Blending Learning Models:

An Insider’s View
How L&D Can Create an Impeccable Blended Learning Approach

1
Table of Contents

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

6 Irrefutable Benefits of Blended Learning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

5 Steps to Align Blended Learning with Your Business Goals . . . . . . . . . . . . . . . . . . . . . 10

4 Core Blended Learning Models. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

5 Steps to Choose the Best Blended Model for Your Business. . . . . . . . . . . . . . . . . . . . . 22

6 Ways Blended Learning Can Support Personalized Learning. . . . . . . . . . . . . . . . . . . . . 27

6 Blended Learning Best Practices to Reduce Training Costs. . . . . . . . . . . . . . . . . . . . . 33

5 Things to Avoid for An Effective Blend. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

5 Blended Learning Solutions You Can Try if Nothing Else Works . . . . . . . . . . . . . . . . . . 44

Conclusion. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52

2
Introduction

As the French phrase métro, boulot, dodo puts it rather starkly, ‘you live to work’. The everyday
humdrum of commuting to work, working, and going home to unwind for a couple of
(sometimes tense, sleepless) hours has been our life.

Even in today’s ‘new normal’ commute-less world, the boundaries between personal and
professional life have blurred, making it even more difficult to find that much needed zing
and zest.

That is why we crave variety and have a huge range of options for everything – from food and
fashion to entertainment and hobbies. Now, why shouldn’t learning enjoy this same privilege,
when it’s a vital part of keeping ourselves current and competitive in today’s dynamic business
world?

And this is what this eBook is all about – it offers training managers an easy, economical,
proven way to improve the impact of learning by blending different training delivery formats.

We welcome you to join us on this journey of discovering blended learning, how it enhances
training, the best models of blended learning and how you can personalize them for your training
requirements, tips for successful implementation, and more.

Let’s get started!

3
6 Irrefutable Benefits of Blended Learning

Corporate organizations have often defined blended learning as a blend of classroom-based

training (aka instructor-led training or ILT) and some type of online/eLearning activity. Yet such
a definition does not work in today’s COVID-afflicted corporate world.

Blended learning = ILT + online learning (synchronous and

asynchronous) + performance support

However, when employees are home-bound, it should be possible to define a purely blended
learning strategy using different online learning delivery mechanisms – synchronous (e.g. virtual
classrooms) and asynchronous (e.g. self-paced eLearning modules).

Benefits of Blended Learning for Corporate Training

1. Gives Learners Complete Control over their Learning

Letting learners take total control over their own learning is one of the six pillars of adult learning.
Any training that allows learners to learn partly with an instructor and partly on their own gives
them the opportunity to pause, go back, skip, go forward, or revisit the training material as
needed.

The secret is to NOT make all the training content available in only one format!

Incorporating multiple learning channels (ILT/VILT + E-learning) in your blended strategy will
allow your employees to access large amounts of information in a variety of ways, successfully
fulfilling their different learning needs.

4
 Example

Let’s say a small part of the workforce (that is always on the go) is not able to find
time for classroom training. In such a case, their learning needs can be met by
mobile learning along with the traditional training. This enables these ‘mobile’
learners to receive training that is on par with that of the rest of the workforce,
albeit through a different delivery mechanism.

They can access the mobile learning courses on any digital device – smartphones
(both Android and iOS), Android tablets, Apple iPads, and laptops (Windows,
Ubuntu, MacOS).

Note

There is no need to create separate versions of the same course for different devices
when implementing a mobile learning solution. Rapid authoring tools make it possible
to publish responsive eLearning courses, which automatically adapt to whatever
screen size/dimension they are being accessed on.

This is especially useful when a bring-your-own-device (BYOD) policy is in place with

the workforce using a wide variety of devices—true of almost all organizations out
there.

2. Caters to Distinct Learning Styles and Preferences

Psychologists and learning experts have long been telling us that each learner has a certain
preferred learning style. Some learn best by doing/performing (activists); some learn better by
observing (reflectors); some prefer thinking things through in a logical manner (theorists); and
some like to put their ideas into practice (pragmatists). Therefore, a ‘one-size-fits-all’ approach is
not recommended for corporate training anymore.

5
One of the lesser-discussed benefits of blended learning is that it gives organizations an
opportunity to focus on their learners’ learning needs and design training based on them.
Here are a couple of examples of how blended learning can be used to cater to a wide
variety of learners.

Complex concepts that require an instructor to supplement the content with their own
personal experience/s can be dealt with by way of classroom or VILT.

You can enhance this with a more hands-on experience using a simulation-based
eLearning, which provides a safe environment for the learner to practice their skills.

For those who learn better through observation/reflection, instructors could initiate
discussions about the problem, invite them to share strategies for solving the problem,
and reflect on the strategies to determine their effectiveness. Doing so turns learners
from mere consumers into producers of their own learning.

In the eLearning component, instructional strategies such as storytelling and scenario-

based learning could be used to present problems learners may face at work every day,
giving them an opportunity to hone higher cognitive skills for making crucial decisions.

For learners who prefer bite-sized learning, microlearning courses can be hosted on the
learning management system or delivered via mobile devices. Especially those learners
who need performance support or reinforcement training will find this immensely helpful.

In eLearning courses, a good balance of audio/visual and interactivities (hotspots,

click-on-tabs, drag and drop activities) can be used for auditory, visual, and kinesthetic
learners.

After the classroom/VILT training sessions, coaching and mentoring (either for the group
or one-on-one) by way of web conferencing tools such as Zoom and Skype may be used
for learners who need support outside of the usual training sessions.

6
3. Says Goodbye to Scheduling Uncertainties

A major problem with having a one-size-fits-all solution is that not everyone may be available to
attend training at the same time. Employees may find it difficult to attend a pre-scheduled virtual
classroom session/webinar for various reasons – from differences in time zones and poor
Internet bandwidth to unexpected work responsibilities that might take them away from training.

Most of these scheduling problems can be solved with blended learning.

Note

If learners are unable to attend a certain webinar session due to work commitments
or time zone differences, the session may be made available on the LMS. Learners
can then access the recording at their own convenience.

If the files are too big to be downloaded at one time, they can be divided into smaller
units and hosted on the LMS, so that learners in remote areas with poor Internet can
still access training, in smaller chunks.

4. Maximizes the Potential of Blended Learning with an LMS

Some learners may conveniently skip a training session and move on to the next without
any accountability – be it a classroom session, VILT, or eLearning. An LMS may be used to
circumvent this problem by keeping track of all training activities.

Apart from being a repository for training material, the LMS may be used to:
i. Host online assessments for classroom training sessions (paper-based assessments can
be cumbersome in terms of grading and giving feedback!). How learners are performing on
these assessments can be easily tracked and reported by the LMS.

