For our group assignment, we had to research the topic of blended learning and write a wiki about it. Among many things, a predominant thing that i discovered from this exercise was that we have been using blended learning strategies for quite some time now, even though it hasn’t been called blended learning. From my research, i have learnt that blended learning is the effective combination of e-learning and traditional, classroom based learning. Here at UTS, as well as our lectures and tutorials, we are required to use the UTS online website to gain access to lecture notes, articles relating to certain topics we learn about in class, and to occasionally have group discussions and online debates. It is also a place where we occasionally submit assignments online.  Even at work, they are thinking of implementing what i think is their idea of a blended learning strategy. As my job is largely practical, and there are many skills and processes involved, we are required to undertake numerous training programs and seminars, focusing the development and implementation of these processes. To reinforce the content of these programs and seminars, we are provided with hard copies of the content covered during these programs, as well as them being displayed around the store.

However now, in order to reduce the time and cost of having to attend regular training courses, to freshen up our skills and knowledge, the company is considering posting up the information online, and through the use of technology, provide all stores/employees with access to online training course. This would involve watching a demonstration of the processes as well as written instructions on how to complete the processes. I think this is a splendid idea. As we are a hospitality/food/retail based store, it would also save on the cost of food and energy being wasted for the various demonstrations. As it is technological based, it also means that we, the employees, will be able to re-watch the training videos, and then practice our techniques.  Whether or not the company ultimately decides to implement this ‘blended learning strategy’ is up to the final decision of the HR department in conjunction with the senior executives of the company. And as i read numerously, in order for a blended learning strategy to be effective, it must have the full support of the senior management team, and the employees.

Upon first reading, and maybe still now, the concept of blended learning seems so simple- combine e-learning with classroom based learning. But i suppose if it were really that simple, everyone would be using them. Companies such as Marsh Incorporated say the key to blended learning success is to customise it to your organization, its mission statement, its strategic objectives and the organizational culture. It’s no use using a ‘off-the-shelf’ approach as the likelihood of it succeeding is minimal. I believe that blended learning will not be just another fad in the business world, but will soon become a normal business process, modified in accordance with the technological advancements that are likely to occur, and the internal and external factors impacting upon the organization.  

Blended Learning: Another Fad?

 Over the past few years, the term ‘blended learning’ has become a buzzword in the corporate business world as companies face the “war for talent”, and the growing need to recruit and retain highly competent and motivated employees. With increasing globalisation and technological advancements, organisations are aware of the range of choices available to employees who are dissatisfied with their current employment. Many surveys have shown that a factor highly considered by employees, in regard to their loyalty to a company, is the degree of career development offered by the organization. This attribute has been linked to factors such as job satisfaction, employee loyalty, increased skills, competence, and motivation, and a subsequent increase in organizational success.  

The concept of blended learning is one method that companies can utilize to succeed in this war for talent, and its request for career development opportunities for employees. Blended learning has been described as learning “ that is facilitated by the effective combination of different modes of delivery, models of teaching and styles of learning, and founded on transparent communication amongst all parties involved with a course” (Draffan and Rainger 2006) Taking into account the preferred learning styles and situations of employees, organizations can implement a blended learning strategy to offer program participants with a relevant curriculum while meeting the personal needs of participants. The blended learning strategy is advantageous in this sense as by offering participants with a mix of online and offline learning opportunities within a program, participants are offered a choice of learning methodologies that best suits their preferences, styles and schedule (Kim and Choi 2004) 

However, with the increased attention on the blended learning strategy, a key issue to address is whether the concept of blended learning is another fad in the business world, or a strategy that will be utilised to a degree where it becomes a prioritised business strategy adopted by companies worldwide. Many companies, such as the British Broadcasting Corporation (BBC), Hyundai Motor Company (HMC) and Marsh Incorporated have implemented blended learning strategies with positive results for program developers, participants and subsequently the company itself. A study of these case studies does reveal that the blended learning strategy offers both positive and negative implications, and also supports the notion that blended learning may not be a fad but a long-term business strategy.  

The Hyundai Motor Company relaunched their Future Global Leaders Program in 2003 using the blended learning approach. Upon completion of the initial Future Global Leaders Program in 2002, the company decided to undertake a feedback process, using surveys and focal group interviews, to gain a participant view of the strengths and weaknesses of the program. Among other suggestions, there was a common call for the program to be made more flexible and time efficient as many found it difficult to create a balance between their daily lives and the program, which involved attending weekly classes on Friday and Saturdays at local universities around Korea.

The company responded by teaming up with Educasia, a corporate training firm, to establish a blended learning based program. The final result saw an increase in the number of training hours undertaken by participants, increasing from 300 to 400 hours, and because some of the theoretical, background knowledge of the program was now addressed through the online segment of the program, the offline, or traditional classroom based segment were modified to focus on more richer learning activities and projects, something that was distinguished through the feedback process.  

