The world of learning is in a state of constant transformation, and 2025 promises to redefine the landscape with groundbreaking trends and technologies. eLearning has evolved far beyond traditional methods, now catering to dynamic needs with innovative solutions that resonate with today’s learners. As organizations strive to upskill their workforce and individuals pursue lifelong learning, understanding these emerging trends is essential.

This year, eLearning isn’t just about providing knowledge; it’s about creating personalized, impactful, and efficient learning experiences. From the rise of AI-driven platforms to the prominence of skills-based approaches and immersive technologies like AR and VR, 2025 marks a shift toward smarter, more adaptable learning systems. In this blog, we’ll explore the key trends shaping the future of eLearning and how they promise to empower both learners and educators alike.

These are the trends that according to us will shape the world of learning in 2025 and beyond. Let’s take a dive in to check out the top trends that will dominate the coming years. The next few minutes will paint your world on what’s next.

1. AI: Your Committed Learning Buddy

AI isn’t just a buzzword; it’s transforming how we learn. Imagine a personal tutor who knows exactly what you need, and how you like to learn, and keeps you on track—that’s AI for you. From real-time feedback to recommending the perfect course for your next career move, AI has your back. Plus, tools like AI-driven chatbots and virtual role-plays are making learning smarter, faster, and way more engaging.

2025 and Beyond: Think AI that not only supports but teaches. Picture virtual mentors who interact with you like a human coach, helping you sharpen your skills through conversation and practice.

2. Skills Matrix: The Big Picture of What You Can Do

Organizations are obsessed with skills these days. A skills matrix is like a skills report card for teams and individuals. It shows what skills people have, where the gaps are, and what training they need. In 2025, it’s all about dynamic tools that adapt as roles evolve, helping you stay relevant.

2025 and Beyond: Skills matrices will integrate predictive analytics to show what skills you’ll need in five years and recommend training paths to get there.

3. Next-Gen Learning Platforms: More Than Just an LMS

Learning platforms are getting a serious upgrade. They’re not just for assigning courses anymore—they’re becoming hubs where you can collaborate, gamify learning, and get real-time performance insights. You can also access learning anytime, thanks to on-demand learning features that fit into your day. KREDO is a learning platform that has all these capabilities.

2025 and Beyond: Expect platforms that don’t just deliver content but connect to every tool you use at work. They’ll pull in performance data, suggest real-time learning moments, and even gamify career progression.

4. Workforce Transformation: Skills Over Titles

Job titles are becoming less important than what you can actually do. Companies are moving toward Skills-Based Organizations (SBOs) and Competency-Based Empowerment (CBEs), where roles are flexible, and people are valued for their skills. eLearning is helping employees make the leap into new roles with targeted, future-focused training.

2025 and Beyond: Look for skills passports—digital credentials that move with you across industries, showcasing what you’ve learned and can apply in any job.

5. Personalized Learning Journeys: One-Size-Fits-Nobody

Nobody wants to slog through generic training. Personalized learning is the way forward, where AI crafts courses based on your goals, pace, and interests. It’s like Netflix, but for your brain. Whether you’re a newbie or a pro, the content adjusts to keep you challenged and motivated.

2025 and Beyond: Personalized learning will expand into “hyper-personalized” territory, with real-time adjustments based on your emotional state, preferences, and performance.

6. Learning in the Flow of Work: No More Interruptions

Let’s face it—who has time to stop everything for a full-blown training session? Learning in the flow of work lets you pick up tips and skills as you go. Need help with a task? Microlearning videos, quick job aids, or AI-driven solutions pop up just when you need them.

2025 and Beyond: Virtual assistants could become your go-to learning companions, offering support without you even asking—like suggesting a video tutorial when it sees you struggling in a tool.

7. Continuous Learning: Stay Curious

Gone are the days of “done with training, back to work.” Continuous learning is the new normal. It’s about staying curious, adapting, and evolving your skills all the time. eLearning platforms are supporting this with always-available content libraries, live sessions, and social learning spaces.

2025 and Beyond: Think global learning networks where professionals worldwide connect to share knowledge, mentor each other, and co-create solutions also involving AI-driven analytics.

