Blended learning (also known as integrated or hybrid learning) combines face-to-face instruction with digital learning formats such as e-learning into a cohesive learning experience. According to experts, this method is considered the most important learning format for businesses: 89% rate it as essential for corporate training. For HR, blended learning offers the opportunity to develop employees flexibly, individually, and cost-effectively.

Definition: What Is Blended Learning?

Blended learning refers to a learning approach that meaningfully combines traditional face-to-face instruction with digital learning formats from a didactic perspective. The term derives from the English word "blended" (mixed, merging into one another) and is also referred to as "integrated learning" or "hybrid learning."

Unlike pure e-learning, where learners work exclusively digitally and self-directed, blended learning combines the best of both worlds: The flexibility and scalability of digital formats meets the personal exchange and direct interaction of in-person sessions. Typically, participants work through theoretical content independently online, while face-to-face sessions are used for deepening understanding, discussion, and practical application.

Synchronous and Asynchronous Learning

A key characteristic of blended learning is the combination of two learning modes:

Synchronous learning takes place at the same time – whether in a seminar room or via video conference. Trainers can directly guide the learning process and address individual questions.

Asynchronous learning enables self-directed work: Learners complete e-learning modules, videos, or exercises at their own pace and at times they choose themselves.

The 4 Blended Learning Models

Research distinguishes four fundamental blended learning models, which were first systematically classified by Clayton M. Christensen, Michael B. Horn, and Heather Stalker.

Rotation Model (incl. Flipped Classroom)

In the rotation model, learners switch between different learning stations according to a predetermined schedule – at least one of which is digital. The most well-known sub-model is the Flipped Classroom (inverted classroom): Here, participants work through theoretical content in advance online (e.g., via learning videos), while face-to-face time is used for deepening understanding, discussion, and practical exercises.

Other variations include Station Rotation (switching between learning stations in the same room) and Lab Rotation (switching between classroom and computer lab).

Flex Model

In the flex model, learners work primarily online and self-directed. Trainers are available as needed for individual support, small-group coaching, or in-depth sessions. This model is particularly suitable for heterogeneous groups with varying levels of prior knowledge.

Self-Blend Model

With self-blend, learners independently decide which additional online courses they want to take alongside the regular face-to-face program. They supplement their learning portfolio individually – for example, through MOOCs (Massive Open Online Courses) or external certificate courses.

Enriched Virtual Model

This model is predominantly online-based. Face-to-face sessions only take place on specific occasions, such as at the beginning, at milestones, or at the conclusion. It is particularly suitable for geographically distributed teams or international learning groups.

Benefits and Challenges of Blended Learning

Benefits for Organizations and Learners

Flexibility: Employees can complete online content regardless of location and time. This enables learning at one's own pace and reduces time away from the workplace.

Cost Efficiency: According to the eLearning BENCHMARKING Study 2024, organizations particularly value the savings on travel, venue, and material costs. Once created, digital content can be scaled and reused.

Individualization: Different learning preferences are accommodated. Learners can repeat difficult sections or skip content they already know.

Better Learning Outcomes: Studies show that combining different learning formats leads to better learning outcomes than pure face-to-face or pure online formats. The study "Learning effectiveness of a flexible learning study program" (2023) demonstrates that blended learning achieves comparable learning outcomes with 51% reduced teaching time.

Measurability: Digital learning platforms (LMS – Learning Management Systems) enable detailed tracking of learning progress, completion rates, and knowledge gaps.

Challenges and Drawbacks

Technical Requirements: Learners need access to suitable devices and stable internet. Not all employees are equally digitally proficient.

Self-Discipline Required: Asynchronous online phases require personal responsibility. Without clear structures and deadlines, there is a risk that content won't be completed.

Design Effort: The didactic integration of online and face-to-face phases requires careful planning. Trainers need to develop new competencies in designing digital learning content.

Acceptance Barriers: In organizations accustomed to face-to-face training, there may be resistance to digital learning formats. Change management is often necessary.

Successfully Implementing Blended Learning

Introducing blended learning in an organization requires strategic planning. The following steps have proven effective in practice:

1. Define Learning Objectives and Target Audience: What competencies should be developed? What prior knowledge and technical skills do learners bring?

