Traditional Learning vs Digital Learning: A paradigm shift.

Ruta Padhye Phone No. 8830604993 Email ID: padhyeruta@gmail.com

Prof. Gopa Das Phone No. Email ID. gopa.das@imdr.edu

Abstract:

Traditional corporate learning has evolved in the past few years and has taken a new
technological turn. Companies today are turning towards becoming digitally upgraded and
have started implementing online and digital trainings. Corporate e-learning is a different
approach to staff training and education. Companies conduct seminars and training online
using one of the various software platforms available. Suddenly, the in-person instruction
becomes virtual. In other words, corporate eLearning is online teaching cusutomized to the
needs and demands of the business setting. It can be identical to the traditional format and
available online, or it can be more accessible and available only because the course is
virtual. The case study sheds insight on how firms have implemented new methods of training
delivery using new techniques. New technologies have made it feasible to lower the expenses
involved with staff training, improve the efficacy of the learning environment, and assist
training in contributing to corporate goals.

Introduction:

Learning is a long-lasting change in behaviour caused by experience. It is the gathering of

information, knowledge, and abilities. When we think of learning, we often think of formal
education that occurs during childhood and early adulthood. However, learning is an ongoing
process that occurs throughout life and is not limited to the classroom. During the early
twentieth century, when behaviourism grew to prominence as a prominent school of thought,
learning became a major subject of research in psychology. Learning is still an essential
notion in many fields of psychology today, including cognitive, educational, social, and
developmental psychology. Learning is a multifaceted process. It occurs in a number of ways,
and a wide range of circumstances can impact how and what people learn. While people
frequently focus on the obvious and quantitative ways that learning occurs, it is equally
crucial to recognise that we cannot always discover what has been learnt right away. People
can learn concepts and abilities that are not immediately visible.

Corporate learning behaviour is inextricably linked to – and sometimes indistinguishable

from – the behaviour of digitally connected, inquisitive citizens and consumers. Corporate
learners are citizens, customers, and generally interested individuals who learn and solve
problems in their daily life. Corporate digital learning is not a method of staff training. It is
not a content distribution format, nor is it a collection of guidelines for developing eLearning
material. It refers to a willingness to tailor corporate skill acquisition and performance
support to the requirements, goals, and behaviours of modern learners. It is an
acknowledgement that some of the methods we've "always done" business training may no
longer be effective—that they are giving way to self-service problem-solving utilising digital
technologies. And it is a readiness to try new things.

Employee Training and Development is described in HRM as a method utilised by a business

to increase workers' abilities and performance. It is an instructional tool composed of
information and instructions designed to sharpen current abilities and introduce new concepts
and knowledge in order to increase employee performance. A successful training and
development effort based on training requirements analysis assists the organisation in
improving working staff skills and productivity. One of the most important Human Resource
roles is typically characterised as training and development. In most firms, training and
development are an essential component of HRD (human resource development). Training
and development is a tool for the success of an organisation in the era of competition in the
corporate sector, where competent labour is a crucial factor to acquire a competitive edge.
Because fast technological advances are rapidly deskilling individuals, several firms have
established a fixed number of training hours per year for their personnel.

The case study throws light on the way in which the companies have adopted new ways of
delivering trainings through new techniques. New technologies have made it possible to
reduce the costs associated with delivering trainings to employees, to increase the
effectiveness of the learning environment, and to help training contribute to business goals.
New technologies have also influenced the delivery of training, training administration, and
training support. Technology allows digital collaboration to occur. Professional growth is
absolutely essential in today's competitive corporate climate. As a result, firms are quickly
investing in corporate training programmes, lavishing resources on sophisticated learning
materials to prepare staff for new responsibilities. However, if not properly handled, these
investments might turn into a cost centre, with employees losing 70% of their learnings in
just 24 hours. This is where technology can assist. Innovative corporate training technologies
enable learners to better absorb the information shared, test their skills in a hands-on
environment, and consistently follow up to reinforce the knowledge transfer. Indeed,
corporate training technologies combined with digitally adept instructors can assist your
employees in reaping the benefits of training programs.

