E-Training and Terrorism

In 2005, training videos surfaced that were directed towards terrorists. One video gave implicit instructions on how to build a mine that could detonate through sheet metal. Another video showed the viewer how to make gunpowder. Yet another gave step by step instructions on how to make a suicide bomber vest. These are not the only "how-to-for-terrorists" videos being posted online.

In addition to the instructional videos being posted on the net, terrorists have made extensive use of advanced technology. Flight simulation machines were used by the terrorist pilots prior to the attacks on US soil on 9/11.

E-Training is a useful tool when in the proper hands. But like any powerful tool, it can quickly be turned around and used to harm those that are innocent.

"Terrorist Training Videos Appear Online"
http://www.adl.org/main_Terrorism/terrorist_training_video_82205.htm

How To With E-Learning and E-Training

The development and implementation process of an E-Learning or E-Training system is very similar to that of any information system. The process itself consists of a few steps that are key:

1. Do a Needs Analysis
2. Development
3. Testing
4. Implementation

Step 1 of this process is the Needs Analysis. This step includes determining what the problem is and if a E-Learning or E-Training program is the appropriate solution. If so the company should identify the primary objective of the system, decide on a target audience and if it will be able to support a more customized system or be more comfortable with a cookie cutter system that allows for limited customization. Lastly a company should weigh the financial investment against the overall benefit the program will provide and choose the program that fits it best.

Step 2 of this process applies to a more technical aspect. At this stage developers perform a content analysis, gather and collect data, determine the format and presentation of the content, and create this content online. This process can be made very simple with the use of a "box system" per say with predetermined outlines or more complex with a customized system.

Step 3 is the Testing stage and also the most important. At this point the Program has been designed and developers should be making sure it is compatible with the business and that the system meets all the determined objectives. Also testing should ensure that the user interface is clear cut and does not require users to have unreasonable skills and knowledge. A sufficient amount of time should be spent on this stage to verify that the program runs properly and suits the needs of the company. To short-change the testing stage or skip it all together could lead to an avoidable disaster.

Step 4 is the Implementation stage. This stage is as the title suggests. The program is introduced to the company. A business should determine if it will switch over completely at one time or slowly work the new program into play. This choice should be made very carefully considering the amount of influence it can have financially and in the overall success of the program. this stage also consists of routine evaluations, maintenance, and updates to keep the program up to date and running properly.

E-Learning and E-Training programs have many benefits but may not be for everyone. A great deal of time, effort, and consideration should be taken before deciding to take on the investment.

How e-learning benefits employees

Access that is convenient to the user

Rather than having to work a physical meeting into already busy schedules, employees can complete coursework anytime and anywhere. This enables them to fill up time on slow days (which preserves productivity) or wait to study until after an important deadline passes. Depending on the software being utilized, employees may even be able to do work from home if they are sick or caring for a sick child

Low-pressure environment

Employees that learn on their own aren’t subjected to the stress of having to answer a question correctly. We all know the feeling of being called on in class to answer a question that we are clueless about. E-Learning eliminates this roadblock to efficient learning and allows employees to receive private feedback in a personal learning environment.

Increased retention of subject matter

Since employees can learn at their own pace, they are better able to retain the information contained within the lessons. A physical class that is restricted to a schedule might rush or altogether miss certain points on the curriculum, which has obvious negative effects on the employees that are supposed to be learning the material. E-Learning circumvents this problem by allowing employees to learn at a pace comfortable to them, which ensures that they learn everything in the lesson

Why eLearning can be a valuable asset to any organization

Several factors combine to make eLearning an excellent, if not superior, substitute to traditional learning for organizations. These factors ensure that a company gets the most out of its investment while keeping costs in check.

Reduced training costs

In the past, a company may have had to pay a fee for each employee that needed certain training. With eLearning, paying for a single course for multiple employees means that an organization can benefit from a much higher return on investment, as that lone cost is going towards the development of multiple individuals.

Additionally, companies save on travel costs, consultant (or teacher) fees, and any material costs that may have been associated with more traditional learning methods. These benefits combine to make for a more efficient and cost-effective learning experience.

Employee development at any time

ELearning enables companies to train employees at any time they see fit, not just when a consultant has time in his/her schedule or when there is not much business being done by the organization. This ensures that employees stay productive year-round and that companies pay for as little down-time as possible, again ensuring that costs are being kept in check.

