Training, workshop or e-learning? How to choose a form of development and not burn through your budget [HR's practical guide]

Reading time: about 10 minutes

Why are forms of employee development sometimes confused?

In the world of HR and management, we often hear: "we need training". Meanwhile, this slogan can cover a very different need - from an inspirational lecture, to a practical workshop, to a long-term implementation process.

If an organization orders "training" and expects to change attitudes, implement new habits or even improve financial performance, the risk of disappointment is high. That's why it's crucial to consciously distinguish between forms of development and skillfully match them to business goals.

In this article we explain:

• what are the differences between the most commonly confused forms of training and development,
• how to avoid misguided purchasing decisions,
• what the 5I™ Model (Copyright © Heuresis, 2025) is and how it helps in designing effective activities,
• how to look at effectiveness and ROI in training.

Training or workshop - where is the difference?

• Training focuses on the transfer of knowledge and skills. The trainer explains, demonstrates, and participants practice.
• A workshop is intensive work by participants - solving cases, simulations, exchanging experiences. The trainer is a facilitator, not a lecturer.

When to choose what?

• Training - when introducing new procedures, regulations or tools.
• Workshop - when building soft skills and team cooperation is important.

E-learning or blended learning - which has a greater effect?

• E-learning is self-paced online learning. Ideal when you need to deliver knowledge quickly and cheaply (e.g. standards, regulations).
• Blended learning combines e-learning with live classes and on-the-job implementation - thus increasing the chance of behavior change.

When what to choose?

• E-learning - when what matters is the rapid introduction of knowledge on a large scale.
• Blended learning - when the goal is to make a real change in the way you work, not just knowledge "on paper."

Onsite or remote training - which really works?

• Remote: flexible, cheaper, allows to reach dispersed teams.
• Stationary: stronger experience, team integration, deeper work on attitudes.

when to choose what?

• Remote - when you need to train many people with expertise.
• Stationary - when relationships, collaborative culture and interpersonal skills count.

Action learning or lecture - where does the value lie?

• A lecture is a structuring of knowledge and inspiration, usually in a one-sided format.
• Action learning engages participants in solving real company problems - it teaches by implementing.

When to choose what?

• Lecture - at conferences, as an inspiration.
• Action learning - for complex strategic challenges.
• Comparative table of development forms

Form of development	Main features	When to choose?	Main limitation
Training	Transfer of knowledge and skills, role of trainer dominant	New procedures, tools, regulations	Limited activity of participants
Workshop	Active work of participants, trainer as facilitator	Soft skills, teamwork	Requires greater involvement of the group
E-learning	Online, asynchronous learning	Standards, regulations, mass knowledge	Lack of interaction, more difficult to implement
Blended learning	Combination of e-learning and live classes	Implementation of habits, behavior change	Requires better planning and coordination
Remote training	Flexible, less expensive, access for distributed teams	Expert knowledge, rapid implementation	Less integration and teamwork
Stationary training	Intensive experience, relationships and networking	Team building, changing attitudes	Higher costs, logistics
Lecture	Inspiration, structuring of knowledge, one-way transmission	Conferences, meetings of large groups	Lack of practice, lack of implementation
Action learning	Solving real problems in a group	Strategic challenges, difficult decisions	Time-consuming, requires a mature group

The 5I™ model - how does the learning process really work?

The 5I™ Model (Copyright © Heuresis, 2025) is a proprietary concept describing how an effective process of competence development takes place - from initial inspiration to consolidation of habits.

1. Inspiration - stimulating curiosity and the desire to change.
2. Information - transfer of knowledge (what and why).
3. Instruction - practical instructions on how to do something.
4. Implementation - implementation and cooperation with managers.
5. Internalization - consolidation of standards and turning into a habit.

Time required for internalization: from a week (simple tasks) to several months (complex competencies).

Can the ROI of training be counted?

Increasingly, boards are asking: "What will be the ROI of training?". This is an important question - but the answer is not simple.

We measure the effectiveness of training on several levels:

• financial - whether the costs were adequate to the effects,
• emotional - whether participants left satisfied or frustrated,
• organizational - whether the training fit into the company's real processes.

ROI in training is difficult to calculate, because many factors influence the results - in addition to the training itself:

• changes in the team atmosphere,
• departures or arrivals of key employees,
• marketing activities,
• changes in the market environment.

Therefore, ROI must be approached carefully - separating the effects of the training itself from other variables. The most reliable approach is to measure a specific increase in competence and assess whether it has translated into assumed business goals.

How not to make a mistake when ordering training?

It's Do - for HR and managers:

1. Define the goal - inspiration, knowledge, skills, implementation or lasting change?
2. Choose the form - training, workshop, e-learning, blended learning, action learning or lecture?
3. Define the 5I™ level at which you want the process to end.
4. Plan the role of managers in implementation.
5. Determine the timing - simple training takes a day, internalization can take months.
6. Ask the vendor for measurable results.
7. Compare bids - make sure the format matches the objective.
8. Remember the big picture - training is the beginning, not the end of the process.

Frequently Asked Questions (FAQ)

1. What is the difference between a training and a workshop?
Training focuses on imparting knowledge and instruction, while a workshop engages participants in active work on cases and simulations. A workshop works better for developing soft and team skills.

2. When is it better to choose e-learning and when blended learning?
E-learning is good when you need to transfer knowledge quickly to a large number of people (e.g. standards, regulations). Blended learning works well when the goal is to change behavior and implement new work habits.

3. Is it possible to count ROI from training?
You can try, but you have to be careful. Results are affected by many factors outside of training (e.g., changes in the team, marketing activities). It's best to measure the increase in competence and assess whether it has translated into your business goals.

Summary and invitation

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