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 www.hrsummitexpo.com

1. Blended Learning
Model Solution
Craig Jordan
cjordan@esi-intl.com
+971 50 694 1678
www.esi-intl.ae

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. 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. 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. 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. 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. 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. 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. 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. 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. 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. Client Case Study
building talent, driving results
12

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. Blended Solution Development
15-Oct-13
© ESI International, Inc. 2010
building talent, driving results
14

15. Example Blended Learning
Development Plan
building talent, driving results
15

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. Thank You
Craig Jordan
cjordan@esi-intl.com
+971 50 694 1678
www.esi-intl.ae