Faced with the rapid evolution of jobs, technologies and skills needs, the vocational training Has become a strategic lever for undertakings and training organizations. But training is not only about transmitting knowledge: it is also about choosing the right training modalities, according to the objectives, the work context and the audiences.
From traditional face-to-face to blended learning, including microlearning, training classifications have never been more numerous, or more customizable.
In this article, let's explore together the formats, trends, and the right choices to make to design an effective training system. And let's see how the LMS platform Didask, thanks to its unique approach and its AI assistant, facilitates the application of the most relevant formulas.
Why do we need to train?
In a context of permanent transformation, vocational training is now emerging as an essential strategic pillar. It allows you to:
- develop the skills of employees and adapt them to the rapid changes in jobs,
- promote their employability over the long term,
- support the transformation of jobs linked to digital transition, AI or sustainability,
- strengthen the overall performance of the organization, by aligning skills with strategic intentions,
- meet legal obligations such as the CPF, skills development plans or certification requirements.
But training is not just a catalog of courses: to have a real impact, it must be relevant, contextualized and engaging. This means designing each training action in connection with the most effective teaching methods: face-to-face, AFEST, microlearning, or even devices integrating AI assistants.
Training today also means investing in a learning experience that gives meaning, is integrated into the work environment, and promotes the rapid application of what has been learned. In short, training is only useful if it is well thought out, well designed... and well experienced.
The types of vocational training
Before choosing, it is worth distinguishing the forms of organizing training.
External training
It is entrusted to an external training organization, in a dedicated location or remotely. It is often used for very specialized or certifying modules.
In-house training
Organized by the company itself, often led by an internal trainer, it makes it possible to transmit knowledge specific to the activity and culture of the company.
The different training modalities
Training modalities refer to formats chosen to organize the apprenticeship: place, temporality, interactions, tools, educational resources. Here are the main ones.
In person
This is the most traditional modality: learners move into a training room, with a trainer.
Benefits : physical presence promotes exchanges, interactivity and immediate engagement. It is an ideal format for practical activities, scenarios or training requiring strong support from the trainer.
Disadvantages : not very flexible, logistical costs, not always adapted to the individualization of routes.
For whom/when? Perfect for field teams or technical training (e.g. professional actions in maintenance or nursing care) requiring a demonstration or live practice.
Remotely
Here, everything happens remotely, using digital tools. Two possible formats:
- Synchronous: by videoconference, virtual classroom, with live animation.
- Asynchronous: online courses, videos, interactive tests carried out independently.
Benefits : great flexibility, accessibility from anywhere, reduction in logistics costs. THE asynchronous allows everyone to progress at their own pace, while synchronous maintains a link in real time with the trainer.
Disadvantages : isolation, need for self-discipline, dependence on connection and digital tools, sometimes difficult to adapt to all profiles.
For whom/when? Recommended for multi-site employees or remote workers, or for short informative training courses (e.g.: GDPR awareness or computer security).
In a work situation — AFEST
THE Workplace Training Action is an innovative modality where learning takes place directly on the workstation, supervised by a tutor.
Benefits : allows concrete and immediately applicable learning, in the real context of work. It promotes the development of skills while respecting the professional rhythm of the learner.
Disadvantages : difficult to standardize, requires solid supervision, rigorous organization and a good involvement of the tutor.
For whom/when? Ideal for employees undergoing internal retraining or to develop skills on a specific position (e.g. integrating a new machine into a production workshop).
In blended learning
Also called hybrid training, this method combines several educational formulas, generally face-to-face and distance courses (synchronous or asynchronous). It makes it possible to take advantage of the advantages of each format to build richer, more personalized and more effective journeys.
Benefits : intelligently combines the benefits of face-to-face and distance courses, by alternating group highlights and personalized sequences. It optimizes memory anchoring, while adapting to the rhythms and constraints of each person.
Disadvantages : requires good coordination of teaching time and solid training engineering.
For whom/when? Perfect for long or certifying courses (e.g. management training) where you want to alternate online theory and collective application.
Are you a company or a training organization?
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Designing and choosing your teaching methods: the art of tailor-made
There is no ideal universal modality. The effectiveness of training depends on a subtle balance between educational intentions, learner profiles, available time and resources.
Adapt to educational goals and target audience
A training course can aim for different goals: acquisition of knowledge, implementation, development of soft skills...
It is crucial to choose the teaching arrangements that will enable them to be achieved effectively.
Example: for technical know-how, AFEST is often more relevant than a simple e-learning module.
Vary the modalities within the same system
One training system may combine several modalities for optimize learner engagement and effectiveness :
- An online educational video to introduce a concept
- An in-person workshop to practice
- An online quiz or module to validate knowledge
Advantages and disadvantages of the different modalities
Each modality has its advantages... and its limits. The challenge is to combine intelligently to reinforce the impact.
Trends and developments: the training of the future (or almost)
Training modalities are evolving rapidly, driven by technology and educational innovation.
Digital learning: because everything is better with “digital” in front
Digital learning includes all training classifications integrating digital tools: LMS, e-learning, interactive videos, virtual classroom, etc.
It is a lever for making vocational training more agile, more accessible and more engaging.
Microlearning: for those who have the attention span of a goldfish
Microlearning is modules very short (3 to 5 minutes), focused on a specific skill.
Perfect for employees who have no time to lose and for gradually entrenching knowledge.
Gamification: turn your training into a video game
Using game mechanics (points, badges, rankings, etc.) makes it possible to reinforce learners' commitment and motivation.
Virtual and augmented reality: the future is already here
For some technical or behavioral training, VR/AR allows realistic immersion, without risks. It is an increasingly accessible modality.
AI assistant: personalization at scale
Thanks to AI agents, it is now possible to guide learners along their journey, to offer personalized content and to adapt the learning pace.
On Didask, the AI assistant pedagogical makes it possible to design adaptive courses for each employee.
Didask: a platform designed for all your training methods
La online training platform Didask has been designed to adapt to all pedagogical modalities.), especially in a digital learning environment that is constantly evolving. Its flexible architecture allows training organizations and companies to design tailor-made training courses, according to educational objectives, target audience and operational constraints.
With Didask, you can:
- design personalized training systems, combining different modalities to meet the specific needs of your employees or learners;
- easily integrate blended learning, by effectively combining face-to-face times and remote sequences (synchronous and asynchronous);
- simply create microlearning modules to anchor learning over time and promote memory;
- monitor learners' progress and engagement in real time, thanks to a clear and interactive dashboard;
- mobilize the Didask AI assistant to propose an intelligent adaptation of content according to the skills acquired or to be strengthened;
- facilitate the application of CPF training, virtual classroom courses or in a work situation.
With Didask, each modality becomes a strategic lever in the service of educational performance. The user experience is fluid, consistent, and focused on learning effectiveness, regardless of the duration, format, or location of the training. A real asset for high-impact training actions.
In the field of vocational training, the choice of training methods is not trivial: it directly conditions the commitment of learners, the quality of learning and the effectiveness of training actions.
Thanks to a flexible, technological and educational approach, solutions such as the LMS Didask platform make it possible to consider training differently: more flexible, more personalized, closer to business realities.
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- Démo personnalisée avec un expert
- Démo gratuite et sans engagement
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