Table Of Contents

3 Executive Summary 15 E-Learning Trends 35 Generation Z

4 Market Overview 16 Learning Technology Trends Anatomy of Gen Z

Designing L&D for Gen Z
5 E-Learning Market 17 Rethinking The Traditional LMS L&D as Talent Bait

Global E-Learning Market Size The Rise of the Modern Learning Platform 38 Artificial Intelligence (AI)
Worldwide Revenue Forecasts
(Region/Product Category)
20 Social Learning AI Makes L&D a Competitive Advantage
The Generational Winds of Change
Personalized Learning at Scale
Social Learning is no Longer a Theory About The Future A Glimpse Into The Future
10 Corporate E-Learning Market
Social Learning & the L&D Holy Grail: Engagement
Social Learning Trends to Consider For The Very Near
What’s Driving Market Growth? Future
Learning Technology Priorities
44 Conclusion
Top Reasons for Switching Learning Platforms 25 Skills Management

Conclusion
Connect Learning to Performance About Docebo
Should You Hire or Train?
Bridging Skills Gaps

30 Mobile Learning

Mobile Learning Market Outlook

Mobile Trends Guaranteed to Influence
Your L&D Programs in 2019

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Executive Summary
More companies than ever are adopting new technologies to enhance their learning will transform humanity by augmenting the way people learn. The world is becoming a more
environments, yet some continue to perform these activities more so manually than they chaotic and complex place faster than ever – the learning industry has the responsibility to
likely should. Indeed, the e-learning industry is never static. Many moons ago, the learning create technologies that will help people during this transition toward a better technology-
management system (LMS) changed the e-learning game, giving organizations a way to driven world.
centralize their learning activities digitally, which in its simplest form, was meant to speed-up
learning without sacrificing the quality of learning outcomes. As you will see in the pages that follow, there is a healthier than ever before appetite for L&D
and particularly among younger Millennial and Gen-Z cohorts that in many cases place more
Yet, the pace at which learning technology has evolved is a direct result of the many variables emphasis on opportunities for professional development than they do salary increases.
that demanded that evolution in the first place to ensure L&D remained relevant, engaging
and effective. While the LMS offered new opportunities for digitally-centralized learning, social Read on to gather valuable (and actionable) e-learning technology insights, including:
learning platforms amplified its effectiveness by allowing the learner to play an active role by
contributing user-generated knowledge capital to foster a true sense of community. Meanwhile, • An assessment of the global e-learning landscape, including revenue forecasts and analysis
skills management tools allow organizations to connect learning to performance by identifying of growth drivers in the L&D industry
(and closing) employee skills gaps with targeted learning interventions. • A detailed outline of global learning technology priorities
• Emerging trends in the L&D space such as social learning, mobile learning, connecting skills
Together, they combine to deliver a more holistic approach to L&D and are the foundation of development to organizational performance, and the impact of generational changes in the
the new norm for the effective delivery of L&D activities: the learning platform. global workforce and L&D space
• A detailed analysis of the impact Artificial Intelligence’s role in learning technology is already
Arguably most exciting about these developments is based around concepts related to Artificial delivering, and an outlook at the developments to come
Intelligence (AI) as the engine powering modern L&D activities, in addition to other exciting
developments in machine learning, big data, personalized learning and mobile learning. We’re confident this comprehensive report will provide you with a great source of knowledge
Indeed, AI in e-learning is no longer a buzzword, but a very real, incredibly useful tool that for the learning industry for 2019 and well beyond.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Market Overview

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 Table Of Contents Market Overview E-Learning Trends Conclusion

E-Learning Market
The global e-learning market is projected to see compound annual growth (CAGR) of E-LEARNING MARKET
10.26% between 2018 and 2023, reaching a total market size of US$286.62 billion, up from
US$159.52 billion in 2017. Continued growth is the result of, at least in part, strong demand
for flexible learning technology solutions in the corporate and academic sectors, as well as
the advancements in the field of artificial intelligence-driven platforms, which are expected to
further buoy the industry’s growth.
APPLICATION TECHNOLOGY PROVIDER

286.62B
CORPORATE AND ACADEMIC SMBS ONLINE CONTENT

LEARNING GROWTH
LARGE ENTERPRISES LEARNING MANAGEMENT SERVICE
SYSTEM (LMS)

EDUCATION
MOBILE E-LEARNING

RAPID E-LEARNING

VIRTUAL CLASSROOM

OTHERS

NORTH AMERICA EUROPE ASIA PACIFIC LATIN AMERICA MEA

By 2023
U.S. GERMANY CHINA BRAZIL GCC
CANADA UK INDIA MEXICO SOUTH AFRICA
FRANCE JAPAN
ITALY AUSTRALIA
RUSSIA
Source: Global Market Insights SPAIN

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Global E-Learning Market Size Worldwide Revenue Forecasts

Increased adoption of learning technology solutions in the corporate landscape, regardless of (Region/Product/Category)
industry, is a driving factor for e-learning market growth. For context, consider that market size
in 2010 totalled $32 billion, before growing to roughly $107 billion by 2015.

2016-2021 WORLDWIDE REVENUE FORECASTS FOR SELF-PACED

GLOBAL E-LEARNING MARKET SIZE, BY APPLICATION, 2016 AND 2024 (USD BILLION) ELEARNING PRODUCTS AND SERVICES BY REGION (IN US$ MILLIONS)

REGION 2016 2017 2018 2019 2020 2021

140.0

120.0
North America $23,337.4 $22,258.8 $21,605.2 $20,003.6 $18,357.0 $16,967.0
100.0
Latin America $2,106.0 $1,030.4 $1,732.0 $1,565.0 $1,328.4 $1,189.0
80.0
Western Europe $7,978.6 $8,318.7 $8,386.8 $8,096.4 $7,703.8 $7,403.0
60.0
Eastern Europe $1,024.8 $1,125.9 $1,298.8 $1,221.7 $1,116.9 $967.8
40.0
Asia $10,936.5 $10,757.6 $9,280.8 $8,245.4 $6,848.2 $5,874.8
20.0
Middle East $683.7 $708.3 $729.4 $700.1 $586.3 $460.4
0.0
Africa $607.7 $716.0 $806.3 $833.2 $754.6 $636.3
2016 2024

SMSs Large Enterprises Education TOTALS $46,674.7 $45,815.7 $43,840.2 $40,665.4 $36,695.2 $33,498.2

Source: Global Market Insights Source: Ambient Insight

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 Table Of Contents Market Overview E-Learning Trends Conclusion

The e-learning market in the US is expected to post a CAGR of around 5% between 2018 to 2022,
according to Technavio. However, the market is expected to decelerate over the forecast period
owing to a decrease in the year-over-year growth.

THE RISE OF DIGITAL IS TRANSFORMING TALENT DEVELOPMENT 2016-2021 WORLDWIDE REVENUE FORECASTS FOR SELF-PACED
ELEARNING BY THREE PRODUCT CATEGORIES (IN US$ MILLIONS)

PRODUCT
CATEGORY 2016 2017 2018 2019 2020 2021

Employees prefer Employees prefer Employees prefer

to learn at work to learn at their own pace to learn at the point of need Packaged Content $33,062.80 $32,065.14 $30,444.82 $28,130.00 $25,189.35 $22,598.11

Services $6,490.38 $6,898.56 $7,161.09 $7,333.42 $7,502.12 $7,657.60

Platforms $7,121.49 $6,851.99 $6,234.27 $5,201.97 $4,003.76 $3,242.50

68 %
58 %
49 %
TOTALS $46,674.7 $45,815.7 $43,840.2 $40,665.4 $36,695.2 $33,498.2

A key factor driving market growth is the inherent flexibility and cost-effectiveness of e-learning,
which also provides learners with the flexibility to learn from home or on the road, improving
convenience and overall effectiveness of various learning activities. This is particularly true of
mobile learning technology options that mimic desktop versions of their learning platforms.
Moreover, advances in learning technology are enabling people to decide how, when and
what to learn and establish their own learning goals choosing from a wide variety of subjects,
whether those interests are of personal or professional interest.

