Usually, training needs are identified during an annual performance appraisal done by HRD. These needs are handed over to corporate training to initiate involvement to address them. The needs are classified and collated; training calendars drawn; training budgets projected and so on.

That’s fine but when the demand arise from the line managers for training other than those that fall in the above category, how do we react? Do we go by the book and start from the beginning? Sounds logical, especially knowing the fact that a majority of performance gaps do not fall under the purview of training.

Most line managers want the training to be delivered yesterday! There is always a dearth of time, resources and money, which makes us think twice before we jump into a full-fledged analysis.

So, the question is when can we skip and when can we not?

We tend to skip a formal analysis process when we use rapid prototyping where Instructional Designers (IDs) and Subject matter Experts (SMEs) work in a continual loop to produce a prototype. The prototype becomes the first step in the cycle and front-end analysis gets integrated into an ongoing, iterative process between subject matter, objectives and courseware.

According to Mager & Pipe, we should explore fast fixes before spending time and resources on further analysis. All that is required is a quick-and-easy remedy such as:

• Uncovering invisible expectations
• Providing proper resources
• Supplying feedback

In today’s technology and availability of multiple delivery media days, we are tempted to use a blended approach (more than one medium of delivery) to deliver training. In corporate training, many a times, singular delivery method is enough to do the job.

Before we zero down on the criteria for selecting a delivery environment, let us know more about the typical singular and blended learning environments. Some examples of instruction delivery environments are:

Examples of Singular Delivery Environment

• Face-to-Face (FTF) classroom (with or without audiovisual media)
• Distance Learning
• Action Learning
• Independent self study

Examples of Blended (Hybrid) Environment

• FTF classroom with web-based team projects, or game simulations
• Satellite video conferences followed by small group discussions at remote sites

The main criteria for deciding between a singular and a blended approach are:

1. Complexity of the task at hand
2. Desired Learning outcomes

If the task is fairly simple and the desired outcome is to know or understand (cognitive), a singular learning environment is enough. For example a Logistics Officer in the Armed Forces needs to understand logistics processes probably for that classroom training would suffice.

On the other hand, if the task to be accomplished is complicated and involves multiple domains, a blended approach is recommended. For example, continuing with the Armed Forces setting, let’s take combat capability such as using heavy artillery. I suppose it would start with classroom instruction, move on to game simulations, field operations and back to classroom for some kind of debriefing.

If there is a need to analyze, synthesize and evaluate (Bloom’s Taxonomy), a heavy artillery soldier in a life threatening situation must be able to apply his knowledge to operate the tank, must be able to analyze conditions to determine what action(s) to take, must be able to synthesize operational information with environmental conditions, must be able to evaluate overall situation given full scenario that includes receiving instructions from higher commands, working jointly with other soldiers in immediate environment, working with soldiers in other heavy artillery of same and different make-up i.e. ground (tank) versus air, and/or light artillery, evaluate threat levels, make decisions of when to fire etc (critical incident). And if he is a good leader (affective), he must have higher level knowledge skills (cognitive) and must be able to engage in physical combat (psychomotor), and then I think a blended approach is warranted and justified.

The example may look a little extreme for a corporate training challenge but certainly not incomparable to certain higher level organizational responsibilities.

Thank you for reading my blog. I welcome your comments and opinions.

RK Prasad

CEO