Like ordering food at a restaurant, there are choices available to companies in training delivery methods using traditional and virtual mediums. When we decide to eat out, we may specifically choose a restaurant for its ambience and dine-in experience because that is the purpose and intent of that particular choice.
On the other hand, the time and expense of a dine-in experience may not be a prerequisite for a meal and we, therefore, predicate our choices based on convenience and expedience. In either instance, we are satisfying a need for nourishment, but in dichotomous methods.
When the time comes to decide on an effective training strategy that fosters an environment of continual learning, it is also time to consider training delivery methods that compliments the purpose and intent of the training. Why? Because the purpose and intent of a training program should be to improve the competency base of the organization by stimulating individual learning development which will spread the environment for learning and retention across the organization.
Similar to dining in or carry-out, effective training strategies meet the learning nourishment needs of the organization and the individual to fulfill interrelated requirements in workforce development and job performance as a learning organization. The concept of a learning organization establishes that individuals have the capacity to create desired results through continually learning how to learn.
Workforce Knowledge
Learning organizations create competitive advantages by employees modifying their behavior to reflect new knowledge. Knowledge as a competitive advantage requires investments of money, time, people and energy. However, competition without technical innovation, demands that organizations continuously upgrade the knowledge of their workforce and seek out ways to improve cost and efficiency synergies.
Much like dining in, classroom delivery formats described as a traditional training method deliver course content in an on-site setting. However, there are new requisites for a classroom delivery format to include a delivery philosophy of facilitating training versus lecture and demonstration.
Facilitative training is a supportive delivery method to the concepts of the learning organization. Facilitators enhance the classroom training experience through sharing personal knowledge and expertise with the participants, remaining within the guidelines of the course content.
Facilitation
The premise of facilitative learning methods closely follows Albert Bandura’s social learning theory where organizational learning is a reciprocal process. Facilitative training techniques involve discovery activities that provide the trainees the opportunity to contribute to the course learning experience.
The ultimate goal of facilitative methods is to help the students to develop, test and obtain feedback on new knowledge and skills applicable to his or her needs. Conducive to the learning organization strategy, facilitative learning encourages achieving desired results of class participants through continually learning how to learn.
Facilitation, however, does not preclude the trainer from the responsibilities of knowledge and expertise. Demonstrating workforce instructional experience with workforce training is the impetus for using facilitators with certification and experience in the facilitative methods.
Certified training professionals have distinct advantages in using the latest methods for preparation, presentation, communication, facilitation and evaluation skills with regards to classroom and virtual classroom environments.
Delivery Methods
Similar in contrast between dining in and carry-out are the differences between traditional and virtual training delivery methods. Today, virtual training systems and platforms are in use by more than 80 percent of large corporations. Virtual training offers cost-effective alternatives to traditional stand-up classroom training. However, sufficient lead time is required for planning, development and deployment.
The synchronous (live) and asynchronous (on-demand) delivery format requirement provides solutions to address the needs of a geographically dispersed, financially and time constrained training audience. The financial and time costs typically associated with developing and implementing classroom delivery methods include:
- Ancillary materials to facilitate learning.
- Compensation of trainer and trainee time spent in training.
- Cost of the training facility for the program.
- Travel, lodging, and food for the trainer and trainees.
Synchronous and asynchronous training delivery methods mitigate the time and cost variables associated to classroom delivery methods. Equally important is the selection of a virtual training tool to support synchronous and asynchronous training, which includes a real-time learning environment using multiple virtual technologies.
Synchronous Training Delivery
Synchronous training delivery, like a carry-out order, provides a certain degree of flexibility. Sessions are conducted through either conference call access or computer audio. The format can also integrate established productivity applications, such as Microsoft PowerPoint and other real-time instructional materials.
Synchronous training delivery applications provide web-based functional tools of a virtual training and learning environment, such as two-way audio, multi-point video, interactive whiteboard, application and desktop sharing, rich media, breakout rooms and session recording. With web-based synchronous platforms, training materials are delivered electronically via the training interface further reducing the time and expense of printing and shipping training materials. Facilitator, trainee and facilities costs for travel, course materials and ancillary costs of distribution are minimal to nonexistent.
Like a microwaveable container can reheat a carry-out item, web-based synchronous platforms with a recording capability can also provide asynchronous on-demand access to selected synchronous training sessions. On-demand training provides critical information and professional development in a format that saves time and money.
On-demand asynchronous tools level the playing field for access to vital information on workplace development training irrespective of location or time constraints.
Continual Learning
So, will that training be for here or to go, and by the way, would you like to supersize that?
Fostering an environment of continual learning compliments training strategies through innovation creating a comprehensive program for workforce development.
As the enabler, technology fosters learning through innovative ideas in delivery methods. Using technology to supplement traditional methods of training delivery to organizations provides the flexibility and ubiquity of learning to learn.