Standardized learning experience

A standard learning product ensures that all employees are receiving the same instruction. While consultants would probably offer a similar benefit, an eLearning package ensures a standardized delivery with identical content being presented. Each employee learns the same things and in the same manner, ensuring that everybody is on the same page.

These are just a few of the potential benefits that eLearning offers corporations. Feel free to discuss any more benefits that you feel would result from choosing an eLearning package to educate employees.

Drawbacks of eLearning

Like any other learning experience eLearning is not without its drawbacks. There are still a few limitations to eLearning that might cause users to reject eLearning programs. One example is that users need to have access to the internet and the proper software required. Users also need to be fairly sufficient in using a computer and the eLearning program they are working with. Users with entry level computer skills may find eLearning software to be too complex and easily become frustrated.

 Another setback with eLearning can be found in the program design. If the information users are learning is irrelevant to the learning objective the system will be ineffective. Administrators must be sure the information being conveyed is useful and clearly satisfies the learning objective. If the information is unclear or irrelevant users may become bored with the interaction.

Other drawbacks with eLearning center around users rather than eLearning programs. Some users are “hands-on” learners and may become easily discouraged with this type of learning style. ELearning also requires users to be highly independent and responsible involving a great deal of time and self-management. Because eLearning entails an independent learning atmosphere, users do not have the support they would naturally have in a traditional learning environment. Users may feel help is inaccessible especially if the program lacks the proper instructions necessary. 

Benefits of eTraining for Businesses

The most obvious benefit of eTraining is the savings.  Businesses no longer have to pay management (who take time away from their normal business activities) or expensive instructors to train employees.  There is also a major cost benefit associated with reduced traveling expenses and time spent away from work by business team members.  Employees and administration are easily able to access a company eTraining program from any location at any time. 

Another significant cost benefit of implementing eTraining for businesses would be the cost per trainee. These programs are not based on volume which means no matter how many employees are trained using the system the cost will be the same.  After a business reaches its breakeven point there is no cost to train additional employees. In essence if a business is able to utilize eTraining properly, in time it will pay for itself and the cost of training employees will be zero with the exception of maintenance cost.

A few other benefits that most people don’t consider are the flexibility and consistency for users. As I mentioned previously employees and administration have access to this program at all times and may do so from any location. Employees are able to train on site and avoid peak business hours by starting and stopping training as they see fit. The individual worker is also able to skip over what he already knows, tailoring the training to his individual needs.

Although the training is customized in a sense to the individual employee the knowledge is not. With eTraining businesses do not have to worry if instructors or management are being consistent and the same information is being passed on to every employee trained. When using eTraining all the information is consistent and is easily updated. Businesses are not only able to make changes as they see fit with great ease but are also able to keep close eye on the progress of employees strengths and weaknesses to ensure everyone is trained to meet the same standards.

Traditional Learning vs. eLearning

With the technological advancements of the 21st century, is the traditional classroom still the most effective learning environment? Or does the traditional classroom need to evolve and adjust to modern times? There is an argument that the traditional classroom environment is the best way of maintaining a learning process. However, In studies when students were asked to compare the traditional classroom to eLearning practices,  students have expressed a higher satisfaction from the eLearning. The Students also rated the learning as much more effective than in the traditional classroom.

 eLearning includes many components that are familiar from traditional learning, such as: presentation of ideas by the students, group discussions, arguments and many other forms of conveying information and accumulating knowledge. The contents of the course’s curriculum might be organized according to subjects and in a serial manner. 

 eLearning also includes advantages which are not found in traditional learning, such as: time for digesting the information and responding, enhanced communication among the learners, both as regards quality and as regards urgency, knowledge being acquired and transferred among the learners themselves, the ability to conduct an open discussion, where each learner gets more of an equal standing than in a face-to-face discussion, access to information and to discussion ability, responses may be made around the clock with no restrictions, a higher motivation and involvement in the process on the part of the learners. 

