computers in workforce training in Jamaica in the 90's

IT-related Training Policy for Jamaica: A workforce training perspective

Presented to the National Council on Education, Jamaica

Author: Robert K Philips
August 1998






"The necessity for more efficient and effective methods of education and training is especially great in the so-called developing countries, but this necessity is compounded by the worldwide scarcity of teachers. The self-instruction feature of programming makes its potential obvious"

Russell Burris (1965)




"within the broader context of needed improvements In many of our programs and courses the computer has important possibilities in well-designed programs by responsible faculty. My experience as an instructional psychologist who has worked with many faculty from various professions and disciplines, however causes me to emphasise well-designed programs by responsible faculty'

Russell Burris (1976)

now Emeritus Professor of Instructional Psychology, University of Minnesota






1.0 INTRODUCTION

The HEART Trust/NTA has developed a policy/action agenda on IT-related training recursively over the past six years. The thinking has been formalized in the Corporate Plan l996-2000. The promulgation of the National Industrial Policy has supported the policy agenda, given the recognition of two specifics. See the NIP (chapter 9):

1) there is the recognition of the relationship between skills development and economic development

2) there is a recognition of the efficacy of interactive training programmes
Suffice it to say the Heart Trust (National Training Agency) has no policy dilemma in this regard.

1.1 IT QUA IT

Information technology is at once an object and a means of training. With respect to IT industry skills, training opportunities now exist in productivity tools, microcomputer repair, data entry, basic literacy and appreciation within the state training system. Of course, there is a plethora of offerings in the private system.

There are proposals for training industry-certified networking and operating system support technicians, and for novice and work-ready software developers. It is intended to support the training of software developers with on-line trainers and/or CDs, either off-the-shelf; (Deitel & Deitel C++, for example) or through a custom~built training application.

Manufacturers and vendors of computer-related products have introduced and used VIDEODISC training for technical updates for many years ; this predates CD-ROM which is now extremely popular and is soon to be obsoleted by DVD.

Interestingly the Agency is seeking to acquire CDs and videos to support computer repair training. CDs and videos are in use to support appreciation and operating system and productivity tools training. The computer repairs training uses kits supplied by Lab Volt Graymark, an established international technology training system vendor.



1.2 IT AS MEANS (COMPUTER-ASSISTED-LEARNING)

The occupational areas in which computer assisted learning has been acquired or pursued are as follows:
Apparel - pattern making
Hospitality- language learning, food prep, reception ,+
Construction -- AUTOCAD
Business - Customer service , telephone skills, accounting ,task management
Automotive -- basic electronics, automotive electronics comprehension and troubleshooting
Electricity/ electronics --- basic electronics

The career guidance function receives support with CDs on finance and marketing careers ,on-line resume writing trainers. The Dictionary of Occupational Titles (JEEDOT is now available on CD.)
In addition for several years remediation programs have been run in vocational training centres using CORNERSTONE/ SKILLSBANK. The Workforce Development Consortium has acquired and uses REMEDIATION INSTITUTE software to improve the basic skills of its clients. Secondary schools supported by HEART/NTA have used another product AUTOSKILL. It would be worthwhile to evaluate the relative effectiveness of the three products.

2.0 RESOURCE ISSUES: COURSEWARE DEVELOPMENT AND SKILLS DEVELOPMENT

2.1 Functional Analysis

The unique feature of workforce training courseware acquisition or development is industry involvement and leadership.. The Heart/NTA approach is based on industry consultation and leadership in work analysis and subsequent curriculum specification This is a universally accepted approach of hierarchical job or functional analysis.

The approach developed out of a military training design methodology, developed in the US associated with Robert Gagne, Mager and others. Programmed learning, hierarchical learning, drill and practice, all well known to educators, all have a common philosophical base. The remedial software products in use in Jarnaica, listed above are all representative of this tendency.
Of course, the complexity of some work environments and learning environments requires a different treatment . Analysts and designers within the TVET Resource Centre of the Heart Trust have been systematically exposed to current variants of design methodologies. These increasingly use computer technology.

2.2 Local expertise.

Two senior officers with analysis design responsibility within the Agency, participated in the Consortium for Courseware Engineering at the University of Minnesota in 1996. This consortium is sponsored by world class instructional design thinkers , the Armstrong Air Force Laboratory, University of Minnesota, University of Bergen, Cyber Learning Corporation. Robert Gagne is effectively its patron, and GAIDA, a key methodology for automating instructional design skills, is one of its key products.

One manager completed a Masters in Instructional Design at Brunel University in 1996; the IT value-added was minimal in all three cases, although there was some technology transfer

2.3 Multimedia design skills

The executive vision within the Agency for increasing the access to training through technology led to the commissioning of a project to develop multimedia courseware in cosmetology. ICONAUTHOR was used; a local firm was contracted to design and produce the courseware. A prototype was produced and tested at the School of Cosmetology.

