Elearning market trends and forecast 2017-2021

Data

Online learning Other Other

LEARNING AND TRAINING IS HOT AGAIN
There is a broad agreement between analysts about the fact that in the near future organizations of all sizes will increase their budget expenditure for training purposes. The anticipated increase in an organization’s training budgets could be attributed to the following reasons:

• A broadening of the scope of the training programs
• Additional training staff
• An increase in the number served learners

Learning and training leaders have also noted economic constraints, new technologies, and workforce re-skilling as influencers of future budget allocation, according to the 2015 Training Industry Report by Training Magazine. According to Brandon Hall Group, L&D leaders will allocate future budgets to stay in line with company growth goals. In the upcoming years, they are expected to consult more and more C-level executives to ensure their learning strategies are aligned with future business objectives.

Source of the figure: Mosher & Gottfredson, 2011

Social media, Mobile learning, Learning analytics / Data mining, Online learning Other Attitudes/Benefits/Challenges

“Social learning,” as it is often considered to be, is nothing entirely new. Though many new modalities of social learning have emerged in recent years, in many ways it has been around for a long time. But if social learning has long been present, why has the focus on it increased recently? Some believe the answer is related to the fact technology is now mature enough to address the most common concerns regarding social learning in the workplace, such as tracking, recognition, and security.

Additionally, as more Gen Y (millennial) workers enter the workplace, the needs and demands for a more social learning experience will increase exponentially, as such tools and modalities have been a part of this generation’s DNA. Social learning technologies have a huge impact on several enterprise core processes, from recruiting to training and developing talent. And there’s more: results are quickly measurable because social technologies have a direct and obvious effect on performance. The route from social learning to informal learning is very short.

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Personalized learning Other Definitions

"Personalized learning refers to the range of educational programs, learning experiences, instructional approaches, and academic support strategies intended to address the specific learning needs, interests, aspirations, or cultural backgrounds of individual students." (Source: http://edglossary.org/)

Today’s learners want a learning experience that fits their personal needs, learning speed, preferred learning style, and, most importantly, their learning pathway – in other words, learning personalized for them. In a personalized learning environment, contents display is adapted to individual learning styles and needs. Content discovery moves from a “course catalogue” style to an adaptive model. In the old model, everyone learns from the same materials at the same pace. In an adaptive model, students are presented with learning activities based on what they know, what they need to know, and what has worked for other students like them.

[...] The adaptive learning mechanism comprises embedded assessments associated with the designed content.

"Technavio’s market research analyst predicts the global adaptive learning software market to grow at an impressive CAGR of close to 31% during the forecast period 2016-2020. The adaptive learning software market in the Americas is the largest among all the geographical segments and is expected to generate revenues of over USD 2 billion by the end of 2020." (Source: http://www.technavio.com/report/global-education-technology-adaptiveLear...)

An organization ready to support and build personalized learning needs to begin collecting learning analytics. Learning analytics, in many ways, is “big data,” applied to education.

"Whereas traditional forms of analytical processing rely on existing management data, such as student demographics, grades, and recruitment figures, more recent approaches to analytics rely on data that has greater variety and arises from traces left as people use IT systems. This is a central concern for learning analytics, where the data arises from normal use of multiple pieces of software designed for accessing learning resources, social interaction, content creation, etc. In many cases, therefore, practical learning analytics requires that data moves from operational to analytical systems and be put to a different use than originally intended. For example, the data structures in a VLE or LMS are likely to have been designed not for analytics, but to realise teaching and learning use cases - e.g. for accessing video content, participation in forums – in a way is technically scalable and maintainable. When statistical processing or data mining is undertaken, for example to support analysis of learner engagement, data has to be re-interpreted. This situation is further amplified by the necessity of combining data from various sources, or maybe to use cloud-computing based data mining engines, to build, test, and apply useful statistical and predictive models." (Source: Learning Analytics Interoperability – The Big Picture In Brief - Adam Cooper, Cetis, University of Bolton, UK)

As personalized learning integrates into the corporate space, learners will be able to collect and report on their own learning accomplishments using the Experience API, also called xAPI or Tin Can. Organizations and learners can use the Experience API to collect data outside of an LMS from any learning experience, completed in any environment, on any device.

 

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Microlearning Other Definitions

Microlearning is often referred to as bite-sized learning. It is a short learning nugget (three to five minutes in length, or shorter) designed to meet a specific learning outcome. While it can be used for formal training, it is majorly used in informal learning (with a focus on performance gain).

Microlearning nuggets are designed for and delivered in rich media formats. Their brevity and accessibility on multiple devices (including smartphones, tablets, desktops, and laptops) makes them an ideal fit for just-in-time training. Corporations can use microlearning for formal training as well as for learning on the job. Microlearning is ideal for distracted or busy corporate learners, as it gives them the opportunity to build their knowledge base when it’s most convenient for them.

Example: Google University

Effectively, Google operates an “invisible” corporate university, delivering personalized, just-in-time information to employees based on their job function and performance. Instead of giving new employees a training manual, Google provides bite-sized tutorial information just before it is needed. For example, managers are given guidance on how to complete performance reviews shortly before it’s time to do so.

Although the term Performance Support has been used for a number of years now, the majority of organizations have yet to introduce a learning-at-the-point-of-need strategy. We expect more businesses will start to move away from the traditional firehose method of delivering learning and, instead, separate training content into two groups: Information that employees need to know in their heads versus information they simply need at their fingertips to do their jobs better. This will change the way businesses deliver learning and pave the way for performance support methods to become mainstream.

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Citation: 

Docebo (2016). Elearning market trends and forecast 2017-2021. Retrieved from https://www.docebo.com/resource/elearning-market-trends-and-forecast-201...

Publish Year: 
2016