7
ii. Give learners access to courses based on their course completion record. For example, if a
learner is found not to have completed a webinar session, s/he will not be allowed to access
the next training.
iii. Set up adaptive learning paths based on a benchmark score for the online assessments
that learners ought to pass. For instance, a learner who has scored well on one topic in
the assessment but poorly on others may be assigned a separate training course – VILT
or eLearning (including microlearning). Only after obtaining the required score will they be
allowed to advance to the next level.
iv. Generate detailed reports of the learning activities which will help determine the effectiveness
and ROI of the training program.

5. Facilitates Collaborative Learning and Access to Experts

According to the 70:20:10 model, learning happens via a mixture of formal, informal, and
experiential learning.

Unlike formal training (eLearning and classroom training), informal training is all about
spontaneous and collaborative learning, i.e., learning that occurs between learners and their
peers/colleagues.

Organizations can facilitate collaborative learning opportunities within a blended setup by:
ƒ Creating communities of practice that congregate virtually (or in a classroom) to share best
practices and solve problems as a group.
ƒ Hosting a just-in-time online microlearning repository featuring bite-sized interactive
exercises, videos, and online product demos.
ƒ Providing on-demand access to webinars of leading experts from different domains speaking
on training-related topics.

8
6. Cuts Training Costs and Improves ROI

With most of the learning being done remotely and online rather than in a brick-and-mortar
building, there are huge cost savings on travel and accommodation. Though there may still be
some face to face sessions (mostly virtual), this will cost significantly less than having the entire
program in the classroom and allow employees to access training at their convenience.

Additionally, setting up an online learning solution, like microlearning or mobile learning, is much
more scalable thanks to advances in rapid authoring tools. An organization can also significantly
cut down development time and costs by repurposing digital assets from their existing
classroom material, online learning courses, or Flash-based legacy courses.

9
5 Steps to Align Your Blended Learning Strategy with
Business Goals

Here are some key questions that might crop up while aligning your blended learning strategy
with the business goals.
ƒ How do you determine performance deficiencies?
ƒ How do you find the perfect blend of training modalities?
ƒ How should you communicate your training plan to decision makers?

And here is the solution: A 5-step guide to align your blended learning strategy
with business goals.

1. Plan Training Based on Long-term Business Goals

First things first. You need to determine your organization’s long-term business goals – is it to
reduce cost, increase revenue, or ensure compliance with regulations? After that, analyze where
you are currently against those goals; and then determine the specific performance deficiencies
and desired improvements.

A training need analysis (TNA) will help identify if training is really the solution for those
performance gaps or deficiencies. If the TNA pinpoints gaps in the required knowledge,
skills, and attitudes that can be rectified by training, you can go ahead and determine
how a blended learning approach can improve performance.

Let’s take the example of ERP software training which helps streamline processes, reduce
paperwork, and improve efficiencies. This in turn helps achieve two very important business
goals – reducing cost and increasing revenue. So, how can you plan your blended learning
approach in accordance with the business goals?

10
Here’s a plan.

S. No. WHAT WHY

1. Video by the To convey to employees why it is important to implement

CEO ERP software, and the changes it will bring about. This helps
reduce their apprehensions about the new software.

2. ILT /VILT / To explain the key concepts of using the ERP software. The
In-person sessions can also focus on new business processes and
workshops employees’ new roles and responsibilities.

3. Role-based Watch-try-do simulations (on the steps in the process) to

eLearning enable learners to understand how the software works and
(simulations) gain hands-on experience before using it in real-life.

4. Sandbox To test learners’ new skills and proficiency without

challenge impacting the live software. The results can be tracked and
evaluated using a learning management system (LMS).

5. Coaching For additional personalized guidance to those who did not

qualify in the end-of-training assessment.

6. Microlearning As refreshers for what has been learned and as performance

assets support at moments of need. For instance, videos on the
steps of using the software, infographics for do’s and don’ts,
audio podcasts for terms and key concepts, and so on.

11
2. Gather Complete Information about the Training

While TNA offers insights for creating an effective training plan, obtaining relevant information
on the logistics will help ensure smooth design and development. You need to conduct an audit
to assess the current status of the learning content, budget, infrastructure, resource capabilities,
and timelines.

1. Content:
ƒ What are the formats of the existing content?
ƒ Is the content conceptually complete?
ƒ Is new content needed?

2. Resources:
ƒ Who will be the reviewers and decision-makers for the project?
ƒ Who will be the Subject Matter Expert/s (SME)?
ƒ How much time can the SME spare for the new training initiative?

3. Timelines:
ƒ When should the new training program be rolled out?
ƒ What are the ideal milestones for development?

4. Budget:
ƒ Is your current training budget adequate for the new blended learning approach?
ƒ What are the areas which would need new/renewed infusion of funds?

5. Infrastructure:
ƒ Do you need a new LMS?
ƒ Do you have a virtual training platform for VILT sessions?

12
3. Strategize Appropriate Delivery Formats

Before you determine your blended learning strategy, it’s important to consider different training
modalities and pick the ones that will be most suitable and effective for your organization. While
eLearning and ILT (both synchronous) usually serve as the foundation for a blended program,
you can choose to replace in-person ILT sessions with virtual classrooms considering the current
global situation.

In addition, a range of other learning methods (both in-person and digital) can be used
throughout the learning journey – mobile learning, microlearning, videos, simulations,
one-on-one coaching, on-the job training, social learning, and so on.

The next section of the book deals with how you can mix and match the training formats – using
popular blended learning models as a frame of reference.

4. Offer Support for Continual Learning

‘Learning is a journey, a process’, and to support this, it is important to offer your learners
opportunities for continual learning. While ILT or eLearning constitutes a major part of your
blended approach, continuous learning opportunities help ensure learning is sticky and available
on demand.

You can offer continuous learning opportunities throughout the blended learning program
through:
ƒ Microlearning assets:
● Quizzes to test learners’ existing knowledge before the formal training session
● Videos to refresh key concepts covered in the formal training session
● Game-based learning nuggets to let learners practice solving work-related problems/
challenges
● Interactive PDFs, eBooks, and audio podcasts as refreshers

13
ƒ Social learning elements such as e-mentoring and online group discussion for sharing tips,
best practices, clarifying doubts.
ƒ One-on-one coaching sessions that allow learners to gain insights, clarify doubts, understand
complex topics in real-time – all this directly from an expert.
ƒ Hands-on workshops to improve learners’ practical skills along with theory.
ƒ Mobile learning apps as performance support for anytime, anywhere learning access.
ƒ LMS apps for offline access to learning resources.

5. Assess Technology Readiness

How ready your organization and learners are for the new technology can greatly impact the
design decisions of your blended learning. To start with, you will need an LMS to administer
training, track and report the learning interventions, be it online or otherwise.

