What’s Better for Your Employees – Digital Training or Instructor-Led Training

Pros

1. Saves Time and Money : As we stated in the example above, those 90 hours could have been utilized in a productive manner rather than simply making the employee sit in the training room and listen to a lecture. Delivering training on digital devices is far more cost effective than maintaining training room facilities and hiring instructors. Digital training allows employees to learn at a time suitable to them. Different people have different learning capabilities. And online learning caters to this need by delivering content on mobile devices. Modern learning techniques usually puts the learners’ needs on priority, making it as easy and comfortable for the learner to grasp the concepts effectively.
2. Small Chunks of Information for Better Retention: Earlier when L&D teams developed training materials for online consumption, they basically had desktop computers in mind. And hence, created elaborate PowerPoint slides and documents. Sure, it was easier to have a single training deck accessible from different workstations in the office. And so, reading a lengthy amount of text was also not an issue. But as training went mobile, the content also required modification. And that is why the long winding course materials were broken down into small modules, which can be perused even while on the move. These small modules focus on a specific topic and give relevant information that is required for the task at hand. It’s easier for the employees to retain this information. Here are 5 Ways to Create Effective Interactive Training Content
3. Flexible Learning: Whether the employee is travelling, relaxing, or on a break, one thing is for sure, they’ll have their smartphones with them at all times. And digital training makes use of this opportunity by providing flexible learning options. The digital course materials can either be accessed via internet or can be saved offline for later use. Either way, it offers flexibility by allowing the employees to access the courses at any given time. Also, the content can be localized for employees in different countries. Digital training materials are also easy to look back at for a quick reference, eliminating the need to go through handwritten notes or printed manuals. Therefore, employees would only need a few minutes to refresh their knowledge and deliver an error-free output. Here’s more about BYOD and its Impact on Enterprise Content Delivery
4. Measure ROI Through Analytics: Training delivery platforms are embedded with analytics feature which gives a detailed insight into the performance of the trainee and the effectiveness of the training program. Managers can track the assessment scores, and engagement level with the content. This helps them identify gaps in training and work upon bridging those gaps by either redesigning the training module or mentoring the trainee. Post training, this feature can also be used for tracking employee metrics and goals. Thus, managers can measure the return on investment with the help of actionable data during and after the training process. Here are Employee Training Metrics: 7 Ways HR Experts Use Them
5. LMS Helps in Managing the Training Content: Organizations these days use an LMS to manage content delivery. An LMS helps in keeping all the content at one central location and allows the admin to make edits whenever necessary. But the drawback here is that an LMS cannot be accessed on mobile devices. In such a scenario, enterprises can integrate their existing learning management systems with applications that enable it to be accessed on mobile devices. Using a training delivery platform which enables smooth integration with existing LMS will be beneficial for employees as they can have access to updated content at all times.

Cons

1.  Isolated Learning: Digital learning is self-paced, meaning employees learn whenever they want to. But they do not have anyone to explain concepts in real-time and have an actual interaction with. This lack of interpersonal dynamics sometimes leads to distraction. They may even have doubts that remain unclarified.
2. Cannot Teach Interpersonal Skills: While technical and process knowledge can be acquired through online learning, interpersonal skills and problem-solving skills cannot be learnt without fellow colleagues. Employees need to be in a group to ideate and resolve issues as a team, which is not possible in digital learning.
3. Cannot Guarantee Complete Focus: The devices on which training is delivered are not solely used for reading. The training materials can be accessed on smartphones, laptops, tablets, which also happen to have multiple functions. So, it’s easy for a learner to get distracted after a while and start browsing through other stuff. You cannot really guarantee that because the courseware is open in one tab, that they are actually reading it.
4. Lack of Inputs from an Instructor: While digital learning connects the learner to all the necessary resources, it fails to provide inputs from the trainer. Employees will receive instant results for the assessments submitted online, but a personal feedback from the trainer helps to understand how their performance is being perceived, and how to rectify their errors so as to not repeat the mistake.
5. No Fixed Routine: Unlike an instructor-led training, where the training takes place at a specific time and place, eLearning has no such boundaries. This often leads to postponing of task. With no fixed learning routine, employees feel that they can learn this later. But ‘later’ might never come. Eventually it becomes a part of their to-do list where they’ll just skim through the materials to complete the course, without fully comprehending the concepts.