Since the 1980s, corporations have progressively used technology-based delivery techniques for development and training of staff. Only 5% of the corporation’s training was delivered using technology. By 1990, that percentage had risen to 35%, and by the end of the 1990s, it was predicted to reach 75% of all training programs produced (Neykova & Miltchev, 2019). Recognizing that I had a restricted budget as the CISO (Chief Information Security Officer), I would weigh the benefits of training against extra technology by favoring technology ahead of training. As the CISO considers the effects of human conduct on societal structure, I believe that the more staff there is, the more issues will arise. Little faults have developed from the contemporary technologies that we possess as technology has grown through the years to become increasingly complex. It is vital that rationing of the staff and increasing technology will result in far improved performance in the organization (Neykova & Miltchev, 2019).

However, as the CISO, I recognize that having people in the equation has certain advantages, but I also feel that there is always potential for the business to be jeopardized due to human negligence and purposeful malice somewhat on part of the workers. Some employees may disclose data on a regular basis, both purposefully and accidentally (Akpan et al., 2020). As a result, it meets a certain standard, but when it pertains to technology and data, I feel that as a business, there should be less faith at the employee’s side. Data can still be released accidentally by trusted workers as a result of workers or others entering the discussions they conduct. As a result, the firm should invest more in technology so that security systems can identify viruses faster and firewalls can prevent data breaches rather than personnel training (Akpan et al., 2020). 

If the courses are developed using effective instructional standards, technology-enabled learning may be a useful tool. Furthermore, online instruction is not limited to a single place or time. By utilizing virtual learning, the company may reduce the expenditures of on-site training (Halawi & Haydar, 2018). Staff may access educational materials whenever and wherever they have an online connection, reducing one-on-one training costs for the firm. Websites may supply core instructional information as well as expand and improve training content. Most online employee training courses need enrollment and may track job performance using a system for learning management. Firms are currently embracing technology-enabled instructional approaches in the provision of teaching, such as e – learning via internet training, mobile technologies including such I-pads, and simulation models (Halawi & Haydar, 2018). The ability to leverage the volume and scope of staff skills training is a fundamental advantage of technology-based training. If the firm has to teach several workers, the technology provides limitless alternatives due to its low cost and staff convenience.

As a result, as an organization, there is a need to strike a balance between employee training and the expense of implementing new technologies. The corporation can do this by decreasing spending in on-site training in order to strengthen the company’s technology. As a department, developers can participate in training the employees on new technologies through the internet, which is part of a bigger movement to make knowledge more accessible and enable users to choose their own destinies. From publications to YouTube videos to the firm’s site, the IT department may create and post courses that everyone in the business can use to learn how to control existing technology as well as for reference in the future (Akpan et al., 2020).   

References

Akpan, I. J., Ujoh, E. A., & Adebisi, B. (2020, September 29). Small business awareness and adoption of state-of-the-art technologies in emerging and developing markets, and lessons from the COVID-19 pandemic. Taylor & Francis. https://www.tandfonline.com/doi/full/10.1080/08276331.2020.1820185

Halawi, A., & Haydar, N. (2018, June 2). Effects of Training on Employee Performance: A Case Study of Bonjus and Khatib & Alami Companies. ResearchGate | Find and share research. https://www.researchgate.net/profile/Ali-Halawi-3/publication/325420167_Effects_of_Training_on_Employee_Performance/links/5b348cd74585150d23dc01e8/Effects-of-Training-on-Employee-Performance.pdf

Neykova, M., & Miltchev, R. (2019). Conceptual approach to introduce an integrated model improving SMEs E-business technologies. Vytautas Magnus University e-Journals (Open Journal Systems). https://ejournals.vdu.lt/index.php/mtsrbid/article/view/381