2. Choose the Appropriate Model: For leadership development, the flipped classroom is often suitable; for technical training, the flex model works well. The choice depends on content, target audience, and organizational conditions.

3. Assess Infrastructure: Is a Learning Management System (LMS) available? What tools for video conferencing, collaboration, and content creation are needed?

4. Engage Trainers: Training on designing digital learning content and facilitating blended learning formats is essential. Trainer buy-in is crucial for success.

5. Start with a Pilot Project: Test with a manageable learning group, gather feedback, and iteratively improve the concept.

6. Establish Feedback Loops: Regular evaluation by learners and continuous optimization ensure long-term success.

Effective talent development begins with understanding individual strengths and potential. Those who objectively assess their employees' learning needs can deploy blended learning formats more purposefully and design individualized learning paths.

Frequently Asked Questions About Blended Learning

What Is Blended Learning in Simple Terms?

Blended learning combines face-to-face training with digital learning (e-learning) into a cohesive learning unit. Both learning formats complement each other and offset their respective disadvantages. The concept is also referred to as hybrid or integrated learning.

What Is the Difference Between Blended Learning and E-Learning?

E-learning takes place exclusively digitally – learners work self-directed with online materials. Blended learning combines these digital formats with face-to-face phases, where direct exchange with trainers and other learners is possible.

What Is a Flipped Classroom?

The flipped classroom (inverted classroom) reverses the traditional learning structure: Theoretical content is worked through in advance online (e.g., via video), and face-to-face time is used for deepening understanding, discussion, and practical application. This leaves more time for active learning and individual support.

Which Topics Are Particularly Suitable for Blended Learning?

Blended learning has proven particularly effective for leadership development, onboarding new employees, soft skills and future skills, compliance training, and product and technical training. The troodi L&D Trend Report 2024 shows that cross-functional future skills are particularly successfully delivered in blended learning formats.

How Do I Measure the Success of Blended Learning?

Learning Management Systems enable measurement of completion rates, learning time, quiz results, and progress. Additionally, qualitative feedback from learners, transfer success in daily work, and – where possible – metrics such as productivity increases or error rates should be collected.

What Technical Infrastructure Do I Need?

Essential components are a Learning Management System (LMS) for managing and delivering learning content, video conferencing tools for synchronous online sessions, and authoring tools for content creation. Employees need access to suitable devices and stable internet.

How Do I Create Acceptance for Blended Learning in the Organization?

Success factors include: early involvement of leaders and trainers, transparent communication about goals and benefits, pilot projects with motivated learning groups, technical support for initial difficulties, and incorporating feedback into further development.

Conclusion

Blended learning has established itself as the leading learning format in corporate training. The combination of face-to-face and e-learning offers organizations flexibility, cost efficiency, and better learning outcomes. With 89% approval among experts (MMB Learning Delphi 2024) and adoption in over 80% of organizations, the method has become indispensable in modern talent development.

For HR professionals, the key to success lies in careful design: Choosing the appropriate model, engaging trainers, and clearly integrating online and face-to-face phases determine effectiveness. Those who strategically deploy blended learning are making a sustainable investment in their employees' competency development.

Would you like to objectively assess the potential and strengths of your employees to strategically shape talent development? The digital platform Aivy offers scientifically validated diagnostics for data-driven talent development. Learn more about Aivy

Sources

• MMB Institute for Media and Competence Research. MMB Learning Delphi 2023/2024. 2024. https://www.mmb-institut.de/
• eLearning Journal / Haufe Academy. eLearning BENCHMARKING Study 2024. 2024. https://www.haufe-akademie.de/digital-suite/blog/el-elearning-studie
• troodi. L&D Trend Report 2024. 2024. https://troodi.de/
• Christensen, C. M., Horn, M. B. & Stalker, H. Classifying K-12 Blended Learning. Innosight Institute, 2013. https://www.blendedlearning.org/models/
• Leibniz Institute for Knowledge Media. Blended Learning – e-teaching.org. 2024. https://www.e-teaching.org/lehrszenarien/blended_learning