face-to-face training

Seven ways eLearning can complement face-to-face training

In eLearning Development, Instructional Design by Bianca Vértiz

The impact of Covid-19 did not spare the field of corporate and workplace training around the world with its spread promptly shutting down traditional face-to-face teaching environments. A scramble for virtual solutions to fill the gap of the classroom experience prompted many to face their techno phobias and reassess the possibilities of technology to deliver and engage their trainees remotely.

After these experiences during the lockdown, the benefits of using learning strategies such as blended learning and the flipped classroom, which combine online learning experiences with onsite training may be looked at afresh and take more of a central position in learning and development programmes.

With this in mind, this article will review seven ways that eLearning can complement face-to-face delivery to encourage learning and impact positive change in performance and growth.

Virtual training

You might find interesting: Bring your training online.

Use an online learning platform as a focal point for fostering engagement and locating training resources.

  • An LMS (learning management system) can be used as a centralised platform to supplement face-to-face time and facilitate the delivery of course content. Many of the online digital tools and features can help foster peer engagement and reflective learning outside classroom time, such as discussion boards and blogs. Use the LMS as a repository for online training resources such as video guides, podcasts, study aids, quizzes. This allows learners to revisit concepts and information any time they need.
  • Take this one step further by using a Learning Experience Platform (LXP). LXPs allow for more personalised learning journeys by combining different digital courses and resources based on individual needs and wants driven by the support of AI technology. Make face-to-face part of this experience by opening workshops and training events to wider cohorts of learners to discover and attend either in person or via live stream.

Use online digital resources to add value to face-to-face training time.

  • Prior to classroom time use online learning resources such as explainer videos, scenarios, and knowledge checks to cover key concepts and practices. Use the face-to-face time for ‘in-the-moment engagement, such as live workshop activities, discussions, addressing knowledge gaps and clarifying understandings.

Customise content delivery for different learner levels.

  • An online pre-course questionnaire can be used to identify additional information to what is relevant and meaningful to participants and ensure it is addressed. For example, questions on experience using certain systems will allow you to gauge the current level within the group. Content can then be customised to your learners in a way that complements the existing training, such as completing an online primer module, as well as a separate classroom activity to ensure competence and comprehension.
  • Build healthy competition between your trainees by using online gamification techniques by focusing on engagement and motivation. This can be done by creating small, achievable challenges at different points of the training delivery. For example, try realistic scenarios to explore day-to-day workplace experiences and give opportunities to learn from mistakes by providing informative feedback and a chance to try again.

Use online for knowledge checks and assessments.

  • Use an online LMS to manage knowledge checks, assessments and create reports. This allows for better reporting of trainee comprehension of learning outcomes and helps to identify learning gaps.

Post-training learning and growth.

  • Use online strategies to improve long-term performance by following face-to-face training with online refresher modules, online simulations, knowledge checks, email tips. Build online communities by hosting follow-up webinars with different cohorts or groups invited to share their professional experiences with the aim to encourage new knowledge and growth.

Use online to reduce costs.

  • Online digital learning resources, such as explainer videos, podcasts and interactive presentations may have the initial investment cost, but these invaluable resources can be reused and adapted across different training modules over time and help reduce costs associated with traditional face-to-face learning.

 

blended learning

Blended learning is when eLearning is used to complement face-to-face learning with diverse digital components happening at any point during the course delivery.

 

face-to-face training

A flipped classroom approach is when course material is completed before in-class time, where learners then practice, discuss these new skillsets in person.

 

If you need further assistance in Converting classroom training into eLearning, please get in touch with us. We can assist you with the overall creation of your eLearning strategy to identify the best way possible to convert and re-design your current materials, and so much more.