Human resource development and its intervention in terms of providing training facilities to remodel their business line is an important aspect for companies in todays work environment. HRD practitioners and managers have realized the immediate requirement to shape their employees by providing them sophistication in various traininglearning methods which are available. This spurt in the training need arise due to increase in the education of practitioners through various educational excellences and professional development systems. HRD practitioners have thus succeeded in sophisticating the facilities required for training and professional development in terms of learning media, learning resources and learning services. This training drive among the HRD managers has made knowledge creation to emerge amongst employees in organizations which has been complemented by technological advancements (Sadler-Smith, E. 2006).
Companies adopt several training methods and approaches to train their employees namely training in classroom (discussions, seminars, lectures, experiential techniques, audiovisual methods), on the job training (face-to-face training, coaching, mentoring) and computer-based-training or online training (includes computer-aided instruction, training on intranet and intelligent computer-assisted instruction) (DeSimone, R Werner, J. 2008).
Scope of the Topic is limited towards understanding the dimensions of online training and face-to-face training approaches adopted by companies.
Research has clearly indicated that there should be an appropriate balance between both online and face-to-face training to extract maximum output from the employee. Both forms of training need to complement each other and not substitute which clearly indicates the necessity of a proper bond between the conduct of online and face-to-face training. At times, classroom training becomes cumbersome and hence companies assign employees with online job training by connecting via web based or computer based applications to enhance their learning. In multi-national organizations, the employee base is scattered at different locations and hence to reach them out on a single platform, companies require implementing online job training instead of arranging for multiple face-to-face training lectures. This eliminates the process of training them individually on occasions where all the employees across the country meet up on official meets and conferences and instead they can have fruitful discussions on the implications of the online training towards their job (McIntyre, E. 2009).
Topic Discussion
Theory and research supports a proper balance of online and face-to-face training methods which indicates that one cannot be done without the other and should not substitute either. For example if any group requires skills to develop their problem solving abilities, then the company can either train them online as well as train them personally face-to-face as a group to develop their group dynamics. Usually, this balancing act is adopted by companies as online training media is required during the initial pre-training processes as part of the preliminary process which later should be followed by a one-to-one interaction session (McIntyre, E. 2009).
Advantages and Disadvantages of Online and Face-to-Face Training
Companies state that a combination of online training and face-to-face training is a must as each one has its own advantages and disadvantages and incorporating the advantages of both would yield efficient results. Research also analyzed the suggestions of both the training methods from participants and instructors as indicated below and strongly supported the fact that it was real tougher to keep the attention level of the participants focused on the online class training. A.Online training program
(Participants have remarked that online media is dedicated through continuous weekly classes, conducts training and learning by reading various study material, training by interacting through online chats and discussion forums, giving space for individual learning process through the use of technology.
(However from the instructors viewpoint, online media would definitely motivate and judge the participants on a continuous and an ongoing process which involves preparation of the course material, coordination within the online chat and forum discussion, inflexible training hours as it is based on web application.
B.Face-to-Face training program
(Participants suggested that face-to-face training is restricted to a one room sitting and learning is through seeing and listening to the trainer, learning is enhanced by conducted small group discussions and getting instant feedback which helps the participants in structuring and realigning their processes.
(Instructors feel that face-to-face learning would involve preparing audio visual learning resources, commitment within a small group, incurring cost and time in traveling to the training spot for the trainer and preparation of the course handouts (McGovern, G. 2004).
It is seen that companies are moving away from classroom session training and incorporating much more computer based training programs for their employees which is a result of the information, communication, globalization and moreover the technology age. Thus face-to-face training could be used by companies to initially get the group acquainted to each other by way of interaction which later depending on the objective of the business could opt for online media training. Before incorporating online job training, companies should clearly identify the objective of training, is it that they require a lighter training on a CD or they would require an in-depth rigorous training or is training required on a personal touch (McIntyre, E. 2009).
