Staying on top of an evolving field is the difference between success and failure. With skills for jobs shifting constantly, employees need to cross-train and reskill regularly to meet changing demands. The same is true of learning management systems. When administrators don’t upgrade their tech and training strategies to match eLearning trends, the whole company pays the price.
As skills evolve, eLearning adapts to make training more manageable and effective. So what’s on the horizon for online training? And what are the cutting-edge trends to carry savvy organizations through 2024 and beyond? Read our article to find out!
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Article Roadmap
- Key Takeaways
- Most Popular Trends in 2024
- The Skills Gap
- Why Is Elearning Important
- Next Steps
Key Takeaways
- Remote and hybrid work are a common preference among employees, where 62% of workers feel more productive when working from home.
- Companies continue to face talent shortages, and 69% of HR professionals and hiring managers note a skills gap in their organization.
- 59% of the global workforce doesn’t feel engaged at work, while 51% are actively seeking a new job, making it essential to improve the employee experience.
- A majority of organizations agree that AI improves the productivity and efficiency of internal business processes.
- Continuous learning experiences continue to improve employee engagement and productivity.
- Technological advancements have led to the popularity of virtual simulations and augmented reality experiences, along with the use of game-based tools to engage employees.
Top eLearning Trends
With the demand for new skills at an all-time high, what are the new eLearning trends for 2024 that can shape the future of L&D ? Since the medium is all about growth and change, it makes sense the industry constantly adapts to new technology and teaching pedagogy. Once you have a working understanding of the essential requirements for a learning management system, it’s time to look at the future of eLearning.
1. Personalized Learning
Though many people learn in similar ways, every employee is unique. Personalized or adaptive learning takes each of your employee’s unique needs, preferences and goals into account in how it approaches training. It takes them on learning paths that are specially tailored to their interests.
Some organizations choose to design knowledge bases themselves and sell them to make extra revenue. Others may use a provider such as Lessonly or LinkedIn Learning to find ready-made information.
Allowing learners to customize their learning paths improves engagement. Source
Even if you don’t design the courses yourself, you can still offer personalized learning pathways to your employees. Many solutions, like Coursera, Udemy and Skillsoft, offer massive libraries of pre-built courses. Learners can find the ones that fit their needs and download and use them immediately.
Courses cover various topics across multiple disciplines, making them especially helpful for large organizations that need to train several departments. They’re also a useful tool for employees who want to develop skills outside of their current job roles.
Because learning pathways are more tailored to individual needs, adaptive learning allows you to gain greater insight into each employee’s strengths, weaknesses, interests and motivations as they progress through your training program. As they complete tasks, the software makes calculated decisions about what further courses to suggest, or other actions in terms of their career advancement.
2. Artificial Intelligence and Machine Learning
It’s no secret that AI is exploding, with 62% of organizations agreeing that it improves the productivity and efficiency of internal business processes.
Virtual assistants like chatbots have already become useful in customer service and other fields where people need quick answers. Now, eLearning is going one step further with AI tutors. In addition to answering questions, they can direct workers to resources and even suggest content based on weaknesses in a learner’s progress. This helps struggling students get extra help.
Predictive analytics is another aspect of AI. It analyzes historical data to predict where you’ll have skills gaps and need to concentrate training. These insights let you get ahead of skill shortages and make better decisions for the future. You can also use AI to grade and score assessments, provide feedback, create adaptive learning paths and more.
3. Mobile Learning
Having an eye-catching design is a must, but more people are creating materials from the get-go with mobile in mind. Makes a lot of sense considering that the mobile learning market is booming and may reach over $244.6 billion by 2032.
First and foremost, that means having a responsive design that can blend instructor-led and self-paced learning. A user-friendly interface supports all team members whether they’re working on desktops, laptops, smartphones, tablets or other devices.
App-based learning provides an interactive platform for training. Source
4. Blockchain
Before we dig into its use in eLearning, let’s go over what the blockchain is. It’s a public ledger that works through a network of computers to secure cryptocurrency transactions like Bitcoin, Dogecoin and Dash. A foolproof database of all sale and purchase-related information, it enables payment processing without involving a middleman, e.g., banks, credit unions or card companies.
