If you want to keep your business afloat and stay competitive in a tech-savvy market, it is crucial to educate your employees continually. This is an investment that will return in the long run.
Let’s say you want to train your marketing team and sales representatives and, after that, integrate new technical training solutions into processes to increase sales. You look for training and decide to invest $15,000. As a result, your sales team increased the customer satisfaction rate, which led to $55,000 net profit.
So, investing in technical training is not an extra measure. It is a part of business strategy. In this blog, we will uncover its value for businesses, discuss implementation strategies, and what you should avoid to achieve success. ✨
Summary
- What is technical training?
- Why it matters for your business
- Types of technical training solutions
- How to build an effective training program
- 3 major mistakes when implementing technical training and ways to avoid them
- Measuring success: a step toward growth
- Case example
What is technical training?
Let’s now try to figure out what technical training is in detail. Simply put, it is a process of learning and acquiring tech skills. Its purpose is to teach employees new technologies, approaches, tools, software, or systems that will affect work productivity.
According to Corporate Training Global Market Research 2025 ( Abdul Wasay. Corporate Training Market Report 2025. Share And Research. The business research company. 2025), we will see extreme growth in corporate training. The market is expected to grow to $514.38 billion in 2029 with a 5.4 percent compound annual growth rate (CAGR). This is an impressive forecast.
(The Business Research Company, Corporate Training Global Market Report 2025)
Based on our observations, technical training for employees brings value at the individual level. Employees agree to pass job-related courses organized by Learning and Development (L&D) managers at their companies, as it can directly influence their career path and salary level. Along with this, upgrading skills encourages professional confidence and morale. All of these motivate employees to perform effectively in their current role and deliver better results.
Why it matters for your business
Along with employees, businesses also benefit from technical training. While employees gain new skills and use emerging technologies at the workplace, businesses grow and increase their profits. Here are the major pros:
- Increased operational efficiency.
Employees who have passed professional training can complete tasks faster and with fewer errors. This helps avoid rework, downtime, and dependence on management for troubleshooting. For example, a QA engineer, after passing a test automation course using Selenium and Python, can cut testing time, accelerate releases, and reduce the number of critical post-deployment bugs. - Faster time to market.
Well-trained teams can integrate trendy tools, technologies, or systems faster, accelerating the release of new products. In this case, training helps create prototypes faster and integrate tools more smoothly. - Enhanced innovation capacity.
Training is a driver for continuous learning and experimentation. Highly-skilled teams have more chances to identify process improvements, develop efficient systems, and experiment with new tools and solutions. For instance, ML-oriented training or courses in data engineering or automation enable the implementation of new business models, which boost data-driven decisions.
Types of technical training solutions
Now that we know why technical training matters for both employees and businesses, it is time to figure out its main types. Depending on the business’s objectives, you can choose a specific type of technical training for your team.
👉 Instructor-led training
With instructor-led training (ILT), a trainer guides you through the entire process. ILT allows for effective support, collaboration, and communication within the group.
It may seem that ILT is fading into the background, compared to other types of training. However, statistics say differently. Based on Horizon Grand View Research, in 2024 (Instructor-Led – Corporate e-Learning Market Outlook. Horizon Grand view research. 2025.), the global ILT market generated ~$41 million. They also found out that by 2030, the market will reach ~$139 million, growing at an impressive 22.6 percent CAGR.
(Grand View Research. (n.d.). Corporate E-learning market outlook: Instructor-led training (global). Retrieved from Grand View Research website)
Overall, there are three types of ILT:
- In-person ILT. The technical training takes place in a physical environment with all the students and a trainer in place. It enables face-to-face communication, practical demonstrations, and fast feedback.
- Virtual ILT. This implies remote connection and communication between the trainer and the students. This is a perfect choice for distributed teams, especially when people work not just remotely but from different countries.
- Blended. This format combines both ILT and self-learning. It means that, along with lectures held by an instructor, you have access to content that you must learn yourself. It is convenient as you can interact with the trainer and, at the same time, feel autonomous.
Below, you can see the benefits of technical training in this case.
If you decide to choose this type of technical training for your organization, you should be ready to face some challenges. Get ready to invest in logistics, venue rent, printing materials, and other costs. Also, if you have several offices and want to educate teams in each of them, you need to organize and deliver consistent ILT across these multiple locations.
👉 Video-based e-learning
Video-based e-learning is a widespread type of effective technical training as it allows access to materials or lectures from anywhere. There are different forms of e-learning, including video, text, audio, or a combination of these. Students can use a tablet or smartphone, depending on their location, to access the materials. The possibilities of e-learning are endless.
Video lessons can be integrated into your LMS system and delivered through a variety of formats. The examples of technical training here include animated presentations, video conferences, webinars, screencasts, podcasts, and audio.
To increase engagement, the authors of e-learning training may use gamification elements, virtual reality (VR) tools, or build AI-based technical e-learning courses.
