Technology Can Be A Vital Component Of Training Deliv 512348

Technology Can Be A Vital Component Of Training Delivery Use The Argo

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.

Paper For Above instruction

Technology plays an increasingly critical role in modern training delivery, providing diverse opportunities to enhance the transfer of learning among trainees. As organizations evolve within digital landscapes, leveraging technology becomes essential not only for instruction but also for maximizing the retention and application of acquired skills (Noe, 2020). The integration of technological tools can lead to more engaging, accessible, and personalized learning experiences, which significantly contribute to effective knowledge transfer.

One of the primary benefits of technology in training is its capacity to facilitate accessible and flexible learning environments. Online learning platforms, such as Learning Management Systems (LMS) like Moodle, Blackboard, or Canvas, enable learners to access training materials anytime and anywhere, accommodating diverse learning styles and schedules (Clark & Mayer, 2016). This flexibility enhances learning transfer by allowing employees to revisit content and practice skills in real-world contexts outside of traditional classroom settings. Moreover, multimedia content—videos, simulations, gamified modules—can increase learner engagement and motivation, which are critical for retention (Mayer, 2019). For example, organizations that incorporate virtual reality (VR) simulations for skill practice can replicate real-life scenarios with high fidelity, enabling learners to develop competencies more effectively (Bailenson, 2018).

From an organizational perspective, technology allows for personalized learning pathways that cater to individual needs, thereby improving the likelihood of the transfer of learning. Adaptive learning technologies analyze learner performance in real-time, adjusting content difficulty and providing targeted feedback (Kerr & Landers, 2020). This dynamic approach ensures that learners can address their specific gaps, reinforcing the relevant knowledge and skills. Furthermore, organizations utilize data analytics and reporting features embedded in training technologies to monitor progress, identify areas requiring improvement, and measure the impact of training programs (Johnson et al., 2019).

My own experience in corporate training confirms the benefits of technology-enabled learning. In a previous organization, online modules supplemented with interactive simulations significantly improved employee competence in new software tools. These technological applications allowed employees to learn at their own pace and practice key functions repeatedly, leading to higher confidence and better job performance. The use of web conferencing tools also fostered collaborative learning and real-time feedback, which helped reinforce learning transfer.

The appropriateness of using such technology depends on context, including the nature of the training, learner demographics, and organizational resources. For technical skill development, simulation technologies like VR are highly appropriate, providing realistic practice environments. Conversely, for less technical topics, simpler e-learning modules or discussion forums may suffice. Overall, when appropriately selected and implemented, technology enhances the transfer of learning, making training more effective, engaging, and aligned with organizational goals.

In conclusion, technology is an indispensable component of contemporary training approaches. Its ability to provide flexible, engaging, and personalized learning experiences makes it instrumental in promoting effective transfer of knowledge and skills. As technology continues to evolve, so too will its potential to further optimize training outcomes across diverse organizational settings.

References

  • Bailenson, J. (2018). Experience on Demand: What Virtual Reality Is, How It Works, and What It Can Do. W. W. Norton & Company.
  • 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.
  • Johnson, E., Adams Becker, S., Estrada, V., & Freeman, A. (2019). The State of Learning Analytics in Higher Education. EDUCAUSE Review. https://er.educause.edu/articles/2019/5/the-state-of-learning-analytics-in-higher-education
  • Kerr, R. M., & Landers, R. N. (2020). Adaptive Learning Technologies: Foundations and Future Perspectives. Journal of Educational Computing Research, 58(5), 897–913.
  • Mayer, R. E. (2019). Multimedia Learning (3rd ed.). Cambridge University Press.
  • Noe, R. A. (2020). Employee Training & Development (8th ed.). McGraw-Hill Education.

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