When it comes to learning and development (L&D) strategies, there are a variety of approaches that can potentially provide companies and employees with value. However, not all of the learning modes align with all objectives, so it’s important to understand what each version has to offer. That way, you can select a methodology based on your current needs and preferences, aligning your L&D strategy with broader company goals.
With that in mind, here is a look at three types of learning modes that benefit companies and employees.
1. Content-Centric Training
The content-centric model revolves around a just-in-case learning strategy. Companies gather materials based on situations that may occur or what employees might need to know at some point. Usually, the information is presented on an e-learning platform, making it accessible should the need for it arise.
Content-centric training does provide some benefits. Typically, companies collect a wealth of information and create a wide array of courses, far beyond what is usually available. However, the lack of focus on existing needs means some modules may never get used, and it is possible to become overwhelmed with choice when it comes to determining what training should be presented.
2. Learner-Centric Training
One key characteristic of learner-centric training is the just-in-time strategy. Employees have the ability to access training right when they need it, often steering their own development by selecting courses that provide them with immediate value.
Typically, modules focus on topics that are relevant today. For example, this could include training on existing software used by their employer, allowing those who need to use it to get critical information when they don’t know how to complete a specific task.
Learner-centric training benefits employees and companies in numerous ways. First, it empowers workers to take ownership of their development, giving them the ability to seek out courses as they see fit. Second, along with boosting productivity through knowledge acquisition, it also saves businesses time as employees can find their own solutions when they need training.
3. Business-Centric Training
Business-centric training is a relatively new concept. Often, it embraces some of the principals that define the just-in-time strategy, making on-demand modules available to employees. However, it also goes a step further.
With business-centric training, the needs of the organization take center stage. Companies define what modules align with their needs first. Next, they identify employees who could benefit from specific courses based on their unique roles and the company’s objectives. Then, they make just that content available, ensuring that there is a strong alignment between the organization’s and the learner’s needs. Essentially, this methodology represents a highly refined variant of learner-centric training, ensuring the business’s needs are a factor at all times.
Do You Need L&D Experts That Can Develop Your Ideal Training?
At Clarity Consultants, we have over a quarter-century of experience in the L&D field. By partnering with Clarity, you get access to the allies who can assist you with locating the skilled L&D pros your company needs to thrive. If you need to find L&D professionals who can help you develop your ideal training solution, the team at Clarity Consultants can make the process as easy as possible. Contact us to find out more about our comprehensive and flexible services, and see how our L&D expertise can benefit you.