One of the major issues related to EUC is training individuals in colleges and in businesses to adapt to the new technology. This study is motivated by the issues created by end-user computing (EUC) and its growing importance within organizations.
End user training
One of the major issues related to EUC is
training individuals in colleges and in businesses to adapt to the new
technology. This study is motivated by the issues created by end-user computing
(EUC) and its growing importance within organizations.
As a result, both researchers and practitioners
are challenged to find new ways to train end users. Researchers have studied a
number of key variables such as training support, delivery techniques, and
individual differences that can be manipulated to enhance training program
design in response to this challenge.
Massive investments in computing technology by
universities and corporations and subsequent impact on return on investment,
and the dynamic nature of information systems (IS) technology change cause a
continual assessment of the management of IS. There is also a critical need for
computer literacy and aptitude by all students and employees due to the
pervasiveness of computers in the workplace.
More specifically organizations are concerned
about the long- term effect of training on individual performance. This study
proposes an end- user training meta-model that organizations, trainers and
researchers could use to devise effective training systems. This study reports
the result of longitudinal study conducted in an industrial setting but
relevant to other settings from higher education to private agencies and
businesses.
Organizational needs and training methods are
becoming more complex as organizations attempt to reengineer their
administrative and production systems. End
user training to meet these needs imposes an
increase in the complexity and scope on training systems. The skills and
knowledge workers need on the job are rapidly changing and require improvement
in Training Systems.
As a result, both industry managers and
researchers are challenged to find new ways to train employees. In response to
this challenge, researchers have studied key variables such as training
support, training delivery techniques, individual differences of the trainees,
and technology that can be used to enhance effective training program design.
The need for effective training programs and a
variety of approaches to train and develop employees compete for organizational
resources.
In order to achieve the maximum benefits of
change, management must realize that workers are generally capable of
performing above the level their jobs require or allow. In response, corporate
interest in providing training in basic workplace skills has increased.
For
example, corporations such as Texas Instruments require their employees to take
mandatory training in the job areas where they lack ability. Consequently, many
corporations have opted to make rather than buy productive employees by
investing in training programs.