Talent · Training

Corporate Universities – Three Types of Training to Include

EDSI · Nov 20, 2025

Corporate universities help bring structure to internal training efforts. They also assist in the effort of aligning the training arm of companies with the organizations’ strategy and vision. There are many different types of training which can be used as part of a corporate university. Read about three different types of training to use as part of your corporate university strategy below or watch the video at the end.

Today, corporate universities are no longer just centralized training departments — they are strategic workforce development ecosystems. As organizations navigate rapid technological change, increased competition for talent, and evolving employee expectations, formalized learning structures help ensure that development initiatives are directly connected to business outcomes. When built intentionally, a corporate university becomes a driver of retention, performance, and long-term organizational growth.

Knowledge Accelerators / Training Boot Camps

This type of training model involves intense training for short periods of time. Career training boot camps come in a variety of shapes and sizes — some range from days to months. Boot camps often attract recent college graduates looking for a foot in the door to great companies.

Accelerated learning models like boot camps are especially valuable in today’s environment, where the half-life of skills continues to shrink and organizations must upskill talent quickly to remain competitive. According to the World Economic Forum’s Future of Jobs Report 2023, 44% of workers’ core skills are expected to change within five years, underscoring the need for agile, high-impact learning strategies.
(Source: World Economic Forum, Future of Jobs Report 2023)

When paired with a thoughtful training needs analysis, boot camps can close urgent skill gaps, accelerate onboarding, and create internal mobility pathways. Conducting a training needs analysis is a critical step in developing a training program — it ensures your corporate university investments are focused on measurable capability gaps rather than assumptions. Download this free guide now to maximize the impact of your training efforts!

Apprenticeship Programs

While boot camps are designed for rapid skill acquisition, apprenticeship programs provide a longer-term, immersive approach to workforce development. Together, these models allow organizations to address both immediate needs and sustained talent pipelines.

Many businesses aren’t aware that they can build their own internal apprenticeship training programs. They do not need to be certified by the DOL and can be specific to the training needs of your organization.

Apprenticeship-style learning — which blends structured instruction with hands-on experience — creates strong retention and performance outcomes. Research from the U.S. Department of Labor shows that 91% of apprentices retain employment after completing their programs, demonstrating the power of structured, work-based learning to build loyalty and long-term talent stability.
(Source: U.S. Department of Labor, Apprenticeship Data)

Internal apprenticeship programs are especially effective for hard-to-fill roles, succession planning, and developing mid-level talent into leadership-ready employees. By embedding real-world application into your corporate university framework, organizations strengthen both capability and commitment.

Functional and Behavioral Training Classes

This type of training helps reinforce your company culture and, ultimately, your employer brand. What kind of employee behavior do you want your employees to model? This type of training can often be included in the onboarding process.

Beyond technical skills, high-performing corporate universities intentionally develop behavioral competencies — communication, collaboration, adaptability, and leadership. These “human skills” are increasingly critical as automation reshapes job functions and teams become more cross-functional.

According to Gallup’s State of the Global Workplace, organizations that invest strategically in employee development report 11% greater profitability and are twice as likely to retain their employees. Structured learning not only builds capability — it strengthens culture, engagement, and alignment with organizational values.

Embedding functional and behavioral training into onboarding sets clear expectations from day one, reinforcing your employer brand and creating a shared language around performance and accountability. Over time, this consistency helps scale culture as your organization grows.

Building a Corporate University That Lasts

The most successful corporate universities share three characteristics:

Clear alignment with business strategy
Leadership sponsorship and visibility
Defined metrics to measure impact (retention, internal mobility, performance outcomes)

In a competitive labor market, employees increasingly expect visible growth pathways and skill-building opportunities. Corporate universities provide structured career progression, consistent leadership development, and scalable training frameworks that position organizations as employers of choice — not just places to work, but places to grow.

Corporate University Strategy Video

Check out this video featuring EDSI Managing Partner Jim Bitterle.

Bonus Resources

👉 Click the button below to learn about EDSI’s Talent Solutions and how we can help you design and implement a customized Corporate University strategy:

FREE Training Needs Analysis Guide

Conducting a training needs analysis is a critical step in developing a training program- it helps you truly understand the development needs of your staff. Download this free guide now to maximize the impact of your training efforts!

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