Harsh realities

In practice, common sense tells us that the ideal course is ‘C’ shaped (if in doubt, see the picture). It provides the skill and knowledge required for the learner to do their job competently and no more. It doesn’t cover skills that the learner already has. It doesn’t try and teach topics that are un-related to the learner’s job. It fits like a glove. In the real world the idea course is so rare, it should be proclaimed an endangered species.

There are two significant barriers to offering courses that are ‘C’ shaped. The first difficulty comes with learners themselves. They’re all different. Not only do they come with their own existing skillset, which may or may not coincide with the requirements of the job, they also have preferences for certain media and methods, and personal circumstances which dictate when they like to learn and where. In the past we ignored these differences and we sent them all on the same courses regardless. We wasted a lot of time and money, but it was convenient for us and we couldn’t think of anything better.

Is the course dead? The view from the field

A course should fit the learner’s needs, the skills required and their learning style. This is an ideal view that I wish was more acceptable and I hope the technology and innovative methods become available to allow for this to develop. I would really value a course that recognised the exact skills I wanted, delivered them for my learning style and linked me with fellow learners for those areas where there are similarities with other courses.

Cassandra O'Callaghan, Resource Information Service

I see evidence every day of peoples’ individual learning capacities. Everyone learns differently, at different speeds and using different styles. One example of new learning is the European Computer Driving Licence - much like the normal driving licence, it doesn't matter how you learn as long as the criteria are met. The learning method is left to the individual.

Christine Easton, The People’s College, Nottingham

My own recent experiences with training lead me to agree with the idea of "just in time" type training customised for a specific user. Desk visits with one of my major clients have proved to be very popular as they are tailored (after a short chat on the phone with the other person) to that person’s needs. This saves a lot of time and lost productivity in attending a 1-2 day software course that is only 25% useful to the end user.

Dave Stokes, The Fifth Business

What about the interaction between different levels which enables people to understand a subject more broadly and at a deeper level? Some courses and training needs will lend themselves to being tailor-made but some will not.

Debbie Wallis, Academy Internet

It sounds as though it will always be quite expensive, not just in terms of having all the options available to suit everybody but also in discovering what those "right" options are. My concerns are that the technology wouldn't be up to it or the analysis wouldn't be detailed enough. Sounds like another one for the high end of the market.

Donna Wheeler, Happy Computers

I reckon delegates would welcome the idea of "training just for me" but that organisations don't necessarily have the funding, resources or technology available to make this a reality.

Lisa Johnson, Barnados

Even with the introduction of learning objects, individually tailored courses generally cost more to produce and therefore may not have the payback that the "canned" catalogue courses do by appealing to a wider audience. So it is cost that, in my opinion, will be the real driver.

Yvonne Blakeway, e-peopleserve

I think we have generally moved in this direction anyway. Learners now have access to several different types of learning materials which cover the same subject matter, and can choose to study using their own preferred method.

Charles Murray, University of Abertay, Dundee

The second problem comes with the jobs. They won’t stay still. By the time you’ve prepared the training programme, they no longer exist or they’ve changed beyond recognition. New products, new directions, new systems, new responsibilities – all designed to make your job more difficult. You could just plough on regardless and offer the same old courses, but you’d be consigning the training department to death by neglect.