8. Leadership Training: For the New World

Leadership isn’t just about managing people anymore—it’s about driving innovation, fostering diversity, and staying adaptable. In 2025, eLearning platforms are packed with leadership simulations, scenario-based exercises, and even virtual coaching sessions.

2025 and Beyond: Leadership training will lean heavily into AI-driven feedback, helping future leaders fine-tune their emotional intelligence and adaptability with precision.

9. Simulations: Learning by Doing

Simulations are where theory meets practice. They give you a safe space to experiment, fail, and learn from real-world scenarios. From virtual labs for engineers to crisis management for first responders, simulations are making learning immersive and practical.

2025 and Beyond: Expect VR and AR simulations to go mainstream, with entire virtual workplaces where you can practice skills in ultra-realistic settings.

10. On-Demand Learning: Anytime, Anywhere

Flexibility is king, and on-demand learning makes training as easy as streaming your favorite show. Whether it’s a quick video tutorial or a deep dive into a topic, learners can get what they need, when they need it.

2025 and Beyond: Content will adapt dynamically based on trends and learner feedback, ensuring every resource is up-to-date and hyper-relevant.

11. Soft Skills: They Take the Spotlight

Technical skills get you in the door, but soft skills—like communication, teamwork, and adaptability—help you thrive. eLearning is embracing this shift with interactive role-playing, virtual mentors, and gamified feedback to help learners master these essential skills.

2025 and Beyond: AI tools could analyze conversations and provide insights on how to improve communication, making soft skills training more practical and measurable.

12. Big Data Powering Learning: Decisions That Don’t Bite

Insights gained through large data sets will power training in organizations eventually driving employee performance. That what causes maximum impact will be identified and optimization would break silos and be achievable by all, through informed decision making.

2025 and Beyond: Through factual and behavioral insights, organizations will ensure that training-related programs and projects are aligned to strategic goals.

Looking 2025 and beyond: What’s Next?

The future of eLearning is limitless. Here’s what’s on the horizon:

• Lifelong Learning Subscriptions: Think of it as Spotify for learning, offering curated playlists of skills and courses for every stage of your career.
• Neuro-Learning: Training programs tailored to how your brain works, using neuroscience to boost retention and engagement.
• Edutainment Evolution: Combining storytelling, gaming, and interactive media to create experiences so engaging you forget you’re learning.
• Quantum Learning Platforms: AI systems so advanced they predict your future skills needs before you even know them.
• Global Learning Economies: Platforms where companies, educators, and learners trade skills, knowledge, and certifications across borders seamlessly and promote cross-cultural learning.

Conclusion

The eLearning world isn’t just keeping up with change—it’s driving it. By staying ahead of these trends and embracing what’s next, organizations and learners alike can thrive in a future where growth and adaptability are the ultimate superpowers.

At Tesseract Learning, our spatial leaders , learning architects and visual architects continuously innovate and reinvent their approaches to design, develop, and deliver better learning experiences. Skills-based learning encourages active learning, facilitating immersion and other hands-on experiences. The concept of career readiness becomes a reality. Finally, skills mastery is no more a dream of the future, but it has become ingrained as a daily habitual task.

We are leveraging our AI-powered learning platform, KREDO, to create efficiencies across the training life cycle and deliver optimal learning experiences powered by artificial intelligence. Where we are heading to is a technologically empowered future with an even vibrant educational landscape.

To know more about our products, services and how we can be of help to you, contact us or write to us at <suresh@tesseractlearning.com>.

As we enter 2024, we are witnessing rapid changes in how training is created and implemented. In the world of digital learning, we are seeing sweeping changes, thanks to the evolution of AI to generative AI. Here, we will look at the trends for the year 2024 and beyond.

Prominent Changes In eLearning Trends 2024

In the past few years, there has been a significant surge in the utilization of AI for automating various tasks. Whether it’s handling customer queries or fetching data quickly, AI is at the forefront of data automation. Given this, we are also seeing a rapid adoption of AI automating a lot of tasks in the world of digital learning.

