There are many, many choices these days when it comes to offering company-wide training. However, not all types of training are created equal. Let’s take a look at the three most common types of training – traditional, online and blended – as well as the pros, cons and effectiveness of each.
Traditional training. This type of training requires a lot of pre-planning. For this reason, it usually isn’t scheduled perhaps as often as it should be. For a task as simple as informing employees about new computer program implementation, company managers have to hire a presenter, schedule group appointments (making sure all shifts were being covered), take employees away from important and time-sensitive work and maybe even close the business for the afternoon or day.
Scheduling traditional training really only works for employees. They get a break from their everyday work responsibilities and don’t have to do anything other than show up, sign in and sit in a seat.
However, the effectiveness of traditional training is questionable at best. With a presenter in front of the room in charge of all the information, there is no interaction with the staff and employees can invest very little effort. Meanwhile, managers often worry if the message was being delivered efficiently as they have no evaluation tools.
Online learning. E-learning platforms deliver targeted instructional messages that meet the unique needs of companies. Managers create interactive learning environments that inspire employees and get them involved in their own training.
Managers can easily customize training and develop questions and presentations that promote relationship-building and encourage collaboration among departments. To encourage employee engagement, managers can incorporate:
· Short quizzes, tests and surveys
· Wrap-up questions
· Multi-media presentations
· Internal documents
· Learning activities
· Discussion boards
Plus, e-learning is easily managed, often scheduled into an employee’s normal work day and doesn’t require them to leave their normal work station.
Another benefit for employers is that through tracking abilities, they can see at-a-glance who was having trouble grasping the concepts presented and who understands them completely. The accountability factor is huge.
The only con is that some employees may not be comfortable taking training online or not be familiar enough with computers to feel confident about logging in.
Blended learning. These are opportunities that combine instructor-led training with e-learning formats, self-study or supplemental training.
This is a great option for small and big companies alike. Smaller companies can more easily gather everyone together in a group for a broad message and then allow them to complete online training more specific to their department or area of expertise. Larger companies can do smaller presentations in person in different locations and deploy a universal online training format.
Some other advantages:
· Centralized administration allows leaders to manage the process from one location
· Employees become connected with a single learning experience
· Courses can be managed using templates, customizable course pages and tracking systems
· Gives learners the opportunity to help other learners
To learn more, visit http://www.elearningforce.com.au/ or call 1300 911 631 in Australia, +64 9889 4255 in New Zealand.