What Is Blended Learning? (+Types, Benefits, Examples)

As employee training evolves due to technological advancements and shifting learning needs, organizations seek more effective ways to deliver their learning and development programs to maximize engagement and accommodate diverse learning styles.

Blended learning has gained tremendous popularity, and learning professionals have lauded its advantages. Blended learning combines the benefits of traditional classroom teaching with emerging technology and online educational resources to make learning more real-time, contextual, and engaging.

The concept of blended learning continues to evolve as organizations implement online learning, remote work, and the digital workplace. Learners still have traditional, trainer-led lessons and coaching sessions, but these are blended with self-guided, interactive experiences, which provide hands-on training and enable employees to work in the flow.

This innovative approach enhances knowledge retention and maximizes training efficiency, making it a valuable strategy for companies looking to stay competitive and foster continuous learning. In this article, we’ll explore the concept of blended learning, highlight its benefits, and walk you through building a blended learning program for your corporate learning.

We’ll also show you how Whatfix enables CIOs, L&D teams, and application owners to accelerate digital transformation by enabling employees with interactive, in-app guidance and blended learning experiences that support them in the context of their daily tasks and workflows.

Types of Blended Learning Models

Here are the five most common types of blended learning frameworks:

1. Flipped model

In the flipped model, traditional classroom instruction is inverted. Learners first encounter the instructional content outside of class, typically through video lectures, readings, or online modules. Then, in-class time is dedicated to active learning activities, discussions, group projects, and exercises that reinforce and apply the pre-learned material.

The flipped model allows for more personalized and interactive learning during face-to-face sessions and provides students with the flexibility to learn at their own pace.

2. Face-to-face driver model

The face-to-face driver blended learning model is the closest to traditional classroom training, as most of the training takes place in a classroom setting under the guidance of an instructor. This approach offers individual, personalized support to learners who are struggling to grab the new concepts or are falling behind the training curriculum.

3. Rotational model

In the rotational model, learners rotate between different learning modalities, such as face-to-face instruction, online activities, small-group discussions, and independent study. These rotations can be on a fixed schedule (e.g., daily or weekly) or based on learners’ progress. It offers flexibility and caters to various learning styles, allowing employees to work in the modality that best suits their needs at a particular time.

4. Flex model

The flex model gives learners significant autonomy and control over their learning path. It combines online learning with in-person support as needed. Using an adaptive learning platform, learners can choose when and where they access online content and resources, making it suitable for self-paced learning. Instructors can assist learners when required, helping them navigate the material and address any challenges.

5. Enriched virtual model

The enriched virtual model is primarily an online learning experience with periodic face-to-face sessions. Most of the learning occurs in a virtual environment, but learners attend physical classes or workshops at designated times for hands-on activities, assessments, or collaborative projects.

This model combines the flexibility of online learning with the benefits of in-person interaction, ensuring learners receive individualized instruction and group engagement opportunities.

Benefits of Blended Learning

Here’s why a blended learning approach benefits your organization’s L&D strategy.

• Combines theory with practice – Blended learning allows employees to engage with theoretical concepts through online modules and then apply that knowledge in practical, hands-on settings such as workshops or simulations. This combination reinforces understanding and improves real-world application.
• Cuts costs and improves ROI – Blended learning lowers training costs by reducing the need for physical space, travel, and printed materials. Digital modules can be reused or updated at lower expenses, improving the return on investment (ROI) for corporate training programs.
• Facilitates corporate training feedback – Digital platforms in blended learning enable real-time feedback and assessments, making it easier for trainers to track progress, identify knowledge gaps, and adjust the training accordingly to enhance effectiveness.
• Allows employees to learn at their own pace – Blended learning provides flexibility, allowing employees to complete online components at their own pace, fitting training around their work schedules and personal commitments. This ensures learners can absorb the training material without feeling rushed.
• Collaboration and peer learning – Through interactive elements such as discussion boards, group projects, or live sessions, blended learning encourages collaboration and peer-to-peer learning, enhancing problem-solving and knowledge-sharing among employees.
• Increased knowledge retention – The mix of self-paced learning and interactive, practical activities helps improve learning retention. Learners can revisit digital content whenever needed, while hands-on experiences solidify their understanding, leading to better long-term knowledge retention.

