What we do
Our blended learning approach
If you’re not directly involved with Learning and Development (L&D) you might be forgiven for thinking that blended learning is a revolutionary new concept, but that’s not quite the case.
It’s actually a case of technology now catching up and allowing L&D experts to prove what many already suspected; that we learn more effectively when presented with a blend of different learning activities, which can be returned to when needed.
Changing the way we learn
Traditionally, learning was either face-to-face or online - the two rarely came together. Many other L&D providers still operate along these lines, providing quite separate face-to-face and digital learning activities. In fact, few providers offer a fully blended learning experience like KPMG does. Blended learning brings together different types of learning activities – online tutorials, assessments, discussion groups etc. and different delivery channels; both digital and face-to-face. This allows us to accommodate the range of different learning styles - driven by demographic factors and academic backgrounds - that are present in any learning audience. There are occasions when digital learning alone will deliver what is required; raising awareness of a topic or delivering a very specific skill, for example. However, there are other times when face-to-face, social learning is essential, providing the opportunity to reflect on and practice new skills. The size and nature of the target audience is a significant factor within the learning design, helping determine the best blend of learning activities.
Engage - Focus - Embed
Blended learning can be deployed in many different ways. The approach that we take follows a three step process of engage, focus and embed. Firstly, we engage the learner, sparking their curiosity and introducing them to the fundamentals of a topic with a range of digital learning activities. These could be tutorials, videos, case studies or quizzes. We then focus further on the topic, often in a short, sharp burst of face-to-face learning. We then embed the learning through a series of follow-on activities back in the workplace, such as action plans, self-assessments and peer group discussions. And this is where the learner’s manager is heavily involved. Making him or her an active participant in the L&D process is crucial for the learning to have a lasting effect. Throughout the whole process, the learner remains in control - picking and choosing what they learn and when, slotting it in and around their daily work commitments.
The transfer of knowledge
With a blended learning approach, you can access training resources outside of scheduled face-to-face workshops. Featuring multiple learning channels and media formats, this approach will have something for everyone, regardless of their preferred learning style. Combining different learning activities in this way means that you are more likely to transfer what you have learned back into the workplace. This is a critical part of delivering sustainable behavioural change through an organisation’s workforce. Without the opportunity to practice, receive feedback and reflect on how your behaviour has changed, the chances of newly acquired knowledge being transferred back to the workplace are much diminished. Linked to this is the importance we place on creating and maintaining communities of interest. These allow learners to network and socialise with their peers, to continue to acquire and share knowledge. This brings together learners who are like-minded in their desire to develop similar skills. However, the fact that these learners are unlikely to all think alike, or to have similar learning backgrounds, is another component in promoting a more diverse learning culture.
A new world of social learning
This is where today’s face-to-face learning is so different to what went before. Traditionally instructional and teacher-led, this was not a social interaction. Instead, it was knowledge being ‘transmitted’ into a classroom. We believe that learning needs to be experiential; something that is real to people and that they can apply on a day to day basis. That’s why, today, in place of teachers and lecturers, we have facilitators leading discussions on what has already been learned digitally. Most importantly, these sessions now become a safe place in which to practice new skills and try out new ideas.
Our learning philosophy
Learn more about how our public sector curriculum is designed to deliver the skills, competencies, knowledge and behaviours required now and for the next 5-10 years.
Investments in L&D must deliver improvements in the workforce but they must also be aligned with business strategy. Learn more about how we work collaboratively with organisations to meet these expectations.