Best Practices
Some of the best practices that have been known in the field of Human resource are in adopting the concept of humanizing e-learning. This indicates that companies who are combining the web based learning with a bit of personal touch by one on one interaction will be benefited the most as only by posting some learning modules online will not fetch any lasting impression in the minds of the employees. Companies need to organize online training first to make their employees understand the concepts of their organizations businesses and only then proceed towards the conduct of classroom training which will yield satisfactory results.
Thus they study the online courses at their own pace and time which prepares them with the background learning and the basic information required before actually practicing it face-to-face which will be more reward seeking for the company. This approach have been fruitful for participants as they were able to exchange ideas and actively respond and participate in the discussions of the class teaching which was the effect of the virtual training the employees had prior to the class sitting. Virtual classroom has also been initiated by firms to address a huge employee gathering which involves participants chatting online with their other co-employees and seeing each others written work by adopting a technology known as whiteboard software. Facilitators also have the leverage of shuttling between groups at one time and help solve the issues posted by the groups. However companies have learned that even such practices will not yield maximum hands-on practice for their employees if this doesnt result in a face-to-face training session where direct interaction with their mentors is looked at (Noe, R. 2004).
Company Approaches
ChemConnect is a company which states that there is no creativity involved in training unless the feel of e-HRM is provided to the employees. Therefore every employee joining them is first given training online via their intranet which is known asTour de Chem where-in just by a click of the mouse they get connected to the companies business leaders, their services, policies, procedures and their products.
Watson Wyatt Worldwide, a consulting company has also complemented this strategy and commented that e-HRM should make the best use of the internet technology which will be much more then just showing some video clips of the company Combining online training with face-to-face training serves an important aspect for both the company and the employee. The employee before joining itself can avail the benefit of online training through the use of username and password and email address provided by the firm and the company itself will save on the cost and time for conducting training once they actually join. Subsequently their virtual or online training knowledge is judged in a classroom session by way of personal interactions with their trainer.
The acquaintances with their future company have been built for the employee much before they enter the company which has been possible only because of online services and the age of technology. Virtual touch plus personal touch is the best method for development of the employee as in-depth employee training takes place in a class where by individuals clues are taken further for better learning (Noe, R. 2004).
Online training classrooms facilitate coordination of education across geographical boundaries and within the scope of certain time limitations. Thus not only the basic company information on the web is offered but advanced training on soft skills, global team building capabilities, leadership skills, mentoring and coaching as well is available on a platter to meet the needs of the employee (Noe, R. 2004).
The Pedagogy
The pedagogy and the cost implications differ widely in both the techniques and hence they cannot substitute each other. Online distance learning pedagogy is restricted towards just online books and availability of online tutorial discussion without many innovative and effective learning methods. The face-to-face training pedagogy has been overwhelming for bringing out efficiency, effectiveness and innovativeness in the training program which has to be combined with technology to bring out higher results. Till date, these training methods should complement because of the lack of e-pedagogy components available in online training programs such as online awareness, lack of know-how on planning and managing their acts online, comprehending the power of future and potential technological advancements and incorporating it in the training module, providing facility to give and receive feedback, enhancing team building efforts online, using multimedia feature of technology to develop classroom presentation, enhancing the learning and the experiential curve of the trainers, leverage to update and measure the results of the course material has to be made available to re-align employees from traditional methods towards online training programs (Bartley, S Golek, J. 2004).
Online training has gained much importance because it leads to economizing the business process as millions of people require to be trained and re-trained and any mode of cost cutting would be welcomed for companies and online learning have helped to save huge money for the costs. Thus economic cost advantages and time benefit would be the need of the hour in these current economic conditions and therefore more and more companies are opting for this method in collaboration with classroom teaching. In this era of globalization, the entire world has become one market and online learning has helped in reaching newer markets in the national and international fronts thereby encouraging foreign relationships and partnerships to develop stronger business tie-ups (Bartley, S Golek, J. 2004).