How To Create a Blended Learning Program

Here’s how you can create an effective blended learning program for your organization.

1. Define training objectives

Begin by clearly defining the training objectives. This step is foundational as it directs your entire blended learning program. Training goals must be specific, measurable, achievable, relevant, and time-bound (SMART goals). Consider what skills, knowledge, or competencies learners need to acquire or improve upon. Define the desired outcomes and what success looks like for your program.

2. Choose the blended learning model

The choice of a blended learning model – flipped, face-to-face driver, rotational, flex, or enriched virtual model – depends on various factors, including the nature of your training objectives, the target audience, available resources, and logistical considerations. Each model offers a different mix of online and in-person components. Carefully assess your needs and constraints to determine which model best aligns with your training goals.

3. Choose the ideal delivery method

Choose the ideal training method depending on your requirements and goals.

• eLearning Modules: These self-paced, digital courses allow employees to complete them on their own time, allowing flexibility and immediate access to learning materials.
• Live Virtual Training: This type of training conducts real-time virtual sessions in which instructors engage learners directly through platforms like Zoom or Microsoft Teams, offering interaction similar to in-person training.
• In-Person Workshops: Facilitates face-to-face sessions for hands-on training, teamwork, and practical exercises that require personal interaction.
• Mobile Learning: Enables learners to access training content on mobile devices, allowing employees to learn on the go, anytime, anywhere.
• Simulations and Role-Playing: This approach uses simulation training or in-person role-playing activities to allow learners to practice real-world scenarios in a risk-free environment, reinforcing the practical application of the content.

4. Invest in emerging blended learning and training tools

Invest in blended learning and training tools to effectively deliver training content, track employee progress, assess performance, and provide interactive learning opportunities.

• Learning Management System (LMS): A corporate LMS is a centralized platform that organizes, delivers, and tracks all learning content, both online and in-person. It supports personalized learning paths, assessment tracking, and reporting on learner progress.
• Digital Adoption Platform (DAP): A digital adoption platform provides in-app guidance and interactive walkthroughs to help employees navigate new tools or software applications, ensuring they can apply their training in real-time while on the job.
• Sandbox Application Environments: A sandbox environment replicates real-world applications, offering users an interactive and risk-free setting to learn, practice, and refine their abilities.

5. Assess and evaluate effectiveness

Use a combination of assessments, such as quizzes, simulations, and performance reviews, to measure training effectiveness and how well learners absorb and apply the content. Evaluate critical metrics such as learner engagement, knowledge retention, and behavioral changes to determine the program’s effectiveness.

6. Collect feedback and iterate

Gather feedback from participants to understand their learning experience, preferences, and areas where they struggled. Use this post-training feedback to refine and improve the blended learning program, ensuring it remains adequate and relevant to evolving needs. Regularly updating the program helps maintain engagement and better results over time.

Common Challenges in Blended Learning

Here are some challenges organizations might face while implementing their blended learning programs.

• Technology adoption and technical hiccups – Employees may need help to adopt new digital tools or platforms required for the online components of blended learning. Technical issues, such as software malfunctions or poor internet connectivity, can also disrupt the learning experience.
• Requires more management and scheduling – Coordinating online and in-person elements requires careful scheduling and management. Ensuring learners complete eLearning modules before attending workshops or virtual sessions can be time-consuming for administrators.
• Less immediate learner feedback or support – In digital modules or self-paced learning, learners might not receive immediate feedback or guidance. Unlike in-person training, where they can ask questions directly, they may need to wait for responses, slowing down their progress.
• Content integration – Ensuring a seamless flow between online and offline learning content can be challenging. These components must be integrated so that learners can easily apply what they learn in one setting to the other, without feeling disconnected.
• Tracking progress and measuring success – Blended learning programs require systems that effectively track and measure progress across digital and in-person formats. It can be difficult to assess overall success when learning activities are spread across multiple platforms and environments.