Source: LinkedIn Learning, Workplace Learning Report Source: Ambient Insight

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 Table Of Contents Market Overview E-Learning Trends Conclusion

As a notoriously early adopter of new technology, North American vendors are embracing and Meanwhile, as Millennial and Generation-Z aged employees infiltrate the organizational ranks,
incorporating advanced technologies such as Artificial Intelligence (AI), virtual assistants, AR decision-makers are recognizing an importance on the development of soft skills, especially
and VR in e-learning solutions. as it relates to softening the impact of automation. According to LinkedIn Learning’s 2018
Workplace Learning Report, training for soft skills is a top priority to mitigate the pace of
Meanwhile, organizations are recognizing the importance of talent development and training, technological change, which demands adaptable, critical thinkers, communicators and leaders.
from the top-down. Given that more organizations than ever before are emphasizing the
importance of L&D and talent development, there’s a case to be made that the strength of
the e-learning market and its focus on technological innovation is being buoyed by a stronger
consensus among top executives that Learning & Development (L&D) is a benefit to their 2016-2021 GLOBAL FIVE-YEAR GROWTH RATES
BY SEVEN LEARNING TECHNOLOGY TYPES
organization.

Simulation-based
Game-based
TALENT IS TOP OF MIND FOR EXECUTIVES 25%
Cognitive
20%
Mobile Learning
15%

81 90
10%
% %
5%

0%

-5%
Of executives say talent is the Of executives say that learning and
number one priority at the company development is a necessary benefit to -10%
the employees at the company
eLearning Collabration

Reference-ware

Source: LinkedIn Learning, Workplace Learning Report Source: Ambient Insight

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 Table Of Contents Market Overview E-Learning Trends Conclusion

WHAT ARE THE MOST IMPORTANT SKILLS FOR EMPLOYEES

TO LEARN FROM L&D PROGRAMS?

The rapid scale of globalization has also sparked the need for language and sensitivity learning.
Talent Developers People Managers Executives
The trend of multinational corporations moving employees to foreign locations and the
increase in remote workforces are increasing demand for these services.

74%
The corporate e-learning market can be segregated by size to include SMBs and large
institutions. SMBs, having limited financial resources, are anticipated to increasingly adopt
learning technology as it allows multiple employees to be trained in a less cost-intensive way. 66% 65% 66% 66%
64%
Owing to increasing rates of globalization and rapid industrialization, larger organizations with
large and dispersed employee bases are resorting to diversity and sensitivity training, and
technical and management training for various tiers across the organization. 55%

50% 50% 50% 49%

WHAT ARE THE TOP PRIORITIES FOR YOUR L&D PROGRAMS IN 2018?
42%

1 HOW TO TRAIN FOR SOFT SKILLS

2 CONSISTENT VALUABLE GLOBAL TRAINING

3 DELIVER INSIGHTS ON INTERNAL SKILL GAPS

4 HOW TO TRACK SKILL DEVELOPMENT

5 HOW TO ACCESS SKILL COMPETENCIES

6 UNDERSTANDING THE IMPACT OF TECHNOLOGY LEADERSHIP COMMUNICATION COLLABORATION ROLE SPECIFIC SKILLS

Source: LinkedIn Learning, Workplace Learning Report Source: LinkedIn Learning, Workplace Learning Report

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Corporate E-Learning Market What’s Driving Market Growth?

According to the latest market study released by Technavio, the size of the global corporate A key factor driving the market’s growth is the increase in employee satisfaction. Training is
e-Learning market is predicted to reach an approximate amount of USD 30 billion in revenue essential for employees’ productivity. People who start their jobs without proper training are
by the end of 2022. prone to stress and anxiety. Hence, proper training needs to be provided to new hires. The
initial training plays an important part in an employee’s job.
The corporate e-Learning market is also expected to grow at a CAGR of 11.41% between 2018
and 2022 period. Also, regular learning sessions are important as knowledge tends to recede over time. Providing
training to employees increases an employee’s satisfaction at work, increases their know-how,
The Americas held the highest share of the global corporate e-Learning market in 2017, and keeps them updated on the latest developments in their respective field.
accounting for a market share of approximately 38%. The market share occupied by this region
is anticipated to decrease by nearly 4% during 2018-2022. The corporate e-Learning segment includes all forms of electronically-supported learning
and teaching tools used by firms and organizations to facilitate continuous learning and
development (L&D) of their workforce. e-Learning allows organizations to switch to more
advanced learning and teaching models that use digital formats to integrate information.

Enterprises of different sizes have started considering e-Learning as a viable solution to

their budget and productivity related issues, as changing business needs and technology
improvements have encouraged the adoption of e-Learning solutions at the expense of
traditional teaching methods.
CAGR
11.41 % Between 2018 and 2022 period
The introduction of social, mobile, analytics, and cloud (known as SMAC) technologies has also
facilitated the adoption of e-Learning solutions.

Another main driver is people’s growing attitude towards self-training for job-related purposes,
based on personal initiative.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

TOP 5 LEARNING TECHNOLOGY PRIORITIES IN SMALL ORGANIZATIONS

Learning Technology Priorities

WHAT ARE YOUR TOP LEARNING TECHNOLOGY PRIORITIES FOR THE NEXT 12-24 MONTHS? 46 %
42 %
33 %
33 %
31 %

Data analytics 50% Social/ Data Content Mobile Virtual

collaborative analytics management delivery classrooms
tools
Social/collaborative tools 44%
TOP 5 LEARNING TECHNOLOGY PRIORITIES IN MID-SIZE ORGANIZATIONS
Mobile delivery 43
%

Content management 37%

Virtual classrooms 35
% 51 %
46 %
42 %
39 %
38 %

0% 10% 20% 30% 40% 50%

Data Content Mobile Virtual Social/
analytics management delivery classrooms collaborative
ACCORDING TO THE PEW RESEARCH CENTER tools

TOP 5 LEARNING TECHNOLOGY PRIORITIES IN LARGE ORGANIZATIONS

73 % Adults consider themselves

lifelong learners
56 %
51 %
47 %
34 %
34 %

Data Mobile Social/ Single integrated Virtual

analytics delivery collaborative solution classrooms
tools combining

63 % Of working adults are professional learners learning

and talent
management
functionality
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 Table Of Contents Market Overview E-Learning Trends Conclusion

WHAT ARE THE BIGGEST BARRIERS TO SATISFACTION WITH LEARNING TECHNOLOGY?