Preamble:

In terms of corporate training and learning, we've gone a long way. Corporate training and
development may be traced back to 1872, when Hoe and Company founded industrial
schools to assist in the training of machinists during the Industrial Revolution. By 1917,
corporate training had evolved into Charles R. Allen's "Show, Tell, Do, and Check" system,
in which he would guide his shipyard workers through complicated operations. By the 1950s
and 1960s, computers were assisting in the introduction of virtual reality and technology-
assisted education. As the world grows more inventive, so are our learning methods in
school, at work, and in life. On boarding and corporate training are no longer one-size-fits-all
videos for workers to see and participate in. Corporate training programmes now have
options for how to best teach their incoming personnel, ranging from micro learning to
bespoke eLearning creation. As a result, these training programmes will almost certainly
embrace current digital trends in order to not only engage top personnel but also help them
advance in their careers and remain with the organisation longer.

There has been a prime shift in the corporate sector, with companies adopting more effective
goal-oriented training programmes. These shifts can be ascribed to technology advancements,
increased desire for a more satisfactory work-life balance, and employees' physical and
emotional well-being. Moreover, the need for more appropriate corporate training
programmes has expanded, with businesses seeking innovative and more accessible ways to
engage their employees and successfully transfer knowledge and skills in order to promote
organisational efficiency. As a result, L&D professionals have been on the hunt for more
effective training programmes to meet the contemporary work environment dynamics.

Employees learnt on the job or via apprenticeship for the longest time. However, instructor-
led learning rapidly supplanted informal learning. In today's world, there are three ways to
corporate learning and development (L&D): synchronous, asynchronous, and a hybrid of
both models known as blended learning. The synchronous model is the classic classroom
method of learning in which learners are guided by an instructor, either digitally or in person.
The asynchronous method is more modern and flexible, and employees gain information and
skills on their own time and at their own speed. All of these types of employee training have
been heavily integrated with technology in online employee training platforms, enhancing
their efficacy, dependability, and convenience for employers and personnel. In particular,
during the 2020 pandemic, traditional means of service delivery were completely transformed
as the globe adopted remote methods of engaging personnel and doing business. The need
for e-learning in the workplace is increasing as firms strive to embrace technology and
flexibility while limiting resource consumption. Online corporate training platforms are also
adjusting their content distribution methodologies in order to fill current gaps and improve
their offerings.

The following are four digital trends affecting corporate training and learning, as well as
reasons why firms should consider implementing them.

 Mobile Devices
 The Internet of Everything (IoE)
 Social Media
 Virtual Reality

Objectives:

 To study the impact of digital trends on the learning within the companies.
 To study the transformation the companies have made with respect to training and
development.
 To study the impact of digital learning on employees and their engagement.
 To analyse the evolution of traditional learning and digital learning pre and post
COVID-19.

Literature Review:

