We are currently working on a new development project with this client, who we have been working with for the last four years. They are a U.S owned multi-national company who manufacture hydraulic and pneumatic components and equipment, with factories and offices across Europe.

Last year, as part of a global contract negotiated in the U.S. they purchased a number of e-learning titles to be made available to staff via their learning intranet. As it was a global agreement reached with the supplier, the licence cost per user is very attractive. The titles range across a spectrum of management and communication topics. At the same time their learning and development group were looking for ways to deliver learning solutions to their customers in the most cost effective way.

Whilst the e-learning facility is a powerful tool, the view was that for certain key topics learners would require more input than on-screen learning alone could provide. Also, as the e-learning materials are generic, the need for a mechanism linking principles to their specific work environment was identified.

With our relationship and track record of delivering effective programmes, they contacted us to discuss the possibilities of developing blended solutions for a number of core topics, by combining e-learning and facilitator led workshops. The overall agreed objectives of the project were to:

• Achieve most effective value from the e-learning materials and gain a return on the significant investment that had already been made

• Reduce overall training costs by reducing "conventional" workshop duration for a number of core skills

• Make most effective use of time in facilitator led workshops, by putting in place pre workshop e-learning study assignments

• Increase implementation back in the work place by using the on-line facility to reinforce workshop learning and by designing post workshop learning assignments

So, the objectives were to increase the effectiveness of the overall development solution as well as achieving significant cost savings. Selecting the "pilot topic" was relatively straight forward. Developing managers skills in performance management and in conducting performance appraisal meetings had already been identified as a priority need to address. Furthermore, as it would involve the majority of the management population, we would have a large target group. This made sense in terms of evaluating the concept and also financially as the development cost would be amortised relatively quickly and across a number of learning streams.

We started development in February and ran the pilot late April. Feedback has been very positive and they have signed off the development of four additional blended programmes for implementation this autumn.

What did the performance appraisal blended programme look like?

1. Pre-Workshop E-Learning and Study

We felt that it was important to set a realistic amount of pre-workshop study work. This had to balance achieving some meaningful learning so that there would be a reasonable awareness and knowledge at the start of the workshop, with the need to not overload people with hours of study. The commitment we asked for was a maximum 1.5 hours study, covering reviewing the principles of performance management and the key skills required to make performance review a collaborative two way process.

To engage participants and to maintain their interest this study involved;

• two interactive lessons...

• several assessments...

• accessing learning guides, job aids and skill briefs...

2. The 1 Day Workshop

As key principles were covered during the pre-study, the 1 day workshop was totally practically based, highly experiential, focusing on the "how to" back in the work place. This calls for a facilitation and not a training approach.

Their view was that that prior to the blended solution, they would have developed a two day course to address this need. And, yes, we did check to what extent people had completed the on-line study prior to the workshop! Our findings were that all participants had completed the work and had clearly studied comprehensively. We have all experienced participants arriving at training courses, not having completed their preparation? One of the reasons is possibly that it is a new and varied learning experience for most people - or of course that it is trackable!

3. Post Workshop

Post workshop, participants are required to complete two further developmental e-learning blocks, totalling 4 hours. The first two hours must be completed by the end of 4 weeks, the second, within 2 months of completing the workshop. The aim of these is to ensure continued self development following the workshop and to drive implementation back in the business.

Of course, we are still in the early stages of what is a long term initiative. We will be working closely with our client to evaluate its effectiveness and to get feedback from participants. The early signs, based on the results of the pilot topic are that the learning and the business objectives will be met. In summary, the approach makes sensible use of technology in conjunction with experiential workshops, to maximise learning effectiveness in the most cost effective way.

If you are considering a blended solution approach to meeting some of your training needs, contact us today on 01435 865 711 or by e-mail info@hrteam.co.uk