TOP 5 IN SMALL ORGANIZATIONS

OVERALL
49 %
43 %
32 %
30 %
29 %
Inability to integrate with
52%
multiple systems
Poor user Inability to integrate Cost Need to have better Poor
Poor user experiences experiences with multiple of technology analytics regarding reporting
51%
systems system use
Cost of technology
44% TOP 5 IN MID-SIZE ORGANIZATIONS
Need to have better
analytics regarding
system use 40%

Poor reporting 34% 54 %

48 %
45 %
36 %
31 %
Do not have consistent
content in one place for 30%
employees Inability to Poor user Need to have better Cost of Poor
integrate with experience analytics regarding technology reporting
No (or limited) mobile 24% multiple systems system use
capabilities
TOP 5 IN LARGE ORGANIZATIONS
14%
Prefer cloud-based

Prefer on-premise 4%

0% 10% 20% 30% 40% 50% 60%

57 %
54 %
51 %
42 %
41 %

Inability to Poor user Cost of Need to have Do not have a

integrate with experiences technology better analytics consistent content
multiple regarding system in one place
systems use for employees

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Top Reasons for Switching Learning Platforms

ORGANIZATIONS LOOKING TO REPLACE LMS

37 %
43 %
38 %
26 %

Overall Large
Organizations
Mid-Size
Organizations
Small
Organizations
“ According to the Brandon Hall Group, 37% of organizations are looking
to replace their current learning management system (LMS).

Source: Brandon Hall Group

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 Table Of Contents Market Overview E-Learning Trends Conclusion

TIMEFRAME FOR LMS REPLACEMENT IMPROVEMENTS DESIRED FROM SOLUTION PROVIDERS

% of Organizations Overall

69% 69% 67% 66%

Within 6 months (Organization Sizes)

Large Organizations 12%

Small & Mid-Size Organizations 21%

6-12 months Partner in your Value proposition/ Completeness Customer/technical

Large Organizations 29% organization’s success total cost of ownership of functionality support
Small & Mid-Size Organizations 43%

Within 2 years

61 %
54 %
Large Organizations 59%

Small & Mid-Size Organizations 36% Product development

Implementation
capabilities roadmap

TOP IMPROVEMENTS DESIRED IN NEXT LMS

Large Organizations Small & Mid-Size Organizations
87% Ability to integrate with other systems 75%

84% Mobile capabilities 72%

82% Reporting and analytics 78%

79% Social learning 72%

79% Ease of use 91%

71% Virtual instructor training/web conferencing 72%

NA Content Management 84%

NA Testing and assessment 78%

Source: Brandon Hall Group Learning Technology Study 2017

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 Table Of Contents Market Overview E-Learning Trends Conclusion

E-Learning Trends

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Learning Technology Trends

WHAT TECHNOLOGY ARE L&D INVESTING IN TODAY AND PLANNING FOR 2020?

19%
continous 19% CONTINUOUS LEARNING
learning
platform
Curation
17% Tools that can support self directed
learning in the flow of work.
14 % apps

13% 35 %
user generated
AI
wearables content CONTEXTUAL SUPPORT
87 %
elearning
30%
games
Tools that can support application
simulations of training back at work.

15%
Augmented 74%
Reality job aids
TRAINING DELIVERY
Tools that can improve efficiency
93%
live 38% of course delivery.
online online
learning toolkit

29%
competency
management Which technologies are expecting
14%
Learning the most growth by 2020?

82 %
record
store 64%
open Big Expectations
lms resources
90-190% growth

Steady Uptake
TRAINING DELIVERY 55-85% growth
70%
mobile CONTEXTUAL SUPPORT 33% Approaching saturation
moocs
59%
video
5-30% growth

58%
enterprise
social CONTINUOUS LEARNING
networks
Source: Towards Maturity

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 Table Of Contents Market Overview E-Learning Trends Conclusion

THE NEW EXPECTATIONS OF YOUR LEARNERS

Re-think The Traditional LMS

2. “I WANT MORE CONTROL
In just the past few years, learning technology has evolved from a simple LMS, designed to 1. “WHAT’S IN IT FOR ME?” OVER MY LEARNING JOURNEY”
house and manage learning content, to cloud-based systems that offered new functionalities
designed to bring organizations closer together, no matter their location, and deliver stronger Almost 95% of employees say they would stay with a Traditional learning focuses on a teacher-driven classroom
security functionalities. company longer if it invested in their career development, where the student follows the learning path. With learner
according to LinkedIn Learning’s 2018 Workplace Learning autonomy, the traditional teacher is removed from the
Report. equation and it is up to the student to drive their own
But as technologies outside of L&D continue to advance, this is sparking a growing appetite for
learning experience. It is more about a learner’s ability to
smarter enterprise learning offerings for both admins and learners. Millennial employees now make up a heavier percentage of take charge of their own learning
the North American workforce than any other generation.
There is now a wider acceptance of learning technology and a renewed focus on the actual Millennial workers (i.e. the next business leaders of the
outcomes of learning as an effective way of driving organizational performance, and, therefore, world) expect learning to be a component of their everyday
work lives, and see professional development as a benefit
revenue.
their organization can provide them, holding it in higher
regard than higher salaries, in many cases.

3. “I WANT TO LEARN MORE 4. “THE TOOLS I USE TO

FROM MY MANAGER” LEARN BETTER BE HIGH-TECH”

Fostering a culture that embraces knowledge sharing is Mobile learning and micro-learning initiatives have been
one that helps your organization fill information gaps, scale embraced and encouraged in e-Learning programs as
output and productivity, and stimulate the leaders within leaders realise that these devices can be used on the job, at
your ranks. the point of need, and help facilitate social interaction. But
this is only the beginning when it comes to creating fully
immersive learning experiences.

Having a learning platform completely driven by new technologies such as artificial intelligence is the key to
freeing up L&D admins from day-to-day repetitive tasks and giving them the freedom to strategically implement
and achieve organizational objectives.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

TRADITIONAL LMS VS MODERN LEARNING PLATFORM

The Rise of the Modern Learning Platform
LMS LEARNING PLATFORM
Formal Learning: Formal + Informal,
The Current Learning Technology Landscape pushed top down Learner-centric

According to a study by Brandon Hall Group, 23% of companies have been using their learning TAKE
software for over 5 years. THAT
COURSE!
CREATE
+ KNOWLEDGE
While this may not seem to be a long time, some breakthrough innovations have been made in the KNOWLEDGE LIBRARY
CAPITAL
last 5 years such as microlearning, social learning and artificial intelligence-powered learning to name
a few.

58% of companies are dissatisfied with their LMS because it is outdated and does not meet business PUSH
needs. FORMAL USER
COURSES ENGAGE
CONTRIBUTED
EXPERTS KNOWLEDGE
ok
However, replacing a learning management system is not easy. It has ramifications in terms of both
money spent and change in management strategy. MIX OF
KNOWLEDGE FORMAL
EXCHANGES AND INFORMAL
The Problem with Most Learning Content

Employees are not motivated to take courses as they feel the content is not relevant for skills LMS LEARNING PLATFORM
development. Training, passive action Learning, active action

Designed for managing training Designed for learning experiences

According to a survey, 45% of workers said that “current training offerings aren’t related to employees’
Designed for LMS admins Designed for learners
daily responsibilities.” This is a barrier in achieving business goals as driving employee engagement
and retention is crucial to deploying an effective corporate learning strategy. Slow evolution Exponential evolution

Training seen as a necessary cost Learning is integral to revenue growth and talent retention
To empower learners with relevant knowledge that will help them in career advancement, companies Formal learning only Formal and Social Learning
need to identify learners’ needs and close skill gaps. With the help of a modern learning platform and
Training requires time away from work Allows for continuous learning in the flow if work
suitable content partners, companies can develop and deliver content that will not only help them responsibilities
Can integrate deeply into the enterprise’s ecosystem
achieve their business goals but also help their employees achieve their personal goals. Hard to integrate with other Cloud
solutions Supports variety of flexible use cases: partners, customers,
franchisees, members (Extended Enterprise)
Only allows for rigid internal use cases

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Docebo’s Learning Platform facilitates personalized and automated

learning experiences in the flow of work to drive growth, organizational
performance and revenue. Power a cohesive L&D strategy with a
platform built to deliver an unparalleled enterprise learning experience.

