Learning methods have changed dramatically in the last 20 years. The 90s and the early 2000s saw the migration of training from bricks and mortar classrooms to e-learning. As online courses became more common, Learning Management Systems (LMS) became more advanced. The result was an automation of the online training process delivered and tracked through Learning Management Systems.

Recently however there has been a rising level of disillusionment with e-learning and its effectiveness has been questioned. On one hand, managers feel like it has failed to deliver on early promises while, on the other hand, employees are understandably unenthusiastic about having to plough through hours of online courses on their own.

To offer the best of both worlds and provide cost-effective training while addressing the need for human support, blended learning was conceptualized. This concept was taken a step further with the addition of the ‘hands-on’ practical element. For many organizations, this is very much the state of learning in the workplace today. However, we are now beginning to see a new phase of workplace learning.

New information and communication technologies have unleashed radical new opportunities in teaching and learning. Researchers predict a new era and a complete revolution in the way people gain access to knowledge and information.

This paper attempts to expose the various learning theories. It presents a comparison between traditional learning and new learning methods and proposes an action plan for Oil and Gas companies to adopt should they desire to ride the new wave of learning methodology.

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