Information Technology Reference
In-Depth Information
Figure 1. Human-computer interaction (adapted from Preece 1994, p.16 and reproduced from McKay
& Martin, 2007, p.322)
ther complicated by the highly visual nature of
multimedia. In previous work (McKay & Martin,
2007) we have highlighted the complexity of
the human computer interaction relationship. As
detailed in Figure 1 all of these components need
to be considered to successfully meet end-user
requirements.
Ultimately successful multidisciplinary col-
laboration requires exceptionally good commu-
nication, analytic, problem solving and conflict
resolution skills for optimum results.
pour endless amounts of money into upgrading
their employees' skill base. The dilemma of this
continual investment in work-place training is the
paucity of research on the actual impact of these
emerging online training tools on institutional
effectiveness.
Many of the e-Learning solutions that have been
implemented recently have been poorly designed
and inadequately tested. Often, paper-based train-
ing materials are simply loaded into a learning
management system or electronic courseware shell
without including adequate knowledge navigation
or consideration for the principles of Instructional
Design. Many e-Learning implementations fail to
check whether learning actually occurs (as demon-
strated by increased proficiency of the participants).
In cases where checks are made, most attempts fail
to use valid measures of the changes in proficiency
(Anderson & Elloumi 2004). It is not surprising that
current e-Learning solutions are poorly regarded by
management and are often unused by employees,
thereby making them ineffective and an expensive
waste of limited online training resources. There is
often no agreement amongst the various corporate
stakeholders to take on ICT infrastructure resource
ownership. Finding the right technological training
continuing profeSSional
eDucation
Human service organizations in general employ
a wide range of people with diverse skill levels
across their provider network. The development
of high level skills across the workforce is expen-
sive and requires major investment (Richardson
2004). Traditionally, employers view training as
an expensive solution that is implemented to fix
problems. In the current climate of changing work
practices, every time a new ICT learning tool
enters the work-environment employers seem to
Search WWH ::




Custom Search