If you’ve been in Learning and Development (L&D) long enough, you’ve probably faced this question: “Should we bring in a few experts or outsource the entire function?”
It’s the age-old dilemma between staff augmentation and managed services — and while both promise efficiency and flexibility, they solve different problems.
I’ve seen manufacturing clients overwhelmed by compliance training needs after a regulatory update; financial services teams struggling to onboard hundreds of new employees; and IT companies chasing agile course rollouts after product updates. Each had one thing in common: they needed L&D capacity, fast.
But the real question wasn’t how many people they needed, it was what kind of partnership they needed. Let’s unpack what these models mean, where each shines, and why understanding the difference could save you time, money, and a few sleepless nights.
Table Of Content
- What is Staff Augmentation in L&D?
- What are Managed Services in L&D?
- Managing Vendors and Service Providers: Where it Gets Tricky
- What is the Difference Between Augmented Staff and Managed Services?
- Why is Staff Augmentation Often the Better Choice for L&D Teams?
What is Staff Augmentation in L&D?
Staff Augmentation in L&D is a flexible outsourcing strategy where an organization temporarily adds skilled learning and development professionals such as instructional designers, project managers, or eLearning developers—to its in-house team to meet specific project or capacity needs while retaining full control over project management and outcomes.
Staff augmentation is like adding extra gears to your existing engine. You keep control of the car, but now it moves faster because you’ve got more horsepower.
See how staff augmentation services can help grow your business.
Key Features
- Direct Control: You oversee tasks, processes, and deliverables.
- Flexible Scalability: Add or reduce talent as per project needs.
- Skill-Focused: Perfect for niche requirements like gamification, microlearning, or VR-based simulations.
- Short or Mid-Term Engagements: Typically used for defined projects or bursts in workload.
Real-World Example
- Manufacturing: A global manufacturing giant needed 20 eLearning modules on safety training developed in 6 weeks. Their internal team handled storyboards, while augmented IDs from a partner took care of eLearning design and development.
- Logistics & Supply Chain: A logistics provider trained warehouse teams on new inventory software using augmented IDs and developers who created microlearning videos and job aids in just 4 weeks without disrupting operations.
What are Managed Services in L&D?
Managed services means outsourcing your L&D function or specific processes (like eLearning design, VILT delivery, or LMS management) to a specialized vendor who owns delivery, management, and performance outcomes.
Think of it as having a reliable co-pilot — you still set the direction, but they handle the route, turbulence, and the landing.
Key Features
- Outcome Ownership: The vendor manages people, processes, and results.
- Long-Term Partnership: Often multi-year engagements for continuous services.
- Strategic Support: Focus on optimizing learning strategy, technology, and performance.
- Predictable Costs: Fixed monthly or project-based pricing.
Real-World Example
- Pharma: A pharmaceutical company outsourced its global compliance training to a managed services provider who ensured 100% completion rates and multilingual training rollout across 20 countries.
- IT & Software: A SaaS company used managed services to continuously maintain its product training academy from new course creation to learner analytics and LMS operations.
Managed Services ≠ Outsourcing
Managed services is a form of outsourcing, but it’s not the same as traditional outsourcing.
Here’s how they differ in the L&D context:
Outsourcing
- You hand off tasks or projects to an external vendor to reduce cost or save time.
- The vendor works on request, for example, “Develop this eLearning module” or “Translate this eLearning course.”
- It’s transactional — you pay per project or deliverable.
- You (the client) usually manage quality, timelines, and priorities.
Think of it as outsourcing “work.”
Managed Services
- You entrust an entire function or process to a partner — not just tasks.
- The partner becomes an extension of your L&D team, responsible for strategy, execution, reporting, and continuous improvement.
- It’s relationship-driven, governed by SLAs, KPIs, and long-term efficiency goals.
- The focus shifts from “deliver this course” to “achieve this learning outcome.”
Think of it as outsourcing “ownership.”
Managing Vendors and Service Providers: Where it Gets Tricky
Whether you’re adding resources or outsourcing responsibilities, vendor management becomes crucial.
- In staff augmentation, you manage the individuals — think time tracking, feedback, and quality control.
- In managed services, you manage the relationship and outcomes, not the people.