LEARN MORE

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 Table Of Contents Market Overview E-Learning Trends Conclusion

70% TO 90% OF ALL WORKPLACE

LEARNING HAPPENS INFORMALLY 70%/90%
Social Learning

Social Learning is no Longer 87% OF EMPLOYEES BELIEVE THAT

SOCIAL KNOWLEDGE SHARING IS ESSENTIAL 87%
a Theory About The Future
Man is by nature a social animal. This is why social interactions are crucial at every stage of our
ROUGHLY 60% OF COMPANIES USE
life. And when we learn, everything is about interactions: we talk to people, we listen to them. SOME FORM OF SOCIAL LEARNING 60%

“
LEARNING HAS CHANGED
We learn by example and by direct experience because
there are real limits to the adequacy of verbal instruction...
– Malcolm Gladwell, Blink: The Power of Thinking Without Thinking OLD WAY NEW WAY

Company driven Self-driven

Compilance Personalized & relevant

According to Towards Maturity, an overwhelming 98% of organizations seek to support the
sharing and surfacing of internally-produced, user-generated knowledge across the business,
with the use of in-house social sharing tools increasing 55% since 2016. Social and collaborative Event-based Anytime and anywhere
learning tools remain a top learning technology priority among organizations, followed closely by
mobile delivery and the data analytics tools needed to make sense of learning platform insights
Classes and completions Social and collaborative
to influence the design and deployment of future learning activities.

Knowledge acquired Knowledge applied

Source: Brandon Hall Group

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 Table Of Contents Market Overview E-Learning Trends Conclusion

The Proof is in The Pudding Social Learning & the L&D Holy Grail:
Engagement

75:1
The future of social technology can be summed up in one word: “engage.” Humans are
Social learning approaches have a 75:1 ROI ratio compelled at a very primal level to seek out social engagement and approval. The ability to tap
compared to formal web-based training. into that desire is what will allow the next generation of learning technology offerings to succeed
where previous iterations may have failed to live up to their promise.

Association for Talent Development

If social is viewed in terms of how it can engage employees, then its role becomes less about
delivering content and more about helping employees and connecting with them.
Need proof?

The future of social technology lies not in any single platform or tool, but in how these
Course completion increased to 85% on HBX, a Harvard Business School online education initiative
technologies lead to interactions within the workforce and how they are used within common
when it introduced social learning.
processes. The ultimate goal is a learning experience that is both appealing and highly impactful.
82% of businesses that use social learning tools want to increase their use in the future.
Employee Disengagement is Costly
Productivity gains enabled through using a social learning platform can be as high as 35% by being able
to connect with others using social tech, according to McKinsey.
Unproductive employees cost an average of $3,400 for every $10,000 of their salary, according to
Gallup. Further, the same research suggests that 17.2% of a company’s workforce is disengaged.

Organizations leveraging alternative training models So, what is the cost of disengagement anyways? Let’s do some fast math:
like social learning and 70-20-10 reap these benefits: Vision Hospitality
Group is using Docebo Say your company has 1,000 employees. The median salary is $50,000 across those 1,000
Coach & Share to
400% 500% employees. 17.2% of 1,000 would equal 172 employees.
300% enable social learning
across a remote, So, based on the cost of disengagement according to Gallup’s research, those 172 disengaged
spread out workforce. employees are costing their organization $8.6 million in lost productivity every year.

MORE LIKELY TO REPORT MORE LIKELY TO MORE LIKELY TO BE

IMPROVEMENTS IN STAFF RESPOND FAST TO ABLE TO ATTRACT DOWNLOAD THE CASE STUDY
MOTIVATION BUSINESS CHANGE TALENT

21
 Table Of Contents Market Overview E-Learning Trends Conclusion

ENGAGEMENT = KNOWLEDGE RETENTION

Stay relevant Keep it simple Encourage repetition

Nothing kills knowledge retention faster than Your learners don’t have the time to decipher Strategically repeating key insights and core
meandering course material. complicated verbiage and serpentine sentences. information improves knowledge retention.

Stay focused ― and your learners will be too. Don’t If you can say it with a picture or a video, do so. But, don’t assume your learners will understand their
just stay relevant to your core material, stay relevant They are more engaging than streams of text. Avoid material immediately. If a point is important, hammer
to your employees’ needs. Explain how the skills you complicated expressions and academic language. it on until you’re certain they’ve got it.
teach them will help them in their everyday work, and
do so with actual examples.

Make learning bite-sized Make it playful

Serve your employees’ bite-sized chunks of training Employee training statistics and research keep
material that they can consume anywhere and at any showing that microlearning increases knowledge
time. retention and learner engagement – so you’ll be hitting
two birds with one stone. Adding an element of fun in
A native mobile app is a great way to make sure this your training shouldn’t be difficult – even if your jokes
is possible. If you don’t have one, it’s something that are limited to the cringe-worthy “dad joke” variety.
should definitely be considered.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Don’t Seek to “Deliver” Training, Spark a Desire to Start Conversations

Social Learning Trends to Consider
For The Very Near Future Considering that it’s harder than ever to engage learners with traditional training and e-learning
methods, there’s a case to be made for creating learning that fits the way learners already behave.
Gamify, Incentivize, Engage, Reward
Recognize the potential gamification has in your social learning strategy. Create incentives Campaign learning makes the most of social and mobile learning by delivering bite-sized
or rewards for successful training outcomes to effectively engage learners and increase the learning assets to mobile devices. These assets don’t seek to deliver training, but instead spark
effectiveness of learning. conversations that encourage your learners to think and discuss the learning objective. In other
words, campaign learning has grown into an ideal way to capture informal and social learning,
Artificial Intelligence Extends The Reach of User-Generated Content and put it to good use with the help of the latest learning technologies, platforms and delivery
Powered by unique learning specific algorithms, AI will elevate the social learning experience methods.
within your learning platform by ensuring informal, user- and SME-generated content is
discovered by learners who will value it most. Consider an Invite-to-Watch feature, for example, Campaign learning:
which automatically generates a list of those within your organization who might find a particular
piece of content interesting – the moment it’s uploaded. Algorithms would instantaneously Improves knowledge retention: The infamous forgetting curve tells us that we tend to retain
analyze that new content and the historical learning patterns of individual learners that would only 10% of new information a week after discovering it. Campaign learning, enabled by its
benefit most from consuming that content. Better yet, as the system is fed more content, it gets nature as a series of regular events, can help your learners retain more and eliminate knowledge
better at identifying patterns within new content and learners to produce more effective social loss in its tracks.
learning experiences.
Establishes a culture of learning: Use learning campaigns to push regular training content,
Enable Independent Learning – Anytime, Anywhere keeping it at the front of your learners’ minds.
Today, our smartphones may as well be super-glued to our hands. Leverage that with your
learning activities. After all, if you’re doing it right, there’s a major opportunity to influence more Encourages autonomy: Treat learning campaigns like a daily invitation for your learners to
positive learning outcomes (and bumping up learner engagement) by making use of the mobile engage with training content.
training rooms designated to their pockets.
Creates relevant learning assets: Eliminate a heavy reliance on formal content by treating
learning campaigns as a seed for user-generated content. Because it comes from your people,
whom your learners might even recognize, bite-sized content will carry more weight.

