Blended Learning :
The Ultimate guide (2022)
- Chapter I: Blended Learning : definition
- Chapter II: Why adopt a Blended Learning approach?
- Chapter III: Blended Learning : use cases in companies
- Chapter IV: Le Blended Learning applied to the school setting
- Chapter V: How can you effectively integrate a Blended Learning solution into your company?
- Chapitre VI: The 8Cs : best pactices for your Blended Learning course
- Chapter VII: Top 5 ways to get strated in Blended learning
- Chapter VIII How to choose the right Blended Learning platform?
- Chapter IX What materials should be used for effective blended learning?
- Chapter X What are the different models of Blended Learning?
- Chapter XI The trends in Blended Learning
- Chapter XII Is the futur of Blended Learning human?
Blended Learning: definition of blended learning
Identifying the right trainers, organizing the office and training hours... For a company, face-to-face training is often very restricting from an organizational point of view.
It makes learners dependent on their training and encourages them to lose concentration. After a face-to-face session, the training is over: there is no follow-up afterwards. It therefore does not offer the repetitive sessions that are essential for knowledge retention. Hermann Ebbinghaus' forgetting curve shows that after two weeks, 80% of the knowledge acquired is forgotten...
In addition to classroom training, there is digital learning, which allows employees to learn at a distance, making learners active participants in their training. The learners become active players in their training. They decide thier own pace of learning! However, a "virtual classroom" means professional training without a direct exchange with the trainer, which can be a distraction for learners who want a physical exchange to ask questions, or simply to practice their knowledge in a relaxed way. For some, learning and interacting with a trainer who has their own personality, especially when teaching, is also a great way to retain memories.
This is where blended learning comes in: a blended learning approach that combines traditional classroom training (face-to-face) with digital training (distance and face-to-face). This mode of learning responds to the need to save time, which is often the main challenge for companies. By digitalising part of the learning process while keeping the interactive human aspect through physical exchanges, learners have a more engaging approach to their training and spend less time unnecessarily in the classroom.
Why adopt a Blended Learning approach?
Wondering what the benefits of blended learning are? Here are 5 points that are likely to give you a fresh look into the design of your professional training courses:
A blended learning approach offers maximum flexibility in content delivery: complex topics can be presented in the classroom, while other topics can be made available online. With an online feature, you will also be increasing the degree of flexibility and convenience on how and when your employees can participate in the training.
D. Randy Garrison and Heather Kanuka are young academics who studied blended learning in the early 2000s. Their research concluded that “blended learning has the proven potential to improve both the effectiveness and efficiency of meaningful learning experiences”.
With a well-planned blended learning strategy, you can provide efficient and fast trqining to a wide audience.And with digital resources such as videos or other recordings and e-books, the potential for reuse is enormous. You can easily get more people up-to-date after the initial training sessions.
Any training that is not well implemented can create an unrealistic and non-inspiring learning experience. But the good news is that a well-designed blended solution can ensure a seamless transition from classroom to the computer and vice versa. You can design your training to follow up on discussion topics and customise the content to suit the learners' specific work or interests. With the help of the reporting tools such as the Beedeez "statistics" function, the trainer has direct access to the progress of his learners. By tracking the progress of each learner, he can then modify the topics covered in the training room and offer more appropriate content. The trainer can also make additional resources available to employees who need them! On the learner's side, training is more flexible. They can access their training materials at any time and retain the concepts studied more easily, as they progress at their own pace outside the classroom sessions.
Training with a broader scope and a cost-effective format
In most cases, creating a blended learning strategy reduces the amount of time spent in the classroom. By digitising the skills of talented trainers or industry experts, it is possible to reach more people with high quality content at a lower cost. This allows qualified trainers to offer more courses, develop more training content or work on more projects.
A good mix of offline and online sessions could save time and money. Think about travel costs. Consider the cost of renting a meeting venue or the cost of maintaining meeting rooms in the office. The digital aspect offers resources that will always be available to everyone!
This means that the initial cost is higher than a traditional training course, but once your resources have been created they can be used over and over again and only need occasional updates when topics change. In many situations, people like to access their learning materials via their smartphone, on the go, while travelling, or on a desktop computer, and prepare for the next day on the sofa at night through their tablet.
This way, the concepts learnt during the training are assimilated faster than in traditional training.
Training adapted to all types of learning
Effective blended learning is a tool that can help you meet all styles of learning through a variety of media and techniques. Indeed, blended learning can be applied to any type of vocational training, but also to learning within the school programme!