Two staffers with a decidedly positive technology orientation were identified to be developed, one at Rochester Institute of Technology ( Rochester is home of XEROX and KODAK) , focusing on multimedia, the other at Nova SE University doing Instructional Technology and Distance Education via the internet The latter venture has been very successful ; the participant is in great demand The course is recommended as a means of developing the skills required to make us (Jamaicans) agents rather than objects of technology.

Interestingly, the standard profile of a curriculum designer/developer available on the web includes CBT selection, use and design skills. Persons without the skills outlined are quite deficient.



3.0 CASE-BASED TRAINING

3.1 The case for case-based multimedia training

Vocational or workforce training falls within the overarching category of business and industry training. Increasingly multimedia is being developed and exploited as an effective alternative to face-to-face training, even where non-linear, non-hierarchical training is required. It may be necessary to explain that that "case" here refers to the case method and not any software engineering methodology.

The classic example is the Arthur Andersen Management Consultancy new-hire training (see Byte Magazine December 1994 for a full report). This is cited as the most effective example of multimedia business training.The rationale was as follows:

"Just as early computer software did little but automate manual methods of doing business, so too, instructional technology or CBT has provided scant Improvement over printed books and standardized test forms"

"The traditional approach to CBT is based on outmoded theories of learning"

"Procedural programming enforces a linear sequential interaction between the learner and the computer"

"Event-driven programming coupled with TV-quality video, which has finally matured to industrial strength adapts to each individual's learning style"

For Arthur Andersen:
Training time for new-hires has been reduced from six to two weeks; cost savings US$10 million were achieved annually

Important lessons were:

A good CBT system accommodates a variety of learning styles

Information is often best remembered if comes in the form of stories told by expert veterans

The writer hopes that the thematic and anecdotal learning expected from the presentation and the paper bear out this lesson

3.2 Local application within the Agency

Curiosity, the desire for currency, and the requirement to achieve successful training outcomes have led to the acquisition and implementation of case-based training software in business management skills, science and customer service. Some of these have been successful at VTDI and the Stony Hill Academy.

4.0 INSTRUCTOR READINESS

A common difficulty in technology diffusion is finding a pioneer or champion, who has a reasonable probability of success. An action-research opportunity at the VTDI has been very successful, and we are now documenting the findings. Early indicators are that:

Text-driven initiatives (even web page design) have lower probability of success than image or motion driven. Simply put, digital camera or video camera will energize the instructor.

Powerpoint is sufficiently simple to give instructors a feeling of personal efficacy. Two hours per week for six weeks can orient the instructor.

5.0 SUMMARY

1) There is a chronic shortage of adequately trained personnel to lead computer assisted learning planning, design, implementation and exploitation.

2) Complex workforce training is being done using CAI/CAL/multimedia on an increasing scale in the metropole.

3) The certification/training design model used by HEARTINTA is amenable to computer assisted design support.

4) Some training offered for workforce preparation/improvement can be supported by CAI.

5) Remediation training through CAI that is being pursued in Jamaica, may require review and rationalisation.

6) The National Industrial Policy is an excellent framework for the strategic exploitation of IT skills development and for training in other occupational areas

6.0 SPECIFIC OBSERVATIONS AND RECOMMENDATIONS ARISING FROM THE DISCUSSIONS

1) The Jamaican talent pool is deficient, per capita, compared to the Eastern Caribbean and Singapore, as measured by A level Math and Science passes. This is a key human resource potential index.

2) The key task is to engineer a change in this index, not worrying about the equity of computer provision.

3) There are insufficient IT training seats at the tertiary level.

4) It is questionable to resist expansion of IT or computer-based training provision, based on fear of inequity. High school selection is based on difference or inequity.

5) Curriculum lag In IT for teachers and for schools, of more than two years, is unacceptable, especially where global specifications exist.

6) The Heart Trust National Training Agency can be approached to facilitate the qualification and selection of teaching training courseware.


POSTSCRIPT

Denise Clarke , now at International Institute for Communications and Development (IICD)conducted the action research mentioned above, as part of her Masters degree in Instructional Technology and Curriculum Development in 1998. Robert Philips was her assigned local adviser. Russell Burris was a member of the advisory and examination committee when Robert Philips was at Graduate School at the University of Minnesota in 1979.

In 2006, the National Industrial Policy is not mentioned much, although the Minister of Commerce, Science and Technology has led a process to fund technology-led learning,through the Universal Access Fund and the e-Learning Company.


Willy Benson Ochaya, who went to Rochester Institute of Technology, did not return to Jamaica.

The NOVA SE University Masters in Instructional Technology/ Curriculum Development is now offered in Jamaica at Mico University College/ Doctorates in this field have since been conferred.

The Heart Trust/ NTA retreated from "functional analysis" and returned to performing job analysis and specification".

CISCO Networking training is now a part of the training portfolio. Classes in programming are now being run for teachers.

Arthur Andersen is no longer considered to be a universally acceptable reference for business performance.