eLearning is digital learning, and digital learning is eLearning, right? Unfortunately, it’s not that easy but also not that complex. Many confuse eLearning for digital learning when it’s not that simple. There’s much more to digital learning than eLearning, which is one type of digital learning.
While some might use eLearning and digital learning interchangeably, navigating the nuances of these terms can unlock a world of strategic advantages for businesses aiming to harness the full potential of technology in employee training.
What if your organization could transition from less effective traditional learning methods to more effective, easier-to-scale digital learning? Making the transition is a great way to ensure every employee not only learns but thrives.
Navigating enterprise training in the modern world isn’t just about adopting new technologies; it’s about changing how information is presented and how the workforce learns and improves how they work.
At the heart of this transformation lies the realization that eLearning is merely a subset of the broader digital learning ecosystem. While eLearning typically involves structured courses delivered via a Learning Management System (LMS) or Learning Experience Platform (LXP), digital learning encompasses many ways employees can learn.
eLearning is a smaller category within digital learning.
Any digital way of learning can be considered digital learning. It can range from a simple job aid delivered on a computer or mobile device to a simulation in an augmented reality environment.
For enterprises, distinguishing between these approaches means being able to choose the best solution for the desired organizational changes. That also means combining several different methods without falling into the trap of offering an unnecessary buffet of learning content. This usually comes from wanting to cater to common learning styles and preferences unnecessarily when that’s not an effective reason or method of fostering learning and change.
Imagine a training program that provides what employees need when they need it with no overhead. That means they gain the necessary skills without unnecessary extras that distract from learning.
Prepare to explore the intricacies of digital learning in enterprise settings and how they can lead to the advancement of your organization towards unprecedented growth and innovation.
Understand the Fundamentals: eLearning vs. Digital Learning
To navigate enterprise training effectively, you must understand the differences between eLearning and digital learning. eLearning is a small subset of digital learning and should never be the only solution for enterprise training.
eLearning is a great learning solution for building the basics for employees who don’t know the basics. Why? Because those who don’t know what they don’t know would never know what to seek on their own for learning resources. It’s structured and builds a foundation while providing a more structured approach to expertise.
Content in eLearning is often presented linearly, allowing people to progress through modules at their own pace.
eLearning is a self-paced course in an LMS whereas digital learning can be any type of learning accomplished digitally.
Digital learning, on the other hand, encompasses a broader range of enterprise training experiences that leverage digital tools and resources. It includes eLearning but could encompass many other things as well, with no limitations.
Here are some of the things typically contained under the digital learning umbrella:
- eLearning
- Videos
- PDFs
- Mobile Learning
- In-App Help
- Knowledge Bases
- Simulations
- Virtual Reality
The list could continue and likely will continue to evolve as new digital training methods are created. Digital learning is typically more scalable than traditional learning methods such as classrooms or conferences.
Understanding the uses of all these different ways of training employees is essential for enterprise training purposes. This means the right method is used for each goal, no unnecessary content is created, and employees are not overwhelmed with too much information (TMI).
While eLearning may be suitable for certain types of training where structured content is essential, digital learning opens up boundless possibilities for customization and adaptability.
Evolution of Training Methods: From Traditional to Digital
Several factors have driven the shift from traditional training to digital. One key factor is the need for flexibility and accessibility in today’s fast-paced and distributed business environment. Traditional classroom-based training often requires participants to be physically present at a specific time and location while blocking huge portions of their day from completing other work.
Traditional methods are challenging for geographically dispersed teams or employees with busy schedules. Who has the time to step away from their work for two-plus hours?
eLearning emerged as an alternative that addressed these challenges by providing access to training materials anytime, anywhere. Employees can access course content from their computers or mobile devices, allowing them to learn at their convenience. This flexibility not only increases accessibility but also enables organizations to scale their training efforts more effectively and infinitely.
Training should evolve from traditional methods to digital when possible.
However, as technology advances, digital learning has taken center stage by offering even more methods of varying how training is delivered. Now it might no longer be about taking a course on a computer but consuming a quick training message or video on an app in a few minutes before starting the workday.
Digital learning opens up enterprise training in endless ways. It’s now possible to give employees only what they need when they need it. It also allows more complex and realistic learning to happen through software simulations or virtual reality.
All the various ways of training employees make digital learning a powerful tool for enterprise training.
Key Characteristics of eLearning in Enterprise Training
While digital learning covers many training methods, eLearning is still the most popular. There’s a reason for that: it has so many advantages.
