The concept of Digital Learning refers to a set of digital trainings and support tools provided to learners, to facilitate in achieving their learning objectives. Subsequently, it helps to improve the standard of instruction and the memorisation processes of learners.
Digital learning courses come in many different forms. Some of the most common ones are:
It is however, important to dissociate Digital Learning, which represents a digital learning format, from E-learning, which is defined as a method of learning via the Internet and which is a specific part of Digital Learning. Digital Learning emphasises the transition from computer-only trainings to all types of digital media (smartphones, tablets, etc.), thus affirming its value as a real modernisation of learning.
Highlighting the passing of formation deliverance uniquely via a computer, to the facilitation of learning on all digital support types such as- smartphones and tablets. Digital Learning marks the real modernisation of learning.
In supporting companies to define their training strategies, IRH provides personal and technical expertise. We intervene during, or just after, the deployment stage, providing advice on the digital solution choices that can best respond to the company’s specific needs.
According to a survey conducted by the ISTF among 400 learning professionals regarding the evolution of Digital Learning practices in 2020 and 74% of companies that are developing training paths have already used blended trainings, which means that Digital Learning is becoming increasingly more prevalent in the professional learning environment.
According to the same study, the two main factors of learner engagement in digital training are still the resolution of career/trade issues in a constantly changing environment, as well as certifications intended to assess and enhance the value of expertise, positively impacted by the learning reform.
Employees’s performance
According to Manpower, 60% of the jobs that will be created in the future will require skills held by only 25% of the workforce. In order to improve their competitiveness, learning strategy is becoming more than ever a central concern for employers. They now want faster and more simplified trainings, especially in sectors where knowledge needs to be constantly updated (e.g.: IT, Energy, Finance, Industry, etc.).
The digital transformation of professions
Technological innovations, robotisation, and digitisation are all factors that have revolutionised the professional world. It is therefore essential for companies to embrace this evolution by adopting a digital familiarisation for all employees.
Talent development
This is a major challenge due to the difficulty for companies to recruit, and maintain a significant level of engagement from their employees. In this context of the current talent war, it is necessary to offer interesting and ludic trainings, in order to retain their collaborators. This is especially important for the new generation born into the social media and smartphone age.
Digital learning represents real economic benefits in terms of both costs and time for companies. With its minimal material requirements and formation content that remains perennial pertinente and easily actualised, this new learning mode makes it possible to offer unlimited access to a number of learners in record time.
The digitisation touch also makes the formation content more enjoyable and attractive. This aims to encourage employee engagement.
Essentially, the effectiveness of a formation rests in great part on the auto motivation of each learner. It is for this reason that proposing innovative content and favoring the interaction between teachers and students, the learning rate is relatively faster, and the retention rate remains higher.
On the other hand, more and more companies are integrating Digital Learning within their onboarding process. The goal here being to improve the assimilation of new recruits within the company and to develop their sense of belonging. This makes their onboarding more dynamic and instills the company culture from the start.
Finally, a real formation follow-up can be established as the information collected throughout is centralised and then analysed.
Although Digital Learning is an efficient, and from an economic point of view interesting, means of training, it has some limitations.
These days, digital tools are omnipresent. Whether in our professional or personal lives thus creating lassitude amongst some employees, the results of this being a reluctancy to digital learning.
In addition, the lack of ergonomics of the tool used, the appearance of technical problems as well the learners capacity to self-motivate can have an effect on the execution of the training.
It is equally important to note that despite the number of formation modules on the market, it is sometimes difficult to propose formations that are in complete alignment with the journey of each individual. This is where we see the importance of the human factor, which remains the essential aspect in the success of the digitalisation of the training systems.
Therefore, in order to target the maximum number of employees possible, companies tend to favour the use of standardised training rather than proposing individual training paths.
Due to some of the current limitations of digital learning, companies are trying to find new learning strategies in order to provide faster and more compliant training for their employees. The future of trainings is thus turning progressively towards Adaptive Learning. This new approach involves adapting the learning to an individual’s needs. The objective is its optimisation, whilst also taking into account the diversity of employee’s profiles.
HRIS consultant
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