Let’s look at few tools that will help ensure effective blended learning.
ƒ Mobile devices for mobile learning solutions
ƒ A virtual training platform for virtual instructor-led training
ƒ Collaboration platforms for group-based activities, e.g., Microsoft Teams, Trello
ƒ Content sharing platforms (SharePoint or LMS apps)

14
4 Core Blended Learning Models and What Each One
Brings to the Table for L&D Managers

One popular misconception about blended learning is that it needs to begin with classroom
training followed by online training or with online training followed by classroom. That is so not
true!

The truth? There are many blended learning models out there that can be leveraged for effective
training.

According to the Clayton Christensen Institute, there are four core models of blended learning –
Rotation, Flex, Enriched Virtual, and À La Carte. Although there are many more blended learning
models, most of them are based on these 4 core models.

Blended Learning

Rota�on Enriched A La Carte

Flex Model
Model Virtual Model Model

Let’s go deeper into these blended learning models and see what they offer L&D managers.

15
Rotation Model

In the Rotation Blended Learning Model, the training program uses different learning
modalities, one of which is online learning. Learners are required to follow a fixed schedule that
‘rotates’ between different training methods such as classroom training, eLearning, and even
collaborative group activities and discussions.

There are 4 sub-models under the Rotation model:

Sta�on Rota�on
Rota�onal Model

Lab Rota�on

Individual Rota�on

Flipped Classroom

Of these, the first 3 are primarily used in K-12 learning, while the last one is also used in
corporate training. Organizations that follow traditional classroom training as their only training
method can benefit from introducing the flipped classroom.

16
What is a Flipped Classroom?

Self-paced online learning/ Flipped Hands-on prac�ce

eLearning/microlearning Classroom

The ‘Flipped Classroom’ as the name suggests is a reverse (flip) of traditional classroom training,
where learners go through online training before they come to the classroom.

It equips learners with the pre-requisites for classroom training and familiarizes them with
needed concepts.

The classroom is then used to deliver in-depth learning or facilitate learners to apply their
knowledge.

What the Rotation Blended Learning Model Offers L&D Managers

ƒ Greater flexibility (can be used for a variety of learning content and learning styles)
ƒ A fixed schedule (so L&D managers will know exactly which training format their learners are
going to be participating in during a specific time)
ƒ Multiple options for collaborative learning through instructors and peers
ƒ Opportunities for learners to practice what they learned, thereby filling any skill-gaps

The Rotation model can be a great fit for organizations just starting with online learning, as this
model has a smaller online component compared to other blended learning models.

17
2. Flex Model

Unlike the Rotation Model, online training is the main component in the Flex Blended Learning
Model. It also includes a certain amount of group instruction in the form of group activities,
group projects, or individual tutoring by an instructor.

The Flex model offers a customized training schedule, unlike the Rotation model which follows a
fixed schedule.

Self-paced
Online Learning

Collaborative learning Personalized interventions

What the Flex Blended Learning Model Offers L&D Managers

ƒ Personalized blended learning with the learning modality adjusted to learners’ needs
ƒ A flexible training plan for learners depending on their need and skill
ƒ Greater control for learners over their learning experience
ƒ One-on-one support for learners
ƒ Role of instructor adapted to be more of facilitation of learning than direct delivery

18
 Example

The requirement from a global healthcare giant was to create flexible learning for a
group of employees on a document management system. Our solution was a blended
learning model based on the Flex and Flipped Classroom models.

The training program began with an eLearning course to bring learners up to speed
on concepts. This was followed by an option to continue the training either through
the classroom or eLearning, depending on the learners’ convenience.

The training program was received with great enthusiasm because of the flexibility
offered, leading to 100% completion – a nearly impossible feat for many training
programs.

3. Enriched Virtual Model

In this blended learning model, learners primarily learn online with a mandatory face to face
component included. This could happen in a brick and mortar classroom or through virtual
instructor-led training (VILT).

Self-paced
Online Learning

Mandatory classroom training VILT

19
What the Enriched Virtual Model Offers L&D Managers

ƒ A strong training framework for a remote workforce

ƒ Continued learning even during emergency situations (like the present pandemic)
ƒ Training in the face to face or virtual classrooms
ƒ Online support of instructors through chats or discussion forums
ƒ Opportunities for informal learning

4. À La Carte Model

In the À La Carte Blended Learning Model, learners complete part of the training through
traditional classroom training which is then supplemented by online training.

Though both the Enriched Virtual and À La Carte models include classroom training, the former
is primarily done online with only intermittent face-to-face interactions, while in the À La Carte
Model, a major part of the training is done through instructor-led training (ILT), supplemented by
online resources.

Classroom Training
Supplementary
online training

20
What the À La Carte Blended Learning Model Offers L&D Managers

ƒ Instructor-led training as an important ingredient

ƒ Supplemental online training (microlearning formats such as videos, infographics,
interactive eBooks)
ƒ Online format for pre- and post-training
ƒ Online reinforcement of learning
ƒ Online resources for additional information to learners

Example

In a training program designed for a global pharmaceutical company, we were able to

cut down instructor-led training from 5 days to 3 days.

The primary audience consisted of sales professionals who needed to be trained on

pharmaceutical products. Learners who did not have a background in life sciences
were required to complete a pre-training program before coming into the classroom.
E-learning modules and pre-assessments were used as part of the pre-training.

After completing the classroom training, learners were provided access to

microlearning modules on product information. This served to reinforce the learning
and provide just-in-time training for the sales professionals to access just before
meeting the doctor.

21
Lost Among Blended Learning Models: How can you
Choose the Best Fit for Your Business?

“Each blended learning model looks interesting; how do I decide which one to go with?”

If that’s what you’re thinking, you are not alone.

Which
blended learning
model should
i choose?

The important thing to note is that the blended learning model is not a magic formula; there’s no
one perfect blended learning model that fits all business needs.

22
Tips to Choose the Right Blended Learning Model for Your Business

Identify the Training Needs

It is important before implementing any training solution to identify the training needs of your
workforce. This is true for your blended learning initiatives also.

Let’s consider the example of a sales training program on negotiation skills. Now this is a topic
that’s best handled through an instructor-led training program, either in the classroom or on a
virtual learning platform.

The blended learning model that’s the best fit for this scenario would be the Rotational Model.
The Flipped Classroom, a subset of this model, can be used to help learners put theory into
practice. So, you could have all the theory covered through an eLearning program and get
learners into the classroom for hands-on practice – in this case, through role plays in the
classroom.

Analyze the Audience

Audience demographics is also an important factor when choosing a blended learning model. If
your organization has a global presence with offices across different geographical locations, it’s
almost impossible to organize classroom training for everyone at the same time.

