Corporate Learning
Corporate Learning
In times of digital transformation, a shortage of skilled labour and ever-increasing demands on employees, an up-to-date level of knowledge and the continuous expansion of skills are crucial to a company's success. Companies that promote a good learning culture are not only future-orientated and secure their competitiveness, but also create the basis for innovation, motivation and sustainable employee loyalty. This is precisely where the concept of corporate learning comes in: Learning is seen as a strategic component of corporate development - customised, flexible and practice-oriented.
But what does corporate learning mean, what advantages does knowledge management offer companies and how can learning processes be successfully integrated into everyday working life? In this blog article, you will learn about the most important principles, success factors and trends in corporate learning and receive tips on how to establish training strategies for a sustainable learning culture.
The most important facts at a glance
- What is corporate learning? Corporate learning comprises systematic and holistic learning and development measures that are designed to make a company fit for the future in the long term. It continuously integrates learning into everyday working life and goes beyond traditional further training measures.
- What learning programmes are available Modern learning formats combine face-to-face and digital offerings. Common methods include workshops, mentoring, learning platforms, e-learning, webinars, microlearning and social learning.
- What makes corporate learning successful? Success is based on systematic needs analysis, iterative personnel development and sustainable anchoring in the corporate culture. Personalised learning opportunities promote efficient and targeted learning.
- Where can I find suitable learning content? At the Dr. G. Kitzmann Academy, we offer companies customised in-house training courses, face-to-face and online seminars as well as learning nuggets for quick learning in between - a comprehensive range of further training courses for every company.
What is corporate learning?
Corporate learning refers to all further training measures in a company that are aimed at securing and continuously expanding the existing knowledge and expertise of the workforce. The central aim of corporate learning is to secure competences in the long term and to manage knowledge effectively in order to ensure the long-term sustainability of a company. Employees should be empowered to develop independently and actively shape change. The targeted promotion of learning processes not only strengthens specialist and methodological knowledge, but also innovative strength, motivation and employee loyalty.
Traditional further training measures vs. corporate learning
In many companies, further training is offered as and when required, i.e. actually only when gaps in qualifications have already arisen. As a continuous learning process, corporate learning is closely linked to the strategic orientation of the company and represents the development of a learning organisation in which learning is part of the corporate culture and is actively practised by managers and employees alike.
Why is corporate learning indispensable for companies today?
The professional world is in a state of constant change: digitalisation, artificial intelligence, new business models, organisational structures and changing employee expectations are presenting companies with enormous challenges. In this dynamic environment, an organisation's ability to learn, including further training opportunities, is increasingly determining its long-term success.
"An organisation's ability to learn and quickly turn that learning into action is the ultimate competitive advantage."
- Jack Welch, former CEO of General Electric -
Avoid knowledge loss due to a shortage of skilled labour
Many industries are struggling with a shortage of qualified specialists. At the same time, demographic change means that the valuable experience of colleagues who are gradually retiring is being lost. Corporate learning provides a remedy here. Ongoing personnel development ensures that existing knowledge is secured and systematically expanded.
Promoting innovation
New technologies are rapidly changing work processes. Companies that offer their employees targeted learning programmes remain adaptable and can make productive use of digital innovations. Corporate learning helps to see technological changes in the modern working world not as a risk but as an opportunity.
Staying fit for the future: keeping pace with technological progressCompanies
that are constantly evolving and respond positively to change are better able to react to market changes and customer needs. Acceptance, openness and adaptability are the cornerstones of competitiveness in a dynamic environment.
Employee retention & motivation
Nowadays, offering individual development opportunities to staff is a decisive factor in employer attractiveness. Employees who are offered opportunities for personal development often feel valued and demonstrate greater motivation and productivity. Identifying with the company improves employee retention.
Would you also like to integrate "learning" into your company?
Discover our seminars, inhouse seminars and entire development programmes for various topics from leadership to communication to work organisation.
What forms of learning are there in corporate learning?
Classic learning formats: Classroom seminars and workshops
Traditional learning methods such as classroom training, seminars or workshops are still an important format for the continuing education programme in companies. They have the advantage of offering an intensive exchange with other learners, direct feedback from the trainer as well as relevant and practical exercises. In addition to the technical input, participants indirectly learn skills such as social competences and communication.
Digital learning formats: E-learning, microlearning and blended learning
New learning formats have become established in the digital world, making learning transfer more flexible and individualised for learners. This is confirmed by a study conducted by statista, in which 94% of those surveyed believe that e-learning applications are very important for vocational training.
- E-learning: learners can consume learning content flexibly and at their own pace. Digital learning platforms enable time and location-independent learning - ideal for saving time and adapting the learning programme to individual circumstances.
- Online seminars: Relevant training programmes are not always offered close to employees. Virtual events offer a good alternative so that employees do not have to spend unnecessary time and money travelling to and from the event.
