Hybrid Learning: Articles

This forecast, while outdated, did correctly predict some aspects of current digital learning and hybrid models. The EU publication describes how technologies could be integrated into learning environments.

The paper posits that European trade unions and business federations should start an EU dialogue between employers, employees and governments; the dialogue should lead to the adoption of a new Framework Agreement on Hybrid Work that would supersede the 2002 Framework Agreement on Telework. The new framework could set out the conditions for a general increase in teleworking.

Since the beginning of the pandemic, it’s more important than ever to give workers the tools they need to succeed. As workers continue to adapt to changes in the workplace, L&D teams and leaders should focus on two objectives: enabling learning in the flow of work and providing the training tools necessary to help the organization achieve company goals in a remote workplace.

Workplace training provides employees with benefits like improved performance efficiencies and stronger upward mobility. But while employers are responsible for facilitating job training opportunities, knowing how to effectively implement them in the modern workplace — which is global, collaborative and flexible — can be challenging. Remote human resources and business leaders tasked with administering online training and development can improve the quality of their programs with these five suggestions.

As the dawn of a new decade has arrived, recent events accelerated digital transformation and redefined the way people work and learn. It is time for HR and L&D to meet the remote learning revolution and adapt to the new ways of corporate learning and training in a fast-paced, digital world. There are many benefits to remote working and learning, and the remote learning revolution makes training more suitable for the flexible working schedules that many companies are offering their employees.

There are new priorities that are shaping employee experience; here are a few focus areas to reflect on. With technology becoming a key enabler in reimagining experience, there’s a need to rethink technology’s impact on culture and performance, in building shared trust, and creating standards of behaviour and interaction for a virtual environment.

Many organizations are now recognizing that remote and hybrid work is here to stay and must be a part of their talent strategy in order to attract and retain high-caliber talent. As organizations adapt to this “new normal” of having hybrid workforces, it is critical that they understand the employment and tax compliance aspects of managing remote and hybrid workforces. This article discusses considerations that organizations should understand as they look to develop sustainable remote and hybrid work strategies.

Hiring reports from 2021 indicate a clear transition in the desired skills looked for in potential employees; these depend on new technologies and changes to the economy in the early months of the pandemic. Hybrid teams are increasingly considered permanent changes to the workplace.

In the beginning, blended working was thought to be a temporary measure; two years later, telework is here to stay. Successive waves of Covid-19 will accelerate organisations' digital transitions. Businesses that are still considering solely teleworking risk losing in terms of competition. Now, in the debate of pro and against, 81% of employees and 71% of managers prefer telework. To incorporate this viewpoint, blended work emerged. This concept involves mixing in-person work and working from home.

Finding trainers, changing up office hours to accommodate trainings,...for an organisation, in-person training is often a hassle.
The 'classroom' format with little dynamism leaves the learners passive in their training. After an in-person session is finished, there is often no follow-up, which leads to forgetting material. Mixed or blended learning is a hybrid approach to training that combines in-person and online methods. This tactic saves time for organisations and employees alike, in addition to more effectively preserving the material.

Blended learning in the workplace goes hand-in-hand with the shift towards the digital transformation of the office environment. Simply put, blended learning is a method of instruction that mixes in-person and virtual teaching. It is cost-effective for the organisation and more efficient for employees.

We know that learning and development professionals are constantly looking for the most effective strategies to train and develop employees. Finding the right type of training for your company can seem daunting but understanding how to blend a few different delivery methods can really give you that boost in training effectiveness and ROI that you’re looking to achieve.

Blended learning is a type of learning that allows learners to utilize the ability to learn both face-to-face and online through digital platforms. This article will shed light on what blended learning is and discuss ways it can help your organization improve employee engagement and learning outcomes. Plus, it will identify some common mistakes organizations make with blended learning and then, more importantly, highlight some best practices.

