Thursday 31 October 2013

Halloween in London by Visitlondon.com

If you're going to celebrate Halloween this year, we suggest you go all out. Head down to your local costume shop and prepare to scare at one of the capital's best Halloween parties. Plan your fancy dress in advance, however – a pink bunny suit just won't cut it at this time of year. Or, if you're brave enough to handle the real stuff, why not ditch the fake blood in favour for a gory talk instead.
There are loads of horrifying Halloween events, spooky venues and restaurants, Halloween parties, scary attractions and opportunities to don your most chilling fancy dress costumes during Halloween in London on and around 31 October. For those with nerves of steel and devilish tendencies, Halloween in London offers you the chance to brave the live and unhinged inmates atMadame Tussauds’ maximum security prison or face up to Phobophobia at The London Bridge Experience & London Tombs?
If you're the kind of person who likes to take your chances all year round, The London Dungeon's Sweeney Todd, the Jack the Ripper Ghost Walks and the spine-chilling Woman in Black theatre play will be frightening visitors for Halloween in London, and well beyond (the grave)!
For anyone who has ghoulish kids to entertain, Halloween in London has a number of family-friendly things to do, including:
1. Catch a Scary Movie
When: 25-27 October
What: Celebrate the best in musical and classic horror flicks at this three-day fright-fest that features Halloween-themed food and drink, sing and dance-a-longs, fashionably frightening dressing-up boxes, pumpkin carving and apple bobbing. Film screenings include Halloween, The Rocky Horror Picture Show and A Nightmare on Elm Street.
2. Brave the London Dungeon 
When: From now until 9 November
What: Halloween revellers can meet the fiendish Sweeney Todd and a supporting cast of historical characters at what the London Dungeonreckons is its biggest, best and boldest Halloween season yet. Expect a double-dose of Halloween scares and laughs including The London Dungeon’s own Halloween home brew and a ghastly trick or treat lolly for every guest.
Find out more here
3. Enjoy a Ghoulish Adventure on the London Eye
When: 26 October – 2 November
What: Families are invited to join the ghoulish fun at the London Eye‘s Witch Academy. On the Halloween Storytelling Capsule, kids can join the High Witch to take on the ghastly Grimly Grim (voiced by family favourite Harry Enfield) and help to foil his plans to steal the Crown Jewels. Every graduate of the Witch Academy will receive a special badge of honour and join the Witch Academy Alumni.
Find out more in 
4. Get Spooked at London Zoo
When: 26 October – 3 November
What: London Zoo is set to come creeping to life with a string of Halloween-themed special events, including spooky storytelling, frightening face painting and menacing mask-making. Visitors can also enjoy special Halloween versions of the zoo’s popular animal talks, feeds and demonstrations.
5. Discover a World of Spirits at Vinopolis
When: 31 October
What: Wine tasting destination Vinopolis will be stirring up a selection of spine-tingling Halloween potions in their Cocktail Making Masterclass. Test your magic with one of the experts as they teach you the tricks of the trade in order to concoct just the right mix of hair-raising ingredients, leaving you with some fiendish cocktails to try on your friends at home.
Find out more in http://www.msemeetingrooms.co.uk  about where you can host your halloween party.
Great venue great central london meeting rooms training rooms and large venues for parties at MSE Meeting Rooms London !

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Wednesday 30 October 2013

101 reasons you need to live in London once Tempted to move to London when you graduate? We tell you why it'll be the best decision you ever make... by ROBIN EDDS



Deciding what to do with your life is tough. Apparently professional bed tester jobs are few and far between, and very few people are lucky enough to leave uni with the small fortune you need to go travelling.
So then you've probably got one of three options. Stay in your uni town and get a job. Move home and get a job. Or follow the yellow brick road (or grey tarmac motorway) to London... and get a job.
It's big. It's busy. It's loud. It's without doubt the most fun place for someone in their twenties to spend the last few care-free years of their lives before things like matrimony, mortgages and *whispers* children are thrown into the equation.
It's not for everyone, but you owe it to yourself to find out. Here are 101 reasons why everyone needs to live in London once...

