Master the Art of Blended Learning in the Digital Age

Blended, VR technology today for tomorrow

Watching a video tutorial on company training from a desktop or laptop is one thing, but with the rapid advancement in wearable devices, VR has the possibility of revolutionising how we collectively learn, let alone for specific company L&D requirements. Imagine a workplace interaction scenario where you feel like you are literally in a room talking to customers and clients. With a VR headset you can now be fully and safely immersed in many situations.

This type of training is particularly useful for environments that are hard to replicate in training rooms, or those where the activity is dangerous. Using VR technology reduces risk whilst people learn to carry out complex tasks or those that hold significant responsibilities such as working in the control rooms of power stations. Whilst face to face training is always a requirement in these instances at some point, digital learning can introduce core concepts in a safe environment, thereby making better use of the time spent in a classroom. VR is also perfect when considering its application in blended learning strategies for business.

Classroom, tried, tested and assured

Blended learning is, as the name suggest, a blend of different L&D solutions. With not all learning best done over a screen and often an air of personal interaction needed for optimal information retention, a classroom-style setting for L&D is often the gold standard for organisations. Such an L&D method can especially help to build employee relationships when onboarding staff, allowing L&D to be used as a means of breaking the ice between co-workers and easing them into their new workplace.

Blended learning can be used in this instance though to deliver foundational information digitally, even before an employee starts on their first day. For example, they could ‘virtually’ meet team members, key leaders and other people via an online platform. Their first day therefore will be much more productive and they’ll feel at home much more quickly having been exposed to information earlier in the process. This shifting of classroom type content into the digital sphere is an excellent way of introducing a blended approach to the L&D strategy for your business. It spreads learning out over a longer period, makes the most of each type of learning and is more cost efficient. 

Knowing when classroom can be replaced

In the same way that not every meeting has to be in person and can be well-supplemented over virtual platforms, knowing when classroom learning is not needed can be a valuable asset for your L&D. Here is where digital L&D can step in. Interactive quizzes, video tutorials, recorded meetings or virtual documents can all be ways to virtually train employees without direct attendance needed, allowing more flexibility for work schedules. As such, a critical look at your L&D classroom content and seeing what can and cannot work online, is how you can best implement blended learning uniquely for your workforce. The key to this though is knowing what to leave in the classroom and what to move into digital delivery methods. We take a ‘blended-first’ approach with all of our clients, as this serves their needs more effectively and builds learning that is future proofed. 

Blended learning strategies for business

We’ve established that blended learning should have a place in every modern L&D strategy, but what comes next? In the same way that all employee learning needs differ, not all methods for training via blended are exactly the same. The flex model might lean emphasis towards online learning supplemented with classroom training for occasional support, while the rotational model combines both alongside one another. Perhaps even the less fixed-schedule heavy format of the ‘a la carte’ model might be optimal for your business setting, offering both classroom and online resources for the same content depending on the preference of employees. Getting the mix right is critical and this needs careful analysis, thorough thinking and scenario-based decision making in order to be successful. 

Blended logistics, cost over ambition

Favouring digital over classroom content must primarily be done based on the needs of your business. As such, the necessity of your training being via classroom needs to be assessed against its efficiency and logistics. The age-old sentiment of ‘this could have just been an email,’ is more than just a take-away for efficiency at work, it is a consideration for classroom L&D that must be factored into your staff development budget. Hiring a learning instructor for the day and making employee attendance mandatory, is not only eating into your L&D budget, but is lowering productivity during the training event.

Clearly the payoff comes later down the line when people should be more productive as a result of the training, but this assumes that the training objectives are fully met. As such, classroom instruction may best be delegated to training that has no other practical digital alternatives and is very clear in terms of whether it will achieve the desired outcomes in return for the investment of time and money. 

So, what are the key takeaways to consider when planning a blended learning strategy for your business?

Here are five key recommendations for you to put into action:

1. Blended learning offers flexibility and combines digital and classroom delivery styles, allowing organisations to tailor their L&D strategies to their specific needs. This approach can optimise information retention while accommodating various schedule commitments.
2. Virtual Reality (VR) technology is emerging as a powerful tool for immersive training, particularly useful for scenarios that are difficult or dangerous to replicate in real life. It can introduce core concepts safely before moving to hands-on training, making better use of classroom time.
3. Classroom-style learning remains valuable, especially for building employee relationships and onboarding. However, a blended approach can enhance its effectiveness by delivering foundational information digitally before in-person sessions, making face-to-face time more productive.
4. Critical assessment of current L&D content is crucial to determine what can be effectively moved to digital platforms and what should remain classroom-based. This evaluation helps in implementing a tailored blended learning strategy that maximises efficiency and flexibility.
5. When considering blended learning, it’s important to weigh the costs and logistics against the training objectives. Not all training requires classroom instruction, and digital alternatives can often provide more cost-effective and flexible solutions without sacrificing productivity.