Marsh Incorporated is another example of how the concept of blended learning is being implemented by organisations as a corporate strategy, while simultaneously addressing the increasing globalisation and technological demands. As one of the world’s leading “risk specialists”, Marsh prides itself on providing customers with risk-insurance services. In 2003, it decided to implement a global personnel development strategy, to be based on a balanced-scorecard performance management system. With over 36 000 employees worldwide, Marsh Incorporated knew that rolling out such a strategy on a global basis would be challenging, and requite consistent communication and comprehensive training through the process and within the organization. In order for the program to be successful, Marsh Inc would have to provide consistent training to all 36 000 employees, in 400 offices located in 100 countries, and with such a globally diverse workforce, the training materials must be delivered in English, French, German, Italian, Spanish and Dutch (Lawton 2003)  

When many organizations talk about blended learning, they are often paying lip service to the concept, by patching together generalised off-the-shelf e-learning courses with standard classroom based training. Recognising the challenge they faced in terms of their global workforce, Marsh decided to implement what it called a “robust blend for results” to meet the needs of all employees and to avoid a generic blended learning program. This means that learners start with online e-learning modules. This is followed by a self-assessment, which is then followed by a two-day classroom-based workshop. To ensure employees are able to implement theory into practice, experimental learning in the workplace is integrated within the program, with constant feedback and assistance provided to participants, when necessary.  Since its introduction to in 2002, the company have commented on it success, and as a result, have decided to continue offering it to the company’s employees (Lawton 2003) 

Blended learning has become the norm in many large enterprises as a method of delivering training to large, diverse employee populations. This trend is driven in large part by the need to deliver more kinds of training to more employees in more places-within existing training budgets (Baldwin-Evans 2006) Many have argued that there are both advantages and disadvantages to blended learning. While blended learning can provide benefits such as flexibility in course completion and meet the differing needs and learning preferences of program participants, a common argument is that it can cause social isolation, which can have detrimental effects on the learner’s psychological health and their motivation. However, with the integration of traditional classroom based learning situations and e-learning experiences, this concern can be overcome.

An analysis of case studies of organisations who have implemented blended learning programs, whether successful or not, supports the arguments that the concept of blended learning can be both advantageous and disadvantageous. However, with the continual advancement of technology and rapid globalisation of many organizations, the concept of blended learning is becoming an increasingly popular method to cope with the demands of today’s global and technological society, and the differing needs of employees. While the concept of blended learning may presently be seen as another fad in organizational training and development, the success it has provided many organizations may eventually see it become a compulsory process conducted by organizations.  

References

 Baldwin-Evans, K. 2006, ‘Blended Learning: the what, where, when and how’,Training and Management Development Methods, vol.20, no.3, pp.353-367

 Draffan, E.A. & Rainger, P. 2006, ‘A model for the identification of challenges to blended learning’, ALT-J Research in Learning Technology, vol.14, no.1, pp.55-67 

Lawton, J. 2003, ‘Blended-learning programme for Marsh reaches 36, 000 employees worldwide’, Training and Management Development Methods, 2003, vol.17, no.4, p.515 

Kim, D.M. & Choi, C. 2004, ‘Developing future leaders at Hyundai Motor Company through blended learning’, Industrial and Commercial Training, vol.36, no. 7, pp.286-290 

I forgot to mention this in the last blog. During the last class (27th August 2007) we had a debate. The class was divided into two groups, representing the affirmative and negative, and the topic of the debate was the advantages and disadvantages of e-learning. Each side came up with very good ideas.

The arguments of the affirmative were that it is cost-effective, provides the learner with flexible learning arrangements in that they can access the e-learning program any time any where. This increases the chances of achieving a work-life balance, especially for those living in rural locations or those who have families. They also argued that it was beneficial for the environment as it saved on the costs of papers and energy used during classes.

The negative argued that there was an increased chance of privacy issues being breached, it eliminated the social aspects of physically attending learning experiences,  not all people suit technology and there is an increased chance of conditions such as R.S.I

In my opinion, e-learning can be a good and a bad thing. I enjoy the fact that it uses the emerging technologies, and it also gives the learner flexibility. This includes handing in assignments online, which saves time and money spent on travelling to university.

However, i enjoy the social aspect of university, and at times, enjoy the treck to the city. I am more accustomed to the traditional methods of learning, with the teacher preaching and the students learning. I also fear the privacy issues; of people having access to my work, or an increased access to my files. I sometimes do tire of the computer as well.

So in order to have a memorable and effective learning experience, I believe both theory based and e-learning experiences should be included. Get the best of both worlds!