What is Training Delivery?
Training delivery refers to the method and process of imparting knowledge and skills to a targeted audience. Each mode encompasses a range of formats, tools, and strategies, considering the trainee’s learning styles, preferences, and needs. Trainers, educators, and employers must be aware of all these factors and tailor them to their needs in order to impart essential information, share crucial expertise, and engage their audience for optimum retention.
Significance of Choosing the Best Training Delivery Method
Having a firm grasp of the different training delivery methods is crucial because it enables HR teams and learning managers to customize their curriculum based on the needs and preferences of the workforce. Selecting the most appropriate strategy can result in the company’s success since workers who are engaged in the process are more likely to grasp and retain information, which contributes to improved job satisfaction and performance.
Businesses across industries thrive when they move with the continuous transformations brought about by the Fourth Industrial Revolution. This includes aligning training management initiatives with the changes.
It is important to note that while using digital modes is imperative, it would be imprudent to ignore the enduring effectiveness of more traditional methods. Here are some of these training delivery methods:
Instructor-Led Training (ILT)
ILT is a traditional training method where a live instructor or trainer leads a physical classroom session to teach a specific skill or subject. This method is ideal for the healthcare setting where they discuss complex topics and require return demonstrations.
- Engagement is ensured as there is immediate feedback between the instructor and the students
- The subject matter can be tailored on the spot to suit the learner’s needs and level of engagement.
- Since this requires physical space, instructor availability, and possibly travel, the company has to be prepared with the cost and logistics.
- Based on the disadvantages mentioned, scheduling constraints are a real problem.
This type involves delivering content through digital platforms like websites, mobile applications, and learning management systems (LMS). It includes self-paced online courses, webinars, and video tutorials. Here are some of the most common examples:
- Self-paced learning – This enables trainees to access materials and review them at their own speed. Although the company does not create a fixed schedule for completion, instructors and learning managers monitor the progress through quizzes. This works best for motivated learners who study for personal development.
- Mobile learning – Also known as mLearning, this delivers short modules and quick refreshers via mobile devices such as smartphones and tablets. Most training management platforms incorporate content libraries with micro-courses that employees can access anywhere and at any time.
- Simulation and Gamification – This makes use of games and virtual interactive environments for experiential learning. Because these are entertaining and engaging, experts believe that learners retain more information and can use it in real-life scenarios.
- Accessibility is not a problem with this training mode since managers can share modules and videos via e-mail or downloaded from the cloud.
- Managers can easily update their content and distribute it to stakeholders.
- Learners cannot ask questions or request further explanations because there is no direct interaction with instructors.
- This kind would not work with disinterested and unmotivated individuals. Those who do not have good time-management skills would not be able to work on these either.
As the name implies, this combines elements of ILT and e-Learning. Many corporate training programs integrate live workshops with online modules to create a more holistic learning experience for their employees. Many have lauded the success of blended learning, especially when the program is well-planned.
Blended Learning Pros:
- Because this incorporates the best of both worlds, it produces better results.
- Managers can organize their workers into groups and customize the style and content based on their needs and preferences.
Blended Learning Cons:
- Designing the course and planning schedules are time-consuming.
- This type requires intensive resource planning and utilization and can be more expensive.
On-the-Job Training (OJT)
This hands-on training involves learning while performing tasks and duties in the work environment. Although it is more informal, experienced employees mentor newcomers and give them helpful tips about everyday situations not covered during the onboarding session.
- Learners gain practical skills in a real-world context.
- New hires get to apply what they have learned on the spot.
- Because there are no trained instructors, the quality of skills and knowledge shared may be inconsistent.
- This mode is difficult to document and evaluate because there is no standard curriculum or grading system.
Virtual Instructor-Led Training (VILT)
This is similar to ILD since there is an instructor facilitating the learning experience. However, this is done virtually through live messaging applications with videos, such as Skype and Zoom. The societal shutdown caused by the pandemic has made this form of training quite popular across sectors.
- This is perfect for conducting seminars for geographically dispersed teams and remote employees who are working from home.
- Engagement comes through different forms, such as live Q&As, polls, and chatroom messaging.
- Weak connectivity, platform issues, and other technical challenges may hinder discussions.
- Not only are practical skills difficult to teach online, but it is also hard for learners to demonstrate the skills they have just been taught.
Best Practices for Maximizing Effectiveness
Understanding various options helps organizations employ the most suitable strategy for their employees. It is also crucial to take note of the best practices that ensure knowledge and skills retention and application.
- Personalization – Instructors should tailor the training content to the individual’s needs and preferences. This is the best way to engage the learner and ensure they hold on to the knowledge and apply it in the workplace.
- Employee Assessment and Feedback – On top of traditional performance rating systems, training managers should empower the learner by asking for opinions, comments, and suggestions about the program.
- Technology Integration – Utilizing a learning management system enhances the training experience for managers and trainees. Digitization enables the HR team to create modules on the spot, while automation facilitates progress monitoring.
Investing in continued training and skill development benefits the company in the long run. Create an instructional and engaging training program with the SafetyCulture (formerly iAuditor) platform’s Training feature and evaluate the progress and performance to measure its success.