According to our study, we see the following trends staying strong in the year 2024 and beyond:

• Generative AI used in digital learning
• Interactive gamification-based learning experiences
• Upskilling and reskilling considering the changing landscape
• Micro-credentials and curation based on skills matrix
• Coaching and mentoring based on specific skills gaps and needs
• Learning platforms adapting to the needs and greater customization
• Steadily increasing VR training and accessibility
• Intelligent analytics and reports to drive better learning

Top eLearning Trends To Watch Out For In 2024

Generative AI Used In Digital Learning

In the era of comprehensive AI integration, learning has the potential to evolve into a more holistic, meaningful, and empathy-driven experience. Recognizing the diverse and specific needs of learners today, the traditional one-size-fits-all approach can’t be used anymore. Instead, it is imperative to consider individual learning styles, patterns, and behaviors to accommodate the learning materials.

The learning journey needs to be tailored to the needs of the learner to make it more meaningful and impactful and provide intelligent recommendations.

Yes, there will be trainings that will still need to be generic and the same for all; however, the time has arrived when there must be more personalization to elicit better outcomes, and to be candid, we are moving towards hyper-personalization.

Creating Courses Or Learning Content

With the advent of ChatGPT and similar tools, making courses or learning materials has become much easier. With AI, authors can quickly create the basic content structure and then add the details from their research and refine it further. It is not a ground-up approach anymore. Whether you are a subject expert or an Instructional Designer, AI can assist you in developing better content structures. All you need are the learning objectives and your lecture notes, and AI can help you expand on that! Additionally, AI can speed up the process of selecting images for your courses, making it quicker and more efficient. These features are now integrated into standard course authoring tools, making image selection a breeze!

Interactive Gamification-Based Learning Experiences

Gamification transforms learning by stimulating active participation and critical thinking. Amplifying engagement by motivating learners to set goals, track progress, and engage in friendly comradery are all on the rise.

Upskilling And Reskilling Considering The Changing Landscape

As the world is transforming thanks to automation, there is a greater need for upskilling and reskilling employees. L&D teams, businesses, and trainers need to be cognizant of the rapidly changing landscape. Some of the skills are going to be obsolete in a few years due to automation. Automation has been the biggest disruptor in the last year and will continue to hold sway. A lot of mundane tasks will be performed by AI bots, and the skills for the same will not be required. Hence, employees must be retrained or reskilled on specific skills where there is a greater need for higher-order thinking skills. Rapid reskilling is a critical aspect of today’s world. Digital learning will play a huge role in upskilling and reskilling employees at a scale.

Micro-Credentials And Curation Based On Skills Matrix

Micro-credentials are gaining momentum. They are focused courses offering certification for specific skills or competencies in a particular subject area or domain.

It is also a growing need that training content, articles, and specific resources all now need to be curated as per the skills of the employees. Employees have more options now, as they look for opportunities horizontally, vertically, and even changing domains. Content curation engines are already incorporating these elements to foster better learning. This will continue to be a strong trend in 2024 and beyond.

Coaching And Mentoring Based On Specific Skills Gaps And Needs

Offline coaching and mentoring will be based on reskilling and training learners on specific skills or gaps that are identified. Today, digital learning platforms have features such as video-based training that can help mentors reach their mentees better. This will be a strong trend this year.

Learning Platforms Adapting To The Needs And Greater Customization

Learning platforms are becoming more versatile. They now have far more features compared to the earlier LMSs. They are adapting to the latest trends such as AI, content authoring within platforms, skill matrices, content curation, video-based learning, gamification, and much more. Learning platforms will continue to evolve and drive better learning experiences in 2024 and beyond.

An LMS/LXP can very well be an employee retention tool in any organization if adopted in the right manner.

Steadily Increasing VR Training And Accessibility

VR training helps employees learn skills through interactive experiences that replicate real-world scenarios. Specialized training will be on the rise in 2024. Accessible content is another point of interest with accessibility standards gaining importance every year.

Intelligent Analytics And Reports To Drive Better Learning

Learning platforms are generating in-depth data point reports, which in turn are translating to intelligent analytics on specific learning patterns, performance, and areas of improvement. This will continue to be a strong trend for the year 2024.