In online learning, blockchain technology is being used to enhance and secure content delivery, collaboration, data management and other aspects of training. For example, content creators can timestamp their work on the blockchain to signify proof of ownership and prevent unauthorized use or plagiarism.
It also provides a secure and tamper-proof platform for issuing, storing and verifying digital certificates and credentials. This facilitates transparent verification of employee-specific records, making it easier for employers to validate the qualifications of their workers.
Blockchain-based payment systems can be implemented in online learning platforms to ensure secure and transparent transactions between learners, instructors and content providers. Smart contracts automate payments based on predefined rules, ensuring fair compensation for content creators.
5. Immersive Learning
Extended reality is the umbrella term for augmented reality (AR), mixed reality (MR) and virtual reality (VR). It involves the use of human and computer-generated graphics to recreate immersive, real-world events in a digital environment.
Virtual Reality (VR)
Virtual reality takes place in an entirely digital environment. What may seem like a gimmicky or flashy attention grabber has grown into a serious market. According to Grandview Research, the virtual reality market was valued at over $19.44 billion in 2022 and will expand at a CAGR of 31% from 2023 to 2030.
With companies widely spread out, providing in-person, on-the-job training in person isn’t always an option. Virtual reality allows learners to get hands-on experience, move through scenarios and provide extra assistance for employees with different learning styles such as kinesthetic.
It provides a panoramic view of real-world situations, enhancing situational awareness and decision-making skills. For example, instructors can use 360° training videos to train firefighters to navigate through a burning building.
Augmented Reality (AR)
Augmented reality enhances the eLearning experience by adding interactive and immersive elements to educational content. One report from Facts&Factors predicted that the global AR market would grow to over $90.8 billion by 2028. The technology is being widely used in the online learning space to gamify content, conduct virtual tours and provide safety and skills training.
Like virtual reality, augmented reality can project dimensions that aren’t there in the real world. Instead of a fully digital environment, augmented reality is accessed through a device that uses the real world as its backdrop, like the Snapchat and Facebook filters that give users dog ears. Microsoft HoloLens is another example of an augmented reality application.
Employees can use smart glasses that project digital data into the real world and even interact with the projections using hand gestures or voice commands. They can navigate virtual environments that stimulate various compliance situations and make decisions based on ethical guidelines and regulations.
Mixed Reality (MR)
Mixed reality uses a mixture of completely virtual methods and learning that exists in the real world. It’s a mix of real-world and digital visuals, a fusion of the two styles. Mixed reality describes the different methods that are all blended into one course or session.
For example, someone could create an exhibit either at a museum or a conference of mixed reality. There might be pamphlets, displays or other in-person elements in the real world. They could also provide a VR tour of a location or enhance their physical visuals with virtual reality.
6. Microcredentials
Microcredentials are niche, competency-based certifications that demonstrate a specific skill or subject expertise. Unlike time-consuming degree programs in schools and universities which require a serious financial commitment, microcredentials are typically shorter in duration and very reasonably priced.
Learners can choose from a wide range of microcredentials based on their specific needs and interests and pursue them at their own pace. They can also stack multiple microcredentials to build a more specialized skill set over time and apply them to their professional careers or personal pursuits.
Delivered through online platforms and eLearning providers, they can take the forms of online courses, mini modules, badges, digital certificates and more. These credentials are earned by completing specific learning activities, assessments or projects that demonstrate mastery of the subject matter.
7. Social and Blended Learning
In today’s increasingly digital landscape, blended learning gives you the best of both worlds: the physical classroom and the virtual one. You can build on your in-person training programs with online modules that employees can complete from anywhere with an internet connection.
This approach to training encourages self-paced and continuous learning. With elements like gamification and mobile access, it can also help you meet your employees where they’re better.
The challenge of learning new skills is sometimes made more fun and easy when it’s a group activity. Support collaboration and community among your learners through features like chats, posts, hashtags and personal stories. Allow them to share lessons and curricula, create study or learning groups and even activate gamified elements. Peer accountability is a great way to encourage a culture of improvement.
