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Employee training is not one-size-fits-all. Different learning formats serve different purposes, and selecting the right one can make or break the success of an organization’s learning & development (L&D) initiatives.
This guide will help HR leaders and L&D professionals understand the different training methods, their alternate names in the industry, and the best scenarios for their implementation.
Types of Training and their example Use Cases
| Training Type | Also Known As | Why? (Purpose & Benefits) | Example Scenarios (HR & L&D Perspective) |
|---|---|---|---|
| Classroom Training | Instructor-Led Training (ILT), Face-to-Face Training | Provides structured, real-time learning with expert-led sessions. Best for complex topics requiring live interaction. | - HR: Leadership development for new managers. - L&D: Critical soft skills training. - HR: Upskilling employees for internal promotions. |
| Virtual Instructor-Led Training (VILT) | Live Online Training, Remote Instructor-Led Training | Like classroom training but conducted remotely, reducing travel costs while allowing global participation. | - HR: Training remote teams efficiently. - L&D: Onboarding for globally distributed employees. - HR: Compliance training with interactive sessions. |
| E-Learning (Self-Paced Modules) | Online Learning, Digital Learning, Asynchronous Training | Cost-effective and scalable. Employees learn at their own pace via pre-recorded content. | - HR: Ensuring employees complete mandatory compliance training. - L&D: Technical training for software tools. - HR: Training employees across different time zones. |
| Blended Learning (Mix of Online + Classroom) | Hybrid Learning, Phygital Learning | Combines online learning with live elements for deeper engagement. Ideal for long-term development programs. | - HR: Onboarding program with online modules + live Q&A. - L&D: Reinforcing soft skills training with practice exercises. - HR: Rolling out company-wide policy changes. |
| Microlearning (Short Learning Bites) | Bite-Sized Learning, Just-in-Time Learning | Short, focused lessons (5-10 min) designed to improve knowledge retention and on-the-job learning. | - HR: Training customer service teams on new policies. - L&D: Providing sales teams with quick negotiation tactics. - HR: Reducing the forgetting curve after major training. |
| On-the-Job Training (OJT) | Experiential Learning, Practical Training | Hands-on, real-world learning. Great for operations, sales, and customer service roles. | - HR: Ensuring new hires quickly adapt to their roles. - L&D: Upskilling frontline managers through real-world scenarios. - HR: Training employees in handling workplace conflict. |
| Coaching & Mentoring | 1:1 Development, Leadership Coaching | Personalized, one-on-one guidance for skill development, career growth, and leadership training. | - HR: Developing high-potential employees for leadership roles. - L&D: Supporting struggling employees in performance improvement. - HR: Helping employees navigate career transitions. |
| Workshops & Role-Play Training | Experiential Learning, Interactive Training | Hands-on, interactive learning for skills like negotiation, public speaking, conflict resolution. | - HR: Enhancing managers’ conflict resolution skills. - L&D: Improving employees' presentation and communication skills. - HR: Running team-building exercises. |
| Simulations & Gamification | Scenario-Based Learning, Virtual Reality Training (VR) | Engaging, risk-free learning for decision-making, crisis management, and safety training. | - HR: Training employees on emergency response procedures. - L&D: Improving decision-making skills in high-stakes roles. - HR: Running diversity and inclusion training. |
How to Choose the Right Training for Your Organization?
1. Define the Learning Goal
- Is the training meant for skill building, compliance, leadership, or technical upskilling?
- Example: If employees must apply skills immediately, on-the-job training is ideal.
2. Consider the Audience & Their Learning Style
- Are they senior leaders, frontline employees, remote workers, or technical experts?
- Example: Self-paced e-learning is great for tech teams, but live coaching suits leadership roles.
3. Think About the Scalability & Cost
- Is the training for a small team or a company-wide rollout?
- Example: Microlearning and e-learning scale easily, whereas classroom training is best for small, high-impact groups.
4. Measure Outcomes & Impact
- Can you track employee progress, behavior change, and performance improvements?
- Example: 360-degree feedback and KPI tracking can help measure success post-training.
How Krisin Delivers Hybrid Coaching for Real Change
Unlike traditional training programs, Krisin ensures employees not only learn but also apply their knowledge on the job. The platform blends:
✅ Daily Micro-Learning & Practice Modules
✅ Pre & Post 360-Degree Feedback for Measurable Change
✅ On-the-Job Actions (Real-World Assignments)
✅ Gamification to Drive Engagement & Retention
✅ Live Coaching Calls for Personalized Guidance
✅ Custom & Standard Programs with Optional Live Sessions
Every action is delivered to the learner’s inbox and app, ensuring engagement without disrupting work. The learner’s personal vision and purpose are integrated into the journey, ensuring commitment and real impact.
Final Thoughts
Choosing the right training can accelerate employee performance and business success. Whether it's structured coaching, bite-sized learning, or live workshops, the key is to align training with business goals and ensure real application.
For companies looking for a scalable, practical, and measurable solution, Krisin’s hybrid coaching approach provides the best of digital learning, live coaching, and on-the-job application—all in one platform.
💡 Want to drive real competency change in your organization? Explore Krisin’s unique training programs today. 🚀