According to Chiradeep BasuMallick (How technology can make corporate training

programs more effective. Published by: Spiceworks on December 16, 2022) Professional
growth is absolutely essential in today's competitive corporate climate. As a result, firms are
quickly investing in corporate training programmes, lavishing resources on sophisticated
learning materials to prepare staff for new responsibilities. However, if not properly handled,
these investments might turn into a cost centre, with employees losing 70% of their learnings
in just 24 hours. This is where technology can assist. Innovative corporate training
technologies enable learners to better absorb the information presented, evaluate their
abilities in a hands-on setting, and continuously follow up to reinforce the knowledge
transfer. Indeed, corporate training technology combined with digitally proficient teachers
may assist your staff in reaping the benefits of training programmes. Interaction with learning
materials is a tried and true strategy for increasing absorption and ensuring that skills are
retained. As a result, interactive corporate learning technology may make sessions more
powerful and business objectives more evident. There are three approaches to incorporating
technology into your business training programme. While corporate training technology can
enable the automation of routine chores, improved efficiency in terms of learning timeframes,
and 'anytime, anywhere' access, human interaction is still required for any training
programme. Blended learning technologies employ a hybrid method in which a physical
teacher leads a session but the information is delivered digitally. This keeps all learners on
the same learning path, which is very important when training for leadership responsibilities.
In an article published by Digital Scholar (Why online corporate training program is ideal?
Published by: Digital Scholar on August 23, 2022) to promote employee development, some
firms began using online training techniques. However, it was only in the last two years,
during the COVID-19 epidemic, that businesses were obliged to migrate their whole
operation online. The epidemic compelled individuals to embrace a new way of life that was
largely reliant on devices and technology in both their personal and professional lives. With
the rise of the 'Work from Home' culture, businesses have realised that allowing employees to
work at their own pace increases productivity. Furthermore, due to changes in the industry
and the need to on-board new employees, training programmes will need to be conducted at
regular intervals, which contributes to rising costs. This awareness has prompted businesses
to implement online training programmes that allow employees to learn from the comfort of
their own homes. While many may argue that our reliance on technology is unhealthy and
irreversible, it is difficult to ignore the numerous advantages that online training provides for
employers and employees. There are certain benefits of online corporate training programs.
They are flexible learning, cost effectiveness, they are accessible 24/7, different modes of
leaning are available today, and many more such benefits that the corporates have observed
since the inception of digital trainings during and after the pandemic.
According to Eshna Verma (5 Reasons Why Blended Learning Is Ideal for Corporate
Training. Published by simplilearn on September 26 2022) with digital transformation
sweeping through companies today, it's more paramount than ever for firms to address skill
gaps in emerging technologies by having workers with the right skill-sets. However,
recruiting such individuals isn't always the best solution because many of these new
technologies have a scarcity of competent applicants, with the likelihood of those candidates
requesting hefty prices. Alternatively, filling employment in developing sectors such as
Artificial Intelligence (AI), Machine Learning, Data Science, and other disciplines by
upskilling your existing staff might be the smartest, quickest, and most cost-effective
alternative. These personnel are already part of your organization's culture and will not create
the disruption that on boarding a new team member can. They are already familiar with many
parts of your firm since they have worked there, avoiding the need for costly training. When
you use a blended learning strategy, they may be upskilled without being pulled away from
their existing work. In an article published by HRDRIVE Riia O’Donnell (Why traditional
classroom training isn’t enough for today’s employee. Published by HRDRIVE on March 6,
2018) said that the need for training has never been higher in an era of massive skill
disparities. And new technology that promises to make people more productive if only they
had the time to learn how to utilise it exacerbates the situation. Employers are under pressure
from all sides and are seeking for answers. Internal training is essential for upskilling current
staff and bringing in fresh. However, critical training is simply not available to many
employees. Employers want to see demonstrable learning results. However, new data may
validate what employees have been saying for a long time: one-and-done training does not
deliver outcomes. The traditional classroom-style session may be an excellent method of
delivering information to groups, but it may not be the best method of educating groups. The
classroom approach may be effective for young learners, but adults learn differently.
According to research, experiential learning is the most effective. In essence, hands-on
training that is directly applicable to the job at hand is kept, whereas last week's conference is
completely forgotten. Given the nature of protracted, classroom-style training sessions, few
are likely to match those requirements. And more action is doubtful.