And even if you were to conduct classroom training programs at each location, it wouldn’t make
sense, financially and logistically, to hold such training programs frequently.

So, what would be the best option in this case? It makes more sense obviously, to go for a
blended learning model that is primarily online. The Flex Blended Learning Model would be ideal
here as online training is the backbone of this model.

23
What if it is mandatory to include a classroom training program? In that case, go for the
Enriched Virtual Blended Learning Model, where learning is mostly online with a small classroom
component included in the blended learning program.

Decide on the Training Schedule

How would you like your blended learning program to be? Should it:
ƒ Follow a rigid schedule?
ƒ Include personalized training?
ƒ Facilitate collaborative activities?

Answers to these questions can help you decide on the correct blended learning model for your
needs. If you have never ventured into online learning and have had all your training programs in
the classroom, then the À La Carte Blended Learning Model would work well for you. This model
is primarily classroom-based supplemented by online training.

If you want a fixed training schedule, then go with the Rotation Model as it gives you more
control over different learning components, ensuring their completion within stipulated timelines.

The Flex Model is a great choice if you already have an online learning component in your
training framework and are looking for more personalized interventions and collaborative
activities.

Consider the Complexity of the Content

You also need to consider the complexity of the subject before choosing a blended learning
model as sometimes online training may not be enough, requiring the inclusion of classroom
training.

24
If the content is complex or requires hands-on practice, the Rotational Blended Learning Model
would be ideal. If the content is highly technical, you might want to consider personalized
interventions or collaborative learning where learners can interact with experts through
discussion platforms or chats. And for this, the Flex Model would be perfect.

Apart from the complexity of content, consider the technical infrastructure your organization
has in place. For instance, if you do not have a learning platform that supports a collaborative
experience, then implementing a Flex Blended Learning Model would not be practical. In such
cases, it would be better to opt for the À La Carte Model that has classroom training as its main
component and uses online training only as a supplement to the classroom.

Decide the Blend

Make a list of the human resources you already have in place. Apart from instructors, you could
have educators who can act as guides to facilitate learning, and SMEs participating in expert
discussions.

You might also have instructors involved in virtual ILT sessions. The more resources you have,
the easier it would be to implement a blended learning solution with more human touch points,
for instance, the Flex Model or the À La Carte Model.

Now that you’ve listed down the human touch points, list down the online training components
that you’d like to use. There are many options in online learning with many microlearning assets
to choose from. Would you like to go with full-fledged eLearning, microlearning, or learning
podcasts?

When you have only a few instructors and many learners, it makes sense to invest in a blended
learning model where learning happens predominantly online, for example, the Enriched Virtual
Model.

25
If you are willing to try customization in training, the Flex Blended Learning Model is for you, as it
offers a variety of possible combinations of training strategies.

Here’s a summary of when to use which blended learning model.

Blended Learning Model When to Use

Rotational Model ƒ Learners need hands-on practice

ƒ Rigid training schedule

Flex Model ƒ Learners spread across various

geographical locations
ƒ Flexible training schedule
ƒ Personalized interventions and a
lot of customization required

Enriched Virtual Model ƒ Learning primarily online with a

mandatory classroom training
component included
ƒ Very few instructors available

À La Carte model ƒ Classroom training the main

training method
ƒ Online training a supplement to
classroom training

Another thing you need to consider apart from these is your training budget. If you’re looking
to save on your training budget, shifting to a digital learning strategy can offer a cost-effective
blended learning program. And irrespective of the blended learning model you choose, ensure
your learning activities are spaced out evenly, for effective retention.

26
Where Does Your Blended Learning Approach Stand
Compared to Personalized Learning?

There’s a lot of buzz today around personalized learning – a personal way to learn – that is first
and foremost about the learner. It is learner-centric, helping learners drive their own learning.

If personalization is the goal, then blended learning is the means towards that goal!

Blended learning allows organizations to provide a personalized learning experience at a fraction

of the cost and time, leveraging technology to support each learner’s unique learning needs.
In other words, blended learning is more a ‘pathway’ to support personalized learning than a
learning strategy.

Let’s go deeper into the features of personalized learning and how blended learning can help
tailor a personalized learning experience.

1. Instant Access to Training Regardless of Time/Place

Paper-based material, and even eLearning courses at times, can be overwhelmingly vast, which
makes searching for the right information a bit of a pain.

Instead of making learners wade through a huge pile of training material, a personalized learning
strategy ensures the information is organized into manageable sections for the learner to search
and access easily.

How Blended Learning Can Help

One of the biggest advantages with blended learning is that not all training is in the same format.
Organizations can choose to offer – along with a blend of traditional instructor-led training (or
virtual ILT) sessions and self-paced eLearning courses – searchable microlearning assets and
job aids for instant access to the required content (performance support).

27
The microlearning format can be used to package important nuggets of information from the
training – be it classroom-based or eLearning – into PDFs, infographics, videos,
flow-diagrams/charts, flip cards, simulations, scenarios, and much more.

For example, you can capture the key points of classroom sessions and make them available as
PDFs, infographics, or videos on the portal or LMS. Learners can simply access the right job aid
on their devices with a quick search. This way you can make non-searchable content searchable.

Many companies are already opting for microlearning over lengthy eLearning to reduce cognitive
load on their learners. In fact, some are even using microlearning curriculums as part of their
blended learning strategy. However, if you think your training can benefit more from eLearning
than microlearning, use microlearning for performance support.

2. Open Navigation to Give Control to the Learner over Training

Some training courses are notorious for forcing learners to sit through content they may already
be familiar with; this is true of both instructor-led training and online courses and is considered a
bad practice by several learning professionals.

What makes the learner feel the training is personalized for him/her? Mostly, it is the control you
give them over their own training – the freedom to:
ƒ Hop around and explore the training content as they see fit
ƒ Skip parts of the training that they already know or are not useful to them
ƒ Take training at their own pace, not according to one dictated to them

How Blended Learning Can Help

Learners who are content with traditional training can attend the instructor-led training sessions;
and those who would like to learn at their own place, time, and schedule, can do so by accessing
the self-paced eLearning courses.

28
With self-paced eLearning, learners don’t have to go through the training in a linear fashion—
neither do they have to wait for other learners to catch up with them.

Courses can be designed with open navigation by way of the course navigation menu, through
which the learner can gain access to whichever slides in whatever order they prefer. This allows
them to skip the content they are already familiar with and focus on content relevant to their
job roles.

3. Multiple Formats to Cater to Different Learning Styles of Learners

Traditional training formats usually do not cater to each learner’s unique learning preferences. A
personalized learning experience, on the other hand, ensures all learners and their preferences
are accommodated by the training, so that none feels left out.