- Microlearning: For quick learning in between, small, easily digestible learning units, such as learning nuggets, can be offered as further training measures that can be perfectly integrated into everyday working life and tried out in between.
- Blended learning: A mixture of face-to-face and online learning programmes combines the advantages of both learning formats: personal support with a digital self-learning phase. This form of knowledge transfer encourages learners to take responsibility for their own learning and at the same time creates space to try out what they have learnt in practice.
A continuing trend: gamification
As the success of language apps such as Duolingo & Co. shows, knowledge transfer using gamification is the new learning format par excellence. Dry theory paired with boring listening and note-taking is a thing of the past. Especially for the younger generations, virtual, playful learning is a good addition to traditional continuing education offerings. The learning content is structured in such a way that it is easy to consume, perfect for compact knowledge in between other activities.
Informal knowledge transfer within an organization
Corporate learning includes not only external training programs, but also knowledge exchange among employees. Internal training measures such as mentoring programs, peer learning, or training by colleagues not only promote knowledge transfer, but also cultural change toward an open, learning-oriented company.
Corporate learning for your company?
In our development programmes, you can put together your own individual training journey for you and your employees.
How does corporate learning work best?
Living learning culture
Learning can only have a lasting effect on the company if it is taken for granted. An open feedback culture, error-friendliness and exemplary behaviour on the part of managers create the basis for this.
Create individual learning paths
Employees learn best when learning content is tailored to their tasks, goals and skills. Personalised learning opportunities and flexible learning formats - from face-to-face to e-learning - promote motivation and sustainable skills development. However, recurring learning content that is relevant to the entire workforce can also be well standardised and prepared on a one-off basis.
Support from leadership and management
Managers are multipliers of learning. They provide orientation, facilitate learning time and anchor further training as an integral part of personnel development.
Technological and organisational framework conditions
Modern learning platforms, internal organisational structures and clear processes for knowledge transfer make learning accessible and plannable for the entire workforce. Transparent performance measurement ensures that learning processes are continuously improved.
Practical relevance and sustainability
Learning content must be applicable to everyday working life. Reflection, transfer exercises and follow-ups consolidate knowledge and turn it into measurable progress.
Promoting the exchange of knowledge
An active and open exchange of knowledge between employees is essential for successful knowledge transfer and innovation. Informal learning is encouraged through internal networks, mentoring programmes and regular team meetings.
Determine learning needs
The systematic identification of learning needs forms the basis for targeted further training measures. Feedback interviews, surveys or analyses of operational requirements can be used for this purpose.
Keeping learning programmes up to date
A dynamic learning programme is constantly geared to the changing requirements of the company and the market. Regularly reviewing and updating the learning content and integrating new technologies and methods ensures that training courses remain relevant and motivating.
Procuring training materials
High-quality and varied training materials are crucial for a successful learning process. Organisations should select suitable content from a variety of sources, e.g. subject matter experts, e-learning providers or their own internal resources.
Conclusion: Is corporate learning important?
Today, corporate learning is indispensable for the sustainable success of companies. It enables the workforce to be continuously provided with up-to-date learning content and important skills, thereby improving productivity and efficiency. At the same time, it strengthens employee motivation and loyalty, as learning opportunities signal appreciation towards employees. In particular, customised learning programmes and individual learning paths are very popular with learners.
By integrating learning into everyday working life and developing skills in a targeted manner, companies can counter the shortage of skilled labour, actively shape technological change and secure their competitiveness. Those who utilise corporate learning strategically thus gain a decisive advantage for the present and the future.
Would you like to impart knowledge directly within the company?
In our in-house training courses, qualified trainers come to your premises and train your employees in the desired subject areas.
FAQ: Everything about corporate learning
- Small businesses often benefit from flexible and practical learning formats such as compact classroom training, online courses, or microlearning units that can be easily integrated into everyday life.
- Medium-sized companies often rely on blended learning concepts that combine digital and face-to-face learning formats.
- Large companies usually use structured corporate learning with internal academies and individually developed learning paths for different target groups.
There is no blanket rule—the key is to make learning time a regular part of the working day. Many successful companies schedule an average of one to two hours per week for continuing education. It is not so much the duration that matters as the regularity: those who see learning as an integral part of their work achieve the best results in the long term.
Success is demonstrated by a combination of qualitative and quantitative indicators. In addition to traditional feedback or satisfaction surveys, other relevant indicators include transfer into everyday work, changes in behavior, and various company metrics such as productivity, turnover, and innovation rates. Modern learning platforms also support success with data analysis and learning progress measurements.
Managers are the key multipliers in corporate learning. They create opportunities for further training, provide feedback, motivate employees to learn, and exemplify a learning-oriented attitude themselves. With their support, learning becomes an integral part of the team culture—and thus a factor for success for the entire organization.
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