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L&D Trends in 2016 and Their Impact on E-learning in Australia

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L&D Trends in 2016 and Their Impact on E-learning in Australia

I recently attended Learning Cafe’s webinar on the trends in L&D for 2016, to learn how as e-learning providers, we can better service our clients in L&D across Australia. The panel members included Aaron McEwan (CEB), Ryan Tracey (AMP, E-learning Provocateur Blog) and Peter Hall (QBE Insurance).

Key messages for L&D professionals from the panel

The key take home message for me is that L&D professionals need to be up to date with learning technologies for 2016. In particular, HR and L&D need to up skill in:

  1. Designing better social learning programs
  2. Designing digital solutions for training and understanding delivery channels
  3. Managing and encouraging user-generated content within the organization
  4. Delivering learning content (e.g. short video content) and programs rapidly

In addition to building technological capabilities, L&D professionals need to be more:

  1. Responsive to business needs
  2. Capable of influencing stakeholders and project managers
  3. Able to use data analytics to drive performance through learning programs

How these trends for 2016 might impact the demand for e-learning in Australia

The days where L&D departments were purely responsible for learning content development and training delivery are things of the past. Now, L&D professionals are expected to take on more responsibilities while still delivering the training hours required to ensure their organization members meet the learning requirements. As a result of this and other factors (such as limited budgets, workers with less time to allocate to training, more millennials and Generation Y entering the workforce, etc), I see the demand for e-learning increasing in Australia.

By e-learning, I do not mean the traditional 30-40 minutes click through courses that include a multiple choice quiz at the end. I’ve read quite a few articles critiquing e-learning and agree that if designed poorly with little regard for learners, then e-learning courses are just not effective. However, in 2015, I attended a few conferences in Sydney and witnessed many examples of e-learning courses which were highly engaging and quite frankly, pretty cool. These are the types of e-learning that will continue to be in demand in 2016:

  1. Gamification concepts
  2. Micro and bite-sized learning modules
  3. Short video content
  4. Scenario based learning design
  5. Social learning LMSs and apps
  6. Everything that can go mobile anywhere and anytime continuously

What can L&D professionals do in 2016 to help deliver the best learning?

2016 looks to be the year of change in L&D and consequently, a year of change in the way e-learning is utilized in organizations and how e-learning content is designed. For some L&D professionals, the increased demand for expertise in the area of learning technology and the changing function of L&D in their organization may seem daunting. Some clear paths that can be taken in 2016 if you are an L&D professional are to start developing relationships with e-learning vendors as they are the specialists in learning technologies, subscribe to Learning Café to get updates on their informative webinars, join the many e-learning online groups and post your questions, and extend your personal learning network through Twitter.

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  • Frank Steenhuizen

    A very good blog! 2016 IS the year for organizations to change their learning journeys. There is a growing need to help organizations to make this next step. A need for practical gamification apps, for professional learning apps. There is also lots of content available, so user generated content is also a must. Commlabindia: keep up the good work!