Summary of Blended Learning

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Traditional corporate learning is quickly evolving into “blended learning” due to developments in digital offerings and the preferences of today’s corporate learners. They don’t want “push training” about doing the same old things in the same old ways. Corporate learners embrace blended learning as a more engaging “pull” strategy that lets them learn on their own terms – however, whenever and wherever they want. Jennifer Hofmann, a blended-learning pioneer, explains best practices, offers useful tips, and provides worksheets and tools for planning, designing, implementing and evaluating blended-learning programs.

About the Author

Blended-learning pioneer Jennifer Hofmann is founder and president of InSync Training, an award-winning virtual consulting firm specializing in the design and delivery of blended learning.

 

Summary

Corporate learners want to receive educational content using their preferred method, place and time. That’s what “blended learning” delivers.

Blended learning has become most organizations’ default setting for corporate education, training and continual learning. It’s an improved way for companies to deliver professional development content to employees. Blended learning involves sequencing different learning components, such as classroom instruction, self-directed learning and e-learning – including video, infographics and other resources.

Blended learning integrates learners, facilitators, producers and technology to address the modern learner’s core question: “Why is this important to me?” It involves formal curricula and highly structured activities, as well as informal learning that students complete outside an organized learning environment.

The primary purpose of blended learning isn’t necessarily to impart new information to learners but to enhance their job performance. Professional development must always be the primary...


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