Blended learning proves that even with the rise of digital learning, face-to-face training has not lost its relevance. Digital learning strengthens, complements and even supports face-to-face training, which offers the support and guidance that is essential in the learning process for many learners.
This is why face-to-face training and distance learning should go well together and not in opposition to each other.
Blended Learning: Use cases in companies
Use cases of Blended Learning in the retail sector
Sales people are the daily representatives of their brand. Sales efficiency and turnover are based on their expertise. Taking care of sales staff is key to good performance and it is by training them effectively that the results improve. students, part-time, seasonal or long-term, Salespeople have very different profiles and yet they all need the same training! Retail is a sector where salespeople rarely stay with the same company for very long. They are often not very committed to their work, so it will take some strategy to motivate them to work for their company.
According to Dentsu Aegis, 40% of French people stated that they could do without in-store shopping if web services were equivalent. The competitive advantage of salespeople is to make the in-store sales experience relevant and useful for every customer. Customers must be able to easily understand the difference between a direct sale and a sale on an e-commerce platform!
With no permanent position and always on the move, retail sales forces are difficult to train. Their availability varies and the training processes they choose are often not adequate. What if Blended Learning became a real asset to train your sales force quickly and efficiently? To guide you, here are a few steps that can help you see things more clearly:
By choosing a Blended Learning approach to sales force training, all you have to do is apply a simple, fast and effective strategy.
To start off, the digitalization of the practical knowledge is important. This saves you a lot of time. Learners will not waste time on traveling or on long physical courses for knowledge that can be acquired anywhere and at any time.
But to do this, you need to make the content fun to motivate learners to take the training seriously. Set up games to test their understanding of the concepts studied and reward them for it! Give them points, make their online profiles evolve or give them real rewards... There are many ways to inspire and motivate learners. This part will also allow you to track their skills by observing their progress through your digital solution. For everything related to skills and know-how, train them directly on the job! Business experts should guide them in the right direction to ensure they learn the best course. Also in physical training, follow up with learners to offer them personalised content if they feel the need for support or help. Always listen to learners' needs and, at the end of the course, analyse their feedback and progress so that you can modify the course in the most effective way. Now that your training is in place, the sales force is even more motivated, independent and efficient. You have saved a considerable amount of time!
Launching a Blended Learning course helps to promote the employer's brand and create a consistent customer experience across the country.
while creating a desire to learn, thanks to fun and engaging training content.
Employees who enjoy learning are more motivated, which means they can easily put their knowledge into practice!
Onboarding employees with Blended Learning
Today, the process of recruiting and retaining employees has become a key challenge for many businesses. Indeed, it is becoming increasingly difficult to attract and retain employees over a long period of time if they are not adequately supported.
In France, one in five employees leave their company after only three months. 4% of them even decide to leave their job on the first day because of poor integration! And these rapid exits are costly for companies.
In view of this, it seems obvious that it is essential to offer employees an environment where they can grow and develop.
Organizations that offer onboarding programs that are well monitored, retain approximately 91% of their employees. Conversely, only 30% of employees will choose to stay with a company that has provided them with poor onboarding experience.
Furthermore, a successful onboarding enables employees to acquire skills faster than those who were not well supported from the start.
A successful onboarding is a win-win situation. But it's the quality that counts. So, what are the objectives to achieving this?
In order to implement a very effective Blended Learning onboarding strategy, you can follow these 5 recommendations:
- Before the new recruit arrive, offer them all the documents they need to better understand the Company’s operations..This information can be available to them by giving them access to your e-learning solution, for example.
- The first day of a new employee will determine their future in the company, it is important to take care of them. Welcome them warmly, show them around the facilities and their new colleagues. Organize a small surprise party or a group activity. There are numerous ways to make them comfortable!
- Give them something to be proud of! By treating your new employees well and introducing them to the teams they will be working with, you will encourage them to feel a strong sense of belonging. An employee who likes the environment in which they work will be content and productive.
- Listen to the needs of your employees.Make them grow and develop consistently. Be responsive to their demands and cater for them by being attentive to their feedback. You can offer them a coach to help them get comfortable and find their bearings.
- Make time to receive feedback from employees. The feedback can help the company to adapt and progress more quickly in order to be more efficient and pleasant. It will also be very helpful to monitor the results and progress of your new hires. This way, it will be easier for you to know if your actions are effective or not and how to act accordingly.
