Digital Learning –
Pave Your Way to Impactful Corporate Training

Digital learning is the answer to the modern training needs of corporates worldwide. Delve deep to understand the world of digital learning.

Introducing Digital Learning

While the world was picking up pace in adopting digital technologies in every way possible, the Covid-19 pandemic jumped in as a catalyst and took the digital transformation to a whole new level. Going digital went from being an opportunity to grow to be a necessity for survival! And the L&D industry responded to this by accelerating technology adoption within the industry.

And the result? It can be well felt in the increased adoption of digital learning, VILT, microlearning, gamification, and blended learning.

Let us try to understand more about digital learning and how to leverage it to deliver corporate training.

What is Digital Learning and What it isn’t?

What is Digital Learning

Digital Learning, which falls under the umbrella of Online Learning, has gained a lot of popularity since the 2019 pandemic. However, the methodology has been in use since the early 2000s. digital learning can be defined as “any type of learning that uses digital tools and technologies”.

A subset of online learning, digital learning involves the application of several practices including adaptive learning, virtual training, blended learning, mobile learning, and personalized learning.

The terms eLearning and digital learning are often used interchangeably. However, eLearning is just one modality of digital learning. On the other hand, digital learning encompasses all online learning methods.

Simply put, digital learning refers to the digitalization of the whole learning experience and it includes social learning, virtual discussions, online assessments, professionalization workshops, etc.

Explore What’s eLearning and How Organizations can Implement it for Their Corporate Training

What Isn’t Digital Learning?

There is a common misconception that digital learning is about digitizing learning content. But it is not! Digital learning involves using tools and techniques to digitalize the whole learning experience. It uses technology at each learning step – instruction, learning materials, evaluations, and analytics. Therefore, digital learning is not just the use of digital devices, its use of technology goes much beyond.

So, let us repeat it for you –

Digital learning is NOT just the digitalization of content!

Digital learning is NOT just the use of digital devices

Digital Learning — The New Normal (Why Digital Learning)


With remote working becoming the norm, L&D professionals have been focussing on ways to make corporate training more accessible and that is where digital learning enters. Digital learning uses technology in every aspect of the learning journey. This includes the mode of instruction, the availability of the learning materials, and tracking and analyzing the progress. And the use of technology makes learning more accessible – it is made available anywhere and anytime.


Affordability has always been one of the major concerns for L&D professionals. Digital learning addresses this very concern. With digital learning, the costs for transportation, infrastructure, and the cost for upgrading digital materials are significantly less. More than anything, digital learning saves a lot of time for employees commuting for training. The hours saved can be converted into productivity. This way, digital learning is not just affordable but also offers good ROI.


Handling their job and focussing on learning and development can be a little difficult for employees. Managing both can be much easier when the learning is made more flexible and digital learning offers this very adaptability. With digital learning, not only is the learning available whenever required, but the learner is also able to decide the pace of their learning and go over the session if required. This adaptability makes learning more efficient.

Digital Learning Formats Organizations Prefer for Training

There are several formats that can be used to impart digital learning. Some of the most engaging formats include:


This is a digital learning format that involves delivering learning content in bite-sized nuggets that can be consumed on a need-basis. Microlearning content focuses on discussing one topic at a time. This way, the employees can consume the content at their convenience.

Mobile Learning

Mobile phones are accessible and flexible, and L&D professionals can leverage the same to deliver training modules that can be accessed with ease, and from wherever they find it convenient.


Gamification in eLearning involves delivering subject matter via games and interactivities. It has gained popularity in recent times – all credits to the interactivity and engagement it brings to learning. Learning games are also accessible on mobile phones. Hence, learning can happen at any time.


The use of simulations is another engaging way to impart corporate training. Simulations provide learners with a risk-free environment where they can apply theories in practice. This captures the attention of the learners and provides them with hands-on experience on the subject.

Video-based Modules

Videos serve as powerful mediums to impart eLearning and capture the learners’ attention to the subject being discussed. To deliver corporate training, videos – both animated ones or the ones with an instructor explaining the concepts – can be used. Videos can also be made more engaging via the use of attractive visuals, voiceovers, and animations to break down complex subjects into immersive nuggets.