User-Generated Content
Sometimes the best way to engage learners is to have them contribute to the creation process. By creating competitions or spurring development in team culture, leadership can ask for submissions from the entire company. This could be as simple as asking workers to share relevant articles, videos, images and other assets through the company messaging app or intranet.
Organizations that want to take it to the next level can open creative channels to user-generated content, like having a contest where employees submit short videos or respond to common work questions. This makes for easy ways to create and repurpose content across the company.
8. Gamification and Microlearning
There’s a reason video games are so addictive. Flashy visuals and engaging mechanics that give learners a rush of dopamine can make any topic more fun. Users can earn points and badges and can even go on “streaks” as they progress.
Leaderboards encourage friendly competition between workers. This is especially useful for reinforcing soft skills, compliance information, industry regulations or other more dry material.
The gamification industry is exploding, with one report from Research and Markets estimating that it’ll exceed $46.44 billion by 2027. Why not put it to work for your company?
Adding elements from games makes learning more engaging and fun. Source
Microlearning refers to bite-sized bits of data that are delivered in easy-to-understand pieces. Though the term may be unfamiliar, you’re probably doing it already without knowing. For example, if you’ve ever watched a YouTube video to see how to make a specific recipe, that’s microlearning.
This practice includes infographics, images, podcasts, text, videos and more. It’s helpful to send these assets as employees need them to do their job. More and more companies like Microsoft are integrating microlearning into the flow of work to deliver training when it’s most relevant.
9. Analytics and Data Management
Data is a driving force behind L&D. As systems get better at measuring different analytics, leadership can utilize the data to design more effective plans. This helps them keep an eye on places where there are skill gaps in an organization and identify potential talent for the future. Administrators can track:
- Course completion rates
- Learner progress
- Surveys and other feedback forms
- Popular lessons
- Customized learning paths
- Worker strengths and weaknesses
- Use of information within the workflow
- Learner engagement and social learning
Companies with a large staff, international offices or more data-sensitive information may even need to look for business intelligence tools. Using data to make more strategic decisions for your company helps ensure you not only have the right people in your staff, but that you’re also using them effectively.
10. Soft Skills Training
There’s a growing emphasis on the soft skills, or personal skills, that make for cohesive teams and better leaders. While soft skills are difficult to translate into ROI, it’s possible to see how they benefit businesses, whether it’s through lower turnover, better productivity, increased engagement or other metrics. Hard skills are necessary, but soft skills define a staff member who can change with the times, and that’s priceless.
According to Udemy’s Workplace Learning Trends report:
Many of the top personal growth skills, whether surging or top consumed overall, reflect employees’ desire to manage stressors better, including the burnout which so many are feeling. They are deepening their understanding of self and others, and improving their abilities to function meaningfully in their jobs.”
The report highlights the role of personal skills development in enhancing employee’s work-life balance and the growing overlap between personal and professional spaces.
Here are a few of the soft skills that are getting attention in the working world:
- Emotional Intelligence
- Problem-solving
- Adaptability
- Creativity
- Communication
- Leadership
- Conflict Resolution
- Decision-Making
- Time Management
- Active Listening
Social and Emotional Learning (SEL)
Based on a Gallup survey, 28% of employees feel burned out at work, while 76% feel their employer doesn’t care about their overall well-being. With growing talk about mental health initiatives and the importance of work-life balance, employees must learn to deal with negative emotions and foster positive ones, both in and outside of the office.
In this direction, SEL training prepares employees to:
- Develop and manage their emotions healthily.
- Build strong relationships within and outside the organization.
- Show empathy towards others.
- Make inclusive decisions for collective goals.
- Create a safe workplace environment for their less-privileged colleagues.
11. Diversity, Equity and Inclusion (DEI)
Diversity, Equity and Inclusion training is aimed at making the workforce more inclusive of all individuals through programs and policies free from bias or exclusion.
- Diversity considers the demographic mix of people, namely in elements like languages, races, cultures, ethnicities, religions and socioeconomic backgrounds, as well as skills and abilities, ideologies, behavioral styles and customs.
- Equity involves fair treatment for everyone in terms of implementing workplace policies, access to resources, salary distribution, and hiring and advancement opportunities.
