E-learning, blended learning, and workplace learning – are there even differences? Particularly in the context of internal training, these terms are often mixed up. You will find out now why workplace learning is becoming an increasingly important aspect of personnel development.
We have discussed blended learning and e-learning several times in the blog. If these terms mean nothing to you, feel free to check out our overview pages:
https://www.blink.it/blended-learning-in-der-praxis
https://www.blink.it/e-learning-unternehmen
Back to the topic: What is workplace learning?
According to the Dorsch Lexicon, workplace learning is a form of learning where experience formation, knowledge acquisition, or behavior modification occurs 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 the work context. Whether it’s knowledge transfer in digital or real form, collaboratively solving a problem, for example, in a work group, observing the methods of supervisors and colleagues, or handling various tasks – all this can be workplace learning. It is always about competence development at the workplace and in the respective work processes that are meant to lead to better performance.
Workplace learning means …
learning in the active work situation directly at the workplace.
situation-based and self-organized learning according to one's own needs.
considering the learner's knowledge level.
individual learning processes are an integral part of the learning culture.
no pre-prepared rigid training measures.
Workplace learning encompasses three main areas of personnel development: the promotion of a continuous learning process, the ongoing improvement of work, and permanent access to current content, training measures, and other exchange opportunities. Therefore, the optimal learning process should be closely linked to work and simultaneously require certain freedoms so that learning can take place continuously and in the necessary situation.
Workplace learning requires a long-term change process since all participants must gradually change their ways of thinking and actions. – Sauter & Sauter (2013)
5 stages of workplace learning
Learning at the workplace is becoming increasingly important, and most companies are aware of this. In terms of workplace learning, not only the learning locations and content change but also the learning methodology adapts to this type of learning. According to the author Jane Hart, 5 stages of workplace learning are distinguished:
Companies that want to implement training in the sense of workplace learning always strive toward stage 5 of workplace learning. Only from the last stages can one 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 this works best in the work situation itself.
The development toward workplace learning is already happening in some companies, where they combine stages 3 to 5 together and implement them according to the corporate and learning culture.
Differences between e-learning, blended learning, and workplace learning
Let’s return to the initial question of whether e-learning, blended learning, and workplace learning are the same. No! The following graphic helped me clarify the distinction:
Representation of the relationship between e-learning, blended learning, and workplace learning. // Own representation blink.it | Source: The Competence House
In this context, e-learning is classified as formal learning, consisting of predefined content provided by a trainer or training manager. Learners can consume learning content independent of time and place and do not rely on any contact person. Blended learning, on the other hand, is the combination of e-learning and in-person training. As the training manager, you act as a tutor and encourage the competencies of learners during in-person sessions for their digital self-learning phases. Workplace learning describes learning at the workplace that is aimed at promoting individual competence development. The learning objectives and course framework are not defined by a trainer, but arise from the ongoing work situation.
As can be seen in the graphic, the portion of formal learning gradually decreases. It evolves into an informal learning process due to the increasing self-organization. In all methods, knowledge building is at the center. With increasing responsibility on the part of the learners, the meaning and purpose of training ultimately aim toward qualification. In the work context, these measures ultimately focus on the individual competence development, which is rarely predetermined.
Not only is the learning form itself changing, but also your role as a trainer shifts from an active to a passive one. You transform from a trainer into a learning companion and framework provider. Learners take on this responsibility, which traditionally lies with the responsible individuals. Additionally, the learning location and the entire environment change when learning integrates into daily work. The content becomes shorter and is partially created by the learners themselves.
Here, the strategic difference is especially evident: workplace learning only works sustainably if companies define clear competence targets and consciously shape learning processes. Without a structural framework, self-organized learning remains random and has only limited impact.
For this shift toward a self-directed learning process in the work situation to succeed, you need an appropriate learning culture. Only in this way can all employees have the opportunity to learn in a way that suits them. This truly enables each employee to develop competence according to 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 in the work process itself. Roles, learning locations, and responsibilities fundamentally change in this process.
Therefore, companies that want to successfully establish workplace learning need not only new learning formats but also a learning culture that promotes personal responsibility, transparency, and continuous development.
Updated on 26.02.2026
