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Alexander Ovcharov
The founder of Kursorika, an expert in the development of educational content and online courses, a methodologist, and the author of the eLearning School Telegram channel, offers unique solutions for creating high-quality educational materials. Using advanced methods and technologies, we help educational organizations and individual teachers develop effective courses that promote deep acquisition of knowledge and skills. Join our community and stay up to date with the latest trends in eLearning.
This article is based on the webinar "Blended Learning: Create Your Own Unique Combination," conducted by e-Learning Master. The webinar covers key aspects of blended learning, including methods, approaches, and advantages that can be applied to create unique educational programs. Participants received valuable recommendations for integrating traditional and digital teaching methods, thereby increasing the effectiveness of the learning process. Blended learning is becoming increasingly relevant in modern educational institutions and corporate training, providing the opportunity to adapt training to the needs of learners and utilize various content formats.
Blended learning is a method that combines various face-to-face and distance learning formats. It involves interaction between students, teachers, and learning materials, creating a more flexible and effective learning environment. This approach promotes improved knowledge acquisition and increased student engagement by combining traditional and modern teaching methods.
Blended learning has three main components: the teacher, the students, and the computer used for e-learning. For simplicity, we will focus solely on the computer. Blended learning effectively combines traditional teaching methods with modern technology, providing a more flexible and personalized approach to learning. This format promotes active student engagement and enhances learning through a variety of interaction methods.
There are three main blended learning formats upon which this method is built.
The first type of learning is "person-to-person," which involves direct interaction between the instructor and the student. In the context of corporate training, this can be achieved through traditional face-to-face training or mentoring, where the trainer interacts individually with an individual employee. This learning format promotes a deeper understanding of the material, improves communication, and allows for the learning process to be tailored to the specific needs of each student.
The second type of interaction is "person-to-computer-to-person." In this format, the instructor and student communicate in real time, but in an online environment. Such activities include video conferencing, webinars, and other forms of distance learning, allowing for effective knowledge transfer and interaction over distance. This method has become popular due to its accessibility and ability to reach a wide audience.
The third approach to learning is "human → computer." In this format, students interact exclusively with technology. For example, they can take asynchronous e-learning courses, watch videos, or read text materials. This learning method allows students to flexibly manage their time and pace of learning, which contributes to a deeper understanding of the topics being studied. The use of technology in education opens up new horizons and opportunities for self-development.
Blended learning is an educational process model that combines traditional in-person classes with remote formats. This can be either synchronous interaction, such as live video classes, or asynchronous, such as online courses and self-study materials. This structure allows for the most effective use of resources and teaching methods, ensuring the educational process is flexible and accessible for students. Blended learning promotes deeper understanding of the material and the development of skills necessary for professional success.
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Even the most well-designed distance learning course cannot completely replace traditional learning. In a synchronous online format, interaction between instructor and student is limited by technical capabilities. In the classroom, instructors can easily monitor students' emotions and nonverbal reactions, which becomes significantly more difficult in an online format. With asynchronous learning, where students interact primarily with a computer, this problem is only exacerbated, as there is no opportunity for immediate feedback or emotional connection. Thus, despite the advantages of distance learning, it is important to consider the limitations associated with the lack of face-to-face interaction.
Face-to-face learning has its drawbacks that are worth considering. One of the main ones is the difficulty of scaling this format, which limits the number of students who can simultaneously access knowledge. Instructors must find a balance between students' varying levels of preparation. This makes it difficult to explain complex topics to those lagging behind, while more advanced students may need new knowledge and materials. Therefore, this form of education may not always effectively meet the needs of all participants in the educational process.
The blended learning model combines the advantages of traditional face-to-face learning and modern distance learning methods. It provides flexibility in the educational process, allowing students to gain knowledge both in the classroom and online. This combination of formats promotes deeper assimilation of material and adaptation of the educational process to the individual needs of students.
The blended learning model has six key advantages over traditional face-to-face and distance learning. First, it provides flexibility, allowing students to choose a convenient time and place for studying. Second, the blended model combines the best practices of both methods, which promotes a deeper understanding of the material. Third, it promotes the development of independence in students, as they are able to independently manage their own time. Fourth, blended learning promotes better interaction between teachers and students, thanks to the combination of online and offline formats. Fifth, this model allows for the use of a variety of educational technologies and resources, making the learning process more engaging and effective. Finally, sixth, the blended learning model often proves more cost-effective for both educational institutions and students.