The following table summarizes several opinions regarding the comparison between eLearning and traditional learning:

	Traditional Classroom	eLearning  Processes
Classroom Discussions	The teacher usually talks more than the student	The student talks  at least as much and often more than the teacher
Learning Process	The learning is conducted with the whole class participating; there is almost no group or individual study	Most of the learning process takes place in groups or by the individual student.
Subject Matter	The teacher conducts the lesson according to the study program and the existing curriculum	The student participates in determining the subject matter; the studying is based on various sources of information, including web data banks and net-experts located by the student.
Emphasis in Learning Process	The students learn “what” and not “how”; the students and the teachers are busy completing the required subject matter quota; the students are not involved in inquiry-based education and in solving problems, but rather in tasks set by the teacher.	The students learn “how” and less “what”; the learning includes research study which combines searching for and collecting information from web data banks and authorities on the communications network; the learning is better connected to the real world, the subject matter is richer and includes material in different formats.
Motivation	The students’ motivation is low, and the subject matter is “distant” from them.	The students’ motivation is high due to the involvement in matters that are closer to them and to technology.
Teacher’s Role	The teacher is the authority .	The teacher directs the student to the information.
Location of Learning	The learning takes place within the classroom and the school	The learning takes place with no fixed location
Lesson Structure	The teacher dictates the structure of the lesson and the division of time	The structure of the lesson is affected by the group dynamics.

Personally, I am a huge advocate of eLearning. However, I also believe that it is not quite time to completely dismiss the traditional classroom. I feel that both have their  own separate advantages and disadvantages. I also believe that different situations require both at times. In my opinion, the most effective learning could be done by  combining and incorporating qualities from both in the learning process. I have had a positive and negative experience with both extremes throughout my educational career.

What is your opinion? Through personal experience, do you have a preference between the two? If so, why? We would love to get the input of others! Thanks!


http://www.articleways.com/Art/330962/41/E-learning-Vs-Classroom-Learning.html

The Value of Social Media in Business Training

Social Media has the ability to add value to a business's training process. Business professionals are starting to use social media platforms to improve upon the training process for new hires.


The rise of Social Media has made it easier to access information that is relevant, immediate, and personalized. This speed of knowledge is crucial in order for a company to keep a competitive edge  in today's market.


Social Media Technology has played a critical role in helping companies improve productivity of employees, increase innovation, and improve on the overall speed and flexibility of the business operations. The use of Social Media has allowed organizations to improve their training process for new hires since s

ocial media tools have allowed them to supplement formal learning. Social Media technology has given trainees the ability to reflect and practice during and after formal learning. They use such tools such Facebook, microblogging (Twitter/Yammer), and GoogleBuzz before, during, and after formal learning experiences to assist there learning process.  

Some excellent Tips Provided by Jane Hart's Center for Performance Management Research:

• Learners can review class goals before class, and post comments or questions. 
• During a class, some instructors may allow a backchannel where learners can tweet comments or questions. This enables the instructor to immediately address gaps or clarify information.
• Instructors are incorporating multiple-choice quizzes using Twitter poll service or Facebook apps. Scavenger hunts, for example Facebook’s Scavenger Hunt application, enable learners to apply knowledge in an engaging, interactive activity.
• After a class, learners and the facilitator can post comments to continue class discussions, share links to relevant resources and reflect on how they are applying the theories in their daily life by using micro-blogging or blogging.
• Learners can form an online community to continue to connect and support each other

 In addition to training, Social media makes it easier for employees to keep up-to-date with personal and professional business matters that are equally important to the company's operations. Self-directed learning is easier and more manageable with social media. Employees can use Twitter, Linkedin and Facebook to discuss topics, ask questions and network. There are also online classes, blogs, and podcasts developed by experts.

Social media also enhances mentoring opportunities for novices by facilitating the link between them and experts. Social networking sites enable employees to post their online profiles listing their areas of expertise.

Social Media also makes it easier for novices within the organization to learn faster. Social Media helps them apply their knowledge and start completing straightforward tasks more effectively and efficiently. Using microblogging, learning professionals can provide small learning chunks and facilitate short-term learning activities. Once learners are able to make decisions using their own judgment, they become competent in their area of practice. They are now productive, and able to achieve the next two business outcomes.

 In Conclusion, it is really important that businesses start using social media platforms to 

facilitates the formation, use, measurement of online communities for work teams and communities of practice. As companies get larger, more global, and more complex, they will face increasing difficulties managing their employees.  Social media tools can help them better manage. Social media should be looked at as an opportunity rather than just a new fad. Its a way for people to engage in learning, to update and maintain their skills and knowledge in an ever changing landscape. 

