How have training and development evoluted in these last few years in your companies? We faced the COVID-19 pandemic, supply chain disruptions, climate change challenges, and remote jobs, to mention some important changes/events.
I would like to know your insights and opinions about this topic.
From a training provider perspective there appears to be a shift from Face to Face (F2F) towards a blend of F2F and online as learners and companies try to overcome the disruptive Covid 19 spread. (Learners becoming sick or quarantined).
Security for online learning activities makes finding generally acceptable software difficult as some companies restrict access to certain software while others don't.
From your posting, it sounds like you are looking how organizations have evolved their training internally.
We were moving into the direction of online/virtual/hybrid training before COVID hit. Some of our training is done completely online, when the employee has time to take the training. They are given a due date and they must complete it on or before the due date. This training, some of which is purchased, some of which is developed in-house is done via an LMS, which tracks and records the training completion. Completely virtual training with an instructor, which we call (and so do others) Virtual Instructor Led Training (VILT) is often done when the instructor or the employees are not collocated. While we are not a large company, we do have employees (and this was before COVID) in several parts of the U.S. and a small number in other countries, predominately the UK and Australia. The larger part of our Instructor led training (vs the online training) is hybrid. The instructor will be in a classroom with local employees while remote employees come into the classroom via a tool such as MS Teams or Skype. If group work is needed in these hybrid courses, we can set the virtual employees into groups, while the in-person employees are grouped. But we have also worked where the in-person people have teamed, via the collaborative tool, with the virtual people. It all depends upon what they are training on.
We have processes for determining which type of training should be used under what circumstances and we also have procedures on how to develop and deliver online and virtual (and hybrid) training.
I guess the bottom line, is that any training that is either self-paced or can be done at the employee's time of choosing is done via an LMS. Any instructor led training, that does not require hands on applications, has some or all of the training done virtually, depending upon the location of the instructor and students. And we do have training that does require hands on. That requires the instructor and student being together. These are skills type training, such as CPR, building fiber-optic cables, or driving a forklift.
AND we also export training to many of our customers. And we follow the same exact processes and procedures.
I work in the clinical lab industry. The availability of a qualified, interested workforce has been decreasing over the last few decades. The concept of LEAN is not only a nice to have, but a means of survival. Training and development have suffered due to getting new hires to the bench as quickly as possible. Additionally, individuals that are moved into supervisory roles do not always receive training on their supervisory tasks. These employees were "good on the bench," and therefore will be "good at supervisory tasks." That is the assumption, anyway.
I am interested in your statement: "We have processes for determining which type of training should be used under what circumstances and we also have procedures on how to develop and deliver online and virtual (and hybrid) training." Are you willing to share this information or perhaps point me in the right direction to research this topic?
I appreciate any help you can provide, Jill Hittinger