How Blended Learning Can Help

Blended learning allows learning content to be organized according to learners’ individual tastes
and requirements. It gives you the tools to develop content that suits a variety of learning
methods.

Online learning management systems (LMSs) coupled with the right blend of traditional face to
face learning and eLearning can be used to create a valuable mix of media for training:
ƒ Instructor-led training sessions (virtual or classroom)
ƒ Group ‘seminar’ learning sessions
ƒ Story-based self-paced learning modules
ƒ Scenario-based eLearning
ƒ Gamified learning activities
ƒ Podcasts and audio recordings
ƒ Video-based learning modules
ƒ Social learning via the LMS (more on this later)

29
Diversity in formats is good as long as it is appropriate both to the training content and to your
organization. Offering training to your learners in a wide range of formats helps keep them more
engaged and motivated with the training.

4. Freedom to Learn and Practice in Collaboration with Peers and Colleagues

The opportunity to collaborate and learn from peers and colleagues also helps create a
personalized learning experience. In fact, collaborative/peer learning is one of the best ways to
maximize knowledge transfer as it prompts learners to think critically and reflect on experiences
other than their own.

How Blended Learning Can Help

With blended learning in place, trainers can (after a classroom session) encourage learners to
discuss the training content on a message forum/board on the LMS.

They can even use a flipped classroom model. Here, learners take training outside of the
classroom/virtual ILT session, usually via lecture videos or short learning modules, and then
come to the classroom to assimilate that knowledge, perhaps through problem-solving,
discussion, or debates – with the instructor acting as a coach/mentor.

Collaboration between learners and their colleagues/seniors is possible even with eLearning.
A link to the organization’s internal social network allows learners to clarify, discuss or share
learning points. Web conferencing tools such as Zoom, Skype, and Google Meet also help
facilitate collaboration between learners and their instructors/peers/colleagues.

5. Training Adapted for the Needs of Different Learners

Did you know that personalized learning is very strongly adaptive to the learner’s progress?
It locates/identifies the learner’s current knowledge, proficiency, preferences, portfolio, and
mindset, and navigates them to the relevant content, offering a truly personalized training
experience.

30
How Blended Learning Can Help

Here’s a possible blended learning scenario.

I. Before training even begins, learners go through an online pre-assessment to identify their
preferences and proficiencies.
II. The results enable instructors to skip content learners are already familiar with and focus
on the knowledge gaps as identified by their performance in the pre-tests. This enables
instructors to devote classroom time to discussions, coaching, and one-on-one teaching
instead of going through the entire training content with every learner.
III. What follows is self-paced eLearning course/s to provide in-depth knowledge about the
concepts, followed by a graded online assessment.
IV. An LMS can be used to track the learning activity, including learners’ performance in the
pre- and post-training assessments. The content can be further tailored accordingly.
If required, additional training may also be provided.
V. And, in the classroom, instructors can continue to personalize the learning experience using
the data from the LMS.

6. Training that Relates to Problems Learners Face at Work

The quintessential feature of personalized learning is that it incorporates examples and

scenarios from the learner’s job environment. In other words, personalized learning is all about
conveying to learners that the problems they face at work have solutions; and then equipping
them with the right skills with carefully crafted instruction.

How Blended Learning Can Help

In the classroom, the instructor uses examples/anecdotes/best practices from his/her own
experience to drive home points and engage learners. Learners are more likely to relate to these
real-life experiences straight from the horse’s mouth rather than made-up scenarios that are
nowhere related to their jobs.

31
This can be followed by eLearning with different instructional strategies (scenarios, simulations,
virtual reality for hands-on experience, augmented reality) to challenge learners with problems
they face every day on the job. The learner is then given opportunities to solve them the right
way, in a safe, risk-free environment.

Example

After a virtual or classroom sales training session on the best practices/dos and
don’ts of selling, sales reps can go through a scenario-based eLearning course where
they are presented with virtual avatars of customers. They can apply the skills they
just learned, practicing until they master the training. A benchmark score learners
ought to achieve to get the completion certificate on the LMS also helps make
learning more competitive.

32
6 Blended Learning Best Practices to Reduce Employee
Training Costs

Although a blended learning strategy promises many financial benefits over a one-size-fits-
all strategy, poorly-designed blended learning can result in the opposite – more cost for an
ineffective blended learning strategy!

We came up with these six best practices in a bid to identify cost-effective strategies to
implement blended learning, after diving into journals, consulting with clients and industry
experts, and digging into our own experience in blended learning.

Six Best Practices to Save Employee Training Costs with a Blended Learning
Approach

1. Evaluate Learning Material for the Online Format

One of the first things to do when implementing blended learning is to take stock of all the
learning material you have – ILT material, paper-based materials – and see which components
you wish to move online. Evaluating all the available material saves a lot of time and, therefore,
money.

Here are the steps to conduct a thorough content assessment for your blended learning
strategy:
ƒ Take complete stock of the inventory; identify the training material that already exists.
ƒ Review the content with the help of your subject matter experts (SMEs) and see if the
existing content is adequate to meet the learning objectives.
ƒ Determine which components need to be enhanced or updated to make them online ready.
ƒ Decide what new content needs to be created to bridge any gaps identified in the existing
content.

33
2. Base your Design on the Learning Objectives, NOT Technologies

Blended learning is not simply about using technology to engage learners; it’s about using
technology to achieve the desired learning outcomes and learning objectives. While designing
your blended learning program, keep in mind the learning objectives of your training along with
the learner demographics—not just the latest technology.

In fact, use them as a road map for designing your blended learning strategy, aligning the
content, assessments, and activities for the most optimal learning experience.

Example

Let’s take the case of product sales training that is offered to the company’s sales
and service personnel. Along with selling skills, which are an important part of sales
training, it’s also important that sales and customer service reps are fully informed
about the products they talk about to customers.

The learning outcomes, here, are to enable the sales reps to:
ƒ Identify and describe the features and benefits of different products
ƒ Use selling skills to make a sale
ƒ Answer customer questions and overcome common objections

Here’s how to tailor the blended learning to achieve the above learning outcomes:

Create a live video of an expert demonstrating the working of the product. This works much
better than just describing the product’s features; offer self-paced simulation-based courses for
practice.

Use a combination of instructor-led training (ILT) and online courses to teach communication
skills effectively: the ILT can be used to share best practices of selling and negotiation skills while

34
the online component can be used to offer learners opportunities to practice their skills through
scenarios.

Make learning collaborative – engage learners in role-plays and discussions, or host message
forums/chat rooms on the portal or LMS.