A good onboarding will also be able to address both new hires and existing employees in the company. The objective of a successful integration is twofold. On the one hand, it is important to show empathy towards the employees and to ask the right questions ("who are they?", "where are they going?", "what are their expectations? "What procedures do they have to follow? "However, it is important to keep in mind that the welcome must be effective! Good support should give employees a sense of having made the right choice, a sense of connection and belonging. They will want to be competent and have a reason to be proud of their performance. To this end, induction should be seen as a process that sets clear expectations, build character and allow for a two-way communication.
And the good news? Efficiency and empathy can go well together and can fully satisfy the needs of the employees and company. All you need to do is to study and develop the perfect custom-made strategy for your company!
Blended Learning applied to the school setting
Blended learning is increasingly being used in schools on all levels.
The younger generation have been surrounded by new technologies all their lives, they have seen it evolve and are now well adapted to it.
This has made them learners with different expectations from previous generations. They are indeed more interested in relevant, engaging and interactive learning experiences. They may not be as receptive to the traditional, passive approach as their parents were before them.Blended learning can offer deeper and more purposeful learning experiences to effectively engage students. As a result, students and teachers become involved in reflection and develop critical and creative conversations more easily.
Blended Learning from kindergarten to high school
While blended learning can be used in higher education as well as in the school setting (Kindergarten to high school), there are significant differences between the way it works for these two settings.
In classes from kindergarten to high school, students usually have access to a digital tool that is provided by the school. This could be a computer or a tablet. Some institutions ( mostly from higher education onwards) may offer a ''Bring Your Own Device'' (BYOD) strategy in order to minimise the need to purchase additional digital devices..
In the school context, the digital tools and platforms used can allow students to complete and submit certain assignments. Compared to professional trainings, where the students will have a very different time schedule as they will have deadlines to meet in order to make progress in their programme.The time spent in the classroom will obviously be greater than the time spent at a distance. In the Higher Education, there are courses where examinations can be taken through a computer or other devices.
Benefits of Blended Learning for teachers
In recent years, edtech has expanded and the use of technology in education has become widely recognised. Teachers are progressively moving from formal activities to the use of blended learning, and there are many advantages to this:
- Teachers can record their lesson on the digital platform and can easily modify its content to suit various subjects.
- Lesson reports and statistics are usually available through the technology used, and this is the case with Beedeez. it gives them an additional insight into the pace of the class and the success rates of each student.
- Student engagement remain high due to a wide range of activities during lessons, including the use of gamified contents;
- The teacher can guide the educational experience of students in a goal-oriented way (by group or individually).
- Teachers can empower students by teaching them the skills they need to use all the materials involved and by monitoring them as they perform their activities, allowing students in the same class to move at different rates.
In this vein, students can have personalized lessons according to their level while being in the same classroom as the other students.
- In many cases, The grading system is automated, saving teachers a lot of time.
- The sustainability of the digital format reduces the amount of time teachers spend on course design and prevents them from giving their students a large amount of paper material each year.
Cases of use in universities
A number of universities and other higher education institutions around the world use Blended Learning strategies. In France, some institutions are actively using the MOOC system approach, as is the case of INALCO, a foreign language university. This gives students access to listening and pronunciation exercises during their classes and to return to them whenever they wish.
In the United States, Boston University also uses Blended Learning in its new "Learn from Anywhere" programme, which offer the same course content for every student. Thus, regardless of their pace or circumstances, they can follow the same courses through various face-to-face and distance learning activities.
The England, Coventry University has also adopted blended learning to improve the employability of young graduates. Their students were not sufficiently prepared for entry into the workforce and could not meet the needs of the companies to which they applied. They therefore provided students with theoretical courses through a digital platform so that face-to-face courses could be used for practice. Today, they consider that their students graduate a year earlier than they did in the previous years.
How can you effectively integrate a Blended Learning solution into your company?
How to implement a blended learning solution? Categorise, analyse, test and design... It is important to go step by step in order to have sufficient insights to create a successful solution!
These are 8 steps to designing a Blended Learning course:
1. What are my learners expected to achieve?
What does the learner need to know or do after this specific training?
This step allows you to decide the exact topics to cover in your training.
2. How should I evaluate the different topics?
It is important to evaluate the knowledge and skills acquired by your learners before concluding that your training has worked. Some digital solutions, such as Beedeez, offer features that allow you to evaluate and analyze the development of the skills of your learners.
3. What structure should I implement?
Think about the learning objectives, topics and evaluation: Is there any structure you can apply to your training to make it easier and enjoyable for the learners?
4.What learning activities are most appropriate?
