General Modes of Training Delivery
Traditionally, this mode of training has been a go-to for many companies. The formats include classroom training, face-to-face sessions, and virtual instructor-led training (VILT).
This model brings the human element into the learning process. The learners interact directly with experts and peers, allowing for immediate feedback and clarification.
Advantages: Direct interaction, real-time feedback, and the ability to adjust training based on learner responses.
Disadvantages: High cost of logistics and inflexibility in scheduling. It may not be ideal for geographically dispersed teams.
Best used when: Detailed explanations are needed, and hands-on practice under expert supervision is required.
Virtual Instructor-Led Training (VILT)
VILT leverages video conferencing tools to deliver training. It combines the benefits of direct interaction with the convenience of remote learning.
Advantages: Geographic flexibility, lower costs compared to classroom training, and scheduling flexibility.
Disadvantages: Potential technical issues and reduced control over the learning environment.
Best used when: Teams are geographically dispersed, but real-time interaction and feedback are still necessary.
eLearning consists of digitally delivered content, often through Learning Management Systems (LMS). It can include webinars, video lessons, and online quizzes, among others.
Advantages: Flexibility in learning pace, easy content updating, and scalability.
Disadvantages: Limited interaction with the instructor, potential lack of motivation for self-directed learners.
Best used when: Training content is standard and doesn’t require customization for individual employees.
Experiential learning involves training methods like on-the-job training, mentoring, shadowing, and job rotation.
This method is all about learning while doing. It’s applicable for teaching specific job-related skills.
Advantages: Highly practical, immediate application of learning, and greater retention of knowledge.
Disadvantages: Potential disruptions to work and risk of mistakes affecting business operations.
Best used when: Training for job-specific skills or when implementing new processes or tools.
Mentoring and Shadowing
These methods involve learning from a more experienced colleague.
Advantages: Personalized learning, development of interpersonal relationships, and enhanced understanding of job roles.
Disadvantages: High dependence on the mentor’s skills and availability.
Best used when: Fostering leadership skills, supporting career development, and promoting knowledge transfer in the organization.
This method allows employees to experience different roles within the organization.
Advantages: Enhanced understanding of the business, development of a broad skill set, and increased employee engagement.
Disadvantages: Requires a substantial time investment and can lead to short-term productivity loss.
Best used when: Encouraging cross-functional understanding and identifying high-potential employees for leadership roles.
Mobile learning uses portable devices like smartphones and tablets to deliver training content.
Advantages: Learners can access content anytime, anywhere, promoting continuous learning.
Disadvantages: Limited scope for in-depth learning due to smaller screens and potential distractions.
Best used when: Providing quick, just-in-time training or for reinforcing previously learned concepts.
Gamification and Simulation
These training methods use game elements and simulated scenarios to promote learning.
Advantages: Highly engaging, practical, and enhances retention and application of knowledge.
Disadvantages: Requires significant resources to develop high-quality games or simulations.
Best used when: Developing critical thinking and decision-making skills, or when dealing with complex concepts that require active learning.
Learn more about how gamification is transforming corporate training,
Trending and Upcoming Modes of Training Delivery
Augmented Reality (AR) & Virtual Reality (VR) Learning
AR and VR provide immersive learning experiences by integrating digital information into the user’s environment.
Advantages: Highly interactive and engaging, offering practical learning without real-world consequences.
Disadvantages: High development costs and the need for specialized equipment.
Best used when: Conducting safety training, complex equipment operation training, or immersive product knowledge training.
Generative AI in Learning
Generative AI can create content based on specific inputs, opening up possibilities for personalized learning experiences.
Advantages: Highly scalable and adaptable, offering personalized learning pathways.
Disadvantages: Quality of AI-generated content may vary, and learners may need time to adapt to this mode of learning.
Best used when: Customized learning is necessary, and when there’s a need for mass training on a variety of topics.
Social learning leverages social interaction within a group to facilitate learning.
Advantages: Promotes knowledge sharing, collaborative problem solving, and community building.
Disadvantages: The quality of learning is highly dependent on the group’s engagement levels.
Best used when: Encouraging team building, creativity, and innovation.
Microlearning involves breaking down complex subjects into bite-sized modules for easier understanding and retention.
Advantages: Fits well with the busy schedules of employees and caters to shorter attention spans.
Disadvantages: May not be suitable for complex topics that require a deep dive.
Best used when: Reinforcing concepts, providing performance support, and for just-in-time learning.
In conclusion, each mode of corporate training delivery has its unique strengths and drawbacks. The choice of mode depends on several factors, such as the type of content, organizational constraints, and learner preferences. By leveraging a blend of these methods, organizations can create impactful learning experiences that cater to the diverse learning needs of their employees.
Additional Reading: Importance of Corporate Training