Develop e-learning experiences, from program planning to launch. Instructor-led training is the traditional type of employee training that takes place in the classroom, with a teacher presenting the material. This can be a very effective method of employee training, especially for complex topics. Instructors can answer specific questions from employees or direct them to other resources.
They also allow highly qualified instructors to adapt the level and style of training to the employees present in the room. However, instructor-led training has some drawbacks, such as cost and implementation time. It may also be unnecessary for concise topics. We discuss more about this in our post, Instructor-Led Training vs.
E-learning, on the other hand, is based on videos, tests and online courses to train employees. Employees can complete their training directly in the palm of their hand, with a smartphone or on company computers. Of course, e-learning also has its own challenges. Without a strong instructional design strategy to back it up, the graphics and images that make e-learning fun can also quickly make it misleading or obsolete.
Keeping it up to date is also a necessary good practice. Here we explain the main advantages and disadvantages of online learning. Practical training includes any experiential training that focuses on the individual needs of the employee. It is carried out directly at work.
Practical training can help employees adapt perfectly to their future or current roles, while improving their current skills. Coaching or mentoring may share similar qualities as practical training, but in this type of employee training, the focus is on the relationship between an employee and a more experienced professional, such as their supervisor, coach, or veteran employee. The individual mentoring style creates a relationship between employees that goes far beyond training. It also allows the employee to ask questions that they may not be comfortable with in the classroom, with instructor-led training.
This training method can be done in person or virtually, through online coaching sessions. Specific management activities are just employee training that focuses on the needs of managers. They can include simulations, brainstorming activities, team-building exercises, role-playing games, or e-learning focused on best management practices. From fully personalized development to a comprehensive education strategy, our EdgePoint Learning experts can also help you develop better employee training programs, for a variety of training methods.
We specialize in e-learning, as well as in innovative training solutions, such as geofenced mobile training and microlearning. E-learning (or online training) has become one of the most recognized employee training methods, especially in the post-pandemic world, where employees work remotely and cannot attend face-to-face training sessions. E-learning allows employees to learn in the comfort of their homes, according to their individual learning styles and needs. There are many types of e-learning tools to help L&D teams create, manage, update and facilitate effective training programs.
Here are some resources for finding the right tools for your organization's needs. On-the-job training allows for the active participation of employees by allowing them to learn in the workflow. It is one of the most effective employee training methods for teaching a new application or software process through tutorials and guides in the application and on screen that help users navigate the different functions and tasks of an application. The ultimate goal of on-the-job training is to accelerate the adoption by users of the new tools or functions that have just been released.
Code-free digital adoption platforms can be implemented to quickly produce hands-on learning content in multiple formats and reduce content creation time. Whatfix's interactive e-learning solution at work increases training by helping employees learn while they work, within the business application. The Whatfix Digital Adoption Center of Excellence (COE) program is designed for personalization. We work with customers to optimize training time by creating specific tasks for each function.
Based on the authors' research questions, the study yielded the following information that is crucial for successful training. All of this information is based on an exhaustive list of 13 basic methods. The case study is a proven method of training and is known to effectively increase student motivation. However, when students don't have access to the resources needed to complete a case study or if the project becomes a challenge, their motivation and learning will be hindered.
Internships are great for both parties. Employers can benefit from employee help, while employees can benefit from guidance and training from employers. However, in some cases, this can be very pressured or inconsistent. Job rotation can do a lot in terms of employee motivation and commitment.
This method gives people the opportunity to continue developing and working to achieve promotion, and it generates satisfaction and cooperation. However, for introverts, this is often a big challenge because of the fear of failing in front of others. In addition, it is a method that requires a lot of time and room for error. Work monitoring serves to generate employee commitment and interest.
Students have the opportunity to see their work from another perspective, which is perfect for those who are being considered for promotion or a change of role. Conferences are often dreaded and ridiculed, but they are the most commonly used training techniques. Yes, there is often a lack of interaction, but with the right speaker and simple classes, this can lead to optimal learning. This is the counterpart of the conference training method, one that promotes practice with realistic models.
