{PassionHR} Beyond Basics ? Part II - Training & Development

 

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28.01.2009

ISSN 0972-3900

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Training and Development Beyond Basics - Part II Working towards the right blend in learning... .....read more Beyond Basics - Part II Working towards the right blend in learning... Information on "Global Challenges & trends in HR" to get updates Reading Time: 5 minutes (672 Words) Key learnings: For all its popularity, learning professionals still have a lot to learn about designing and delivering blended learning Achieving blended learning success requires that these professionals move beyond the basics That learning cannot be anything but blended is an opinion subscribed by most organisations. Nonetheless, the execution of blended learning initiatives has much to desire. A recent survey revealed that most learning professionals continue to have rudimentary concerns about designing and delivering blended learning modules. It is time the learning fraternity moved beyond the basics of blended learning. Part one of this two-mailer series discussed how learning departments could overcome some basic concerns; this week's mailer takes the discussion further to help organisations achieve blended learning success. Laying the foundation As discussed in part one, front-end analysis is a prerequisite for designing an ideal blended learning module. A comprehensive and meaningful analysis involves examining the target audience, learning objectives and learning environment. Due consideration to all three components is critical to designing the right blend. But it is not as simple as that. What is equally important is aligning the results of the analysis with appropriate media and modes of learning. For instance, what technicians really require is lab time coupled with on-the-job tinkering. Therefore, putting them through the blend of a web-based course and an instructor-led classroom session just because the learning environment can support it will prevent them from optimal performance once they hit the floor. Towards the best blend What learning professionals now realise is that unless learners experience rewarding moments, their retention and consequent application of what has been taught will be poor. Therefore, the more experiential the learning the higher the chances of success. So, a right blend should ideally assure learners the best possible deal in experiential learning. In other words, what learning professionals should aim at is designing the right experiential blend. This means, in addition to catering to the results of the front-end analysis, they must also address the following considerations: Spread out: Experiential 'blended' learning has to be interactive and staggered. Although blended learning modules have an edge, stand alone ones achieve tactical, short-term learning objectives. When a training session lays the foundation for another, learner engagement and interest in learning is sustained, which also means that their take-away is higher. Also the fact that their concerns will be addressed in a follow-up sessions encourages them to be more exploratory in applying what was taught. Action-intention coordination: In addition to catering to different learning styles and learning objectives, the right blend also addresses the fact that the adult learning process must allow for cognitive processing and skills upgrading. As one learning professional explains, "Designs must allow the learner to interact and apply his or her learning by interacting with a programme, person, piece of equipment or a process." A learner must appreciate, understand and apply what is required of him, and only well blended programmes allow for that. For instance, if knowledge transfer is the learning objective, then the blend should allow for more cognitive processing in the form of web-based courses, paper-based reading material, audio tapes and discussions. If skills upgrading is what is required, then structured on-the-job training becomes the best solution. Other considerations Tried and tested: Although the true success of a programme is best determined after rolling it out for its target audience, the chances of failure can be reduced by testing it out before. This way, learning professionals get that one last chance of tweaking it to perfection. Keeping it up to date: A learning programme is only as good as its content. But in addition to ensuring suitability and relevance of content, blended learning programmes must keep abreast of the latest tools and technologies. There is a lot that most organisations know about blended learning, but unfortunately very few have benefited from what they know. So organisations need to learn how to use their knowledge and leverage the benefits of blended learning! Published by TheManageMentor. Contact us at memberservices@cnkonline.com Kirtana Related Reading: 1. "Executing blended learning", by Eric Rodgers 2. "Corporate social responsibility: How can learning contribute", by Annick Coulon Top

These documents are provided for informational purposes only. The information contained in this document represents the current view of TheManageMentor on the issues discussed as of the date of publication. Because TheManageMentor must respond to changes in market conditions, it should not be interpreted to be a commitment on the part of TheManageMentor and TheManageMentor cannot guarantee the accuracy of any information presented after the date of publication. INFORMATION PROVIDED IN THIS DOCUMENT IS PROVIDED "AS IS" WITHOUT WARRANTY OF ANY KIND, EITHER EXPRESS OR IMPLIED, INCLUDING BUT NOT LIMITED TO THE IMPLIED WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE AND FREEDOM FROM INFRINGEMENT. The user assumes the entire risk as to the accuracy and the use of this document. This document may be copied and distributed subject to the following conditions: 1) All text must be copied without modification and all pages must be included; 2) All copies must contain TheManageMentor copyright notice and any other notices provided therein; and 3) This document may not be distributed for profit. All trademarks acknowledged. Copyright C & K Management Limited. 2001-2004.

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Hari Nair
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Sona Koyo Steering Systems Limited
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Haryana

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