HRWorld from Economic Times (Traditional and modern approaches of training and
development. Published by: Economic Times on 30 April, 2020) mentioned in one of their
articles that for a long time, traditional organisations saw training as a time-consuming,
ineffective, and costly endeavour. Even if it was planned, they used traditional methods and a
"one-size-fits-all" strategy to train their entire workforce, regardless of their knowledge,
skills, or positions within the organization. In recent years, organisations have recognised the
need of staff training and development. They are currently transitioning from conventional to
modern ways that are more thorough, interactive, and accessible. The personal relationship
between the trainer and the trainees is the most noticeable distinction between conventional
and current T&D systems. Traditional techniques allow one-on-one interaction with the
teacher and adequate opportunity to resolve questions in person. Modern procedures are less
expensive and can train a big number of people regardless of their location. Trainers simulate
the experience of a classroom or face-to-face session when providing online training. Many
forward-thinking businesses are increasingly opting for blended training techniques that
combine traditional classroom training with current technology-based approaches.

Bill Cushard in one of his articles (Why Online Training is Replacing Traditional Training.
Learn) pointed out that online training has gained in popularity over the last decade, owing to
the simplicity with which learning experts can create and deliver online training. Rapid
eLearning authoring tools and web-based learning management systems have aided in this
convenience, and as more businesses are distributed across different locations, classroom
training has become a costly exercise. The confluence of eLearning capabilities and widely
scattered work places has produced a perfect storm for why online training might eventually
replace much of the traditional classroom training that is now used in enterprises. One of the
significant advantages of online training that few people discuss is that it is centred on the
student. First and foremost, because there is no teacher present, online training must be
developed with the student in mind. There is no instructor to answer questions or guide
students through difficult material. When it comes to training delivery, online training is
significantly less expensive. For obvious reasons, delivering online training is almost free,
especially when compared to delivering classroom training to a global, or otherwise
distributed, audience. According to Samantha Ferguson (15 Types of Effective Employee
Training Methods – EXPLAINED. Published by Wyzowl on October 21, 2022) eLearning is
exactly what it says it is. It refers to online training that is given electronically, such as via
computers, tablets, or smartphones. This type of learning has risen in demand in recent years
for the same reasons that video has: it allows employees to study whenever and wherever
they choose, and it provides businesses with a reusable resource that maintains consistency
throughout their training. According to a LinkedIn survey, 57% of learning and development
professionals anticipate to increase their spending on online learning in the future. Tesco is
one corporation that has had remarkable success using eLearning. Companies like Tesco may
find it challenging to supply and manage training with thousands of employees. Through
entertaining, bite-sized lessons, they were able to provide staff with speedy worldwide
compliance training. A trained teacher provides classroom instruction over the course of one
or more days. This can be done on-site at your company or off-site at another location. As
you might imagine, classroom training may be rather costly, with an instructor, several days
away, occasionally an extra location, and sometimes travel charges. It's ideal for when you're
recruiting a large number of people and want to train everyone at the same time.

Peopleaps (Why Traditional Corporate Training Methods No Longer Work: Here's what you
can do instead. Published by Peopleaps on October 12, 2021) in one of their articles said that
50% of the employees fail to retain the knowledge or training provided to them through the
traditional methods as it becomes monotonous after a point of time. It also depends on the
grasping power of an employees. Some employees can grasp well through the traditional
classroom trainings, but at the same time there are some employees who need some graphics
so that they can relate their knowledge to these graphics when they have to recall something
they learned in these trainings. For such employees the classroom trainings are of no use and
hence, online trainings where graphics or videos can be used easily a=work wonders for such
employees. He also mentions that to organize high impact training programs a checklist can
be made which is determine your organization's requirements, adjust your training routines as
needed, track and monitor training data and reports, automate the entire process and
concentrate on improving training content. According to Rayner Canning (Why the demise
of the traditional corporate training model is good for business. Published by Graduate
School of Business on April 12, 2021) few would say it, but the standard corporate training
paradigm, which is a multibillion-dollar worldwide industry, has flaws. Not only can weeks
of residential training pull employees away from their families and jobs, but the cost of
airfare and lodging may deplete business budgets. Furthermore, many learning and
development programmes in the past had only transient effects on the companies that paid for
them. Demand for a new type of training solution arose after businesses established their
footing in the new world and began investing in future growth. To accommodate this
demand, business schools and universities throughout the world have had to shift gears
quickly. Most of the companies were already experimenting with new methods of delivering
effective learning before the pandemic, but the pandemic has accelerated this shift. In three
significant ways, the new evolving model differs from the old one.