1. You feel really smooth when you use your Oyster
2. You WILL bump into people more than you think...
3. ...and when you do it feels like the greatest thing ever
4. When you understand the tube map you'll realise how painfully simple it is
5. Everyone knows someone who lives there
6. Online dating is totally acceptable
7. No matter what you want to do with your career, you can do it in London
8. The Natural History Museum is totally free
9. As is the Science Museum
10. And the British Musem
11. And the Tate
12. And the Tate Modern
13. OK, naming all of them would probably be cheating - but there are a whole world of free galleries and museums
14. There are 4500 pubs & bars
15. Sitting in the park on a summer's day
16. You don't have to be nice to strangers
17. There are hundreds of thousands of single people
18. You see famous people all the time
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19. You feel really smug when you go back home and tell your friends about London life
20. It's one of the most ethnically diverse cities in the world
21. Whatever type of food you want, you'll find it
22. Your commute will take you past some of the most famous landmarks in the world
23. It rains a lot less than it does in the north
24. The view from Waterloo bridge looking east
25. The view from Waterloo bridge looking west
26. Drinking by the Thames
27. Yes, it's more expensive, but you'll earn more there than anywhere else
28. Topshop on Oxford Street
29. Westfield Stratford is the largest urban shopping centre in the EU
30. The Olympics showed that all Londoners can be nice when they want to be
31. Miss the countryside? There are urban farms
32. Once you know you way around there is no greater feeling than a tourist asking you for directions and you actually knowing the answer
33. The fancy double doors on the Jubilee Line
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34. Markets. So many markets
35. London gets less rain per year than anywhere else in the UK - just 700mm, compared to 1200mm in Cardiff
36. People who live in London live 5 years longer than the national average
37. Every band who tours plays in London
38. You can just hop on a train to Paris when you get bored
39. It's home to some of the most famous sporting venues in the world - Wembley, Twickenham, Lords, Wimbledon...
40. Home is always just a few hours away
41. You can never be bored with TimeOut telling you what to do
42. Nightbuses. You can always get home thanks to nightbuses
43. The top deck on nightbuses: the party continues
44. Stunning views from The Shard, The London Eye and Primrose Hill
45. EVERYONE goes for drinks after work
46. You can always drink without worrying about how you're going to get home. NO ONE drives
47. Want to still feel like a student? Move to Clapham
48. Infernos
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49. When it rains it never lasts that long
50. Running along the river makes running much less depressing
51. When you watch the Apprentice you'll be able to recognise everywhere they go
52. If leaving uni is making you feel old, moving to London will make you feel young again
53. There are a seemingly endless number of high-end burger restaurants
54. Getting angry at tourists who are getting in your way is weirdly liberating
55. Boris
56. Curries on Brick Lane
57. Laughing at the word 'Cockfosters'
58. In depth conversations with taxi drivers
59. Warehouse parties where no one looks twice if you enter wearing a horse's head
60. You're always going to meet someone who is stranger than you
61. Free gigs - up and coming bands that can either be sh*t or become mega superstars
62. Sample sales
63. Vintage markets
64. Boris bikes
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65. There are endless exercise fads for people who hate the gym - e.g. sober disco dancing
66. It's a great place to be single
67. It's a great place to be in a relationship
68. Musicals
69. Fringe theatre/ performance art: where else can you see a woman crack an egg using her lady parts? OK, maybe Bangkok.
70. When you live here, you can do all the tourist things during off-peak times
71. Retrace favourite film character's steps: Notting Hill, 28 Days Later, Harry Potter...
72. Christmas markets the size of your uni town
73. Top hairdressing schools = free hair cuts galore
74. Book exchanges = free books
75. People back home will think you're really tough for living in London
76. Museum Lates - you can get drunk AND learn
77. Zoo Lates - you can get drunk AND look at animals
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78. You can watch a play at the Globe for a fiver
79. There’s always a house party
80. There’s always an after party
81. There's always a new street, a new park , a new pub to discover
82. Love hipsters? East London is your Mecca
83. Hate hipsters? Move to South London. They're too scared to cross the river
84. When friends visit you feel really smug about how scared they are
85. The Queen lives here
86. You'll almost certainly bump into Prince Harry on a night out
87. When you leave work your town is coming alive not winding down
88. There are outdoor swimming pools all over the city
89. Fourteen-and-a-half million tourists visited London in 2010, ranking London the most visited of all European cities. They can't all be wrong
90. Wherever you go on holiday it will feel cheap by comparison
91. We have buildings called things like the Gherkin, the Shard, the Cheesegrater and the Walkie Talkie
92. The circle line pub crawl has 27 pubs
93. We throw a great party...
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94. You'll fall in love on the tube around 17 times a day
95. Everyone passes through London at some point, so you don't have to visit anyone
96. You can go out on any night of the week
97. In the summer it's always hotter in London than anywhere else in the country
99. There are more hot people here than anywhere else
100. There are a LOT of airports if you need to get away
101. If you are just visiting for business purposes then it is worth having your business done in Oxford Street at the heart of London! go visit MSE meeting rooms' website http://www.msemeetingrooms.co.uk for meeting training rooms to hire in London. 
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Tuesday 29 October 2013

