Online training has been a great choice for a while not and more and more companies have started to use it. But why? Companies have started implementing remote training a while ago, based on a series of reasons, such as the existence of global teams, working from various locations, who needed to follow the same learning paths on a specific topic.
Other companies have decided that virtual training means less waste, both in terms of money and time spent. There are no expenses for hotels, car rentals & traveling when it comes to virtual training, as an eLearning platform is enough to connect the trainer and the trainees, no matter of their physical location.
There are various statistics regarding the implementation of online training globally:
However, there is a new reason now to implement online training, which results from a necessity, not a choice: the covid 19 pandemic, which has forced a professional shift in terms of environment, meaning that people are starting working and learning from their own homes.
People need to talk to each other and social learning is one of the most powerful training methods. The shift from real life to virtual training doesn’t mean cutting communication down. There are a lot of ways in which trainees can share insights and knowledge, such as communities of practice, learning rooms, forums, etc. Also, video conferencing makes the training valuable, as it is a way to connect everyone and to leverage a sense of team spirit and collaboration.
Specific courses should not be perceived as a one-and-done affair, but rather as part of an ongoing learning culture, where employees add up to their knowledge and skills development. You can implement a continuous learning program by coming up with learning materials that enforce the information delivered during one training session.
You have to keep in mind who you are organising a training session for, right? Every learning program has its specific goals targeted towards a specific target and it’s important to find out if the audience has found the target valuable, applied to their learning style and to their specific skills or knowledge gap.
Also, this is an opportunity for the learning & development specialists to shed light on the learner’s needs based on their own perspective and to find out what could be improved in order to deliver training sessions that really provide a return on investment. Come up with feedback reports to be filled after the course and give yourself time to make conclusions based on them and to use them in the next training plan.
Some (final) thoughts