Academic journal article College Student Journal

Training Systems Management Implications

Academic journal article College Student Journal

Training Systems Management Implications

Article excerpt

The rate of growth of technology is accelerating. This has caused a major issue of training end users to keep up with the growing technology. As a result, training managers are challenged to find effective and innovative ways to train end users. Corporations are investing large sum of money in training end users with expectations that end users will continue to be productive. More specifically corporate executives are concerned about long-term effect of training on end user productivity. This paper presents a training model and strategies corporations could adopt to effectively train their employees. The study reports the findings of longitudinal study conducted in a field setting. The study discusses management implications for training managers.

Introduction

Management is becoming more complex as organizations attempt to reengineer their administrative and production systems. Training individuals to meet these needs imposes an increase in the complexity and scope on training systems. The skills and knowledge workers need on the job are rapidly changing. Because of the complexity of organizational change, the responsibility for training falls on the training department. The need for staff development using computer systems is important (Cabrales et al. 1992)

In response to this challenge, researchers have studied key variables such as training support, training delivery techniques, individual differences of the trainees, and technology that can be used to enhance effective training program design. The consequence of prior investigations is varied approaches to train and develop employees who compete for organizational resources (Cabrales and Eddy, 1992).

In order to achieve the maximum benefits of reengineering, management must realize that workers are generally capable of performing above the level their jobs require or allow. In response, corporate interest in providing training in basic workplace skills has increased. For example, corporations such as Texas Instruments require their employees to take mandatory training in the job areas where they lack ability. Consequently, many corporations have opted to make rather than buy productive employees by investing in training programs (Tracey 1985). Corporate management is frequently more interested in training as opposed to education. Training is an activity related to the job and oriented toward problem solving; whereas education is preparation for a defined job in the near future. This implies that corporations will find new ways of providing training to keep abreast of advancing Information Technology (IT).

Problem

This study is motivated by the issues created by end-user computing (EUC) and its growing importance within organizations. One of the major issues related to EUC is training individuals to adapt to the new IT. Developing information systems (IS) human resources is ranked fourth and organizational learning and the use of IS technologies fifth among the top ten issues of IS management (Niederman et al. 1991). The difference in training methodologies and job functions further complicates the training problem. For example, word-processors, spreadsheet, graphics, and other software packages are used throughout the organization, but the extent of their use varies depending on job functions. A clerk may use a word-processor more extensively than the manager, a manager may use spreadsheet software for decision-making functions; whereas a clerk may use it for data entry, and so on. Organizations face questions such as which is the most effective way of matching the workforces' requirements and the training methodology, what is an appropriate length of training for the variety of employees, and how much material is to be presented per training session. The importance of the computer in training is mentioned by Eddy et al. 1997, but limitation exist as reported by Spaulding and Eddy, 1996. The keys in computer training are complex (Eddy and Spaulding, 1996). …

Search by... Author
Show... All Results Primary Sources Peer-reviewed

Oops!

An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.