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Blended Training Solutions: Flexibility-Driven Employee Training

  • Published on: April 29, 2024
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  • Updated on: April 29, 2024
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  • Reading Time: 7 mins
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What is Blended Learning?

As the name goes, blended learning is a mix of instructional and digital learning that caters to the varied learning needs of a learner. It enables organizations to harness the best of both physical and digital learning. They even relate to the diverse workforce in an organization, reduce the overall learning time, and provide many choices for learners in the realm of digital learning.


Examples of Blended Learning

Though the concepts behind blended learning date back to 1960, it was officially introduced in the 1990s, which is also its current form. However, a 1999 press release changed it to EPIC learning by an Atlanta-based education business called Interactive Learning Centers.

Earlier, the term blended learning was hazy and used a wide range of technologies and pedagogical methods (some of them didn’t even use the technology). However, in 2006, it became clearer with the first handbook of Blended Learning by Bonk and Graham.

Current trends in blended learning:

  • Live video lectures for theory-based learning.
  • Microlearning for revised techniques in virtual reality (VR) environments and confidence building.
  • Increased focus on virtual and augmented reality for engaging learning experiences.

People might find blended learning similar to hybrid learning. However, there is a stark difference between them, where blended learning is a blend of traditional learning methods and modern-day digital learning methods. For example, prior to attending a conference on engaging in difficult conversations, learners were asked to view their body language through a video.

While hybrid learning offers you two separate options. You either go for online learning wholly or for in-person learning. For instance, in a diverse group of learners, one part of the group is interested in learning in person, while the other part is inclined towards learning in person.

A lively and productive blended training team meeting is captured where colleagues are connected via a large screen, showcasing a blend of in-person and remote collaboration.


Benefits of Blended Training Solutions

Here are a few benefits of blended training that can enhance employee learning and development:

How Is Blended Learning Better Than In-Person Employee Training?

Traditional in-person learning requires an instructor to be physically present and bound by a certain place or level of instruction. As a result, learners with differing styles and paces can get bored due to this uniformity. Blended learning, on the other hand, enables employees to learn at their own pace. It allows them to get personalized support as and when needed.

In fact, as per a survey by the Brandon Hall Group, through blended learning, there was a 21% increase in employee engagement and a 50% increase in productivity. According to the Journal of Educational Computing Research, the time spent on completing training was reduced by 30%.

Moreover, as per the American Society for Training and Development, companies with blended learning were able to offer training to the employees in 40-60% less time than traditional training methods. It also led to a 50% improvement in learning outcomes.

Enriched Employee Training With Blended Training

The blended learning approach entails different types of learning methods like online learning modules, group discussions, and hands-on activities. Employees have the chance to learn at their own pace, whether fast or slow and revisit the learning content as and when needed. And if someone likes to learn slowly, they won’t have to face awkwardness while learning.

Blended training can be attained through different training modes such as multimedia presentations, instructional training, workshops, real-world projects, and many more.

One of the relevant approaches to blended training is the 70-20-10 model. Where 70% of learning comes from experiences faced by employees, 20% comes from social interactions and peer-to-peer learning, and 10% comes from formal training sessions.

Why Blended Learning Initiatives Generate a Greater ROI

Blended training initiatives decrease the costs incurred by instructors, such as their fees, traveling costs, and other training materials. In fact, Ernst and Young significantly reduced both their cost by 53% and time from 2900 hours to 1400 hours with blended learning initiatives like web-based training, distance learning, and classroom instruction.

According to research done by the eLearning industry, blended learning has helped increase revenue across various industries like technology, finance, and healthcare by up to 60%. The research also found that there was 50% more net income than someone not using blended learning.

Challenges Related to Blended Learning In Corporate Training

Lack of Apt Resources

The major problem with implementing a blended training program is the scarcity of financial and human resources. Since blended learning programs require a good amount of investment in tech infrastructure, content creation, and staff training.

Organizations will have to allocate the right amount of budget for human and financial resources required for the training program to make it engaging.

Aversion to New Technology

Another crucial challenge in implementing blended learning in companies is the aversion to tech-based training. While blended learning should have a proper technological implementation. This happens because a few learners might think that the software on which blended learning is based is too complex for them to comprehend.

To resolve this challenge, L&D professionals can orchestrate a formal orientation for the learners who face problems or are anxious about the new tech. A quick explanation short video in a fun and friendly way would suffice to make things interesting.

Lacking Consistency

Often, trainers are demotivated due to the extra effort to implement and execute the blended training approach. This can happen due to lower enrollment rates due to disinterest shown by learners in training because they might feel that the training is irrelevant.

To resolve this challenge, trainers should stay consistent with the training and should dedicatedly work on ways to make improvements in the training sessions. This helps create a learning culture with greater learner participation.


Ways to Build Blended Learning Content and Technology

Learning Content

Interactive Modules With Multimedia Components

Interactive modules with multimedia components like interactive quizzes, video, and audio can make learning considerably engaging for learners. This approach of combining the potential of interactive modules with multimedia can enhance and turn regular learning materials into compelling learning experiences.

