Blended Learning – A Total Training Solution, Craig Jordan


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Corporate training has come a long way over the last 30 years significantly due to rapid technological advances. These advances have allowed us to move from the typical “chalk & talk” classroom delivery, requiring all participants to be in the same room, to the point where we can now deliver training simultaneously to a dispersed audience anywhere in the world. In its infancy, blended learning simply meant supporting classroom training with linear semi-interactive online modules but the industry now offers a variety of sophisticated tools and platforms. Providing the optimum blended learning solution for your organisation needs careful planning and preparation. This workshop will look at the options available and present a model solution for the modern work environment.

This presentation was used at HR Summit and Expo 2013

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Blended Learning – A Total Training Solution, Craig Jordan

  1. 1. Blended Learning Model Solution Craig Jordan +971 50 694 1678
  2. 2. Agenda         Definition History Drivers of Blended Learning Options Key to Blended Learning Instructor Role Benefits of Blended Learning Interactions of a Successful Deployment  Client Case Study building talent, driving results 2
  3. 3. Definition  Blended learning is a formal education program in which a student learns at least in part through online delivery of content and instruction with some element of student control over time, place, path or pace. [Wikipedia]  Blended Learning is an approach to learning and teaching which combines and aligns learning undertaken in face-to-face sessions with learning opportunities created online [LearnNC]  Blended learning is a mix of delivery methods that have been selected and fashioned to accommodate the various learning needs of a diverse audience in a variety of subjects. [McSporran M & King C 2005]  A method of learning which uses a combination of different resources, especially a mixture of classroom sessions and online learning materials  Use of two or more distinct learning modalities building talent, driving results 3
  4. 4. History  1840 the first correspondence school established in Europe  1883 correspondence institute founded in New York  1880 onwards manufacturing organisation combine classroom learning with on the job coaching  1980’s start of online learning  Late 1990’s the term “blended learning” is coined building talent, driving results 4
  5. 5. Drivers of Blended Learning  Improve ability to personalize content  Improve student engagement and motivation through enriched content delivery  Provide synchronous and asynchronous (self paced) learning opportunities  Need to extend reach of scarce resources (teachers)  Multi sitemulti national organisations  Manage training costs  Provide a more comprehensive learning experience giving real world experience (e.g. flight simulators)  New and faster technologies building talent, driving results 5
  6. 6. Delivery Options  Instructor Led Training      Role based instruction Ability to discuss complex issues Group interaction and problem solving Individual coaching and mentoring Real time feedback  Web Based Training  Asynchronous  Introduction of basic and specific skills to create     baseline May be instructor facilitated for more complex deliveries (virtual classroom) Knowledge on demand Easy access Integrated with other systems building talent, driving results 6
  7. 7. Delivery Options  Electronic Performance Support Systems (EPSS)Distance Learning     Asynchronous distance learning Knowledge on Demand User familiar with platform Mobilehandheldnote pad  On the job coaching  Real world problems  Hands on experience  Opportunity to work in small autonomous groups building talent, driving results 7
  8. 8. Key to Blended Learning  Flexibility  Time  Location  Instructor  Creative use of:  Content  Technology  Audio visual tools  More geared towards an individual’s needs  More active engagement expected from the learner  Adopting recognised standards building talent, driving results 8
  9. 9. Changing Role of the Instructor  Less face-to-face  More IT informed  Broader repertoire of learning skills  Community managers  Moderator  Facilitator building talent, driving results 9
  10. 10. Benefits of Blended Learning  Greater opportunity for collaboration  Reduced cost  Enriched learning experience  Great reach of subject matter experts  Individual learning plan  Asynchronous elements  Develop peer-to-peer relationships across different locations  Lessons learnt quickly shared globally  Just-in-time learning (Knowledge on Demand)  Consistent message  Content delivered using the most suitable platform building talent, driving results 10
  11. 11. Interactions of a Robust Blended Learning Solution  Student-to-teacher  Student-to-student  Student-to-materials  Student-to-community  Student-to-technology building talent, driving results 11
  12. 12. Client Case Study building talent, driving results 12
  13. 13. Client Challenges  Mobile and dispersed workforce  Wide range in baseline competency  Limited time for traditional ILT  24hr operation so need to manage different shifts Flexibility and Convenience  Need for seamless content with consistent accreditation building talent, driving results 13
  14. 14. Blended Solution Development 15-Oct-13 © ESI International, Inc. 2010 building talent, driving results 14
  15. 15. Example Blended Learning Development Plan building talent, driving results 15
  16. 16. What are the expected organizational benefits? Increase in accomplishing strategic goals and objectives Improved work processes to increase efficiencies and consequently profit and revenue More effective communication throughout the organization Improved productivity and efficiency in requirements analysis Improved adaptability to project complexity Better decision making at all levels building talent, driving results
  17. 17. Thank You Craig Jordan +971 50 694 1678