Real-Life Examples of Corporate Blended Learning

Here are three examples of how enterprise companies are using blended learning to improve their employee training and development programs.

1. Intel

Intel prides itself on its record of minimal product defects and utilizes thousands of manufacturing technicians to operate its factories. These technicians are responsible for operating, performing preventative maintenance, and troubleshooting equipment. This requires Intel to focus on hiring technicians with some core technical competencies. But these competencies of technicians vary by site and geographic location.

This required the company to implement a training solution that could connect across locations and experience levels with minimal time investment. Hence, they implemented a performer-centric blended learning approach that combined digital simulations, scenarios, and interactive exercises to achieve higher retention rates amongst the employees.

This blended learning approach enabled workers to quickly learn new skills using a combination of experiential learning and self-paced learning, supported by collaborative and instructor-led models. The training was conducted over two weeks resulting in a 157% ROI with a benefits-to-cost ratio of 2.27.

2. Contract Research Organization

A contract research organization that offers clinical trial services for pharmaceutical companies had a mission to be involved in groundbreaking research to develop new and innovative medicines and make them available to patients quickly.

Their training department structured the Instructor-led onboarding training to introduce the new hires to different functional departments in the organization and then train them on how to access and navigate the corporate LMS. Also, online training had to be provided to Clinical Data Management professionals on writing effective queries and using software tools for status tracking and discrepancy management.

One of the main challenges faced by the company in training delivery was meeting timelines. Because their client had a training schedule ready for the onboarding program, the training material of 14+ hours had to be ready for rollout in a span of 6 to 7 weeks.

The company leveraged a blended learning strategy to make use of classroom training, eLearning, videos, job-aids, and worksheets. While ILT sessions ensured new hires got to interact with their peers, e-learning delivered role-specific training on tools required to be used by Clinical Data Management professionals.

The blended learning approach helped them drastically cut down the time new hires spent in classroom training, addressing diverse learning styles, leveraging technology for rapid upskilling of new hires.

3. The Boeing Company

The Boeing Company wanted to improve its capture team leader (CTL) training to reflect the work that the business development role performs in the organization. In addition to better preparing participants for the CTL role, they wanted to reduce the classroom time and also the dependency on experienced CTLs.

The company opted for a blended learning solution that included small, web-based training lessons. This curriculum allowed employees to gain a foundational knowledge of the CTL role, its responsibilities, and the tools they needed. It also enabled them to practice the skills of a CTL before attending the live session and this preparation came in handy when the participants came to the classroom session. Throughout the classroom-based learning, participants were walked through the phases of a real capture effort using the knowledge and assignments they completed in the pre-classroom online learning.

The outcome was that 82.5% of the respondents felt they could immediately use the course content on the job, and 100% responded that they would recommend the course to a colleague.

Training Clicks Better With Whatfix

To boost the effectiveness of your blended learning programs, implement a digital adoption platform like Whatfix. This platform provides a centralized and user-friendly environment for learners to access and interact with various digital tools and resources. It helps streamline the integration of online components within a blended learning program, offering a cohesive experience.

DAPs provide step-by-step guidance, interactive tutorials, and in-app support, which can be especially valuable for learners navigating online content. This technology enhances learner autonomy and engagement. Whatfix also provides a simulated environment called the Whatfix Mirror, where IT teams and application owners can create replica sandbox environments of web applications and enterprise software without technical dependencies. Creating in-app guided experiences such as Tours, Flows, Smart Tips, and Task Lists guides new users through the simulated application. It provides hands-on user training without risking live application usage.

Additionally, DAPs offer analytics and insights that L&D teams can use to assess learner progress, identify areas for improvement, and tailor the blended learning experience for better outcomes.

To learn more about Whatfix, schedule a free demo with us today!