Online training and face-to-face training has thus been instrumental in shaping up employees confidence building capabilities and getting them tuned and aligned towards becoming better managers. Face-to-Face training has been complemented in the entire training methodology by providing a unique experience of enhancing non-verbal communication, body language, eye contacts and other presentation etiquettes which online training per-se would not provide if considered as a substitute.
Companies adopt several training methods and approaches to train their employees namely training in classroom (discussions, seminars, lectures, experiential techniques, audiovisual methods), on the job training (face-to-face training, coaching, mentoring) and computer-based-training or online training (includes computer-aided instruction, training on intranet and intelligent computer-assisted instruction) (DeSimone, R Werner, J. 2008).
Scope of the Topic is limited towards understanding the dimensions of online training and face-to-face training approaches adopted by companies.
Research has clearly indicated that there should be an appropriate balance between both online and face-to-face training to extract maximum output from the employee. Both forms of training need to complement each other and not substitute which clearly indicates the necessity of a proper bond between the conduct of online and face-to-face training. At times, classroom training becomes cumbersome and hence companies assign employees with online job training by connecting via web based or computer based applications to enhance their learning. In multi-national organizations, the employee base is scattered at different locations and hence to reach them out on a single platform, companies require implementing online job training instead of arranging for multiple face-to-face training lectures. This eliminates the process of training them individually on occasions where all the employees across the country meet up on official meets and conferences and instead they can have fruitful discussions on the implications of the online training towards their job (McIntyre, E. 2009).
Topic Discussion
Theory and research supports a proper balance of online and face-to-face training methods which indicates that one cannot be done without the other and should not substitute either. For example if any group requires skills to develop their problem solving abilities, then the company can either train them online as well as train them personally face-to-face as a group to develop their group dynamics. Usually, this balancing act is adopted by companies as online training media is required during the initial pre-training processes as part of the preliminary process which later should be followed by a one-to-one interaction session (McIntyre, E. 2009).
Advantages and Disadvantages of Online and Face-to-Face Training
Companies state that a combination of online training and face-to-face training is a must as each one has its own advantages and disadvantages and incorporating the advantages of both would yield efficient results. Research also analyzed the suggestions of both the training methods from participants and instructors as indicated below and strongly supported the fact that it was real tougher to keep the attention level of the participants focused on the online class training. A.Online training program
(Participants have remarked that online media is dedicated through continuous weekly classes, conducts training and learning by reading various study material, training by interacting through online chats and discussion forums, giving space for individual learning process through the use of technology.
(However from the instructors viewpoint, online media would definitely motivate and judge the participants on a continuous and an ongoing process which involves preparation of the course material, coordination within the online chat and forum discussion, inflexible training hours as it is based on web application.
B.Face-to-Face training program
(Participants suggested that face-to-face training is restricted to a one room sitting and learning is through seeing and listening to the trainer, learning is enhanced by conducted small group discussions and getting instant feedback which helps the participants in structuring and realigning their processes.
(Instructors feel that face-to-face learning would involve preparing audio visual learning resources, commitment within a small group, incurring cost and time in traveling to the training spot for the trainer and preparation of the course handouts (McGovern, G. 2004).
It is seen that companies are moving away from classroom session training and incorporating much more computer based training programs for their employees which is a result of the information, communication, globalization and moreover the technology age. Thus face-to-face training could be used by companies to initially get the group acquainted to each other by way of interaction which later depending on the objective of the business could opt for online media training. Before incorporating online job training, companies should clearly identify the objective of training, is it that they require a lighter training on a CD or they would require an in-depth rigorous training or is training required on a personal touch (McIntyre, E. 2009).
Best Practices
Some of the best practices that have been known in the field of Human resource are in adopting the concept of humanizing e-learning. This indicates that companies who are combining the web based learning with a bit of personal touch by one on one interaction will be benefited the most as only by posting some learning modules online will not fetch any lasting impression in the minds of the employees. Companies need to organize online training first to make their employees understand the concepts of their organizations businesses and only then proceed towards the conduct of classroom training which will yield satisfactory results.