6 Easy Ways to Make Meetings Fun -- Or At Least, Not Suck BY SHARÍ ALEXANDER Read more: http://www.msemeetingrooms.co.uk/APBlog/

How many times have you been in a meeting that you knew right away would be dull and potentially pointless? The ineffectiveness of so many meetings can be remedied simply by revamping the first and last five minutes.
Standup comics live by a performance adage: open strong, close strong. By using the same philosophy when leading a meeting, you will get better interaction and engagement out of your employees.


Read more: http://www.msemeetingrooms.co.uk/APBlog/
                    http://www.msemeetingrooms.co.uk

Try these six tips for your next meeting:
1. Set an example from the start. If you want energy and engagement from your team, you need to embody those qualities while they walk through the conference room doors. We are highly empathetic creatures. Within a tenth of a second, your team gauges and mirrors your mood and energy levels. They look to you for clues about the tone of the meeting. If you have a dark cloud over your head, the energy in the room sinks and the meeting drags. If you are positive and energetic, the meeting will be more lively and productive.
Now, here's where it gets a little tricky.
You too are wired to pick up on the energy levels of others and mirror them back. Don't let any negativity sway you from your assertive state. Stay focused. If you want employees to be friendly, upbeat and engaged, you have to be friendly, upbeat, and engaged. Lead with your body language and tone.
2. Make a connection with everyone in the room. Some people have a habit of starting meetings by reading the agenda. Everyone else tilts their heads down to follow along, not making eye contact and certainly not connecting. The point of meeting face-to-face is to, well, meet face-to-face.
Make it a priority to build and maintain rapport so you can foster collaboration. Reading an agenda shouldn't be your meeting opener. It doesn't have to be a long monologue, just a few sentences about why everyone is together and what you hope to accomplish to set the tone.
3. Remind everyone of your greater mission. Don't get so focused on the minutia of a meeting that you forget to step back and see the big picture. Remind everyone they are working towards a higher purpose and not just clocking meeting minutes. How does this meeting fit into the overall vision? How will this help the company? How will it benefit the team? How will the discussion move things forward? You will get more engagement if everyone sees the bigger picture.
4. Provide action steps. Before everyone scatters to their next appointment, make sure they know their next action steps. Rather than delegating or reading off who is in charge of doing what, ask everyone in the room to say a few words about what they are personally responsible for. This helps make sure everyone is on the same page and gives you an opportunity to listen and observe. Pay attention to what they say and how they say it. Have they "bought in" to the idea? Is their body language congruent with what they are saying? This is your chance to do some preemptive damage control.
You miss out on such valuable information when you dictate the do-to list at the end of the meeting.
5. Acknowledge successes. Recognition is an important part of building a positive culture. It's easy to get caught up with deadlines and think there will be high-fives and group hugs when everything is done, but that rarely happens. Once one item is complete, another is right around the corner. 
Recognition and praise should be on your mental checklist for every meeting. You can always find somebody doing something right. Just mention it. Saying, "I'm loving the go-get-'em attitude Janice!" or "Thank you for your thoughtful contributions today Charlie," can really go a long way. It's important to leave the meeting on a positive note.
6. Start where you began. Just as you prepare your opening remarks to create connection among the group, you should end in the same manner. Have an idea of what you're going to say at the end of the meeting. Ideally, your closing remarks would mirror your opening remarks. Reinforce the


