Finding training - Delivery methods
Finding training to meet your needs
Delivery methods
There is no single ‘best’ delivery method and often a single learning program combines mixed methods. Here is a summary of some features to consider.
Relevance to learning needs
Does the training method suit what you want to get out of the training? For example, if you want workers to develop relational skills, a non-interactive course delivered entirely online is less well suited than one where learners have a chance to question and practice the techniques they learn about, including through role play. Building worker capabilities to support a person with limited mobility to transfer from a wheelchair would be difficult to do without providing hands-on opportunities to practice. Training that lacks practical demonstration can still be useful, provided you fill the gap in other ways.
Individual learning needs and preferences
Understanding the abilities, needs and preferences of learners and identifying possible barriers to participation will help to ensure you make the right choice. For example, a worker with low English literacy skills will struggle if learning requires reading and writing at a higher level than they need on the job. Some training providers offer additional support and coaching for adult learners with different learning needs.
As online learning design improves, content is becoming more engaging. For example, Learning Management Systems (LMS) and apps can support micro-learning or bite-sized learning in formats such as quizzes, game-like activities, short podcasts and video clips to appeal to learners who are time poor and unlikely to wade through text-heavy resources.
Online training options have a number of advantages, including cost and convenience. However, they also require the user to have computer literacy and access.
Online learning solutions
Online learning solutions are increasingly popular. Initially this option was often associated with low-cost, low-quality training. While this is sometimes still the case, the increasing use of online technologies has seen significant improvements in the options and quality available.
One of the disadvantages of self-paced online learning is that workers lack encouragement and interaction from a trainer. Consider blended options that provide real-time sessions where learners interact directly with a facilitator and/or co-learners online. Examples of well-designed online training involves skilled practitioners directly observing and providing live feedback to the learner together with feedback from participants and their family members. Supervisors also have an important role to play in providing encouragement and the opportunity to discuss learnings.
Course length
The length of a course is not necessarily a reliable indicator of quality, but very short courses are unlikely to deliver the same learning outcomes as longer courses on the same topic. Poor quality training undermines the viability of reputable training providers and confidence in the value of training credentials if workers hold ‘qualifications’ but lack real knowledge and skills. If a course is significantly shorter than others offering similar outcomes, you should check the offer carefully. The Australian Skills Quality Authority is the national regulator for vocational education and training. You can find information on expectations about course length on their website.