Impact of Technology on Employee Training Research Paper

Impact of Technology on Employee Training - Research Paper Example Technology may include software programs or hardware which get incorporated into organizations. For maximum production, employees need to get trained on the new technology. As organizations invest in new technology, so does employee training become necessary (Daft, 2009). Training and IT departments in organizations get involved with provisioning the employees with the necessary techniques required for handling the technology. Management and stakeholders want to see technology acquired implemented in the organization, and it is therefore, necessary for employees to get trained. This paper will discuss the impact of technology in employee training. Importance of employee training When a firm acquires new technology, it is vital for the company to train its employees to ensure the overall success of the technology getting incorporated. Below are reasons as to why employee training is beneficial to an organization incorporating new technology: Employee training assists in maximizing the potential of the technology. If the employees become aware of using the new technology, they will get to use it to its maximum potential. This will only serve to benefit the organization as there will be increased efficiency (Daft, 2009). Proper training ensures that employees become willing to change and adopt newer ways of the firm’s operation (Kleynhans, 2006). ... If employees get to understand the benefits of the new technology through training, it gets easier to revolutionize the organizations technological needs. Employee training Employees within an organization get trained using various approaches to enlighten them on new technology. Training may get conducted internally or externally. Internal training gets carried out by the IT or training departments within the organization (Cornelius, 2001). External training gets conducted by an external consultant or the supplier of technology. The traditional method of training has always been classroom based. This approach towards training proves to fall short in addressing the challenges raised by the technology introduced in the organization. Class room based training falls short in addressing the personal needs of the training participants. Class room based training takes a holistic approach towards training (Daft, 2009). This traditional method of training does not identify and address individ ual gaps needed by the trainees. It does not explain the perceived benefits to the trainees nor does it take into account the prior knowledge of trainees about the technology. This traditional method of training does not also support maximum knowledge retention among employees as the class room instructions quickly decrease prior to their application in the work environment (Cornelius, 2001). Another training methodology instigated by organizations in incorporating new technology is self learning (Cornelius, 2001). This method involves the employees to learn on the technology by their accord through using it. This method is an ineffective way of training employees. This method is not beneficial to the firm if the technology is to become impacted through the entire organization. This

Organizational Philosophies and Technology Paper Essay

Organizational Philosophies and Technology Paper - Essay Example Technology can, very easily, support an ethical business culture. This requires the development of an organization culture of ethics first, before employing technology to maintain that culture despite situations that challenge the company’s values. Ethics is crucially important for the success (and failure) of companies. In particular, in the case of successful companies, ethics provides a framework for actions that are conducive to relationships with others, the environment, and the public. These actions bring about mutually beneficial results, which lay the foundation for positive public relations. In the case of failed companies, ethics provides a challenge to be overcome with immoral, and sometimes unlawful, acts. Ethics, taken in this way, is defined primarily by the moral, social, and organizational context of the company. Company culture must take into account this context. For instance, a cosmetics company that tests its products on live monkey and other animals may ha ve to deal with the ethical context with changing social attitudes toward testing on live animals. For instance, the Cosmetic, Toiletry, and Fragrance Association (CTFA) trade-group, consisting of 600 member companies, has controlled vast amounts of resources in order to sway public opinion its animal testing since the industry came under scrutiny in the 1980s (Farsetta, 2006). Companies utilize technology not only to gain favor with the public, but also to maintain and manage their ethical standards and guidelines internally amongst its employees. One way to control how employees interact with customers or vendors is to observe the employees’ emails and telephone correspondence. Some interpret this as a necessary method for avoiding unethical situations with relation to employee-customer relationships; others interpret this as a breach of employee privacy. Another method is filtering searchable websites at the company’s office. A more effective means of managing the e thical corporate culture of one’s organization is to have employees agree with the company to conduct themselves in an ethical manner, according to the company’s values and ethical standards. In return, the employers then give the employees enough privacy in order to do their work effectively. This alternative seems to spare companies the duty of spying on their employees to the extent that current technology allows. From this case, it seems technology has a wide range for ethical and unethical uses in the 21st century business environment. Methods like monitoring employees and filtering viewable websites, while seemingly superficial, contribute to a culture of productivity that excludes actions that detract from the company’s fundamental values. Additionally, it is important for senior levels of management to lead by example: setting these values and working them into the company culture from the top-down. Through these individuals, the company culture and gene ral tone are set for the remainder of the workforce to follow. Managers can either set this example using technology by communicating instantly with all of their employees or giving their employees technology-enhanced values training. Each of these methods ensures that not only will employees treat customers with respect and integrity,