For example, video tutorials can be used to help learners go through complicated concepts with a visual depiction. Due to immediate feedback baked into interactive quizzes, learners can play and learn in an interactive manner.

Group Discuss and Collaboration

Having group discussions and collaboration as part of blended learning can foster critical thinking and problem-solving skills. This way, learners can learn while interacting with their peers by sharing their knowledge, experiences, and relevant insights with each other, leading to a better comprehension of learning material.

Real-Life Application Exercises

The real-life application exercises baked into blended learning can bring the usage of theoretical knowledge into practical use-case scenarios. This enables employees to look at how their learning content appears in real-world usage. For instance, case studies describing real-world situations, creating role-plays for practicing soft skills, and curating problem-solving challenges with real-life scenarios.

Technological Integration In Corporate Learning

Social Learning Platform Integration

With social media platforms being a buzz across the globe, learners can quickly adapt to them. Hence, they can be easily integrated into the existing blended training program. Employees here can take part in the learning spaces that have conversations related to their respective fields of learning. They can also ask questions, engage in peer-to-peer communication, and create an interactive learning community.

Harnessing Learning Analytics

Learning analytics can be integrated into the training programs to measure the learner’s performance and time spent on modules and interaction, and trainers can derive an overall learning outcome of the program to find out whether the training was effective or not. Even learners can monitor their learning efficacy, identify their weaknesses, work on them, and improve their overall learning performance.

Preparing Digital Training Materials

The digital part of the training programs can be improved by inculcating the technologies needed to design and deliver the learning content. Here are a few software that, if integrated, could be beneficial for the blended training program:

  • Authoring tools can be used to create digitized learning courses, quizzes, dialogue simulations, etc.
  • A robust learning management system can be included for better management and study of learning materials.
  • Webinar platforms for hosting video discussions and lessons in a better way.

A blended training session is underway, with a team of 3 people huddled around a laptop on a table, engaged in a discussion.


Factors Need to Be Considered While Developing Blended Learning

Setting Clear Learning Objectives

The learning objectives should be duly identified, and clear goals should be defined while a blended training program is being implemented. The objectives should cover the following things:

  • Helping learners set their expectations with training
  • Guiding designers to track learners’ progress
  • Enabling managers to have a grasp of the topics required to be covered to successfully achieve the given learning objectives.

Establishing the Right-Blended Training Model

Before creating an effective blended training model, there should be clarity regarding what type of blended training solution should be blended with the online content. The task of a learning designer should be to find the right blended training model that is fit for both companies and learners.

Here are a few types of blended training solutions:

  • Flipped Classroom
  • Rotation Model
  • Flex Model
  • Individual Rotation Model
  • Online-Driven Model
  • Face-to-Face Driven Model
  • Learning Flexibility For Remote Access

Nowadays, learners want real-time experiences with quick results in their palms. Hence, to build a successful blended learning program, companies should ensure a flexible system by amalgamating both instructional and digital learning that churns out optimal results. And the digital content involved should be accessible to learners at all places, times, and devices.

Microlearning In Blended Training

Integrating microlearning into your blended learning program makes it much more effective in terms of learning. With microlearning in place, learners can learn complex topics in a simple and concise form, like bullet points, games, quizzes, graphics, and generating greater learner engagement.



Blended training programs are way more effective than traditional learning programs if implemented correctly. It enhances learners’ engagement and delivers better learning efficacy, leading to organizational success. As we saw above, they can be tweaked. You can improve their effectiveness by making adequate modifications in the learner’s interest, and then they can deliver the content accordingly.



Examples of successful implementation of blended learning can be found across various industries. For instance, Company X integrated blended learning into their employee training, resulting in a 30% reduction in training time and a 50% improvement in learning outcomes. Similarly, Organization Y saw a 21% increase in employee engagement and a 50% increase in productivity after implementing blended learning.

Ensuring access to technological resources for employees in blended learning initiatives is crucial for success. Companies address this challenge by investing in robust tech infrastructure and providing training and support to employees. In regions with limited technology access, organizations may implement strategies such as mobile-friendly learning platforms or offline learning materials to ensure inclusivity and accessibility.

Overcoming resistance to blended learning requires a multifaceted approach. Organizations can offer comprehensive training and orientation programs to familiarize employees with the technology used in blended learning. Additionally, building a culture of continuous learning and highlighting the benefits of blended learning, such as flexibility and personalized support, can help eradicate concerns and build enthusiasm among employees.

Companies utilize metrics such as learner engagement, knowledge retention rates, and performance improvement to assess the quality of learning outcomes. Moreover, feedback mechanisms, assessments, and learning analytics provide valuable insights into the effectiveness of blended learning programs, allowing organizations to continuously refine and improve their training initiatives.

The 70-20-10 model emphasizes experiential learning, social interactions, and formal training sessions. Companies implement this model by providing opportunities for hands-on experiences, encouraging peer-to-peer learning and collaboration, and integrating structured training sessions into the learning process. By leveraging this model, companies enhance employee development by facilitating a holistic learning experience that combines practical application, social learning, and formal instruction.

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