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How Training Delivery Shapes Global Programs: Finding the Right Mix for Maximum Impact

Training delivery offers a multifaceted approach to equipping employees with the knowledge and skills they need to remain competitive. By researching the diverse array of training delivery options available to you, your organization can determine the best approach for your learning needs. If your company lacks the resources necessary to manage your global training in-house, outsourcing can provide you with the support you need to make your program a success.

What Is Training Delivery?

At its simplest, training delivery is a broad term to describe the ways in which an organization presents learning to its employees. This encompasses their entire Learning & Development (L&D) process, including the methods and technologies used within the enterprise.

A second, but equally important, part of training delivery involves the field of instructor resourcing. Instructor resourcing is a service that provides a pool of instructors and manages the logistics and administration of live classes, whether in-person or virtual. For example, one of our clients recently launched an enterprise-wide DEI program comprising 600 sessions that need to be completed within nine months. We helped the client locate additional instructors to manage and implement this training, matched the instructors to the organization’s needs, and handled all additional training, certification, and onboarding.

Training Delivery Methods in the Workplace

There are a variety of training delivery methods, and each has its strengths and weaknesses. When evaluating which training delivery method to use, it is important to consider a variety of factors including the audience, subject matter, and level of complexity. Below are some of the most common training delivery methods that organizations use today.

Digital tools have redefined what is possible in the world of L&D and have helped to support the idea of blending different training delivery methods into the learning program. When used together in a meaningful learning journey, learning programs can excel by introducing, demonstrating, and reinforcing knowledge and skills over time, all while creating a cohesive learner experience.

The Advantages of Outsourcing Training Delivery

There are many reasons to consider outsourcing your training delivery initiatives. One of the most common reasons that organizations outsource their training is due to initiatives that require scalability. Many organizations simply do not have the bandwidth to execute a program of this size on their own. One of our clients was facing a difficult hiring target goal that had to be completed by the end of the year. The task was beyond what their delivery team could manage. So, they partnered with us to help augment their team for six months in order to meet their hiring goals.   

Organizations will also outsource training delivery when they roll out initiatives that require certain skill sets or expertise that currently does not exist within their group. Organizations find it beneficial to partner with an instructor resourcing firm to fill this need, especially if it is for a temporary or specific period. 

As companies grow and change, their internal L&D resources can become strained or outmoded over time. Outsourcing your training delivery efforts offers many advantages. As an objective entity, a training delivery company can provide your enterprise with a fresh approach to learning. These companies also have access to a wider range of resources, which enables them to create customized training delivery solutions designed for your specific needs.

Integrating Training Delivery into Your Business Strategy

When you are creating or updating a training delivery program, there are a few key concepts to keep in mind. First and foremost, you should aspire to make learning a continuous part of your culture. Think of learning as a continuous journey, rather than a once-a-year event. Taking a continuous approach to learning helps your enterprise remain competitive by upskilling employees continually and gradually over time.

Prioritize the learner experience. Remember, everyone learns differently. When building a program, be sure to prioritize different learners’ needs by adopting a strategy that incorporates a variety of different training delivery methods. 

Learning must be relevant. Learners today face many distractions. If your training delivery efforts do not feel relevant, they will almost certainly fail to engage your audience. Take the time to align with your audience’s needs and focus on how your training will help make their lives easier.   

Learning must be flexible. Training delivery must align with how and when employees can learn. Create programs that can be consumed in small doses over time, and which can be used anywhere at any time. Doing so allows employees to learn during their downtime, instead of having to interrupt crucial work for lengthy training sessions.

Delivering training effectively can be a challenge for any organization with varying teams and regional needs. When the right facilitators deliver a meaningful learning journey for a workforce full of different learning styles, organizations see improvement in productivity and employee morale.

About the Authors

Megan Bridgett
Megan Bridgett, a leader in training and talent development for over a decade, helps organizations implement, optimize, and increase capabilities in their learning management initiatives.

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