Using the Internet, and credible electronic search tools, research various options for delivering worker performance training programs in this 21^st century. Select a minimum of three training methods (e.g., classroom, directed study, video conferencing, self-paced, computer-mediated, manual, etc.). Using the aforementioned “Guidelines for Writing Papers”, write a 3-5 academic paper that describes a minimum of three methods of today’s training options. Include a minimum of two credible references that were used in your research.

Guidelines for Writing Papers

Your papers should be:

• word-processed using Microsoft’s Word (extension .doc or .docx)
• double-spaced

Your papers should have:

• one-inch margins
• a font size of 12
• a cover page that includes your paper’s title, your name, the date, and the course identification
• an introduction that states the purpose of the paper, and provides a roadmap of the paper’s contents
• paragraphs that develop and support your ideas
• section titles or headings, that help to organize your presentation
• a conclusion that summarizes the paper
• a logical flow
• smooth transitions between ideas
• in-text citations and a reference (bibliography) page using APA style (no footnotes)

No grammatical, punctuation, or spelling errors

ANSWER

Modern Employee Training Methods

Introduction

Developing and building a working force in the 21^st century requires strategies that maximize the employees’ performance, engagement, morale, and corporate competitive edge and advantage. Moreover, employees must be adequately equipped with the necessary skills, tools, and resources in an ever-changing business milieu, namely, corporate trends, globalization, and advancing technologies such as information technology. This can be achieved through the development of comprehensive and up-to-date training programs. These training programs must contain instructional information up to the changing trends and phenomena of technology and globalization through constant assessment, designs, monitoring, and execution (Nda & Fard, 2013). This paper aims to discuss the latter factor, which is the execution of training programs. Three primary and modern training methods, namely, video conferencing, computer-based training, and self-paced learning, are described and discussed at length. Hence, this paper is divided into four sections. The first three sections describe the identified training methods, highlighting their benefits, strengths, weaknesses, and viability. The fourth section concludes the paper with a summary of the most important findings.

Video Conferencing

Video conferencing refers to the visual connection and communication of people residing in different and even remote areas, whether conducting meetings, job interviews, and employee training. Currently, video conferencing application among companies is heightened, especially during this pandemic and crisis to facilitate business and corporate functions. Platforms for promoting video conferencing include Zoom, Google Meet, and Webex, to mention a few. The viability and application of video conferencing as an employee training method is mostly seen in 21st companies and businesses that have expanded domestically and internationally. Video conferencing becomes vital and widely utilized to train employees in a company with numerous branches and divisions across the globe and country. It enables the face-to-face connection and communication irrespective of the employees’ locations (Reed, 2019). Traditionally, bringing employees from different company branches to meet in an identified location can be time-consuming, expensive, and difficult to undertake or host. Through video conferencing, a virtual classroom is created, which is cost and time effective. Employees can access these meetings through computers, android, and iOS devices where they interact with trainers, ask questions, and undertake the training program effectively. The benefits of integrating video conferencing in employee training are it is time and cost-effective, as it reduces travel time and costs among employees (Reed, 2019). Employees can be trained simultaneously despite their geographic locations; it allows recording, collaboration, and sharing of documents, which can be re-played and sent among employees for future reference and support.

On the other hand, video conferencing as a training method is faced with challenges and disadvantages. For instance, the most common weakness would be technical issues such as network instability and time lags. Employees under training may experience network issues and instability that disrupts their connectivity resulting in visual problems. Such problems maximize lagging and missing essential training items as image transmissions can be blurry or lost. Video conferencing in training provides for increased stress among employees and maximizes less organization. When employees know the video conferencing training time, they may be prone to unpreparedness, which is an example of disorganization.

Computer-Mediated Training (CMT)

CMT, also known as computer-based training, is referred to as a delivery system whereby any instructions, programs, or course is delivered using a computer and not through human instructors. The delivery of training instructions is via software or the internet so that information can be accessed anytime, location, and day. Concisely, CMT is defined as using one’s computer with the presence of the internet for e-learning. The 21st century workplace responds to and integrates advanced technological solutions in business functions such as employee training and development. Therefore, with CMT in the workplace, employees can access training instructions, courses, and supportive documents whenever they need, anytime conveniently. This results in boosted productivity and continuous or lifelong learning (Nda & Fard, 2013). Even though a company shuts down, an employee can access training material compared to when classroom training can be disrupted by company shutdown or accidents. CMT is time and cost-effective when training information and instructions are accessible to employees in many branches and corporate locations. Moreover, when using CMT, all learning and employee readiness and differences are accommodated. Fast learners will train and learn at their pace without interrupting or pressuring the slow learners and vice versa.

