Learning technology trends to explore in 2025
Learning technologies are slowly becoming a staple in people management in today’s increasingly digital environment.
A study by tech research firm Technavio found that the market for corporate learning management systems is expected to grow to $43.9 billion by 2028 with a 31.87% annual growth rate. Cloud-based LMS platforms are driving market growth as organisations continue to shift towards remote and hybrid work arrangements, the study added.
The optimistic outlook on learning technologies isn’t surprising at all as professional development has been a key element in employee retention in the post-pandemic world. A 2023 LinkedIn Workplace Learning Report showed that a striking 94% of employees would stay longer at a company that invests in their learning and development.
In fact, the World Economic Forum predicts that by 2025, over half of all employees will need significant reskilling and upskilling to keep pace with the rapidly evolving job market. This will increase the demand for tech-assisted L&D strategies that can deliver clear and precise results.
Why technology is indispensable in L&D
Learning technologies are often considered major investments, but many organisations today are willing to allocate resources because of the ROI it brings. Some of the benefits of technology-assisted L&D include:
1) Agility and adaptability
The pace of change in today's world is relentless. Technology empowers companies to quickly adapt their training programmes to address new skill requirements and market demands.
2) Remote and hybrid capability
With the rise of remote and hybrid work models, technology enables companies to deliver training to a geographically dispersed workforce, ensuring everyone has access to learning opportunities regardless of location.
3) Granular personalisation
Each employee has a unique learning style and pace. Technology, especially AI-powered platforms, allows for personalised learning paths that cater to individual needs, leading to increased engagement and better outcomes.
4) Data-driven insights
Technology offers the ability to gather and analyse data on learner behaviour and performance. These insights enable L&D teams to identify areas for improvement, measure the effectiveness of training programmes, and make data-informed decisions.
5) Cost-effectiveness
While implementing technology requires an initial investment, it can lead to long-term cost savings. Online learning, simulations, and virtual classrooms eliminate the need for travel, physical materials, and instructor fees.
6) Employee engagement
Today's employees expect access to modern learning experiences. Companies that fail to leverage technology risk appearing outdated and losing talent to competitors with more sophisticated L&D strategies.
A growing interest in AI and VR
AI and machine learning are revolutionising L&D by bringing unprecedented levels of personalisation and efficiency.
AI algorithms can analyse an employee's skills, preferences, and learning behaviour to create customised learning journeys. This ensures that individuals receive the most relevant content and support, maximising engagement and knowledge retention.
Moreover, the sheer volume of learning resources available can be overwhelming. AI-powered tools can sift through vast amounts of content to identify and recommend the most appropriate materials for each learner, saving time and boosting efficiency.
AI can go beyond personalisation to predict future skill needs and proactively suggest training interventions. This empowers leaders to make data-driven decisions in providing growth and development to the employees.
Some companies are also starting to explore virtual reality (VR) and augmented reality (AR): VR and AR technologies. These tools help leaders create immersive learning experiences that bridge the gap between theory and practice.
Virtual environments allow employees to practise skills and interact with objects in a safe and controlled setting. This is particularly valuable for training in high-risk or complex scenarios, such as medical procedures or equipment operations.
AR also overlays digital information onto the real world, providing employees with just-in-time guidance and support while performing tasks. This can boost productivity, reduce errors, and accelerate onboarding.
Gamified learning on the rise
Gamification, the integration of game-like elements into non-game contexts, has emerged as a potent tool in L&D. By tapping into our innate desire for competition, achievement, and rewards, gamification transforms learning from a potentially mundane task into an engaging and enjoyable experience.
The mechanics of gamification are simple but effective. Points, badges, and leaderboards introduce an element of fun and challenge, motivating learners to actively participate, progress through the material, and strive for mastery. More than just superficial rewards, these elements provide a sense of accomplishment and recognition, further fuelling engagement.
But gamification goes beyond simple rewards. It offers the opportunity to design learning experiences that simulate real-world scenarios, allowing employees to practise and hone their skills in a safe, risk-free environment. This "learning by doing" approach enhances knowledge retention and builds confidence, preparing employees to apply their skills effectively in their actual roles.
Furthermore, the introduction of leaderboards and friendly competition taps into our natural drive to excel. It encourages employees to push their boundaries, compare their performance with peers, and strive for continuous improvement. When implemented thoughtfully, this can foster a culture of healthy competition and self-motivation within the organisation.
Gamification represents a significant shift in L&D, moving away from traditional, passive learning models towards active, engaging experiences that cater to the way we naturally learn and grow. By making learning fun and rewarding, organisations can boost employee engagement, knowledge retention, and overall performance.
Social learning for professional development
The adage "two heads are better than one" rings especially true in the realm of learning and development. Social learning, the practice of acquiring knowledge and skills through interaction with others, has emerged as a powerful tool for fostering employee engagement and growth.
A 2022 Brandon Hall Group study underscored its impact, revealing that organisations cultivating a robust social learning culture are five times more likely to report high levels of employee engagement. At its core, social learning harnesses the collective intelligence of the workforce.
Social learning platforms serve as virtual hubs where employees can connect, share ideas, and learn from one another. This collaborative approach transcends traditional, top-down learning models, empowering individuals to actively participate in their development and tap into the wealth of knowledge within their organisation.
These platforms foster a sense of community and belonging, breaking down silos and encouraging cross-departmental collaboration. Knowledge sharing becomes a natural part of the workflow, as employees freely exchange insights, best practices, and lessons learned. This organic flow of information accelerates learning, boosts innovation, and strengthens the organisational knowledge base.
Moreover, social learning tools facilitate valuable mentorship and coaching relationships. Seasoned employees can share their expertise and experience with newer colleagues, providing guidance and support as they navigate their career paths. This not only accelerates the development of new talent but also fosters a culture of continuous learning and knowledge transfer.
The beauty of social learning lies in its ability to create a dynamic learning environment where everyone is both a teacher and a learner. Employees gain valuable insights from each other's experiences, perspectives, and challenges, enriching their understanding and broadening their skill sets.
This peer-to-peer learning fosters a sense of shared responsibility for growth and development, further amplifying engagement and motivation.
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