All training involves disseminating knowledge, developing skills and attitudes. For many years, employee training in workplaces has been conducted in a classroom setting, led by an instructor. Today, however, learning and development teams have discovered new ways to deliver employee training that are more befitting to the needs of individual employees.
There are about as many training delivery methods as there are different topics employees need to be trained on. For this reason, finding the training approach that best fits your company’s and employees’ needs can be challenging.
What Is a Training Delivery Method?
Training delivery methods, sometimes referred to as “learning modalities,” are different ways information is delivered to learners. The most appropriate learning method for organizations depends upon various factors such as training objectives, location of employees, budget, etc.
Here are the most popular training delivery methods for effective employee training.
1. Instructor-led training (ILT)
Instructor-led, classroom-based training is the most traditional delivery method. This method is effective for training more extensive employee groups.
Employees listen to lectures by instructors who typically utilize PowerPoints or blackboard presentations. To promote learning retention, courses can be divided into shorter segments or abbreviated with short activities. An internal expert can execute this method, or L&D teams may hire an expert better suited for training.
Instructor-led training still holds importance because certain topics, such as advanced or technical skills, make more sense to teach in person. Instructor-led training encourages team members to build relationships with one another and improve the employee experience by providing more opportunities for collaboration.
Infinity Endeavours programs use non-conventional seating arrangements, usually buzz-clusters, where a batch is divided into 4 groups of 4-6 participants, and there is a leaderboard that tracks the scores of each group based on participation, initiative, creativity, group tasks, role-plays, presentations, content & intent and so on; and at the end of the intervention there is one group across batches and "the winner takes it all"
2. Virtual classroom learning
A simple twist on traditional instructor-led learning is virtual classroom learning. This can be delivered in various forms, including video lectures, discussions, and text documents. Virtual classroom learning can happen synchronously, where all learners receive their lessons simultaneously, or asynchronously, where learners take classes at their own pace.
One significant advantage of the virtual classroom learning method over traditional instructor-led learning is that it can be delivered and attended from anywhere and learners can still directly interact with the instructor.
3. On-the-job training
Another training delivery method is on-the-job training, where a manager or another experienced team member provides real-time instruction on a specific topic.
This method is cost-effective as it can be handled in-house and provides opportunities for building future mentoring relationships between employees. One drawback of on-the-job training is that it solely depends on the instructor’s ability to deliver consistent, high-quality training.
4. Blended learning
While L&D efforts have typically been delivered synchronously or all at once, the advent of blended learning has made it possible to blend synchronous and asynchronous learning.
Blended learning combines the best of two training environments – traditional face-to-face learning and eLearning – to meet the evolving needs of new-age learners. Blended learning takes learning outside the walls of the classroom, making it possible to access resources both online and offline.
This helps engage all types of learners – both those who learn better in a traditional classroom environment as well as those who work best with semi-autonomous, computer-based training. While classroom learning offers an opportunity for immediate face-to-face interaction, online learning offers self-paced personalized learning with interactive media such as games, videos, tutorials, quizzes, etc. all accessible from the learner’s home page in a learning management system (LMS).
It has been constant endeavour of ours to enhance the experience (UX & UI) to make learning joyful and engaging so that there is improved retention and reinforcement of learning. To bring stickiness in the process, Infinity has extensively used gamification of content wherever possible.
5. Spaced learning
Spaced learning is based on the concept that learning is enhanced when knowledge is repeated after certain intervals.
Spaced learning breaks down long employee training programs into several sessions or modules of shorter durations, with spaced intervals in between. Parts of these sessions are reintroduced multiple times over the course of the next few days or weeks for learners to recall information, driving long-term knowledge retention.
Spaced learning helps employees avoid information overload and improves their overall learning experience.
6. eLearning courses
eLearning is an effective and flexible training delivery method. Learning can be customized for individual needs and works best when learners don’t need immediate feedback or live collaboration to be successful. eLearning includes learning resources like PowerPoint, virtual reality lessons, microlearning, gamification, and instructional storytelling.
This training method is cost-efficient because lessons can be reused as long as they contain the most accurate information, however, it is not as effective for activities such as team building.
Microlearning involves dicing course information up into shorter sections or topics that can be easily delivered and completed asynchronously. Smaller learning sessions offer the right amount of information necessary for learners to achieve a specific training objective, making microlearning valuable in business contexts.
Microlearning is effective because learners apply the skills they’ve acquired before they lose attention, thus improving knowledge retention. This is also referred to as real-time learning.
Microlearning lessons work well when incorporated into a Learning Experience Platform (LXP), which dividing the course content into small chunks and integrates it into any software employees use while they’re working.
In an automobile assembly-line, there are specialist workers for every stage; let us take the person who fixes the door to the body, and he gets stuck somehow. Ideally, we would expect him to go to library, refer the SOP and get on job better equipped to do it the right way. Let's be honest, no one has done that in past, you and I would not do it either, so we look for easier way out.
Ask the superior, would sound as the next best option; there too, we may not want to expose our inability or weakness as he may use it against me in appraisal, or he may rebuke in public. What actually happens is the worker asks fellow worker who advises to hammer the door to frame, certainly not what the SOP would suggest.
I call it unscientific and usually 'wrong' learning that may happen.
What if a 2 min video was available demonstrating how to deal with this situation. the worker would find it easier to take a short break, grab a coffee and watch this video. Right learning should happen, without facing embarrassment with superior or colleague and literally without pulling oneself out of operations for very long.
