The 3 macro methods Online, self-paced and Online collaborative form the core methods of blended learning. This results in further teaching methods, the diversity is immense and is constantly growing due to technical possibilities. Our training content can basically be conveyed using all 3 core methods. As a customer and decision maker, you set the individual framework conditions.
CONTINUOUS LEARNING - THE 70 20 10 PRINCIPLE.
Blended learning initially offers a certain amount of time and, because of the possibility of learning online, independence from location. Basically, however, the learning material is generally better absorbed if it is repeated in different contexts.
Only 10% of all of our knowledge comes from formal learning, as is typically done, for example, in everyday school life. We receive 20% of what we have learned in our social environment, for example by reading the newspaper or talking to colleagues. The rest of the knowledge - a full 70% - we acquire in practice, through experiments and the associated teaching fee.
In the work context, this can be done as follows. For example, talking to other participants (formally) about it after a completed training course and therefore experiencing different (social) perspectives, saves the learning content better. If what has been learned is applied directly in practice, what has been learned is deepened further (informal).
All types of the learning model 70-20-10 can be supported by analog and, above all, digital blended learning methods. The integration of learning into everyday practice, in particular, offers opportunities that have not yet been fully exploited.
THE MACRO METHODS IN DETAIL.
2 Face Face
The classic face-to-face seminar still offers the most humane ways to build up a training that is didactically valuable.
Even if the participants are generally motivated by the group dynamics to attend the training attentively, the use of didactic methods such as gamification can make learning significantly easier and more efficient.
In this type of training, the participant's self-motivation is required. Through playful approaches (Rankings, puzzles etc.) of the dynamic and individualized content, the e-learning is given a blended learning character.
The motivation of the training participant can also be increased if he can learn, for example, in his favorite coffee, regardless of time and location.
The character of this training method motivates the participants because they can learn online, but also synchronously in the group.
Communities, forums, chats, or Webinar rooms open up many possibilities to optimize the variety of blended learning and thus also the inclusion of the training content.
WHAT'S IN OUR TRAININGS
The respective didactic methods (modules) of the three main models are used to construct an individual cluster, depending on the properties required. This includes chat rooms, games, group work, live support, video, screencast and much more. Listed below are some of the specific characteristics and factors of these modules, which we as Blended Learning Specialists refer to.
Face-to-face training is common practice in everyday work. However, these are almost exclusively carried out by experts on the training topic. Bizlearn provides the right didactics to transfer knowledge even more efficiently.
Gamification is also a tried and tested option in face-to-face training to stimulate communication and promote group dynamics.
Due to the high standardization of the face-to-face seminars and the corresponding trainer training, the training can be enriched with digital methodological aids.
Due to the didactics used, the duration of the training can generally be kept short compared to conventional training courses.
An important question in didactics is where training takes place. The motivation, but above all the associated comprehension, are increased as a result.
The visualization of the progress increases the motivation of the learner. Self-motivation is stimulated again through gamification methods such as puzzles and rankings.
Each participant has different tasks and motivations to attend a training session. Instead of designing separate training rooms, a common training scenario can be visualized by dividing roles.
The e-learning process can also take place synchronously as soon as the participants have the opportunity to support each other live or this task is taken over by an e-trainer.
Which method is right for me?
There are various reasons why blended learning strategies for employee training are used in companies as well as privately. Due to the possibilities of digitization, the implementation of very individual training is less extensive than with conventional face-to-face or e-learning. Even during the digitally supported training, information can be collected that individually adjusts each training course to the needs of the individual. This avoids redundancies and increases efficiency, as well as cost efficiency. The following factors can be used to define an initial simple method framework, primarily to predict the possible efficiency of the training.
The industry and your associated product form the linchpin of the training.
The training topic is the biggest factor in the choice of training method.
The number of participants and the total budget for your employee training determine how detailed the blended training can be.
Hardware and software as well as the internet connection but also the nature of the premises must be taken into account when defining the training methods.
What experience do the participants bring to the training topic?
What experience do the participants have on the subject of e-learning?
When should the training start?
In what period of time should the training be completed?
Do the training participants have different prior knowledge or training goals?