eLearning Trends And Predictions For 2018

What Are The eLearning Trends And Predictions For 2018?

We are going through a phase of significant and rapid “learning transformation“. This has led to an adoption of new, immersive approaches to creating impactful learning that can lead to the required performance gain. This is not all. We also see that L&D teams are on the look-out for measures to evaluate the effectiveness of learning.

As a Chief Learning Strategist, I have been part of many such opportunities across the world. The pointers shared by me here reflect my insights from this close interaction and collaboration.

For ease of applicability, I have banded various trends and predictions in 2018 into 3 tracks:

  1. What will continue to offer value
  2. Coming of age – An increase in adoption
  3. Emerging or maturing – Watch out for

Section 1 – What Will Continue To Offer Value

mLearning Or Mobile Learning

Usage of mLearning or Mobile learning adoption in corporate training saw a significant increase in 2017 and this trend will continue. With the maturing of authoring tools that are completely responsive, BYOD (Bring Your Own Device) flexibility in training policy will see an even more effective use of mLearning or mobile learning in 2018.

What I see changing in 2018, would be its wider application across all corporate training needs as well as its increased use to support informal learning and digitization of Instructor Led Training (ILT).

I also envision increased usage of formats that learners use in their daily life (notably, Apps and videos) to offer both formal and informal learning and more significantly reinforcements (through assessments supported by practice exercises leading to skill acquisition and mastery).

Digitization Of ILT (To Blended Or Fully Online)

In my assessment, the digitization of ILT (particularly to blended rather than fully online) will see further acceleration.

For instance,

  • I see training programs like induction and onboarding adopting a blended approach.
  • Others like application simulation training programs will opt for the fully online model (supported by practice sessions on the actual tool).
  • Similarly, I see soft skills training moving to largely online (for knowledge acquisition), but being supported by coaching and mentoring on one hand (to retain the human touch) and leverage on platforms for social learning and curation.
  • I see training programs for professional skills opting for predominantly online delivery supported by Performance Support Tools over learning paths.

I envision a higher usage of microlearning for pre-workshop and post-workshop collateral to support predominantly ILT programs.


The usage of microlearning began as nuggets to support traditional eLearning courses a few years ago. 2017 saw an acceleration in its adoption across most corporate training programs.

In 2018, I continue to see this momentum grow with more training programs using the power of microlearning for primary (formal training) and as just-in-time performance support (learning aids or job aids).

I also see an increase in the richness of the formats to offer microlearning. More significantly, I see leveraging on “learning paths” to not only offer a clear learning journey to the learners but also continuing the connection through the year (through a variety of nuggets).

Performance Support Tools (PSTs)

Offering Performance Support Tools on smartphones, so that these learning aids are within the learner’s work-flow and available to them exactly at the moment of their learning need, will see an acceleration in 2018.

Leveraging on the popularity of microlearning, in 2018 too, PSTs will be used extensively to support primary formal training enabling organizations to see the application of the learning.

They will continue to support ILT training as well.


Till 5 years ago, gamification in corporate training was viewed with skepticism. From this perception to today’s reality, gamification (full or partial) has increasingly become a part of the organization’s learning strategy.

I see an increase in gamification for serious learning to continue and extend to the programs that have traditionally not used it or used it rather sparingly (for instance compliance and application simulation-based training).

Social Learning

Although learning from others and with others is intrinsic to human beings, we have seen a recognition for using social learning as an important part of corporate training only in last few years.

With options for platforms or portals, I see an increase in usage of social learning to foster a spirit of collaborative learning in organizations.

Mobile Apps Or Apps For Learning

The total number of app downloads across the world in 2017 was a staggering 197 billion. Given the fact, that we use apps several times during our day, its usage for learning is a logical extension.

I see an increase in the usage of mobile apps for learning, and this will become a significant part of corporate training in 2018. They, too, will leverage on microlearning (including learning paths) as well as on gamification. The flexibility of personalization and connect with learners through notifications (on updates) continues to establish their value.

