![]() When recruiting and hiring new employees, the main challenge is to quickly and effectively make them thoroughly aware of and understand the organization’s internal policies and procedures. Unlike previous training, the focus of AI-based training has shifted from instructor-centric to learner-centric.Īrtificial intelligence should be applied to enterprise training to take on and help enterprises solve their training challenges. He noted that if trainees receive AI intelligence training, they will perform two standard deviations better than in traditional teaching methods. Ong and Ramachandran ( 2003) suggest that training performance and return on investment (ROI) can be improved with AI technology, which can achieve the goal of cost-effective scenarios or exercises. The challenge for CBT and WBT technologies is therefore to encode the subject knowledge and teaching skills of a company’s best employees into software that will allow them to enjoy the benefits of training (Ong & Ramachandran, 2003). The cost of assigning a tutor to each student is too high. Based on the tutor-to-student rate, it can take a while for the tutor to help the student. When problems are encountered, they must await the assistance of online tutors. While accessing the Internet, learners often depend on asynchronous exchanges to obtain assistance from tutors and to solve their difficulties. While WBT alleviates the difficult logistics associated with delivering and setting up study software, the didactic limitations are equally evident. An ever-growing range of enterprises is introducing technologies-based training to enhance or replace traditional training forms (Salas et al., 2012).Ĭomputer-based multimedia training (CBT) technology and web-based training (WBT) technology alleviate the problems of traditional training, but CBT systems do not provide intelligent, personalized training, evaluation, and feedback that students require to gain extensive and in-depth professional knowledge. With the development of information technology and artificial intelligence, there is scope for further exploration of ways to address these issues. It is also very expensive to put novices with average conventional training on the job because of the additional costs associated with sub-optimal performance. The cost limits the amount of conventional training that can be provided and employees must hone their skills on the job. However, this requires broad exercises in solving complicated issues in a variety of contexts, coupled with personalized tutoring and feedback to become a truly skilled employee. In other words, they orient trainees to principles and concepts, pose them with relatively easy questions to try out this acquired knowledge, and then provide them with some opportunities to use it in exercises or situations. The shortcomings of most traditional training methods and techniques usually produce “trained novices” at most (Ong & Ramachandran, 2003). These have led to a failure to meet the needs of the organization and the trainees (LiT et al., 2019). ![]() However, traditional training is faced with a few problems, such as a single approach to the training, training content that does not effectively meet the needs of employees, training objectives that are not integrated with organizational objectives, and training that lacks systematicity. Trainees are also expected to receive personalized training in relevant areas of expertise and operational skills that will help them to overcome career bottlenecks (LiT et al., 2019). The core of training and development efforts is to help employees learn to improve their knowledge, skills, and competencies for current and future work. With the need to continually upskill employees in organizations required by the rapid innovation and disruption of today’s business processes and technologies, training demands are becoming more personalized and adaptable to changing practices. Knowledge innovation and learning undoubtedly appear to be important for employees. The quadruple and quintuple helices are grounded in democracy and ecology (Carayannis et al., 2021). ![]() While the quadruple helix encourages the knowledge society perspective, the quintuple helix emphasizes the necessary socio-ecological transformation, which is also the driving force for knowledge innovation (Carayannis et al., 2012).
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