ABSTRACT
In 1989/90 the central training function of Barclays Bank plc introduced distance learning as its second main mode of delivering training. Up to this point nearly all the training delivered by Central Training and the regions used various methods of face-to-face learning, with lectures and small group work predominating. The Barclays’ policy at the time was that specialist technical training was a devolved responsibility of divisions and departments (of which Central Training was one), with the regions providing training that was specific to them; the training provided centrally was seen in terms of net zero budgeting, whereby Central Training’s budget would be recouped by the regions paying for the training provided. Although several areas and departments of Barclays had begun to experiment with distance learning in the form of self study from books and computer-based training (CBT) during the 1980s, this work was more of an exploratory nature to see what distance learning could offer the Bank and for what types of training it could be used.
