E Training is becoming the most requisite concern of companies because employees prefer to work from home. It includes imparting training to employees through an online platform. The training has taken a pivotal role for companies because employees don’t want to waste time following an in-person training schedule.

Moreover, when virtual meetings are included in a course, the employees can resolve all their problems because the elearning content alone is insufficient.

What is e training?

E training is the process by which employees are trained on different subjects through online means, including the internet or intranet.

The E training has the advantage that it’s not like a classroom session, which all employees need to access together. It includes an instructor delivering instructions and listening to students, and is recorded for future access. But if employees want to participate, they have to do so at the same time.

What is the difference between E training and eLearning?

E training is different from elearning in the following ways:

• Two-way communication:
  

  E training is different from elearning because the former involves acquiring knowledge through discussion between the trainers and the learners, which is essential as the workplace changes.

But elearning involves learning without any two-way discussion. Since e training requires a commitment of both the learner’s and trainer’s time, it has to be planned judiciously.

• Prior scheduling: The trainers must have a schedule ready, including the topics and when they will be taught. Hence, the e training procedure revolves around the trainer because he chooses the topics. But in elearning, the topics are chosen after a training needs analysis conducted among the employees and the course material is supplied.

E training happens over a short period because of the trainer’s involvement, which is not the case with elearning, where an employee takes his own time to finish a course.

E training is based on the action learning model, which implies that an individual can enhance his knowledge by discussing the problematic scenario with his colleagues. This also makes others gather knowledge about the topic. But the problem here is that there can also be an exchange of flawed or uncorroborated knowledge in such discussions.

Action learning assumes that knowledge transfer happens in verbal communication, but there is no explicit provision of knowledge for, e.g., by showing videos to learners.

E training is entirely in opposition to the cognitive learning models, which state that learners also require thinking apart from talking to each other to imbibe new information, for which showing them information-based material is necessary.

Without forcing learners to contemplate something taught to them through lectures or videos, the best and desirable results are not attained.

Hence, there must be a blend between elearning and e training for the most productive learning program. The e training is insufficient to explain a complex topic to the learner because a trainer also needs materials such as infographics and animated videos to facilitate such understanding. Hence, Cognitive Scaffolding is required in e training to get better outcomes.

What is cognitive scaffolding?

Cognitive scaffolding involves that the teachers must help students discover knowledge. They should hint at problems to students and assist them in solving them.

The employees should be given prompts that help solve complex situations through reflections. Discourse among employees must be encouraged after a lecture to foster thinking and challenge new ideas.

The aim of any learning model should be to consider a learner’s expertise, i.e., make them develop cognitive capabilities which help them tackle complex situations and reach helpful conclusions by considering all the possible alternate options.

Hence, any learning model can’t ignore cognitive scaffolding, which involves the teacher/trainer making students/employees solve practical problems through their theoretical knowledge and thinking.

Action learning, i.e., e training needs to include cognitive scaffolding so that students learn about new problems they have not thought of and arrive at ways to solve them. E training, which focuses on teachers discussing the problems students have considered, does not include this kind of higher-order thinking that cognitive scaffolding leads to.

In the age of knowledge where software has entered every sector, companies can’t ignore the need for critical thinking for all workers. It’s not restricted to knowledge workers alone because all employees today face complicated issues at the workplace.

Hence, the competency of higher-order thinking must be encouraged to help them face such challenges and e training is not adequate. It’s because it does not include any use of education based materials by the teacher, which causes cognitive scaffolding.

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