Virtual Instructor-led Training

Virtual classroom or virtual instructor-led training(VILT) is a popular digital learning format in which the instructors deliver training using different tools including video conferencing, video recording, digital whiteboards, chats, and participation controls, to interact with the learners in real-time.

Digital Learning Trends to Watch Out For

1. Artificial Intelligence

Every activity that is automated to reduce human effort is done through different aspects of artificial intelligence. Almost every machine we use today has some or all of its functioning based on the 4 areas of AI, i.e machine learning, deep learning, natural language processing, and computer vision. AI makes it easy for machines to perform various daily life tasks of humans with great accuracy, but some specific tasks are still performed only by humans. Some examples of AI are self-driving cars, automatic language translations, speech and face recognition, cloud computing, and chatbots.

Incorporating artificial intelligence is extremely crucial for learning & development pros as it helps them to automate a lot of time-taking tasks efficiently. Some of the major uses are eLearning translations, content generation, personalized reports, and customer support. Almost all modern authoring tools and learning management systems utilize the power of AI to provide multiple advanced features to developers so that they can design interactive and engaging digital learning courses.

→ Download Now: eLearning Trends 2023 – The View From The Trenches [eBook]

2. Augmented Reality & Virtual Reality

To make it simple for understanding, AR uses the real-world environment and connects it with virtual objects whereas VR is an entirely separate fictional reality. The users do not need any specific device to play around with AR but there is a need for an individual system and a headset to get immersed in the VR environment. A few years ago, a game named ‘Pokemon GO’ got viral and it was completely based on the various aspects of AR technology. In the corporate training domain, AR and VR are extremely useful to help employees in the medical department, manufacturing factories, and technical training to create immersive simulations where the learners can interact with the objects risk-free in real time.

3. Metaverse

Metaverse started as a cool concept in video games but eventually got introduced in the real world, all thanks to the constantly evolving technologies every day. Metaverse is based on blockchain technology incorporated with the applications of mixed real concepts. In simple words, the real world is replicated virtually in the metaverse, where all the real-time actions will affect the virtual environment. AR and VR work really well with the metaverse and help the users to get entirely immersed in the virtual environment.

Mark Zuckerberg recently changed the name of his company to Meta because he saw unlimited potential in the concept if implemented correctly. In the eLearning industry, metaverse can completely transform the work culture, employees would be able to attend their offices while they are in their homes. They can also make transactions with the help of cryptocurrencies, attend virtual events, and have their individual unique identity through NFTs.

Digital Learning for Various Types of Training

1. Product Training

In this digital era, there are numerous products getting launched every day, and it’s really challenging for the employees of the respective organizations to understand the features of all their products. Most of the employees are either the millennial or Z generation, so they are pretty much tech savvy, hence digital learning can be one of the best solutions to get the best results out of their product training sessions. Considering a basic product has 3 common aspects, its features, theoretical knowledge, and practical expertise, there can be multiple digital learning formats that can be highly effective.

Suppose there is a new product launched by a house cleaning company, they can provide small how-to-videos that display and explain every major feature of that product along with its functioning. The videos can be created by the employees using the product themselves, but that won’t work for every product so it is advised to create animated demo videos. The advanced features can be provided with the help of detailed infographics or even on a mobile learning app where each feature will be linked with its corresponding video tutorial. Interactive gamified assessments can be added further as quizzes or polls to help the employees with their knowledge retention.

2. Technical Training

Everything in this world is already on its way to getting digitalized, hence there is a crucial need to provide your employees with relevant technical training. The technical expertise of at least a beginner level is more like a need than a desire in this modern world. Whether it is a simple billing machine or a complex machinery controller, all the employees should know how to operate various technical machines or software tools. Digital learning is arguably the most convenient training format to provide effective technical training for the multiple software tools your employees might have to use daily at their job.

For example, consider the employees who belong to a reputed gaming company and a new game engine has been launched. The developers might be the experts of the previous game engine but to get used to the features of this new engine, they need a considerable amount of training. An eLearning course to learn the basics of the programming language the engine uses can be provided to the employees, but only when the languages of your old and new engine differ. All the features of this new engine can be provided either through microlearning videos or content slides. A social forum can also be introduced where the developers can share codes or their issues and get help from other developers, allowing the employees to learn together.

