What's the point of training for employees if just a few weeks later none of it is implemented in everyday work? In contrast to classic seminars, the blended learning method comes up roses here, because trainers can accompany employees intensively over a longer period of time. In this article, I show you three practical examples of blended learning being successfully implemented in companies today.
Continuing education 2021: Good content – lack of transfer performance
What does continuing education look like in your company? In the German-speaking region, in-company training is an important factor for the success of a company. Those who train their employees professionally and sustainably strengthen their company from within. The topics are varied and the range of training and coaching courses on offer is mostly very good.
But how long does what is learned remain emblazoned in memory? The transfer of learning is essential for the success of a training: If what has been learned "fizzles out" after just a few weeks, the training was a waste of time and money. To ensure that the content is applied in everyday work, your company needs training that is as practical as possible.
Blended learning in companies
More and more HR departments in companies are recognizing the opportunity of blended learning: it combines classic (face-to-face) seminars with online support. The blended learning method promises high rates of transfer primarily for the following reasons:
- High focus on the participant and his or her needs
- Time and location-independent learning enables frequent practice
- Greatly extended training due to online support
More and more success stories from practice speak for the efficacy of blended learning. In the following, I will introduce you to three example projects that have enabled high learning transfer with blended learning.
Examples from practice: Successful blended learning projects
The three examples below are so meaningful because they are structured very differently and yet all rely on the concept of blended learning. All three projects have already been successfully implemented in practice.
- HR Performance Campus
- Increasing productivity with Peoplebuilding
- The trainee camp for Sparkasse Day 2016 by agateno
1st example of blended learning: HR Performance Campus
How it works:
The HR Performance Campus relies on a mixture of analysis, communicative exchange and reflection tasks. For example, if the topic of a training course is aimed at improving employee management, several managers from a company usually take part in the training.
At the beginning, each manager carries out a potential analysis for him- or herself in order to get to know the methodology. Then all managers meet in a face-to-face event to share their experiences and receive new input from the trainer. Finally, the managers apply what they have learned to their own employees – and are accompanied online by the trainer for several weeks.
The HR Performance Campus blended learning model illustrates:
The blended learning model of the 'accompanying row' with potential analysis at the beginning.
HR Performance Campus blended learning model: Each manager in the training starts with a potential analysis. Afterwards, they all meet again in a face-to-face seminar. After this prelude, the online phase begins, which takes place alongside the daily routine.
This is suitable for:
The HR Performance Campus training courses are suitable for companies that want to develop their managers so that they understand their employees better. The potential analysis at the beginning of blended learning aims to get a feel for people's motivations.
Practical example of the HR Performance Campus online support:
Screenshot from a demo course of the HR Performance Campus with the blink.it software: The participant has viewed the green units, the purple ones are not yet viewed. Units are unlocked before the kick-off event. After the units for the kick-off, further online impulses will follow (not shown in the screenshot). Translated by blink.it
2nd example of blended learning: Peoplebuilding with Zach Davis
How it works:
With Peoplebuilding, trainer Zach Davis offers training on topics such as time management and productivity. He always starts with a face-to-face event, which is the important prelude to the entire training. Zach Davis also involves the participants' managers and other relevant people right from the start – after all, they are the ones who support employees in the long term. In this way, the trainer ensures from the outset that everyone involved receives the best possible training.
After the kick-off event, each participant deals with the content individually. This happens a) online and b) in small bites over several weeks. Each participant can work through the individual units at their own pace. A unit is usually an insight or exercise for everyday work or a subsequent reflection task. Blended learning at Peoplebuilding is based on the following model:
The blended learning model 'row': training starts with a face-to-face event (e.g. a seminar) and then proceeds online for a longer period of time in parallel with the daily work routine.
This is suitable for:
Zach Davis' blended learning training, or Peoplebuilding, is generally suitable for any goal that seeks to create long-term change in the employee. Zach Davis' experience shows that through the long online accompaniment, participants have internalized significantly more content after 6 months than in a classic one or two-day seminar.
Practical example of online accompaniment at Peoplebuilding:
Screenshot from a course of Zach Davis / Peoplebuilding with the blink.it software: You can see an overview of the first units from a blended learning. The yellow marked units are available for the participant, the grey ones will be unlocked later.Translated by blink.it
3rd example of blended learning: trainee camp from Sparkassentag
How it works:
The trainee camp was a large-scale event held by Sparkasse bank in April 2016, where the trainee participants exchanged ideas and learned together. The goal was to discuss the question of the future of savings banks. The motto here was to provide space for interaction – both online and offline. The concept was developed by agateno and implemented with blink.it software.
The blended learning around the Sparkasse's trainee camp also started with a kick-off event, here in the form of a webinar. Trainees were divided into small groups and assigned mentors. This was followed by a longer online phase in which the small groups received and created video impulses, among other things. The Azubi Camp fits the blended learning model "sandwich": Both at the beginning and at the end, the participants meet live (first in the webinar, later at the large event). In between, there is an online phase with impulses and tasks in small groups:
The blended learning model 'Sandwich': Beginning and end take place live, in between the participants work with online impulses.
This is suitable for:
The trainee camp is a good example of successful blended learning measures that, on the one hand, target an event and, on the other hand, are suitable for large groups of participants. Thanks to the high level of online interactivity, the participants were able to discuss and learn from each other, even over long distances, and were brought up to speed by their mentors.
Practical example of online mentoring at the trainee camp:
Screenshot: An excerpt from agateno's online accompaniment for the trainee camp at Sparkassentag 2016.Translated by blink.it
Concrete examples of successful projects from practice give you insight, but are usually very specific. The sequence of online and face-to-face phases is always different, depending on your goal: More personal support with a few online impulses, or pre- and post-support for a single face-to-face day? Our overview of blended learning models will help you quickly find the right model for your next training.
