Blended Learning is gaining momentum in today‘s leading edge world of training. Organizations recognize that the varied learning styles of adults need to be addressed to ensure that knowledge is properly transferred and retained. Blended Learning fulfills that need by combining several different learning methods and media, such as Instructor-Led Training, eLearning, Collaboration software, Electronic Performance Support Systems (EPSS), Knowledge Management Practices, to convey information.

Research shows that Blended Learning is often the best way to proceed in today’s competitive industry. Take a look at the following statistics based on a recent study conducted by the Thomson Corporation, a leading integrated information-based solutions provider:

- Blended model learners attained 30% greater accuracy in task performance than learners in traditional non-blended learning environments.

- Blended model learners performed tasks 41% faster than learners in traditional non-blended learning environments.

- Blended model learners attained 159% greater accuracy in task performance than learners receiving no instruction.

Every organization and every student has different and distinctive learning demands. A successful Blended Learning solution meets those demands and provides an effective, efficient training solution that increases productivity and ensures the retention of information.

To register, email us at: info@byranttraining.com

Most training professionals are familiar with Kirkpatrick’s model for assessing training success. In his model, each level of learning is built upon a preceding foundation. First, we must assess participants' reactions to the training. For example, attitude questionnaires that are passed out after most training classes often are used to measure this level. Next, we must look at what participants have learned. For example, the gathering of information (testing the learner via a pre-test or post-test) and the judging of information (analysis of what the data represents) are the parts of this level. Next, the information learned must be transferred to practical use. For example, the evaluation (formal “on the job” test or supervisor’s observation) of the learner’s practical application of the class skills while in the everyday environment (also known as behavior and performance). Finally, this transfer must produce beneficial results for the organization. For example, the results/overall impact (increase or reduction of trends related to the improvements of a collective body of learners) are examined. A training effort can truly be deemed a success only when each of these levels has been achieved. This four-level model has frequently been depicted as Kirkpatrick’s Pyramid.

Reference Sources:
http://coe.sdsu.edu/eet/articles/k4levels/index.htm http://www.nwlink.com/~donclark/hrd/sat6.html

This month BCG invites the public to attend its “Complimentary Fridays” training session on Time Management, on August 11, 2006. This Time Management session will help participants identify ineffiencies in their professional lives. Participants will learn to prioritize tasks and activites and to eliminate wasted efforts and energy.

All sessions are held the second Friday of each month at the DoubleTree Hotel, 1515 Rhode Island Ave. N.W., Washington, DC.

The session time is from 10:15 a.m. – 12:15 p.m.