According to Debadrita Sengupta (Old Vs. New: The Pros and Cons of Traditional Training
vs. Corporate eLearning. Published by eLearning Industry on March 9, 2019) in the last two
decades, our world has seen a significant advancement in technology, with technology
entering practically every business imaginable. This includes the corporate training business,
where technology in the form of eLearning is being favourably embraced by corporate
employees as well as L&D trainers/managers. The reason is that, like anything else,
traditional training and corporate eLearning have advantages and disadvantages. Neither of
them is flawless. In this post, we'll look at the pros and cons of different corporate learning
models and try to figure out what works best in which situations. Let's start with regular
classroom instruction. There's a reason why eLearning hasn't totally replaced traditional
classrooms, and if experts are to be believed, it never will. The reason for this is that as
eLearning made its way into corporate training and organisations began to gravitate toward
eLearning, trainers began developing better techniques, methods, learning activities, and
more advanced training aids to create classroom training that is easily retained, meaningful,
and comparable to eLearning. Even though modern trends favour eLearning, many
businesses continue to rely on traditional classroom training. Corporate eLearning is now
trending and being heralded as the "future of education and workforce training." While we
can't predict the future, we do know that more and more firms are using eLearning to enhance
employee skills instead of the conventional classroom learning paradigm. However, corporate
eLearning is not without flaws.

According to Lucy Brown (Digital Transformation Impact on Learning and Development in

Enterprises. Published by Invensis Learning on October 26, 2022) Digital transformation is
defined by the use of technology to replace traditional procedures. For many businesses, the
change to digital workflows has resulted in a new manner of managing work and a new value
proposition. Companies are becoming more agile and competitive as a result of digital
transformation. It does, however, have its own issues. L&D is being dramatically affected by
digital transformation as a result of the growth of professional training methodologies. Using
interactive training technologies makes learning information more accessible and opens up
new learning possibilities for learners. The utilisation of digital materials for training and the
establishment of an LMS are only the beginning. A cultural transformation is essential for
digital L&D programmes to reach their full potential. Transforming your company's culture is
not something that will happen immediately. Your L&D team will be in charge of this
process, identifying your company's fundamental values and developing tactics to promote
those values. Digital transformation is more than a single event in a company. It's about
goods and services, customer touchpoints, and results-driven decisions. A digital strategy
requires the assistance of employee engagement since, above all, it is about improved
organisational learning. It will require more than simply the L&D team to effect change.
Training and development are critical components of any digital transformation strategy. In
an article Anvesha Jain (The Impact of Digital Transformation on Learning and
Development in the Organization. Published by Koenig on May 24, 2022) pointed out that
When most people think about digital transformation, they see technology and virtualization
being utilised to develop new goods and services. However, you should be aware that digital
transformation is more than that. The goal of digital transformation in training and
development is to make firms more flexible and competitive on a greater scale. The world is
always changing, with technology and customer requirements advancing at an exponential
rate. This has resulted in broad and fundamental changes. Despite the constantly changing
business landscape and the consequent innovation pressure, many experts are still hesitant to
act since there are obstacles to successfully executing this transition, such as the requirement
for new corporate culture. It may appear to be a hard endeavour to create an organisation that
has the capacity to continually adapt in terms of learning and development. However,
acquiring the necessary skills inside the Learning & Development (L&D) department is
critical to accelerating the digital transformation process. Nurturing a learning-friendly
culture through various methods of generating innovation and ensuring the organization's
survival through times of digital transition is also a smart strategy to support employee
growth and retention in an organisation. Finding, analysing, and selecting relevant
information, as well as merging diverse pieces into cohesive programmes, all need learning
and growth. As you prepare to accept your organization's new learning and development
landscape, here are several techniques that can effectively lead this shift.

