Blended learning is the amalgamation of in-person and digital educational methods. Through this hybrid method, organizations can provide trainees with face-to-face lessons, distance learning, e-learning, self-directed learning, and various social learning styles.
This method gives learners the best training experience and a variety of delivery platforms for knowledge assimilation.
For contemporary enterprises, such a method could allow learning departments to meet different learner needs, fulfill business requirements, and at the same time take care of the operational limitations.
What Is Blended Learning?
Blended learning is a teaching approach that combines instructor-led training (ILT) with the use of technology to deliver learning materials. Employees might go to face-to-face classes, do online learning, join live webinars, and learn by doing.
It is, however, not about a mix. A good blend connects each mode of learning to a specific learning outcome。
For instance, an enterprise might deploy eLearning as the platform for the delivery of knowledge, virtual meetings for a conversation, and offline workshops for real-life practice.
Why Is Blended Learning Important?
Workplace employees these days need learning solutions that can be adapted easily with minimum effort. Blended learning offers much-needed flexibility while keeping instructor interaction opportunities and collaborative learning intact).
According to research by Brandon Hall Group, companies that adopt blended learning can expect significant improvements in staff knowledge and retention compared those that use just traditional classroom methods. Furthermore, the increasing shift towards digital learning shows the impact of new technologies that change what and how we work on one hand and the popularity of online learning courses and training apps, virtual classrooms and learning management systems.
From L&D teams' perspective, the highest value comes from creating the right learning pathway and journey for the learners, rather than merely implementing different learning technologies.
Key Benefits of Blended Learning
1. Greater flexibility
Using self-paced modules employees can study at their convenience, while interactive sessions can help carry out activities that require participants to talk, work together, etc.
The flexibility of such a learning format might help avoid the employee productivity loss that is usually caused when people have to learn by leaving their office.
2. Better learner engagement
Employers can combine video materials with discussions, quizzes, assessments, practice with software, simulations, and training of the instructors.
It leads to a dynamic training approach that keeps the learners more involved and satisfied. Moreover, it can even help in catering to the different learning styles of the workers.
3. Improved knowledge application
Blended programs help to bridge the learning and workplace gaps.
In the case of such a scenario, when an employee learns online and later in the form of a role-play, case study, simulation or a coaching session, he/she is able to put into practice.
4. Scalable training delivery
Companies can utilize the electronic resources available on the internet to provide the basics of learning to a large audience.
Sessions, either onsite or virtual, can then be devoted to more interesting and useful discussions and practice.
What Are the Challenges?
Blended learning is not a magic bullet for every company or learner. It will certainly not be successful if the various components of learning are not seamlessly integrated. This may lead to repetition of content, learner burnout, and a disjoined experience.
Most common issues are related to the acceptance of technology by learners, preparation of the teaching material, maintaining high levels of motivation of the learners, readiness of the instructors, and the program as a whole. In this respect, it is very important for companies to make clear distinctions of what is to be learned through the computer, when is to be a trainer-led activity and when a combination would be necessary.
Best Practices for Blended Learning
It is wise to first figure out what the employees actually need to be able to learn, practice and finally show the learning that they have attained.
Then, the learning designer should pick the most suitable delivery method for each of those requirements. Use technology for knowledge dissemination, live training for communication, and practical exercises for application of knowledge.
In addition, companies must constantly monitor how far employees have finished training modules, how many employees have passed assessments, how well they have been engaging with the learning, and how well they have put into practice what they have learned on the job. Such data collection can help identify the good parts and highlight the parts where the learning experience needs to be upgraded.
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