Price is important, of course, but remember that the total cost of training includes more than just the purchase price. It also includes the wages paid for time away from regular work. And the value of lost output, i.e., the work that doesn't get done during the training. Here are some other things to consider:

•  Is the training content current and accurate?

•  Will the training be easy for employees to use?

•  Can employees access the training easily and reliably?

•  Will the training be easy for the company to administer?

•  Does the training engage employees, or will they be passive?

•  Will scheduling the training be difficult?

•  Is the training scalable, i.e., can the company use it to train lots of employees?

Instructor-led training, or ILT, is traditional classroom instruction led by a trainer. It is conducted at a set place and time, either on- or off-site. Most employees are very familiar with ILT. And ILT can be ideal for smaller companies where it's easy to assemble groups of employees.

ILT is potentially the most interactive and engaging form of training, if the materials are sound and it's effectively led by a knowlegeable, skilled instructor, with groups small enough for lively discussion.

On the down side, ILT permits the least scheduling flexibility and causes the most workplace disruption. Employees must leave their workstations, take the class, and then return and restart their work. They sometimes travel off-site. The wage costs, along with lost production, can easily exceed the price of the training itself. For these reasons, the total cost of ILT can be relatively high.

ILT can be difficult to administer for larger workforces, where multiple class sessions are typically required. Schedules must set. Locations must be found and reserved. Trainers must be selected, presentation materials prepared and participation recorded to document compliance. Companies must also accommodate absentees and new hires.

In fact, ILT is generally not feasible for companywide training in a very large organization. Especially if employees are at different locations or the training must be completed quickly.

Most employees are familiar with print training materials and methods. Well-designed workbooks and newsletters are interesting and informative. And since employees can use them during downtimes, there's less workplace disruption and cost to the company.

However, administering printed materials can be a challenge for larger companies. The materials must be copied and distributed. And a way to track completion and compliance must be developed.

Once they are created, newletters are difficult to update. Plus, unlike DFB's workbooks and newsletters, most printed materials are passive. There is little or no interaction. They are therefore less likely to engage employees, and affect knowledge, attitudes and behaviors.

With elearning — often called technology-based training (TBT) — employees can access courses over networks or with CD-ROM disks.

eLearning courses can be highly interactive, making the training interesting and improving learning. Employees who are basically familiar with computers or the Internet find elearning courses easy to use. They are also easy to administer, especially online courses, which don’t require CD-ROM distribution. Online courses can also be delivered through a learning management system (LMS) that tracks and reports employee progress.

That out-of-pocket cost of eLearning may be higher than classroom training. But the total cost could be lower since eLeaning's "anywhere, "anytime" availability can minimize lost time and production, and travel costs. Employees can access courses during downtimes or off time.

Online courses especially are highly scalable; large numbers of employees can be trained quickly. eLearning can replace or complement other training methods.

eLearning has key advantages, but only if courses are well designed and executed. Many are not.

Avoid “page-turners,” courses with screen after screen of text, and little or no interactivity. Employees will get turned off, bored and feel like they're wasting their time.

Courses should be substantive and clearly orbanized. You don't want "fluff." Key messages should be clear and memorable. Courses should hit high priority topics. And all information should be absolutely up-to-date.

Also look for courses that make effective use of media. Video can be interesting, but requires lots of bandwidth and is costly to make and deliver. In many cases it is also not necessary for good instruction. Training that depends on audio – such as a narrated PowerPoint presentation – doesn’t work well in many work settings. Plus, not all computers have speakers or headphones. And some people don’t learn well by just listening.