According to Alok Kshirsagar, Tarek Mansour, Liz McNally, and Marc Metakis

(Adapting workplace learning in the time of coronavirus. Pucblished by McKinsey and
Company on March 17, 2020) Businesses cannot afford to put capacity development on hold.
Companies can't just suspend crucial workplace learning, whether it's reskilling at the
business-unit level or a company-wide aspirational change, even while they act quickly to
prioritise employee safety. Learning leaders can take a number of tactical steps to protect
employees, adapt programmes and delivery, and establish and expand virtual live learning to
continue enabling and delivering value-creating efforts. Before COVID-19, digital and virtual
learning programmes were on the rise, and we now see a significant increase in such learning
programs, which many younger employees embrace. Managers might adopt strategic
initiatives, such as examining alternate digital learning methodologies, in addition to tactical
efforts during this period of social distance. The enhanced learning abilities that develop may
be a favourable long-term effect of this trying time. Six best-practice steps, spanning from the
urgent and tactical to the strategic, may help workplace-learning initiatives sustain
momentum and benefits while also laying the groundwork for effective virtual learning.
Establishing a learning-response team, protecting employees in in-person programs, adapting
delivery, promoting digital learning, exploring alternative digital strategies, and practising
and preparing for multiple outcomes are examples of these actions.

According to Shaifali Mehta (How Digital Learning Impacts Organisation? Published by

Edu4sure on April 3, 2019) the switch from traditional learning to digital learning have their
own pros and cons some of them are more learning and employee engagement increases the
amount of mental effort required in the learner's working memory can be reduced by
instructional design. Simulation, games, and real-world business training are examples of
highly participative learning, in which employees feel immersed in the e-course. Gameplay
increases student participation and retention. Hence, employees are more likely to apply what
they're learning in the workplace, increasing productivity. The transition to digital learning
has resulted in considerable economic savings as well as environmental conservation. It has
proven to be a realistic training option for many firms looking to cut expenses and implement
environmentally friendly practises. The use of an online service that employees can easily
access without having to move to another location is one of the digital learning benefits.
Digital solutions should be designed in such a way that teachers are not required, and the
content is simple to understand and available at a fraction of the cost. The worldwide
availability of e-learning allows all personnel to be instructed on the same wavelength.
Another significant benefit of digital learning is the ease of access to e-learning technologies.
Learners may learn at their own pace since they can access e-learning resources at any time
and from any location. Digital learning, as opposed to classroom training, allows employees
to study at their own speed in a comfortable atmosphere, which improves retention and
completion rates. This allows learners in different time zones to access their courses at any
time. This results in a more engaged workforce.
Analysis and Findings:
The paradigm shift is a digital sphere which has resulted in companies taking a pragmatic
approach of introducing digital learning as an inclusive form of growth along with the
conventional learning methods. The larger millennial population is much better versed with
the digital sphere and hence investing in such corporate programs has resulted in companies
elevating not only their position in the market but also this has attracted many millennials as
today these generations look for technically advanced organisation as compared to
organisations who follow the traditional approach.

The organisations need to deep dive into the investments that they are making into the digital
space as they do not want any investments turning to cost centres which will ultimately affect
the balance sheets of the organisations. To aid this companies in the digital sphere have come
up with innovative corporate training technologies which enables the learners to absorb
information faster, continuously evaluate their abilities, and reinforce their knowledge. This
has started to reap benefits in many organisations and has also created digitally proficient
trainers.

A major takeaway from these digital learnings is that sessions are more powerful in sending a
message across along with well-defined business objectives. Over the time these trainings
will also see automation of routine chores, shorter timeframes due to increased efficiency in
learning and AA access (Anytime Anywhere). There is another aspect to the digital learning
which is known as a hybrid method wherein a physical trainer is required to deliver sessions
but the information is delivered digitally enabling learners to learn at their own pace.