3. Consider Microlearning for the Online Component

Learners, especially the ‘mobile’ ones, tend to become disengaged from training unless it is
short and reinforced at spaced intervals. To address the learning needs of the modern workforce
with short attention spans, use a curriculum of microlearning modules instead of a full-fledged,
lengthy eLearning in your blended learning.

Microlearning is not just about slicing and dicing the content to make it bite-sized; each
microlearning is its own little standalone learning module of a few seconds to 10 minutes,
dealing with one learning objective – short enough for learners to retain the information and use
it to improve their work performance.

Some popular microlearning formats include:

Videos PDFs Gamified nuggets Infographics

Quizzes Podcasts Whiteboard Scenario-/

animations simulation-/game-
based assessments

35
Here’s how microlearning can be used in the blended learning strategy:

Pre-training: Introduce basic concepts via microlearning videos or case studies; use classroom
sessions for discussions and brainstorming.

During training: Augment classroom sessions with short learning videos and infographics;
the instructor can demonstrate complex processes and procedures using these microlearning
assets along with personal anecdotes from experiences in the field.

Post-training: Provide performance support after the completion of the training. For example,
the Q&A session at the end of the classroom session can be turned into micro FAQ modules;
conventional quick reference guides can be turned into ‘how to’ micro demo videos or simple
explainers.

4. Leverage Rapid Authoring Tool Templates for Quick eLearning Development

What makes blended learning a cost- and time-efficient strategy is that the eLearning can be
rolled out rapidly, thanks to the rapid authoring tools.

Rapid authoring tools are eLearning development tools with their own media library and a set of
ready-to-use templates. Some popular rapid authoring tools for eLearning development include:
ƒ Articulate 360
ƒ Adobe Captivate
ƒ Lectora Inspire
ƒ iSpring

The templates offered by these tools can be customized to meet your requirements. There are
standardized templates for the GUI, introductory slides, summary, assessments, and more to
be reused across courses. This saves valuable development time and money because you don’t
have to spend time creating and recreating courses from scratch.

36
5. Evaluate the Online Component with a Pilot

All of us are familiar with the television pilot – a standalone episode which is used to sell the
show to a television network or audience.

Wondering why this is relevant? Well, when you’re just starting with online learning, you also
need a trial/pilot run before the courses are fully launched. A pilot run is used to test the
technology, instructions, content, activities, and user experience, so that any problems can be
fixed before the final launch.

ƒ Informs instructional designers which elements work well and which don’t.
ƒ It helps you gain the stakeholders’ interest and support, on the time-cost benefits of
converting high-visibility courses (such as compliance training) to eLearning.
ƒ It helps you identify problems related to:
● Inconsistencies in design elements
● Problems with scroll and navigation
● Compatibility with browsers and devices
● Broken hyperlinks and social media widgets
ƒ It can also help you assess the demands online courses, especially the longer ones,
place on your employees.
ƒ It can help determine the offline support tools necessary to help learners have a smooth
learning experience.

Here are some tips on how to pilot your online learning:

1. Develop key questions on what you’re hoping to find during the pilot run.
2. Get your data collection instruments and methods in place – they may include surveys,
interviews with testers, or a combination of both.
3. Determine the length of the pilot – will it be a one-day event or spread across days/weeks?
4. Select your audience to represent the full spectrum of the workforce for whom the training is
being designed.
5. Allow the sample group to test the course/s in different locations to get a fair idea of the
bandwidth and Internet most learners will have access to.

37
6. Decide between Developing the eLearning Inhouse vs. Outsourcing

Does your internal team have the expertise to develop eLearning and, more importantly, do they
know how to make the most of the rapid authoring tools to scale up/down the development
process to save time and cost?

You need answers to these questions right at the start of the blended learning project. If your
internal team is not up to the task for whatever reason, consider outsourcing the eLearning
development.

What benefits does outsourcing offer over in-house development?

Here are some of the advantages of hiring a vendor to develop online learning for your blended
learning strategy:
ƒ Instructional designers with expertise in ID and adult learning principles will design the
courses.
ƒ Experienced translators and narrators will carry out eLearning translations.
ƒ Microlearning assets such as interactive PDFs, infographics, eBooks, or mobile apps
will be created.
ƒ The tried-and-tested project management processes of the vendor will help scale up the
conversion project as and when required, while keeping within budget and timelines as
much as possible.

Apart from these, a good vendor will also:

ƒ Conduct a training needs analysis and offer a tailored experience to your learners
ƒ Ensure that the blended learning strategy is aligned with your business goals and
requirements
ƒ Help identify the ideal format/s and strategy for your blended training requirements
ƒ Provide administrative and maintenance support in terms of content updates and
learning analytics

38
5 Things to Avoid When Aiming for An Effective
Blended Learning Approach

So, how do you ensure an impactful blended learning approach without compromising on
quality?

Read on to discover the 5 pitfalls that often crop up when you attempt to create an effective
blended learning strategy for your workplace training.

5 Things to Avoid if you Want to Get your Blended Learning Right

1. Trying to Fit Existing Content Without Adapting it for Blended Delivery

While it would save a lot of time to use existing content, using it without modifying would only
lead to ineffective training.

How do you decide what kind of content is appropriate for which delivery platform in a blend?
Are there any criteria that can help you decide?

Consider the job task inventory to answer these questions and to design the optimum blend.

A job task inventory lists down tasks an employee must do as part of their job.
The inventory helps categorize tasks based on their:
ƒ Frequency (how often)
ƒ Importance (how significant)
ƒ Complexity (how difficult)
ƒ Consequences (how risky)

39
Let’s see how these parameters affect the design of blended learning for a particular task or set
of tasks.

Example

If the job task inventory matrix shows that a task rates high in complexity and
importance, it is better to have more of instructor-led-training (ILT) in the classroom
(with the instructor available real-time) rather than online training. eLearning can be
used after the initial classroom training to supplement the classroom session.

Here’s how the blend can be designed:

ƒ ILT session with a Trainer/ SME for detailed information on the task and risks involved
ƒ eLearning with demo videos to demonstrate how the task should be performed
ƒ Simulations, assignments, social learning for practice opportunities with immediate feedback
ƒ Coaching and job aids to improve proficiency in the task

However, if the task rates low on the parameters (not frequent, not complicated, not risky), you
can offer refresher courses periodically along with performance support for reference before the
learner performs the task.

2. Using Irrelevant Digital Learning Assets in a Blend

If the task is complicated and requires high precision, simply offering demo videos and
infographics would NOT make for effective training! Such tasks would need expert guidance and
hands-on experience to ensure error-free performance. This can be done through workshops or
even eLearning simulations.

Form should always follow function.

It’s always important to consider the function (the task) before choosing the form (the digital
learning method) rather than going for the latest technology just because it seems ‘cool’ or

40
‘hi-tech’. To put it simply, the format of the learning should depend on its intended purpose.