This is big advantage of micro-learning, and as Lexus assembly-line did it on computer (CVBT) today we recommend mobile device friendly content (9:16 aspect ratio).
Gamification is another variation of eLearning that has gained popularity in recent years. This training delivery method disseminates knowledge in the form of game-like lessons which reward learners for knowledge retention. This type of learning can also be delivered through virtual reality, augmented reality, or even a Learning Experience Platform (LXP)
Delivering learning objectives through activities like role plays, fish-bowl, brainstorming/ brain-stilling, 100s of management games (auction, tower, robot, movie making etc.) and kinesthetic sessions has been the uniqueness of Infinity Endeavours. Thus, a trainee who attended a workshop in early 2000s, when he met the trainer in 2011, he remembered the activity with all madness and fun it had 10 years back, and also the debriefed message. Some acknowledged that they have used it in their training sessions, which further reinforces L&D.
While these simple tasks and activities have worked very well, the
current trend of using graphics, graphic & VR based games and activities are further adding to effectiveness of our learning interventions. it may cost a lot of money to develop these contents, but it can be used again and again for training, refreshers/ upskilling programs as well as serve as on-the-job reference material.
All we need is an LMS/ LXP to access (by users) and deliver.
9. Simulation Training
Simulation training lays out different scenarios that allow employees to practice tasks that mimic the actual work of their specific job’s role. This is an ideal training method for employees working in high-risk or high-stakes fields such as pilots or doctors. Many times, simulation training is mandated by the state or federal government and it’s called compliance training.
Builds skills such as problem-solving and critical thinking under pressure.
Learners can make decisions in a risk-free environment and experience the consequences of different decisions.
Offering trainee participation keeps learners engaged and focused.
Allows learners to improve their skills by learning from their errors.
Learners gain a better understanding of the consequences of their actions.
Simulation exercises can be expensive.
Simulation cannot always completely recreate real-life situations.
Learning simulations require regular updates and maintenance based on the changing industry trends.
Simulation training may provide a faulty sense of safety or employee’s downplaying simulations as a result of desensitization.
Cockpit Vista for example (www.cockpitvista.com) is one good user case where flight simulators are deployed to give near real feel of a cockpit and control systems, where a user can learn to fly before trying out on real aircraft, or practice and fulfil the minimum requisite of flight hours to get their accreditations (in cases where the authorities recognize it as equivalent). Such simulators and emulators can be created and used for training, reference and testing purposes.
Infinity Endeavours recommends Cockpit Vista and suggests similar simulator designs for industrial training purposes.
10. Virtual Reality in Training
In recent years, virtual reality (VR) training has become increasingly used in a corporate setting. VR provides an artificial, immersive environment where employees can experience simulations that teach them the skills they need to do their jobs.
This training delivery method is effective for teaching complex and technical skills. While the setup can be initially expensive, it can be a good investment because VR lessons are both customizable and repeatable.
11. Collaborative training
Collaborative training is a methodology where employees share their knowledge and expertise, teaching and learning from one another at the same time. This technique helps enhance the overall training experience for employees by capitalizing on their skills, ideas, and knowledge.
Employees gain a better understanding as a group than they do as individuals by listening to other viewpoints, reframing ideas, and articulating their points. This makes collaborative training an effective technique for workplace training.
12. Real-time learning
Real-time training enables employees to learn while working. This training delivery method often requires some in-person guidance to teach employees how to complete tasks in real-time. For tasks that need to be completed on the computer, real-time learning content can also be delivered virtually via a Learning Experience Platform (LXP) that integrates with any software or application.
13. Video training and webinars
Video training engages employees and delivers sophisticated learning experiences at a lower cost than traditional training. Creating training videos enables employees to digest information in an easy-to-understand format that is easier to retain and that employees can go back and watch at any time.
Similarly, webinars are interactive and engaging and keep viewers’ attention longer than a traditional PowerPoint presentation.
This training delivery method relies on building relationships that serve the purpose of L&D initiatives throughout an employee’s journey with a company. Mentors are experienced advisors who are invested in the success of the employee.
Mentorship training can be used to provide continuous, informal training, but this approach absolutely necessitates a good working relationship. Otherwise, employees run into risks of over-dependence and micromanagement, or even creating a burden for the mentor.
Infinity Endeavours has evolved a unique 'mentoring way' wherein a participant (employee) undergoes one-on-one sessions with the mentor (C) and is expected to apply the learning (A) but at reinforcement stage, the superior/ manager is enrolled, whose role is to continue the mentoring process even after external consultant has finished his part. in 'Coaching' also, the same C-A-R methodology is followed. That is what we say "taking training beyond the 'finish line' or handholding" as our unique methodology.
15. Executive Coaching
Somewhat similar to mentorship, coaching involves hiring a trained professional to serve in a mentor-like role for a period of time. This method can increase learning efficiency, but, doesn’t have the same benefits of relationship building.
Strengthen learning and development initiatives with Skolarli.
Skolarli, our LXP, can serve as the base platform for training management, delivery and control, to deliver interactive walkthroughs, store learning resources, and provide self-help support 24 X 7. It may rest on top of your existing CRM or ERP software or applications as well or collaborate with them to fetch relevant data and to feed reports from LXP.
With our LXP you also bring your documentation, knowledge base, intranet, and external links all into your employee’s applications – allowing them to find the right support and training material, without leaving the application they’re using.