6.6 Web-Based Learning

Web-based training delivery has several labels: e-learning, Internet-based, computer-based, or technology-based learning. Regardless of the terminology used, any web-based training involves the use of technology to facilitate training. There are two types of web-based learning.

• Synchronous learning uses instructor-led facilitation. The participants are in the same place at the same time. The trainer and participants are in the same place, together. It could be in a physical classroom or an online classroom. It is in “real time.” Immediate feedback is offered, and is engaging for participants. There could be a sense of belonging and community among the learners. Yet, it requires a space, and scheduling if across time zones can be problematic.
• Asynchronous learning is self-directed and no instructor facilitating the course. The participant learns at their own place and on their own time. It is more flexible than synchronous trainer, learners can spend more time researching and integrating the materials. Asynchronous training allows for more participants to be enrolled in the training (Stanford Graduate School of Education, n.d.)

Hybrid learning is a blend of both synchronous and asynchronous training. Some would suggest this is the best way to train offering participants the best of both training methods.

There are several advantages to web-based training. First, it is available on-demand, does not require travel, and can be cost-efficient. However, disadvantages might include an impersonal aspect to the training and limited bandwidth or technology capabilities.

Web-based training delivery lends itself well to certain training topics. For example, this might be an appropriate delivery method for safety training, technical training, quality training, and professional training. However, for some training, such as soft-skills training, job skills training, managerial training, and team training, more personalized methods may be better for delivery.

However, there are many different platforms that lend themselves to an interactive approach to training, such as Sun Microsystems’ Social Learning eXchange (SLX) training system, which has real-time video and recording capabilities. Hundreds of platforms are available to facilitate web-based training. Some companies use SharePoint, an intranet platform, to store training videos and materials (Microsoft SharePoint, n.d.). Moodle, Blackboard, and Angel (used primarily by higher education institutions) allows human resources managers to create training modules, which can be moderated by a facilitator or managed in a self-paced format.

In terms of web-based delivery, advances in virtual reality have the potential to transform how training is done. Virtual reality allows the training to take place in a simulated environment, reducing costs, and in some cases, reducing the risks associated with learning on the job. Here are two great examples of how virtual reality is used to support training.

This training was designed by a hospital to train emergency room doctors for pediatric emergencies: