Employees can obtain the training they need in the comfort of their own city, office, or home. These can even be accessed using application technology on cell phones. Training videos, including breakout sessions, can save companies money by not requiring travel to a session. In another example, this software can be used to quickly communicate product changes to the sales team, who then begin the process of positioning their products to consumers. There is also a channel in the software that allows the vice president to communicate with employees on a regular basis to improve employee communications. “Video Community for the Enterprise,” Social Learning eXchange, accessed July 25, 2010. For example, SLX is used at Sun Professional Services division by delivering instructional videos on tools and software, which employees can view at their own pace. The implications of this type of software are numerous. The SLX software allows training to be delivered in an interactive manner in multiple locations. “2010 Top 25 Winners,” Training Magazine, accessed July 25, 2010. In fact, Sun Microsystems received a Best Practices Award from Training Magazine for this innovative software in 2010. This type of training allows people across the country to connect with each other, saving both money and time. Sun Microsystems, for example, has developed just the kind of software mentioned above, called Social Learning eXchange (SLX). Training has become highly interactive, technical, and interesting owing to the amount of multimedia we can use. ![]() ![]() No longer do people sit in hot, stuffy rooms to get training on boring content. You receive an e-mail from your HR manager asking you to complete a training assessment located in a specific channel in the software, and you happily comply because you have an entirely new perspective on what training can be. In fact, on your bus ride home from work, you access the channels on your iPhone, chatting with a colleague in your other office about the sexual harassment training assignment you have due next week. If you want to review the material, you simply click on a review and the entire session or parts of the training can be reviewed. You communicate about the material and complete the assignments in teams with members of your Washington, DC, office. Once the training is finished, there are assignments to be completed via specific channels that have been set up for this training. It is highly interactive and interesting. Your colleagues in the Washington, DC, office are able to see the same training and, via video conferencing, are able to participate in the discussions. The videos stop, and there is a recorded discussion about what the videos portrayed. When the training starts, you are introduced (via video) on each of the computers to a series of sexual harassment example scenarios. The HR manager greets you and asks you to take a seat. When you step into the conference room, however, you see something very different.Ĭomputers are set up at every chair with a video ready to start on the computer. As you walk to the conference room, you run into a colleague who is taking the same training that day and commiserate on how boring this training is probably going to be. You groan to yourself, not looking forward to sitting in a conference room and seeing PowerPoint slide after PowerPoint slide. Imagine this: You have a pile of work on your desk and as you get started, your Outlook calendar reminds you about a sexual harassment training in ten minutes. ![]() zip file containing this book to use offline, simply click here. You can browse or download additional books there. More information is available on this project's attribution page.įor more information on the source of this book, or why it is available for free, please see the project's home page. ![]() Additionally, per the publisher's request, their name has been removed in some passages. However, the publisher has asked for the customary Creative Commons attribution to the original publisher, authors, title, and book URI to be removed. Normally, the author and publisher would be credited here. This content was accessible as of December 29, 2012, and it was downloaded then by Andy Schmitz in an effort to preserve the availability of this book. See the license for more details, but that basically means you can share this book as long as you credit the author (but see below), don't make money from it, and do make it available to everyone else under the same terms. This book is licensed under a Creative Commons by-nc-sa 3.0 license.
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