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The document discusses emerging e-learning trends, highlighting the expected increase in on-demand and embedded learning from 2015 to 2017. It contrasts traditional and modern learning approaches, outlining the enhanced focus on informal learning and employee-driven methods. Additionally, it touches on motivational strategies and workplace training effectiveness, emphasizing the importance of frontline training reinforcement.
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Top 10-elearning-statistics-2016
- 1. r:dr:d Top 10 E-Learning LearningTrends & Statistics Presented by Reva Digital 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 1
- 2. r:d Focus on Performance 94.6 86.6 50.9 93.1 95 78.1 LEARNINGEVENTS ON-DEMAND LEARNING EMBEDDED LEARNING Learning and Performance Solutions 2015 2017 78% is what learning embedded in the work environment (e.g. performance support, social media, knowledge base) is expected to increase to by 2017, up from 50.9% in 2015. On- demand learning (e.g., eLearning, mLearning) is expected to increase from 86.6% to 95.0% over the same time period. Source: eLearning Guild Survey on “Learning and Performance Ecosystems: Current State and Challenges 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 2
- 3. r:d 6/9/2016 REVA DIGITALMEDIA | REVADIGITAL.COM 3
- 4. r:d Traditional vs ModernLearning ⌒Ignores informal learning (80% of learning) ⌒Scheduled ⌒Command and control ⌒Transactional ⌒Admin-Driven ⌒Embraces both formal and informal learning ⌒Continuous ⌒Support and enable ⌒Transformational ⌒Employee-Driven Traditional Modern 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 4
- 5. r:d Evolution of Motivation Motivation1.0 In the earliest days of humankind we were motivated by biological needs, such as hunger and thirst. However, as societies evolved, so did what motivates us. Motivation 2.0 We humans have a second drive to “seek reward and avoid punishment,” and that we can channel this drive to help us achieve goals. The science shows a better way to motivate is to build on autonomy, our desire to be self- directed; mastery, our desire to get better at something that matters; and purpose, our desire to be part of something larger than ourselves. Motivation 3.0 Sources: Dan Pink, “Drive: The Surprising Truth about what Motivates Us”
- 6. r:d Front line trainingreinforcement • The American Society for Training and Development says that when training is not applied within 1 year, 90% of skills are lost. • OTJ training is most effective when reinforced through a formal teaching and feedback loop. • Effective workplaces invest the most in front line training. Least effective workplaces invest most on leadership training and least on the front line. Source: 2010 global survey by McKinsey http://www.mckinsey.com/business-functions/organization/our-insights/building-organizational-capabilities-mckinsey-global-survey-results 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 6
- 7. r:d Millennial Values Sources: PewResearch Center: “Millennials surpass Gen Xers as largest generation in U.S. Labor Force,” (May 11, 2015) Millennial Branding. “The Cost of Millennial Retention Study.” 3 August 2013. Development Training. Career advancement. Growth. Meaning Doing work that matters. Autonomy Doing work on ones own terms. Efficiency Finding a better, faster, and easier way to work. Transparency Being kept in- the-know on the job. 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 7
- 8. r:d A New 70:20:10 ⌒Learningfrom New Experiences Work and Community ⌒Learning from Others: Coaching, social learning, conversations, communities ⌒Learning from Materials and Interventions: ⌒Courses, searches, conferences, reading, events Experience: Difficult Assignments Connecting with Others Self Study Training Actual Impact on Learning 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 8
- 9. r:d DAILY WEEKLY MONTHLYQUARTERLY YEARLY Coaching & mentoring e-learning courses Instructor-led classes Conferences & trade shows Web search Peer/team interaction Articles & blogs Videos Books Apps Online networks Webinars Live networking Online courses Podcasts & audio books Live classes (external) SELF- DIRECTED L&D- LED HowtheWorkforce Learnsin2016 Source: Degreed, How the Workforce Learns in 2016, 1/2016 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 9
- 10. r:d High Impact L&DOrganizations Deliver… (-20%) +29% +13% +90% Source: Bersin by Deloitte, 2015 Corporate Learning Factbook, 2/2015; 6/2015 Less training via ILT, vILT and elearning courses) More learning via on-the-job experiences More learning via collaboration and coaching More learning via on-demand resources
- 11. r:d About Reva Digital ⌒History RevaDigital Media LLC (Reva Digital) provides eLearning services including custom online course design, mLearning, rapid eLearning authoring, content curation, content development and full stack web development. Reva Digital was established in 2011 and became an MWBE certified business in 2013. ⌒Mission Reva Digital was founded on the premise that digital has the power to create transformative learning experiences. Rooted in anchored instruction theory, we build narrative and game-based eLearning course to delight and engage millennial learners and high-performing employees of all ages.
- 12. r:d Contact Us Reva DigitalMedia Reva McEachern, Principal reva@revadigital.com | (646) 620-8436 revadigital.com 6/9/2016 REVA DIGITAL MEDIA | REVADIGITAL.COM 12
Editor's Notes
- #3 People from 21 industries were surveyed and asked how they expected their organizations’ learning and performance solutions to evolve from the current state over the next three years (2015-2017). The data reflects that the learning ecosystem is evolving into a richer and more complex state. Embedded learning is on the rise. The coincides with 80% of all organizational learning takes place through on-the-job interactions with peers, experts, and managers, and the generally accepted 70:20:10 rule.
- #4 Derived from Pareto’s Rule.
- #6 Research by Dan Pink
- #7 http://www.wsj.com/articles/SB10001424052970204425904578072950518558328 http://www.mckinsey.com/global-themes/leadership/why-leadership-development-programs-fail http://www.yourtrainingedge.com/6-reasons-why-corporate-training-programs-fail-2/
- #10 - We asked people how they learn for work; are these things they do every day, every week, every month, once a year, or less. - Around 70% told us they take live, virtual or e-learning courses from their employers at least once a year. - However, on average, they only do those things once every three or four months. Technology is empowering leaders to take control and they use informal, self-serve learning to connect the dots and fill in the gaps in-between. All the time. - Almost 85% said they learn things for work by searching online at least once a week. Nearly 70% learn from peers or by reading articles and blogs every week. And 53% learn from videos in any given week. Most of that, though, is happening outside your control or view. What this data says to us is that people progress every day, in all kinds of ways – not just sometimes, in courses or classrooms. What’s different about Degreed is that we built our platform to address the 70% of learning, a system that enables social and informal, self-directed learning where an employee can go and build skills and their own career path and then on top of that, as we’ve grown, we’ve added in the 10%. We have flipped the model to start with what’s most important and where most of that learning should take place and then we’ve added in the push and pull based content that’s currently delivered by an LMS solution and other platforms.