STATEMENT OF THE PROBLEM
Research focus: How staff training impacts attitudes and technology usage
This should include (a) a clear statement that the problem exists, (b) evidence that supports the existence of the problem, (c) evidence of an existing trend that has led to the problem, (d) definitions of major concepts and terms (e) probable causes related to the problem or impact of the problem , and (f) what will be your focus within the larger problem with the intended site/participants.
More info to help:
(a) Problem Identification:
In today’s rapidly evolving technological landscape, organizations are frequently implementing new software and digital tools to maintain competitiveness. However, a major challenge arises when staff members exhibit resistance or low engagement with these tools, leading to poor adoption rates and underutilization of valuable technology. This resistance is often rooted in insufficient or ineffective staff training, which fails to address both the technical competencies and the psychological readiness of employees to embrace new technology.
(b) Evidence Supporting the Problem:
Studies show that up to 70% of organizations fail to achieve desired outcomes from technology investments due to inadequate training and employee resistance to change
. Employees often report feeling overwhelmed by the complexity of new systems and perceive the training as inadequate for their needs. This sentiment is echoed across various industries, with staff citing a lack of ongoing support and training customization as key reasons for their disengagement from new software tools.
(c) Existing Trend Leading to the Problem:
The trend of digital transformation is accelerating, particularly after the COVID-19 pandemic, which pushed companies to adopt remote work tools and digital solutions at an unprecedented pace. While technology adoption increased, the rush to implement new systems often meant that training programs were underdeveloped or conducted virtually without sufficient hands-on support. As a result, employees felt unprepared and developed negative attitudes towards the new software, inhibiting full integration into daily operations
.
(d) Definitions of Major Concepts and Terms:
- Staff Training: Formal or informal programs designed to enhance employees’ knowledge, skills, and abilities to perform tasks, particularly related to using new technologies.
- Technology Adoption: The process by which individuals and organizations accept, integrate, and make use of new technological tools and systems.
- Learning Transfer: The extent to which knowledge and skills gained during training are applied to the job.
(e) Probable Causes Related to the Problem:
One probable cause is the one-size-fits-all approach to training, which does not account for different learning styles and levels of technological proficiency among employees. Another contributing factor is the lack of continuous support and reinforcement after initial training, which leads to a decay in skills and confidence over time. Additionally, negative attitudes towards technology are often influenced by previous bad experiences with poorly executed training programs or overwhelming software interfaces.
(f) Research Focus:
This study will focus on how tailored staff training programs affect employee attitudes and subsequent use of technology, specifically within a mid-sized organization adopting a new enterprise resource planning (ERP) system. The research will explore how training methods (e.g., hands-on vs. online learning) and ongoing support impact long-term technology adoption, with participants drawn from departments with varying levels of technical expertise.