Video-Based Learning (Videos And Interactive Videos)

I don’t even need to highlight the role of videos in learning. If you were to poll the learners, this would definitely be in their top 3 formats for learning. The only challenge with classic video-based learning is the passivity and most of us forget what we learned after 60 seconds.

In 2018, I see more investment in videos that offer interactivities (similar to traditional eLearning), interim knowledge checks, branching based on the choices learners make as well as the end of program assessments.

Furthermore, you will see an integration of videos from YouTube to create a specific learning path (similar to topics in other online courses) and track learners’ progress and performance.


In 2017 eLearning Trends and Predictions, I had highlighted how LMS/LCMS platforms need to align to the way the learners want to learn. I see the trend continuing in 2018, and a shift from corporate LMS platforms that “push” training programs to personalized learning paths that learners can “pull”. Flexibility to learn offline and sync back with the LMS once you are online are no more desirable but essential features.

Rapid And Completely Responsive eLearning Tools

The next year will see further enhancements in ease of development (rapid and fully responsive designs) to keep pace with microlearning needs as well as flexibility to incorporate trending learning strategies and high impact formats.

Informal Learning

Organizations are realizing that the budget spent on only formal and structured training (that is only one of the many ways we learn) is not enough. Providing learners with more channels to learn from, having access to precise information they need when they have a challenge and foster collaborative learning are some key aspects that will see increased focus in 2018.

The usage of Performance Support Tools (PSTs) needs to be an integral part of the training to provide just-in-time learning aids to the learners and I see this trend certainly picking up momentum in 2018.

Grab your copy of free eBook eLearning Trends and Predictions for 2018 from here.

Section 2 – Coming Of Age – An Increase In Adoption

Learning Portals

Learning portals were initially conceptualized for certain key programs that needed a different degree of engagement from the learners (in contrast to traditional LMS platforms). Today, they can be designed as stand-alone platforms or co-exist with the LMS.

They are learner-centric and provide a higher degree of control to the learners. The reason for their popularity is a niche and a definitive need they are often designed for. They typically feature a learning path (featuring resources in different formats) and some collaboration features (extending to curation). Most of them offer a highly personalized path to the learners. More significantly, they capture learner analytics at levels that a traditional LMS cannot or does not capture.

In 2018, I see an increased adoption of learning portals as many of the legacy LMS platforms do not provide this capability. It would be interesting to see with similar features being available in next-gen LMSs, how learning portals do evolve in 2019.


“One size does not fit all” and learning is no exception. Personalized learning will see an increase in 2018.

Using assessments (pre-test) or surveys (to determine learner’s interest and their assessment of proficiency) will help organizations create personalized learning paths for the learners. Interim check-points (with formative feedback) can be used to redirect learners to other aspects of the training that may not have been the recommended path but which would be useful. Looking at the way learners engage with various assets can lead to other, new recommendations to be made.

I believe this is one trend that is worth a closer look in 2018.


Thanks to the internet, today we have tremendous knowledge at our fingertips. However, sifting through various options to determine relevancy is often a time-consuming process. This is precisely where content curation fits in. The curator (an expert) sifts through the data and creates a learning path that meets defined objectives.

Learners are provided with learning paths, and they have the flexibility to re-configure them if required. They can also share and recommend assets from the portal. The process can be made more inclusive by having learners contribute and enrich the repository.

I believe that 2018 will certainly see an increase in content curation solutions.

Section 3 – Emerging Or Maturing – Watch Out For

Artificial Intelligence (AI) In Learning

Do I see a world where AI can replace the tasks L&D teams do in terms of defining what courses learners should take and what additional resources they have access to? Not quite!

However, using cues from learning analytics (notably, xAPI) AI can add tremendous value in recommending assets that can help the learners reach the desired goal (skill enhancement or behavioral change).

As we begin understanding learner motivation, behavior and the dynamics in the current learning path (how they navigate, what they browse, where they spend time, and so on), we can potentially use AI to direct them to areas they may not have explored.

