We live in a golden era of learning. With rapid technological advancements, L&D professionals today have access to a plethora of choices to enable learning in their firms. However, challenges such as poor UI/UX features, low user engagement, dismal adoption and completion rates, etc remain. What kind of learning design can help overcome some of these challenges? Vijay Kalangi and Subramanian Kalpathi help uncover some of the best practices when it comes to learning technology design, and also offer tips on what learning professionals can do to successfully adopt cutting-edge technology to enable learning for their organization.

1. How Technology Can
Transform Learning
Vijay Kalangi @vijaykalangi
Co-Founder, CTO KNOLSKAPE
Subramanian Kalpathi @subu_ks
Sr. Director, KNOLSKAPE

2. Technology in
Learning is
Ubiquitous

3. How Corporate Training Has
Evolved
1998 – 2002
E-Learning and Blended
2002 – 2005
Talent Management
2005 – 2010
Continuous Learning
2010 – 2018
Digital Learning
2018 - ?
Learning in the flow of working

4. Learning
Management
Systems
• Typical LMS does act a repository of the pre-
defined set of courses that the learners go
through.
• Over 100+ top LMS’s in market like SumTotal,
Saba, SuccessFactors, etc.
• The starting point for e-Learning
The Future:
LMSs’ would be a collection of resources with
AI enabled to personalize the course structure
for the learner

6. Massive
Open Online
Courses
• Video-centric, short-form learning for
everyone.
• Generic content. Less contextualization and
customization.
• Top platforms like Udemy, Coursera, Udacity
take up the major share.
The Future:
Peer – based learning. Video content generated
by peers and self-authored content being
available to everyone.

8. Mobile based
Learning
• Being Accessible – Anytime, Anywhere.
• Short form of content. Bite-sized learning.
Focusing on a single topic.
• Companies like Grovo, Axonify, Pathgather
are focused in this area.
The Future:
Ideally suitable for the immediate help! With
more content and better indexing combined with
AI based suggestions would give help at the right
time.

9. Learning
Experience
Platforms
• Platforms that could integrate, manage,
curate, and organize videos, articles,
podcasts, and any other form of digital
content.
• This new paradigm, integrating on-demand
learning with long form education, is now
taking hold.
The Future:
This would be the “Next-Generation” LMS.
Combined with AI / ML, they could personalize
learning.

11. Source: Josh Bersin: A New Paradigm For Corporate Training: Learning In The Flow of Work June 2018

12. Source: Josh Bersin: A New Paradigm For Corporate Training: Learning In The Flow of Work June 2018

14. Experiential
Learning
• Simulation based learning has been proven
quite effective.
• Perfect for developing behavioral capabilities
in a safe environment where learners can
practice without real world implications.
• KNOLSKAPE is a key player along with HBS,
BTS etc.
The Future:
Experiential learning will help learners preparing
for real-world scenarios before they encounter
them. VR and AR would be the next step.

17. Self-paced learning is
moving up the priority
list.
• Most L&D professionals we surveyed acknowledged that
one of the major advantages of self-paced learning
programs is cost-effectiveness, thereby making it easier
to plug it into the overall organizational learning
strategy.

18. There is a need to
balance reach with
depth.
• There is a need to balance ‘calendar-led’ training
interventions that may prioritize reach, with a more
depth-oriented, journey-led approach, that is targeted in
nature.

19. Learner needs are
evolving
• Tools enable L&D leaders to drive the ‘own your development’
agenda in their respective firms, more so in organizations that
cater to a large field-force. Curated ‘playlists’ can be created that
help match learner needs to content available on the platform.

20. Content reigns
supreme.
• When asked about important decision-making criteria that
helped them choose self-paced learning programs, leaders in our
interviews overwhelmingly cited one factor that mattered above
all else: high quality, credible content.

21. Learning culture can
influence the acceptance
of digital learning.
Factors that positively influence learning culture include:
• Top management involvement
• Managers and business functions as advocates
• L&D as marketers of learning

22. L&D can kindle the
‘spirit of learning’ to
help drive adoption.
• When learning is tied to performance discussions and KPIs, these
become powerful cues for employees to begin learning. Ongoing
check-ins (along with blended learning) can help employees form
a routine over time. Programs that promise an immediate
payback, can in turn deliver relevant rewards to learners,
thereby helping reinforce the habit loop.
For the complete study: knol.ly/selfpaced

23. Chat bots
• Chat based learning solutions can help with
the immediate learning.
• AI based chatbots answers the questions
without the need of a human.
• Already been implemented across HR to ask
simple queries

25. Data Driven
Learning
• Integrated data and analytics driven learning
would help the learner to understand his
progress.
• Gives clear understanding of what to learn
based on progress of the learning.

27. AR / VR
Learning
• Great experiences that are almost real-life
like
• Augment physical space with virtual objects

29. AI / ML
Driven
Learning
• Truly personalized learning
• ML driven recommendations on when and
how to consume
• Stitch together intelligent paths
• Intelligent coaches

31. At Work
68% of Employees prefer to
Learn at Work
At their own pace
58% of Employees prefer to
Learn at their own pace
At the point of need
49% of Employees prefer to
Learn at the point of need
Digital is transforming Talent Development
68% 58% 49%
Source: LinkedIn: Workplace Learning Report 2018

32. EMPLOYEES
STAY
LONGER
94% of employees say that they would
stay at a company longer if it invested
in their career development
94%
Top 3 Online Learning
Trends
Micro – Learning
Mobile based learning
Just in time learning
Employee Experience with
Engaging Content
49%
46%
46%
It’s a fact! Employees want to
learn:
The number one
reason employees say that they feel
held back from learning is
because they do not have time to
learn the skills they need.
The modern organization needs
to meet learners where
they already are.
Aligning development opportunities
with employee aspirations, and
engaging them through the
platforms where they are already
spending
their time.
Source: LinkedIn: Workplace Learning Report 2018

33. FUTURE OF LEARNING
PERSONALIZED
COACHING:
AI DRIVEN HUMAN
ASSISTED
COACHING
NETWORKED
LEARNING:
SOCIAL / PEER
LEARNING
PERSONALIZED
LEARNING:
AI BASED
LEARNING
EXPERIENTIAL
LEARNING:
AR / VR BASED
LEARNING
ANYTIME LEARNING
MOBILE AND BITE-SIZED LEARNING

34. Future of Learning
Dreaming Vs Dreading
The challenge is
figuring out the right
recipe!

35. What is the Recipe then?
• How – Learning modalities
• When – Role of time
• What – Curriculum and content
• Who – Human Capital
• Where – Learning environment
• How much – Evidence of
learning

36. Thank You