The best methods for corporate software training
Just as a seasoned hiker adapts his equipment and methodically prepares his itinerary before venturing into the high mountains, a wise company carefully chooses the training tools to prepare its employees to master new software. The path to the top of the learning curve can be an arduous one. But with a well-thought-out approach, it can be undertaken with confidence and success.
Why train your employees?
Training employees in software represents a strategic investment, generating numerous benefits for the company. First and foremost, training encourages rapid adoption of new tools by teams. This accelerates the organization's digital transformation. Employees gain in skills and autonomy in the use of business solutions. What's more, by mastering the software, employees optimize their individual productivity. They perform their tasks more efficiently and with fewer errors. At company level, overall performance improves considerably. Training also boosts team motivation. It demonstrates interest in their professional and personal development. Employees feel valued by the company, which invests in their skills. Finally, mastery of digital tools increases employees' agility in the face of change. It gives them the means to adapt quickly to changing business and skills requirements. The company thus gains in resilience.
The main software training methods
Instructor-led training (ILT)
Instructor-led training, also known as "face-to-face" training, is a traditional method that is still very popular.
In this approach, a qualified trainer delivers the course to a group of learners, usually in a dedicated training room. The program is structured around theoretical presentations, demonstrations and practical exercises to anchor knowledge. The trainer adapts to the level of the audience and answers questions in real time to clear up any misunderstandings. However, this method requires participants to be brought together in the same place, which generates scheduling and logistical constraints. As a result, the cost of face-to-face training remains high, due to the cost of speakers and infrastructure.
Dematerialized training (e-learning)
With e-learning, training is delivered remotely via an LMS (Learning Management System) platform. The multimedia content (videos, exercises, quizzes, etc.) can be accessed flexibly by learners at their own workstations. This autonomous learning mode is characterized by great freedom in managing training time and pace. It also makes it easier to update content than a face-to-face course. What's more, e-learning significantly reduces costs by limiting travel and the need to occupy training rooms. However, distance learning can be detrimental to learner motivation, especially as interaction remains limited. The risk of dropping out during the course is therefore greater.
Hybrid training
Hybrid training, also known as "blended learning", combines the advantages of classroom training and e-learning. In this format, theoretical modules are followed remotely via e-learning. This is followed by face-to-face sessions to put the concepts into practice in workshops, tutorials or group discussions. This blended approach offers multiple benefits. E-learning brings flexibility to the theoretical part. Face-to-face training is reserved for acquiring practical skills and reinforcing interaction. However, the coordination between distance and face-to-face phases is complex. This method also requires a substantial budget to cover the costs of both formats.
Immersive learning
With immersive learning, the learner is immersed in simulated situations using virtual or augmented reality. Immersive technologies reinforce active engagement in contexts that are very close to real-life work situations. For example, machine maintenance can be simulated in 3D. What's more, total interactivity in these virtual environments enhances knowledge retention. However, the cost of virtual reality equipment remains high. In addition, a potential mismatch with the field may remain. The risk of cyber-malaise also needs to be taken into account.
Social learning
This approach encourages the exchange of best practices between experienced and novice employees. Forums, discussion groups and corporate social networks facilitate these interactions. The group dynamic thus created stimulates learner motivation. But the level of expertise emerging from the group can be uneven. What's more, without moderation, the information exchanged is of variable quality.
Experiential learning
With experiential learning, learners are placed in real or simulated situations to learn by doing. For example, they can learn how to use a new software program on their own workstations to solve real-life problems. This application facilitates the assimilation of knowledge.
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What's more, the exercises can be adapted to the level of each learner. Confronting realistic business situations also boosts motivation. Nevertheless, this approach is time-consuming. What's more, it exposes us to the risk of errors that could damage our in-house tools/infrastructure.
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The following table summarizes the advantages and disadvantages of the 6 main software training methods described above:
Which software training method is best suited to my company?
The most appropriate training method depends on a number of aspects specific to the context of each company:
- The type of job targeted by the training influences the most effective format. For intellectually-oriented tertiary jobs, paperless training is preferred. Technical or manual professions require more hands-on practice and face-to-face supervision.
- The amount of time that can be devoted to training dictates the choice of more or less time-consuming methods. E-learning and immersive training optimize learning time. Conversely, experiential and face-to-face training consume more hours.
- The company's budget is a determining factor. Face-to-face, immersive and hybrid training involve significant costs. Digital and social technologies, on the other hand, reduce training costs.
- The nature of the activity influences the appropriate method. Sales training requires a great deal of interaction, hence the importance of face-to-face/hybrid training. Technical training requires more practical and functional applications.
- The size of the organization has an impact on the resources required. Large groups can equip dedicated rooms and mobilize trainers. Small and medium-sized businesses turn to low-cost digital methods.
- Software complexity. The more technical the tools, the greater the benefit of close human support. For mass-market software, digital support is sufficient.
- Employee level. The degree of employee autonomy influences the method used. E-learning is best suited to those who are digitally savvy. Face-to-face coaching is more motivating for those less at ease.
- Short- and long-term objectives guide the method. The operational side favors the efficiency and speed of digital/immersive. Skills upgrading requires more time and exchange.
Whatever the case, an analysis of the company's context is the key to choosing the most appropriate software training method.
In short, enterprise software training is a strategic investment with multiple benefits: accelerated tool adoption, enhanced productivity, team motivation and increased agility.
With 20 years' experience in business software adoption, our team can help you analyze your needs and build the customized training process best suited to your context.