Blended learning and its models – Way to enhance the learning experience

While traditional learning methods such as readings, lectures, and PowerPoint decks have long been a part of the learning process, new training techniques are swiftly gaining favor and providing unique ways to engage learners. As video and other forms of communication technology grow more widespread and interactive technology gets traction, the L&D industry is rethinking how to combine a range of training methods to provide individuals with more active and powerful learning experiences. This new view increasingly entails exploring blended learning experiences that meet learners where they are, inspire them in novel ways, and provide creative approaches that help learners retain information.

What does blended learning mean?

The term “blended learning” is already a buzzword and has been constantly used in both the academic and corporate world. A blended learning method combines e-learning and traditional learning that is increasingly being used by educational institutions and corporates. This technique assists in catering to personal learning styles and demands. Blended learning combines the best of both worlds – online study and face-to-face learning – to keep students interested and engaged.

Nowadays, it is pretty common to confuse blended learning with the term hybrid learning, which has also gained popularity after the pandemic. Many people even use these terms interchangeably. However, it is important to understand that these two terms are notably different from each other. In a blended learning setting, online learning is supposed to support in-person training and provide a richer learning experience, whereas, in a hybrid learning environment, online learning is intended to substitute or replace some aspects of in-person learning and offer a flexible learning experience.

What does blended learning entail?

A blended learning solution combines the following elements:

Instructor-Led Training (ILT) – Classroom-based or virtual instructor-led training (VILT) with instructors to direct, advise, engage, and connect learners.

eLearning – Formal organized, online training modules based on learning goals and performance outcomes, delivered as a single course or as part of a curriculum of programs.

Digital Assets – This includes PDFs, eBooks, instruction manuals, and how-to guides.

Models of blended learning

There is no one-size-fits-all strategy for the optimal blend; the only rule of thumb is that training should be highly tailored and engaging. Blending learning models integrate the power of trainings with the power of technology to create a new learning environment that enables learners to achieve their goals.

The main four distinct models of blended learning are:

1. Rotational model

This model is also used in traditional learning, but in a blended learning context, online learning is an essential component of the rotation. According to this concept, employees in the same team rotate between several jobs and exercises, one of which is online learning. This allows everyone to participate equally in all activities, such as on-site training and online lectures.

The rotation model can be implemented in four different ways:

• Station rotation

As the name implies, this method requires employees to transition between tasks, allocating equal time to each part of the training program and learning in the most realistic and advanced methods possible. For example, group A begins at station one (online) by studying a new subject through blogs, recordings, lectures, and slideshows. In contrast, group B begins at station two (also online) by looking for practical, relevant examples and cases. Group C commences at station three, where they will learn through face-to-face talks and discussions. These three groups rotate among these stations.

• Lab rotation

Employees move between face-to-face sessions and computer laboratories for online training, similar to how they rotate between multiple things in the Station Rotation technique.

• Flipped rotation

This strategy entails trainers and online platforms switching roles such that employees receive all learning and training via lectures and exercises online. Trainers aid them with challenges and offer assistance when needed through face-to-face sessions.

• Individual Rotation

This strategy demands dealing with each employee’s training independently rather than handling the entire team similarly. Individuals rotate between online and face-to-face interactions in a way that is most successful in enhancing their learning experiences, depending on their profiles, because everyone comes from a different background and has their own strong and weak points.

2. Flex model

Under this model, employees are in command and learn from online platforms at their own pace and convenience, with trainers available to support them as required. This model gives the flexibility to employees to learn at their own will and speed, which makes them feel empowered and accountable.

3. A La Carte model

Employees have the option to choose which trainings they want to attend in person and which courses they wish to take up online. In both cases, they will have a trainer to assist them in their learning journey. This model is quite similar to the flex model as it allows employees to pick how they want to learn in order to get the best results.

4. Enriched virtual model

Employees in this approach follow a trainer-provided timetable that includes both virtual and face-to-face training. This approach is distinct in that, unlike a virtual-only learning system with no on-site training, employees are required to engage in on-site training when requested. They can, however, receive most learning materials and participate in exercises through virtual mode.

Conclusion

Due to advancements in technology, there will be continuous enhancements in learning, knowledge retention, and engagement. Training programs must continue to evolve and change to deliver content that engages the learner. To create the perfect blended learning strategy for your organization, start with a comprehensive view of your existing training methods and analyze their impact. On the basis of these insights, create a blended learning approach that is tailored to the individual needs as well as the overall goals of the company.