Corporate training models: a guide to workplace learning

Corporate training models help businesses develop their employees’ skills and knowledge. Some models rely on in-person instruction, while others use online platforms or a mix of both. Choosing the right model depends on your company goals, workforce size, and available resources.

This guide explores traditional and modern corporate training models, different business structures for training, and the latest online learning trends.

Read more about what corporate training is.

Traditional corporate training models

Traditional corporate training models follow structured programs. These methods have been used for decades and focus on in-person instruction or supervised training on the job.

Classroom corporate training

Classroom corporate training is instructor-led training (ILT) that happens in a physical setting. Employees attend a structured training session led by a trainer. These sessions include lectures, presentations, discussions, and hands-on activities.

Benefits of instructor-led training (ILT)

• Direct interaction: employees can ask questions and receive immediate feedback.
• Structured learning: trainers follow a planned curriculum.
• Hands-on experience: role-playing and group activities help employees apply concepts.

Challenges and limitations

• Time-consuming: employees must leave their regular work to attend training.
• Costly: renting spaces, hiring trainers, and arranging travel can be expensive.
• Limited flexibility: employees must follow a fixed schedule, which may not work for everyone.

On-the-job training (OJT)

On-the-job training (OJT) allows employees to learn by doing. Instead of attending formal classes, they work under supervision and gain skills in real-world situations.

Benefits

• Immediate application: employees practice skills on the job.
• Cost-effective: no need for classrooms or external trainers.
• Encourages teamwork: employees learn from experienced colleagues.

Challenges

• Inconsistent quality: training depends on the skills of the mentor.
• Can be overwhelming: some employees struggle without structured lessons.
• Takes time away from work: trainers must balance their own tasks while coaching others.

E-learning and LMS-based training

Companies can create custom corporate e-learning programs that deliver lessons through digital platforms. A Learning Management System (LMS) stores training materials, tracks employee progress, and provides assessments.

Benefits

• Flexible learning: employees can learn at their own pace.
• Scalable: companies can train large teams across different locations.
• Cost-effective: no travel or classroom costs.

Challenges

• Less engagement: employees may lose focus in self-paced courses.
• Limited interaction: less opportunity for discussions and hands-on practice.

Modern corporate training approaches

New training models focus on flexibility, engagement, and collaboration. These approaches combine traditional methods with digital tools.

Blended learning corporate training

Blended learning mixes online corporate training with classroom corporate training for a more flexible approach.

Employees complete online courses before attending in-person sessions. This way, classroom time is used for discussions and practical exercises rather than lectures.

The role of flipped learning

Flipped learning reverses the traditional approach. Employees first learn theory through online modules and then apply their knowledge in an instructor-led session.

Case study: Electrolux’s blended learning success

Electrolux, a global appliance manufacturer, used blended learning to scale training across its workforce. By combining digital courses with in-person workshops, they reduced training time and improved employee engagement. Read the full story here.

Employee-generated Learning (EGL)

Employee-generated Learning (EGL) is a model where employees create and share training content. Instead of relying only on L&D teams, subject-matter experts (SMEs) contribute their knowledge.

Benefits of EGL

• Encourages peer learning: employees share real-world insights.
• Saves time and cost: training is created internally, reducing the need for external trainers.
• Keeps training relevant: content is always up-to-date with current practices.

Role of SMEs in EGL

SMEs provide practical knowledge that traditional training may miss. Their input makes training more applicable to employees’ daily tasks.

Case study: WSP Australia’s knowledge-sharing success

WSP Australia, a leading engineering firm, used EGL to prevent knowledge loss. Employees created training materials based on their expertise, ensuring critical knowledge stayed within the company. Read the full story here.

Social and collaborative learning models

Employees learn through discussions, mentorship, and teamwork rather than traditional formal training. This social and collaborative learning occurs naturally as colleagues share knowledge, ask questions, and draw on real experiences. 

Social learning improves engagement and relevance, promotes teamwork, improves communication skills, and allows for real-time application of knowledge.

Benefits

• Encourages teamwork: employees share skills and insights.
• Supports continuous learning: employees learn in real time rather than waiting for scheduled training.

Here are the tools you can use

• Learning Experience Platforms (LXPs): provide personalized training recommendations.
• Social learning platforms: allow employees to share knowledge through discussion forums and videos.

Business models for corporate training

Companies structure their corporate training models based on their needs, industry requirements, workforce size, and the corporate training software they use. While some training must follow strict regulations, other learning opportunities can be more flexible. 

The challenge is balancing compliance-based training with employee-driven learning to ensure employees gain the skills they need while meeting industry standards.

Regulated vs. democratized training

Businesses must decide how much control they have over employee learning. Some training requires strict oversight, while other learning opportunities can be employee-led.

Regulated training: structured and mandatory learning

Regulated training ensures that employees complete required courses, often for safety, compliance, or legal reasons. Industries such as healthcare, finance, and manufacturing have strict guidelines employees must follow to meet government or industry regulations.

Examples of regulated training include:

• Workplace safety training: prevents accidents and ensures employees follow standard procedures.
• Legal compliance training: helps employees understand ethical and legal responsibilities.
• Cybersecurity training: protects sensitive company data from security threats.

Regulated training is essential for reducing risk and ensuring workplace safety, but it can sometimes feel rigid or disconnected from employees’ day-to-day tasks.

Democratized training: employee-driven learning

A democratized training model gives employees more control over how they learn and develop their skills. Instead of being assigned fixed courses, employees can choose topics that match their interests or career goals.

Examples of democratized training include:

• Online courses and self-paced learning: employees choose training programs based on their skills and ambitions. 
• Social learning and peer mentoring: employees learn from each other through discussion forums, videos, or team-based knowledge sharing.
• Microlearning and on-demand resources: employees access short, practical lessons as they need them.

This model encourages continuous learning and allows employees to develop skills beyond the company’s mandatory training. However, organizations must still provide guidance to ensure employees complete essential learning.

How organizations manage corporate training business models

Many companies use a hybrid approach, combining structured compliance training with flexible, employee-driven learning. This ensures employees meet legal requirements while also gaining valuable skills.

For example:

A financial services company might require employees to complete anti-money laundering (AML) training but allow them to choose additional leadership or technology courses based on their career paths.

A retail company may have mandatory customer service training, but store managers may be allowed to select team-building or sales techniques courses tailored to their store’s needs.

This balance ensures critical employee training is completed while employees stay engaged by choosing learning experiences that interest them.

The shift from knowledge to skills-based training

Corporate training is shifting from knowledge-based learning, where employees memorize information, to skills-based learning, where they apply what they learn in real-world situations.

Why skills-based training is more effective

Traditionally, corporate training focused on passing tests and completing courses. However, businesses now prioritize practical skills to improve performance. For example:

• Old model: a salesperson memorizes product details.
• New model: the salesperson practices handling customer objections through role-playing exercises.

Skills-based training helps employees:

• Develop job-relevant skills: training is directly linked to work tasks.
• Adapt to changing job roles: employees gain skills for the future, not just their current role.
• Improve performance: employees practice real-world situations instead of just learning theories.

By balancing structured training with employee-driven learning, organizations can create a workforce that is both compliant and ready for future challenges.

Corporate training models continue to evolve, combining traditional methods with modern learning technologies. Whether through classroom corporate training, blended learning corporate training, or online corporate training, organizations must choose models that align with their goals and workforce needs.