Computer Based Training Business Interchange



Dallas Baptist University
Spring 1999
MISM 6330, Section 01
Database Management Systems
Instructor: Mary Braswell, MBA

Mary L. Everitt
19 April 1999

Table of Contents


Computer-based training (CBT) is an all-encompassing term used to describe any computer-delivered training including CD-ROM and the World Wide Web. CBT courseware curriculum development involves the use of integrated multimedia training tools that have taken the lead in developing training courseware. We have always had workplace learning systems. People best learn many tasks and skills at the workplace or very close to the workplace. There is also plenty of evidence to suggest that if people learn a task or a skill at their workplace, they are more likely to transfer that skill to actual work performance. The interfacing between workplace learning systems and corporate learning systems is a critical strategic issue. In todayís corporate environment centered around cost cutting initiatives there is major pressure from corporate management to keep training near the workplace to avoid the high cost of travel. The purpose of this research paper is to examine new CBT technologies available, evaluate the current CBT presentation methods and explore emerging technologies in the CBT business industry.

Computer Based Training (CBT)
Pacing, branching, and interaction are three unique characteristics that multimedia tools bring to education. As costs decrease and the advantages of multimedia are documented, corporations are rapidly adopting this new instructional method. Major benefits to the individual and organization include instructional flexibility, increased retention, decreased instructional costs, improved performance monitoring, and record keeping.

Web-Based Training

Interactive Distance Learning

Computer Based Training (CBT) Advantages
Corporations agree that training can "...raise productivity, build loyalty, and boost profits" (Henkoff, 1993, p. 62). Traditional corporate instructional methods include on-the-job training, national instruction centers, self-paced in-house video training, workshops, conferences, and manuals. As large organizations further define their instructional strategies they will continue to use a combination of these methods, but they are also introducing multimedia to take advantage of its benefits, both for the individual and for the organization (Oz & White, 1993).
New Employees Don\'t Have to Wait for Training
In many organizations a few people are responsible for presenting training to a large number of employees in a variety of situations. These situations include orientation and basic skills for new employees, continuing technical skills training for specialized employees, and non-technical and/or remedial skills or regulatory training. Multimedia methods allow timely training for all employees. For Federal Express, "The greatest benefit [to multimedia training] is time compression..." (Tynan, 1993, p. 43).
Take the Training to the Employee
With the use of networks, notebook computers, and multimedia CD-ROM players, training can be integrated directly into the employee\'s work, home, or commuting environment (Caton, 1992; Sony, 1993). "Multimedia allows us to do remedial training at point-of-need for people in all locations" (Bjorling, 1992, p. 6).
Each Employee Gets Personalized Training
Using multimedia authoring software a manager can design training around specific employee requirements. Thus, employees can automatically study material that meets their specific needs. For example, over 10,000 Allstate insurance agents and 15,000 support staff need to understand the legal language of insurance policies and explain it to customers. As needed, agents can study auto, homeowners, or business insurance (ICON Associates, 1992).
Each Organization Gets Personalized Training
The organization can maintain and monitor its instructional standards program. From both a legal and safety perspective, corporate managers are concerned about employees receiving the same training and about the corporation\'s documentation of training programs. Computer-managed instruction provides for these needs. "Xerox can guarantee a consistent level of education to its far-flung service personnel..." (Tynan, 1993, p. 42).
Learning Is Self-Paced
Since computer-based training (CBT) is self-paced and flexible, students can skip material they have already mastered and concentrate on material they have not yet learned. Additionally, students can play back materials for review. Students "...develop skills faster and have higher retention rates when they control the training vehicle as they can with CBT" (Janson, 1992, p. 92).
Increased Retention
Research, comparing traditional classroom methods with multimedia training, shows the latter to be more effective in helping employees retain information because of the increased relevance of the training. Bethlehem Steel has several multimedia training courses available and has found that employee retention improved 20 to 40% (Interactive video, 1991) when multimedia training is used.