Our previous blog highlighted the reasons contributing towards the steady decline of face-to-face training and the increasing acceptance of eLearning. The case for face-to-face’s decline is prominent and most training and development experts already acknowledge this fact. Half the battle is replacing face-to-face training. What really matters is learners accepting the change. In this article, we look at some common face-to-face training concepts and their modern eLearning replacements.
Why is Replacing Face-to-Face Training Important and Why Do Learners Need Easing?
Learners have traditionally trained and developed in classroom training environments or via direct interactions like on the-job-training (OJT). To many learners, F2F presents a safe environment where interactions between learners and trainers are instant and direct. Hence, nudging some of these learners to embrace a digital format by replacing face-to-face training could be unnerving if not done right.
Transitioning from traditional face-to-face environments to eLearning is possible in two ways. Those two methods are:
- Replacing traditional training activities with digital activities
- Introducing learners to replaced activities
This article will stress on initially replacing face-to-face training, starting with replacing current activities with eLearning and its allied components.
From Classroom to Virtual Classroom
The biggest transition to make is switching from classroom to virtual classroom, also called VILT. The advantages for doing so are many. Here is a link to our detailed article outlining the benefits of VILT.
In short, the advantages of switching to virtual classrooms range from saving costs of time, efforts, money, and resources to being much simpler to manage and conduct. Undoubtedly, the first step to phasing out face-to-face training is by phasing out traditional training concepts like the classroom and teacher.
Allowing learners to access a virtual classroom from anywhere in the world and inviting expert trainers to conduct virtual sessions is the way to move forward.
From Curriculum to Learning Path
The traditional education system has always relied on curriculum-based training where students are presented with a curriculum outlining their learning journey through the year. In the corporate scenario, these curriculums are missing altogether. The presence of a curriculum is very important in ensuring the success and effectiveness of training. However, curriculum in the traditional sense is a part of a face-to-face training environment. When considering the phasing out of face-to-face training, the phasing out of its allied concepts are important as well.
The modern response to curriculum-based approach is a learning-path. As a result, it is a learning management feature that automates a learner’s journey from start to finish. L&D teams and trainers automate these learning paths based on the training outcome they desire, and the learning path automatically enrols learners as well. As learners start and complete courses and modules, the learning path unveils itself by introducing new topics and advanced assessments. This process repeats itself till the learners reach a definite end where they are presented with a certificate to mark successful completion.
In theory, a learning path is a curriculum. However, its automation abilities and digital tracking prowess make it much more advanced.
From Paper-Based Assessments to Digital Assessments
Face-to-face training relies on paper-based assessments because it is conducted in a classroom environment with no reliance on digital platforms. Hence, paper-based assessments are the only option. These assessments are cumbersome to manage when the number of learners increases. Assessors spend immense efforts and time to manually work through all the responses. This adds to the possibility of errors in assessing and recording results. Also, processing these responses into meaningful reports that learners can use to take corrective actions is difficult.
On the other hand, online assessments are straightforward. They offer a range of assessment answering abilities like MCQ, open-ended and descriptive answers. Most of these responses are processed by the platform on which they are conducted, and meaningful reports are derived through in-depth analysis and suggestion on corrective actions to take. Most importantly, these results are securely stored for future access and the chances of manual errors or loss of results due to negligence or unforeseeable situations is greatly reduced.
From Story Telling and Re-enactments to Simulations
Traditional training relies on re-enactment and storytelling. As a result, it re-creates real-world situations for learners to train and learn in. eLearning takes this a step further. As a result, eLearning can recreate an environment and its elements to almost real-world like. This gives learners a more exact representation of the scenario they are learning about. Also, the engagement is greater than a simple story or re-enactment. More importantly, once an eLearning course simulation on a real-world situation is developed, it can be remotely deployed to global learners at scale, repeatedly.
Finally, assessing outcomes is much simpler as courses and their results are processed by intelligent platforms, and these results are presented to learners with greater depth. Achieving the same results with traditional re-enactment is difficult as re-enactment and roleplay do not even work on paper-based assessments, let alone digital recording and storing.
Interested in Knowing How We Can Help in Replacing Face-to-Face Training?
eNyota Learning has pioneered eLearning solutions for over 13 years with immense success. Moreover, we have added a range of training and development options for corporates and education bodies. Especially, where traditional concepts have successfully been replaced by digital concepts. To know about our latest offerings and what we are doing get in touch with us via email or fill a contact form.