Read more: 
Try these six tips for your next meeting:
1. Set an example from the start. If you want energy and engagement from your team, you need to embody those qualities while they walk through the conference room doors. We are highly empathetic creatures. Within a tenth of a second, your team gauges and mirrors your mood and energy levels. They look to you for clues about the tone of the meeting. If you have a dark cloud over your head, the energy in the room sinks and the meeting drags. If you are positive and energetic, the meeting will be more lively and productive.
Now, here's where it gets a little tricky.
You too are wired to pick up on the energy levels of others and mirror them back. Don't let any negativity sway you from your assertive state. Stay focused. If you want employees to be friendly, upbeat and engaged, you have to be friendly, upbeat, and engaged. Lead with your body language and tone.
2. Make a connection with everyone in the room. Some people have a habit of starting meetings by reading the agenda. Everyone else tilts their heads down to follow along, not making eye contact and certainly not connecting. The point of meeting face-to-face is to, well, meet face-to-face.
Make it a priority to build and maintain rapport so you can foster collaboration. Reading an agenda shouldn't be your meeting opener. It doesn't have to be a long monologue, just a few sentences about why everyone is together and what you hope to accomplish to set the tone.
3. Remind everyone of your greater mission. Don't get so focused on the minutia of a meeting that you forget to step back and see the big picture. Remind everyone they are working towards a higher purpose and not just clocking meeting minutes. How does this meeting fit into the overall vision? How will this help the company? How will it benefit the team? How will the discussion move things forward? You will get more engagement if everyone sees the bigger picture.
4. Provide action steps. Before everyone scatters to their next appointment, make sure they know their next action steps. Rather than delegating or reading off who is in charge of doing what, ask everyone in the room to say a few words about what they are personally responsible for. This helps make sure everyone is on the same page and gives you an opportunity to listen and observe. Pay attention to what they say and how they say it. Have they "bought in" to the idea? Is their body language congruent with what they are saying? This is your chance to do some preemptive damage control.
You miss out on such valuable information when you dictate the do-to list at the end of the meeting.
5. Acknowledge successes. Recognition is an important part of building a positive culture. It's easy to get caught up with deadlines and think there will be high-fives and group hugs when everything is done, but that rarely happens. Once one item is complete, another is right around the corner. 
Recognition and praise should be on your mental checklist for every meeting. You can always find somebody doing something right. Just mention it. Saying, "I'm loving the go-get-'em attitude Janice!" or "Thank you for your thoughtful contributions today Charlie," can really go a long way. It's important to leave the meeting on a positive note.
6. Start where you began. Just as you prepare your opening remarks to create connection among the group, you should end in the same manner. Have an idea of what you're going to say at the end of the meeting. Ideally, your closing remarks would mirror your opening remarks. Reinforce the


Read more: http://www.msemeetingrooms.co.uk/APBlog/
                    http://www.msemeetingrooms.co.uk


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Friday 25 October 2013

The Most Effective Training Techniques by Training Today

  • What are your training goals for this session?
    • New skills
    • New techniques for old skills
    • Better workplace behavior
    • A safer workplace
    • A fair and equal workplace free of discrimination and harassment
  • Who is being trained?
    • New employees
    • Seasoned employees
    • Upper management
  • What is your training budget?
  • How much time has been allocated for training within your organization?
  • What training resources and materials do you have at your disposal?
Your answers to these questions begin the narrowing process for your training choices. Now let’s examine those training methods, their pros and cons, and where they best fit in a training program.