It’s also important to consider your technological infrastructure and learner preferences before
finalizing the digital method. For starters:
ƒ Do your learners use desktops or laptops for online training?
ƒ Do you have an LMS to administer and track learning initiatives?
ƒ If you want to use Virtual Instructor-led training (VILT) instead of ILT, would your instructors
and learners be able to manage the digital shift?
ƒ Which virtual platform will you use for VILT sessions?
ƒ Do you have a BYOD policy, or will your organization provide the mobile devices for training?

3. Neglecting to Orient Learners on Digital Learning Methods

Your learners would also need an introduction to online training when they begin the blended
learning journey – be it eLearning, virtual classrooms, or mobile learning. The idea is to familiarize
them with all the ‘how to use’ aspects and allay any apprehensions of first-time digital learners.

Here are some ideas on how you can make your learners comfortable with digital learning in a
blended learning program.
ƒ Offer a ‘how to guide’ (or videos) on navigating the courses.
ƒ Inform learners of the benefits of eLearning and how it can be as impactful as in-person
classroom training.
ƒ Orient learners on virtual platforms if you’re going for VILT. Offer how-to guides on using
the features of the virtual platform, communicate with them via emails before the session
to learn about each of them, host an online discussion to address any queries they might
have about the virtual shift, and so on.
ƒ Train instructors on how using virtual platforms effectively.

The LMS administrator can take a session on how to access the LMS effectively. This will help
learners find and enrol for relevant courses, check for training updates, and more, much more
easily.

41
4. Ignoring Evaluation and Tracking of Learners’ Progress

Keeping track of learners’ progress in a blended learning program is crucial to assess the impact
of the program, but it can be quite challenging. For successful learning delivery, do not forget to
track both online as well as classroom components of a blended learning program.

That makes it necessary to include assessments for both classroom and online training. These
assessments will not only help gauge the progress of your learners, but also give them an
opportunity to pinpoint their areas for improvement.

If your learning management system (LMS) is compliant with eLearning technology standards
such as SCORM 2004 and xAPI, you can even track offline learning activities, for instance,
courses downloaded and accessed offline on mobile devices.

Here are some tips to ensure effective assessments.

ƒ Include formative (after every learning point) and summative assessments (at the end of a
course). You can even conduct the assessments of all ILT sessions online. This allows you to
effectively manage and track learners’ progress.
ƒ Ask learners to summarize their learning in a self-learning activity (e.g., refection activity).
Include a summary at the end of each module for a quick recap.
ƒ Include group-based activities to make assessments fun. You can use breakout rooms (in
virtual training platforms), the LMS, and social media sites to host discussions, gamified
tasks such as formulating action plans and strategies (where learners use their acquired
knowledge), and so on.

Ascertain that all learning requirements have been met by tracking and monitoring the results
of the assessment. In order to ensure that training expectations are met, it is a good idea for
instructors or online administrators to interact with learners occasionally.

42
5. Skipping Post-training Support

To ensure sticky learning that translates into effective performance on the job, it is important to
offer post training reference resources, refresher courses (spaced over time), and performance
support (at the moment of need).

Microlearning is probably the best solution for effective post-training support. You can record
virtual training sessions and break them into microlearning modules (dealing with one learning
objective each) as post-training reference.

Here are different microlearning assets that can be offered as performance support for product
sales training.
ƒ Flash cards for an overview of new features of a product
ƒ Infographics for dos and don’ts
ƒ How-to videos as FAQs on the product
ƒ Scenario-based nuggets to help learners make the right decisions

43
Blended Learning Solutions to Try if Nothing Else
Works

Not every training requirement is straightforward and before we conclude the eBook, let’s explore
a few atypical training situations where blended learning will fetch optimal results.

ƒ The subject is difficult to learn, retain, and apply

ƒ Learning includes both knowledge and skills
ƒ A major part of the learner group works remotely
ƒ Learners need to be trained on topics that change/get updated frequently
ƒ Subject Matter Experts (SMEs) and trainers are overburdened
ƒ Lack of trainers proficient in desired languages to train global learners in their
native languages
ƒ Need to reduce cost of face-to-face training

The challenge is to design effective blended learning solutions in such ‘not so uncommon’
situations.

Blended Learning Solutions for 5 Challenging Situations

1. When Classroom Training is NOT Economically and Logistically Practical

If you have a large audience widely spread across the globe, it’s certainly tough to organize
classroom training. In addition, if you have budgetary constraints, the cost of hiring instructors
who can speak in the native languages of learners will be an additional burden. What’s more, the
cost of travel, venue, food, and classroom materials will all add up!

So, how should you plan your blended learning solution in the face of such constraints?

44
That’s easy. Your blended learning solution should include more of digital training methods to
reduce the costs of classroom training. eLearning or VILT, supported by digital assets – videos,
assessments, simulations, social learning, and so on – should account for 70% of your blended
learning solution while the remaining 30% can be delivered with in-person training methods.

• eLearning or VILT

• Others

• eLearning assessments • In-person training

70% 30% methods
• Collaborative activities
on virtual platform

• Microlearning assets

Here’s an example of how your blended learning should look like when budget and logistics are
a problem.

Method Reason for Using

eLearning As formal training to disseminate information/knowledge

about the subject matter, consistently.

Virtual instructor-led To explain complex topics, clarify doubts and address

training (VILT) questions that were out of the training material.

Online assessments For effective learning evaluation after each learning point
(formative) and at the end of a course (summative).
Learners’ progress can be monitored and tracked using a
Learning Management System (LMS).

45
 Collaborative activities on To retain the essence of in-person classroom interactions.
virtual platforms The breakout rooms or persistent rooms of the virtual training
platform can be used to assign group activities.

Microlearning assets To offer summaries (as videos), key takeaways (as

infographics), reinforce what’s learned (game-based
nuggets) and test practical knowledge (as scenarios).

2. When the Subject is Difficult to Learn, Retain, and Apply

How should your blended learning solution address a subject that is difficult to learn, retain,
and apply? This can be about complex machinery, handling chemicals, healthcare and
pharmaceutical solutions, or petrochemicals. In such situations, your blended learning solution
should include more of in-person classroom instruction than online methods.

ILT methods should account for at least 70% of the entire blended learning program, while the
remaining 30% can be delivered as digital training.

Digital Training Methods

In-person Training Methods
• Pre-assessments
• ILT sessions
• eLearning assessments
30% 70% • Webinars
• Collaborative activities
• Coaching
on virtual platforms
• Workshops
• Microlearning assets

This ensures your learners have the support of an instructor to help their learning and clarify
doubts as soon as they arise. This will also avoid misunderstanding of the subject matter and
provide scope for practice.