Here you can see the benefits that e-learning provides:
Often, e-learning can feel isolated, which can lead to less motivation to study. So, think about the ways to motivate your employees to attend remote lectures, process educational materials independently, and spend time practicing new technical skills.
At Blue Carrot, we have experienced teams that specialize in creating e-learning videos and are experts in what technical training is at its core. As an example, we helped create 485 lessons (~120 hours of content) for one of our clients from the energy sector, including AI-based videos with avatars. Our team also collaborated with Learn Crypto, a free education platform, to turn their text-based lessons into engaging video materials. As a result, Blue Carrot presented more than 100 2D animated videos, which significantly increased learner engagement.
👉 Self-paced e-learning
Self-paced e-learning enables students to study at their own pace and follow their own schedule. There are no live lectures or interactions with a trainer. Instead, there is access to pre-recorded educational materials, structured in asynchronous modules. It may include videos or lectures, textbook chapters or articles, and quizzes. Companies can reuse such courses with minimal cost.
Such training is a good choice for busy employees. For example, a backend developer can join a PostgreSQL course during periods of low demand and upgrade skills without stepping away from ongoing projects. Also, a company can reduce onboarding time by introducing QA engineers with a structured interactive course on toolchains and internal testing frameworks.
Blue Carrot has proven expertise in developing asynchronous e-learning courses, as shown by our collaboration with a company from the finance sector. Our team transformed a set of static PDF-formatted courses into engaging and user-friendly e-learning materials. The process was coordinated with Subject Matter Experts (SMEs) to support data accuracy. As a result, we delivered 13 courses localized into Estonian and Latvian in four months.
BFAA – E-learning course
View demo👉 Simulations
Technical training simulations use digital tools to study real-world cases. You can examine cells through virtual microscopes, simulate complex chemical reactions, or test cybersecurity protocols in virtual labs that resemble the real ones.
Simulations help remove real-world risks, which let learners explore complex systems more safely. This type of learning combines technical training essentials that provide higher accessibility for those studying at a distance. Simulations may help replicate the complexities and subtleties of the real world, which makes them highly effective for the educational process.
At this point, it is important to look at one of Blue Carrot’s partnerships. We helped Studio SE, a company that smoothes the process of model-based systems engineering (MBSE) adoption, go beyond traditional hands-on experiences. Our team is now transforming a 50-hour live educational program into a fully self-paced online course. The pilot resulted in higher learner autonomy and confidence, and the same is expected from the rest of the course.
👉 Blended & microlearning
Blended technical training and microlearning have their own specific benefits for learners.
📌 Blended learning
Blended learning is a combination of online and in-person activities. It combines traditional approaches to learning with innovative technology. The learner feels autonomous, still controlling the educational process.
Blended learning can combine instructional videos, virtual simulations, online discussions, or interactive modules. All of it is still accompanied by face-to-face interaction with the trainer.
The biggest convenience is that this type of technical training does not require you to follow a certain schedule. It integrates emerging technologies and provides a balanced combination of engaging content. It also focuses on continuous assessment and improvement.
📌 Microlearning
Microlearning is among the technical training solutions, offering focused parts of content in the form of short lessons or modules. The units are easy to digest, making them ideal for users with short attention spans.
Businesses usually use microlearning to make employees’ onboarding smoother. It is also used in corporate technical training, skill enhancement programs, or professional development plans. While microlearning is digital and mobile-friendly, it ensures easy on-demand access. It is cost-effective and easily customizable, allowing trainers to quickly update content and tailor it to diverse learner needs.
At Blue Carrot, we know how to implement microlearning techniques. For one of our clients, we created a comprehensive video course aimed at future white-glow contractors. The course helped them work more efficiently and achieve great results. Our team developed 30+ minutes of animated content, making difficult processes easier to understand and retain.
How to build an effective training program
Before planning a technical training program, identify your organization’s goals to choose the solution that best supports them and create a solid learning plan. This is not just developing a set of lessons. It includes lots of communication, discussion, and analysis combined with creativity. Our investigation has shown that building an effective technical training program requires the following four steps.
✅ Step 1 – Analyze the target audience and their needs
The first and most essential step is defining the target audience. Our team examines who the future learners are, where they live, and what skills they already have. After that, we specify the reasons why future learners will need the training and assess the potential level of motivation. At this stage, we always describe how specific learning gaps must be addressed through the educational content.
✅ Step 2 – Understand the goals and choose the training type accordingly
Now, we need to clarify the goals. Objectives typically vary. You may need to transfer knowledge, develop skills, enhance motivation, or make changes in behavior or environment. Based on your objectives, we invite SMEs to support the creation of a technical training program to ensure it is accurate and sustainable. We transform data into precise business objectives that can be easily measured.
✅ Step 3 – Develop training content and assemble materials
Then it is time for the e-learning content development phase. It can include videos, text materials, audio, or slides that are structured into lessons or educational blocks. Remember to organize materials logically. This means you should provide information gradually, from easy to complex. Also, remember to motivate your learners. This is possible by integrating various interactive elements like quizzes, mini games, and simulations.
