There has been a major change due to the Covid19 pandemic and training has started happening in an altogether different way now. Last year blended learning became the norm.

Many companies were however not prepared for this sudden move to remote learning. The companies had to use digital training methodologies developed before the pandemic.

Artificial intelligence

The use of artificial intelligence in learning and development offers scope for the personalization of the content. Use of the chatbots is also happening because they can answer user queries without intervention from humans. The use of artificial intelligence in training has led to a jump in queries answered in real-time when humans don’t have time. Even custom-made content can be delivered because user preferences have been analysed.

Support for the performance of recruits

Now, companies are making sure that whenever new employees are hired, there are no long onboarding events. It’s because such events require the human presence and social distancing has become the norm after the pandemic. Also, when recruits are hired and trained they may not remember much of the information given to them during onboarding. When they start working, they simply don’t remember any of this information. So, training should be given just-in-time to recruits so that they get information when they require it the most. The just in training has also started receiving more focus because there has been an increase in perception of training as a journey, not as a one-time incident.

Training of trainers

The trainers also need training. It’s because the entire learning process has become remote.

If the pandemic continues, the trainers will have to be prepared to provide remote learning for a long time.

There is a niche set of skills needed to deliver virtual training. For example, the attention span is better in virtual training because the learners are isolated from each other. Apart from that, the trainers should know how to grab the attention of participants because sometimes, this isolation could mean a lack of attention.

Design materials for learners

Such trainers should make sure that they have design materials to interact with the learners. This implies that the learners must have a look at the important part of the slide, rather than the whole presentation being shown to them. The presentation could be sent to them through an email after the remote learning session ends.

Bandwidth could also be a problem in remote learning sessions. So, it’s better to avoid the use of webcams in that case. It is better to communicate with learners through text chat etc. Even whiteboarding is a good option where bandwidth is low. You can write on this whiteboard and zoom in to show the text.

The trainers should also log in before the learners so that the latter don’t face empty screens after logging in. In case, the trainer is unable to log in early, there could be polls and quizzes shown on the screen to learners so that they while time, till the trainer becomes live.

But the virtual trainers should know how to involve the participants. So, this is how remote learning is different from offline training where trainers are learners are present face-to-face.