central location or a satellite office. On the down side, some students object to the absence of a human fasilitator.

Another disanvantage is the cost of hardware and software. However with enough trainees, thee cost may quickly reach an acceptable level. In using computers for training, the world of interactive technologi is fast becoming a reality. U.s.firms are investing billions of dollars a year in this training approach. Laser disks, CDROM, interactive-voice system , and other device are revolutionizing the way training and development program are delivered.. ( see table 8-6 for a summary of interactive devices.). one executive has stated, It allows a human resources department to provide on demand information that can be updated constantly and distributed nationally or globally. Computer based traning is clearly more than a fad. In fact, more than 80 percent of large organizations use computer in trining. One market research and consulting firm predicts that American companies will increase their investment in multimedia taining almost tenfold during the mid 1990s. much of the investment is expected to be in CD-ROM , which has the ability to dekiver information in an interactive form. Holiday Inn Worldwide is investing $60 milions in such a system that will put multimedia training stations in the chains 1600 hotels in Canada, latin America, and united sates. Program such as these may provide increased retentions rates and less cost. Studies have indicated that laser disc instruction takes 30 percent less time to achieve learning objectives than traditional classroom students. Still other studies have suggested that cost savings of 50 percent or more can be achieved.

DISTANCE LEARNING AND VIDEOCONFERENCING For decade , a number of firms in the united staes have used video conferencing and satellite classrooms for training. This approach to training is now going interactive and appears to offer the flexybilitty and spontaneityof traditional classroom. At an IBM subsidiary, for example , higly sophisticated programs are offered over a satellite based network. At each of the 44 sites in the system, a 25 inch monitor is usrd on a desk equipped with a student response unit. These units allow interconnection with other classrooms and the instructor. The sudent response unit has a voice activated microphone , questions and question-cancel buttons ,and keypads that allpws student to answer questions from the instructor. Other firms such as AT&T, DuPont, Ford General Electric, Mobil Oil, Sears and Wal Martalso use this type of service. A great deal of training is beginning to take place using this technology, offering the prospect of inceasingthe number of trainess and at the same time saving a lot of money for company Multinational companies , in particular , can benefit from this new technology. With far flung operations, travels expences are getting more and more out of hand. Distance learning , video conferencing , and similar technology can be used to increase access to training , ensure consistency of instructions, and reduce the cost of delivering training and development programs.

While tht heaviest users to date have been universities , a recent study indicated that about ten percent of U.S. organizations , with more than 100 employees, used videoconferencing for some type of training. CD-ROM Technology uses a laser to read up to 600 megabytes of the text, graphichs, audio , and video off a 4,5 inch aluminium disc. Works in conjunction with either a PC ( DOS or Windows) or a macintosh. Cost : $300-$700 per unit; approximately $4,599 for a complete station. Off the self software generally runs $75-$1,500 per program; custom programs can cost $2,000-$10,000 to produce. Advantages : exckkent for combining text and graphics on the same screen

CLASSROOM LECTURE Although lackingthe glitz of newer approaches, the classroom lecture continius to be effective for certaintype of employee training. A great advantage is that the lecture may convey a great deal of information in a relatively short periode of time. The effectiveness of lecture can be improvedwhen groups are small enough to permit discussion, when the lecture is able to capture the imagination of thr class, and when audiovisual equipment is usrd in a timely and appropriate manner. Interactive Voice Technology Technology response system. Cost uses a program installed on a conventional PC create an automated phone

$10,000- $75,000

Advantages can be produced internally or purchased from outside firm. System can be updated and new recordings added with relative ease. Fress HR staff to handle other projects; can slash printing costs for producing benefits booklets and job opening notices. Disanvatages poorly designed or overly complicated system can be create headaches for those trying to use it. System must be thoroughly tested so as not to provide inaccurate information. Comments quickly growing in popularity as a way to provide information on benefits and accounts; and as a way to post job openings electronically. Laser disc Technology uses a laser to read one hour of video (two hours at lower resolution ) from a 10 1nch disc. Pocture can be displayed on a TV monitor or computer

Cost $300-$1,000 per unit; approximately $4,500-5,000 for a complete station. Off the self software runs $1,000-$15,000; custom software can run as high as$300,000 Advantages hihest quality video of any disc based medium; also capable of producing digital audio. Can be used as a basic video data base with a bare code reader or controller ; or as part of a sophisticated computing system when interfaced to aPC or macintosh. Disanvasantages bulky disks; cant be used for as many applicatomns as CD-ROM; requires a secial video card (DVI) inside the computer comments has become the media preference for interactive training because of high quality video and sound.

EXECUTIVE AND MANAGEMENT DEVELOPMENT AT IBM At IBM, formal executive and management development programs are conducted for various organizational levels. These programs vary from three-day sessions for recently appointed managers to two-weeks programs designed for newly named executive having worldwide responsibilities. Specially , the following programs are provided: new mamager training U.S Policy and Practices; New Manager School-IBM Leadership Progams; IBM Bussines Management Institute; and IBM Global Executive Program. New Manager Training-U.S. Policy And Practises is provided for newly appointed managers at various locations. This three days programs purphose is to develop an understanding af IBMs basic management policies , practices and skills. It focuses on performance management, compensatins, diversity, career development, and management of individuals. New manager School-IBM Leadership program is designed for all individuals appointed to the initial level of management responsibility. The three and a half day school normally begins withins 60 to 90 days after the apoointment and is held at the central headquartes management development center in Armonk ,new York. IBM Bussines Management institute is an eight day programs held worldwide. It is for individuals newly appointed to responsibility for an organizational having significant impact on IBMs success in the marketplace. The programs focuses on profitability and cusrumer statifaction. Case studies and business problems. IBM GlobalExecutive Program is for newly named executives with worldwide responsibilities. This two week program is conducted in new York and la hulpe, Belgium. Th programs focuses on building global perspectives, fostering performance and change, leveraging IBMs capabilities. A significant paart of the programid adreessing a strategic business issue, including the presentation of results to the responding senior executive.

SUPERVISORY MANAGEMENT TRAINING PROGRAMS : ILLUSTRATION Some firms also conduct supervisory training programs. They consider such training to be necessary for their first line managers to performs to heir maximal potential. An overview of asupervisory training programs developed by the chevron corporationfor its first line managers is shown in figure 8-5. This program is designed to provide new supervisors with the skills and knowledge they need to man age people effectively. The training program is also available to supervisors with long term serviceto update their knowledge. The program has three phases: presession activities; a five a day live, live in session; and postession activities. Several weeks prior to the live-in session , participants are asked to engage in the following activities , which will prepare them for involvement in the program: 1. Identify productive and nonproductive activities. 2. Discuss the basic elements of their jobs with their bosses. 3. Select a major opportunity or probkem that both the participant and the boss are committed to deal with. (this become an action plan.) 4. Send a sample of an employee evaluation to the training program coordinator. The five-day, live in session compries the heart of the program. It begins on a Sunday night with a social get-together, dinner, and business meeting. Participants are asked to tell briefly about their jobs and discuss their action plans. A top management representative meets with the group during this initial meeting meeting to discuss the role of the supervisors, the purpose of the programs, and expected on the job results. During this main session, a number of support subjects any key course subjects are presented. At the some time, information is provided concerning laws and company policies and practices. Brief description of the purposes qf support subjects an any key course subjects are presented in Table 8-7. Action plan projects are workwd with during the program evaluation phase, and the results are used to measure the programs value.