At our company, we have been using direct face-to-face training for many years. Nowadays, with recruitment becoming more frequent and more employees joining the company, face-to-face training is becoming increasingly difficult. We are considering a change to online training using training software provided by companies like Skyprep in Thornhill. We have never tried this method before and are not sure if this method will be as effective as face-to-face training. Any suggestions on providing high-quality training to our employees?
From Canada, Montreal
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From Canada, Montreal
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Dear Jenjones,
You could have given background information while raising the query. What is the nature of your business? What is your designation? What type of training do you conduct? Do you have your own trainers, or do you outsource completely?
Why do we train our employees? We train our employees to bring organizational change. After the training, some operational ratios should increase or decrease. Else some operational costs are supposed to decrease. If you feel that you will be able to bring this change because of e-learning, then you may try this method.
However, I have a question to ask you. There are a lot of videos available on YouTube on most subjects. If employees have that self-learning attitude, then employees can learn from books or existing videos on YouTube also. Why not try this method before embarking on e-learning?
In personal training, faculty brings liveliness. For spontaneous questions, spontaneous replies are given. Faculty not only imparts the training but also manages attention span. Secondly, how will you conduct the games or simulations through e-learning? The impact that games or simulations make helps in making a behavioral change.
My Personal Experience: Once I conducted a training program on "Business Writing Skills" for the middle/senior management professionals of a company that manufactured excavators, an American MNC. Almost all the participants had taken training through an e-learning module and acquired an online certificate. However, their CEO was fed up with the Managers because of their inability to write proper emails or letters. Finally, at his instance, the classroom training was organized. Most of the participants openly admitted that the understanding of the subject they gained in classroom training was not achieved through e-learning.
Let me quote the second case. Once I had a meeting with the Training Head of a company that has operations in 105 countries. They have uploaded 150+ modules in e-learning. Notwithstanding this, he found little change on the ground. He expressed his concern over e-learning not showing the impact on the operations.
Let me quote the third case. Recently, one client approached me for conducting training on teamwork. The HR told me that they are facing a unique problem in one of the teams. They are all seniors with 5-10 years of service. Hitherto, they were controlled by a very senior person and he did not involve in managing daily operations hence enjoyed the freedom. Now, recently one person was inducted as Manager for them. Slowly the team has started showing disgruntlement against the Manager, and there are undercurrents of discontent. They wanted me to conduct training on teamwork. Will e-learning solve this kind of problem?
Via Media: My experience apart, e-learning is here to stay, and I acknowledge that. Therefore, you may go for the via media. Participants may have pre-training through an e-learning module. Later, internal/external trainers can check the implementation of the knowledge. If this method is implemented, faculty does not have to invest time and energy in teaching the basics of any subject.
Nevertheless, even this method will work, I have doubts. Whenever I send the pre-course reading material, hardly any participant reads it and comes prepared.
Final comments: E-learning or classroom training, what matters is the learning attitude of the participant. Either method fails or succeeds without the learning attitude; either method is bound to fail. Lastly, you have not mentioned what is your success rate of measurement of ROI on training? For how many programs do you measure it? Secondly, in how many programs is the goal statement of the training attained? Attainment of the goal statement is conducting training aimed at increasing or decreasing some operational ratio and checking whether the goal was attained or not. If you are unable to attain the goal statement in classroom training, then your e-learning is also bound to fail. Therefore, concentrate on the end result and not the means.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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8219You could have given background information while raising the query. What is the nature of your business? What is your designation? What type of training do you conduct? Do you have your own trainers, or do you outsource completely?
Why do we train our employees? We train our employees to bring organizational change. After the training, some operational ratios should increase or decrease. Else some operational costs are supposed to decrease. If you feel that you will be able to bring this change because of e-learning, then you may try this method.
However, I have a question to ask you. There are a lot of videos available on YouTube on most subjects. If employees have that self-learning attitude, then employees can learn from books or existing videos on YouTube also. Why not try this method before embarking on e-learning?
In personal training, faculty brings liveliness. For spontaneous questions, spontaneous replies are given. Faculty not only imparts the training but also manages attention span. Secondly, how will you conduct the games or simulations through e-learning? The impact that games or simulations make helps in making a behavioral change.
My Personal Experience: Once I conducted a training program on "Business Writing Skills" for the middle/senior management professionals of a company that manufactured excavators, an American MNC. Almost all the participants had taken training through an e-learning module and acquired an online certificate. However, their CEO was fed up with the Managers because of their inability to write proper emails or letters. Finally, at his instance, the classroom training was organized. Most of the participants openly admitted that the understanding of the subject they gained in classroom training was not achieved through e-learning.
Let me quote the second case. Once I had a meeting with the Training Head of a company that has operations in 105 countries. They have uploaded 150+ modules in e-learning. Notwithstanding this, he found little change on the ground. He expressed his concern over e-learning not showing the impact on the operations.
Let me quote the third case. Recently, one client approached me for conducting training on teamwork. The HR told me that they are facing a unique problem in one of the teams. They are all seniors with 5-10 years of service. Hitherto, they were controlled by a very senior person and he did not involve in managing daily operations hence enjoyed the freedom. Now, recently one person was inducted as Manager for them. Slowly the team has started showing disgruntlement against the Manager, and there are undercurrents of discontent. They wanted me to conduct training on teamwork. Will e-learning solve this kind of problem?
Via Media: My experience apart, e-learning is here to stay, and I acknowledge that. Therefore, you may go for the via media. Participants may have pre-training through an e-learning module. Later, internal/external trainers can check the implementation of the knowledge. If this method is implemented, faculty does not have to invest time and energy in teaching the basics of any subject.
Nevertheless, even this method will work, I have doubts. Whenever I send the pre-course reading material, hardly any participant reads it and comes prepared.
Final comments: E-learning or classroom training, what matters is the learning attitude of the participant. Either method fails or succeeds without the learning attitude; either method is bound to fail. Lastly, you have not mentioned what is your success rate of measurement of ROI on training? For how many programs do you measure it? Secondly, in how many programs is the goal statement of the training attained? Attainment of the goal statement is conducting training aimed at increasing or decreasing some operational ratio and checking whether the goal was attained or not. If you are unable to attain the goal statement in classroom training, then your e-learning is also bound to fail. Therefore, concentrate on the end result and not the means.
Thanks,
Dinesh Divekar
+91-9900155394
From India, Bangalore
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