It is often used in cases where employees need to practice after watching a conference or demonstration. The study also analyzes the situations and environments in which each of the 13 methods would be effective. If the training is not done as it should, it will not be effective and may only lead to negative results. On the other hand, if everything goes as research suggests, training can be the best tool for the success of an organization.
However, it is disappointing that only 34% of these companies consider training to be effective. Therefore, as the industry continues to evolve, it's critical that learning and development professionals know how to make their programs as effective as possible. The first step is to choose the right training methods for employees. Interactive training, one of the most effective training methods in the workplace, actively involves students in their own learning experience.
This training can take the form of simulations, scenarios, role-playing games, quizzes or games. With on-the-job training, employees are not only actively involved in learning, but they are also involved in real activities related to their current or future work. This is one of the most effective training methods for succession planning. Originating in Albert Bandura's work in the 1970s, social learning is commonly defined as learning from others by observing, imitating and modeling their behavior.
Social learning can also be a highly intentional workplace training method. Social learning isn't found in many of the common training methods, mostly because it's not as easy to structure, measure and control. However, it can be very effective, as employees are pushed beyond the limits of their daily functions and gain new perspectives and problem-solving skills. E-learning, or online training, has become one of the most recognized solutions to the challenge of how to train employees effectively.
On-line training programs in the workplace can include e-learning courses, webinars, videos, etc. The variety offered by online training means that employees can learn according to their style and their immediate needs. It also means that they can learn as they go. The downside? Little more than the initial development costs and service fees of a reliable Learning Management System (LMS).
Here are 3 questions to identify the most effective employee training methods for your training program. When new or existing skills need to be developed, interactive training and e-learning are often more effective. When these skills are soft skills (such as problem solving), rather than technical skills, social learning techniques can also be successful. When planning succession or seeking to shape specific behaviors in the workplace, on-the-job training methods, such as coaching, are effective.
Factors to consider here include demography, the nature of the work, the level of seniority, and whether learning will take place in a group or by individual or not. Social learning methods would be more effective in cultures where shared values and community take precedence over individual objectives or competition. Online training is most effective when employees are geographically dispersed. When jobs are relatively simple, they often require basic knowledge and skills that can be learned with little practice.
However, the best training techniques for employees with complex technical jobs are those that require active participation, such as interactive training methods. Online training provides them with the convenience of accessing their training when and where they prefer. It also allows them to select the content modules that are most relevant to them. However, leadership seminars and conferences can also provide positive opportunities for social learning and the acquisition of new knowledge related to industry trends.
However, when many employees must acquire the same knowledge or skills, in-person training sessions, social learning techniques and e-learning can be more effective and efficient. For example, an IT team that needs to learn about identity theft could attend a live webinar or complete an e-learning course in due time. In fact, surveys have demonstrated, time and time again, that employees prefer a blended delivery approach. Using both online and offline training methods is even easier with the help of a learning management system such as TalentLMS.
An LMS can organize all your training methods in one place (even in-person seminars) and track progress at the same time. Since the importance of effective employee training is obvious, the next step is to choose the right employee training methods that are ideal for the organization as a whole, as well as for individual team members. Simulation training, called compliance training, is often required by the state or federal government. Training is most effective when the target audience understands and believes in the benefits of the training program.
To find the employee training method that best fits their workforce, L&D teams must understand the learning style of their employees and consider other influencing factors, such as their training objectives, goals, cost and schedule. The first step is always to define the objectives of the training program, since certain training methods for employees are better suited to each of them. And, let's face it, employee training can be boring, but only when the wrong types of training are combined with the topic or problem being addressed. To create a happy and productive workforce, training managers must provide opportunities to continue training and growth.
Identifying the best training method for your employees requires thorough reflection and planning, which can be a little overwhelming for teams working in L&D, especially considering that the cost of employee training is very high. .