Where to Go for Free Learning and Development

When was the last time you took a training course or learned something new that you could apply to your job?  I know budgets are tight and companies are not sending their employees for training, they are not even allowing them to have training internally since we all know that the first cut to be made is the T&D budget. Yet employees still need and want to grow in their professions.

E-learning or electronic learning has taken the place of many campus taught courses and thank goodness employees at least have somewhere to go to keep their saws sharp. However, companies are not always producing content fast enough or updated enough to satisfy the needs of the employees.

Since most people use the internet to search for knowledge, I thought I would do an inquiry about learning.  I found the following free web sites that provide training.  There are more where these came from, but for demonstration purposes these work just fine.

Microsoft Application Training – Free

http://office.microsoft.com/en-us/support/training-FX101782702.aspx

OSHA Training  – Free

http://www.free-training.com/

Computer Training Courses – Free

http://www.intelligentedu.com/cat1.html

I then did a search on “how to repair...” , “Learning a new…”, and “what is….”, I even tried, “where can I find information on….” and was presented with a plethora of information.

It goes without saying that we need to take control of our learning and development.  In the ‘good old days’ you would ask your boss, seek information from a library book or use an encyclopedia.  (When is the last time you even saw an encyclopedia?) We now have the wonderful tool called the internet.  At our finger tips is a wealth of information just waiting for us to click on the URL.

I am sure you already use the internet, but think of it for your training and development as well.  Take a moment to do a search for skills needed in your profession and see what you find.  Then set aside some time to take a training course!  When you are done with the course, share the knowledge with your peers and boss at work.  You will feel great knowing you are on top of your game and your peer and boss will be impressed as well.

(I do not endorse any of the sites provided, although I have taken courses through the Microsoft site, I have not done so with the others.)

Traditional Classroom vs E-Learning

If companies don’t entirely cut their Training and Development budget, they are moving toward an e-learning format.  I would much rather have the e-learning to no development opportunities for employees; however, there are drawbacks that companies should be aware of.  As with any learning, reinforcement is key to changing behaviors.

For many years companies have used e-learning modules for Compliance courses.  You know those courses that most companies have their employees take every year, Harassment, HR Policies and Procedures, etc.  If you have taken these courses in this manner, how much do you remember?  I would wager not much.  The purpose, although good in concept, is to reach as many employees in a short amount of time as possible while staying within employment law.  The trouble being that employees click through these courses in a hurry to finish them and get their name off the hit list.   The courses tend to be dry and rather boring.  Regardless of the valiant attempt by the Instructional Designers to make them interactive, they still are less then desirable to take.  A chore really.

We are seeing more and more courses moving to the same type of format.  I have seen and taken many e-Learning Courses that were well done and had learning reinforcement throughout them.  However, they didn’t leave as much of an impact on me as classroom courses. I guess I truly enjoy the interaction of the other participants and their sharing of Best Practices.  I also liked the personal touch of the trainer in gauging the understanding of the class.  If there was a concept that needed more attention, more time was given, and less in others areas to level out the time allotted. There was also the element of Adult Learning Theories noting that some people are visual, others auditory and other kinesthetic learners.  The e-learning format is able to apply these concepts when a webcam and conference call abilities are added to the course.

I also like the fact when I am facilitating that I know that I have the audiences attention and that they haven’t put me on mute and are talking to their co-workers or their boss who is giving them assignments at the time when they should be in a learning environment.

Bottom line, Training and Development is for the improvement and advancement of employees regardless of whether it is done in a traditional classroom or through e-learning formats.  I just hope companies don’t spend what little money they are allotting to T & D on programs where there is no transference of knowledge that can then be applied to the job function.