The Digital Transformation of Modern Workplace Learning

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The need for digital transformation and the decreasing shelf-life of skills was already driving the L&D industry towards a tipping point. The ongoing global pandemic has, so to speak, pushed this trend over the edge due to necessity and digital workplace learning has now become the norm.

Here, we discuss digital training for the modern workforce and why it is the most effective way to train professionals at and outside the workplace.

workplace learning

Introduction To Modern Workplace Learning

Workplace learning involves formal and informal learning initiatives for professionals at every level of the organization to gain knowledge, skills, and expertise leading to professional development for accomplishing job tasks and career goals, and personal development.

Human capital theory proposes that there is a shared benefit between employees and organizations for workplace training, based on economic goals: professionals invest in developing their skills and abilities because of their self-interest, particularly for the prospect of improved future earnings; similarly, organizations invest in training and developing of their employees hoping to achieve improved performance leading to higher earnings for the organization. 

Investing In Employee Training

Organizations invest considerable resources in learning and development to enhance their human capital. In 2015 alone, US-based companies spent $1,252 on average per employee for direct learning and development expenditures [Ho, Maris; Jones M. 2015, State of the industry]. The increase of investment in workplace learning and development is matched by the average time employees spent on training. 

Until recently, Instructor-led live classroom delivery continued to be the most popular method of formal workplace learning, occupying 49% of all learning content. Even before the onset of the COVID-19 pandemic, globalization and technological advances pushed companies towards shifting to a more cost-effective content delivery method. A large segment of companies that relied on instructor-led training is going virtual.

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Factors Driving The Digital Transformation Of Workplace Training

  • Revenue Growth & ROI: Adopting digital training delivery can have a positive impact on an organization’s revenue. Various facets of modern eLearning, such as microlearning, facilitate improved knowledge retention. This makes training more efficient and reduces the amount spent, compared to traditional methods and training materials. As mobile phones, tablets, and computers have become ubiquitous, the transition to digital training delivery can go a long way to help your brand increase profits. Dillard’s, when offering online product training to its sales associates, found that each hour associates spend on training increases their sales rate by a remarkable 5%.
  • The Millennial Learner: The changing needs of millennial learners has provided an impetus for change in the workplace learning environment. Millennials prefer to direct their learning journey, so L&D professionals design courses suited to their needs and expectations. They have grown up with computers, the internet, and a plethora of associated digital technology all their lives, and are entirely at ease with it. As such, the millennial generation is far happier with receiving online training through vILT and Learning Experience Platforms. Comparatively, the previous generations may prove resistant to innovative learning trends whereas millennials will embrace them. Although, consumer apps and technologies such as youtube, WhatsApp, and Facebook have made it easier for the previous generation to adapt to change. The millennial generation, nevertheless, is better ambassadors for new ways of training.
  • Availability of Improved Technology: The advent of learning technology solutions such as LXP allows employees to take advantage of self-guided learning, microlearning, and gamified training content.  Virtual Labs with VR and AR technology enables L&D professionals to reinvent learning models and create programs that engage learners, facilitate the learning process, and enable a seamless transition of knowledge from the desk to the job. All this in a simulated and safe environment. In the context of traditionally risky professions such as mining or operating heavy machinery, virtual experiential training can, quite literally, save lives.
  • Shift to explore new and emerging technologies: Our understanding of how people learn has given rise to diverse and complex technologies that make use of mobile and social and experiential learning methodologies that can be better managed using digital delivery of training. Cloud tools have made the content available for users anywhere, anytime as per their needs. According to Brandon Hall Group’s 2016 Learning Technology Study, the emphasis has shifted from developing learning strategies to exploring new and emerging technologies.
  • L&D is now a Core Business Development Area: Ultimately, these changes are driven by a paradigm shift of business priority and organizational goals. The function of learning is now regarded as a strategic business development operation that facilitates skill development and innovation by fostering a culture of continuous learning and collaboration. LXPs also employ robust mechanisms that track user behavior and progress leading to in-depth analytics. Employers can now identify what level of support skilled workers may need to perform difficult tasks and functions. The deployment of remote learning has never been simpler. If you are interested in learning more, here are 5 tips for going live with an LXP in a week.
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The Future is Digital for L&D

The digital learning experience now comprises comprehensive learning initiatives that are based on fundamental mechanisms of human cognition. From training customers for better engagement to product training for sales professionals, modern L&D has become integral for companies wishing to make the most of digital assets.

By adopting training technology, collaborative software, and self-service learning, it’s easy to transform a business towards a healthy new direction at a moment’s notice.

Leveraging LXP technology to Boost Enterprise Learning

Learning is now considered a key component of a successful business strategy and technology as its powerful enabler. As a result, L&D professionals are transforming the way a business enterprise uses technology to dramatically improve how users learn, to optimize the learning pace for users, and convert learning into actionable skills and behaviors that drive business results.

Regardless of the size of a company, providing employees with the best possible training opportunities cannot be ignored. Effective L&D will help businesses grow and remain competitive in a changing market.

When providing training, having one platform simplifies the work required for L&D and HR teams and minimizes the number of learning platforms for the end-user. This makes LXPs very effective as a one-stop-shop for both administrators and users for a varied set of training needs.

Here is how an LXP can streamline organizational L&D needs:

  •  Improve operational efficiencies
  • Mobile-ready and remote deployment capabilities
  • Enhance employee experience
  • Better manage organizational processes and resources
  • Personalize customer experience at each touchpoint


  1. Drive Business Goals with Product Knowledge
  2. Developing and Deploying Effective Product Knowledge Training
  3. The Importance of Customer Service Training
  4. 10 Tips to Build Effective Microlearning Modules
  5. Fix Learning Gaps in Customer Education and Channel Partner Training
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If you wish to learn about what has changed and what has remained the same in the context of Modern Workplace Learning, Register for our webinar with Donald Taylor here:

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