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Younger
people appear to want to learn differently to older people. This is
especially true when it comes to acquiring data or learning processes.
Introduce a new software package to people over 30 and they are likely
to ask when they will be attending the training course. By contrast,
computer literate 20 year olds simply assume that they will learn the
program by playing around with it.
There
is an emerging trend for people to learn by sitting in front of a
screen. Surprisingly, to some like myself, this younger group seems to
have an aversion to reading and learning from books, so it is not simply
a preference for self paced learning - they like computers.
Learning
specialists need to consider computer based learning as an option for a
number of reasons:
-
It
is more acceptable for many learners.
-
It
is cheaper for knowledge based learning, especially if participant
volume is high.
-
You
can get access to leading experts.
-
It
has creative options.
-
It
means people can learn in their workplace.
-
And
as more has to be accomplished with less, it is harder to get
managers to release staff to attend face to face training courses.
One
of the down sides is the common office working culture that discourages
leaning at one's work station. It you see someone reading a management
book at their desk, would you be approving or disapproving? If someone
pops in a CD and watches an expert talking on a topic on their monitor
would it look like a legitimate part of their work? We tend to have a
culture that dictates that we work in the office, not spend time in
overt learning. We generally have to get out of the office to learn.
That is what training courses are for.
We
need to bear this in mind when planning the introduction of computer
based training because we have all seen good instructional videos gain
dust, or CD based training courses lying unused in learning centres. We
built those little learning booths in the training centre so people
could come and learn on the computer because we knew they would be
discouraged from doing so on their office PC. They trouble with having
the learning resource away from the office is that people are so busy
that it is hard for them to take "time off" to learn.
There
are some options for making it easier to use Computer based learning.
Firstly,
make sure the hardware exists for the software. If the instruction is on
CD rom and work stations do not have that little slot, you're in
trouble. Fortunately, most organisations have sophisticated networks and
are making it easier for staff to have access to electronic training.
It
is hard, but perhaps there are some ways of making it more legitimate to
learn at work. Some organisations have introduced a "no
contact" time, say 8am to 9am to give staff the opportunity to have
concentrated and uninterrupted time. This time could be used for
learning as well as for working on projects that need thinking.
Learning
centres could work for some. People can drop in to them during the day,
or out of normal work hours.
One
option is to give learners access to the CD rom so that they can take it
home and learn on their own PCs in their own time.
Computer
based learning technology is improving and becoming cheaper. It is an
option well worth considering for particular topics, locations, and
circumstances. HRD professionals need to address the issue of when
people can use electronic and other non instructional learning
processes.
Reg
Polson is General Manager of Polson
HR & Training Brokers, a Melbourne, AU based organization. Established
in 1990, Polson HR & Training Brokers is an independent source of
quality human resource, learning and outsourcing solutions.
Polson
is a member of The Empower Group Ltd, a subsidiary of Manpower Inc.
With some
3,900 offices in 61 countries, the group offers clients global reach,
while still retaining local knowledge.
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