- Inclusion supports an environment where each employee feels acknowledged and welcomed in the team regardless of their culture, background or socioeconomic status.
In a McKinsey survey, 70% of organizations said DEI work is very or extremely critical. It fosters conversations around unconscious biases and helps develop measures for employees to overcome them. It encourages people in positions of power to speak out against discrimination, instruct employees on preventing microaggressions and encourage self-reflection in the workplace.
The Skills Gap
The skills gap is one of the most urgent problems facing L&D efforts. A 2023 Wiley survey found that 69% of HR professionals and hiring managers have a skills gap in their organization. When companies don’t have qualified employees with the right competencies, it causes compliance issues, inefficiencies and other breakdowns, which can cost your company big.
While it’s a significant concern for employers as they strive to remain competitive in a rapidly evolving market, what causes the skills gap? Here are some contributing factors:
- With the increasing reliance on technology, there is often a shortage of employees with technical skills in areas such as cybersecurity, computing, data science and programming.
- Alongside the importance of hard skills, employers are placing more and more value on soft skills. A recent report by Business Name Generator showed that communication, problem-solving and time management are the top three soft skills most critical for new recruits in the U.S. However, it’s often challenging to find employees who possess a well-rounded skill set.
- Many industries have unique requirements for specialized knowledge, and employers often struggle to find candidates with industry-specific expertise or experience, particularly in emerging sectors or niche markets.
- As organizations grow and evolve, there is a need for effective leaders and managers who can guide teams, make strategic decisions, and drive business success.
Recruiting and talent management are two areas that are significantly impacted by the problem. An SHRM study found that 80% of employers reported labor shortage challenges while hiring, while 69% experienced a lack of well-qualified candidates. Perhaps that’s why 41% of organizations have taken up upskilling and reskilling to build workforce capabilities.
An LMS can be used to monitor and resolve skills gaps using real-time insights. Source
In an Elucidat report, 85% of L&D professionals reported an increase in demand for online learning. Changing customer expectations, digital transformation and the rise in remote work are driving employees to polish their existing skills and build new ones to take up different job roles.
Why Is eLearning Important?
eLearning is the heart of modern corporate training. Upskilling employees and improving retention are among the top focus areas for L&D in 2023, and more and more companies are using different types of online training tools, like LMS and LXPs, for their unprecedented capacities to help develop the workforce.
Based on an Owl Labs report, 62% of workers feel more productive when working from home, and more than half of them are even willing to take a pay cut for it. As a result, more than 60% of companies today operate in a fully remote setup or opt for a hybrid working model.
Online learning allows dispersed workforces operating in different time zones to access quality training materials whenever and wherever they choose. It helps them learn continuously with self-paced and personalized eLearning content tailored to their career objectives.
Tracking unengaged employees can help organizations save big. Source
Fighting turnover is another positive result of developing employee skills. Based on a Gallup report, 59% of the global workforce doesn’t feel engaged at work, while 51% are actively seeking a new job. One way to keep them engaged is by providing ample opportunities for career development, skill-building and overall improvement, both online and offline.
Other benefits of eLearning include:
- Cost-effectiveness
- Quick delivery
- Less environmental impact
- Scalability
- Support for self-paced learning
- Adaptability
- Increased revenue
- Accessibility
- Greater flexibility
- Cutting edge design
- Support for continuous learning
- Ability to reach both on-site and off-site employees
- Better training consistency
Next Steps
With a range of interesting eLearning trends taking the forefront in 2024, it’s apparent online learning is evolving more quickly than ever. Content creators and instructional designers use gamification, social learning and microlearning to make content easier to digest and retain. Enriched materials could become the norm as VR, AR and MR rise in popularity, making it easier to bring job simulations to life and help learners get their hands on the information.
With mobile learning and better analytics, it’s easier to translate training objectives into ROI and reach employees on their schedule. Microcredentailing and the blockchain have made it easier for employees to upgrade their skills and earn certifications on secure online learning platforms, while AI is playing a crucial role in personalizing the learning experience.
Ready to see how these trends could help your L&D program? Head to our free software comparison report to see what leading LMS solutions can offer your business.
Which eLearning trends are the most helpful for your organization, and why? Let us know in the comments below.