E-learning, blended learning and workplace learning – are there even any differences? Especially in the context of internal corporate training, these terms are often mixed up. Find out now why workplace learning in particular is becoming an increasingly important aspect of personnel development.
What is Workplace Learning?
According to the Dorsch Lexicon, workplace learning is a form of learning in which the formation of experience, acquisition of knowledge, or behavioral modification takes place directly in the work process or during other learning activities in the work environment. In short: Workplace learning describes any learning that takes place in a work context. Whether it is knowledge transfer in digital or real-world form, solving a problem together (e.g., in a working group), observing the approach of managers and colleagues, or working on various tasks – all of this can be workplace learning. It is always about competence development at the workplace and in the respective work processes, which should lead to better performance.
Workplace learning means …
learning in the active work situation directly at the workplace.
situational and self-organized learning according to one's own needs.
taking the learner's level of knowledge into account.
individual learning processes are an integral part of the learning culture.
no pre-made, rigid training measures.
Workplace learning comprises three main areas of personnel development: the promotion of a continuous learning process, the continuous improvement of work, and permanent access to up-to-date content, training measures, and other opportunities for exchange. The optimal learning process should therefore be firmly linked to the work and at the same time require certain free spaces so that learning can take place continuously and in the required situation.
Workplace learning requires a long-term process of change, as all participants must gradually alter their ways of thinking and acting. – Sauter & Sauter (2013)
5 Development Stages of Workplace Learning
Learning at the workplace is becoming increasingly important, as most companies are aware. In the sense of workplace learning, however, not only do the learning locations and learning content change, but the learning methodology also adapts to this type of learning. According to author Jane Hart, there are 5 stages of learning close to the workplace:
Companies that want to implement further training in the sense of workplace learning always strive towards Stage 5 of learning close to the workplace. It is only from the final stages onwards that one can speak of a learning organization, at least according to Jane Hart. After all, employees should be trained in the best possible way according to their needs, and that works best in the work situation itself.
The development towards workplace learning is already happening in some companies; they combine stages 3 to 5 with each other and implement them according to the corporate and learning culture.
Differences between E-Learning, Blended Learning and Workplace Learning
Let's get back to the initial question of whether e-learning, blended learning and workplace learning are the same. No! The following graphic made the distinction easier for me:
Illustration of the connection between e-learning, blended learning and workplace learning. // Own illustration blink.it | Source: The Competence House
In this context, e-learning is to be classified as formal learning, which consists of predefined content provided by a trainer or training manager. Learners can consume learning content independently of time and place and do not rely on a contact person. Blended learning, on the other hand, is the combination of e-learning and face-to-face sessions. As a training manager, you act as a tutor and, during face-to-face sessions, promote the learners' skills for their digital self-study phases. Workplace learning describes learning at the workplace, which is intended to promote individual competence development. The learning objectives and the course framework are not specified by an educator or trainer, but arise from the immediate work situation.
As can be seen in the graphic, the share of formal learning gradually decreases. Through increasing self-organization, it develops into an informal learning process. With all methods, the development of knowledge is at the center. As responsibility on the part of the learners increases, the meaning and purpose of training also develops in the direction of qualification. In the working context, these measures ultimately aim at one's own competence development, which is rarely predefined.
Not only does the form of learning itself change, but your role as a training manager or trainer also shifts from active to passive. You go from being a trainer to being a learning facilitator and framework provider. Learners take on this responsibility, which traditionally lies with the managers. The learning location and the entire environment also change when learning transitions into everyday work. The content becomes shorter and is sometimes created by the learners themselves.
This is precisely where the strategic difference becomes apparent: Workplace learning only works sustainably if companies define clear competence goals and consciously design learning processes. Without a structural framework, self-organized learning remains accidental and has only a limited effect.
For this shift towards a self-directed learning process in the work situation to succeed, you need a corresponding learning culture. Only in this way do all employees have the opportunity to learn in a way that suits them. As a result, you actually enable every employee to develop their skills in line with their own needs.
Conclusion
Workplace learning is more than learning at the workplace – it is a cultural shift towards self-organized, work-integrated competence development.
While e-learning and blended learning represent clearly structured learning formats, workplace learning shifts the focus to learning within the work process itself. In doing so, roles, learning locations, and responsibilities change fundamentally.
Companies that want to establish workplace learning successfully therefore do not just need new learning formats, but a learning culture that promotes personal responsibility, transparency, and continuous development.
Frequently Asked Questions and Answers
What does workplace learning mean?
Workplace learning refers to learning that takes place directly in the work context. Knowledge and skills are developed, for example, through concrete tasks, collaboration, experience, or self-organized learning within the work process.
What is the difference between workplace learning and e-learning?
E-learning refers to digitally supported learning with provided learning content. Workplace learning, on the other hand, describes learning that arises from concrete work situations and individual needs and is more self-organized.
How does workplace learning differ from blended learning?
Blended learning combines structured digital learning phases with face-to-face formats. Workplace learning shifts learning more heavily into the work process itself, where concrete tasks and challenges become the starting point for competence development.
What role do training managers play in workplace learning?
In workplace learning, their role changes from the traditional knowledge provider to a learning facilitator and framework provider. They create conditions in which employees can learn independently and develop their skills further in everyday work.
What prerequisites does successful workplace learning require?
Workplace learning requires a learning culture that enables and supports self-organized learning. This includes free spaces for learning, clear competence goals, personal responsibility, and continuous access to relevant knowledge.
