The pandemic caused a great shift in the way we work and learn today. Last year organizations had to quickly make changes to adapt to the new business environment. As the dust has begun to settle, organizations are changing their focus from surviving towards strategies that will help them thrive. The increased need for reskilling employee training has become a critical component in these new strategies. L&D leaders are looking for ways to increase training effectiveness, streamline their learning programs and improve operational efficiency.
Instructional design and the training delivery methods that are used significantly impact program effectiveness. Instructor-led training (ilt) is no longer an option for organizations that have large remote workforces. To help you better navigate these changes, we have shared the four top training delivery methods that can help you increase training ROI.
Using a microlearning design to develop training content is both engaging and cost-effective. Breaking down content into small bite-sized segments improves knowledge retention. According to research by the Journal of Applied Psychology, breaking down learning content into smaller segments can improve knowledge transfer by 17%. It helps increase the relevancy of the content and speeds up the training process.
Microlearning is also a modern training delivery method that organizations can use to reduce costs in several different ways. Due to its short nature, microlearning modules take less time to develop. They also tend to cost less.
Another advantage is that microlearning content’s modular structure makes it easier and less expensive to update. This form of content is also easier to recycle and reuse, further cutting costs.
Traditionally blended learning includes a variety of training methods and usually incorporates instructor-led training. Although classroom training is no longer an effective method for the many organizations that have a remote or hybrid workforce, blended eLearning is still a highly effective strategy.
Integrating a blend of training delivery methods is still a valuable strategy due to its ability to engage learners with different learning preferences. Face-to-face instructor-led training can be replaced with virtual alternatives such as VILT.
One of the toughest challenges L&D professionals are faced with is raising levels of engagement. Today this challenge has not become any easier. Employees who work from home now have additional distractions and tasks that are competing for their attention. Instructor-led training is not an effective strategy for these employees either.
Without engagement and participation, even the highest quality of learning programs will deliver little to no ROI. Mobile learning is a training delivery method that can be used to address these new challenges. Most employees have access to a smartphone and already use it as a tool to find answers to questions every day, making this tool familiar. Mobile learning provides training content in a format that is accessed any time or anywhere, breaking down barriers to access. Mobile learning also makes it easier for learners to fit training into the schedules.
Integrating interactive elements into your learning programs can significantly increase their effectiveness. There are two different types of interactive elements that help to engage learners and improve their skills.
Social learning experiences help learners by raising engagement and by creating a sense of belonging between peers. This has become incredibly useful for distributed teams. In fact, recent research has found that learners who learn together watch 30 times more learning content than those who participate in training alone (1).
Skill Building with Practice
Interactive activities such as scenario-based learning simulations are a highly effective way to help learners develop new skills, practice them and build confidence. Online training programs can provide learners with practice that is similar to on-the-job training with simulations. Scenario-based learning gives employees an opportunity to practice by having them use critical thinking skills to work through scenarios they may encounter on the job.
In many cases, simulations are more cost-effective than on-the-job training. For example, learning simulations for firefighters increase safety while reducing costs.
The training delivery methods you select to design your employee training programs matter. The learning landscape has significantly changed over the last year. The training methods and strategies that were once reliable are no longer the most effective options. Integrating training delivery methods that are remote-friendly, engaging, cost-effective, easy to update, and promote collaboration will help you maximize the return on your L&D investments. Learn more from the webinar replay From Surviving to Thriving Overcoming Today’s Digital Learning Challenges.