The Choices

Even with the many technological advances in the training industry, traditional formats remain viable and effective.

Classroom or Instructor-Led Training

Instructor-led training remains one of the most popular training techniques for trainers. There are many types including:
  • Blackboard or whiteboard. This may be the most “old-fashioned” method, but it can still be effective, especially if you invite trainees to write on the board or ask for feedback that you write on the board.
  • Overhead projector. This method is increasingly being replaced with PowerPoint presentations, which are less manually demanding, but overheads do allow you to write on them and customize presentations easily on the spot. 
  • Video portion. Lectures can be broken up with video portions that explain sections of the training topic or that present case studies for discussion.
  • PowerPoint® presentation. Presentation software is used to create customized group training sessions that are led by an instructor. Training materials are provided on CDROM and displayed on a large screen for any number of trainees. Employees can also use the programs individually, which allows for easy make-up sessions for employees who miss the group session. This method is one of the most popular lecture methods and can be combined with handouts and other interactive methods. [See page 37 for PowerPoint presentation tips.]
  • Storytelling. Stories can be used as examples of right and wrong ways to perform skills with the outcome of each way described. This method is most effective with debriefing questions, such as:
    • How does this story relate to training?
    • How did the main character’s choices make you feel?
    • What assumptions did you make throughout the story? Were they correct?
    • What would you have done differently?
    This technique makes communication easier since it is nonthreatening with no one right answer. It is cost effective, especially if trainers have their own stories to tell. Stories can also make sessions more personal if they involve people trainees know. You can also find many training stories online.

    MSE Meeting rooms is the most suitable place with its central location and great modern venues where you can effectively deliver your trainings. Any lay out will be set for you according to your inquiries.
    Use MSE meeting and training rooms London weither you want a classroom or instructor led training.
Advantages
  • Instructor-led classroom training is an efficient method for presenting a large body of material to large or small groups of employees.
  • It is a personal, face-to-face type of training as opposed to computer-based training and other methods we will discuss later.
  • It ensures that everyone gets the same information at the same time.
  • t is cost-effective, especially when not outsourced to guest speakers.
  • Storytelling grabs people’s attention.
Disadvantages
  • Sometimes it is not interactive.
  • Too much of the success of the training depends on the effectiveness of the lecturer.
  • Scheduling classroom sessions for large numbers of trainees can be difficult—especially when trainees are at multiple locations.
You can use lectures effectively by making sure your audience is engaged throughout the session. Here are several ways to achieve this:
  • Train your trainers in the art and science of public speaking.
  • Give your trainers the materials they need.
  • Use with interactive methods.

