Welcome to week 3’s conversation! We’re off to a great start! Let’s keep the momentum going!
The topic up for grabs revolves around training delivery methods. The following questions are asked:
What business goals are best met with the delivery of formal training and performance support via Distance Learning?
What business goals cannot be met well through Distance Learning in the corporate context?
Technology is often used to deliver training. In this setting, learning can occur synchronously or asynchronously-as we are engaging in right now. There are certain business goals and objectives that can be best achieved via this delivery method. Particularly, this delivery method might be best suited for goals that focus on the acquisition of knowledge related to the business, or the mastery of certain skills. For example, new hires can learn more about the organization’s mission, vision, code of conduct, culture, ethics, business etiquette among others via this method. According to (Dias, 2012), “safety training, technical training, quality training, and professional training” are best suited for web-based training delivery". As such, goals that cover these training areas may be best appropriate for the DE training delivery method. In fact, Hillphoenix developed an online learning center to help their empoyees learn more about the latest commercial refrigeration and other technologies that were entering the market (Katz, 2013). In so doing, their workforce would be able to better serve their customers in areas of purchasing, refrigeration maintenance, and other field services. This investment in their employees’ learning and development helps them achieve performance-based goals and ultimately increases their profit margins.
Conversely, there are certain business goals that may not be achievable via this method. Goals related to more hands-on, on-the-job training may be better suited for another training delivery method. Dias (2012) specifically pointed out that “for some training, such as soft-skills training, job skills training, managerial training, and team training, another more personalized method may be better for delivery”. This suggests that there are just some training goals that are achievable via other delivery options like mentoring, coaching, job shadowing, job swapping, among other methods. In reference to the example Hillpoenix provided earlier, it is crucial to point out that the company not only delivers learning and development via their DE learning center, but also via other delivery methods such as in-person and instructor-led seminars (Katz, 2013). So, there are some performance-based goals or goals geared towards increasing employee performance that can be achieved through their online delivery center while there are others that can be achieved via other methods like in-person. Overall, the major takeaway is that there are certain types of business goals that can be met through distance education while there are others that are better suited for other delivery methods.
Source: (Katz, 2013)
Suppose you had to complete training in your current position, would you prefer a classroom-based or online experience? Why?
Generally, I prefer online learning. This option is more convenient and provides more flexibility especially when trying to juggle online training with other job-related demands as well as life demands. I am also a very self-directed, self-motivated, autonomous, and disciplined person, and so this method best suits and aligns well with these aspects of my personality. So, my personality coupled with the perks of web-based training are the major reasons why I prefer this delivery method.
That brings me to the end of our discussion for this week! As always, I eagerly await your feedback!
Krista
MDE student
University of Maryland Global Campus
University of Maryland Global Campus | UMGC
References
Dias, L. P. (2012). Training delivery methods. Beginning management of human resources, Section 8.3. Retrieved from http://2012books.lardbucket.org/books/beginning-management-of-human-resources/s12-03-training-delivery-methods.html
Katz, B. (2013, February). Development drives innovation and revenue. Chief Learning Officer, 12(2): 50-51, 55. Retrieved from http://www.clomedia.com/2013/02/01/development-drives-innovation-and-revenue/