How To Use Programmed Learning In Online Training
B.F. Skinner is one of the most notable names in the world of psychology, behavioral psychology in particular. In 1954, he carried out a number of studies that centered on technology-assisted learning. Skinner's line of thinking was that traditional classrooms didn't offer students the opportunity to learn at their own pace or the timely reinforcement they required. Simply put, teachers were outnumbered and learners weren't able to receive the individualized support they needed to succeed.
His solution to this problem was a "teaching machine" [1] which allowed learners to progress through the content in a specific sequence. After reviewing the information, learners are asked to complete an assessment; the system reveals the correct answer after each question, and this positively reinforces correct learning behaviors and corrects those that are unfavorable. If they answer the question incorrectly, for example, the system will immediately reveal the right solution so that they can commit it to memory.
6 Tips To Use Programmed Learning In Your Online Training Course Design
- Develop a self-paced online training course.
Create a self-paced online training course that corporate learners can complete at their own pace. They won't have to worry about keeping up with their peers or fitting the online training sessions into their busy schedules, as they are able to participate whenever it's most convenient. If you are taking the self-paced route, it's essential to create a detailed outline that corporate learners can follow, as well as explicit instructions that help them get the most out of the online training course. You should also clearly state the objectives, goals, and expectations to ensure that they focus on the right targets. Training contracts can also be an invaluable tool if you are working with distracted or unmotivated corporate learners, as it holds them accountable and gives them control over the process. - Create bite-sized online training activities.
Corporate learners must have access to online training resources during their "moment of need", as well as when it fits into their work schedules. Forcing them to participate in lengthy online training courses when they should be doing their job duties will only decrease profits and productivity. On the other hand, bite-sized online training activities give them the information they need quickly so that they can apply the knowledge or skills immediately. Programmed Learning in online training also helps to reduce cognitive overload and improve retention. eLearning videos, interactive presentations, eLearning games, and infographics are great microlearning online training activities that can be added to your Programmed Learning strategy. Ideally, the online training activities should be mobile-friendly so that employees can access them anytime, anywhere. - Use simulations to stress real world applications.
One of the primary goals of Programmed Learning in online training is to reinforce positive behaviors. You can accomplish this by integrating interactive online training simulations into your course design, which also help emphasize the real world benefits and applications of the online training. Simulations encourage employees to put the information into practice and see the connection between new ideas and preexisting knowledge. Instead of just reading about the steps involved they actually have to go through the motions and experience the repercussions of their actions. - Integrate branching scenarios that offer immediate feedback.
Branching scenarios offer your employees the chance to see where each path will take them. If they make an incorrect choice they will immediately know what they did wrong and how to remedy the issue. This is in stark contrast to traditional assessments, wherein employees must wait for their results and don't typically receive individualized feedback. In the case of branching scenarios, positive performance behaviors are reinforced and negative behaviors can be quickly modified. Employees don't have to worry about committing the wrong information to memory, because they have the chance to discover the correct response right after they make the error. - Develop individualized online training paths.
Every employee should have the opportunity to create a personalized online training path that meets their specific needs. This plan typically outlines their goals, objectives, preferences, online training timeline, and eLearning assessment methods. Programmed Learning in online training relies heavily on self-guided activities, and creating an individualized online training path can boost employee motivation and make them feel like they are in charge of their own online training. Thus, distracted or unmotivated corporate learners are more likely to actively participate, since they have the ability to track their progress and focus on goals that matter to them. - Include performance assessment "bookends".
In order to fill the performance and skill gaps you must first identify what they are. This can be achieved by integrating assessment "bookends" at the beginning and end of each lesson. The pre-assessment should gauge an employee's preexisting knowledge. What skills and information do they currently possess? What is their level of proficiency? Do they have any prior experience with the topic? The final summative assessment should focus on how much information they've gathered during the online training experience. Are they now able to complete the necessary tasks? Have they built the essential skills they require in the workplace? After they have completed the bookend exams you can then compare the results and see how far they've progressed. This also helps you determine if they need additional support resources, such as mentoring or coaching, after the online training session.
Programmed Learning in online training is an effective approach for self-guided online training courses, but it is also ideally suited for online training programs that cater to unmotivated or introverted corporate learners. This is due to the fact that it offers them the immediate reinforcement they need to stay on track, as well as self-assessments that can help them identify their strengths and weaknesses.
Would you like to know more about Skinner's educational model? Read the article Instructional Design Models and Theories: Programmed Instruction Educational Model to discover the models, principles, and process of Programmed Instruction.
References
- Skinner, B. F. (1958). Teaching machines. Science 128 (967-77), 137-58.