Interactive Methods

There are many ways that you can break up training sessions and keep trainees attentive and involved, including:
  • Quizzes. For long, complicated training, stop periodically to administer brief quizzes on information presented to that point. You can also begin sessions with a prequiz and let participants know there will also be a follow-up quiz. Trainees will stay engaged in order to improve their prequiz scores on the final quiz. Further motivate participants by offering awards to the highest scorers or the most improved scores.
  • Small group discussions. Break the participants down into small groups and give them case studies or work situations to discuss or solve. This is a good way for knowledgeable veteran employees to pass on their experience to newer employees.
  • Case studies. Adults tend to bring a problem-oriented way of thinking to workplace training. Case studies are an excellent way to capitalize on this type of adult learning. By analyzing real job-related situations, employees can learn how to handle similar situations. They can also see how various elements of a job work together to create problems as well as solutions.
  • Active summaries. Create small groups and have them choose a leader. Ask them to summarize the lecture’s major points and have each team leader present the summaries to the class. Read aloud a prewritten summary and compare this with participants’ impressions.
  • Q & A sessions. Informal question-and-answer sessions are most effective with small groups and for updating skills rather than teaching new skills. For example, some changes in departmental procedure might easily be handled by a short explanation by the supervisor, followed by a question-and-answer period and a discussion period.
  • Question cards. During the lecture, ask participants to write questions on the subject matter. Collect them and conduct a quiz/review session.
  • Role-playing. By assuming roles and acting out situations that might occur in the workplace, employees learn how to handle various situations before they face them on the job. Role-playing is an excellent training technique for many interpersonal skills, such as customer service, interviewing, and supervising.
  • Participant control. Create a subject menu of what will be covered. Ask participants to review it and pick items they want to know more about. Call on a participant to identify his or her choice. Cover that topic and move on to the next participant.
  • Demonstrations. Whenever possible, bring tools or equipment that are part of the training topic and demonstrate the steps being taught or the processes being adopted.
  • Other activities.
    • Create a personal action plan
    • Raise arguments to issues in the lecture
    • Paraphrase important or complex points in the lecture
Advantages
  • Interactive sessions keep trainees engaged in the training, which makes them more receptive to the new information.
  • They make training more fun and enjoyable.
  • They provide ways for veteran employees to pass on knowledge and experience to newer employees.
  • They can provide in-session feedback to trainers on how well trainees are learning.
Disadvantages
  • Interactive sessions can take longer because activities, such as taking quizzes or breaking into small groups, are time-consuming.
  • Some methods, such as participant control, can be less structured, and trainers will need to make sure that all necessary information is covered.

Hands-On Training

Experiential, or hands-on, training, offers several more effective techniques for teaching employees, including:
  • Cross-training. This method allows employees to experience other jobs, which not only enhances employee skills but also gives companies the benefit of having employees who can perform more than one job. Cross-training also gives employees a better appreciation of what co-workers do and how their own jobs fit in with the work of others to achieve company goals.
  • Demonstrations. Demonstrations are attention-grabbers. They are an excellent way to teach employees to use new equipment or to teach the steps in a new process. They are also effective in teaching safety skills. Combined with the opportunity for questions and answers, this is a powerful, engaging form of training.
  • Coaching. The goal of job coaching is to improve an employee’s performance. Coaching focuses on the individual needs of an employee and is generally less formal than other kinds of training. There are usually no set training sessions. A manager, supervisor, or veteran employee serves as the coach. He or she gets together with the employee being coached when time allows and works with this employee to:
    • Answer questions
    • Suggest more effective strategies
    • Correct errors
    • Guide toward goals
    • Give support and encouragement
    • Provide knowledgeable feedback
  • Apprenticeships. Apprenticeships give employers the opportunity to shape inexperienced workers to fit existing and future jobs. These programs give young workers the opportunity to learn a trade or profession and earn a modest income. Apprenticeship combines supervised training on the job with classroom instruction in a formal, structured program that can last for a year or more.
  • Drills. Drilling is a good way for employees to practice skills. Evacuation drills are effective when training emergency preparedness, for example.
Advantages
  • Hands-on training methods are effective for training in new procedures and new equipment.
  • They are immediately applicable to trainees’ jobs.
  • They allow trainers to immediately determine whether a trainee has learned the new skill or procedure.
Disadvantages
  • They are not good for large groups if you do not have enough equipment or machines for everyone to use.
  • Personal coaching can be disruptive to the coach’s productivity.
  • Apprenticeship can be expensive for companies paying for employees who are being trained on the job and are not yet as productive as regular employees.

