MADISON, Wis. (4/3/13)--Among the critical factors for the success of a blended learning program is buy-in from all levels of the credit union, according to a new white paper from the CUNA HR/TD Council.
"Finding the Right Blend: Learning Solutions for Credit Unions," includes research on the effectiveness of blended learning when compared with face-to-face, instructor-led training and with online learning. In the paper, credit union professionals weigh in on why blended learning works best for their organizations and offer suggestions on how to develop effective blended training programs.
Blended learning is commonly defined as education that combines face-to-face classroom methods with computer-mediated activities. Two-way communication with all stakeholders is critical for the success of a blending learning program, according the paper.
At Sioux Falls (S.D.) FCU, continuous learning is communicated as a priority on employees' first day, said Don Vaughn, training and development specialist for the $200 million asset credit union. "We tell all new employees that training is mandatory, that 'we are investing in you to help you become the best you can become,'" Vaughn said.
"All of our managers, including our CEO, participate in the training program, so all employees see the importance of training," Vaughn added. "It has become a part of our culture."
The credit union works hard to meet specific goals, including:
Keep the training relevant to employees' job roles;
Provide follow-up coaching from supervisors;
Apply proven adult learning theory components; and
Incorporate fun activities.
To download the paper, use the link.