By Michele Shauf

New technologies such as CD-ROMs, digital video, and the Internet have exploded the tool sets that are available to training and development managers. In fact, there are now so many tools available and so much pressure to employ technology-based solutions that it's hard to know which tool is the best one for your training needs.

At the same time, on-the-job training is more important than ever. Studies show that well-trained employees feel more confident in their jobs, demonstrate better time management, seek greater responsibilities, and generate innovative ideas at work.

To ensure that your work force is receiving the most effective training possible, a careful evaluation of learning objectives is essential. Then you can match those objectives to the unique qualities afforded by each training medium. For example, if your organization wants employees to acquire a sophisticated level of expertise with new machinery, a simulation of how to operate the equipment would be a more effective way to learn than simply reading a training manual.

Define learning objectives

All effective training courses must begin with clearly defined, performance-based learning objectives. Without clear objectives, training courses become "subject-matter containers" that disseminate information about a topic but don't help students apply the information to increase their productivity or performance.

Establishing learning objectives begins with thinking about desired outcomes. One question to ponder is, what should students be able to do after they've been trained? For example, is it more important that they are able to explain product options to new customers, adopt a coaching attitude toward lower-level employees, or maintain your Web site?

Most training courses will have three to five learning objectives. If you have seven or more objectives, you may consider splitting the course into a two-part sequence.

As you define learning objectives, be sure that they are:

• Performance-based   Complete this sentence as specifically as possible: "At the conclusion of this training, students will be able to …"
• Observable   Well-defined learning objectives should have an observable impact on students' job performance.
• Measurable   To evaluate the effectiveness of a training course, you must be able to measure whether students are learning.

Match learning objectives and learning domain

After you've identified the desired outcome of your training program, you can select a tool appropriate to the related learning domain. The following table shows how learning goals align with learning domains.

Select training tools

Traditional classroom: Seminars and workshops

Classroom training has the considerable advantage of being a familiar setting for students. The most personal of all training modes, it is especially suited for knitting teams together through shared experience. Because the classroom setting has the greatest potential for personal interaction, it is highly conducive to effective learning. If the goal is to instill new attitudes or behaviors among employees, classroom training may be the most appropriate type of training.

Classroom training is also a good choice when students share skill sets, knowledge bases, or work assignments. But if the student population differs widely — with beginners, intermediates, and experts all mixed together — classroom training can be inefficient and frustrating for students, especially those above or below the group median in terms of previous knowledge, experience, or expertise.

The classroom also presents other challenges. First, it is among the most expensive options, because the cost of instruction does not diminish over the training life cycle. Second, its effectiveness is largely determined by the expertise and presentation style of the instructor. If several instructors are used, content delivery may be inconsistent.

Print: Manuals and guidebooks

The most information-dense of all training tools, print-based materials such as manuals and guidebooks have the unique ability to convey high levels of complexity and detail. Printed materials are ideal in cognitive learning scenarios involving comprehension, argumentation, or abstraction.

Like the classroom, printed materials are a familiar learning tool, but this tool does require a high literacy skill that not all students possess. For students who are adept at digesting written information and for training content that is especially complex or abstract, print-based materials should be considered.

Like other training tools, printed materials also offers random access, which allows students to learn at their own pace, follow specific lines of questioning, and review information with ease. Unlike automated tools that can track student progress, however, printed materials rely exclusively on the student's own initiative to learn.

Video

Thanks to low-cost, yet high-quality camera equipment and desktop editing software, training videos are more affordable than ever. Video training has the unique ability to instill a sense of realism, and it engages the students' visual and auditory senses, making it a highly compelling training tool.

Perhaps the greatest strength of video is its ability to simulate on-the-job scenarios that cannot be replicated in a classroom. It may not be possible to move heavy equipment to a training facility for hands-on learning, for example, but a video can be filmed at the equipment site to simulate a hands-on experience. Because of its high realism value, video training is particularly well suited for learning operational and psychomotor skills.

Video course development is, however, both more expensive and more complex than either classroom or print-based instruction. A team of at least one instructional specialist, videographer, and producer is typically required to create a corporate-quality course. The associated development costs are also greater, although the expense of ongoing training is minimal after production.

Computer-based training

In many ways, computer-based training (CBT) is the most flexible of all training tools. Because of the nature of human-computer interaction, CBT is highly effective in scenarios requiring rule-based or procedural knowledge.

Like print-based tools, CBT allows students to set their own pace and have greater interaction with the content. Students can typically drill down for more information, review material that they may have forgotten, and access definitions, as needed.

CBT may be offered through CD-ROMs or Internet sites, and most systems have the unique ability to track student progress and evaluate learning at defined intervals. For many students, this tracking feature serves as an important motivator to complete scheduled training.

Although CBT has the potential to be a rich learning experience that engages students through a variety of media, for some students it can seem intimidating or difficult. The technology challenges posed by CBT can be considerable, particularly with custom courseware. Too often, the learner experience is sacrificed for technical expedience.

In addition to an instructional specialist, programmer, and interface designer, a usability specialist should play an integral role in the development of any CBT to ensure that a student has an optimal user experience.

Develop effective training

Selecting the training tool that is best suited to your organization's learning objectives is a crucial step to providing your employees with effective and successful training. After you have identified the learning objectives, determine which training medium best supports the type of learning your employees need.

About the author   Michele Shauf, Ph.D., is a business consultant specializing in organizational change, strategic communications, and training.