800.493.7370
Training can be a cost-effective way to educate employees, customers and partners about your company’s products, processes and software applications. The subject matter, the training environment and the learning styles of the target audience all must be taken into consideration. Fortunately, there are multiple training methods that can be used. The challenge is to understand what methods work best in your specific training situation so you get the best results.
When selecting a training method, organizations often choose the method with which they are most familiar. While this may work, sometimes the training falls flat and fails to attain the desired results. Assessing the benefits, barriers and development process for each training method helps you find the right training method for your team and your budget.
As you consider what training method to pursue, keep in mind that a mix of training media (blended learning) typically results in the best outcomes. Imagine a training experience that involves a pre-classroom e-learning tutorial, activity-based classroom training that builds on the tutorial, follow-up on-the-job training that reinforces classroom topics and tests mastery, and online collaborative tools (wikis, blogs, etc.) that allow learners to share their ideas and challenges.
People usually think of classroom training first. This traditional training method has typically relied heavily on lecture followed by test questions. However, in recent years the shift has been to integrate more opportunities for interaction, discussion, problem solving, case studies and hands-on practice. Learners are immersed in the training experience by being asked not only to absorb, but also to perform.
Classroom training is recommended for engagements that require a high amount of personal touch—client training, complex procedures that require on-site practice, training that requires a lot of discussion, new hire training designed to build a team, etc. However, if you simply can’t get the learners in the same room at the same time with a strong facilitator, look for a different option.
E-learning has grown in popularity over the years and for good reason: it provides on-demand training to any location via the Internet and, with the right planning and an interactive, engaging design, it can be just as effective as classroom training. E-learning is a good option for participants in different locations, with content that learners can refer to frequently which doesn’t change often. Even though it's a larger investment than other types of training (e.g., classroom training), e-learning pays off in the long run as you can train learners anytime, anyplace. But, if learners don’t have the technology or become frustrated with the training technology, you may end up with undesirable results.
Learners and facilitators in different locations connect over the Internet in live sessions—this is distance learning. It combines the personal interaction of classroom training with the long-term cost savings of e-learning, making it an excellent option when participants are in different locations. Although it doesn’t provide the same level of personal interaction as classroom training, distance learning does allow for some discussion, group work, etc., combining many of the benefits of classroom training and e-learning.
Participants receive a manual that they read through to learn about a specific topic with self-paced training. They answer questions throughout each topic to help them think about and apply the concepts then complete a series of questions at the end of each section to validate knowledge. This training style can be effective for material that learners need to reference frequently and for fairly straightforward procedures. Learners can read through the material and then practice the procedures directly in their work environments.
In general, most on-the-job training (OJT) is unstructured and produces inconsistent results. Employees receive different levels of training based on the trainer, the questions the learner asks, the number of distractions and other factors. However, by implementing structured OJT with training guides, job aids, assessments and other materials, you can achieve more consistent results and better-trained employees. OJT has proven especially effective for companies that need to ramp up new team members quickly and who have strong trainers to teach new employees in place. OJT gives employees an opportunity to observe their trainers in action, which leads to powerful results.
Effective training has common elements—it’s customized to the audience, it has clear, measurable objectives and it applies the principles of adult learning. Successful training depends on a number of factors. For classroom training and distance learning, you need a strong facilitator who is well prepared; for e-learning, you need to invest enough money to ensure that your training is interactive and engaging; for distance learning and e-learning, you need the right technology so that your learners are not held up by technical issues; for self-paced training and OJT, you need learners to have support and follow-through by a trainer or a mentor to validate learning.
No matter what training method you select, your goal always should be to improve your employees’ performance by engaging your learners and training them in an environment that not only works for them, but also works for the content.
For a complete comparative analysis of training methods click here to download a complementary white paper “Turn Knowledge into Results with the Right Training Method”.
At InfoPros, our team of professionals is experienced in developing and maintaining technical content across a variety of industries, from software and technology to consumer, industrial and medical. InfoPros can provide the skills and experience required to meet your specific needs, whether for a short-term project or a long-term engagement.
Contact us today, and learn more about the InfoPros Advantage.