With an increase in remote and hybrid work, more employers have adopted practices traditionally delivered in higher education and even grade-school settings. One of those practices is blended learning in the workplace. It is a form of training that uses multiple methods—both traditional (also known as in person) and digital—and both synchronous and asynchronous—to deliver training. It’s been a boon for businesses migrating to a hybrid workplace model because of its flexibility and accessibility.

Blended learning combines traditional, instructor-led learning with independent computer-based learning. It’s not a new concept in education, but it provides a welcome and sometimes much-needed antidote to a recent approach to training that’s only focused on computers. Instead, it simply blends the best of both approaches.

Not only can it be complicated to schedule employee development workshops, but team members’ preferred methods of engagement may make it difficult for them to take new lessons to heart. This is where hybrid and blended learning techniques come into play. Both of these techniques use digital technologies to the company’s advantage. Distinguishing between them, however, can be complicated, given their inherent overlap.

Many companies have made the decision to implement a hybrid work environment for their employees over the last year and a half. At first, companies chose this solution as a response to the global COVID-19 pandemic. However, many organizations are now allowing both in-person and remote work for their employees due to its reduced costs, efficiency benefits, and employee approval. Recent research has suggested that employees are more efficient when working from home, while others point to the need for in-person interaction to encourage mental health and collaboration. Hybrid work, in theory, gets at the best of both worlds.

In the new world of work, today’s L&D professionals are combining best practices from in-person and remote learning experiences. Among the most popular programs this year are those which combine live, in-person, virtual and on-demand solutions for a truly hybrid learning approach. In an industry that’s evolving to keep pace with new challenges, the pro tips in this article are designed to simplify the steps toward hybrid learning.

More than a year into the pandemic, one of the seismic societal shifts increasingly looks like it is here to stay: that is the move toward hybrid work models. Whether that means you come into the office once a month, once a week, or several days a week, the reality is that alternating between working in the office and working remotely is becoming the working model of choice for many employers. To make the most of hybrid work, organizations must reimagine their approach to learning and development in support of their teams.

The future of work is changing. So how will learning and development keep up? And what does successful workplace learning look like, when not all of us will be returning to the workplace full-time?

As COVID restrictions ease, many of us are now stepping back into shared workplaces. But hardly anyone is returning to “business as usual." In most sectors, lessons learned in lockdown are shaping the future of work. The pandemic proved what was possible. We carried on communicating and collaborating virtually. We had a chance to make some changes to our work-life balance. And now many of us want to continue working flexibly – often with a “hybrid” approach: sometimes in the office, sometimes not.

The hybridization of telework with the tradition in-person work is increasingly known as hybrid or blended work. The consequences are potentially important on the possible contributions of training, even more so than is usual. Hybridization consists of the combination of formats and activities that were up until now only rarely seen in agencies.

Even if the calendar is more fluid than years past, the end of year remains the moment where many businesses evaluate the needs of training and draft their skills development plan. In the very particular 2020 situation, how will organisations react? What are the constraints and opportunities linked to the pandemic? What types of training will they prioritize? Two studies present factors that will indicate changes to traditional plans.

In learning and development (L&D), digitalization means more than merely modernizing learning technologies. It means allowing digital tools, approaches and methodologies to permeate every aspect of how L&D works. By applying digital technologies, L&D professionals can modernize learning and automate or simplify processes.

When employees were sent home to work at the onset of the coronavirus pandemic they knew very well how do their jobs – and they still do. But very few were ever trained to do their job at home. The article proposes remote work training with the idea that any efforts companies put into training employees now will have long-term effects because most businesses will face other times they’ll want or need to shift employees to remote work arrangements.

Learning in the workplace doesn’t need to sit solely in a classroom or on a screen. Blended learning provides employees and L&D teams with choice and flexibility, alongside a wide range of other benefits.

The authors reflect on ways increased prevalence of technology and digital natives entering the workplace influence how work is approached. They talk about competencies of the digital workforce and suggests both digital natives and digital immigrants could have the skills needed to utilize technology for manipulating data, problem solving, and new product creation.