The binomial Education and Training, are part of the same acquisition and renewal process of knowledge in contemporary societies, characterised, by the existence of fast paced technological changes and by the permanence of employees in the labour market, for a longer number of years.

The ongoing requirements turn the acquisition knowledge in an important competitive factor, between individuals and societies and impel to the institutional of an increasingly evident career regime, based on the cognitive capacities, and in a competence certificate, attempting to approach generation differences that are present in the labour market and in the promotion of the symbiosis between learning and know-how, as it has been confirmed in all the European Union.

In matters of Training, the inescapable learning method remains, naturally, the bodily, meaning that in-class training and in groups within the presence of a trainer fitted 87% of the respondents in 2016, in a universe of 2.640 people of private companies I 6 different countries (Portugal, France, Italy, Spain, Germany and United Kingdom), who had training in a professional context.

THE EUROPEAN EMPLOYEES PREFER
In-class training                     online                        blended
with a group                          training                    (combination of both)
     87%                                    50%                                46%

It is positioned in 2nd place the online training, with a 50% adherence, and lastly it appears closing down this triatulum the blended learning with 46%. These last two methods of training previously mentioned, present surprising results and have been increasing since 2015. This growth is due, specially to the explosion of the digital marketing (smartphones / tablets), which in a personal or professional context allows access to knowledge in different topics anytime.

This Nouvelle vague, of training methodologies is welcome in companies, since it allows its employees to retain knowledge and research technical / commercial information at any given time, even from home, considerably reducing the employee expenses (Training / Movement) and by avoiding the sometimes problematic task of managing the absence of trainees.

Thus, it is noted a tendency so that companies maximise the implementation of this digital era’s training tools (e-learning / blended learning), all of this because, everything is analysed and consequently operated in an economic logic.

Within the last years that I have trained people, I have assisted and participated in the making of content to the several methodologies previously mentioned. It is possible to elaborate a dialogue between a salesman and a client in an e-learning or blended-learning regimes, obviously yes and with an audio / video technology excellence.

But what are your main impacts?

  • In the first case (e-learning) it ends up being tedious listening to sales interviews / dialogues with over one hour of duration, even because the conducting wire of the interview gets lost and when we know that 20 minutes later we will lose the focus of attention.
  • In the second methodology (blended-learning), the bodily component does exist, but it is spaced in time, which reduces significantly the efficiency of the previously gained knowledge in e-learning.
  • There are limitations in the teaching of subjects that involve a strong practical or laboratorial component.
  • With the high quantity of information, sometimes it confuses and consumes a lot of time to the trainees, not concluding then the content within the expected timing.

Like everything in life, balance is sovereign. Despite the coexistence of several training methodologies being possible, the selection of the one to apply, obviously needs at all times a case by case analysis concerning the objectives to achieve vs resources to expend.

It is my absolute conviction that e-learning or blended-learning tools, must be applied, specially every time it is intended to convey knowledge of technical nature (new concepts, improvements, details).

In the meantime, each training of commercial / leadership / people’s nature, compulsory requires the in-class bodily presence. More than the conveyed knowledge by the trainer (important and expected), it is determinant to the success of the action the interaction of the know-how (analysis of experienced problems and the capacity of solving them) between the many participants, the feedback given and the relationships and bonds that are usually established.

After two or three days in the class, we will all be winners!!!

 

José Teixeira

 March 2017