Thus they study the online courses at their own pace and time which prepares them with the background learning and the basic information required before actually practicing it face-to-face which will be more reward seeking for the company. This approach have been fruitful for participants as they were able to exchange ideas and actively respond and participate in the discussions of the class teaching which was the effect of the virtual training the employees had prior to the class sitting. Virtual classroom has also been initiated by firms to address a huge employee gathering which involves participants chatting online with their other co-employees and seeing each others written work by adopting a technology known as whiteboard software. Facilitators also have the leverage of shuttling between groups at one time and help solve the issues posted by the groups. However companies have learned that even such practices will not yield maximum hands-on practice for their employees if this doesnt result in a face-to-face training session where direct interaction with their mentors is looked at (Noe, R. 2004).
Company Approaches
ChemConnect is a company which states that there is no creativity involved in training unless the feel of e-HRM is provided to the employees. Therefore every employee joining them is first given training online via their intranet which is known asTour de Chem where-in just by a click of the mouse they get connected to the companies business leaders, their services, policies, procedures and their products.
Watson Wyatt Worldwide, a consulting company has also complemented this strategy and commented that e-HRM should make the best use of the internet technology which will be much more then just showing some video clips of the company Combining online training with face-to-face training serves an important aspect for both the company and the employee. The employee before joining itself can avail the benefit of online training through the use of username and password and email address provided by the firm and the company itself will save on the cost and time for conducting training once they actually join. Subsequently their virtual or online training knowledge is judged in a classroom session by way of personal interactions with their trainer.
The acquaintances with their future company have been built for the employee much before they enter the company which has been possible only because of online services and the age of technology. Virtual touch plus personal touch is the best method for development of the employee as in-depth employee training takes place in a class where by individuals clues are taken further for better learning (Noe, R. 2004).
Online training classrooms facilitate coordination of education across geographical boundaries and within the scope of certain time limitations. Thus not only the basic company information on the web is offered but advanced training on soft skills, global team building capabilities, leadership skills, mentoring and coaching as well is available on a platter to meet the needs of the employee (Noe, R. 2004).
The Pedagogy
The pedagogy and the cost implications differ widely in both the techniques and hence they cannot substitute each other. Online distance learning pedagogy is restricted towards just online books and availability of online tutorial discussion without many innovative and effective learning methods. The face-to-face training pedagogy has been overwhelming for bringing out efficiency, effectiveness and innovativeness in the training program which has to be combined with technology to bring out higher results. Till date, these training methods should complement because of the lack of e-pedagogy components available in online training programs such as online awareness, lack of know-how on planning and managing their acts online, comprehending the power of future and potential technological advancements and incorporating it in the training module, providing facility to give and receive feedback, enhancing team building efforts online, using multimedia feature of technology to develop classroom presentation, enhancing the learning and the experiential curve of the trainers, leverage to update and measure the results of the course material has to be made available to re-align employees from traditional methods towards online training programs (Bartley, S Golek, J. 2004).
Online training has gained much importance because it leads to economizing the business process as millions of people require to be trained and re-trained and any mode of cost cutting would be welcomed for companies and online learning have helped to save huge money for the costs. Thus economic cost advantages and time benefit would be the need of the hour in these current economic conditions and therefore more and more companies are opting for this method in collaboration with classroom teaching. In this era of globalization, the entire world has become one market and online learning has helped in reaching newer markets in the national and international fronts thereby encouraging foreign relationships and partnerships to develop stronger business tie-ups (Bartley, S Golek, J. 2004).
Online training and face-to-face training has thus been instrumental in shaping up employees confidence building capabilities and getting them tuned and aligned towards becoming better managers. Face-to-Face training has been complemented in the entire training methodology by providing a unique experience of enhancing non-verbal communication, body language, eye contacts and other presentation etiquettes which online training per-se would not provide if considered as a substitute.
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