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Blended Learning: The Easy Way to Achieve Your Corporate Training Goals

Updated: Jan 22

Thinkdom's ultimate guide on Blended Learning to enhance corporate training

Table of Contents

What is blended learning?

A Venn diagram defining Blended Learning i.e. a combination of in-person training & self-paced digital learning

Blended learning is a modern approach to learning that combines both traditional classroom methods and digital technology to deliver an effective and efficient learning experience. Blended learning is widely used by organizations to improve learning outcomes and employee engagement. It offers a more flexible and engaging way for corporate learners to acquire new skills and knowledge, with the added convenience of being able to learn at their own pace and in their own time.

But what exactly is blended learning, and how does it work?

Incorporating technology into corporate training enables trainers to enhance the learning experience and broaden their understanding of specific topics. For example, trainers can share links to videos, online resources, and quizzes, allowing learners to access these materials outside the classroom.

What is NOT Blended Learning?

Blended Learning goes beyond a mere combination of technology and teaching

Blended learning courses are designed to include both face-to-face, instructor-led learning and online or digital course components. These courses do not simply replicate course content in varying formats, but use in-person and online elements to create a richer learning experience. Blended learning is distinct from both completely online courses and lecture courses that are broadcast online.

Technology-Rich Classrooms Do Not Equate to Blended Learning

Adding technology to the session does not guarantee that employees are actively engaged in the learning process or have control over the time, place, pace, and path of their learning. Simply providing every employee with a device does not mean they have opportunities to personalize their learning experience.

Blended Learning Is Not the Same as Personalized Learning

Blended learning creates paths towards personalization, but it is not the same as personalized learning. The partnership between the facilitator and the learner is needed for personalization, and this is achievable in a blended learning environment. Facilitators can also use conferencing to discuss learner progress and customize their learning path.

Blended Learning Is Not a Replacement for Face-to-Face Training

Blended learning is designed to complement face-to-face training, not replace it entirely. The key to success is finding the right balance between online and face-to-face activities to achieve the best learning outcomes.

Blended Learning Is Not One-Size-Fits-All

Blended learning can take many forms, and what works well for one organization may not work for another. It is important to design a blended learning program that is tailored to the needs and preferences of the learners. This includes choosing the right mix of online and in-person activities, selecting appropriate technology tools, and developing engaging and interactive content.

What are the types of blended learning models?

Face-to-Face Model

Face-to-face model of Blended Learning with icons indicating targeting specific learners with additional online training

The face-to-face model of blended learning closely resembles traditional classroom training, with a focus on individual needs. This approach targets learners who may be struggling or wants to excel, meaning that not all participants will need to take additional online training

Thinkdom's Recommended Usage: When you want to maintain the benefits of traditional classroom training while addressing the individual learning needs of your team

Rotation Model

Rotation Model of Blended Learning with icons indicating the switch between traditional classroom & online learning activities

The rotation model is a common type of blended learning that involves rotating between traditional classroom sessions and online learning activities. In the rotation model, students may rotate between several activities, including online learning modules, instructor-led instruction, and group work.

Thinkdom's Recommended Usage: When you want to combine traditional classroom learning with online learning activities and provide a variety of learning experiences for your learners.

Flex Model

Flex Model of Blended Learning with icons indicating employees learning at their own pace & at their own schedule

A flex model is a flexible approach to blended learning that enables learners to work at their own pace and on their own schedule. In the flex model, learners have access to digital learning materials and online resources that they can access whenever they want. They may also have access to a teacher or facilitator for additional guidance and support.

Thinkdom's Recommended Usage: When you want to offer a flexible approach to learning that allows learners to work at their own pace and on their own schedule

Self-Blend Model

Self blend Model of Blended Learning with icons indicating employees choosing their own learning path

A self-blend model is a self-directed approach to blended learning that enables learners to choose their own learning path. In this model, learners may choose to take online courses or attend traditional classroom sessions, depending on their individual learning needs and preferences.

Thinkdom's Recommended Usage: When you want to give learners the freedom to choose their own learning path and personalize their learning experience

Online Lab Model

Online Lab Model of Blended Learning with icons indicating employees supplementing classroom sessions with an online platform

The online lab model is a variation of the rotation model that involves using an online platform or virtual lab to supplement traditional classroom sessions. In the online lab model, learners may use digital tools and resources to complete assignments, conduct research, and engage in group work.