46
Here’s what your blended learning solution for a difficult subject should look like.

Method Reason for Using

Online To gauge learners’ existing knowledge and identify gaps in

pre-assessments learning where the learner needs to focus on.

ILT sessions/Webinars As formal training to explain complex topics, address

learners’ needs to ensure no learning gaps.
Video conferencing can also be used to organize webinars
to enable learners to ask any questions they have on the
topic-in-hand.

eLearning assessments To evaluate learners’ knowledge at the end of training.

Test results can be used to identify areas for further
training support.

Coaching To help apply learning to real life situations and challenges

and address learning gaps identified from assessment
results.

Workshops To offer opportunities for hands-on practice before

real-life application. Real-time feedback ensures
reinforcement of the right knowledge.

Online refresher courses To ensure long-term retention of knowledge and

effective on-the job application. ‘How-to-videos’ can
be used for demonstrations and simulation-based
modules for practice.

47
3. When Learning Includes Both Knowledge and Skills

For training on tasks requiring proficiency in both knowledge and skills – such as ERP software,
safety, patient care, and so on – the blended solution must include equal amounts of ILT
and digital methods to leverage the best of both modalities. While the knowledge aspect
can be covered by eLearning, skills can be taught in the classroom to ensure effective on-job
application.

We suggest going with the flipped classroom strategy – a reverse of the conventional classroom
training model where instruction is provided before the classroom training.

Here’s how you can use the flipped classroom in blended learning.

Method Reason for Using

Initial online training Learners go through self-paced eLearning to understand the

concepts. Videos may be used to demonstrate topics better
understood visually, and online discussion forums to solidify
the concepts.

Classroom sessions The in-classroom time is used effectively to provide deeper

insights into topics that learners need assistance with. The
sessions can include hands-on practice activities under the
supervision of the trainer.

Performance-based Performance-based assessments with learners having to

assessments actually perform a task are included to evaluate both the
knowledge and skills of learners.

Periodic training Periodic training through VILT, ILT, eLearning modules or

workshops helps refresh learners’ knowledge and skills
required for effective performance.

48
4. When SMEs and Trainers are Overburdened

There are times when your subject matter experts (SMEs) and trainers are already overburdened
with critical business responsibilities. In such a situation, your blended learning solution should
aim to make the most of whatever time the SME can spare for training.

Let’s look at how to maximize the limited time of SMEs/trainers through a blended learning
approach.

Let’s look at how to maximize the limited time of SMEs/trainers through a blended learning
approach.

SME/Trainer Tips to save time

SMEs ● Use a quick and dirty method to help SMEs create raw content
or fill content gaps quickly. The SME can use a roughly created
PPT deck as raw content, and record audio of explanation for
each slide within the PPT. This can be used by the development
team to create eLearning courses.
● Let them create content for microlearning instead of full-length
courses to enable quick turnaround.
● Plan for meetings with the development team according to
SME’s availability.
● Use online review apps for reviews and feedback.

49
 Trainers ● Offer eLearning courses (covering concepts and definitions)
initially so that areas needing in-depth explanation can be dealt
with in the classroom.
● Let learners connect with trainers on virtual platforms and social
media sites whenever they need assistance instead of booking
hour-long session with them.
● Create videos from existing recordings of classroom training to be
used as references or refreshers.

5. When Learners are Situated in Remote Locations

You might be wondering how to include in-person training of a blended strategy when
learners are situated in remote locations – such as coal mines or oil rigs. While this might
seem contradictory, it is possible to design an effective blended learning solution for a
remote workforce. However, a major portion of training will be delivered online.

Online Training Methods

• eLearning

• VILT 90% 10% In-person workshops

• eLearning assessments

• Microlearning modules

50
Here’s how your blended learning solution can be designed for a remote workforce.

Method Reason for Using

Introductory eLearning module Include self-paced eLearning courses to apprise

learners of the basic concepts of the subject to
ensure adequate preparation before the VILT
session with the instructor.

VILT Use virtual training platforms to conduct virtual

ILT sessions. The chat option, polls, screen-sharing,
breakout rooms, and whiteboard enable engaging
sessions without losing the essence of in-person
interactions.

eLearning assessments Test learner understanding and knowledge.

Microlearning modules Microlearning assets can be used to refresh training

concepts from time to time.

Workshops In-person workshops once every few months help

learners hone their practical skills, refresh previous
learning and also learn new skills under the
supervision of the instructor.

51
Conclusion

Pro Tips for Implementing Blended Learning

Implementing blended learning can be challenging, especially if you are trying it in your
organization for the first time. Here are a few bonus tips to smoothen your blended learning
journey.

Gather all existing training material and determine which components are suitable for ILT/VILT
and eLearning. Take the help of SMEs (who may have helped prepare the instructional material
in the first place) to set the learning objectives. Good learning objectives are important to
communicate to learners what they will be able to do after the training.

Consider your learners’ demographics and the environments they are working in. The blended
learning strategy needs to factor in the age/gender composition of your workforce, how
comfortable they are with technology, and if they have the technological tools to participate in
blended learning.

It is inevitable that some learners will find it difficult to adjust to the blended learning format.
So, you need to set up a support system to help learners with the transition – an online support
coach, or support teams or tutors from both aspects of the blended learning solution.

Have a pilot group assess the usefulness of the online learning material, the ease of applying the
new knowledge to their jobs, etc. For optimum results, ensure the pilot group represents the full
spectrum of your potential audience, including new hires, the tech-savvy, the technology-averse,
and learners requiring 508 access.

52
Outsource eLearning development to learning experts especially if your internal team lacks the
required skills with authoring tools. The vendors will have years of experience and expertise
in instructional design, authoring tools, and rapid eLearning, and will be able to scale up the
development as per your demands in less time and cost.

It’s a Wrap!

Hope you enjoyed this tour of blended learning. Blended learning has the potential to revamp
and revolutionize training for today’s corporate organizations and home-bound employees. It’s
definitely the best choice for satisfying the learning needs and challenges of learners who want
the traditional instructor-based training for its ‘human’ touch and also the flexibility of learning
anytime, anywhere in different formats.

53
About Us

CommLab India is the most sought-after global leaders for rapid eLearning solutions.
The company has 100 International customers in 30+ countries.

With our formidable authoring tools expertise and decades of experience in corporate training
and instructional design, we offer rapid eLearning solutions for speed, scale and value with any
authoring tool:

1. ILT material conversion into instructionally sound, visually appealing, engaging eLearning
curriculums and other digital learning formats.
2. Legacy Course Conversions from Flash or any other authoring tool to HTML5, even if you do
not have source files.
3. eLearning Translation of English eLearning courses into 35 international languages – both
text and audio.

Get in Touch

54
www.commlabindia.com