- Delivery of theory in a convenient electronic format. Any means of effectively conveying information can be used, from text instructions and videos to interactive formats. And of course, to achieve educational goals, it is worth combining different formats in a single blended course. This allows students to familiarize themselves with the theory at their own time and pace.
- Face-to-face interaction with experts and instructors. The combination of "theory in electronic format + in-person practical classes" is very useful in corporate training - it helps optimize the time spent by both the expert and the students. After independently studying the theory in electronic format, employees will be able to practice and analyze complex issues in an in-person lesson with a teacher or trainer.
- Fast and high-quality feedback. In blended learning, it is quite simple to organize a feedback system. Firstly, employees' reactions to training can be monitored during in-person classes and training sessions. Secondly, student chats are useful for this, where you can regularly conduct short surveys - and simply monitor what participants are discussing and sharing.
- Possibility of group interaction. In a blended model, group interaction can occur both during in-person training sessions and during synchronous online classes (for example, when participants complete group assignments in separate online rooms). These types can also be combined. For example, employees working remotely from different cities meet during an in-person training session and then continue to exchange knowledge and experience in a group chat.
- Use of any available resources and tools, both internal and external. In addition to the core educational program, you can include any activities in the training, provide students with links to books, videos, podcasts—whatever you like. This helps you respond more flexibly to each employee's needs.
- Maximum focus on practice. A well-designed blended learning program allows employees to immediately apply the knowledge and skills they acquire in their work. For example, after independently studying a workflow algorithm, a student can immediately begin working on the corresponding task under the guidance of a mentor.
Blended learning offers many opportunities, but its use is not always justified. There are four situations in which blended learning can be truly effective and produce significant results.
- The target audience is not subject to turnover. Developing a blended learning program requires significant investment. This includes time—on the part of T&D specialists, methodologists, and internal experts. It also requires material investment—developing e-courses and supporting materials, and paying external instructors and experts. If the employees who need training don't stay on the job, these costs are unlikely to be recouped. However, a blended model works well, for example, when training managers—they can study certain topics online and then communicate and share experiences in person.
- Training resources need to be optimized. This can also be a significant factor when there is turnover. For example, a construction company recruits engineers to inspect utilities in new buildings. Before new employees begin work, they undergo training with the chief engineer, followed by final testing. But the chief engineer has many other responsibilities, and not all new employees ultimately pass the testing. This results in a waste of management resources training those who ultimately don't stay on the job. To optimize processes, a "flipped learning" program can be implemented. Newcomers will take an online course with all the necessary information and take a test at the end. Only those who successfully complete this stage will move on to in-person training with the chief engineer.
- Without face-to-face contact with an expert, the training topic cannot be covered. This situation occurs when training involves in-depth development of certain skills. For example, these could be negotiation skills or working with complex equipment. Online courses and simulators can introduce students to the topic and teach the basics, but real-world practice is still necessary.
- Students need additional motivation. It often happens that training participants really need a teacher or expert who will "hold their hand," motivate and inspire them, immerse them in the topic, and be able to answer questions in person. Without this, a standard e-learning course may not be very effective, so live interaction must also be introduced.
Start by defining the training objective. The question "What should the employee learn?" is key, regardless of the training format—blended, in-person, or remote. It's important to clearly articulate the specific knowledge and skills the employee should acquire during the training. This will allow you to create an effective program that meets the needs of both the employee and the organization, and ensures the achievement of the set goals.
After this, it is necessary to determine the sequence in which the student will master the knowledge and skills, as well as methods for the practical application of the material studied.
Once the learning goal is broken down into specific tasks, you can move on to choosing learning formats and information delivery methods. In the context of blended learning, it is important to consider that information delivery methods can be both in-person and remote, as well as synchronous or asynchronous. The correct choice of learning format promotes effective assimilation of the material and increases learner engagement.