Conclusion

To conclude, the year 2024 will see trends such as generative AI, skilling, the evolution of learning platforms, and the use of intelligent analytics to drive better learning.

We would love to hear your thoughts on what other trends can contribute to enhancing the learning space in 2024. This will help us in making a more meaningful contribution to the learning space.

At Tesseract Learning, our learning and visual architects are constantly innovating and reinventing their approaches to design, develop, and deliver effective learning programs. Whether you need gamification, microlearning, simulations, Virtual Reality, localization, or building rapid courses, our team can create wonders.

Global organizations are now leveraging our powerful learning platform, KREDO, to create efficiencies across the training life cycle and deliver optimal learning experiences. This powerful LMS and LXP, clubbed with a skills-based approach to learning, gives greater flexibility for an employee to perform in any role and betters career progression. Also, KREDO helps you to deliver complete hybrid learning combining numerous learning assets to drive learning to all types learners—be it frontline, deskless, in-office, or remote.

If you would like to build your own courses rapidly, you can use our new authoring tool Prodient.io. It has 70+ templates with no-code authoring to create courses in minutes and also translate them in seconds.

To know more about how we could help your organisation in developing effective learning and training solutions, contact us or write to us at <suresh@tesseractlearning.com>

Learner engagement and retention of knowledge gained are always matters of concern when it comes to corporate training. One can utilize the ARCS model of instructional design as the first step towards capturing your learner’s attention. This model addresses the learners’ motivational factors such as attention and relevance to enhance learner engagement and retention.

Introduction

Motivation plays a very crucial role in human learning behaviors… John Keller’s ARCS model of instructional design states that, in order to motivate the learners, the instructional materials need to grab and sustain the learners’ attention. Then only the learners shall be motivated to complete a course and the purpose of learning can be fulfilled.

Keller’s ARCS model is an effective instructional design framework that L&D professionals worldwide have been using for the past several years. The focus of the model is on capturing learners’ attention, promoting the relevance of topic, building the confidence in learners, and ensuring satisfaction in the learning process.

In simpler words, learners need to understand the motivation behind a concept of knowledge or a piece of training to retain the information. When designing a mobile learning nugget or a custom eLearning course on a generic topic, a complex subject or a soft skill, the ARCS model can be utilized to engage the learners and enhance their understanding and retention.

Ways to Use the Elements of ARCS Model

Let’s delve into the application of each element of the ARCS model in instructional design.

1. Attention

Capturing the learner’s attention is crucial for providing learning or training on any topic or subject. To do this, instructional designers use several attention-grabbing techniques to capture the learner’s attention and arouse their curiosity. These techniques include intriguing questions, examples from real world, real-world scenarios, multimedia presentations, interactive activities, captivating visuals, and quick demonstrations. These techniques create curiosity in learners and motivate them to delve deep into the subject matter.

2. Relevance

For learners to see the significance of the concept or topic they are going to learn, its relevance to their lives, careers, and future goals must be made clear. One can relate the subject matter to real-life scenarios or career aspirations, demonstrating how it can be applied in practical situations. Connecting the complex concepts to the existing knowledge and experiences of learners makes the subject more meaningful, engaging, and memorable.

3. Confidence

Providing learning or training on a complex subject can be a daunting task, but building the learner’s confidence is the key to success opportunities must be provided for active participation and hands-on experiences to boost the learners’ self-assurance. Incremental learning and scaffolding techniques can help learners progress step by step, gradually mastering complex concepts while gaining confidence in their abilities.

4. Satisfaction

Ensuring learner satisfaction is vital to keep them motivated and committed to the learning process. To achieve this, you can provide Timely feedback, recognizing their efforts, and celebrating their achievements along the way can help the learner achieve these goals. Create a positive and supportive learning environment that encourages learners to ask questions, share their opinions and insights, and collaborate with peers. A sense of accomplishment and enjoyment will drive learners to persist in their pursuit of understanding the concepts or topics.

Application of ARCS Model in Instructional Design

When applying the ARCS model to train in a concept, topic, or subject, the instructional design should incorporate the following strategies.