For online courses development, the Blue Carrot production team uses different authoring and avatar-based tools. See more information about them below:
📌 Technical training tools
Let’s start with authoring tools. The first one is Articulate Storyline 360, which is among the key technical training tools in our processes. It is easy to use, so teams with different levels of knowledge can apply it.
The tool features numerous interactive elements. This can be different scenarios, branching paths, and quizzes. It supports variables and triggers to build dynamic content, adjusting to the choices of learners.
A good example of Blue Carrot’s expertise in Articulate is the partnership with The United Nations Population Fund (or UNFPA, formerly the United Nations Fund for Population Activities). Our team used Storyline to integrate custom interactive elements and design slides for mobile and desktop devices.
If talking about avatar-based tools, drawing on our own experience, it is optimal to use Synthesia and HeyGen. Both tools provide life-like AI avatars and powerful localization options. However, if you need highly engaging, avatar-driven videos with dynamic expressions and personalization, select HeyGen. Choose Synthesia if you produce large-scale training or corporate content and need powerful e-learning content localization options and team collaboration tools.
At Blue Carrot, we use both of these instruments to create technical training systems. For one of our clients, we created AI-based videos with the help of Synthesia, which led to easier updates in the future and overall streamlined production. Also, for Brainedge, a tech startup, we applied HeyGen to localize their course into Spanish and French and create voiceovers.
✅ Step 4 – Deliver the training and measure the results
A good practice is to show the technical training essentials and the designed content to the test audience. It enables you to see weak points in materials and their presentation and formatting. It is crucial to gather feedback, make changes to the training course if needed, and then deliver the polished package to the learners.
To measure success, implement post-training tests or surveys. It will help analyze performance, gather feedback, and see whether there has been any enhancement in knowledge or skills development.
3 major mistakes when implementing technical training and ways to avoid them
The process of creating and implementing a technical training system is complex, and you may meet many challenges. Here we would like to help you solve the most widespread mistakes that company management may face.
- You have unclear metrics or success criteria.
For example, a team completes a training on secure coding, but there is no tracking of whether code quality or security improves after that. As a solution, you can define KPIs such as skill improvement (pre/post-tests), behavioral changes (code reviews, deployment practices), or business outcomes (reduced bugs, faster time-to-market). - You ignore the business context.
This means teaching technical skills in a vacuum, without linking them to specific use cases. For example, an AI/ML training for developers takes them through general algorithms, but ignores the company’s actual use case, which is customer churn prediction in the telecom sector. Technical training solutions include building examples and exercises for actual business challenges and co-creating learning content with domain experts. - You focus on tools, not concepts.
This means teaching only the how without the why. For instance, a training program for DevOps engineers focuses just on using Jenkins for continuous integration/continuous delivery or deployment (CI/CD) pipelines. It neglects to cover key concepts such as computing, automation, integration, or deployment strategies. This is why training should be based on core principles first, and tools like Jenkins must be introduced as practical examples later.
Measuring success: a step toward growth
The final goal of any technical training system is to boost performance and increase business profits. Tracking skill development level, knowledge retention, learner satisfaction, and other metrics will help you get insights into how effective the training program was, what areas need improvement, and what value the training brought.
Many models allow for evaluating the effectiveness of training, such as the four-level Kirkpatrick Model, which assesses training at four distinct levels.
- Reaction. Evaluate how learners react to and respond to the program. The KPIs are participation and completion rates and net promoter score. At the same time, methods of measuring this are scalable questionnaires or surveys (for example, ask participants to rate the value of training on a scale of 1 to 10).
- Learning. Here, ensure that the technical training program meets objectives. For example, determine the skills to develop and compare them with the knowledge and skills achieved in the end. The KPIs are acquired skills, and whether they have been applied in daily performance. This can be achieved through pre- and post-communication with employees.
- Behavior. Now, analyze how the behavior of the learners has changed after the training. The KPIs include learners’ engagement and morale level. The methods of measuring include personal observations and interviews.
- Results. Examine the overall effectiveness of the training and collect analytics. Focus on efficiency, customer satisfaction, and work productivity. The KPIs are employee retention, enhanced sales, and improved work quality. We measure this by inviting focus groups and organizing interviews.
Case example
Blue Carrot partnered with a company from the energy sector. The aim was to update and localize over 120 hours of technical e-learning content using AI. Our team replaced traditional video production with AI-generated avatars and voiceovers, which made content creation and localization across multiple languages faster. Our specialists designed modular scripts, visuals, and overlays so that the client could easily make future updates without re-recording entire courses.
The use of AI also improved learner engagement and ensured consistency with the client’s brand. The updated content was accessible, scalable, and aligned with the training needs of a global workforce. As a result, the client received positive learner feedback and saw improved efficiency in training delivery.
Providing employees with the possibility to learn and increase productivity is key to business success. Integrating technical training can take your business to the next level. Contact Blue Carrot, and our experts will help you choose the right training type for your business and develop amazing e-learning content.