For a deep understanding of complex topics that may raise many questions, in-person or synchronous online classes are best suited. In these formats, a trainer or teacher can explain the material in real time and answer any questions that arise. If the topic does not require such intensive study, but requires careful understanding, an online format for self-study is more suitable. This approach allows students to study the material in a comfortable environment and at a convenient pace. The effectiveness of training is often enhanced by using a blended format, which is especially true for topics related to interpersonal communications. E-learning courses within corporate training play an important role in both pre-training preparation and post-training support. They provide employees with the necessary knowledge and skills before the main training session and help consolidate and develop their acquired knowledge after the training. These courses promote more effective assimilation of the material and increase overall employee productivity. An e-learning course at the initial stage of the program precedes the in-person portion of the training. It is primarily devoted to the study of theoretical foundations, which are then applied in practice, as is the case with a construction company. The second situation is when the main material is provided in a face-to-face training format or synchronous online interaction with a teacher, and the e-learning course serves as a supplement. It serves as instructions for specific actions, contains a summary of key ideas, and provides information on related topics useful for students. The choice of format depends on the learning objectives, characteristics of the target audience, and available resources.
After selecting formats for the various program components, it's time to determine specific teaching methods and tools. Numerous options exist, including longreads, checklists, videos, podcasts, webinars, master classes, online simulators, business games, as well as mentor interaction and the use of project-based and case-based methods. The correct selection of these tools will effectively achieve educational goals and improve learning.
A wide range of teaching methods, tools, and tools is a key characteristic of the blended model. It's important to utilize internal resources, such as a corporate knowledge base and chats for feedback and support. It's also advisable to include external resources by providing learners with links to courses, webinars on third-party platforms, professional communities, and YouTube channels. This diversity promotes more effective learning and skill development, allowing the process to be tailored to the individual needs of students.
Physical workers Notebooks and memos are highly effective in teaching. During in-person classes and online courses, students can take notes, which facilitates better retention of the material. Personal notes become a useful tool for reviewing and finding necessary information in the course, significantly improving the quality of the learning process.
When choosing teaching tools and methods, it is important to avoid the temptation to include too many elements at once, especially if you are developing your first blended program. This can lead to a chaotic, complex, and difficult-to-understand structure. It is recommended to rely on solutions that are already well-known to your staff. This will help ensure more effective retention of the material and increase the level of engagement of participants in the learning process.
When developing a blended learning program, it is important to consider several key points to avoid serious mistakes and not miss important aspects. To do this, follow four basic steps. These steps will help organize the process so that the program is effective and meets the modern requirements of the educational process. Proper planning, selecting appropriate technologies, creating high-quality content, and providing ongoing feedback to learners are all crucial to the successful implementation of a blended learning program.
Create a table that lists all stages and modules of the training in detail and sequentially. It is important to specify the conditions for accessing each module, as well as the learning outcomes to be achieved at each stage. This will form a SJM—a student journey map—that details all points of student interaction with the educational program. This approach will improve understanding of the learning process and increase its effectiveness for students.
Determining the procedure for interacting with experts is a key step in organizing educational programs. It is important to establish in advance how trainers and instructors will deliver their courses. It is necessary to decide who will develop presentations for classes and check completed assignments. It is also worth discussing how experts will provide feedback to students and who will support instructors during webinars. All of these workflows must be carefully designed and agreed upon with instructors and evaluators to avoid a situation where students receive no feedback, or assignments are left unchecked because each person believes it's the other's responsibility. Planning ahead will help ensure high-quality learning and increase student satisfaction. Determining how to interact with students is an important aspect of the educational process. Careful consideration must be given to maintaining contact with training participants. It's important to determine the format in which they will provide and receive feedback. It's important to decide who students can contact with questions, and consider creating separate chats for each stream. This will help ensure effective interaction and enhance the quality of learning. When developing a curriculum, it's important to create clear instructions for students and trainers. A training specialist, deeply immersed in the material, may believe that everything is clear: modules, the sequence in which they are completed, moments for testing and collecting feedback. However, for other participants, these details may not be so obvious. Therefore, it's essential to prepare separate memos that explain in detail the program structure, what participants can expect at each stage, and what actions are required at specific points. Such instructions will help improve understanding and retention of the material, making the training process more effective and structured.
Once these four steps are completed, you can begin launching the program. It's important to inform employees about the project's launch, schedule training, plan the activities that will be included in the course, and organize other related activities. This will ensure the successful implementation of the program and increase its effectiveness.