An effective DVD or video takes advantage of the capabilities of the medium, rather than simply reproducing a printed or static presentation. Unfortunately, many videos are indeed little more than reproductions of traditional lectures. Producing an effective training video is not as simple as owning the equipment and having the desire to be the company’s Steven Spielberg. Film and video development involves many activities, including design (like storyboarding); preproduction (including scheduling, casting, selecting crew and equipment, preparing props and sets); shoot- ing the film or video; postproduction (including editing and sound mixing); and distribution. The inexperienced HRD professional would be wise to consult a trained professional to produce (or assist in producing) company films and videos.
Some HRD professionals argue that younger generations, who grew up watch- ing films and television, may actually prefer this form of presentation. But one potential limitation of this technique is that trainers may rely too much on film or video and focus too little on training content. Such reliance can lead to compla- cency among trainees who view the films and videos as entertainment, rather than as opportunities to learn. Robert Marx and Peter Frost provide useful guidance con- cerning the “judicious use of video in management education,” that is, using well- chosen video clips that are linked to specific learning objectives and outcomes.We would add that video vignettes are likely to hold trainee attention better when they are on the brief side, for example, anywhere from one to fifteen minutes.
Videotapes or DVDs are also used as visual aids for behaviormodeling training by recording role plays and then asking group members to critique their experience while watching the video. For example, a sales training programmay include a video- taping segment so that trainees can observe themselves performing an in-class exercise on how to close a sale. This approach also provides an opportunity for the trainer to reinforce desired behaviors. One potential limitation of this technique is that trainees may feel intimidated by the camera and even resent the process. To offset this, the trainer must be supportive and create a safe environment during the program.
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