The next step is designing the learning activity you want to use either by the topic or the learning objective.
5. Test your plan
The foundation of your course is ready. You have done most of the thinking, now it is time to apply it with a few colleagues to make sure the new training structure is effective.
6. Design the content
After the feedback you received from the contributors in the previous step, it is time to start designing and developing your content. Build the learning activities designed and developed in your learning system, create a scenario for your face-to-face session.
7. Test your content.
Everything needs to be refined based on the feedback received from users. So take the time to test again, but this time with your new content.
8. It's out !
You have learning objectives, structure,activities (distance and face-to-face), and the right content. Your training is now ready to be implemented in your organisation!
The 8Cs: best practices for your Blended Learning course
To help you adopt a Blended Learning approach in your professional training, you can use the 8Cs process (extract from the report "Phygital Learning Concept : From Big to Smart Data "by Poonsri Vate-U-Lan and Donna Quigley). It can be a valuable tool to guide and give you good practices to adopt.
learners' mobile device is an essential aspect of their lives, professionally and otherwise. Take advantage of this opportunity to offer your learners the chance to (re)discover their working environment via their own tool! Thus, through QR codes, enhanced visibility or any other technologies available to them, They have access to a network experience which is much more engaging than a traditional training course..
In order to attract and captivate learners, there are a few tricks to be used. The best way to get their attention is through gamified training. By winning badges or rewards, the learner is more motivated.
Taking quizzes to earn points and move up the scale is a real challenge for employees!
It is important to put yourself into context. By making use of all the objects available in the training room in the course of the training, you are stimulating the learning process. So do not hesitate to put into practice what the learners are studying by making the appropriate tools available to them.
The various contents that are offered to the learners during the training are very important. Everything must be carefully thought out to make learning attractive. Pleasant graphics, creative games, videos, sound, etc. All of this put together in a unique learning format, and your employees will be delighted to learn more! Offering interactive training is the secret to effective learning.
Collaborative learning encourages learners to be actively involved in their training. Communicating and exchanging their experiences with one another is a powerful tool for making positive progress in their learning process.
Communication and exchange between learners is something that should not be overlooked. Social learning is very rewarding for everyone. The shared experience approach to learning is a valuable asset.
Thus, the training is also built around a Peer Learning approach which allows every feature to be valued.
Every learner can make a contribution through their experiences, knowledge and skills.
It is always important to have the perfect balance between digital training and face-to-face training to ensure a healthy progression in the same environment. The digital resources must be compatible with trainer's approach adopted by the trainer.
Social Learning is the easiest way to acquire skills. Through the exchange and sharing, we are offered the most effective opportunity to broaden our knowledge and skills in a relaxed and interactive way, while taking advantage of the skills of others.
Top 5 ways to get started in Blended Learning
Figuring out the right time to start implementing a Blended Learning course is not always easy. It requires the ability to step back from the current needs and analyze the effectiveness of the application.
Below are some cases that may prompt a need for blended learning:
lots of contents to share in a short time
By adopting blended learning, you can significantly reduce training time. You just need to find the balance between information that needs to be delivered face-to-face and that which can be delivered digitally..
The need to simplify the interaction between different stakeholders in the organization and the participants.
It is never easy to find a time that works for the trainer and the participants,especially if they come from different locations or from various parts of the organisation. Additionally, you may have to deal with accommodation and space issues.For time and cost savings, it is best to adopt blended solutions, with minimal face-to-face interaction.
Addressing remote employees in different locations
Do you need to train your employees that are located in different places? Implementing a traditional training course is a challenge in this case because the effectiveness of face-to-face training programmes alone is limited. When you adopt a blended learning strategy, you can include more employees, particularly those who work telework or in remote locations. By frequently adopting classroom learning as an alternative to traditional training, you can rely strongly on the digital aspect of learning. Continuous learning opportunuity gives employees a sense of inclusion and encouragement. It is also possible to adopt a synchronised training strategy, which includes live sessions via webinars or video conferences etc.
Frequently train your employees
In certain sectors, like the retail or call centre industry, the turnover rate of employees is high. A significant number of new employees join the organization monthly.
Giving them training only in a classroom, to find that they leave the organisation only a few months later, is not cost-effective.
In such situations, it is best to adopt digitalized face-to-face training. Blended learning is still the most cost-effective option in these situations.
Digital learning resources are created once and can be used by employees repeatedly while they are learning the skills in the classroom.
