Training employees can be a large endeavor, and selecting the right training is integral to making the program successful. Whether you’re implementing training company-wide or just for your team, evaluating based on your situation is important. Not all training methods are equally effective. Before looking into training types, review your objectives and note what would be feasible for your company. Then, consider who you are training, what their needs are, and how they prefer to learn.

Key things to consider when choosing the right training are:

• Does the training match your learning objectives?
• What is your budget?
• Can employees travel?
• Are there time restrictions?
• Can you afford to reduce capacity by having employees off the job?

Let’s take a look at the three main methods of training.

Web-based Training

Web-based training (WBT) is training delivered online, typically through a learning management system. While WBT can be the primary training method, other uses may be as a pre-requisite for instructor-led or on-the-job training.

WBT allows for consistent and convenient training, as all employees get the same information and can access it at any time. This training option is an easy way to deliver information for companies without qualified trainers.

Another benefit is flexibility – employees can budget training time around their work schedule. However, WBT is not a replacement for an instructor and lacks the interaction that comes with in-person training methods. In addition, employees may rush through the training and not receive all the information.

Questions to ask when considering web-based training are:

• Will employees have access to the technology needed?
• Will employees be engaged with the content?

Instructor-led Training

Instructor-led training (ILT) is when an instructor facilitates a classroom training session for employees. Most commonly, this is conducted in person with employees coming to one central location. There are multiple activities to engage learners, such as lectures, discussions, activities, and hands-on practice.

One of the prime advantages of ILT is the value that stems from the instructor and peer interactions. Instructors can get immediate feedback and adapt the curriculum accordingly to suit the needs of the class. ILT also increases retention rates by bringing employees to a dedicated education area, free of distractions. Lastly, ILT is a great way to build relationships among employees. The biggest issue with ILT is that it takes employees off the job and can be expensive. Sometimes, the travel and costs associated with it aren’t feasible for companies. It also isn’t as fast and convenient as WBT and takes more time to plan.

Questions to ask when considering instructor-led training are:

• Do you have enough people to bring into the class to make it financially feasible?
• Is there a central location for instruction?
• Is an employee experienced enough to instruct? Or will you need to contract an outside instructor?
• Do you have the resources and equipment needed?

Skill-builder

Skill-builder (or on-the-job) training allows employees to learn skills for their job while working. It is delivered under a supervisor’s or mentor’s guidance and can take place in the field or in the lab. Skill-builder training is great for technical employees, as it goes right into the skills needed for the job. This training must be structured to provide the most value. Creating checklists for each task, performance evaluations, and offering other resources, such as presentations, tables, and procedures, helps ensure that everyone is provided the same training.

It is easy to implement and can produce more direct results. Since employees are gaining real experience, they can pick up the skills quickly. Skill-builder training can also promote teamwork, as employees build relationships with peers through collaborative work.

There is a risk if skill-builder training is not executed correctly. Supervisors or mentors may not possess teaching skills, which decreases the effectiveness of training.

Questions to ask when considering skill-builder training are:

• Are employees experienced and skilled enough to be a mentor? Can the employee afford to potentially impact their own productivity by mentoring?
• Are there enough employees to do the mentoring for everyone who needs it?
• Do you have the means to provide a structured training plan or guide for the work?

An ideal training program would have a mix of all three types, but that solution is not always feasible for all companies. When selecting among WBT, ILT, and skill-builders, it’s important to consider your organization’s goals, resources, and needs. If you’re looking for quick training, WBT is probably best, but ILT or skill-builder training may be best if you’re teaching complex topics.

GTA has courses and materials whether you are interested in WBT, ILT, or skill-builders. For more information, contact us.