Despite the popularity of computers and the Internet, over three quarters of all formal training is still delivered in a classroom setting. But as technology changes, so can the ways in which you affordably train your employees.

Which medium - or combination of media, as the American Society of Training and Development recommends - you choose for your business depends on your needs and your budget.

Print

Portable and convenient, books and manuals can nail down complex technical topics as well as teach good business prose.

When evaluating books, look for a well-organized table of contents, comprehensive index, summaries and diagrams throughout that reinforce key points and allow employees to pace themselves, to repeat sections they don't understand, and to skip things they already know. A glossary so employees can quickly refer to unfamiliar terms can be a real plus, too.

Print is affordable. A book on good management practices, for example, may cost about $25 compared to a $1,000 seminar that delivers the same content.

Although a great reference tool, print is less useful when an overly complex subject must be taught to a person with little basic understanding.

Audiotapes

Audiotapes, like books, remain among the least costly training tools in the market, costing about $12-$25 each.

Particularly effective for language and interpersonal skills training, audiotapes are ideal for employees who spend a lot of time in their cars or in travel. Look for tapes that include blank "airtime" for listeners to respond aloud, so learning can be less passive.

Of course, audiotapes fall short of real interactivity, and they may be an earful when covering complex subjects. It can also be hard to find much in the way of choice these days. The variety of training available on audiotape has dropped as flashier media become more popular.

Video

When it comes to training, video can't be beat for its story-telling power, its ability to motivate or to arouse empathy. It's a good choice for interpersonal skills training, animating complex material and demonstrating "real world" situations.

Utilizing video helps ensure a training experience that is consistent across all your staff. But videos are hard to keep timely, and they should always be supplemented with training that lets your employees practice.

You can rent videos for under a couple of hundred dollars or buy them for about $500-$800 on average. You can try before you buy, too - most companies let you preview titles for about $35.

Computer based training vs. Web based training

From all the hype, you might think that interactive technology dominates the training market. But computer based training (CBT) and Web based training (WBT) have yet to match the popularity of traditional print, video and instructor-led programs.

Computer based training (CBT) provides multimedia instruction via CD-ROM on a desktop computer. Web based training (WBT) uses the Internet to deliver its message, but allows for greater interactivity through live chats with an instructor and bulletin boards.

CBT and WBT "chunk" up learning objectives, allowing students to skip between sections, work with simulations, take tests and receive immediate feedback. The buzzword for most CBT and WBT courses is "just-in-time" training - coaching that you can access in bits when and as you need.

These interactive methods are best for teaching complex material and technical certification courses. They're less useful for "soft skill" training like leadership, which requires a level of group interaction not yet possible with current technology like online chats.

Unlike CD-ROMs, Internet-based courses can be easily updated, are accessible from anywhere and work with all kinds of computer systems. But beware of technology constraints - the speed of your Internet connection could limit the effectiveness of online materials.

Before choosing a CD-ROM, ask the vendor for a complete version, not a sample disk, to check if the software is buggy or if it causes your office system to crash. And if employees are going to be accessing the CD-ROMs or online courses from their home machines, try to get a vendor who has a support line.

Most importantly, be mindful of your audience. Don't invest in high-tech training methods if your employees - and their supervisors - are uncomfortable using the technology.

Pricing models.

CBT and WBT costs depend on how many people will be trained. If you have a small number of workers to train, or if you anticipate employees taking a while to master the material, pay by the number of users. A CD-ROM costs upwards of $50 and can be used to train one user at a time. Online courses vary from $12 to a couple of hundred dollars per user, and some course providers let you refer to the material for a full year.

For larger groups, you can rent unlimited access for a limited time to a library of CD-ROMs. Or with the appropriate license, you can post a CD-ROM on your business' internal network for use by multiple users.

A less common alternative, known as "pay by use," lets you base your costs on courseware time used. This method may cause some people to rush through the material and is less desirable than paying by user or course.

Instructor-led training

After spending years in school, we have come to expect a human instructor when it comes to learning. Current technology doesn't stand a chance against great instructors who can tailor their material for the audience on the fly.

You can send your staff to seminars. Or, for bigger groups or for specialized training, you can hire outside consultants (for about $200-$300 a student) to design a custom training session that incorporates your needs into their existing courses.

Look for a presenter who is dynamic, explains clearly, and manages audience participation well. It's also nice to find a presenter who's available after the session is over. Many outside instructors won't answer post-session questions, which is a problem if your staff needs guidance in applying what they've learned to their real life jobs.

To save on travel and speaker fees, video conferencing can be an option. Video-conferencing also allows employees in different office locations to make use of the same resources at the same time. Video-conferencing does limit interaction, however, and you'll want to watch out for technical glitches.

Human-led training ain't cheap, though. At minimum, expect to pay a few hundred dollars for a one-day session. Rates can easily grow to the thousands of dollars, though, for more technical training.

Buying Tips

• Mix it up. Use a combination of different media - like classroom training with a video, or a print manual with an online bulletin board for peer troubleshooting - for an effective learning experience.
• Bargains happen. Don't judge the quality of the training material by its price.
• Time out. Look for training programs that space sessions out, or separate sessions with different lessons. Long, massed training periods make employees lose interest or get burned out.
• So they all got A's. Don't judge the success of a training program on performance scores at the end of a session. How fast students learn doesn't indicate what they'll be able to apply on the job.
• People learn what they DO. Make your employees apply their newly-learned skills in real world situations immediately.