Here are some actionable tips:
- Clearly define scope and ownership early, who’s responsible for revisions, updates, and learner feedback.
- Keep performance metrics transparent. For managed services, define SLAs (Service Level Agreements) around time, quality, and satisfaction.
- Involve internal stakeholders regularly. L&D isn’t plug-and-play, it’s collaborative.
Employee Augmentation vs Managed Services
Employee augmentation lets you quickly add skilled professionals to your team while keeping full control over projects and priorities. Managed services, however, hand over responsibility for an entire function or process to a provider, who manages performance, delivery, and results end-to-end.
What is the Difference Between Augmented Staff and Managed Services?
While both augmented staff and managed services help organizations scale talent and expertise, they differ in ownership, control, and outcomes. Here’s a quick comparison:
|
Aspect |
Staff Augmentation |
Managed Services |
|
Ownership |
You manage projects and outcomes |
Vendor owns outcomes |
|
Engagement Type |
Short- or mid-term |
Long-term, strategic |
|
Control |
Full control over process and team |
Shared control; vendor leads delivery |
|
Flexibility |
High – scale resources quickly |
Moderate – fixed scope and SLA-driven |
|
Best For |
Specific project needs or skill gaps |
Continuous learning operations |
|
Cost Model |
Pay per resource/hour |
Pay per service or deliverable |
|
Risk |
Operational risk stays with you |
Shared or transferred risk |
|
Ideal Scenarios |
Quick turnarounds, niche expertise |
End-to-end learning management, enterprise L&D |
|
Vendor |
Tactical |
Strategic and long-term |
Why is Staff Augmentation Often the Better Choice for L&D Teams?
While both models have merit, staff augmentation often gives L&D teams the flexibility they crave especially when business priorities shift every quarter.
1. Do you Want Agility Without Losing Control?
Staff augmentation lets you stay in the driver’s seat while gaining momentum. You don’t lose creative control or brand consistency, something many managed models struggle with initially.
How an American Packaged Foods Producer Empowered Global Teams with Agile Learning Through Strategic Staff Augmentation
The Challenge
A multinational, leading American producer of packaged consumer foods was navigating significant role changes, mindset shifts, and the need for upskilling across multiple regions. Their internal L&D team needed scalable support to deliver effective training while keeping projects on track and learners engaged.
CommLab India’s Solution
CommLab India embedded a learning architect, project manager, and instructional designers directly into the client’s L&D team to act as seamless partners. Together, they designed a blended learning journey that included microlearning modules, eLearning, manager toolkits, social learning, and role-based learning maps.
Over six months, we delivered:
- 34 microlearning programs
- 122 training sessions
- 14 videos
- 11 interactive PDFs
- 24 eLearning modules
The Result
The intervention led to over 1,400 hours of learning reaching 300+ global learners. Tool usage improved significantly, ranging from 16 % to 700 %, while overall course completion rates hit 80 %, demonstrating strong learner engagement and measurable impact across the organization.
2. Want to Build Internal Capability?
Augmented staff can upskill your internal teams by working alongside them — a subtle but valuable benefit. In fact, more than 70% of users agree that GenAI tools will create opportunities to be more creative at work (73%) and improve the quality of their work (72%).
3. Need Specialists for a Short Sprint?
Bringing in gamification experts, scenario designers, or AI-in-L&D experts can elevate project outcomes without committing long-term.
4. Facing Budget Constraints?
Paying per resource instead of committing to a managed service contract is often more budget-friendly for small to mid-sized L&D functions.
5. Dealing with Tight Deadlines and Limited Bandwidth?
Staff augmentation allows L&D teams to quickly bring in skilled instructional designers or developers for short-term needs, without long hiring cycles. It’s ideal for organizations managing multiple projects or tight deadlines.
The Right Model is the One that Scales with You!
Choosing between staff augmentation and managed services isn’t about which is better. It’s about what’s better for you — right now.
If your L&D team needs immediate expertise and control, augment.
If you’re ready for long-term transformation and measurable outcomes, manage.
Because at the end of the day, L&D isn’t a function that stands still. It evolves, scales, and adapts, just like the learners it serves. Want to turn your L&D goals into measurable business results? Download our eBook to explore practical ways to align learning initiatives with business priorities and overcome common challenges faced by L&D managers.
