later.

iii.           It ensures that everyone gets the same information at the same time.

iv.           It is cost-effective, especially when not outsourced to guest speakers.

v.           Storytelling grabs people’s attention.


i.           Sometimes it is not interactive.

ii.           Too much of the success of the training depends on the effectiveness of the lecturer.

iii.           Scheduling classroom sessions for large numbers of trainees can be difficult—especially when trainees are at multiple locations.

2.     Hands-On Training

Hands-on, training, offers several more traditional training techniques. It offers a very effective way of teaching employees, they include:

Coaching: The goal of job coaching is to improve an employee’s performance. Coaching focuses on the individual needs of an employee and is generally less formal than other kinds of training. There are usually no set training sessions.

Cross-training: This method allows employees to experience other jobs, which not only enhances employee skills but also gives companies the benefit of having employees who can perform more than one job.

Demonstrations: Demonstrations are attention-grabbers. They are an excellent way to teach employees to use new equipment or to teach the steps in a new process. They are also effective in teaching safety skills.


i.           Hands-on training methods are effective for training in new procedures and new equipment.

ii.           They are immediately applicable to trainees’ jobs.

iii.           They allow trainers to immediately determine whether a trainee has learned the new skill or procedure.


i.           They are not good for large groups if you do not have enough equipment or machines for everyone to use.

ii.           Personal coaching can be disruptive to the coach’s productivity.

iii.           Apprenticeship can be expensive for companies paying for employees who are being trained on the job and are not yet as productive as regular employees.

3.     Interactive Methods

Interactive methods are traditional training methods they are very effective since they keep trainers attentive. They involve:

Quizzes: For long, complicated training, stop periodically to administer brief quizzes on the information presented to that point. You can also begin sessions with a pre-quiz and let participants know there will also be a follow-up quiz.

Small group discussions: Break the participants down into small groups and give them case studies or work situations to discuss or solve.

Case studies:  Adults tend to bring a problem-oriented way of thinking to workplace training. Case studies are an excellent way to capitalize on this type of adult learning.


i.           Interactive sessions keep trainees engaged in the training, which makes them more receptive to the new information.

ii.           They make training more fun and enjoyable.

iii.           They provide ways for veteran employees to pass on knowledge and experience to newer employees.

iv.           They can provide in-session feedback to trainers on how well trainees are learning.


i.           Interactive sessions can take longer because activities, such as taking quizzes or breaking into small groups, are time-consuming.

ii.           Some methods, such as participant control, can be less structured, and trainers will need to make sure that all necessary information is covered.


Foley, P. D., Watts, H. D., & Wilson, B. (2018). New technologies, skills shortages, and training strategies. New Technologies and the Firm, 131-152.

Kraiger, K., Ford, J. K., & Salas, E. (1993). Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. Journal of applied psychology, 78(2), 311.

Bretz, R. D., & Thompsett, R. E. (1992). Comparing traditional and integrative learning methods in organizational training programs. Journal of Applied Psychology, 77(6), 941.

Garfield, C. A., & Bennett, H. Z. (1984). Peak performance: Mental training techniques of the world’s greatest athletes. JP Tarcher.


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1.  Identify three new technologies used for training. Discuss the advantages and disadvantages of each in regard to learning.



Your response must be at least 200 words in length.

2. What are the three traditional training methods? Detail the advantages and disadvantages of each in regard to learning.

Your response must be at least 200 words in length

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