I would suggest that face to face is still popular because well delivered face to face offers things which are really hard to replicate in traditional eLearning:

• Interactivity between the learner and others (tutor, other participants, etc.)
• Flexibility in content and pacing depending on audience
• In a lot of cases, localisation of content vs. generic standardised content used across a number of organisations
• Assessment of understanding rather than just information retention
• A physical (and therefore often mental) separation between the workplace and where learning is happening

Good, well written eLearning has some real pluses, but I don't think it's the whole answer. MOOCs are also a really interesting idea, and bridge some of the gaps between face to face and pure eLearning, but they also have some logistical challenges and quality is highly dependant on good design, delivery and facilitation.

More widely, I guess it depends whether you think "compliance" and "learning" are synonymous, because in a lot of cases a culture of "compliance" can detract from a culture of learning and education because the focus is on hitting a specific number without a link to why it's important and the freedom to learn for its own sake.

Hi Stjepan - I think you meant "Totara infographic" as that is what you link to?

When it comes to compliance there is an unavoidable tension between an organisation demonstrating in an verifiable way that employees have understood and taken the responsibility for their actions around the regulated activities in question, and the actual cultural and behavioural changes needed to ensure everyone is operating naturally and authentically within the bounds set. 

Unfortunately, in many cases, the pressure to secure the "tick in the box" favours simplistic e-learning or other media over a more considered learning experience that meaningfully attempts to influence a behaviour change. The fact that classroom tops the list is likely to be a combination of factors that are different each organisation and industry sector and the nature of the operating regulatory framework. 

• Classroom -if 'sheep-dip' style - provides evidence of attendance but may not on its own prove behavioural shifts will occur in the workplace. Depending on the numbers of employees and retention rates this can be time-consuming and expensive.
• Online learning - if simple click-next-to-continue tutorials - provides evidence of completion but also does not prove any change is behaviour will happen. Indeed there are stories of people completing these modules on behalf of managers etc - so no learning happening there... However it is very efficient and cost effective when employee numbers are large and changeable, and compliance has to be "proved" each year.

The right answer lies in taking the time to research and design a truly blended experience that is tied to company culture, values, performance measures, brings the compliance messages right into the normal working day so its constantly reinforced, that there is an authentic conversation surrounding the value of compliance and why its actually there - not just the cold processes - and that all of this uses the most appropriate media channels (F2F, online learning, performance support, coaching etc) that resonates best within your current organisational culture and working environment.

Good topic of discussion this as we all have to engage with compliance in the workplace. I'm interested in what others experience and advice would be.

Thanks

Lars