Selecting a training method can seem daunting… but it doesn’t have to be difficult.
The way you deliver your content is just as important to training success as the content itself. You’ve likely seen how a well-designed training can enhance the content it teaches. On the flip side, have you seen great information diminished by a poor delivery method? In our line of work, it’s all too common to come across. Content delivery can significantly impact the effectiveness of the training and how well learners retain information.
Unfortunately, there’s no one-size-fits-all formula to selecting the right delivery method. So how do you make a decision? It’s all about meeting the functional goals of the training, which can depend upon a variety of factors, such as:
The Purpose of the Training – Training should always have a well-defined purpose: What are your specific, measurable business goals and objectives?
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- Knowledge-based objectives, like company policies, might be best met with eLearning or another formal training method. That way, there’s a record of completion and precisely what content was delivered. It’s consistent and controlled.
- For skill-based objectives, some things are best learned with on-hands practice like on-the-job training or shadowing a skilled coach. This not only builds camaraderie, but it allows the learner to ask questions in the moment.
- For career-based learning, where the objective is to provide the learner with additional support in growing beyond their current role, on-demand resources are a valuable tool learners can access at their own determination and pace.
Audience/Learner needs/Personalization – Understanding your learner is essential. This includes the nature of their job, their schedule and their learning preferences.
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- For example, associates on the road making deliveries need training that doesn’t disrupt the flow of business. Microlearning's and podcasts are something that can accessed anytime, anywhere and in small timeframes.
- Do they have reliable access to a computer or a mobile device? If not, on-the-job training might be the best fit.
- What is the demographic of your audience? Younger learners might prefer digital or mobile learning and/or learning enhanced with gamification elements.
Engagement/Interactivity Level – Multimedia, including videos or animation, is often more enjoyable and retainable for your learners, though depending on the other factors of your project this may or may not be a critical component.
Skill Assessment/Simulated Practice – Meeting compliance regulations, checking for retention or safely practicing a skill might be factors to build into a chosen training method.
Time to Complete Training – Consider how long learners will need to complete the training and whether that takes them away from other facets of their job or is something they can do within the flow of work.
Resources/Timing – Carefully weigh budget, production time, technology, infrastructure considerations and the impact/visibility to your business.
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- Don’t forget to include scalability across your organization and the cost of updates.
Start to define these factors by asking a few questions:
- What are your learning objectives and performance outcomes you hope to effect?
- Who is the intended audience and what is the context in which they will learn?
- What is your training budget?
- What is your training content?
Once you have answers to those important questions, weigh them against the pros and cons of available training methods:
To see the full list of Pros & Cons for other Training Methods, click here.
When you weigh the factors of your training project against the pros and cons of the available methods, a few selections will show themselves to be the most viable approaches. And when you find the best approach for your audience, you’ll not only increase their skills and confidence, but also align them with their job role and with the company.
Still unsure of your next steps? Collaborating with a trusted partner can help.