3. Environment, Health, and Safety Training

Your workplace can be a manufacturing industry, a corporate office, a shopping mall, a hospital, etc. and the employees need to be trained separately for all these distinct workplaces. Employees need to understand their work environment in detail to work productively while maintaining their health, both physical and mental. Firstly, employees have to complete their basic compliance training and digital learning makes it interesting by incorporating various gamified assessments and providing offline resources for improved knowledge retention. Then they can attend various podcasts, webinars, or online workshops to gain critical insights about maintaining their health and safety at the workplace.

After their basic compliance training is finished, employees need to get a detailed idea of their work environment and a virtual simulation can help them in various ways. In that virtual simulation, employees can roam around their workplace virtually, and check out various working departments without disrupting their workflow in real life. They can also operate the different machines or tools in that sandbox virtual environment, which will allow them to make as many mistakes but their practice will eventually make them perfect. Incorporating various scenarios in that virtual simulation will help the employees understand their work in detail.

→ Check Out How We Used Digital Learning For Safety Training For a Switzerland-Based Manufacturing Major [Case Study]

4. Employee Onboarding

When a new employee is hired, it is extremely tough for the individual to get used to a whole new environment and feel confident at work. Only basic compliance training doesn’t work, their onboarding needs to have multiple layers to be effective. Digital learning helps the employee have a successful onboarding because of the variety of issues it solves. The most important problem lies with remote employee onboarding, and that is easily sorted with the help of digital learning. When the employees receive a personalized onboarding experience that is interactive as well, they tend to become confident and productive in less time, enhancing the training ROI for the organizations.

Digital learning saves a lot of time, money, and effort for organizations, as employees can access their training on the go. Apps like Trello and Whatfix can track their daily deliverables and facilitate self-paced training. Learning analytics can be effectively used to generate personalized reports of the employees, and thus their performance can be tracked, and organizations can figure out the plus and minus points of their employees individually.

5. Sales Training

Sales employees are not present at the job premises most of the time because they are field employees, who are either making a sale or discussing future campaigns. They require training that can be accessed remotely whenever they want, and digital learning makes it all possible. Their digital learning courses can be made accessible offline, whether they are external resources, product videos, infographics, and image slides as a digital manual, or an audio clip of their sales pitch, for quick knowledge retention. The training modules made especially for the sales team are advised to have a mobile-first design because sales professionals can’t carry laptops everywhere.

A virtual scenario can be created where every decision an employee makes, creates a new path for them so that they can discover the various situations they might have to tackle at the work in future. Employees can also be provided with various gamified assessments like polls and quizzes either in the middle of their course or post-course, to ensure knowledge retention. An engaging and interactive scenario-based learning course can help the employees train in a risk-free environment until they are ready to go out and make impactful sales for the company.

6. Soft Skills Training

When digital learning is so impactful for technical training, why should soft skills training be left out, after all, they are equally important for an employee to be productive in this competitive environment. The major soft skills that are crucial for corporate employees are communication, teamwork, leadership, time management, critical thinking/decision-making, and emotional intelligence. There are more but their relevance is very specific to an employee’s job profile and digital learning is a great solution to provide impactful and engaging soft skills training for corporate employees.

Creating microlearning assets for on-the-job training and performance support can help them gain these soft skills over time, and help them with information retention. Providing a team with an online project will help the employee develop soft skills like teamwork and leadership. Virtual classrooms are also a viable option for the employees to interact with their peers and seniors to clear their various doubts or simply attend their virtual training sessions. Employees can connect socially through social media platforms or online forums to initiate any sort of strategy or discussion. Online workshops can help them improve their specific soft skills as well.

How to Implement Digital Learning the Right Way

Focus on personalized learning journeys

Having a blanketed approach to deliver training – this has always been a major concern with traditional L&D programs. They use the same content and approach for all learners. However, current-day learners seek a more tailored approach. Keeping this in mind, eLearning developers should focus more on personalizing the whole learning approach. Understand the employee’ requirements and their learning preferences and tailor the training material and delivery approaches accordingly.