Unveils hidden experts: By delivering training in a bite-sized campaign, your hidden experts
have more chances to demonstrate their expertise.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

DOCEBO COACH & SHARE

Encourage users to share their knowledge through

social and experiential learning across the organization
to foster a true sense of community.

LEARN MORE

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Skills Management
Arming Your Workforce with the Right Skills Creating a flexible and adaptable workforce in today’s business environment must recognize
that employees will only consider variable job transition options. For example, they won’t move
Managing skills in the digital age means harnessing technology to enable a data-driven to a role where compensation is far less than what they’re used to.
approach to lifelong learning and smarter upskilling.

To meet the challenges organizations are facing related to skills and the fact their needs are Connecting Learning to Performance
changing continuously, they need a robust strategy designed to effectively upskill their existing
workforce, as it is not enough to rely solely on recruitment. In fact, nearly 90% of HR and
learning leaders feel skills gaps continue to grow.

THE BENEFITS OF A SKILLED WORKFORCE INCLUDE:

Employers Know There’s a Problem to Fix

67% of employers are concerned about growing skills gaps.

Negative impacts of extended job vacancies:

35 %
22 %
80 %

PRODUCTIVITY LOSS 45%

HIGHER EMPLOYEE TURNOVER 40% 35% reduction in time 22% faster rollouts of Up to 80% of managers
spent searching for sales products and processes believe effective training
content. is critical to project
LOWER MORALE 39% success and meeting
project deadlines
LOWER QUALITY WORK 37%

29%
$70,000
INABILITY TO GROW BUSINESS Skill levels linked to business value result in $70,000 in annual savings
and a 10% increase in productivity when teams are well trained.

REVENUE LOSS 26%

Source : IBM
CareerBuilder survey

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 Table Of Contents Market Overview E-Learning Trends Conclusion

The mismatch between skills and organizational needs continues to grow, with the digitization • Include real-life scenarios: Offer learning opportunities that put the concepts and
of business to blame. On the other hand, businesses need to get better about building and experience your employees will encounter into practice. For example, if you’re looking to
developing existing employees, while reducing their reliance on the external labour market and enhance your inbound marketing techniques, have existing employees listen to calls, get
associated recruitment costs. their feedback and see how their thinking could improve the process.

One way to do so is by tailing development to meet the organization’s skills requirements of • Don’t forget branching scenarios and gamification that centers on skills: Try to make
the future and anticipating how those needs will change and continue to evolve over time. e-learning activities as close to real-life as possible by integrating real-world images,
For example, developing a strategy that focuses on upskilling hard-to-fill positions might characters and scenarios with gamification to encourage engagement.
be effective in reducing turnover and retention issues, and the time it might take to fill that
position should an existing employee leave. • Take it one skill at a time: Don’t overwhelm learners. Do your best to understand how
you can fill your skills gaps by assessing your employees’ existing abilities and compare
How to Connect Learning to Performance them to the desired result. Improve retention by integrating previously acquired skills into
proceeding modules – let them apply what they’ve learned!
• Establish personalized learning and development plans: Aim to understand each
employee’s role instead of viewing employees as a group. Seek out opportunities to deploy • Give them opportunities to access supplemental learning resources: This is a great way
a blended learning approach, in which employees upskill with content that’s delivered in for learners to consume content that’s related not only to their upskilling activities, but also
formal, social and experiential learning formats. those that satisfy their personal interests.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

WHAT ARE THE TOP PRIORITIES FOR

Should You Hire or Train? YOUR L&D PROGRAMS IN 2018?
Executives identified soft skills
The cost of replacing employees is significant. training as the most essential
1 HOW TO TRAIN FOR SOFT SKILLS
skillset to cultivate through talent
development programs.
Each time a business replaces a salaried employee, the cost of replacing 2 CONSISTENT VALUABLE GLOBAL TRAINING
him/her can be equal to 9 months salary. So, if a manager earning
$40,000 leaves your organization, it might cost up to $30,000 3 DELIVER INSIGHTS ON INTERNAL SKILL GAPS
in recruitment and training costs to replace that person.
4 HOW TO TRACK SKILL DEVELOPMENT

92 %
5 HOW TO ACCESS SKILL COMPETENCIES

Upskilling as a tool to encourage employee engagement and retention presents a clear benefit to 6 UNDERSTANDING THE IMPACT OF TECHNOLOGY
not only your organization’s bottom line but also to the well-being of your workforce, especially Of executives say that soft skills
as it relates to performance. are equally important
WHAT ARE THE MOST IMPORTANT SKILLS
or more important than FOR EMPLOYEES TO LEARN FROM L&D?
They need the tools to go above and beyond, especially when it comes to skills. Doing so requires technical skills.
the ability to facilitate upskilling effectively via e-learning programs that centre on upskilling from
the get-go. LEADERSHIP 65%

Developing Soft Skills

89% COMMUNICATION 64%

COLLABORATION 55%
According to LinkedIn’s Workplace Learning Report, 92% of executives believe soft skills are
equally important or more important than technical skills and yet, 89% of executives say that it is
Of executives say that it is ROLE SPECIFIC SKILLS 42%
difficult to find people with soft skills. difficult to find people
with soft skills.
TIME MANAGEMENT 33%

PROGRAM OR PLATFORM USAGE 20%

Source: LinkedIn Learning, Workplace Learning Report Source: LinkedIn Learning, Workplace Learning Report

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 Table Of Contents Market Overview E-Learning Trends Conclusion

LMS VS. LEARNING PLATFORM: WHAT’S THE DIFFERENCE

Bridging Skills Gaps
How do you bridge these skills gaps?

The short answer is that you might not have the hard knowledge you need, and instead rely on
managers, HR and the L&D team to equip your team members with the right skills.
LMS LEARNING PLATFORM
Traditionally this has been addressed using a trial and error-style approach, which might look Focuses on the Facilitates a holistic approach to enterprise learning, with
something like this: management of an LMS at its core, to enable formal, social
things (courses, and experiential learning, as well as skills management,
learners, reports, etc.) to link learning to overall organizational performance.
• HR or L&D assigns training courses to staff
• Staff do the training and are then evaluated to see if any improvement has been made.

Thing is, technology and business landscapes are constantly evolving, typically at a pace most
businesses can’t maintain, and so too are the skills necessary to manage such fast-paced
change.

46% of executives believe the workforce isn’t receiving the training necessary for their Within your modern learning platform, it will be necessary to introduce capabilities that give
businesses to succeed. employees and managers a way to assess skills, manage roles, and assign specific learning
activities to equip people that have skill gaps in specific roles.
Another way we’ve seen organizations trying to solve the problem is by using archaic systems
that are not only complex to set up, but also take a long time to produce any actionable data An easy-to-use environment that enables organizations to identify skills gaps and gives L&D and
and results. This is both inefficient and time-consuming. HR leaders a way to serve up hyper-targeted learning content is essential.

According to a report by the World Economic Forum, in collaboration with The Boston Let’s say you need to fill a new position. You wonder if there is anybody in your company whose
Consulting Group, managing skills in the digital age requires organizations to harness skills are close to the skill required for that position. Artificial Intelligence is now being used to
technology that enables them to leverage a data-driven approach to lifelong learning and power a search engine within your learning platform which finds employees whose skills and
smart upskilling. proficiency levels best fit a given role, which informs your hire vs. train decisions.

