Technology helps organizations to come up with personalized competency-based valuations to advance individualized paths of learning. Subsequently, this heightens retention, enhances engagement, and backs a positive return on investment. Training managers make use of CBT together with assessments to come up with tailored career paths enshrined with algorithms, which spontaneously commend review and new content as inductees go through training (Oesch, 2017). Nonetheless, technology comes with many challenges for organizations because the CBT approach comes with new learning technologies as crucial constituents. As such, this paper outlines the benefits and challenges of using technology in competency-based training .
Benefits of Using Technology in CBT
Technology is significant in CBT because learning founded on technology can be merged with traditional training to boost the effect of training and advance the transmission of new proficiencies at work. Also, technology helps lower the cost of coming up with various individualized opportunities of learning depending on the training needs of each worker (Rothwell & Graber, 2010). Moreover, technology gives the chance for personnel to learn and develop on a daily basis, instead of restricting learning to few weeks or months of formal training. Normally, more growth is experienced when there is a continuous learning process. Finally, technology ensures that employees together with their supervisors are able to take on an increasing obligation for learning. The individualized training development enhances learning and its return-on-investment (Rothwell & Graber, 2010). Hence, it builds the obligation to learn for supervisors and personnel.
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Challenges of Using Technology in CBT
Conversely, technology comes with various risks and challenges for organizations making use of CBT. First, there is the shortage of internal technology expertise making it hard to merge new technological means of training with the old training methods. Also, organizations face the issue of inadequate financial resources to cover for the startup costs of acquiring and implementing technology (Rothwell & Graber, 2010). Additionally, there is the need for training and change management prior to the implementation of a technological solution. Nonetheless, these require a lot of cash to be keyed in, which is hard for many organizations. Moreover, there is the challenge of having technology take the place of competent, effective training and development workers leading to poor outcomes of the CBT projects.
Conclusion
Technology works to enhance the implementation of CBT, which heightens retention, enhances engagement, and backs a positive return on investment. Also, technology ensures the ease of formulating individualized training programs. Similarly, technology allows for a continuous learning process, and prompts people to be obliged to undergo training. However, poor technological expertise in organizations hinder its implementation in CBT. Besides, organizations face the issue of insufficient funds in using technology in CBT. Likewise, change is not easily accepted in organizations to favor technology in CBT.
References
Oesch, T. (2017). Using Technology to Implement Individualized Competency-Based Assessments - Training Industry. Retrieved from https://trainingindustry.com/articles/learning-technologies/using-technology-to-implement-individualized-competency-based-assessments/
Rothwell, W., & Graber, J. (2010). Competency-based training basics . Alexandria, Va.: ASTD Press.