1. Attention

Commence the learning experience with an attention-grabbing introduction, such as a thought-provoking question, an example from real world, an interactive activity, a captivating visual, a stimulating multimedia presentation, etc. Utilize visual aids and interactive elements throughout the module or course to keep the learners engaged with the content.

2. Relevance

Relate the complex subject to real-world examples and practical applications demonstrating how mastering the subject can benefit the learners’ personal or professional growth. Highlight the relevance of the subject to learners career aspirations or academic goals.

3. Confidence

Foster a supportive learning environment where learners feel comfortable expressing their thoughts and ideas. Provide opportunities to learners for hands-on practice and problem-solving to build their confidence in applying complex concepts.

4. Satisfaction

Offer constructive feedback, acknowledging the learners’ progress and achievements and encourage them to reflect on their learning journey and recognize their growth. Incorporate opportunities for self-assessment and celebrate successful understanding of the concepts or subject matter.
By incorporating these principles of Keller’s ARCS model, instructional designers can create an engaging and effective mobile learning or custom eLearning courses for providing training in complex topics or subjects. Learners will be motivated, confident, and satisfied as they navigate and master the intricacies of the subject matter.

Conclusion

In conclusion, the ARCS model is a motivational design model for learning environments, which helps to stimulate and sustain learner motivation levels. By adhering to the elements of the ARCS model, industrial designers can develop engaging online or custom eLearning courses that motivate, instill confidence and satisfy learner’s navigation in subject matters.

Create custom eLearning courses by following the elements of ARCS model to support your employees in upskilling and reskilling. Streamline the authoring process for your eLearning materials with minimum efforts on our online learning platform KREDO or get custom eLearning solutions on our authoring tool Prodient,io.

If you wish to know how our services, learning platform, and authoring tool can help your organization in developing custom eLearning solutions, using the appropriate instructional design model or approach, contact us or write to us at <suresh@tesseractlearning.com>.

eLearning Trends For 2022

When the pandemic first broke out, everybody hoped that it would be over soon and that it would be business as usual within a few months, if not weeks. However, our worst fears came true as COVID-19 ravaged the entire globe and probably became the biggest pandemic since the Spanish flu of 1918.

Smart organizations always see opportunity at times of adversity. After the initial few weeks, organizations started going digital to a great extent. Initially, it was about how business was conducted. Most organizations asked their employees to work from home or remotely. So, organizations began to think about how to train and equip their employees in order to maintain solid business continuity.

With the world entering the post-pandemic phase, we must look forward to the new era with optimism and renewed hope. However, can we ever go back to the pre-pandemic normal? Some experts believe that the old normal was not normal, as the emphasis was too much on one mode of training or learning. So, we must now look at a mix or what we call a hybrid model for work and learning.

For ease of understanding, we shall review the eLearning trends to watch out for in 2022 under two headings:

1. Organization driven trends
2. Learner driven trends

Organization Led Or Driven Trends

Learning Analysis

Let’s face the fact. Learning analytics influences eLearning trends. We know that the future is all about the information we have, and the more there is, the better the insights will get, and thereby, decisions will also be driven accordingly. With a distributed workforce setting to rule the stage, learning teams should rely on learning analytics to make decisions. The future of learning and its transformation starts with learning analytics.

Information and data have touched terabytes and are still growing. It would be unwise to deny that intel will play a significant role in strategic decisions. AI-infused analytics clubbed with learning platforms elevates the game to create a whole new learning framework and learning ecosystem.

The world is moving into a space where knowledge, skills, and attributes that people need to co-exist and thrive in any organization will revolve around competency frameworks. To add to this, a skills matrix also helps visualize data, which can be used to define processes to identify, assess, and develop skills to make informed business decisions.

Human-Centered Learning Experiences

One of the biggest trends that we predict will shape the learning space is human-centered design and learning experiences [1].

Well, what do we mean by human-centered design? For years, training was a one-dimensional transactional experience. Organizations set up training calendars and scheduled training time that was not centered around learner needs. It was about mandatory exercises that had to be carried out. It was about pushing training through so that learners would begrudgingly take them to meet the numbers. This is a very mild assessment of how training was seen by most organizations earlier.

