Sherma Edwards

OMDE 608 Section 9040

October 12, 2014
Assignment 2

Benefits of Learner Support in Workplace Training

Sherma Edwards
University of Maryland University College

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Sherma Edwards
OMDE 608 Section 9040
October 12, 2014
Assignment 2

Introduction
The authors in the article, Learner Support in Workplace Training emphasizes that
organizations must practice learner support and realize that the key to their success is a result
of substantial goals met by learners (Smith & Drago, 2004, p.193). Smith and Drago (2004)
present examples and discuss the goals of workplace training, trainee profile, solutions to
challenges faced by the workplace learner and the importance of creating a learner support
plan (p.193). The results gathered in the article conclude that a learning culture will only exist if
an organizations management team is on board and communicates collaboratively with learners.
In addition, a new learner must be exposed to orientation programs in order to assess his or her
skills and there should be access to learner support, incentives, tracking of completion rates and
effectiveness of the programs (Smith & Drago, 2004). The authors discuss the benefits of
providing support to the workplace learner and also believe their debate is evident and a lack of
scholarly resources illustrates the return of investments (ROI) (Smith & Drago, 2004, p.201).
Although the article mentions a lack of existing data to support ROI, this paper seeks to
corroborate the authors claims that the investment in training is still necessary for an
organizations success. Although the article was published a decade ago, other sources today
agree with their thesis and assertion. Theory and examples will be used to prove the importance
of learning support in the workplace. Learner support in workplace and training can increase
current labor productivity, knowledge, skills and services of existing workers. In return, the
increase in skills will give the organization a competitive edge and workers will adapt well to
inevitable change. Improvement in technology and potential short-term issues will also be
minimized as a result of effective training done in the workplace.

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Sherma Edwards
OMDE 608 Section 9040
October 12, 2014
Assignment 2

Return of Investment
In hope of developing a competitive advantage, many companies view their workers as a
form of financial asset or capital (Percival, Cozzarin & Formaneck, 2013). Leadership teams
encourage and practice support through training to better assist and improve skills. Training as a
form of investment can be low because leaders or managers fail to evaluate or measure the
effects of training within their organization (Percival, Cozzarin & Formaneck, 2013, p. 21). As
a result of their incompetency, organizations will not know the type of economic impact that
may exist when implementing workplace training (Percival, Cozzarin & Formaneck, 2013, p.
21). According to the observation by Percival, Cozzarin & Formaneck (2013) in the years, 1999
to 2005 the cost of the training will also have an impact on ROI. However, a long- term analytic
measurement of teaching and learning needs to be conducted for a ROI to be determined. Their
results showed little financial effect during the seven year period because of the short time span
and limited in-depth data and analysis covered (p.29).
Importance of Learner Support in the Workplace Training
Employees help with meeting the demands, labor productivity or values for their
organization, targeted market segment and stakeholders. He or she must learn how to enhance his
or her cognitive and social skills. He or she must also adapt to cultural diversity, while improving
individual performance to meet business needs. All of the above are characteristics that will help
increase success rates within any organization. Therefore, it is important that leadership teams
evaluate employees performance since this will expand both value and production in today and
future global markets (Drucker, 1973). As a result staff support is necessary for survival in the
21st century industry.
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Sherma Edwards
OMDE 608 Section 9040
October 12, 2014
Assignment 2

Increase in Skills and Knowledge

In the 21st century, economically advanced or developing countries, skills and
competencies are relevant and workers in todays marketplace must to learn how to multi-task
in a knowledge-based work environment (Bates & Sangra, 2011, p. 9). Knowledge-based
companies often utilize web 2.0 or collaborative tools in addition to building partnerships and
networking in hope of developing the organizations core values and for companies to be
successful. These types of employees must constantly remain current in their field, and
continuously learn throughout their life-span (Bates & Sangra, 2011). According to the Bates and
Sangras (2011) Partnership for 21st Century Skills report, these types of workers must be
effective communicators, team-players, risk-takers, creative, ability to adapt to change and to
work independently (p. 10). Meeting these demands requires an investment in training.
Competitive Edge
Economic globalization has an impact on the norms in todays society. According to
Percival, Cozzarin & Formaneck (2013), employee training will help with the competitiveness
organizations may face. The data illustrated in the article states that The World Competitiveness
Yearbook reports that Canadas competitiveness has fallen from between 1113th in the world
to 16th place in 2009 (p. 21). The case study was examined for a period of seven years and
included fourteen industries in Canada. Out of those examined, 12 out of the 14 industries
productivity were successful because of workplace training (Percival, Cozzarin & Formaneck,
2013). Issues such as meeting the demand, global knowledge economy and competition must be
addressed for organizations to build a competitive edge in todays growing economic market.
New learning patterns, styles, deliverance, expansion of teaching and learning must be practiced
to encourage both tenure and organizational survival.
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Sherma Edwards
OMDE 608 Section 9040
October 12, 2014
Assignment 2

