Future of Training

Futureof Training

Futureof Training

Trainingis one of the vital activities that occur in any organization with anobjective to progress. Training targets specific goals to helpemployees acquire new skills required for a particular job. Thus, itis about gaining new skills expertise and qualifications needed forthe job to support workers advancement, which leads to increasedmotivation (Findley et al., 2013). Besides, it provides significantopportunities to expand the knowledge base by addressing employees’weaknesses and improving their performance. Nowadays, mostorganizations are investing in training as a strategy to attain itsessential sustainability goals (Noe, 2010). Hence, there aresignificant developments in the training sector as employers look forbetter and cost-effective strategies. Furthermore, in the currentuncertain economy where stretched finances and decreasing teamschallenge the organizational management, the traditional trainingmethods are no longer effective (Findley et al., 2013). Consequently,organizations and employers are abandoning the traditional trainingmethods, which involves using skilled and experienced trainers in alive classroom because they are time-consuming thus expensive.Accordingly, they have embraced several new trends that can improvetraining and be cost-effective such as increased use of newtechnologies when training and forming training partnerships andoutsourcing training (Noe, 2010). Even so, these two trends comparesto the traditional training methods in several ways.

Today,technology is integrated into every aspect of business and thesociety. Advancement in technology has altered how people learn andundergo training. Since 2002, technology-based training has increasedrapidly. The new technology is helping organizations to reduce thecost of delivering training (Maxwell, 2012). The use of newtechnologies improves the training sessions to be more interactiveand realistic. It has changed how employees can access trainingmaterials and sessions. Besides, technology has also madecollaboration and interaction approach much easier. Today, employeeshave easily accessible and broad platforms to share what they havelearned and apply the knowledge in their work (Findley et al., 2013).On the other hand, the work environment is also changing whereorganizations are embracing approaches such as telecommuting, whichmeans that the traditional training methods are no longer applicable.Hence, the training field is embracing the upcoming trends andremains on the cutting edge of research and application ofalternative training delivery techniques (Maxwell, 2012).

Onlineand mobile learning are some of the new technologies used intraining. E-learning is one of the effects of the internet’s impacton training. Employees can now go to various websites, bulletins, andportals and get their training articles and materials as they require(Noe, 2010). Similarly, mobile learning enables the workers todownload the training materials on their hand drives or any otherportal storage, read, and reviews them at any time withoutinterrupting their work. Wireless and mobile technologies haveenabled employees to increase productivity and virtual teamcollaboration. Thus, it helps to reduce the traveling expenses, whichin turn reduces the training costs (Noe, 2010). The use newtechnologies are somehow similar to the traditional methods oftraining workers in a classroom using experienced trainers. Themultimedia technology allows the mixture of audio, text, and graphicsto the training content, which becomes more smart and interactive.Likewise, the workers interact with the trainer and each other whentraining takes place in a classroom setup (Noe, 2010). Moreover, inboth techniques, the trainee can interact with the materials and getan instant answers and feedback.

Nonetheless,unlike the traditional methods, employees can now access theirtraining sessions at any place and time. Initially, conventionaltraining methods required the employees to be physically present inthe lecture hall. Therefore, it was time-consuming and mainlyaffected productivity since the workers had to leave their duties toattend the sessions. However, the technological advancements havemade it possible for employees to access their training from home orany other place (Maxwell, 2012). Unlike the traditional methods, themodern training techniques allows employees to learn at their pacebecause it does not involve long explanations, and the employees areencouraged to participate. Furthermore, increased use of newtechnologies has transformed the training into a more interactive andflexible process. It is distinct from the traditional methods thatmainly used lectures and group activities to introduce diversity andmaintain the employee’s interests and concentration. Contrary tothe traditional training approaches, the modern training using newtechnologies helps to break down the time and geographical barriersbetween organizations and their employees (Maxwell, 2012).

Theuse of the advanced techniques in training will probably increaseeven further due to their benefits and various technologicaladvancements in all fields. Thus, it will affect the future oftraining. First, training will be even cheaper and easily accessible.Organization will no longer require investing in elaborate trainingequipment and extended planning because the new technologies offerinexpensive and flexible alternatives (Findley et al., 2013). Theadvancement will positively affect organizational and employee’spersonal development. Currently, employees can attend any trainingsession that conveniently fits into their schedules. As such, theycan maximize their time, learn new skills, and integrate them intotheir work practices while still sharing information and new ideaswith their colleagues. Today, training is becoming more performancefocused to improve the business results (Findley et al., 2013).However, the new technologies place the employees in a passive ratherthan an active role. Besides, technology is costly, whichnecessitates the organization to use various motivation techniques topersuade the employees to access training.

