| In the past few years, certain common trends have | | | | modules that organizations have used for years, there |
| emerged in the market for computing training. In the | | | | is a rising trend of computer training being delivered on |
| face of difficult economic situations, the corporate | | | | a customized basis to individuals. This is more so since |
| sector has started implementing a host of measures | | | | with increasing time, people prefer more individual |
| aimed at streamlining investments in computer training | | | | attention and training that has been created to suit their |
| as well as the personnel who deliver the training. In | | | | needs instead of generic training that is more |
| fact, one study notes that 13% of all training is | | | | applicable at the entry level. |
| delivered through online means. Some of the major | | | | 4. Need-Based Training: There have been cases in the |
| trends observed in the world of computer training are: | | | | past when organizations have delivered random |
| 1. In-House Expertise: Increasingly, corporate are | | | | group-based computing training without evaluating if it is |
| migrating to delivering computer training by its own | | | | the best way to deliver training or not. This is no longer |
| employees rather than hire external faculty or qualified | | | | the situation. Nowadays, employees are given |
| trainers to do the job. The trend here is to depend | | | | computer training more when they need it than being |
| more on talent found inside the organization instead of | | | | given compulsory training at fixed intervals. This |
| those outside it. However, it is felt in some circles that | | | | just-in-time method of training has helped reduce the |
| since employees who deliver computer training are | | | | gap between the time the training is administered and |
| more of subject matter experts than trainers, there is | | | | the time the employee is able to practically implement |
| a gap that needs to be filled by organizations in term | | | | the skills learnt during the training. |
| of professional IT training. As a result, it is observed | | | | 5. Dedicated Resource Centers: Instead of depending |
| nowadays that external trainers are being brought in | | | | largely on continuously training its employees, an |
| by organizations to train their internal computer training | | | | organization these days prefers to make available a |
| experts on soft skills such as communication, | | | | dedicated resource center for its employees on |
| leadership skills and developing effective training | | | | computer training. These resources are created on |
| material. | | | | more of a self-tutorial mode that allows employees to |
| 2. Focus on Self-Learning: Compared to the bias | | | | access a database of the latest training material, at |
| towards theoretical input prevalent earlier, there is a | | | | the click of a button. These resources also reduce the |
| rising focus on 'learning by doing'. This is being made | | | | dependence on a dedicated training department that |
| possible by on-the-job IT training programs that place a | | | | has large cost implications. |
| lot of important on teaching aids such as CDs, online | | | | The world of computer training has been changing |
| assignments, and interactive software to learn | | | | rapidly in the past few years in keeping with the |
| computers. The preferred media in this case is the use | | | | changes in the corporate world across the globe. It |
| of intranet available within organizations as well as | | | | remains to be seen how traditional organizations cope |
| online tutorials. | | | | with the change and mold computer training needs |
| 3. Individualized Training: As opposed to group training | | | | with the changing times. |