Here are some key characteristics that make eLearning an effective approach:
- Flexible: eLearning allows employees to access content at their own pace and convenience. This flexibility is particularly beneficial for employees with busy schedules or those working in different time zones.
- Scalable: Online platforms make it easy to deliver training to many employees simultaneously. This scalability ensures that all participants receive consistent and standardized training. It also gets cheaper the more employees it’s delivered to.
- Cost-effective: Compared to traditional classroom-based training or large events, eLearning eliminates the need for travel expenses, venue rentals, printed materials, and much more. It’s a more cost-effective option for organizations looking to optimize their training budgets.
- Accountable: Most eLearning platforms offer robust tracking and reporting features that make it easier to make training more accountable to business outcomes. Organizations can make training more accountable than ever with the right key performance indicators (KPI) for the training and employees.
eLearning is a great training method and one that most enterprises can’t and shouldn’t do without. But it’s not the only type of digital learning and should never be the only method considered. It’s often necessary in most organizations, but depending on the goal of employees’ learning, it isn’t always the best method.
Other digital learning methods often offer better ways to provide employees with training.
The Boundless Possibilities of Digital Learning
Digital learning takes enterprise training to new heights by leveraging technology in innovative ways. While it often encompasses eLearning, it doesn’t have to. There are many different digital learning methods that outdo eLearning in every way.
Here are some examples of various cutting-edge digital learning methods that can transform the learning experience beyond what eLearning can alone:
- Interactive Simulations: While simulations can be considered a subset of eLearning, they’re often more complex than standard eLearning. They give employees real-world scenarios and allow them to apply knowledge in a risk-free environment.
- Gamification: Gamification is more of a methodology than a type of digital learning, but it’s still essential to the digital learning ecosystem no matter the type of digital learning solution. By incorporating leaderboards, badges, rewards, or any other type of gamification, digital learning can become more enjoyable and motivating.
- Virtual Reality (VR) and Augmented Reality (AR): Place employees in virtual environments or overlay digital information onto the real world, and you’ve got a pretty awesome learning method. VR and AR can be particularly effective for training that requires hands-on practice or exposure to hazardous situations while keeping things safe.
The various platforms that can deliver digital learning offer endless possibilities for training in an enterprise environment. They make it easy to deliver quality content faster to more employees than ever.
Customization and Adaptability: The Core of Digital Learning
One key advantage of digital learning in enterprise settings is the ability to customize training according to individual needs. Unlike traditional one-size-fits-all approaches, digital learning allows organizations to tailor content, delivery methods, and assessments based on employee roles, skill levels, and learning preferences.
There are a myriad of ways to tailor training to employees needs. This customization enhances engagement and ensures that employees receive relevant training that directly contributes to their job performance.
Digital learning platforms enable organizations to deliver relevant content directly to employees quickly. Now, employees on the front lines can brush up on an important safety initiative before they go out on the floor.
Enhancing Employee Engagement and Knowledge Retention
Digital learning has proven to be highly effective in enhancing employee engagement and knowledge retention. From personalization to interactive and immersive content, digital learning keeps people actively involved in their training.
If the learning content delivered to you is what you need and nothing more, wouldn’t that increase your effectiveness at your job and willingness to learn? Digital learning, including eLearning, does that.
The right type of training enhances engagement and knowledge retention.
Using multimedia elements such as videos, graphics, and simulations makes the learning experience more memorable and effective, as long as it’s the right content. However, it’s possible to overwhelm employees with a course, job aids, and a video that all do the same thing in the name of user choice.
When the priority is on delivering the right content for the job rather than a variety of content, digital learning is a powerful method for navigating enterprise training.
The most important factor in training employees and enhancing engagement is ensuring they can apply what they learned in real-world scenarios and on the job.
Wrap Up
It’s true that eLearning is a sub-category of digital learning in enterprise training, but it’s the most popular type of digital learning. eLearning focuses on structured online courses delivered through platforms, while digital learning encompasses all digital methods of training employees in the enterprise.
Understanding eLearning and the variety of digital learning methods available to navigate enterprise training is absolutely necessary. That’s the only way to unlock the full potential of technology in employee training. Customization, adaptability, enhanced engagement, and improved knowledge retention are just some of the benefits that digital learning brings to enterprise settings.
As businesses continue to evolve in an increasingly digital world, embracing digital learning isn’t an option but a necessity. By harnessing the boundless possibilities of digital learning, organizations can empower employees with the skills and knowledge needed to thrive in today’s dynamic business landscape.
Working with a skilled instructional design consultant is the best way to utilize digital learning’s power for enterprise training. Schedule a free consultation to start on the path to quality eLearning and other digital learning solutions.