The traditional mode of training in the Business-to-Business (B2B) domain typically occurs through corporate training seminars held in physical offices. However, several shifts in the business world have necessitated a disruption in this training approach.

The demand for B2B services has grown significantly. The B2B eCommerce market alone was valued at $7.08 trillion in 2022. It is projected to reach a market value of $26.59 trillion by 2030. On the other hand, the global SAAS market, valued at $215.1 billion in 2021, is estimated to grow to a market size of $1298.92 billion by 2030.

The global footprint of B2B services and the growth of a hybrid work culture mean that workforces are now located in multiple geographies across time zones. Sweeping digital transformation means that upskilling needs to take place much faster. The pace and scale at which training is needed have increased.

The introduction of blended learning courses addresses all the challenges that come with these various shifts. This is a form of training that seamlessly blends offline and virtual training. It creates flexibility, access, and higher measurability of the training process.

In this blog, we deconstruct new course development trends and the role of blended learning in these scenarios.

Table of Contents:

What is Blended Learning?

Blended learning, also known as hybrid learning, is a teaching method that combines traditional classroom instruction with online learning. It has gained popularity in recent years due to its flexibility, convenience, and ability to cater to different learning styles.

A study by the eLearning Industry found that 73% of organizations surveyed believed that e-learning helped them increase their competitive edge, and 60% believed that blended learning approaches were more effective than traditional classroom-based training.

Moreover, according to a report by Docebo, companies that implement blended learning solutions can see a 30% improvement in employee productivity and a 60% improvement in employee engagement.

What are Blended Learning Courses?

Blended learning started as an educational approach where students get access to a mix of instructor-led classroom sessions, online learning materials, and virtual engagement activities. Access to on-demand online learning resources helps learners build knowledge and skills at their own pace.

The demand for this trend accelerated even more during the pandemic and has not died down since. This model has been adapted to the business world, where blended learning courses offer a mix of onsite training sessions led by trainers and access to a wide range of high-quality, on-demand online learning resources.

However, offline training can prove to be an expensive and cumbersome process to organize. It is also dependent upon the physical availability of both experts and employees. Hence, some businesses have shifted their entire professional development model online.

Here are some contemporary blended learning examples. A B2B sales team can now learn through a mix of on-demand videos, one-on-one coaching sessions, and onsite training to enhance their skills.

A coding team for a SaaS company can learn new skills through a mix of live simulations, gamified courses, and onsite hackathons.

Top 7 Blended Learning Resources to Consider Today

Here are the top seven to note if you are looking for the best resources to upskill your workforce:

1. Learning Management Systems (LMS)

A Learning Management System (LMS) is a software platform that provides all the online training and course management tools you need in one convenient location. It allows learners to access training materials, complete assignments, and take assessments at their own pace.

An LMS can also be used to track progress and generate reports. The benefits of using an LMS for workforce training include flexibility, cost-effectiveness, and easy monitoring of learner progress.

One of the drawbacks of LMS is that it may only be suitable for some types of training, particularly hands-on training that requires practical skills.

Additionally, some learners may need assistance with the self-directed nature of LMS training, which means more support from trainers. This can be counterproductive in certain scenarios.

2. Microlearning

Microlearning is another modern blended learning resource that involves breaking down complex concepts into small, easily digestible chunks of information.

This approach is particularly suited for workforce training as it allows employees who are usually short of time to focus on specific skills and areas they need to improve, as and when they get some time.

Microlearning resources can include short videos, podcasts, infographics, and quizzes. The benefits of microlearning for workforce training include

  • Increased engagement and motivation,
  • Personalized learning, and
  • Cost-effectiveness.

However, one of the drawbacks of microlearning is that it may only be suitable for some types of training, particularly those that require more in-depth knowledge and skill development.

Additionally, microlearning can be challenging to create. Organizations may need to invest in developing high-quality microlearning resources feasible for organizations with a limited budget for training.

3. Gamification

Gamification is a blended learning resource that has gained much traction in recent years. It primarily involves using game-based elements such as a point-based system or leaderboards to get employees hooked on achieving specific learning goals while providing an enhanced learning experience.

Learning via Gamification can be particularly effective for workforce training. Its addictive nature can increase employee engagement, motivation, and retention without making it just another task or a learning goal.

Gamification can be used in various training contexts, from compliance to product training.

However, one of the drawbacks of Gamification is that it may only be suitable for some types of training, particularly those that require more practical skills development. Additionally, it can be challenging to implement effectively, and organizations may need to invest in designing high-quality game-based learning resources.

4. Virtual Reality (VR) and Augmented Reality (AR)

Virtual Reality (VR) and Augmented Reality (AR) are blended learning resources using advanced digital technology and equipment to provide immersive and practical training.

These technologies can be particularly effective for workforce training where the practical application of what is being taught is the priority, as they can simulate real-world environments and situations.

This can be particularly useful in scenarios where safety is a priority. VR and AR can be used in various training contexts, from safety training to skills development.

However, one of the drawbacks of VR and AR is that they may only be suitable for some types of training, particularly those that require a significant investment in technology and resources.

Additionally, VR and AR can be challenging to implement effectively unless organizations have the funds to invest in the equipment needed to implement this form of training effectively.

5. Social Learning

Social learning involves using social media and similar learning platforms to provide a better learning experience. It is safe to say that almost everyone is on social media and is addicted to it to a certain extent.

This approach takes advantage of this, resulting in an effective blended earning resource for workforce training. This form of learning allows learners to share knowledge and best practices and take ownership of learning.

Social learning can be used in various training contexts, from compliance to product training. The benefits of social learning, when used in the context of workforce training, include increased engagement, motivation, and learning retention.

However, one of the drawbacks of social learning is that it may only be suitable for some types of training, particularly those that require more individualized attention and feedback.

