Monday, April 29, 2002		Article

Computer makes bankers learn faster
S.C. Dhall

THE development in technology has created interest among training managers and trainers. The opportunities presented by technological advancements could bring about drastic changes in training techniques and could substantially improve the effectiveness of training methodology.

New technologies offer more than equipping trainers with better training aids. Potentially, they could lead to a totally new approach to training. Technology driven techniques available to the trainers have made sea changes in implementing the training objectives and approach, according to Sharad Kumar, Bankers training college. RBI, Mumbai.

The increased capacities and the speed of computers availability of users friendly packages, particularly graphic-user interface, and spread of microprocessors at affordable costs have been the reason for increasing popularity of computer-based training (CBT). A single CD can store information of many compendiums and encyclopedia. The user has the choice to browse the topic of choice with random access without loss of time.

The CBT (computer based training) is a valuable vehicle for learning technical skills, particularly where a large number of persons are to be trained. The simple CBT is of limited value in teaching practice-oriented skills needing face-to-face interaction like communication, team building, decision-making, etc. In the advanced version of CBT, the interactive video consists of a combination of video pictures that are sound linked to text and graphics on the screen. The user is invited to choose a response to situations, which simulate real life. He or she makes a judgment and takes a route through the program accordingly.

The CBT is traditionally divided into computer-assisted instruction (CAI) and computer management instruction (CMI). The CAI is simple individualised training delivered by some sort of computer terminal. The training material can be anything from highly complex situations to simple text. One drawback of the CAI is that the instructor’s course management functions of record keeping and prescription of learning are more difficult because the learners are at different points in the training.

The CMI overcomes the problem to a great extent. The CMI helps to administer testing record keeping, etc. The computer gives the tests, grades them, records, results and prescribes learning activities for learners who do not perform the required standard. The computer can also store learners’ responses for the training management team to use this feedback for evaluation and analysis purpose.

If properly managed and introduced, CBT offers a new opportunity for the trainer because of its flexibility and ease of access. It can permit training, which is more accessible, quicker, more effective and better related to user needs.

The technology can be extended further by coupling an interactive videodisc with a videotape camera to allow role-play responses. The trainee’s response or initiative is videotaped and played back. The trainee can improve the performance by review and evaluation with the help of the instructor. More sophisticated opportunities are emerging from the development of expert systems which use programs based on specialist knowledge that can solve problems intelligently.

According to Mr P.K. Uppal, manager of a bank, the training and learning opportunities arise as a consequence of technological developments. The driving force behind such developments is generally the business strategy of the organisation. The job-training manager is, therefore, to ensure that where new technology has the potential value in the training arena, this is given full attention at the time of training design stage with flexibility for absorption of future developments in technology.