A key catalyst to such a method was the COVID-19 pandemic which warranted businesses
including trainers to shift onto to the digital sphere and this over the past 2 years has become
the norm which is most likely to continue over the coming years. Companies are also
carrying forward with this as see increase in productivity not just on the work front but also
on the learning front.

Conclusion:

Organizations face several issues as a result of digital transformation and the resulting
obligatory change procedures. L&D professionals have the ability and responsibility to
actively design these processes and give direction to the organisations undergoing these
transformations. Their respective roles and areas of responsibility grow. Be able to operate
professionally in a digitally disrupted world. In times of constant transformation, assist the
organisation as a change agent and consultant. Actively contribute to the creation of a culture
that encourages broad and continuous learning, radical change, and fundamental innovation.
However, many businesses and individuals are hesitant to recognise the breadth and
significance of contemporary changes. The dramatic impact of advanced digitization has not
yet been fully recognised; there is less imagination and strategy, combined with increasing
unpredictability, a lack of agility and insufficient encouragement towards innovation, as well
as a lack of relevant competencies and an insufficient innovation culture. New roles and
action areas for Learning and Development (L&D) professionals provide opportunities to
overcome these innovation barriers: change agent and consultant; designer of an extended
learning portfolio of goods and services; shaper of innovative culture. Facilitating a learning-
friendly culture via the use of several pillars is also a strategy to produce innovation and
ensure the survival of businesses during times of digital transformation.

Digital training may be an excellent tool for gathering insights about your personnel and
operations by collecting qualitative and quantitative data in previously inaccessible areas like
as training, on boarding, and upskilling. Instructor-Led Training is difficult, if not impossible,
to quantify since you cannot track things like progress or quiz results. Furthermore, it lacks
standardisation because the information delivered inevitably varies between sessions,
whereas digital training allows you to send the same message to 10,000 people and ensure
consistency. Operations teams must understand and report on the ROI of any projects they
execute in order to stay ahead of the competition. The current requirement to improve the
learning process has resulted in the creation of e-learning. E-learning is progressively being
integrated into educational operations by organisations. However, blended learning, which
blends online and face-to-face components, has arisen as an alternate method of teaching and
learning. It was revealed equivalent perceived quality, efficacy, efficiency, and knowledge
application of two forms of business training in the organisation, as well as balanced
preferences and therefore validation of both styles of training in the business education
programme. In terms of practical implications, this study proposes the concept of thrifty
multidimensional learners' evaluation, which can be used in organisations providing different
styles of business training for quantitatively evaluating and monitoring the perceived quality
attributes, benefit, effectiveness, and efficiency for quick inspection of relevant differences
between the two styles of training in the company.
Technological improvements, changes in the work environment, and corporate objectives
have necessitated the development of new training methodologies by L&Ds. Furthermore, the
present age views training programmes differently, with more employees becoming enthused
about training chances. All of these factors have had a significant impact on content delivery
and the need for organisational training. As a result, training programmes are becoming more
blended, with a variety of options for maximum impact. One of the key advantages of online
training that few people discuss is that it is centred on the student. First and foremost, because
there is no teacher present, online training must be developed with the student in mind. There
is no teacher to answer questions or help students through tough material. A designer of
online training must consider how the programme will assist a learner when assistance is
required. Furthermore, because participants can take the training whenever they want, online
training is inherently learner-centred. Traditional classroom training is instructor-centred as
well as time and place limited. With a teacher at the front of the room, the session is naturally
centred on what the instructor does or does not do. Even in highly facilitated classroom
training, the instructor is still the focus of attention. As learner-centred training becomes
more important, online training will become more important. In recent years, corporate
training has seen a paradigm change away from exclusive event-specific sessions and toward
more flexible frameworks. Technology has played a critical role in energising corporate
training techniques by introducing concepts such as gamification and interaction. A
technology-led blended approach would significantly reduce this figure, allowing you to
make the most of instructor efforts and ensure that the lessons imparted are actually absorbed.

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https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-
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