Thinkdom's Recommended Usage: When you want to supplement traditional classroom sessions with digital tools and resources to enhance the learning experience and provide more opportunities for collaboration

Flipped Classroom Model

Flipped classroom model of Blended Learning with icons indicating introducing digital activities before classroom sessions

The flipped classroom model involves flipping the traditional classroom model by introducing digital learning activities before classroom sessions. In the flipped classroom model, learners may watch videos, complete online quizzes, and participate in group discussions before attending a classroom session where they can apply what they have learned.

Thinkdom's Recommended Usage: When you want to introduce digital learning activities before classroom sessions to maximize classroom time for application and interaction.

How does hybrid learning differ from blended learning?

Hybrid and blended learning are often used interchangeably, but they actually have some differences in their implementation.

Hybrid Learning

Blended Learning


A few employees attend the session in person while others attend virtually, with the instructor delivering content to both groups simultaneously through video conferencing tools

​Combines in-person training with online learning methods, allowing learners to participate in both classroom lectures and online activities such as quizzes and discussions


​Alternates between in-person and online sessions

Combines in-person and online sessions

In summary, while both hybrid and blended learning involve a mix of face-to-face and online components, the distinction lies in the intentional instructional design and integration of those components to create a cohesive learning experience. Think of it like this - Hybrid learning is like a phone that can make both voice calls and video calls, while blended learning is like a chef who combines multiple ingredients to create a customized dish.

What are the benefits of Blended Learning?

Before implementing blended learning, it's natural to wonder about its benefits. Here are some advantages of blended learning for both learners(employees) and organizations (companies):

For the employee
  1. Flexibility: Blended learning allows learners to have a flexible schedule and work at their own pace, accommodating their individual learning styles and preferences.

  2. Self-Directed Learning: Blended learning allows learners to control and schedule their own learning path, giving them the opportunity to access courses 24/7 and fit learning around their other commitments. This promotes learner autonomy and self-directed learning.

  3. Engaging learning process: Blended learning provides a variety of tools and methods to make learning more engaging and interactive, such as dialogue simulations, game-like courses, and other interactive media.

  4. Safe & Connected: Blended learning reduces the number of hours learners spend together offline, making it a safer learning environment, while still providing live communication opportunities.

For the organization
  1. Greater Learner Engagement & Better Comprehension: Blended learning leads to greater learner engagement by providing different opportunities and using digital tools. Additionally, one popular blended learning model, the "flipped classroom," results in better comprehension by allowing learners to study theoretical materials at their own pace and practice new knowledge and skills during in-person sessions.

  2. Increased Productivity and Enhanced Retention: Blended learning enables employees to acquire new skills and knowledge more efficiently, resulting in improved job performance and increased productivity, and can improve employee retention rates by offering ongoing learning and development opportunities that contribute to satisfaction and engagement.

  3. Cost-effective and Customized Training: Blended learning is a cost-effective solution that reduces the need for physical infrastructure and travel costs while allowing organizations to customize training programs to meet specific employee and business needs.

  4. Detailed Analytics: Blended learning provides detailed analytics on learner progress, allowing businesses to see how competent learners are at specific topics, whether they are ready to move forward, and much more. This saves time and provides valuable insights that can improve training programs.

What are the disadvantages of blended learning?

  1. Instructor training: Blended learning requires instructors to develop new skills and adapt to new teaching methods. Some instructors may not be comfortable with technology or may not have experience teaching in an online environment. Providing training for instructors can be time-consuming and costly.

  2. Time management: Blended learning can be time-consuming for both instructors and learners. Instructors must develop course materials and manage multiple platforms, while learners may need to adjust their schedules to accommodate in-person and online learning activities.

  3. Technical issues: Blended learning relies heavily on technology, which can be unreliable at times. Technical issues such as internet connectivity problems, software glitches, and hardware malfunctions can disrupt learning and cause frustration for both instructors and learners.

  4. Learning outcomes: While blended learning can be an effective teaching method, it may not be suitable for all learners. Some learners may struggle with the online component of blended learning, while others may not benefit from the in-person component. Organizations may need to carefully consider the learning outcomes they hope to achieve and whether blended learning is the best method for achieving those outcomes.

How can I create a blended learning program in Corporate Learning?

By following these steps, you can create an effective blended learning program for corporate learning that meets the needs of your learners and achieve your learning objectives.

Thinkdom's infographic with 'blend' analogies, detailing the steps to create a blended learning program in corporate training

How can I make regular corporate training blended?


The Face-to-face approach

How to make it Blended

Sales training

Learners attend a sales training seminar in person

Learners complete online modules covering sales techniques and product knowledge. They participate in virtual role-playing exercises to practice their skills and receive feedback from a coach.