Additionally, social learning can be challenging to manage, and organizations may need to invest in establishing clear guidelines and protocols for learners to follow.

6. Personalized Learning Paths

Personalized learning paths involve tailoring the training experience to the individual needs of each employee. This approach can be efficient for workforce training as it allows employees to focus on the skills and knowledge areas they need to improve.

In addition, data analytics, assessments, and learner feedback can create personalized learning paths based on the caliber of each employee.

The benefits of personalized learning paths for workforce training include increased engagement, motivation, and retention of learning.

Customized learning paths do have their own sets of limitations as well. They can be challenging to implement if the organization does not have the required workforce or the training budget to implement this.

7. Instructor-Led Training

Instructor-led training is a tried and tested form of training that has been used for years. It can be a particularly effective tool for workforce training when combined with online digital learning resources to supplement the instructor’s training.

This form of training allows employees to interact with trainers and fellow employees, ask questions, and receive immediate feedback. At the same time, it allows access to online material to clear any doubts or learn certain topics in more detail.

Instructor-led training can be used in various contexts, from soft to technical skills training.

7 Amazing Benefits of Blended Learning Solutions

Here are some benefits of blended learning solutions:

1. Time Saving

Instructors have to spend a lot of time creating teaching resources. For example, they have to source and collate material, have it printed, and then distribute it to the students. Needless to say, this is a time-consuming process.

A better option is to access online resources, upload to an online corporate training platform, and then send the link to the article, PDF, presentation, or document to the learners. Many instructors have already adopted this practice, thus saving precious time

2. Cost-Effective

Blended learning solutions are also cost-saving as enterprises don’t have to invest in printed copies of their training content. They can simply upload their training resources to a central repository and make them available for reading, downloading, and editing.

Besides, they also save in terms of accommodation and travel costs as employees can access classroom training sessions using an online environment.

3. Better Communication

Most online platforms offer a vast range of built-in communication tools such as live chat, messaging boards, video calls, etc. These tools make interactions between the instructor and employees more effective.

Instructors can upload assignments, share information, assign due dates, and address questions. Besides, online forums and communities also provide employees a platform to debate, share, and seek information, all of which makes the subject under discussion more relevant and interesting.

4. Expands Reach

The fact that blended learning combines the best of classroom and online learning helps enterprises expand their reach. In classroom learning, employees can interact with their instructors and peers, and also learn from hands-on activities.

Through face-to-face interaction, they can also understand where they stand in relation to their peers and share experiences, gaining new perspectives. Online learning, on the other hand, is more personalized, allowing them to learn at their own pace and expand their knowledge beyond the classroom.

Also, blended learning allows enterprises to extend training beyond geographies at minimal costs. Employees can log in to an online environment, for example, WebEx, at a designated time and participate in training sessions.

Besides, blended learning also enables learners to access content while on the move, on their smartphones or devices of their choice.

5. Increases Engagement

Online content is created using several digital media types, such as audio, video, text, graphics, animations, etc. These media formats help to bring complex concepts and make the content more engaging, immersive, real-time, and contextual.

Take the example of sales training. An instructor can supplement classroom lessons with presentations and also online games that allow employees to practice their skills in a virtual environment, get a ‘first-hand’ experience of how the knowledge can be put to practice in real-time settings, and also learn from mistakes.

With these formats and activities, learners are more likely to engage with the lesson, retain the knowledge, and apply it in actual situations.

The second aspect to consider is that employees are busy with their jobs, and so it is difficult to align classroom learning with so many different schedules. By adding online learning to the training, enterprises can offer their employees greater flexibility in accessing and participating in training.

6. Pre and Post-Training

Instructors can use readily available online resources to supplement their classroom lessons. They can also share links to these resources and ask the employees to come prepared for the lesson in the classroom. Then there may be some employees who are already familiar with the concept and others who are not.

By sharing these resources beforehand, instructors can bring all employees on board and even administer tests to check their proficiency on the subject. Pre-training through online resources saves valuable classroom time and provides a more level playing field for all the trainees to grasp the lesson.

Apart from pre-training, blended learning can also be an effective means of post-training. Employees can be provided with links to online resources to supplement classroom teaching.

7. Simplifies Assessment

Blended learning also simplifies assessment. Instructors can use online tools to administer tests and quizzes to assess the proficiency of the learners.

And by using a learning management system (LMS) to administer training, they can also leverage its analytical and reporting tools to automatically generate statistics and analytical reports, which they can then use to judge the capabilities of their learners and also to fine-tune their future training.

Building an Effective Learning Platform

Access to the right learning technology and framework is important to help businesses scale their skilling efforts. This is where a superior Learning Management System (LMS) can help bring agility to the learning process.

This is a single unified interface that brings all stakeholders – learners, trainers, guest experts, and human resources onto one platform. On-demand learning resources can be distributed securely and quickly, and learners can engage seamlessly via the platform across all devices.

One of the most important aspects of such a framework is access to rich data insights and the ability to track a learner’s progress. These are secret weapons enabling training teams to measure the effectiveness of their programs.

Summing Up

Blended learning has been around for some time now, and its benefits are as relevant today as they were when it was first introduced. By implementing the above-mentioned blended learning best practices, educators can create a more effective, dynamic, and engaging learning experience that meets the needs of modern learners.

B2B domains will become increasingly competitive. Companies that are invested in skilling their workforces will be best poised to capture more market share. By introducing blended learning courses, they will be able to deliver relevant training to employees across geographies, skill sets, and job profiles.

Partnering with an experienced technology specialist can help businesses make early investments in the technology required to scale and make training agile and effective.

Hurix Digital is geared to support you in meeting all your blended learning needs.

Contact us to initiate a conversation and explore the best blended learning solutions for your small business.