It is a well-known fact that formulating the right blend of learning methodologies, is essential to maximize the ROI on training. But how do the training managers determine the most appropriate blend? Training managers need to focus on 5 aspects to develop the best learning blend. They are:
Objectives of the training program
For courses where the objective is to ‘just inform’, eLearning is an ideal solution. On the other hand, if the trainees need to acquire skills that need to be repeatedly used, blending eLearning and ILT could be the right solution.
The traditional format could be used to ‘drill’ the subject-matter, while online courses could supplement them through simulations, which help the trainee master the techniques of work.
Characteristics of the learners
In case the learners can attend training sessions at regular intervals, ILT or virtual classrooms are the best training solutions. However, if the learners are not comfortable using technology, but are dispersed across geographies, then flipped classrooms could be effectively used to impart training. Pre-recoded lectures could be displayed and the organization could collect the trainees’ queries and get the experts answer them.
For the Gen Y workforce, eLearning is the best option to impart training. Online programs containing games and videos could be very useful to effectively train these millennial workers. These employees, adept at the usage of various electronic gadgets, prefer accessing these courses through their mobile devices.
Nature of the learning content
Complex concepts could be presented through ILT, while eLearning sessions could be used to complement the learning in brick and mortar classrooms. Consider this example:
A training program is intended to impart training on new machinery to be used in an oil-rig. Classroom sessions and workshops could be used to effectively train the underlying concepts and handling of the equipment. Then eLearning modules containing simulations, could be used by the trainees, to practice the steps in handling the machinery and bite-sized sessions could act as ready references to the concepts learnt.
When there is an urgent need to impart the training, then instructor led training could be the best option. For geographically dispersed workforce, the virtual classrooms could be used, instead of their brick and mortar counterparts.
The advent of rapid authoring tools has resulted in the time taken to prepare eLearning programs to be reduced substantially. It is now possible to develop an eLearning session of one hour in about 3 weeks.
It is possible to update the eLearning courses in a very short time, thanks to the recent technical advances.
For a cost conscious training manager, eLearning is the best solution. It eliminates the need for repeated presence of the instructor. Furthermore, the advances in authoring tools technology, make it possible to render a 60 minute eLearning module with an expenditure of 3000 to 4000 USD.
Choosing the right blend helps the learner to acquire skills efficiently and improve levels of productivity. How did you formulate the corporate training strategy of your organization? Do share your experiences with us.
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