Combining different methods in a coherent pathway to develop skills.

Training engineering involves asking what system should be put in place to enable the learner to acquire new skills (knowledge, know-how, interpersonal skills) and use them in a work situation. The first 3 tools in this pack will help trainers to structure their engineering, and the following tools will help them to discover several methods.

A growing palette

With the “Avenir professionnel” law, the notion of training action has been broadened; it is defined as an “educational pathway leading to a professional objective”, and encompasses all kinds of learning methods, whether face-to-face, distance learning or on-the-job. New systems will be devised that include 6 levers of effectiveness: support, meaning, co-construction, flexibility, community and pleasure.

For the “architect” trainer, designing training engineering therefore means identifying and combining these different methods in a coherent way to achieve a specific goal.

Modular, long-term courses with support:

Acquiring new skills takes time, experience and reflection. The courses are designed to be long-term, combining short courses that are easily accessible from a distance and compatible with professional activity. They are modular. Thanks to the digital revolution, digital makes it possible to vary experiences, sustain attention, generate interactivity and collaboration over time, and individualise courses.

Training is becoming closer and closer to the workplace, as set out in the “70/20/10” model (work by the Centre for Creative Leadership): 70% of learning takes place in the workplace. Effectiveness is enhanced by the support that is an integral part of the learning process: from the manager, from peers, from the trainer-tutor, etc.

Today’s training designer is faced with this choice of methods: his talent lies in combining them to diversify the range of situations on offer in order to stimulate learning and the commitment of learners to their training.