Using Technology to Deliver Learning & Development in Organisations: (Learning & Development in Organisations series #10)

By Thomas Garavan, Carole Hogan and Amanda Cahir-O'Donnell

USING TECHNOLOGY TO DELIVER LEARNING & DEVELOPMENT IN ORGANISATIONS provides an introduction to the use of technology to deliver L&D in organisations. The ebook begins with definitions and explanations of different technology-based training methods and the reasons for the shift to technology-based training. The authors then provide a detailed discussion of the characteristics of eLearning, massive open online courses (MOOCs), mobile learning (mLearning), gamification, computer-based simulations, virtual reality (VR) and augmented reality (AR). They then discuss the characteristics and application of learning management systems (LMSs) and concludes with a discussion of the advantages and disadvantages of technology-based training.

• Language: English
• Publisher: Oak Tree Press
• Release date: Mar 31, 2021
• ISBN: 9781781194881

Book preview

USING TECHNOLOGY TO DELIVER LEARNING & DEVELOPMENT IN ORGANISATIONS

CHAPTER 10: LEARNING & DEVELOPMENT ORGANISATIONS: STRATEGY, EVIDENCE AND PRACTICE

Thomas Garavan, Carole Hogan, Amanda Cahir-O’Donnell & Claire Gubbins

Published by Oak Tree Press, Cork, Ireland

www.oaktreepress.com / href=http://www.SuccessStore.com>www.SuccessStore.com

© 2020 Thomas Garavan, Carole Hogan, Amanda Cahir-O’Donnell, Claire Gubbins

A catalogue record of this book is available from the British Library.

ISBN 978 1 78119 487 4 (PDF)

ISBN 978 1 78119 488 1 (ePub)

ISBN 978 1 78119 489 8 (Kindle)

Cover image: Preechar Bowonkitwanchai / 123rf.com Cover design: Kieran O’Connor Design

All rights reserved.

No part of this publication may be reproduced or transmitted in any form or by any means, including photocopying, recording or electronically without written permission of the publisher.

Such written permission also must be obtained before any part of this publication is stored in a retrieval system of any nature.

Requests for permission should be directed to Oak Tree Press, href=mailto:[e-mail]>[e-mail].

CONTENTS

Abbreviations

Foreword

Preface

Learning Objectives

Key Concepts

1Introduction

2Defining Technology-based Learning and Digital Learning

3The Shift to Technology-based Training and Digital Learning

3.1 Shifts in Thinking about Learning

3.2 The Changing Performance Agenda for L&D

3.3 The Emergence of New Technology Tools

4eLearning

4.1 Instructor-led or Self-directed

4.2 Asynchronous or Synchronous

4.3 Effectiveness and Advantages / Disadvantages

Critical Reflection 1

5Massive Open Online Courses

6Mobile Learning

6.1 Accessibility

6.2 Distractibility

Case Study 1: Mobile Learning at Merrill Lynch

7Gamification and L&D

Case Study 2: Using Games in the Deloitte Leadership Academy

8Computer-based Simulations, Virtual Reality, Augmented Reality and Training

8.1 Virtual Reality

8.2 Virtual Worlds

8.3 Augmented Reality

9Learning Management Systems and L&D

10 Advantages and Disadvantages of Technology-based Training and Digital Learning

10.1 Advantages and Disadvantages for Learners

10.2 Advantages and Disadvantages for L&D Specialists

10.3 Advantages and Disadvantages for Organisations

Best Available Evidence to Inform Practice

Conclusion

Summary

Review Questions

Strategic L&D in Action

Case Study 3: Virtual Reality and Training of Employees in Walmart

Further Reading

Bibliography

About the Authors

Other Titles in this Series

ABBREVIATIONS

AR augmented reality

CIPD Chartered Institute of Personnel and Development

CMS course management system

COOC corporate open online course

CoP community of practice

CSS cascading style sheet

EPSS eLearning performance support system

HTMLS hypertext mark-up language server-side

L&D learning and development

LCMS learning content management system

LMS learning management system

MOOC massive open online course

SDL self-directed learning

SPOC small private online course

HR human resource(s)

HRM human resource(s) management

IITD Irish Institute of Training and Development

VLE virtual learning environment

VLS virtual learning system

VR virtual reality

FOREWORD

Business leaders know that today’s fast-accelerating changes in technology, longevity, work practices, and business models offer both challenges and opportunities. While some jobs are disappearing due to advances in technology, many more are being transformed and thus creating the need for continuous, lifelong development. In response to this evolving landscape, Learning and Development (L&D) professionals are prioritising strategic imperatives such as transitioning to the future of work, the redesign of work and jobs, and reskilling the workforce to support the ongoing evolution of organisations.

It is imperative that L&D professionals shift their focus from the dominant paradigms that the profession has relied on for the past 50 years and examine more contemporary ways in which to improve their practice as professionals. The reality is that the future has started. We need to invest in breakthrough thinking and innovation to sustain success and face up to the challenges of the new business, customer and market paradigms. Encouraging an organisation’s workforce to learn and to change and adapt to the needs of the organisation is now more important than ever in order to respond to the requirements of the workplace of the future. L&D professionals have a major role to play in helping organisations to ensure that they have a workforce that is capable of adapting to those changing requirements.

Accordingly, as the leading professional body for L&D professionals in Ireland, the Irish Institute of Training and Development (IITD) commissioned LEARNING & DEVELOPMENT in ORGANISATIONS: STRATEGY, EVIDENCE and PRACTICE to reflect the changing landscape of L&D. Our intent in commissioning this book was to support L&D professionals by sharing the most up-to-date thinking to assist them in the development of capability throughout their organisations. The book aims to develop L&D professionals so that they deliver impactful learning interventions that develop staff by thinking innovatively about how work is organised and ensuring the best alignment of people and technology with the right opportunities within their organisations. It considers both formal and informal learning and looks at the contribution of the L&D function to organisational and financial performance. Reflecting the latest thinking in the field of L&D, it provides a theoretically-sound text written with the user in mind, whether that user is a practitioner or a student. Included in each chapter, to help the reader to relate the text to practical application, are case studies that show the theory in action. Critically, the book looks at the future of L&D and the competencies that are required into the future as well as examining ethical considerations in the field of L&D.

We at IITD are very pleased to be associated with this book and would like to extend our sincere thanks to all who have been involved in producing such an up-to-date, reader-friendly book which is aimed