Computer-Based Training (CBT)

Computer-based training is becoming increasingly prevalent as technology becomes more widespread and easy to use. Though traditional forms of training are not likely to be replaced completely by technological solutions, they will most likely be enhanced by them. Human interaction will always remain a key component of workplace training.
Nonetheless, it is a good idea to look more closely at what training technologies have to offer and how they might be used to supplement existing training programs or used when developing new ones. Computer-based training formats vary from the simplest text-only programs to highly sophisticated multimedia programs to virtual reality. Consider the following types:
  • Text-only. The simplest computer-based training programs offer self-paced training in a text-only format. These programs are similar to print-based, individualized training modules with the addition, in most cases, of interactive features. While simple in format, these programs can be highly effective and present complicated information and concepts in a comprehensible and easily accessible way.
  • CD-ROM. A wide variety of off-the-shelf training programs covering a broad range of workplace topics are available on CD-ROM. Programs can also be created by training consultants for the specific needs of the particular organization or individual departments.
  • Multimedia. These training materials are an advanced form of computer-based training. They are much more sophisticated than the original text-only programs. In addition to text, they provide stimulating graphics, audio, animation, and/or video. Multimedia tends to be more provocative and challenging and, therefore, more stimulating to the adult mind. Although costs are higher than text-only software, the benefits in terms of employee learning may well be worth it. Multimedia training materials are typically found in DVD format.
  • Virtual reality. Virtual reality is three-dimensional and interactive, immersing the trainee in a learning experience. Most virtual reality training programs take the form of simulation, which is a highly effective form of training. It is hands-on experience without the risks of actual performance. Flight simulators, for example, have been used successfully for years to train airline and military pilots in critical flying skills, as well as to prepare them for emergency situations in a safe and forgiving environment.
Advantages
  • Computer-based training programs are easy to use.
  • They can often be customized or custom designed.
  • They are good for helping employees develop and practice new skills.
  • They are useful for refresher training. They are applicable to self-directed learning.
  • They can be cost-effective because the same equipment and program can be used by large numbers of employees.
  • They are flexible because trainees can learn at their own pace and at a time that’s convenient for them. Computer-based programs are available 24 hours a day, 7 days a week. No matter which shift an employee works, training is always available.
  • Some programs are interactive, requiring trainees to answer questions, make choices, and experience the consequences of those choices. This interaction generally results in greater comprehension and retention.
  • They are uniform, which makes it possible to standardize training.
  • They are measurable. When computers are used for training, it is possible to track what each employee has learned right on the computer. Most programs have post-tests to determine whether the employee has understood the training. Test scores give trainers statistics for training evaluations.
Disadvantages
  • These programs require trainees to be computer literate.
  • They require trainees to have computer access.
  • There is little or no interaction with a trainer; if trainees have questions, there’s no one to ask.
  • These programs are not effective at teaching “soft-skills,” such as customer service, sales, or sensitivity training.
  • They are not the best choice for new or one-time training. Trainers need live interaction to ensure new skills or concepts are being communicated. Trainees need to be able to ask questions and receive feedback.
  • Some poorly designed programs are “boring” and result in trainees having a poor retention rate of the material as well as a low finish rate.

