User training

System Fundamentals^[1]

Especially for complex systems, the relationship between training and the success of a system is clear. Types of user training include self-instruction, formal classes, remote/online training. The quality of the delivery of user training can affect the rate of implementation of the new system.

Real-world advice[edit]

Sometimes people don't know what they don't know. Face to face classes are probably the highest quality. Obstinate users who do not want to learn are impossible to teach.

We can evaluate different types of training by asking ourselves:

how much money does it cost?
how much time does it take?
how effective is the training?

Evaluating user training[edit]

Method	Advantages	Disadvantages
self-instruction	inexpensive lower time investment very flexible start using the software very quickly	You might not learn everything the product has to offer Users may focus on the absolute minimum You don't have an expert to help you learn the system You learn to use the program the incorrectly
formal classes	provides in-depth knowledge and skills you are learning the everything in the right order you can grasp the concepts you can ask questions highly trained (well-trained) it saves time in the long run formal classes often have marketable certificates	expensive takes a long time, often a full week if you get a bad teacher it might not be effective
remote/online training	the training is bespoke, highly individualized provides in-depth knowledge and skills you are learning the everything in the right order you can grasp the concepts you can ask questions highly trained (well-trained) it saves time in the long run formal classes often have marketable certificates the cost might be lower, as you are not paying for a hotel or flights, just the training	if your internet dies you are going to have a bad day expensive time consuming

Further methods of training:

Method	Advantages	Disadvantages
Instructor-Led Training (ILT)	Direct interaction, real-time feedback.	Costly, time-consuming, scheduling challenges.
eLearning or Online Training	Self-paced, accessibility, multimedia integration.	Limited personal interaction, requires internet access.
Hands-On Workshops	Practical experience, real-world application.	Resource-intensive, may disrupt regular workflow.
On-the-Job Training (OJT)	Learning while performing tasks, immediate relevance.	Informal, may lack structured content.
Simulation and Role-Playing	Mimics real-world scenarios, risk-free practice.	Resource-intensive to develop, may lack real-world feel.
Quick Reference Guides	Convenient, quick access to specific information.	May not cover comprehensive topics, lack interactivity.
Video Tutorials	Visual demonstrations, flexibility in learning pace.	Lack of real-time interaction, may not suit all learning styles.
Peer Training	Knowledge sharing, internal expertise utilization.	Quality may vary, potential for misinformation.
Documentation and Manuals	Comprehensive reference, suitable for self-paced learning.	May be perceived as dry, not everyone reads manuals.
Webinars	Expert-led sessions, real-time interaction.	Scheduling challenges, limited audience participation.
Gamification	Engaging and enjoyable, promotes competition.	May distract from learning objectives if not well-designed.
Blended Learning	Holistic learning experience, catering to varied needs.	Coordination challenges, potential redundancy.
Mobile Learning (M-Learning)	Accessible on the go, convenient for remote users.	Device compatibility issues, potential distractions.
Self-Paced Learning	Flexibility in learning pace, accommodates varied schedules.	Limited interaction, potential for procrastination.
Podcasts and Audio Training	Suitable for auditory learners, convenient for multitasking.	Lack of visual elements, may not suit all learning preferences.

Standards[edit]

Evaluate different methods of delivering user training.

References[edit]

↑ http://www.flaticon.com/

[1] ttp://www.flaticon.com/

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