The pandemic, however, changed all that. Organizations began to look at employees as valuable assets rather than resources or cogs in a wheel. Organizations realized that people are what drives an organization to success. This has led to honest introspection of how training was conducted or how employees interacted.

This has also led to new conversations and new ways of designing training programs by what is known as human-centered design. The human element of empathy, emotion, and sense of belonging are key terms driving organizations today to adopt a well-rounded philosophy to training. Learning resources are linked to organizational goals, which is great news for both organizations and learners. We see this trend becoming a major driving force in 2022 and beyond.

Learning Experience Platforms

As part of human-centered learning experiences, organizations are now big time into Learning Experience Platforms or LXPs. Technology is being used to help people get better learning experiences through hyper-personalization and just-in-time learning. Organizations are now leveraging LXPs to get real-time data on the learner behaviors, preferences, and needs they can use to tailor better learning experiences. The idea is to foster deep learning and better participation from learners, as LXPs provide that. LXPs help build communities of learners who can then exchange ideas or even get answers to pressing queries through interaction with Subject Matter Experts. No one has all the answers. Thus a community portal integrated with LXPs can help learners get the required support through social interaction. Forums, chats, and dashboards are parts of LXPs that enable this.

LXPs also allow learners to receive curated content. Organizations are increasingly looking to provide curated content to their learners. The idea is to have learning accessible to the entire organization. LXPs are bound to grow further and add many more learner-friendly features in the years to come. What makes learning experiences exciting is that custom learning paths can be created pertaining to the learner’s profile and career progression needs.

Artificial Intelligence

In the last few years, we have seen tremendous growth in the development of Artificial Intelligence in automating various mundane activities, be it responding to customer queries or automating certain tasks. Artificial Intelligence has taken giant strides.

Can the use of AI in learning be far behind? Well, L&D has taken cues and AI is used for better learning and query resolution. A significant trend has been the use of machine learning to take AI to the next level. Machine learning allows the creation of new algorithms that can predict user behavior.

AI can be used to make learning more holistic and empathy-driven. There has been an increased focus on the fact that different learners have different needs, and personalized experiences must be provided to learn better. AI through bots is creating that space. AI will help personalize learning experiences, interpret the data or the reports generated for the courses taken, and make better recommendations. It will help identify the key skills learners need to master, which they can apply to their job.

You can consider using AI to improve and personalize your learning experiences or helping learners choose what they want to learn. You can also use AI to create intelligent learning assistants that provide just-in-time tips during the learning events, such as online courses or live webinars. Technology can make information accessible to everyone in an organization at the right time.

Virtual Training For Remote Employees

There is a lot of talk of the hybrid working model, where many employees choose to work from home. Given this, virtual training will continue to grow or be a mainstay of training in 2022.

Virtual training is the go-to mode for remote employees or employees spread across the globe to access best-in-class training from expert facilitators and faculty.

Virtual training has its advantages, mainly:

• Can help connect people spread across geographies
• Can be interactive, as apps and games can be integrated into the sessions (Kahoot comes to mind)
• Provides tangible results through quick polls and quizzes
• Can be used to engage audiences better

We predict that virtual training will continue to be a strong trend in 2022 and beyond.

Microlearning Platforms

Microlearning platforms have grown in the last year and will continue to grow as a strong tool for learners to access impactful bite-sized learning [2]. Several microlearning platforms now aim to help learners learn subjects quickly and effectively. While some use assessment as their core strategy, others use courses and gamification to make learning stick [3]. The emphasis has been on performance, helping organizations reap rich rewards.

One can easily create, publish, and roll out courses using a microlearning platform. You can use rightly spaced repetitions, gamification, intuitive reports, and analytics for immediate feedback, remediation, and much more.

You can implement microlearning platforms in 2022 and beyond for your frontline staff, sales teams, or customer-facing workforce. Microlearning platforms are easy to deploy and can help you provide actionable data points to get more out of microlearning interventions. In other words, it’s about tracking and reporting learning knowledge to enhance the overall learning experiences.