Doing so requires learning and development professionals to play an important role in fostering This way, you’re guaranteed to not only close those gaps, but equip learners with the skills they
a culture of continuous learning within the organizations. need for themselves and the organization to succeed in the future.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

DOCEBO PERFORM

Prepare your employees and improve performance by targeting your

learning programs to the current and future needs of your organization
with Docebo Perform.

LEARN MORE

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 Table Of Contents Market Overview E-Learning Trends Conclusion

NEED PROOF MOBILE LEARNING WILL BE CORE TO GUIDING

Mobile Learning YOUR LEARNING ACTIVITIES OF THE FUTURE?

Mobile Learning Market Outlook

64 %
43 %
89 %

Of learners find accessing Of learners see improved Of smartphone users

“ Today one-in-five American adults are “smartphone-only”

internet users – meaning they own a smartphone but do not have
traditional home broadband service…
their training content from
a mobile device essential
productivity levels compared
to non-mobile users
download apps, 50% of
which are used for learning

– Pew Research

The appetite for mobile learning has grown into a consistent growl over the past eight or so years,
46 %
27 %
71 %
now reaching a point where it’s no longer a nice-to-have, but instead, a must-have. The benefits
of mobile learning (m-learning) are well-known for organizations both big and small, especially Of learners use mobile The number of mobile-only Of Millennials say they connect
as it relates to improved knowledge retention and increased employee engagement. Already, learning before they go to users (27%) has grown, now more with mobile learning than
mobile learning is being used by nearly 47% of organizations worldwide, clearly reflecting the sleep at night surpassing desktop-only users L&D activities delivered via desktop
increased acceptability of the modality and why it is viewed as the future of learning. (14%) or formal methods

MarketsandMarkets forecasts the global mobile learning market to reach $37.60 billion by 2020,
growing at a CAGR of 36.3%. North America will be the largest player in terms of market size,
followed closely by Europe and Asia-Pacific, both of which are expected to see significant upticks
in the deployment of mobile learning technology and delivery. 2,600 45%
The average person spends 2 Smartphone learners
hours and 51 minutes on their complete course
smartphone each day, looking material 45% faster
at it roughly 221 times and than those using a
touching its screen more than computer
2,600 times
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 Table Of Contents Market Overview E-Learning Trends Conclusion

These factors are even more important when you consider the fact that workforces around the
world are at a crossroads, on which Baby Boomers and Gen-Xers are retiring (or preparing to),
Mobile Trends Guaranteed to Influence
and are making way for the mobile-first Millennial and Gen-Z cohorts. Your L&D Programs in 2019
Indeed, Millennials made the need for mobile learning clear, Gen-Z will be the generation that 1. It’s All About BYOD
forces organizations to perfect it.
With the proliferation of mobile devices in the learning space, it’s only logical that the bring-
The future of mobile learning might look a little different than you’d expect and is still evolving, your-own-device movement will continue to expand, as learners expect the kind of flexibility
but it will live up to the hype and likely exceed it. and consistency learning on their own devices provides them. While some organizations have
been hesitant to allow employees the freedom that comes with using personal devices and the
potential of associated security risks, many are finding the balance between freedom and control
MOBILE LEARNING MARKET BY 2020
for work-related duties, including learning.

$38B
Benefits of BYOD for mobile learning include:

Positive work environment

Increased productivity
40 Reduced costs

30 2. Mobile-first design plays a more important role in learning content delivery

The ways of mobile-first design are well known in the web development space, particularly as it
20
relates to responsively designed websites. These are websites that are rendered to appear the
same whether you’re viewing them on a desktop or mobile device. In the age of mobile-learning,
10
mobile-first design will play an important role in content delivery because we must consider how

0
2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

53%
“ “53% of learners say location or IT is a barrier
to online learning – so they turn to mobile, with 64%
concluding that learning on a mobile device
is essential or very useful…”
Source: Transorming learning through m Education. McKnsey – Towards Maturity

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 Table Of Contents Market Overview E-Learning Trends Conclusion

learners consume content in their everyday lives. Learners expect the kind of flexibility mobile- 5. Meanwhile, more content formats will become optimized for mobile learners
friendly delivery gives them, so developing a strategy that optimizes content for mobile devices
is key to connecting with your employees, both new and old.
MOBILE LEARNING FORMATS GUARANTEED
3. More companies use mobile to deliver formal learning TO BOOST LEARNER PERFORMANCE

While we’d generally associate formal, traditional learning with hour-long classroom
instructional sessions, mobile delivery will enable L&D administrators to deliver those courses
virtually, in bite-sized content nuggets. A robust learning platform enabled with content tagging
capabilities makes them searchable and more effective, especially on the go. Meanwhile,
this kind of approach also assists in generating individual learning paths with actionable and
effective learning content designed to meet the needs of individual learners. Videos
Interactive videos/
PDFs
4. [Video] content is king

Mobile learning will increase the use of video-based training exponentially thanks mainly to its Interactive
ability to deliver higher rates of engagement and improved learning experiences in both formal Infographics
and informal formats.
Interactive eBooks
and Flipbooks
Consider quickly how you might currently go about learning a particular skill or piece of
knowledge in your personal life. If you’re like many people, YouTube tutorial is a first and likely
a one-stop location for information. If you consider YouTube as a benchmark for how people
consume content on mobile, more than half of the 1 billion hours of YouTube video viewed
daily happens on a mobile device, averaging 1,000,000 mobile video views daily. Additionally, Decision-making
“how-to” searches have increased consistently 70% year-over-year, directly contributing to the scenarios
discovery of over 100 million hours of “how-to” content uploaded to the platform in the same (simulations)
year. Infographics

Gamified Quizzes

Podcasts

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 Table Of Contents Market Overview E-Learning Trends Conclusion

6. Wider adoption of gamification 8. Up your social learning game

Why gamification and mobile learning go hand-in-hand: Giving learners a way to contribute to their learning experiences is not only an incredibly effective
way to improve their engagement with your learning activities, it encourages them to put some
It gives employees control (and motivates them to complete their training): Gamification elevates skin in the game to further enrich your learning program. Their contributions may support
mobile learning by producing learner-centric experiences that incorporate exploration and existing training programs and will grow to become value-add materials to assist in the growth of
decision-making activities. your social and collaborative learning efforts.

Increased engagement (and extend it to other learners with a social media-like feel): Tap into 9. Offline learning becomes the new online
their inherent competitive nature, while encouraging them to start discussions with other
learners based on the results to extend the learning experience. While mobile learning is the tool learners need to take their training activities on the go, offline
learning is the key to truly offering learning anytime, anywhere. Your learners want to be able
Establish a positive relationship with learning: Gamification has an organic way of providing to learn no matter the circumstance, even if that includes the lack of an internet connection.
enjoyment for learners, producing a shift in attitude for learners that encourage them to view A learning platform that gives them a way to learn offline and then sync their progress
learning positively. Couple that with a BYOD policy and you’re giving yourself a way to overcome automatically once back online is by far the best way to enable learning on-the-go and makes
a negative learning culture and increase self-empowerment by giving learners even more control sure that not a second of data derived from the learning goes uncaptured by your learning
over their experiences. platform.

