Personalised Training. For real.

The era of training restricted to a classroom setting is now on its way out. Let’s be clear: it’s not that classroom learning is no longer useful. Far from it. But it should no longer be considered THE ONE AND ONLY setting for training. It is just one of the many ways people can learn what is meaningful to their professional and personal development in the landscape of personalised training.

What people want today is training that is immediately useful, has a specific focus and is compatible with the everyday pace of life. They want training that suits their individual needs, as delivered by the methodology used in adaptive learning.

Digital technology allows this to happen very precisely and efficiently. We can calibrate the level of detail of content, in line with the specific roles and duties of individual learners. In fact, some areas require someone in the company to have in-depth, specialist knowledge. Others require only a sprinkling of knowledge, just enough to establish whether a problem exists and who to turn to if it does.

It would be a waste of time, money and motivation to require people to study things that only experts will ever use on the job.

Personalising content for actual practical application by specific functions and roles is one of the innovative benefits of digital adaptive learning.

What’s more, learners are able to learn when it suits them, devoting time and energy only to the content they need, thanks to the software’s ability to calibrate how the material is presented to them.

Training programmes with these criteria involve some initial work to organise the content. Delivery, on the other hand, takes less effort, occurring over a period of time as and when needed by learners. The system provides reports so activities can be monitored in real time.

The principles and theory behind adaptive learning are not entirely new. What is new is the fact that digitalisation now enables full and effective implementation of those principles. Now that the technology exists, it is up to humans to develop the best methods and processes to take advantage of this valuable new opportunity for personalised training. And that is precisely what we mean at APPrendere when we say we transform how learning is provided within organisations.

Global sales in e-learning

Is e-learning a temporary remedy for the pandemic? One more thing to place complement traditional classroom training? A fashion? The figures and sales say no, that’s not what this is. E-learning already existed before Covid. It had been growing exponentially for at least a couple of decades and it is here to stay and to continue to grow.

Reporting on a study by the Irish company Research and Markets, the specialist e-Learning Journal remarks that all entities – whether companies, schools or universities – are making more and more use of digital technology in their teaching activities.

According to this study, the overall e-learning market is expected to grow by an average 9.23% every year until at least 2025.

The Irish analysts expect the total value of this market to grow from the current $187 billion to $320 billion in five years. The highest percentage of growth will be in the Asia Pacific region (roughly China, Japan, Indonesia and Australia), whereas the US market remains the most important in terms of sales.

What’s driving this growth in e-learning sales? According to Research and Markets, the most notable factor is the marked increase in Internet coverage in different areas of the world, even the most remote. No less important are the spread of cloud-based solutions and a cost-benefit scenario that puts e-learning in the clear lead over traditional training.

Added to this are other factors, such as the use of artificial intelligence and the development of theInternet of Things. Also the fine-tuning of methods and techniques specific to digital training are making it and will continue to make it more efficient and effective.

Those who have been following us for some time now know that the last of these factors is the most innovative and at the same time most challenging. Digital training is not only technology. On the contrary, to unleash its full potential it requires a completely new method and a new design. We have created Silverline to facilitate this transformation. Registration for the Autumn 2021 edition is now open on this page.

What are the benefits of an LMS

Created in Italy and currently setting the benchmark for e-learning worldwide, Docebo has been partnering with APPrendere since our beginnings. At APPrendere, we are experts in Docebo. We work together every single day, digging deep to pinpoint the exact needs of our clients and find the very best solution for each and every one.

Why should a company use an LMS? What benefits does it offer?

There can be very specific advantages depending on the sector and the scenario the client wants to establish. If we want to understand generally what the main benefits of an LMS are outside of this, we could list them as follows:

    • Reducing L&D costs: full or partial digitisation of classroom courses (reduction of logistics costs for on-site training) and rationalisation/reuse of learning content.
    • Reduced training time for employees, customers and partners: the opportunity to train people how, when and where you want significantly reduces time spent on training for all recipients, regardless of the type of use case implemented. 
    • Automation: the ability to partially automate the organisational side of L&D activities (registration, reports, notifications, etc.) helps improve the efficiency of processes by reducing the number of people needed to manage the project. 
    • Compliance: training requires compliance with rules, which is easy to ensure with tools like LMS.
    • Tracking learners’ progress: the ability to track learners’ progress precisely allows you to understand what the main skills gaps are. Re-skilling or up-skilling policies can then be put in place to fill these gaps.
    • Talent discovery: social learning encourages the emergence of the hidden talent within a company.
    • Knowledge retention: social learning tools can help people retain what they have learned. This prevents the loss of important information assets, especially when key resources decide to leave the company.
    • Measuring the impact of training: spending so much time building complex training programmes and then not being able to track their effectiveness is often a limitation, but it can be overcome by adopting a modern LMS.

What about people? Is an LMS only useful for companies or does it make life better for learners, too?

Learners definitely get a lot out of it, too.  In short:

    • Gaining the skills needed for professional growth: an LMS gives learners access to an extensive training catalogue, allowing them to train on aspects that are of interest for their professional growth, regardless of the content proposed by the L&D team.
    • Engagement: a learner’s experience within an LMS should be engaging and stimulating. A good learning experience or advanced gamification tools greatly influence the learner’s impressions, with positive effects on the results they achieve.
    • Recognition of one’s talents: social learning helps students show off their skills and make them visible to the company. New SMEs (Subject Matter Experts) are increasingly found from use of these systems, which facilitate the process of discovering new talent.

How could you apply them to your company? What would change for the better, and by how much?