Outcome-Based Learning

Since the quintessential organisational model evolved, training and development requirements have also undergone a shift, similar to classroom instruction. If we compare this to a traditional learning model, the sage and student method has now dynamically replaced by a system where the learners and the changing business environment are demanding much more.

Outcome-based learning is the newest format of learning and development that has taken the industry by storm. In simple terms, this is a learning system that defines knowledge and value perception based on pre-defined goals. These goals can be anything – from an increase in business revenue to a difference in overall productivity or powerful time management.

So what are the apparent quantifiable aspects where outcome-based learning makes a difference? And what are the main attributes of this system?

We break it down for you right here:

1. Goal-oriented and Easy to Manage

The crux of outcome-based learning lies in the fact that it is purely goal-oriented. Here, the training delivered is attached to a pre-set motive that the learner expects to fulfil. One of the best ways organisations can thus integrate outcome-based learning in their existing learning and development programs is by providing pre-onboarding training to freshers, and graduate hires.

Pre-onboarding training is the training that new joiners receive before they are formally initiated into the organisation. Outcome-based training here is about imparting purely practical aspects and know-how of the job they are expecting to do. For example, in a banking or financial services company, outcome-based training would involve teaching new hires organisational processes, managing customers, and fundamental workplace principles.

Quick tip for employers and learning and development managers – want to make this more cost-efficient in terms of time and resources? You can always tie up with Edtech platforms to provide these training to the workforce on your behalf. With the combination of recorded expert content and live sessions, saving you a substantial amount of resources can be apportioned to other more productive tasks as an employer.

2. More Practical and Less Theoretical

Another identifiable trait about outcome-based learning is that it places an adequate reliance on acquiring practical skills (learning new technologies). They are more about teaching how to do things, rather than just saying or ‘narrating’ how they are done, through virtual individual and group projects.

In these kinds of training, learners often have objective tasks or projects to complete in a stipulated time, through case studies and industry projects online. They are then provided constructive feedback and suggestions based on their submissions, thus helping them learn the hypothesis and applying a new concept. This concept is beneficial for process or technology-oriented jobs, wherein innovations in systems and management functions are done regularly.

Here again, online learning has helped revolutionise the way practical education is delivered. Providing timely human assistance and modules with regular submissions and practice assignments is like combining classroom learning with advanced technology. A brilliant example of outcome-based learning here can be the digital marketing courses provided by upGrad.

Its Enterprise focuses on maximising impact through outcome-based knowledge about Data, Technology and Management domains. The system mixes synchronous and asynchronous learning with industry mentorship, industry projects, and assessments-recorded video lectures submissions and live projects. With all these, metrics our platform teaches students what digital marketing is in theory and build the practical skills required, which would also help them with effective transfer of skills by practising it with clients as soon as the course is over. 

3. Measurable results and quantitative insights

Lastly, one of the most significant advantages of outcome-based learning is quantifiable results. Unlike other training models, where the product is visible ‘organically’ or ‘over some time, under outcome-based learning, this happens almost immediately, almost like an immediate skill development or personal rapid.

Additionally, since outcome-up-gradationing mostly involves learning on the job or learning while doing the activity, it impressively increases trainees’ employability. It inoculates them with these skills that would be instantly converted into revenue. Thus making it the most relevant form of learning and development in the current global economic scenario where speed is everything, and learning from mistakes is very limited.

Outcome-Based Learning – Is it worth it?

Though critics have their fair share of reservations about outcome-based learning patterns solely on the approach that it takes, the results and efficacy of this model are far beyond debate. This training model and development model heavily influence the training results, making it much easier to absorb and teach. Thus, moving from traditional in-person training to pre-recorded online sessions and tie-ing up with the right online learning partner to manage these tasks. 

To date, over 500,000 learners have successfully upskilled and reskilled themselves via upGrad at industry-defying rates of over 85%. Our cutting edge curricula and collaboration with the leading global faculty and industry experts makes us the pioneers in helping enterprises create a workforce that is ready to conquer tomorrow, today.

Still, need convincing? Download our whitepaper.
Or Reach out to us at enterprise@upgrad.com.

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