Learner Driven Trends

Mobile-First Learning

Learners today are mobile and agile. Should learning stay far behind? Learners use their mobile devices or smart devices for performing a variety of tasks. From shopping for groceries to paying bills, playing games, or watching Netflix, learners are at their phones for at least 4-6 hours a day.

Given this fact, learners are demanding better learning experiences. Long training sessions don’t interest them. Digital learning experiences built as lectures bore them and make them drop off quickly. With reduced attention spans, learners need a far more exciting and engaging medium than learning provided traditionally to them.

This is where learning must be thought of as a mobile-first delivery. Organizations have to realize the power of the mobile-first strategy and tailor their learning experiences to be mobile-friendly. When delivered via mobile, microlearning creates the right experience for the learners.

Microlearning can be used as one of the primary modes of training delivery for some learning programs or just before an eLearning or VILT session, or a few days after the formal training as a reinforcement of key learnings to help learners remember the concepts well. With this reinforcement, the learners are subtly encouraged to apply the concepts to their job. The famous Pavlov research supports this. With microlearning becoming a part of the continuous learning cycle, learners pay better attention to the subject at hand.

Microlearning will continue to be one of the top learning strategies during 2022 and the years to come.

Virtual Reality And Mixed Reality Learning Experiences

Learners are demanding better learning experiences all the time. What better than Virtual Reality, which takes learners into a different world altogether? Virtual Reality helps learners immerse themselves deeply into learning, and that’s why it’s a popular trend.

One of the most important factors for successful learner engagement is the immersiveness and stickiness factor. Virtual Reality provides that. To cite a recent example, during the 2021 Olympics, a variety of VR-based experiences were provided to the public. This included people experiencing the playing style of various athletes on their smartphones. The experience was thrilling, to say the least, as people saw the mascots of athletes playing right in their living room.

In a nutshell, organizations will try to implement such VR experiences to teach various subjects to their learners. Based on the increased adoptions and good business cases, the use of VR will continue to grow in 2022, and even stronger in the coming years.

Catalog Courses

Learners are demanding off-the-shelf or catalog courses to improve skills in various areas. While they surf YouTube and the likes of Udemy to learn some new skills or subjects, they must get optimally designed catalog content from their organizations that will help them advance their knowledge and skills in specific areas.

As more organizations go digital, the demand for catalog courses has gone up. Many new players are vying for their share in the catalog courses business pie. The primary advantage of catalog courses is that they are on varied subjects and ready to use or deploy without much effort.

You can use catalog courses to reach out to many people and teach them skills that will help them have the right ammunition in the new world. An electronic catalog of learning resources helps learners access information at their fingertips. We are moving into a world where catalogs and content libraries will be digital.

Continuous Learning Journeys

Formal training is not sufficient to impart knowledge and skills. Why is this so? People tend to forget or lose the information they learn after a few days, sometimes in a few weeks. This is known as the forgetting curve. The curve shows how quickly we forget information over a period when there is no attempt to retain it. Learners need to constantly learn new tasks and remember them as well. Not just remember but understand them deeply and apply them in the proper context.

This is where organizations augment their learning interventions with either microlearning nuggets or games or videos before or after formal training sessions. Be it classroom training, face-to-face, virtual, or eLearning. The idea is to empower learners with the right dosage of learning that is not overly long and is useful in propping up their short-term and long-term memory of the concept.

The core idea is to have process and technology blended to create individual learning plans. You can use continuous learning journeys more in your training interventions in 2022 to make employees learn and apply essential concepts and skills. As continuous learning journeys address the forgetting curve, use them wisely at the right time to get learners up and ready for better application of learning.

Content Curation

Many organizations know that the internet and their knowledge bases have a massive repository of content and information. They also know that users would prefer content that is the most relevant to the subject they want to learn. For this, organizations are adopting content curation.

However, content curation must be done effectively or rather smartly. Smarter content curation helps find the right learning content for the learners. Learners can use content curation to create their unique learning paths. Teams can use content curation to identify the available resources on the internet rather than recreating them. Content curation will become more sophisticated and will turn into one of the best ways to create high learner engagement.

Conclusion

We foresee these trends as the preferred learning modes in the coming year. Learning communities, learning societies, learning forums, etc., are gaining prominence. Technology merged with the advent of these new segments would impact individual and organizational goals and learning objectives.

