Article 6 - How is Hybrid and Remote Learning transforming Workplace Training

 

The digital landscape of the corporate world has rapidly evolved in the past two decades. Taking Sri Lanka as an example, consecutive black swan events like the Easter attacks, the Pandemic and the economic crisis have forced businesses to either adapt or die.

Just as businesses were forced to adapt to survive, corporate L&D also had to go back to the drawing board to understand how they can effectively deliver learning and development in this new normal.

The less-than-ideal circumstances led the way to the popularization of hybrid and remote learning avenues. The COVID-19 pandemic accelerated the adoption of remote learning worldwide, with more than 70% of companies increasing investment in digital L&D solutions (Bersin, 2021).

How do hybrid and remote learning models work?  

While hybrid learning blends traditional classroom trainings with digital learning, allowing employees to engage in both environments (Means et al., 2013), Remote learning is entirely virtual, enabling employees to access training from anywhere (CIPD, 2021).

Several global organizations have adopted hybrid learning models. A few popular examples are Microsoft and Cisco. The corporate training mechanisms in place at both Microsoft and Cisco offer a mix of in-person sessions and online learning modules for employee development.

Let's discuss the Pros and Cons of hybrid and remote learning models

Despite the accessibility challenges caused by the pandemic now coming to an end, it's clear that remote and hybrid learning is here to stay.

One primary reason for this is its flexibility and ease of accessibility. Hybrid and remote learning surpass global barriers, making training accessible to anyone, anywhere. It also encourages self-paced learning, leading to higher engagement and knowledge retention.

Hybrid and remote learning also allow organizations to save on expenses such as commute, venue rentals, and printing and stationery cost.  The enhanced collaboration with technology helps leverage digital tools, such as virtual whiteboards, discussion forums, and AI-driven mentorship programs, to facilitate interaction and teamwork during learning.

While there are a host of advantages, hybrid and remote learning is not without its own set of challenges.

Employees may struggle with motivation, focus, and accountability because hybrid and remote learning lacks an in-person touch (Kirkpatrick & Kirkpatrick, 2016). Introducing gamification and interactive learning content is vital to maintain engagement (Bonk & Graham, 2012).

A study conducted by the World Economic Forum in 2023 found that the Digital Divide is another major challenge it poses. Not all employees are tech savvy or have equal access to technological resources. This can create disparities in learning opportunities 

Trial and error over the past 5 years have shown that the best results are yielded by effectively balancing hybrid learning.

According to Salas et al. (2012), a successful hybrid model must strike a balance between online and offline learning, ensuring employees receive hands-on experience while benefiting from virtual flexibility.

How can we incorporate Hybrid Learning in our organizations?

Listed below are some identified best practices in implementing Hybrid and Remote Learning:

1. Adopt a Blended Approach

2. Make learning engaging by using interactive videos and gamification

3. Leverage Learning Analytics – Track employee progress and continuously refine learning strategies using data insights.

4. Even the tech playing field– Provide employees with the necessary tools, resources, and IT support for seamless learning experiences.

It is apparent that hybrid and remote learning have transformed corporate training by providing flexibility, scalability, and personalization. While challenges do exist, overcoming them can create a dynamic learning environment that meets both organizational and employee needs. As the world gets only more digitalized and globalized, hybrid and remote learning will remain essential pillars of modern L&D strategies.

References

AIHR. (n.d.) Hybrid work model examples. Available at: https://www.aihr.com/blog/hybrid-work-model-examples/

Bersin, J. (2021) Corporate learning in the digital era. Deloitte Insights.

Bonk, C.J. and Graham, C.R. (2012) The handbook of blended learning: Global perspectives, local designs. San Francisco, CA: Pfeiffer.

CIPD (2021) Learning and skills at work survey. Chartered Institute of Personnel and Development.

Cisco. (n.d.) Hybrid work in education. Available at: https://www.cisco.com/c/en/us/solutions/industries/education/hybridwork.html

Kirkpatrick, D.L. and Kirkpatrick, J.D. (2016) Evaluating training programs: The four levels. 4th edn. Oakland, CA: Berrett-Koehler.

Means, B., Toyama, Y., Murphy, R., Bakia, M. and Jones, K. (2013) The effectiveness of online and blended learning: A meta-analysis of the empirical literature. Washington, DC: U.S. Department of Education.

Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A. (2012) ‘The science of training and development in organizations’, Psychological Science in the Public Interest, 13(2), pp. 74-101.

Salmon, G. (2019) E-tivities: The key to active online learning. 2nd edn. London: Routledge.