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The different training formats

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The different training formats

In a rapidly changing world, training is no longer synonymous with integration of specific knowledge, but rather with an opportunity to learn how to learn, to manage uncertainty and to develop your flexibility in order to take up the great challenges of our time.

Indeed, in an ultra-connected and ultra-digitalized world where immediateness has become the rule, employees’ skills are becoming obsolete ever more quickly and are increasingly transversal. In a world with ever shorter cycle times, continuous training has become a necessity. Digital technology threatens skills as we know them today, so every company has to face a major challenge: to develop the jobs and skills of its employees.

Employees have now to train throughout their career to remain employable and have to be trained in hard skills as well as soft skills. Thanks to digital technology, they became master of their training!

Training also became a real challenge for companies:

  • – Training has become a strategic issue for companies, because if the company does not have the right skills, it will not be able to meet its strategic challenges
  • – Training has become a societal issue: we must help our citizens to access these new skills that are emerging at all levels of the company with digital technology
  • – Finally, citizens have become responsible for their own employability. They will mix the training given by the company with that which they can acquire by themselves

What training is nowadays ?

Nowadays, training can take many forms: onsite training, e-learning, blended learning, serious games, edutainment, genius bars or Moocs, Spocs but also virtual reality, virtual classes and artificial intelligence. The learner’s behaviour has forced companies to adapt their training strategies to these new “ATAWADAC” habits: AnyTime, AnyWhere, AnyDevice, Any Content. This concept is simple: it is about offering the learner the opportunity to access the training or a part of it anytime, anywhere, from any connected device and any type of content. All of these new ways of working facilitate innovation in order to better prepare everyone to tomorrow’s world. They provide solutions to training for new jobs that do not exist yet.

What training is now aiming for ?

The new training methods are turning the employee into the main player of its training and thus of its professional life. In France, the current government invests in training by investing 15 billion euros for the training of young and long-term unemployed people. It is investing in a new system which enables the acquisition of new skills throughout the professional life.

We now speak of learner-centric trainings, that is to say trainings or training programmes whose educational approach focuses on the learner rather than on the content.

Digital and mobile technology releases the learner from format, place and especially time constraints. The learner is the one who decides when they want to be trained, whether during or after their workday. They also decide if they want to be trained alone or with co-workers.

 

What training is made of ?

No matter what the format of the training is, certain characteristics remain fundamental: the trainers’ qualification, the content of the training and the location – in case of onsite training –, but not only. The digital era and Millennials require new training formats, that is to say shorter formats with tools linked to the new technologies. These new formats, by promoting learning, encourage learners’ motivation.

In addition to traditional content, there are collaborative activities and social activities that encourage exchanges between learners, the sharing of good practices but also the sharing of know-how and skills.

What also matters is the transmission of experience by experts, professors or team leaders who come to share their adventure and pass on information. This sharing of experience is always a source of inspiration for the learners.

 

What training has become ?

We now talk about learning experience rather than training. We entered the era of mobile learning and adaptive learning. Adaptive learning uses several technologies, from big data to algorithms or cognitive sciences to create Moocs upon request. Daily tools have been incorporated into new training formats and offer a diversification of training methods: wikis, blogs, communities of practice, podcasts…

How training is now assessed ?

All of these new training formats offer an additional advantage: the assessment of the return of investment in training. The newly acquired skills can be analysed through performance indicators. The Kirkpatrick model is one of the most efficient evaluation model. This model has four levels: evaluation of reactions, evaluation of learning, evaluation of behaviour and evaluation of results.

No matter which new format, technologies or applications are used, it is certain that these new training methods reinforce the importance of onsite training. Indeed, onsite training is a good way to connect with people and create a network.

Blended learning, which combines onsite and digital training, is a solid value. Many companies that used to rely on digital technology only are starting to include non-virtual moments of sharing, exchanges in their training programmes, during seminars for instance.

Training seminars are becoming the highlight of training programmes. These exchanges contribute to extend the social learning: times when participants exchange their best practices. They offer moments of inspiration and respiration. Collaborative working is becoming the norm. In short, it is a new type of training!

To conclude, discover the infographics “The keys to a galvanised training”

http://meeting.chateauform.com/infographie-tendances-formations

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