It would be interesting to see which of the current LMS providers turns out to be the first mover in offering this capability in 2018.

AR/VR For Immersive Learning

Without any doubt, AR/VR provides one of the most immersive learning experiences. Although this has seen a considerable traction in 2017 and shows promise in 2018, it does come with a hefty price tag (and longer lead time to develop).

With early adoption in training intended for hazardous workspaces (Health and Safety training) or complex simulations, we are already seeing the beginning of usage of mobile apps that embed AR features.

Now, it is anticipated that this will eventually substitute scenarios including branching scenarios as well as video-based learning for behavioral change. This will open doors to its application in soft skills and to a wider application for corporate training.

Big Data-Reporting And Analytics And Its Usage In The Determination Of ROI

Big Data refers to voluminous data that is aggregated from various sources (typically, LMS, LCMS, learning portals, and surveys/polling or assessments in the context of eLearning). Given its large volume, complexity and the fact that it is dynamic, there is no tool that can manage and analyze it.

Big Data reporting and analytics encompass the approaches through which this data can be presented in formats that are relevant for analysis, decision making, and action. When processed right, this can give us tremendous insights on how learners learn, the impact of training on skills or behavioral change and the impact on business. It can then help in the determination of ROI on training spend.

I see an increase in Big Data reporting and analytics in 2018 leading to the further optimization of the training delivery.

This analysis can be used to understand the learner’s behavior, and the way they want to learn, the learning paths that are chosen by the learners and update the existing training delivery. These cues can be further used to create personalized and more effective learning paths that enable learners to learn, practice, obtain feedback and remediation, and so on.

Learner Analytics To Enhance Learning Experiences

Although learner analytics is an integral part of the overall Big Data that is being collated through multiple, I am highlighting this as a separate aspect. In 2017, we have seen an increased focus on understanding the learners’ behavior and what can be done to improve the motivation, engagement, and application of on-the-job learning.

Usage of Tin Can API can give a very detailed view of how learners are interacting with the eLearning courses and validate it against the assumptions and revise the learning designs/learning paths, if necessary. I see this trend seeing further traction in 2018 resulting in learning designs that appeal to learners and create the required value that businesses seek.

Over the next 2-3 years, I see an extensive use of AI (Artificial Intelligence) in using this analytics and creating recommended and highly personalized cues for the learners.

I hope you find these pointers as part of my eLearning Trends and Predictions for 2018 useful and I also wish you are now able to use them in your organization. If you have any queries, do contact me at apandey@eidesign.net

5 Questions Answered – Why you should opt for Mobile learning for corporate training

Today, most of us cannot think of managing our day without smartphones. Using them for learning is a natural extension. In this blog, I will answer 5 basic questions that may be in your mind as you look at adopting mLearning for the first time or look at expanding its capability for your corporate training.

Q1. What is mLearning?

mLearning or Mobile learning for corporate training is essentially learning on the go or online training that is available to the learners on tablets and smartphones. The training is designed for “multi-device” support wherein it is also available on desktops and laptops giving learner to opt for the device of their choice to learn.

Q2. Why is mLearning adoption gaining momentum?

Take a look at your typical day and see how mobile technology is an integral part of our life. Using mobile devices for learning is an extension to this. With this, the L&D teams can offer the flexibility to the learners to learning on the go and on the device of their choice.

The adoption of mLearning or mobile learning for corporate training is gaining momentum on account of the following:

  • Mobile learning offers flexibility to both learners and business.
  • Mobile learning is the way learners prefer as it supports learning on the go.
  • Mobile learning appeals to a wider spectrum of learners (particularly, millennials in the workforce).
  • Mobile learning provides training in formats that learners normally view and can easily relate to (for instance, Videos based learning). This increases learner engagement and facilitates retention.
  • Mobile learning leverages the current trends in Microlearning and Gamification that makes the training fun, easy to internalise and apply.

Q3. What are the key benefits of mLearning or Mobile Learning?