Maximize ROI: Success depends on content delivered effectively, via short learning modules, 10. AI eliminates administrative barriers while improving overall learning experiences
apps, videos or games. This is a circumstance in which an experienced development team
can show its value by using this powerful duo to maximize the use of your training budget and Advances in artificial intelligence and learning technology will grow to play a critical role in the
learning efficiency. delivery and effectiveness of learning content while eliminating cumbersome administrative
barriers. This will allow administrators to focus on what’s important: creating great learning
7. Personalization plays a bigger role in guiding learning paths content. AI is an exciting development that is guaranteed to produce incredible benefits to the
learning space.
Personalizing learning paths makes learning more effective for your learners and, when
combined with mobile learning, can deepen its granularity to further increase its effectiveness, (A Large Part of) L&D’s Future Belongs to Mobile Learning
whether its job-role based or based on self-assessments of specific proficiencies. Mobile devices aren’t simply a part of a new reality, they’ve taken over in the way people
consume content. Mobile learning is now a must-have if you’re going to connect with not only
the fresh-faced workers of the future but also those wiley veterans ripe full of knowledge that you
should be leveraging as knowledge capital to share across your organization.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Enable learning wherever, whenever with

the Docebo Mobile Learning (*for iOS/ Android)

LEARN MORE

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Generation Z Anatomy of Gen Z

Is Your Learning Strategy Ready for Gen Z? BORN BETWEEN 1996 AND 2011

Your entire learning program could be obsolete by next year.

WILL ACCOUNT FOR MORE THAN 20%
OF WORKING ADULTS BY 2020.
But it won’t be because the learning technology used to power existing L&D strategies will fail to
adapt
IS THE FIRST TRULY DIGITALLY NATIVE GENERATION.

Instead, the way enterprise learning programs will be shaped over the next few years will be in
REACHES FOR A TABLET OR PHONE EVERY 7-8 MINUTES
response to a generational shift, one in which a new cohort of fresh-faced and bright minds will
enter the workforce, forcing organizations to re-think what’s important when it comes to linking
PREFERS COMMUNICATING THROUGH IMAGES, ICONS & SYMBOLS.
professional development to organizational performance.

And no, we’re not talking about Millennials – by today’s standards, they’re old news. There’s a VALUES SOCIAL EQUALITY
new generation that demands our focus and attention – one that, by 2020, will make up 20% of
the global workforce. FEEDS ON INNOVATION, UNIQUENESS & ORIGINALITY

While close in age to Millennials, Gen Zers have more in common with Gen Xers, workplace-wise MORE FRUGAL THAN MILLENNIALS
at least. According to research by Accenture, Gen Zers demonstrate a “return to more traditional
workplace values,” which includes a desire for a clear, stable career path and (shockingly) a
preference for communicating with their colleagues face-to-face rather than online.
Gen Z will enter the workforce with an instinctive and expert knowledge of all things digital,
where their managers won’t have to show them how things work, but instead how technology
can elevate them - including their learning activities. More than 60% of Gen-Z’ers share
knowledge online, in the form of YouTube videos, blog entries, or Medium articles.

Gen Z are more open than ever to bring-your-own-device workplaces, which will change the
way organizations design their learning activities. They also expect to know what the intended
outcome of learning is, very clearly upfront, so it’s critical that these outcomes are outlined from
the get-go.
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 Table Of Contents Market Overview E-Learning Trends Conclusion

Designing L&D for Gen Z

Here are a few factors L&D leaders must consider when designing learning programs for Gen Z: Consider the popularity of video games, such as Fortnite by Epic Games. This game relies
primarily on social gaming and the need for team collaboration to ensure a victory – Gen Z’ers
• Be as authentic as possible: crave these kinds of environments where they can be hands-on and directly involved in the
Defaulting to a corporate identity that sounds manufactured and produced won’t connect learning process – especially if these learning opportunities are enabled by technology that’s
with marketing-savvy, brand-way Gen Z employees, who will instead see it as unctuous and available any time, anywhere.
inauthentic.
Globally, the technologies that Gen Z and Millennials want their employers to incorporate into
Create training scenarios that leverage external speakers for seminars and workshops (formal the workplace include:
training), and allow Gen Zer’s to bring their own personalities into e-learning activities.

• Embrace collaboration and competition:

SOCIAL MEDIA WEARABLES VIRTUAL REALITY
Learning programs that connect with Gen Z are those that create frequent opportunities for
both on-the-job and formal social training. This gives Gen Z workers opportunities to problem
solve, brainstorm, and form important relationships with employees from other generations.
In today’s enterprise learning environment, the level of personalization in an employee’s
Connecting the values important to Gen Z (equality and innovation) to training to establish learning plan can be the make or break point between retaining and losing talent. By allowing
important interactions with co-workers to remove social barriers. employees, especially those from Gen Z, to provide their inputs into these plans, this allows
organizations to leverage and understand the skills they already have and identify ones they
Incorporate gamification features that foster a healthy dose of internal competition. Doing so need to work on.
so not only boosts morale but also improves overall training ROI as learners compete to beat
benchmarks set by fellow learners.

“ Despite the introduction and proliferation of new technologies at work,

Millennials and Gen Z value the in-person communication that comes
with a traditional corporate office much like older generations do. At the
same time, they also seek flexible hours and telecommuting that two-
thirds of companies still fail to offer. Companies that want to successfully
recruit, retain and grow their young talent must look to corporate culture
as their competitive advantage moving forward.
– Dan Schawbel, Research Director at Future Workplace
and New York Times bestselling author of Promote Yourself

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 Table Of Contents Market Overview E-Learning Trends Conclusion

MOST IMPORTANT DESIRE FOR FIRST PROFESSIONAL JOB

L&D as Talent Bait
Opportunity
for growth

Stability

“ Other than paying down student debt, opportunities for growth

and development in the workplace are a top concern for Gen Z –
even more so than salary…
Fulfilling work

A friendly work
Source: Adecco Staffing USA environment

The highest salary

A flexible work
As Gen Zers enter the workforce, their expectations and desires are far more geared toward schedule
growth opportunities. Job stability, fulfilling work, a friendly work environment, flexible hours,
Corporate social
and a high salary are much further down the list. responsibility programs

Encourage new employees to share strengths and weaknesses, give them opportunities to 0% 5% 10% 15% 20% 25% 30% 35%
assume more responsibility, and demonstrate a willingness to listen and participate in their
development. Doing this will significantly help your efforts to attract and engage Gen Z. Male Female
Source: Modis

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Artificial Intelligence (AI)

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 Table Of Contents Market Overview E-Learning Trends Conclusion

So, What is Artificial Intelligence (AI)? Artificial Intelligence Makes L&D

Put simply, it’s an area of computer science that aims to perform tasks commonly associated with a Competitive Advantage
intelligent beings such as problem solving, recognizing things, finding patterns and adapting to
changing circumstances.
“Artificial intelligence (AI) now plays a part in many facets of our lives.
Whether it’s virtual assistants giving you weather and news updates
when you roll out of bed in the morning or having a new TV series or
AI’s Purpose in Enterprise Learning: movie suggested to you based on past viewing habits by an invisible
algorithm, AI is more ingrained in our lives than we might give it credit
To enable automated and personalized learning – at scale - by simulating for. But, pigeonholing AI as a tool that merely suggests content is a
human behavior, natural language and reasoning. shallow interpretation of the technology’s potential. AI makes learning
personal. It makes learning relevant, with insights based on data, on
user behaviour and on preferences – not simply what others “liked.”
AI changes enterprise learning’s status-quo with an incredible ability
to deliver automated and truly personalized learning (at scale) to
A survey of 3,000 business leaders by Boston Consulting Group and MIT Sloan
completely change the way people learn…for the better.
Management Review found that many executives understand AI’s potential, but have
yet to put a strategy that leverages it into action. Here are some of the most interesting
findings from the survey. And while we might only be scratching the surface in AI-powered enterprise learning, we
will soon live in a world where learning is powered by sets of specialized algorithms (each
responsible for a different task, such as analyzing/reading content, extracting video “pills”
and re-aggregating them into courses based on various learning preferences and styles), that

75% 85% 60% will exponentially improve the personalization of learning. In fact, it’s an absolute certainty
that AI will not only produce a learning platform capable of delivering personalized learning
environments with content that adapts as necessary (on its own) but is actually created based
Of executives believe Almost 85% believe AI will Over 60% of all on the individual needs to vastly improve the quality of L&D in ways you can’t even imagine
AI will enable their allow their companies companies don’t have yet. AI’s ability to aggregate and curate internally and externally-produced content, while
companies to move into to obtain or sustain a an AI strategy in place
relieving L&D admins from menial tasks, brings real smarts to enterprise learning in a way that
new businesses competitive advantage
transforms it from a commodity to your organization’s competitive advantage.”

