7 Training Delivery Methods for Effective Online Training

LinkedIn’s Workplace Learning Report emphasizes that companies are increasingly turning to Learning & Development (L&D) to attract, nurture, and retain top talent to strengthen their business plan. In addition to the kind of training to deliver, another critical factor in L&D to think about is the training delivery method.

Choosing a training delivery method is one of the most crucial training content development strategies, but this may be challenging given the many factors that need to be considered. These factors could include workforce size and composition, budget, location, timing, and business objectives. The variety of training delivery methods that are currently accessible add to this complication and make decision-making more difficult. 

L&D experts frequently assess delivery strategies in light of the organization’s overall training goals. As a single modality cannot effectively handle all types of training, the majority of L&D professionals adopt multiple training content delivery techniques. Let’s examine some of the best choices on the market right now.

1. Virtual Instructor-Led Training (VILT)

The goal of virtual ILT is to provide a remote learning experience like ILT or traditional lectures with certain improved features to increase learners’ engagement in the training program.

The advantage of using VILT to offer training is the ease of content development or training material modality transformation. Although the technological capabilities and functionalities can sometimes be limited, this format enables learners to engage with other learners, pose questions, and receive quick feedback from the instructor.

2. Self-Paced Learning

Learners who choose the self-paced learning alternative can complete the training independently. However, they may receive assistance from an instructor or supplementary materials to help them comprehend the course material.

The ability to accommodate the training into one’s own schedule and go at one’s own speed is a significant advantage of self-paced learning. 

The drawback of this solution is that they are sometimes time-consuming and money-consuming. There are other methods for creating self-paced training that is shorter and less in-depth, but these possibilities might work better with another delivery strategy.

You should certainly not discount self-paced learning, at least, because it is still a vital and central part of all learning and development styles and methods. As such, it should be considered a very important method that you will want to make good use of in your teams.

Self-paced learning can prove to be highly effective.

3. Blended Learning

An instructional strategy known as blended learning mixes traditional classroom instruction with online learning. It gives your learners access to learning materials online so that they can learn at their own pace and get together for discussions, team projects, and mentoring sessions.

Using a blended learning strategy, you can reach all of your learners, regardless of whether they learn best visually, aurally, or kinesthetically. It seems reasonable that enhancing training by engaging more senses lengthens memory retention compared to a conventional technique. 

You risk losing your learners right away if they don’t fully grasp the benefits of integrating online and in-person training. Instead, spend some time detailing the reasons behind your decision to choose blended learning as your training delivery strategy. Ensure your learners know why you have chosen this method and are fully aligned with it. You may want to accommodate the diverse learning styles of your learners and value their time. Alternatively, you may want to use class time to apply concepts and have discussions.

4. Mobile Learning

Leading firms are increasingly offering mobile learning, even though it is a relatively new mode of training delivery. Among its many advantages is its capacity to provide training anytime, anywhere, and on any device using engaging formats like microlearning, quick how-to videos, social learning, etc.

An offline mobile learning software or platform is the ideal choice in some situations where the nature of the sector (for example, mining and oil industries) necessitates working in places without an internet connection. Even though it is especially suitable to the requirements of mobile or field workers, mobile learning is also being used in workplaces nowadays.

5. Podcasts

Podcasts have grown in popularity over the past few years as a way to consume news and entertainment. Today, however, podcasts are utilized for more than just amusement. 

Podcasts may be accessed easily even without high-speed internet, making them a terrific method to reach people anywhere. As a result, the use of podcasts as a new way of training delivery has increased as learning and development departments imitate the platforms used by their employees regularly.

Podcasts should follow the same rules for duration and scope as microlearning training materials. The information should be divided into smaller sections or episodes, each with its own learning goals. However, this kind of training delivery functions best when combined with other resources like eLearning activities and training videos for reinforcing concepts or providing more depth on topics.

6. Text-based Training

Instructions and information are frequently given to students through text-based documented solutions. This training delivery method might apply to a highly detailed newsletter or a complete and detailed technical instruction manual.

One advantage of documented solutions is that they allow the learners to read at their own leisure and quickly refer back to the content when necessary. The drawback is that some learners might find it challenging to understand when information is presented this way without someone to answer questions or clarify the content.

7. Simulation-Based Training

Simulation training immerses a learner in a supervised virtual learning environment with the help of virtual reality (VR) and augmented reality (AR). This helps avoid experiencing the negative consequences of activities that might be unsafe or dangerous when carried out in a natural setting or circumstance. It is why virtual reality and augmented reality training from companies, such as Spatial, have been increasingly employed in the workplace in recent years. 

Despite the initial cost of setup, simulation training can be both repetitive and adaptable, making it a worthwhile investment. It’s already widespread in industries like aerospace and healthcare, where it could be dangerous for employees to operate machinery or carry out specific jobs while still missing the requisite training and experience.

Conclusion

Each strategy for delivering training that we have looked at has a specific purpose and setting. Therefore, the finest L&D teams and instructional designers have these strategies and even more in their arsenal. They are constantly looking for new techniques that might be more effective in a particular circumstance. It’s best to try new things and combine different approaches rather than limit yourself to in-person training.