Online or E-Learning

In addition to computer-based training, many companies with employees in a variety of locations across the country are relying on other technologies to deliver training. According to the ASTD “State of the Industry” report, companies are using a record level of e-learning, and ASTD predicts that number will continue to rise. This method is becoming more and more popular as access to the Web becomes more widely available. Some examples include:
  • Web-based training. This method puts computer-based training modules onto the Web, which companies can then make available to their employees either on the company’s intranet or on a section of the vendor’s website that is set up for your company. There are many courses available on the Internet in many different topic areas. These courses provide a hands-on, interactive way for employees to work through training presentations that are similar to CD-ROM or PowerPoint, on their own. Training materials are standardized because all trainees will use the same program. Materials are also easy to update, so your training is always in step with your industry. Web-based training programs are also often linked with software (a learning management system, or LMS) that makes trainees’ progress trackable, which makes recordkeeping very easy for the training administrator.
  • Tele- or videoconferencing. These methods allow the trainer to be in one location and trainees to be scattered in several locations. Participants are networked into the central location and can usually ask questions of the trainer via the telephone or by a webchat feature. Lectures and demonstrations can be effective using this method.
  • Audioconferencing. This method is similar to videoconferencing but involves audio only. Participants dial in at the scheduled meeting time and hear speakers present their training. Question and answer sessions are frequently held at the end of sessions in which participants can email questions or call in and talk to a presenter.
  • Web meetings, or webinars. This method contains audio and visual components. Participants dial in to receive live audio training and also follow visual material that appears on their computer screens. These presentations are similar to CD-ROM or PowerPoint presentations and sometimes offer minimal online interactivity. Q & A sessions may also be held at the end of sessions.
  • Online colleges and universities. This method is also known as distance learning, and many schools now offer certificates or degrees through online programs that require only minimal on-campus residency.
  • Collaborative document preparation. This method requires participants to be linked on the same network. It can be used with coaches and trainees to teach writing reports and technical documents.
  • E-mail. You can use e-mail to promote or enhance training. Send reminders for upcoming training. Solicit follow-up questions for trainers and/or managers. Conduct training evaluations through e-mail forms.
Advantages
  • Online or e-learning programs are effective for training across multiple locations.
  • They save the company money on travel expenses.
  • They can be a less expensive way to get training from expert industry professionals and consultants from outside the company.
  • They are useful for refresher training.
  • They are good for self-directed learning.
  • They can be easy to update with new company policies or procedures, federal regulations, and compliance issues.
  • They offer trainers a growing array of choices for matching training programs to employee knowledge and skill levels.
Disadvantages
  • These programs require trainees to be computer literate.
  • They are usually generic and not customized to your company’s needs.
  • Some employees may not like the impersonal nature of this training.
  • Employees may be too intimidated by the technology or the remoteness of the trainer to ask questions.
  • Lack of computer terminals or insufficient online time may restrict or preclude access to training.
  • Inadequate or outdated hardware devices (e.g., sound cards, graphics accelerators, and local area networks) can cause programs to malfunction.
  • Your company’s Internet servers may not have enough bandwidth to receive the materials.
  • Self-instruction offers limited opportunities to receive context-specific expert advice or timely response to questions

How to Use a Blended Learning Approach

Blended learning is a commonsense concept that results in great learning success. The blended learning approach is simply acknowledging that one size doesn’t fit all when it comes to training. In a nutshell, blended learning means using more than one training method to train on one subject. Here are several good reasons to use a blended learning approach:
  • A University of Tennessee study showed that a blended learning program reduced both the time and the cost of training by more than 50 percent.
  • The same study showed a 10 percent improved result in learning outcomes compared with traditional training.
  • Learning experts believe that a big advantage of blended learning is that it more closely replicates how people actually learn on the job, through experience and interaction with co-workers.
This approach works well because the variety of approaches keeps trainers and trainees engaged in training. Blended learning simply makes a lot of sense. Consider the many factors that affect training:
  • Subject matter
  • Audience make-up
  • Types of learners
  • Budget considerations
  • Space constraints
  • Compliance issues
Any or all of these considerations affect your choices for training and may even necessitate that you use a blended learning approach. Chances are you already use this method perhaps without even realizing it. Have you ever:
  • Used a PowerPoint training session and incorporated written quizzes, small group discussions, and role plays at various points in the training?
  • Broken a complex subject into parts and used a different training method to teach each section or step?
  • Used a live trainer with hands-on demonstrations for initial training and a CD-ROM or online course for refresher training?
If you have done any of the above methods, you are already using a blended learning approach. Here’s how to plan a blended learning training program.
Once you’ve identified training needs, answer these questions about each situation:
  • What are the training conditions?
  • Do you have a classroom? How many people will it hold?
  • How many computers do you have access to?
  • What resources are available?
  • What are the characteristics of the training content? Is it soft or hard?
  • Who is your target audience?
  • What are its demographics?
  • How many languages do you need to accommodate? Which ones?
  • How many employees need this training?
  • How quickly do you need to accomplish this training?

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Your answers will direct you to the optimal delivery method. However time consuming this process may seem, blended learning offers trainees a well-planned session that is custom-designed for them, the subject, and the learning environment. In the long run, blended learning saves time and money since this training process is an efficient use of resources to help employees develop sufficient levels of knowledge retention.
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