Claudio Erba, CEO, Docebo

Only about one in five companies has incorporated
AI in some offerings or processes

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 Table Of Contents Market Overview E-Learning Trends Conclusion

WE’VE ENTERED THE THIRD GENERATION OF L&D

A Shift to AI-Powered Admin & Learner Experiences

GEN 2 GEN 3
GEN 1
When most people consider how AI’s impact is already being felt in our everyday lives, the go-to GENERATION LMS Social AI
Experiential Personalized
response is the suggestion engines that power the content recommendations you see each time Formal collaborative and Automated
you log into Netflix or Amazon.

Indeed, AI is the backbone of these suggestion engines, but AI-powered learning is much more
than that.

By making AI the engine upon which the whole learning platform lies, L&D has the opportunity
L&D AI aggregates &
to open up new capabilities for admins to develop more immersive and personalized learning L&D and Learners
CONTENT SOURCE (Internal) curates internal +
(Internal)
experiences, while automating menial tasks. external sources

For learners, AI drives the three E’s that are key to achieving better learning experiences:
Expedience, Efficiency and Effortlessness. Learners AI augments
Designed for
WHO contribute and learn learning and relieves
Admins
The effectiveness of AI depends on how much people actually use the system: the more data from others admins from tasks
the system processes, the more AI learns about individual learner needs, turning the learning
platform into a continuous improvement engine that grows alongside your learners.
Competitive
L&D ROLE Commodity Facilitation
Advantage

Personal learning
Management Empowerment
IT’S ABOUT... experience,
of things of learners
Automation

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Personalized Learning at Scale Making Truly Personalized Learning a Reality

While it might be easy to look at AI and consider it as simply another feature of learning
technology designed to make it easier or cheaper, seeing AI for its true potential requires looking • With AI instead of pre-determined pathways, the learner takes more control over the direction
at learning through a completely different lens. of their learning
• AI gathers data to determine a learner’s knowledge of specific skills, then creates a constantly
That means understanding that each user is different. Personalized content and its evolving learning pathway for him/her to take
presentation, accommodating personal preferences and learning styles for each of your learners • AI doesn’t just enhance the learning platform but makes it responsive to learner needs by
(personalization “at scale”) is impossible without AI. Personalized learning involves passing some adapting intelligently to their request.
control over to learners, giving them some input into how they progress through their learning
activities. AI-Powered Enterprise Learning is Here

Taking learning experiences further with AI means expanding the scope of the availability and Here are some AI-powered capabilities which are already available:
effectiveness of your learning content, especially as it relates to the availability of flexible learning
opportunities via smartphones and tablets and the development of personalized content that
reflects individual learner needs.

These functionalities would take personalization to a whole new level because the system
essentially takes the wheel to drive the overall effectiveness of an individual learner journey.
Machine learning algorithms predict outcomes, allowing you to provide specific content based
on a learner’s past performance and individual goals.

AUTO-TAGGING AI-POWERED DEEP SEARCH INVITE-TO-WATCH

For example, online learners that express a particular skills gap receive targeted
recommendations that build knowledge related to their skill gap, in a more personalized
format. This could include situations where the system would recognize that a learner might Upon sharing a new learning AI “analyzes” content Invite-to-Watch elevates the
be able to actually skip a few modules to take a more comprehensive and less linear learning asset (e.g. a video), AI assets, understands the social learning experience by
“listens” to the entire video, keywords and produces automatically generating a list
journey than someone who might lack the basic skills related to that particular topic.
understands the keywords, search results that are of learners who have engaged
and creates up to 10 tags, immensely with similar content, allowing
which help categorization more relevant. users to easily share content
and search. with those who will value
it most.

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 Table Of Contents Market Overview E-Learning Trends Conclusion

We’re Just Scratching The Surface…

Here is a Glimpse Into The Future

AI PILLARS IN E-LEARNING
The Next Frontier: Quantum Computing

As artificial intelligence collects data on learners and their behaviour, it is

gleaning insights into how learning experiences can be better tailored and more Content Content
effectively delivered. curation/aggregation curation/aggregation
[EXTERNAL SOURCES] [INTERNAL SOURCES]
Quantum computing creates opportunities to amplify this process by more
effectively analyzing and processing data, at speeds and on a scale not possible
via traditional computational power. Its purpose in learning is to optimize the
learning plan, making it non-linear, more personalized and, ultimately, more
Content
effective. Content comprehension
suggestion/
and analysis
personalization
ALGORITHMS

CLICK HERE TO LEARN MORE ABOUT QUANTUM COMPUTING

Admin task
Virtual coach automation

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 Table Of Contents Market Overview E-Learning Trends Conclusion

ALL IN ON AI: YOUR GUIDE TO ARTIFICIAL INTELLIGENCE IN L&D

The future of enterprise learning is rooted in AI and its truly boundless

potential. AI is the key to transforming learning into your organization’s
new competitive advantage. Download the guide to see how AI can already
elevate your learning activities.

DOWNLOAD THE GUIDE

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 Table Of Contents Market Overview E-Learning Trends Conclusion

Conclusion About Docebo

L&D has become a top priority for organizations as they realize the impact this will have on Docebo is changing the way people learn through artificial intelligence. While traditional enterprise
factors such as employee engagement, productivity and their bottom line. The combination learning technologies have dictated the way people learn with formal courses pushed from the top
of new employee expectations, the need to adapt skills and a rapidly-changing technology down, Docebo’s learning platform facilitates automated and personalized learning experiences
landscape has transformed what is both necessary and possible for learning departments. at scale in the flow of work to drive growth, organizational performance and revenue. Docebo is
designed to power a cohesive L&D strategy and has been embraced by more than 1,500 companies
E-Learning has become an essential tool and its evolution, spurred by the trends outlined in around the world for its ability to satisfy multiple use cases for both internal and external enterprise
this report, presents an exciting foundation upon which to build tomorrow’s learning initiatives. learning.
L&D professionals now play a pivotal role in ensuring organizations and their learners are
prepared for a world of work that requires active adaptation, a commitment to lifelong learning
DOCEBO LEARNING PLATFORM
and a drive to make learning your competitive advantage.

Docebo Docebo AI Docebo Docebo

learn Coach & Share Perform Extended Enterprise

LMS Social & Artificial Skills External

Experiential Intelligence Management Training
Learning Engine

For more information, visit www.docebo.com

www.facebook.com/Docebo

twitter.com/docebo
www.docebo.com
www.linkedin.com/company/docebo-srl

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