New Hire Orientation

Learners attend an on-site orientation session.

Learners complete online modules covering company policies, procedures, and culture before attending the on-site session. They participate in virtual team-building exercises and have access to online resources and mentors to support their transition to the new role.

Soft Skills Development

Learners attend in-person workshops on communication, leadership, or other soft skills.

Learners complete online modules on specific topics and participate in virtual group discussions to practice applying what they’ve learned. They receive feedback and coaching from a facilitator or peer mentor.

Product Training

Learners attend a product training seminar in person.

Learners complete online modules covering product features and benefits before attending the on-site session. They participate in virtual product simulations and receive coaching and feedback from a product expert.

Compliance Training

Learners attend an on-site session or complete online modules covering compliance regulations and policies.

Learners participate in virtual case studies or simulations to apply their knowledge and receive feedback on their decision-making. They have access to online resources and mentors to support ongoing compliance education.

How is blended learning redefining corporate training?

The Problem: Deloitte's onboarding process for new hires was ineffective and time-consuming.

How they tackled the problem with blended learning: Deloitte created a blended learning program that combined virtual classroom sessions, eLearning modules, and in-person training sessions. This allowed new hires to learn at their own pace and engage with their peers and instructors in real-time, improving knowledge retention and increasing overall satisfaction with the onboarding process.

The Problem: The University of Texas at Austin had a large number of students taking entry-level courses, resulting in overcrowded classrooms and lower student engagement.

How they tackled the problem with blended learning: The university created a blended learning program that combined online course materials and in-person discussion sessions. Students were able to complete the online portion of the course on their own time and then engage with their peers and instructors in small-group discussion sessions. This increased student engagement and allowed the university to accommodate more students in their entry-level courses.

The Problem: General Electric needed to train employees on new technologies and processes quickly and efficiently.

How they tackled the problem with blended learning: General Electric created a blended learning program that combined online training modules with in-person workshops and coaching sessions. This allowed employees to learn at their own pace and receive individualized support from coaches and mentors. The program also incorporated gamification elements, such as quizzes and leaderboards, to increase engagement and motivation. As a result, General Electric was able to train employees more efficiently and effectively.

What are the Best Practices for Blended Learning?

Blended learning is a powerful tool for delivering large amounts of learning content to independent and engaged employees. However, getting employees to take responsibility for their own learning requires implementing best practices and blended learning strategies alongside your curriculum. Here are three ways to do so:

  1. Clearly explain the rationale for blended learning: Learners need to understand why combining independent and in-class learning is effective. Take the time to explain the benefits of blended learning, such as respecting individual learning paces and using session time to engage in dialogue.

  2. Include diverse activities to cater to different learning styles: Try to include a range of activities, such as group discussions, online quizzes, games, and role-playing exercises, to cater to different learning preferences. Offering diverse activities helps ensure that learners stay engaged and motivated.

  3. Utilize media to maximize learning: Take advantage of the vast resources available on the internet. Use videos, research assignments, and online modules to provide learners with a variety of learning opportunities. Encourage learners to apply new knowledge shortly after leaving the classroom to enhance retention.

How did Thinkdom create its award-winning Blended Learning solution for Onboarding?

Our Award-Winning Onboarding Program: An Immersive, Themed Board Game with Self-Paced Learning Aids. Developed with a focus on creating a coordinated and engaging onboarding experience, our themed board game was designed to be led by a skilled facilitator, acting as the central navigation to help align new hires to company goals. The game was supplemented with fun live engagement activities, self-paced learning aids, and microlearning nuggets, providing a perfectly blended experience that helped our client win an award for onboarding excellence.

The Bottom Line

Digitisation has transformed many industries, with examples like Amazon and Uber disrupting traditional markets through online technology. Similarly, blended learning requires a careful balance between online and offline training to provide an optimal learning experience.

Corporate learning has evolved significantly over time, from apprentice workshops to modern corporate universities. However, it's difficult to determine in advance whether offline, online, or blended learning will be most effective for a particular organization.

To implement blended learning successfully, it's crucial to work with the right blended learning solution provider. Look for a provider with experience in designing and delivering effective blended learning programs. They should be able to offer a range of tools and platforms to support your programs, such as an authoring tool, a learning management system, and virtual classroom software. The right elearning content development provider will also offer support and training to help you and your learners make the most of the blended learning program. With the right provider and a learner-centric approach, you can implement an effective blended learning program that achieves your training goals and meets the needs of your learners.


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