Secondly,organizations are increasingly forming partnerships and outsourcingtraining. Companies require efficient training programs to transferskills and knowledge to the employees, partners, and customers (Noe,2010). Thus, it helps the organization in retaining employees even asthey strive to improve speed and expertise. Consequently, thecompanies are forming partnerships with the external suppliers tosubcontract the training services. Today, increased downsizing hasresulted in reduced training staffs and the demand for the trainingservices keep on changing. The decision to outsource often lies onthe determination whether the employees can maintain the neededcapacity and quality of training (Anderson, 2011).

Similarly,partnerships and outsourcing training shares some similarities anddifferences with the traditional training methods. Like thetraditional methods, partnership and outsourcing in most casesrequire the employees to attend the training sessions physically.Thus, it affects their work schedules and temporarily disrupts theprovision of services because the employees have to leave work toattend training (Bansal, 2014). Besides, both techniques require thattraining be relevant and timely. For example, if a company isintroducing a new system, it should plan training sessions before thefirst phase of the new system is implemented. Therefore, theemployees can apply what they learned to operate the new system.

Nevertheless,unlike the traditional approach, partnerships and outsourcing aremuch cheaper because it reduces the costs of training infrastructure.In the traditional methods, the organizations have customizedtraining materials. On the contrary, forming partnership andoutsourcing denies the organizations this type of control. Thetraining service provider decides on the content and format of thetraining programs. Besides, the training companies retain theexclusive rights to all training materials thus, the companiescannot modify the materials for future internal training needs(Bansal, 2014). Such restrictions make the companies dependent on theservice providers to create a skilled workforce, which is a primarysuccess factor for any business. Furthermore, any technologicaladvancements or new regulations make the previous training outdatedwhich increase the overall training cost for the company.

Equally,partnership and outsourcing will affect the future of training inseveral ways (Noe, 2010). The organization will have the opportunityto offer specialized services and the best training professionalswithout incurring too many expenses. Besides, the strategy will haveincrease business impact due to the quality of training servicesoffered and the speed. In future, as companies expand globally, itwill be necessary to adapt training methods and still content tolocal cultures. It will also affect trainers since they will need touse more technology to mitigate the current limitations (Noe, 2010).Furthermore, it will transform training into a lasting businessstrategy. The outsourcing decision helps to improve the long-termbusiness performance. However, organizations should be cautious whenselecting potential training vendors. It includes evaluating thestrengths and weaknesses of every applicant to determine who has thebest to offer for the company’s benefits (Bansal, 2014).

Inconclusion, training is a vital part of the business developmentstrategy. Nonetheless, it has changed significantly due to improvedtechnologies and development of new training techniques. Some of thenew trends are the better use of new technologies during training andincreased use of training partnerships and outsourcing training.Technology has evolved to make different aspects of life much easiersuch as communication, learning, shopping, work among others.Training is also one of the major areas affected by the currenttechnological evolution. Organizations are now incorporatingtechnologies such as e-learning and mobile learning to trainemployees. It is much easier and flexible because employees canaccess their training sessions and materials at any time. Thetechniques compare to the traditional training because they bothallow the trainees to interact with the trainer and learningmaterials to get immediate answers and feedback. Nevertheless, moderntechnologies allow employees to access training materials at anyplace and time, which is impossible with the traditional method.Secondly, training partnership and outsourcing has also changed theway organizations educate their employees. Likewise, it shares thesimilarities to the traditional training methods because theemployees have to attend training, and it disrupts their workschedules. However, they are also different since in outsourcing theorganization loses control over the training materials contrary tothe traditional methods. There is no doubt that training willcontinue to change as technology continues to develop, andorganizations look for new cost-effective techniques to improve theseexercises. Thus, these improvements have proved to help anorganization attain their goals and promote development.


Anderson,C. (2011). OutsourcingTraining to Transfer Knowledge.Retrieved fromhttp://www.clomedia.com/articles/outsource-training-to-transfer-knowledge

Bansal,A. (2014). Training Process Outsourcing-Emerging Need of VariousMedium and Small Sized Companies. InternationalJournal of Innovative Science and Modern Engineering,2(4), 1-3. Retrieved fromhttp://www.ijisme.org/attachments/File/v2i4/D0603032414.pdf

Findley,H., Reynolds, A., Davis, B., &amp Belcher, W. (2013). Evolutionof and Current Trends in Training.Retrieved from http://www.aabri.com/NO2013Manuscripts/NO13056.pdf

Maxwell,A. (2012). Technological Advancements in Methods of Training withReference to Online Training: Impact and Issues for Organizations.Journalof Arts, Science &amp Commerce,3(2), 87-95. Retrieved fromhttp://www.researchersworld.com/vol3/issue3/vol3_issue3_2/Paper_12.pdf

Noe,R. A. (2010). EmployeeTraining and Development.(5th ed.). New York, NY: McGraw-Hill/Irwin.