On the other hand, despite being a cost-effective employee training method, purchasing and implementing required support materials and resources, including software and hardware, requires high costs, making it rather expensive to integrate. Secondly, training employees through the computer-mediated method, a limitation of essential aspects of learning, including discussions, asking questions, and resolving trainee concerns are experienced. People have different learning, comprehension, and retaining abilities, as some need to discuss with others, engage in debates, and ask questions that require resolutions (Reed, 2019). However, in CMT, employees access already processed instructions and information showing a facilitator or instructor’s need. Hence, CMT is incomplete when used as a single training method or exclusively.

Self-Paced Learning

Self-paced learning involves employees learning from anywhere, anytime they can access the information that suits their skills levels and knowledge. In this method, employees as learners control the amount of information to consume and use, which provides a differential aspect from other learning and training methods. Employees who undertake self-paced learning must understand and be onboard entirely with other employees and be exemplary operatives in the workplace. This means learning, comprehending, and retaining current processes in the company, understanding products, complying with procedures and policies, and mastering job tools and the ways of doing a job in the company within a short period. Employees in the 21st workplace undertake self-paced learning through e-learning solutions and techniques, which results in a dominant and effective modern employee training method: self-paced e-learning employee training method (Ellis, Mackie, & Kuznia, 2014). Encouraging self-paced learning among employees as a training method has both benefits/strengths and challenges or weaknesses. Primarily, self-paced learning allows an employee to study something at their pace, control information consumption rate, and speed, meaning; the employee can concentrate on a single aspect that they find challenging and increases individual learning-comprehension- retaining capabilities. Such learning enhances employee efficiency, performance, productivity, and reduces wastage of time.

On the other hand, despite the convenience and suitability of learning as all learning needs can be accommodated, a lack of schedule to learn the information, courses, and training instructions present numerous challenges. When employees are undertaking a self-paced online training method, they do not have to schedule the time to read as they can launch anytime and anywhere (Ellis, Mackie, & Kuznia, 2014). Hence, without schedules and deadlines, some employees may not complete; some may cancel or completely never take the training, which communicates ineffectiveness. Therefore, managers may be forced to set deadlines and durations to undertake and complete the training.

Conclusion 

The 21st century workforce requires adequate and up-to-date training and equipping for maximized competitiveness, productivity, performance, and engagement. These factors form crucial aspects of any business and company’s success. Video conferencing, computer-mediated training, and self-paced learning are modern training methods that keep up technological advancement. They present unique and diverse opportunities and strengths whereas accompanied by weaknesses and threats in the successful applicability, viability, and effectiveness.

References

Ellis, P. F., Mackie, B., & Kuznia, K. D. (2014). CORPORATE ELEARNING IMPACT ON EMPLOYEES. GLOBAL JOURNAL OF BUSINESS RESEARCH, Vol 8(4), pp: 1-15. https://www.theibfr.com/download/gjbr/2014-gjbr/gjbr-v8n4-2014/GJBR-V8N4-2014-1.pdf.

Nda, M. M., & Fard, D. R. (2013). THE IMPACT OF EMPLOYEE TRAINING AND DEVELOPMENT ON EMPLOYEE PRODUCTIVITY. Global Journal of Commerce & Management Perspective, Vol 2(6), pp; 91-93. https://www.researchgate.net/publication/260219097_THE_IMPACT_OF_EMPLOYEE_TRAINING_AND_DEVELOPMENT_ON_EMPLOYEE_PRODUCTIVITY.

Reed, S. M. (2019). PHR and SPHR Professional in Human Resources Certification Complete Deluxe Study Guide. 2nd Edition. Indiana: Jogh Wiley & Sons, Inc.https://books.google.co.ke/books?id=32WRDwAAQBAJ&pg=PA156&dq=video+conferencing,+computer+based+training,+and+self-paced+employee+training&hl=en&sa=X&ved=2ahUKEwiIoK3x18_rAhWMHxQKHQNEBOEQ6AEwAXoECAEQAg#v=onepage&q=video%20conferenci.