Use learning analytics to understand the learning needs

The use of learning analytics (LA) is an important practice when implementing digital learning. LA serves as an excellent tool to collect, measure, analyze, and document learner data from learning environments. This information is further used to determine learner needs, progress, and requirements, and build/improve the learning journey according.

Offer collaborative learning

Collaborative learning, which involves the use of chats, multiuser whiteboards, forums, etc, lets the learners collaborate with the instructors as well as their peers. This way, the learners feel more engaged in the learning journey and it also creates an environment of healthy competition.

Captivate, engage, and challenge learners with good ID strategies

In order to implement digital learning right, it is important that you use the right ID strategies such as microlearning, gamification, social learning, interactivity, and just-in-time learning to get the employees hooked and engaged with the learning.

Roadmap for Successful Implementation of Digital Learning

1. What you need

Understand the need for digital learning:

Implement digital learning only when you have ensured it will solve your various problems. Every industry has its own set of issues to tackle, so if digital learning sounds like a solution for your organizational issues, then go for it.

Pre-allocate the training budget:

Digital learning saves a lot of time and money, but it costs a bit to get started as well. Make sure your organization has set a pre-allocated budget to start the implementation. Consider the aspects like the type of your target audience, the average number of trainees, and a separate team to manage learning and development queries.

2. Key decisions to be taken

Whether to develop in-house or outsource the process:

If you have a well-structured team that has the expertise to develop engaging and interactive digital learning modules then go for in-house development. But if you lack any of the various requirements, it’s best to opt for outsourcing. You can either outsource selective aspects like translations and instructional design, or you can just outsource everything A-Z to save yourself from the hassle.

What design and development strategies to follow:

Once you have decided to outsource or not, you need to decide how your course looks and proceeds. There are different types of learners, and your learning analytics report will help you figure out what suits your learners the most, and then decide the perfect instructional design strategy.

How to increase awareness within the organization

Everyone in the organization needs to be on the same page so that things run smoothly. It’s important to decide how the L&D teams will make everyone in the organization aware of the importance of adapting to digital learning by discussing its various benefits.

3. Infrastructure requirements

  • When it comes to infrastructure, there are a few basic requirements like stable internet, device availability, constant electricity in the workplace, network security, and other hardware are mandatory.
  • Organizations should also provide a help desk for all sorts of technical support for the employees so that their issues can be resolved as soon as possible without disrupting the workflow.

4. How to convince your key stakeholders

Explain to the Stakeholders About its Impact:

Business leaders come forward to make an investment only when they know that the step guarantees high returns. So, in order to convince them to invest in digital learning, the first step would be to highlight its benefits and how it will have a positive impact on the business.

Identify the Points Causing the Resistance:

If the stakeholders are against the plan, then it is important to identify the reasons holding them back and these reasons should be addressed and eliminated. They should be explained how digital learning could be eliminating their problems.

Make use of real-time examples:

Case studies highlighting the benefits, ROI, increase in employee productivity, and business profits can make an excellent case.

Best Practices for Digital Learning

Here are a few best practices/ tips that would add value and take digital learning initiatives to the peak:

Focus on accessibility

Accessibility is among the three pillars on which digital learning is based. Considering this, it is crucial that the solutions created are accessible to all the stakeholders involved including the SMEs, instructors, employees, and learning managers. The solutions should be accessible with respect to availability, and usability irrespective of the users’ demographics.

Develop a connection with the learners

Digital learning means that your employees wouldn’t have to spend a lot of time inside a classroom. Most of the learning and training happens through online mediums. Because there is comparatively less human interaction, it is important to make a connection with the learners and build a learning culture within the organization. The course objectives and goals, delivery mediums, level of interactivity, and everything can be planned accordingly.

Ensure collaboration

As discussed earlier, human interaction is less in an online learning environment. The use of collaborative tools can address this concern. There are several tools that help the eLearning stakeholders collaborate and interact. Collaborative platforms such as Articulate 360 or Miro serve the purpose as the enable conversations, sharing feedback, content library, etc.

eLearning Trends 2023 – The View from the Trenches