Boosting the personal development of your employees
When you are considering investing in employees for long-term benefits, the best strategy is to support them, for instance by providing opportunities for career progression.You can design courses that employees can take in order to be qualified for a higher rank after each level has been passed. It is then up to the employee to complete the course.
All that is needed is to develop an online curriculum and career development plan to keep employees informed about their career path.This is not always feasible with a traditional classroom format, but it is quite possible with a blended format. This way, learning will be perceived as a fun experience by the employees who have played the game!
How to choose the right Blended Learning platform?
While the main criticism of blended learning is that it requires an advanced technology to work, it is advisable to start simple. Think about the demands of your programme and build from there. To help you get started, below is a list of questions that might help you find the right platform.
What is the main purpose of the platform? Will it be used as a collaborative platform, a database of training topics or both?
The level of collaboration
Would you like the platform to support employee collaboration?
The context of utilisation
Do you want a platform that you can use in and out of the classroom? Or do you want to use it only in face-to-face sessions?
Number of Participants
How many people will be participating in the learning programme? Will it be used in small or large groups?
Duration of the training programme
What's the duration of the training programme? Are we looking at weeks, months or years?
Number of Programmes
How many Programmes will run at a time? Or will a program be repeated after the previous one has been completed?
As you will have realised, for your Blended Learning course to be effective, you will need to communicate on a regular basis with the learners in order to receive their feedback and modify certain aspects if the need arises.Moreso, as the importance of communication remains, do not hesitate to plan group activities in the training. Remember that learners need to be active during their learning. Following the 70-20-10 model, set up some modules that will enable them to be involved as much as possible, either face-to-face or at a distance.
Lastly, be careful to select the tools and technologies you will need to implement your new training.
What materials should be used for effective blended learning?
There are many ways to achieve blended learning. The key is to find a balance between a number of them in order to diversify your content and the way you convey your message. Whether your resources are digital or physical, you should consider how your learners can easily learn and be informed. Each resource will have a specific use and feature and above all must to offer learners the most effective training possible.
Here is an example of solutions that you can combine:
Digital documents and Resources
Do not hesitate to add documents in all their forms! Whether it's PDF documents, Power Points, audio books or infographics...
Take the chance of diversifying the various media.
Audio and video resources
Use audio and video resources such as podcasts, videos available on different platforms, voice messages, etc.
Engage learners by introducing gamified activities like board games, role-playing games, serious games, story learning, quizzes, virtual reality, etc.
Be innovative and offer scenario-based activities like simulations, interactive assessments, etc.
Implement digital learning strategies with tools like mobile learning, MOOCs, LMS, etc.
The aim of blended learning is to make learning more comprehensible and motivating for learners. Search for original and informative activities and materials to make your employees feel involved in their learning.
A well thought-out Blended Learning course will make them forget the misconception that professional training is often tedious.
What are the different models of Blended Learning?
Now that you are aware of the different ways to help your employees learn and follow their training effectively, here is a list of the different models you can build on:
Tutored face-to-face Training
This is the model that is most similar to traditional training because it focuses on the on-site aspect.Once the training is over, the digital tools and educational resources simply supplement the sessions conducted with the trainer. Thus, each learner is free to use their bonus resources to go further into the desired topics or to simply help them overcome their difficulties.
The flipped classroom
In this training model, digital technology will be devoted to training and the classroom will be reserved for the application of knowledge. Learners will therefore be trained using digital tools provided to them before they come to the training room. Once on site,The trainer will be available to answer any questions and will facilitate workshops, discussions and case studies to apply the concepts studied.
The rotation modelThe rotation model is designed to be highly flexible. With this approach, learners with different learning styles can get the most out of it.
Distance Learning Tutoring
Similar to the rotation model, tutored distance learning is a direct contrast to the classroom-based training. it is focused on training through digital tools, the principle of this tutored distance learning is to provide learners with a range of training tools and resources that they will use at a distance. This model generally does not require face-to-face training. By combining both synchronised training (via social learning sessions, webinars etc.) and those that are not ( via exchanges on forums, emails, knowledge capsules etc.), the learners have a significant degree of freedom.
These 4 most common blended learning models have been identified by Michael B. Horn of the Clayton Christensen Institute. They have all been designed to give learners more flexibility and the chance to evolve in a world where training is constantly changing.
The trends in blended learning
The term "phygital" appeared in 2013 through retail and comes from the conjunction of the terms "physical" and "digital". In reference to a marketing strategy, phygital draws its inspiration from physical points of sale that have incorporated digital means to become more accessible.