In contrast to traditional eLearning, the learning offers several significant advantages to both learners as well as business:

  1. Provides flexibility to learners.
  2. Offers higher learner engagement.
  3. Demonstrates better completion rates and higher retention.
  4. Facilitates collaborative learning.
  5. Offers multi-device support.
  6. Adapts to formal training as well as Performance Support (just-in-time learning or job aids).
  7. Facilitates “learning as a continuum”.

Q4. In spite of the flexibility that mLearning or Mobile Learning offers, can it be applied to all corporate training needs?

mLearning can be applied to support all your corporate training needs ranging from:

  1. Formal training.
  2. Performance support.

It can be applied as effectively for:

  1. Collaborative or Social Learning.
  2. Supplementing Instructor Led Training (ILT).

At EI Design, we have created mLearning solutions for the entire spectrum of training needs including:

  1. Induction and onboarding.
  2. Compliance.
  3. Soft skills.
  4. Behavioural change.
  5. Change management.
  6. Product training.
  7. Application simulations.

Q5. What other approaches can you adopt to increase the impact of your mLearning or Mobile Learning strategy?

To multiply the impact, you can:

  1. Provide a learning path based approach to the learners.
  2. Offer personalised learning (include feedback along with reinforcement or supplement options).
  3. Leverage on the combination of Microlearning and Gamification.
  4. Offer training in varied high impact formats.

I hope this blog addresses the key questions on mLearning or Mobile learning for corporate training. If you have any specific queries, do contact me.

Need More?

Want more insights on how you can use mLearning to enhance the impact of  Mobile learning for corporate training?

Schedule a call with our Solutions Architecting Team.

Article first published on: https://www.eidesign.net/mobile-learning-for-corporate-training-5-questions-answered/

5 Most Common Questions About Learning Apps

Developing mobile apps for learning purposes sounds like a trendy idea, doesn’t it? Learning apps definitely are the kind of medium that will appeal to modern learners. But what is it that learning apps do differently from eLearning? Do we need mLearning or a learning app?

This post was first published on eLearning Industry.

How To Use Responsive eLearning Design For Better Learner Engagement

mLearning provides multi-device support and is undergoing a shift from a fixed layout to a dynamic or responsive eLearning design. In this article, I answer 5 questions on how you can use responsive eLearning design to create better learner engagement.

This post was first published on eLearning Industry.

4 Killer Examples Of Using Mobile Apps In Corporate Training

What Are Mobile Apps In Corporate Training Or Apps For Learning?

Did you know that the number of mobile apps downloaded in 2017 was over 197 billion across the world? Given that, most of us use apps for various aspects every day, using it for learning makes tremendous sense. Sure enough, mobile apps or apps for learning are becoming a significant part of mLearning delivery in corporate training.

Mobile apps for corporate training provide learners flexibility to learn anywhere and anytime with the added advantage of being able to go through the learning content even when they are offline.

As the usage of microlearning and gamification is increasing (both for formal and informal training), there is an increase in adoption of mobile apps. Shorter, snackable bites of content and gamified assessments provide a great opportunity to use mobile apps for learning in corporate training.

The Benefits Of Using Mobile Apps In Corporate Training

Mobile apps for corporate training come with several benefits for learners notably:

  • Ideal for people looking for information on the move.
  • Suited for online as well as offline viewing.
  • Provide access to just-in-time information.
  • Ideal for formal training, Performance Support or Instructor Led Training support.
  • Facilitate higher completion rates.
  • Immensely popular with Millennials.

From the business point of view, they provide a great channel to push updates, new aspects, and continuously connect with the learners.

The Relevance Of Mobile Apps In Corporate Training. Where Can You Find The Right Fit?

Mobile apps can be used to offer online (both formal as well as informal) training. They can be used as effectively to digitize Instructor Led Training (ILT).


