Always More to Learn

It is clear that technology in training is on an unstoppable upward trend but using it merely to seem cutting-edge is not the smartest move. The real value lies in using technology strategically to enhance training. Skilled trainers don’t just follow trends; they use technology to create engaging, effective, and measurable learning experiences. This careful use of technology helps deepen understanding and increase learning transfer, rather than just being a superficial addition. Below I will describe 4 technologies and their implications for training.

Simulations

Simulations profoundly impact how people learn and interact, transforming traditional training into an immersive and engaging experience. They enhance engagement by requiring participation and making learning dynamic and meaningful. While they are best suited for complex processes such as operating machinery or handling medical situations, they are also highly effective at developing social skills (Noe 2020). These methods improve learning and transfer through experiential learning and immediate feedback (Stolovitch, 2011). Additionally, they offer a risk-free environment for practice that builds confidence (Lateef, 2010). The implications for training are significant. Programs should integrate “high-fidelity” simulations where appropriate to enhance effectiveness, but such programs come at a cost.  They also require debriefing, guidance, and support to transition learners from simulated experience to real-world situations.

Simulation example: Hubro business simulation games | Learn from experience

Gamification

Gamification is the process of using game elements in non-game contexts to engage and motivate people to achieve goals (Leaman, 2014). This can involve incorporating gaming features such as points, badges, leaderboards, and rewards or it can take the training content itself and turn it into a game (Dearborn, 2014). Gamification significantly impacts how people learn and interact by fostering engagement through competition. It makes learning more enjoyable by tapping into intrinsic motivators like our desire for achievement, status, and closure (Leaman, 2014). Gamification is best suited for “training programs with subject matter that is not that engaging, or where learner resistance is high” (Leaman, 2014, p.36). This training method also promotes social interaction and collaboration as learners compete with peers or share achievements. By using gamification methods such as repetition, elaboration, and storytelling, trainers can improve knowledge transfer (Leaman, 2014). Implementing gamification in training programs requires thoughtful design to align with business objectives, but when done well, it can enhance engagement, retention, and overall training outcomes significantly.

Gamification example: https://www.elucidat.com/showcase/#quiz-with-points-and-badges

Mobile Learning Technology

Mobile learning technology has revolutionized how people learn and interact by offering unprecedented flexibility, engagement, and personalization. With devices like phones, tablets, and Google Glasses, learners can access educational content anytime and anywhere, fitting training into their busy lives (Noe, 2020). This technology allows for personalized learning paths, where individuals can progress at their own pace and focus on areas needing improvement. Collaboration can be facilitated through real-time communication, enabling trainers and learners to connect across multiple locations. Additionally, it allows for cost effective, real-time updates ensuring that learners have access to the most current and relevant content (Noe, 2020). By making training more accessible, interactive, and effective, mobile learning technologies have profound implications for training.

Mobile Learning Example: https://www.khanacademy.org/

Adaptive Training

              Adaptive training has significantly transformed learning and interaction by providing a customized and responsive learning experience. This training method tailors training content to the learners’ unique ability, learning style, and performance level (Noe, 2020).  By continuously assessing learners’ progress and adjusting the difficulty and focus of the material, adaptive training ensures that each person receives the right level of challenge to best help them learn. Adaptive learning utilizes the best andragogy practices to enhance learning by allowing learners to move at their own pace, differentiating content or delivery methods, and providing immediate feedback to learners. The implications of adaptive learning for training are substantial. By allowing learners to move at their own pace, adaptive learning ensures that individuals can fully grasp concepts before advancing, leading to better understanding and retention. The immediate feedback provided in adaptive training helps learners quickly identify and address their weaknesses.

Adaptive training example: https://www.duolingo.com/

In conclusion, technology has greatly improved learning and training by offering new ways to enhance learning experiences. The key to success is using these tools thoughtfully, to truly deepen understanding and improve performance. Effective trainers use technology like simulations, gamification, mobile learning, and adaptive training to make learning more engaging and effective. By carefully integrating these tools, trainers can create immersive, personalized, and interactive learning environments that help learners stay engaged and achieve better results. As technology evolves, it’s important to focus on using these advancements to support meaningful learning and real improvement.

References

Dearborn, J. (2014). Gamification: Win, Lose or Draw? HR Magazine, 59(5), 28-35.

Leaman, C. (2014). Boost Basic Job Skills Training. TD: Talent Development, 68(8), 34-39.

Lateef, F. (2010). Simulation-based learning: Just like the real thing. Journal of Emergencies, Traum, and Shock, 3(4):348-52. https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2966567/

Noe, R. A. (2020). Employee training and development (8th ed.). New York, NY: McGraw Hill.

Stolovitch, H. D. (2011). Telling ain’t training: updated, expanded, and enhanced (2nd ed.). American Society for Training and Development.