Where Do Training Needs Come From?

Today, the debate over whether AI-driven digital training is superior to traditional in-person training is at its peak. However, the real question is not which one is better, but rather, where do training needs originate?

In many organizations, development areas should be identified through performance management systems, which highlight both gaps and opportunities for each employee. However, in practice, training often arises from immediate needs detected by team leaders, who look for quick solutions to daily challenges.

This brings up the first major dilemma: How do you decide which training to prioritize with a limited budget?

Modern performance management systems allow companies to detect both skill gaps and employees’ future potential. However, businesses must balance the urgency of addressing weaknesses with the need to develop strategic skills that ensure long-term success. Reactive training, focused on correcting deficiencies, often takes priority over proactive skill-building, which is crucial for both individual and company-wide evolution.

The Importance of Applying Learning in the Workplace

The second challenge is not just providing access to digital training, but ensuring that employees apply what they have learned in their daily work. AI-powered platforms offer flexible and accessible learning, but simply making them available is not enough. The real challenge lies in ensuring that newly acquired skills lead to measurable improvements in performance.

A Balanced Approach: Technology + Human Follow-up

This is where many organizations continue to struggle. While technology facilitates access to relevant content, the true success of training depends on whether employees can practically implement what they have learned.

It’s not just about having AI tools that allow employees to learn at their own pace—it’s about establishing systems to track, evaluate, and ensure that learning translates into tangible business results.

Conclusion: It’s Not About Digital vs. In-Person Training—It’s About Real Impact

The real question is not whether digital or in-person training is better, but rather:

✔ How do we identify true development needs?
✔ How do we ensure that training leads to measurable improvements in the workplace?

Companies must adopt a more strategic and balanced approach, where both technology and human follow-up play a key role in making training useful, effective, and impactful.