Moreover, openness is a key value for employee collaboration, consultation, liability and
greater effectiveness and growth in the organization. Partners and leaderships must provide
workers with accessible learning tools so that they can get the job done in a timely or calm
manner. Applying orientation classes when training is conducted can help with time management
skills, troubleshooting and technical issues, eliminating students to fall behind. This will help
with retention and community building.
Improvement in Technology and Adaptation to Change
Global trade, globalization and societal shift in the economy have influenced and
encouraged organizations all over the world to change. This impact has modified society to shift
from an industrial era to a digital and knowledge-based age (Cleveland-Innes & Garrison, 2010).
Learning how to manage change, flexibility, and remaining coherent are all strategies that
industries struggle with, especially with the vast improvement in technology. Asynchronous and
synchronous communication needed for industries to run effectively and for learners to
understand or access materials. One way organizations can stimulate change is to remain
consistent and up to date with technology through workplace training. Information transfer, skill
and competency development is accomplished when employees are appropriately trained
(Smith & Drago, 2004, p.194). This helps with the businesses structure and empowerment
process when dealing with problems that improve effective communication. Effective
communication can lead to successful functioning, good rapport, team building and trust within
the establishment between both leaders and followers (Blaschke, 2004).
When organizations invest in training, and employees and their productivity are not
increased, what does this mean? Does it mean that the business has failed? Rendering to the case
study by Percival, Cozzarin, & Formaneck (2013), if training fails to add financial value, why
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Sherma Edwards
OMDE 608 Section 9040
October 12, 2014
Assignment 2

should companies continue to invest in it? The authors concludes by stating technology requires
leaders to invest in such training efforts to stay current in productivity or their field and since
investment towards training may sometimes be low then current productivity will not be affected
but potentially long-term goals will be. Regardless, other than ROI, training employees have
multiples benefits based on previous examples listed (Percival, Cozzarin, & Formaneck, 2013).
Conclusion
There are significant benefits to supporting learners in the workplace training. Effective
training can increase skills, knowledge, productivity, workforce changes as well as technology.
Other positive attributes include maintenance of higher retention rates, flexibility and training
can provide the establishment with a competitive edge. These are all solid evidence to argue its
value to organizations today despite its potential lack of ROI. As stated in the analysis above, as
an adult distance education learner who has experienced workplace training, I value the benefits
of learner support. It will allow me to become more marketable.

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Sherma Edwards
OMDE 608 Section 9040
October 12, 2014
Assignment 2

References
Bates, A. & Sangra, A. (2011) Managing technology in higher education: Strategies for
transforming teaching and learning. San Francisco: Josey-Bass
Blaschke, L. (2004). Sustaining online collaboration: Seven lessons for application in the
Volkswagen AutoUni. In U. Bernath & A. Szcs (Eds.), Proceedings of the 3rd EDEN
Research Workshop Oldenburg, March 4-6, 2004, (pp. 388-394). Oldenburg:
Bibliotheks- und Informationssystem der Universitt Oldenburg.
Cleveland-Innes & Garrison. (2010) An introduction to distance education. Understanding
teaching and learning in a new era. New York: Routledge
Drucker, P.F. (1973). Management: Tasks, responsibilities, practices. New York: Harper and Row
Management Library. Kindle Version.
Smith, L., & Drago, K. (2004). Learner support in workplace training. In J. E. Brindley, C.
Walti, & O. Zawacki- Richter (Eds.), Learner support in open, distance and online
learning environments (pp. 193-203). Oldenburg: Bibliotheks-und Informationssystem
der Universitt Oldenburg.
Percival, J.C., Cozzarin, B.P., &Formaneck, S.D. (2013). Return on investment for workplace
training: the Canadian experience. International Journal Of Training & Development,
17(1), 20-32. Doi:10.1111/ijtd.12002

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