Assignment 1 Discussion Using Technology To Deliver Training

Assignment 1 Discussionusing Technology To Deliver Trainingtechnolog

Assignment 1: Discussion—Using Technology to Deliver Training Technology can be a vital component of training delivery. Use the Argosy University online library resources and your textbooks to read about training technology. Using your own experience, module readings, Internet research, and references from the Argosy University online library, respond to the following: Illustrate how technology can benefit the transfer of learning. Explain how organizations have utilized technology in learning. Use your research or examples from your experience.

Comment on the appropriateness of the utilized technology in learning. Support your positions with references from required readings or from other valid sources. Write your initial response in a minimum of 300 words. Apply APA standards to citation of sources. Beginning Saturday, April 5, 2014, post your responses to the appropriate Discussion Area.

Continue to get to know your fellow classmates and contribute to our discussion of technology in training. Through Wednesday, April 9, 2014, comment on at least two of your peers’ responses. Do the following when responding to your peers: Read all posts from your peers. Explain how their experiences differ from yours. Provide substantive comments by contributing new, relevant information or quotes from course readings, Web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your experiences, professional or personal.

Assignment 1 Grading Criteria Maximum Points Initial response: Was insightful, original, accurate, and timely. Was substantive and demonstrated advanced understanding of concepts. Compiled and synthesized theories and concepts drawn from a variety of sources to support statements and conclusions. 16 Discussion response and participation: Responded to a minimum of two peers in a timely manner. Offered points of view supported by research. Asked challenging questions that promoted the discussion. Drew relationships between one or more points in the discussion. 16 Writing: Wrote in a clear, concise, formal, and organized manner. Responses were error free. Information from sources, where applicable, was paraphrased appropriately and accurately cited. 8 Total: 40

Paper For Above instruction

Technological advancements have revolutionized the landscape of training and education, facilitating more effective, accessible, and engaging learning experiences. The integration of technology into training delivery offers numerous benefits that enhance the transfer of learning, making it essential for modern organizations to adopt these tools strategically.

Benefits of Technology in Facilitating Transfer of Learning

One of the primary advantages of employing technology in training is its ability to create interactive and immersive learning environments. Tools such as simulations, virtual reality (VR), and augmented reality (AR) enable learners to practice skills in a safe, controlled setting that closely mimics real-world scenarios. For example, flight simulators used in pilot training allow learners to develop critical skills without the risk associated with actual flights (Gibbs, 2014). These technologies not only improve engagement but also promote better retention and transfer of skills by providing experiential learning opportunities that resonate more effectively with learners.

Additionally, learning management systems (LMS) like Moodle or Blackboard facilitate personalized and flexible learning experiences. Learners can access content anytime and anywhere, accommodating diverse schedules and learning paces (Clark & Mayer, 2016). The ability to track progress and provide immediate feedback further enhances the transfer process by reinforcing learning outcomes and addressing individual learner needs (Sitzmann, 2011).

Organizational Utilization of Technology in Learning

Organizations across various industries have harnessed the capabilities of technology to optimize training. Corporations such as IBM utilize e-learning platforms combined with virtual classrooms to train employees globally, ensuring consistency in messaging while reducing travel costs and time (Johnson & Johnson, 2018). Similarly, healthcare providers employ e-learning modules and telehealth platforms to update practitioners on the latest medical protocols efficiently (Cook et al., 2010). These examples demonstrate how organizations leverage digital tools to enhance training accessibility, scalability, and effectiveness.

Furthermore, the adoption of learning analytics—data-driven insights into learners' interactions and progress—enables organizations to evaluate training effectiveness continuously. By analyzing engagement metrics and assessment results, organizations can tailor content to improve learning outcomes and ensure better knowledge transfer (Siemens & Long, 2011).

Assessing the Appropriateness of Technology in Learning

The appropriateness of specific technologies depends on various factors, including the training objectives, target audience, and available resources. For technical skill acquisition, simulation-based tools are highly suitable as they provide experiential learning without risking safety or incurring high costs of real-world practice (Salas et al., 2012). Conversely, self-paced e-learning modules are ideal for updating knowledge or compliance training, offering flexibility and scalability (Karrer & Dittrich, 2012).

However, challenges such as technological literacy and access disparities must be addressed to ensure equitable learning opportunities. It is crucial to select user-friendly platforms and provide adequate support to mitigate technological barriers. The integration of technology should complement traditional training methods rather than entirely replace them, especially when interpersonal skills or cultural nuances are involved (Bates, 2019).

In conclusion, technology plays a pivotal role in enhancing the transfer of learning by providing engaging, flexible, and scalable training solutions. When appropriately chosen and implemented, technological tools can significantly improve training outcomes, professional development, and organizational performance.

References

• Bates, A. W. (2019). Teaching in a Digital Age: Guidelines for designing teaching and learning. Tony Bates Associates Ltd.
• Clark, R. C., & Mayer, R. E. (2016). e-Learning and the Science of Instruction: Proven Guidelines for Consumers and Designers of Multimedia Learning (4th ed.). Wiley.
• Cook, D. A., Levinson, A. J., Garside, L., Dupras, D. M., Erwin, P. J., & Montori, V. M. (2010). Internet-based learning in the health professions: A meta-analysis. Journal of the American Medical Association, 300(10), 1181-1196.
• Gibbs, G. (2014). Learning by Doing: A Guide to Teaching and Learning Methods. Oxford Polytechnic
• Johnson, N., & Johnson, L. (2018). The Impact of e-learning on Corporate Training. Journal of Business & Technology, 24(3), 45-57.
• Karrer, K., & Dittrich, D. (2012). Strategies for Implementing E-learning in Corporations. Training Magazine, 48(10), 30-35.
• Salas, E., Banton, J. R., Lowry, L., & Davis, F. (2012). Simulation-based training for technical skills. Journal of Technical Education, 20(2), 134-148.
• Sitzmann, T. (2011). A Meta-Analytic Examination of the Instructional Effectiveness of Computer-Based Training. Journal of Educational Psychology, 103(2), 416-429.
• Siemens, G., & Long, P. (2011). Penetrating the Fog: Analytics in Learning and Education. EDUCAUSE Review, 46(5), 30-40.