The importance of corporate training cannot be overstated. In today’s competitive environment, developing employee capabilities is essential not only for individual growth but also for driving innovation and long-term business success. As companies increasingly recognize the value of learning, training formats and methods have diversified.

This article explores the importance of investing in talent through training, and outlines key types and methods of corporate education.

You’ve likely heard the phrase, “A company is its people.” While many elements are needed to run a business, talent is ultimately the core driver of growth. Today, organizations prioritize securing and continuously developing top talent over short-term gains.

As a result, companies are increasing investment in internal training programs to foster employee growth and development.

Why should companies invest actively in corporate training?

• First, modern business environments are becoming more complex and less predictable. In such scenarios, human capital—an intangible asset—has become more critical than physical resources like labor or capital.

• Second, skilled professionals increasingly determine business success. Numerous studies show that companies that invest heavily in training tend to experience higher growth and profitability.

• Lastly, as knowledge becomes more perishable, employee upskilling is more urgent—and both organizations and individuals are placing greater value on continuous learning.

To promote long-term business growth and personal capability building, L&D teams design training programs based on job roles, ranks, and learning objectives.

Here are five core training types adopted by most companies:

Corporate training can be delivered through various formats, and the approach taken greatly affects the outcome. Traditionally conducted in-person, many organizations now leverage online or hybrid formats to meet diverse learning needs.

Held outside the workplace (e.g., company training centers or seminars), this format uses expert instructors and focuses on broader topics such as communication or organizational behavior—rather than technical job skills.

Conducted within the company, this method focuses on hands-on training for job-specific tasks and competencies. Typically, direct supervisors provide the instruction in real-time on the job site.

As corporate learning expands, more companies are offering online training to ensure broad participation. Due to the COVID-19 pandemic, online formats have grown significantly. Common methods include:

• E-learning platforms
• Webinars
• Mobile learning

Combines online resources or assigned readings with in-person training. Materials are provided either before or after live sessions to reinforce learning through multiple formats.

Samsung’s onboarding program includes three stages:
1. Group Training : Shared by all Samsung Group new hires.

2. Electronics Training : Role-specific lectures with external instructors.
3. Division Training: Hands-on projects assigned by business unit leaders.

This hands-on program focuses on welding and shipbuilding fundamentals. New hires receive technical training from certified master engineers before joining production teams.

LG’s new hire training follows a five-step framework:
1. Group Training
2. Electronics Training
3. Division Training
4. Job-Specific Skills
5. Practical Team Integration

The 12-week curriculum is designed to help employees apply skills effectively in real work settings.

In a highly competitive environment, companies are exploring multiple ways to strengthen their business capabilities. Among these, talent development remains a top priority. However, while most companies acknowledge the importance of training, relatively few invest adequately in structured programs.

Corporate training may not produce immediate results, but consistent, long-term investment builds a talent pipeline that can lead global growth in the future.

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