It is very common today to have tablets, smartphones or other devices at the disposal of customers in sales areas.These tools are also widely used by employees. They save companies time and money. So why not take inspiration from this method to achieve rich and meaningful learning? This is the basis on which phygital learning was created.
Thanks to phygital, employees can be trained on-site and have all the content they need available on their preferred device. Their digital tools give them access to daily reminders to fight against the forgetting curve and acquire new skills or knowledge in a sustainable way. It is a very effective method for boosting the performance of your employees in a simple and seamless way!
Phygital learning has numerous advantages, particularly for onboarding processes. Before employees arrive the company, onboarding can be performed through digital tools that make future employees feel at ease. Thus, as soon as they arrive, they assume their position with confidence.
As they follow their on-site training, their digital tools serve as a support and can be consulted at any time!
In the retail sector, for example, phygital offers many advantages. This provides access to personalized product sheets and informative content business aspects directly at your fingertips. This process saves time and makes the employees feel confident.
The seamless learning
Seamless learning is still not widely known today, but it is a very effective way of providing professional training. It is literally translated as "seamless learning"... So What about it?
Seamless Learning offers unified and comprehensive learning. It combines all kinds of training, digital or on-site, regardless of the device or tool, blending the formal and informal, and all without a break in learning!
This means that you can start a training course in the classroom, continue it on your smartphone on your way to a meeting, finish it directly in the field or discuss it with a remote work group. It's as simple as that!
This vision of learning has only recently been taken into account, particularly with the emergence of mobile learning. However, seamless learning should be the norm in today's training. The idea of a completely seamless learning experience with a real connection between physical and digital remains the most effective way to learn.
The Mobile Learning
Mobile Learning, otherwise known as m-learning, is a professional training concept. The advantage of Mobile Learning is that it is more intuitive and offers shorter formats. This makes e-learning almost outdated and gives way to a more time efficient training platform.
This tool is at the service of learners to enable them to fight against the progressive forgetting of the knowledge studied during a training course. Mobile Learning allows continuous access to knowledge thanks to its ability to be adapted to any mobile device: smartphones, tablets and laptops. This concept of mobile learning offers the chance to learn and revise on the go! Mobile learning has been evolving educational systems since its inception and is gradually being deployed in many sectors.
The Social Learning
Social Learning is a way of learning that involves learners interacting with each other to share their knowledge and skills. This collaborative working method is accompanied by digital tools to facilitate the peer to peer exchange.
Otherwise called Peer Learning, Social Learning aims at pushing back the limits of classical learning by allowing the learner to be an integral part of his training. Gone is the " teacher-student " reasoning where each one has a part to play and had to be followed.
The principle of Peer Learning is to let learners move from being a passive to an active participant to develop them in a cooperative environment where they are all equal. This way, everyone is able to participate in the process.
Collaborative learning also means sharing doubts with the team in order to find collectively find. The evaluation of learning is done through the feedback from each actor in the training.
From an educational point of view, motivation rises when learners have a good time, which makes it possible for them to be more involved in their learning. Adopting a Social Learning course is an excellent way of strengthening the links between teams and encouraging learners' curiosity.
The Adaptive Learning
Adaptive Learning is, as its name indicates, to be adapted to the learners! This teaching method consists of providing personalized training based on the learner's profile. With the emergence of Machine Learning and artificial intelligence, digital has adapted to its users. Machines are now able to learn from their users and offer them data that is relevant to them.
Is the future of Blended Learning human?
Today's education is moving up a notch with the emergence of technologies such as Virtual Reality (VR), Augmented Reality (AR) and Artificial Intelligence (AI).Today's children are growing up in a world that is becoming increasingly digital and the way we learn is evolving.
This digitalization of training has allowed the professional and academic world to explore new ways of learning.
In addition, in response to the problems associated with the COVID-19 crisis, teleworking has gradually become established in companies and is now common practice. With the spread of a remote communication approach, we can ask ourselves if tomorrow's training will be contemporary or not.virtual training is gradually replacing on-site training. However, contemporary learning allows real-time exchange and thus retains the human aspect that is so important in the Blended Learning approach.
If tomorrow's training no longer requires physical sessions but instead requires information available through forums, videos and other media as well as live activities like webinars or video conferences , the Blended Learning Will it still be relevant? If so, the subject of onboarding will also become outdated, as tomorrow's employees will have minimal or no physical presence in the company.
It will therefore be up to the trainers to step up and find the right balance between all the solutions available to them so that future training remains an attractive and rewarding experience for the learners.