Dear all,
On one of the WhatsApp groups of HR professionals, the Administrator of the group, Mr. Rajaram Thorve, has raised the following topics for discussion:
Q. 1 Does online training deliver more results than classroom training?
Q. 2 Is online training a time and cost-saving tool being used in organizations under the pretext of automation?
I have provided replies to the questions below:
Dear Mr. Rajaram Thorve,
The responses to your questions are as follows:
1. The debate about online training versus classroom training has been ongoing for some time. However, it is important to note that regardless of the type of training, achieving results is crucial. On this note, no systematic study has conclusively proven that online training yields a higher Return on Investment (ROI) compared to classroom training.
2. In online training, there is an initial investment in purchasing training modules, servers, etc., which constitutes capital expenditure. However, the operational expenses are significantly lower due to the reuse of resources. This cost-effectiveness could be attributed to the lower operational expenses in online training compared to instructor-led training. Has any HR/Training Manager conducted a thorough analysis using metrics such as Accounting Rate of Return (ARR) or Internal Rate of Return (IRR) to validate the cost-effectiveness of online training?
3. Classroom training offers advantages in training delivery, as trainers can utilize various tools like games and case studies to create an engaging learning experience. Group exercises allow participants to apply their learning to real workplace challenges, facilitating the exploration of solutions.
4. On the other hand, online training can feel impersonal. While tests and exercises are included to maintain audience engagement, there is a lack of immediate feedback similar to that in classroom settings. Additionally, the interactive learning that occurs when participants ask questions during in-person training is absent in online training, limiting group learning opportunities.
5. Striking a balance: Leveraging modern training methods allows companies to strike a balance between online and classroom training. Not all training programs are suited for online delivery, and some may benefit from in-person interaction.
6. Example of an IT Company: To address the challenge of theoretical training consuming a significant portion of instructor-led sessions, an IT company in Bangalore has adopted a hybrid approach. They conduct initial online sessions for theoretical training, followed by in-person sessions where knowledge is tested through interactive methods, enhancing learning retention.
7. Technical Training Programs: Certain training programs necessitate in-person instruction due to the nature of the content. In such cases, hiring faculty becomes essential.
8. Final Comments: Regardless of the delivery method—online, classroom, or outbound training—HR and Training managers must prioritize measuring training effectiveness. Evaluating cost reductions, resource consumption, process turnaround times, and other relevant metrics is crucial. However, efforts in this regard are not always clearly evident.
Thanks,
Dinesh Divekar
On one of the WhatsApp groups of HR professionals, the Administrator of the group, Mr. Rajaram Thorve, has raised the following topics for discussion:
Q. 1 Does online training deliver more results than classroom training?
Q. 2 Is online training a time and cost-saving tool being used in organizations under the pretext of automation?
I have provided replies to the questions below:
Dear Mr. Rajaram Thorve,
The responses to your questions are as follows:
1. The debate about online training versus classroom training has been ongoing for some time. However, it is important to note that regardless of the type of training, achieving results is crucial. On this note, no systematic study has conclusively proven that online training yields a higher Return on Investment (ROI) compared to classroom training.
2. In online training, there is an initial investment in purchasing training modules, servers, etc., which constitutes capital expenditure. However, the operational expenses are significantly lower due to the reuse of resources. This cost-effectiveness could be attributed to the lower operational expenses in online training compared to instructor-led training. Has any HR/Training Manager conducted a thorough analysis using metrics such as Accounting Rate of Return (ARR) or Internal Rate of Return (IRR) to validate the cost-effectiveness of online training?
3. Classroom training offers advantages in training delivery, as trainers can utilize various tools like games and case studies to create an engaging learning experience. Group exercises allow participants to apply their learning to real workplace challenges, facilitating the exploration of solutions.
4. On the other hand, online training can feel impersonal. While tests and exercises are included to maintain audience engagement, there is a lack of immediate feedback similar to that in classroom settings. Additionally, the interactive learning that occurs when participants ask questions during in-person training is absent in online training, limiting group learning opportunities.
5. Striking a balance: Leveraging modern training methods allows companies to strike a balance between online and classroom training. Not all training programs are suited for online delivery, and some may benefit from in-person interaction.
6. Example of an IT Company: To address the challenge of theoretical training consuming a significant portion of instructor-led sessions, an IT company in Bangalore has adopted a hybrid approach. They conduct initial online sessions for theoretical training, followed by in-person sessions where knowledge is tested through interactive methods, enhancing learning retention.
7. Technical Training Programs: Certain training programs necessitate in-person instruction due to the nature of the content. In such cases, hiring faculty becomes essential.
8. Final Comments: Regardless of the delivery method—online, classroom, or outbound training—HR and Training managers must prioritize measuring training effectiveness. Evaluating cost reductions, resource consumption, process turnaround times, and other relevant metrics is crucial. However, efforts in this regard are not always clearly evident.
Thanks,
Dinesh Divekar