  • Both microlearning and gamification techniques can be used very effectively in mobile apps.
  • As a series of microlearning nuggets, they can be used to offer formal training.
  • Their real impact can be felt when they are used to offer Performance Support Tools that are readily available within the learner’s work-flow to provide the required on-the-job support.
    • They are ideal for just-in-time learning aids (such as ready reckoners, checklists, tips, and so on).
    • They are a great fit to push data that can help learners achieve mastery (short bites that can be used to practice and achieve higher proficiency levels).
  • Mobile apps can be easily updated and deployed quickly. Learners can be posted on the latest updates through notifications.
  • You can also personalize the assets for each learner (based on pre-tests or surveys).
  • Mobile apps can also be used to digitize ILT.

4 Examples

I share 4 examples that showcase how you can use mobile apps for corporate training that leverage microlearning, gamification, and personalization.

  • These include examples of soft skills training, Performance Support Tool, gamified assessments, and reinforcements.
  • I show a unique example using a mobile app for digitizing ILT.
  • I also share an example that features personalization and millennial centric design.

1. Mobile Apps For Corporate Training Offered In A Microlearning Format – Includes Gamification And Personalized Learning

This mobile app for millennial learners is designed to help them enhance their personal skills.

It features:

  • Personalization
  • Gamification
  • Microlearning and learning paths

EI Design Mobile App A Microlearning Format – Includes Gamification And Personalized Learning

2. Professional Skills Training Featuring Mobile Apps For Corporate Training

This mobile app is designed to support and reinforce a formal training on the same subject (managing customer expectations).

It features:

  • Gamified challenges and assessments (that are scalable to support multiple modules and programs).
  • Scores and leaderboards.
  • Access to short job aids to reinforce learning.

EI Design Mobile Apps For Microlearning Based Training 3

3. Time Management – Mobile App For Corporate Training

This mobile app showcases usage of an app for soft skills training.

It features:

  • Microlearning-to provide theoretical aspects
  • Gamified quiz

EI Design Time Management – Mobile App for corporate training

4. Mobile App To Digitize Instructor Led Training (ILT) – The Blended Learning Solution

A blended approach integrating eLearning and traditional classroom training is sometimes the best way to go about workforce training. This mobile app supports an Instructor Led Training (ILT) and provides online support to the trainer as well as the participants.

It features:

  • Support to trainers, as they can download the required online material from any training location. Trainers can use the mobile app to present ppts, download, and share PDFs for printing, and host videos too on any screen. We’ve localized the mobile app in various languages giving further flexibility to trainers and learners to pick the language of their choice.
  • Flexibility for learners, as they can access the information pre/post or during the ILT session.
  • Administrators can access user analytics, get insights on interaction, send notifications to new learners, and add courses.

eLearning Mobile App-Visual Map-List of all modules

eLearning Mobile App-List of assets in a given module

I hope this article provides insights on why you should invest in mobile apps for corporate training. The featured examples provide a glimpse of the possibilities and the impact this approach will create. If you have any queries, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/mobile-apps-in-corporate-training-4-killer-examples-using/

How Is Digital Transformation Affecting L&D?

In all honesty, while many organizations and society as a whole are digitally transforming at pace, the same cannot be said for workplace learning. In fact when it comes to the use of technology for learning and performance support, many organizations are behind the curve.

This post was first published on eLearning Industry.

4 Examples Of Mobile Apps For Blended Learning That Will Keep Your Trainees Awake

Instructor-Led Training (ILT) still plays an important role for many companies. But old school paper-based sessions can evoke a lot of dissonance among your trainees whose worlds are dominated by technology. Consider blending your ILT sessions with these mLearning apps to improve the learner experience.

This post was first published on eLearning Industry.

Adobe Captivate – Custom Start for Mobile

Working with stakeholders can sometimes get challenging when you need to educate and set their expectations with regards to the norms that most of us take for granted. One example of this is the fact that mobile OS platforms don’t allow for the auto-playing of content on the web. Unfortunately, this includes eLearning. What this means to you and I is that when you publish an eLearning course for the web and access it via a mobile device, learners will need to click an extra play button to get started. In this Adobe Captivate Quick Tip, I show you how you can customise the start project screen when publishing for mobile devices to at least make this a little more interesting to view.