Reference 

Learning and Development in A Social Network   

(This is a really interesting an informative podcast that I highly recommend everyone taking the time to listen to )

Uses of eLearning

There are several ways that organizations and individuals utilize eLearning technology. Whether it is for a manager seeking professional development or a student working towards a degree, eLearning comes with a variety of benefits.

Professional use:

Companies may ask new hires or long-time employees to complete courses online to familiarize themselves with new concepts or industry practices. Rather than pass out manuals or host seminars, corporations can opt for the online option to ensure convenient access to all employees. Enspark, an eLearning and eTraining company, offers courses such as "Email Etiquette" and "Transition to Leadership." Companies such as 3M and Coca-Cola recognize the value of these programs and have utilized them in their operations.

Personal use:

Most of us have seen advertisements for Rosetta Stone, a language education program. Individuals can purchase coursework for 33 languages and work towards fluency using online courses. This learning option holds obvious advantages alternative learning options such as classes or clubs. Students can learn at their own pace, at their preferred time, with a highly regarded program.

Educational use:

Some of you may have taken an online course during your college career. As technology progresses, some schools find it advantageous to offer a distance-learning option for certain courses. UNC-Charlotte has a number of courses with an online option, including courses in Engineering and Education. Distance learning has certain advantages and disadvantages just as any other method of education, but students can decide for themselves what works best.

My eLearning experience

During my senior year in high school I participated in a program referred to as “dual enrollment,” in which I took a college-level course online during one of my class periods. This period would be spent sitting at a computer in the school library and would fit into my schedule just as any other class would have. The course, “Physical Fitness for Life,” was offered through UNC-Greensboro and consisted mostly of forum discussions and basic activities that were completed through the course’s Blackboard site. It operated on a 10-point scale and allowed me to set my own schedule when it came to completing assignments-I only had to make sure everything in the unit got down by a certain date.

Throughout the semester I came to find several things I enjoyed about taking an online course, as well as a few things that I didn’t like.

Advantages:

Set my own schedule: typically, we received one or two assignments that would be due by the end of the week. These assignments consisted of forum posts, blogs, quizzes, activities, etc. I was free to pace out the work as I saw fit, and was able to devote the period to other work if I had already completed assignments or had time to spare.

Learning at my own pace: if I was having trouble understanding a concept, it was simple for me to rewind the lecture or read over a paragraph again to clarify. This is in stark contrast to the classroom setting, where professors work from a set curriculum and are hesitant to spend too much time on a single topic, regardless of whether or not students are fully understanding.

Disadvantages:

Self-discipline: several times I found myself getting distracted and spending time surfing the Internet when I should have been doing work. The lack of a classroom setting also proved to be a disadvantage because, personally, I am much more focused and attentive when I’m being taught (as opposed to teaching myself).

Transfer of credits: while the program was advertised as offering high school students the opportunity to earn college credit, I was unable to receive credit hours for the class. This is an issue with several eLearning providers when students attempt to transfer hours to a traditional university. Curriculums and standards are different everywhere and it can be difficult to get a university to award credit for classes taken at another institution.

History of eLearning

In the early 1960s, professors at the University of Stanford began to experiment with the use of computers to teach math and reading to young children in the elemenatry schools of the area. Stanford's Education Program for the Gifted Youth is the result of these experiements.  Patrick Suppes and Richard Atkinson are the two professors that contrubuted to this development. This early e-learning system attempted to replicate autocratic teaching styles wherby the role of elearng system was assumed to be for transferring knowledge, as opposed to systems developed later based on Comuter Supported Collaborative Learning (CSCL), which encouraged development of knowledge.
In 1993, William D. Graziadei expanded on these ideas. He developed an online computer- deivered lecture, tutorial, and assessment project using  electronic mail. In 1997, William D. Graziadei published an article describing his strategy for this process and his experience with technology-based course development. He also discussed the possible applications that could be applied for the educational system as a whole. He also discussed how this technology could enhance the current education process and went into detail about the pros and cons of developing further in the field. His publishing had a huge influence in the field and as a result, elearning grew from there.

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