Essay Sample on Online Training - Key to Enterprise Success: Jennifer Hofmann's Insight

Introduction

Jennifer Hofmann's ideas have some relevance to the concepts in the texts in many ways; for one, the success of any enterprise significantly relies on training in which the online environment plays an essential factor. On this note, Jennifer Hofmann argues that employees need to be trained, and the most crucial aspect of the training is determined by the environment in which instructions are provided. Hofmann supports her idea by suggesting that online platforms are the best for such exercises as they remotely bring together workers with the managers towards a given lesson (Connie, 2015). This is relevant to the text, which emphasizes online classroom, which involves instructions passed to the employees to ensure that they are fit to work with the emerging trends. However, Hofmann's ideas slightly contradict some aspects of the information published in the text; she suggests that blended learning eliminates the physical interaction between the learners and their instructor. She, therefore, focuses much on the provisions of technology and disregarding the role of the traditional aspects. Noe (2016), on the other hand, argued that here is the need for collaboration of the conventional and the approaches brought by technologies for proper employee training and retraining.

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Game-Based Learning (GBL)

Schools and organizations currently embrace Game-based learning (GBL) due to its desirable features, which justifies the need to phase out all other approaches to learning. One of the reasons for this is that it is challenging oriented; learners are presented with a task which they need to accomplish and out of which a winner is expected. All the learners are prompted to do their best since everyone likes to be associated with victory. The approach to learning their influences learners of embraces looking for solutions to challenges; it also applies to employees in every organization, who will do their best to help their firms met their missions. Besides, games are more practical, which allows learners to relate their engaging activities to the real-world tasks that they are facing. Starting Point-Teaching Entry Level Geoscience (2020) indicated that it helps them to stop imagining how they could apply the theories they learn. Still, the practical aspects make the learning sessions lively and relevant to the actual experiences they encounter in their endeavors. The approach also reduces the possibility of experiencing boredom too soon as it happens with the other conventional methods of passing instructions to learners. It is possible because games make the learning sessions relatively enjoyable to those learning.

Social Media for Transfer of Training; Not Popular in Most Organizations Embracing

Any organization does o tem brace social media for training purposes because of the fear of failure. The application of the various social media tools and platforms to train employees requires the need recognition of the culture on which an organization is rooted, and which determine the approach to most activities (Noe, 2016). However, the acceptance and use of such tools have influenced organizations to forget their conventional approach, which makes it quite challenging to integrate the new strategies. For example, even if training employees online is associated with saving millions of dollars but does not fit the values of the organization's culture, there are chances that the trainees will adopt the idea. Organizations have consequently been relatively slow to accept the provisions of social media for employee training.

References

Starting Point-Teaching Entry Level Geoscience. (2020). Game-Based Learning. Games. Retrieved 14 March 2020, from https://serc.carleton.edu/introgeo/games/index.html.

Connie, M. (2015). Insights For Designing Blended Learning. Conversation with Jennifer Hofmann [Podcast]. Retrieved 14 March 2020, from http://theelearningcoach.com/podcasts/25/.

Noe, R. (2016). Employee training and development (7th ed., p. 295). McGraw-Hill Higher Education.