Whether they are learning technology trends or learning content trends, these trends will continue to impact the way learners learn and organizations benefit from these modalities and interventions. While learners will be able to apply their learning to their job better and retain the learning, organizations will save several manhours in training if these tools and methodologies are implemented effectively. Organizations must utilize these to make progress in their quest for becoming more agile and adaptive learning organizations.

We have also released an eBook, eLearning Trends To Watch Out For In 2022, which has more details on each trend that we discussed in this article.

At Tesseract Learning, our learning and visual architects constantly innovate and reinvent their approaches to design, develop, and deliver effective mobile learning courses and modules. We understand your needs and recommend the right strategy to create impactful learning solutions to help your employees learn in the flow of work. To learn more about eLearning trends, contact us or write to me at suresh@tesseractlearning.com

In this blog, we will discuss five ways to use AI to support learning and training in 2021.

Use AI to Offer Personalized Learning Experience

A personalized learning experience is generally seen as the best alternative to the so-called “one-size-fits-all” approach in learning. AI can take this learner-centered learning to the next level in 2021. It can help you to bring personalized learning strategies to address the learners’ needs. AI helps you to identify employee skill gaps precisely and suggest suitable ways to address them. It can also help you in collecting more reliable data on how learning materials are impacting individual performance.

L&D professionals spend a significant part of their time curating the learning content as per the learner’s needs. They can use AI to do that instantly. AI can help them to provide curated content based on the learners’ needs, personal choices, and their preferred learning style, making the course content more relevant to their job. This helps to offer a more personalized learning experience to the learners.

Make Use of AI Data to Deliver Better Training

AI helps collect valuable data on what courses learners are taking, how much time they are taking to complete a course, their performance in assessments and evaluations, their feedback, and comments on the efficiency of the modules. L&D professionals can use AI to collect and analyze data to get insights on learning effectiveness.

Using this data and analyzing it, the instructors, L&D professionals, and facilitators can refine the ongoing learning or training modules. AI can help these professionals with valuable insights into refining the existing eLearning or training programs and then aligning the programs to the individual learner needs and business goals. The insights will also help them develop new training programs for effective learning.

Use AI to Integrate Learning into the Flow of Work

In recent times, most organizations want to integrate learning into the routine workflow of their employees. But most of the employees are not satisfied with the formal face-to-face learning or training, the schedule of sessions, and the format of content delivery. The learning management system (LMS) powered by AI can provide on-demand 24/7 learning assistance to your employees. Since the employees learn in their own time, the time is saved, and the learning process is automated.

AI-assisted learning can support a learner with immediate requests and just-in-time learning. AI can anticipate and provide resources and materials to your employees based on the moments of learning need. The materials and schedules are developed for the employees based on their individual learning needs and job roles.

Use AI for Better Performance Evaluation and Instant Feedback
Most of the performance evaluation tests and knowledge check questions, assessments, and quizzes are developed based on the standard approach to all employees. They do not consider the knowledge level and skills of employees. This is why some employees find the assessment too hard, while others find it very easy.

AI-powered learning systems can design tests and assessments based on the employee’s capabilities, skills, and level of learning. This helps to get a comparatively more accurate performance evaluation of the employees. Also, employees can get instant feedback on their performance.

Use AI to Improve Completion Rates

L&D professionals generally worry about the course completion rates and absorption of training. As mentioned earlier, you can use AI to provide the most relevant training content to the learners based on their preferred learning style. This motivates the learner to take up the course, which results in more engagement and higher completion rates. They can absorb the content well and are more likely to implement the learning in their job.

Conclusion

AI can help you to collect vast amounts of data. By analyzing it, you will gather essential insights on learning and training more accessible than ever. You can use AI to collect more accurate data on how learning materials impact individual and business performance in 2021.

At Tesseract Learning, our learning and visual architects constantly innovate and reinvent their approaches to design, develop, and deliver effective eLearning solutions. To learn more about how we can help you create engaging eLearning courses and help you achieve your learning and training goals in 2021, contact us or write to me at suresh@tesseractlearning.com.