Explore how blended learning – combining online and in-person training – can revolutionise your employee development programmes, with expert tips from Claire Raistrick

As businesses navigate the complexities of the modern workplace, the need for effective employee training has never been more critical. Enter blended learning – a dynamic approach that combines the best of online and in-person training to create a flexible, engaging and cost-effective learning experience. 

To get started, focus on quick wins such as leveraging existing resources and encouraging peer-to-peer learning 

A recent survey conducted by imc Learning reveals that 62% of organisations have adopted blended learning strategies. This shift is driven by several factors: 

• Technological advancements  
  Innovations in digital learning tools have made it easier to deliver high-quality online content. 

• Workforce dynamics 
  The rise of remote work and a multigenerational workforce demand more flexible and personalised learning solutions. 

• Cost efficiency 
  Blended learning reduces the need for travel and physical training facilities, offering significant cost savings. 

Benefits of blended learning 

Blended learning offers several key advantages, including increased flexibility and accessibility, cost-effectiveness and scalability, and enhanced engagement and retention. Let’s explore each benefit in detail:  

Flexibility and accessibility 

Blended learning allows employees to access training materials at their own pace, whether they’re at their desk, on the commute, or working from home. This self-directed learning is complemented by face-to-face sessions, where employees can apply their new knowledge through hands-on activities and receive real-time feedback. 

Cost-effectiveness and scalability 

By minimising travel and reducing the need for physical training spaces, blended learning offers a cost-effective solution for corporate training. The online components are highly scalable, ensuring consistent training across multiple locations or departments. 

Enhanced engagement and retention 

Engaging with multiple learning modalities – such as online modules, interactive simulations, and in-person activities – improves knowledge retention and application. This leads to increased employee engagement and job satisfaction, as employees feel more supported in their professional development. 

Strategies for success  

Implementing a successful blended learning strategy requires careful planning and execution. Here are some key strategies: 

• Focus on objectives  
  Prioritise performance goals and learning objectives over technology. Ensure that the chosen technology supports these goals seamlessly. 

• Set clear expectations  
  Define the purpose of learning technologies and set performance goals. Clarify when to use technology versus face-to-face instruction. 

• Flexible implementation  
  Adapt strategies to meet organisational and employee needs, incorporating feedback and testing tools before full-scale implementation. 

• Effective assessments  
  Use interactive assessments to gauge information absorption and identify support needs. This ensures employees acquire the necessary skills before engaging with clients. 

• Understand employee needs  
  Use surveys, interviews and observations to understand employees’ tech familiarity and readiness for blended learning. Address special requirements, such as subtitles for non-native speakers. 

New tech for blended 

The future of blended learning looks promising, with emerging technologies set to revolutionise the learning experience: 

• Virtual and augmented reality  
  These technologies offer immersive simulations, allowing employees to practise skills in a safe, controlled environment. 

• AI-powered adaptive learning  
  AI can personalise the learning journey for each individual, adapting content, pacing and feedback based on their unique needs and progress. 

• Programmatic learning  
  This approach extends over several months and is designed to address complex organisational challenges, fostering continuous skill acquisition and emphasising predefined outcomes. 

Blended learning offers a flexible, engaging and cost-effective solution for employee development. And by embracing this approach, organisations can develop a skilled, adaptable workforce ready to meet the challenges of the future. 

To get started, focus on quick wins such as leveraging existing resources, encouraging peer-to-peer learning, and implementing microlearning modules. As your blended learning programme matures, explore more advanced technologies to further enhance the learning experience and drive business success. 

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Claire Raistrick is Senior Global HR Manager at imc Learning