Key takeaways
- Digital learning is the use of digital technologies to help employees acquire new skills, remotely or in the classroom.
- E-learning is only one part of it: digital learning also includes virtual classrooms, MOOCs, SPOCs, mobile learning, social learning, adaptive learning and digital adoption platforms.
- Its benefits include training at scale, self-paced learning, personalized learning paths and detailed progress tracking.
- A successful digital learning project starts from learners' needs before choosing formats and tools.
Digital learning: what is it?
Digital learning refers to the use of digital technologies to promote the acquisition of new skills by employees.
This concept encompasses all online training solutions, whether it's e-learning modules, virtual classrooms, MOOCs, or microlearning via smartphone.
Unlike traditional e-learning, which is based on static content and a solitary screen-based experience, digital learning offers much more dynamic and interactive formats. Learners benefit from enhanced pedagogical support and engaging, gamified features that boost their involvement.
Furthermore, e-learning represents only a part of digital learning, which is a broader set of pedagogical modalities and practices. Moreover, digital learning draws on advances in data analysis. The activity tracking for each user allows for personalized learning paths and real-time targeting of areas for improvement.
Digital learning vs e-learning vs blended learning: what's the difference?
These terms are often used interchangeably, yet they cover different scopes:
| Term | What it covers | Examples |
|---|---|---|
| Digital learning | Any use of digital technology to learn, remotely or in a classroom | Virtual classroom, in-session quiz, software simulation, in-app guidance |
| E-learning | Training taken online, usually self-paced | Interactive module, video, course on a learning platform |
| Blended learning | A mix of online sequences and in-person sessions | E-learning module before a workshop, follow-up virtual class |
| Mobile learning / microlearning | Short content available on a smartphone at the moment of need | Video capsule, job aid, review quiz |
Digital learning is therefore the broadest notion: e-learning, blended learning and microlearning are all forms of it. For training on business applications, it usually relies on a learning management system (LMS) to deliver and track courses, often complemented by training software that lets learners practice on a realistic copy of the application. The right mix depends on the skills involved: theoretical knowledge, tasks in a software application and managerial behaviors are not developed with the same formats.
What are the different formats of digital learning?
Virtual Classroom
The virtual classroom allows for remote replication of in-person training interactions. Participants and the instructor connect via a dedicated platform at a fixed time to follow the course and interact in real time.
Virtual classrooms also integrate various collaboration tools, such as screen sharing, interactive whiteboards, live polls, and emoticons.
This format is perfectly suited for short, dynamic sessions, project launches, or meetings for geographically dispersed teams. The virtual classroom replicates the sense of group belonging to foster interaction and memorization.
Some digital learning tools have even pushed hybridization further, with immersive virtual reality classrooms. Participants then move around in a real virtual campus thanks to their avatar. This can boost learner engagement.
Serious games
Serious games refer to interactive and engaging simulations designed for educational purposes. Learners are immersed in an experience that combines challenges, storytelling, and rewards to maintain a high level of motivation.
From video game tutorials aimed at acquiring specific skills, to the development of actual "war games" for training strategic decision-making, serious games take on various forms adapted to a multitude of objectives.
They offer an effective way to embed knowledge by eliciting strong emotional involvement thanks to the gamification principle.
Knowmore supported Crédit Agricole in upskilling employees from the 39 regional branches whose IT system was merged into a Unified Client Advisor Portal (PuCC).
The MOOC
MOOC stands for "Massive Open Online Course." This term refers to online training courses accessible to a large number of participants.
Unlike traditional closed and expensive e-learning courses, MOOCs focus on high-quality content available for free, though a paid certification may sometimes be required.
Originally from the academic world, MOOCs now target professional training and provide access to specialized courses that attract large audiences.
The SPOC
The SPOC (Small Private Online Course) is a more private variant of the MOOC, intended for a restricted audience within a company. It is generally a custom-made online module to convey strategic business expertise to specific employees.
Mobile Learning
With the widespread adoption of smartphones, training has now found its way into employees' pockets. Mobile learning offers short modules, just a few minutes long, available on smartphones.
These "microlearnings" provide educational content addressing a specific issue to offer an immediate solution.
Accessible at any time, they fit perfectly into employees' busy schedules, allowing them to fill their downtime by acquiring new knowledge.
Social Learning
In the digital age, learning can no longer be conceived as a solitary endeavor. Social learning emphasizes peer-to-peer interactions to strengthen understanding and embed knowledge.
Comment features, forums, news feeds, and chatbots enrich individual learning paths. Learners help each other and collaborate in online communities focused on a specific area of expertise.
This social sharing accelerates problem-solving and the assimilation of new concepts thanks to a collective approach to training.
Adaptive Learning
Adaptive learning fully leverages the latest advancements in data analysis. This approach relies on algorithms that adjust content and the learning path in real time based on the learner's interactions.
The system continuously collects data related to completed exercises, viewed content, and assessment results before providing a personalized response. If the learner has fully mastered a concept, they can more quickly access more complex topics tailored to their level.
The Digital Adoption Platform (DAP)
The Digital Adoption Platform (DAP) is a distinct category within digital learning solutions. Its purpose is to support the deployment of a new technological tool within an organization by providing real-time guidance to users within their application, thereby fostering their adoption and, consequently, its long-term appropriation.
The DAP offers contextual and interactive training and support resources integrated directly into the software interface. Users can access a virtual agent or tutorial videos at any time, depending on their needs, to get started with the solution.
How to successfully transition to digital learning?
Many companies view digital learning as a mere technological project. They invest heavily in cutting-edge platforms, without considering the ultimate purpose of these tools and the profound changes needed for pedagogical methods. A pitfall that can derail any digital transformation initiative.
To avoid these critical errors and ensure success in change management, it's best to follow three preliminary steps:
1. Clearly define your needs
Any consideration of digital learning should begin with a thorough analysis of learners' needs and associated objectives. What skills need to be imparted? In what context will they be applied? What difficulties are currently observed in this area?
Answering these questions lays the groundwork for a digital pedagogical strategy aligned with business challenges.
2. Choose the right digital learning format
Once the needs are clarified, it's important to select the most suitable format(s) based on their immersive and interactive aspects. Digital learning isn't limited to traditional e-learning. As we've seen, the range is much broader: DAP, virtual classrooms, MOOCs, SPOCs, microlearning, etc.
Each option has specific characteristics that must be considered in relation to the problem to be solved and the target audience.
3. Opt for the right technological tools
The final essential step: implementing the technology that facilitates the execution of the chosen strategy. Many effective digital learning solutions are available on the market, such as our K-STUDIO platform which allows you to create interactive, realistic training courses perfectly adapted to your business applications.
Ideally, ensure that the selected tool offers enough flexibility to allow for future developments with ease.
What are the benefits of digital learning for organizations?
Well designed, a digital learning program brings concrete benefits to L&D teams, managers and employees:
- Train at scale: the same content can reach thousands of employees across sites and time zones, with a consistent message.
- Reduce logistics: less travel and fewer rooms to book, with shorter sessions that fit into busy schedules.
- Learn at your own pace: learners can revisit a module, skip what they already know and look up a resource when they need it.
- Personalize paths: by role, level or assessment results.
- Measure progress: completion rates, scores, time spent and, for software, actual usage after training.
- Update quickly: digital content can be corrected without reprinting materials or rescheduling sessions.
Technology-based learning is now mainstream: according to ATD research, more than half of all employee learning hours were already technology-based in 2019. These benefits still require support: without dedicated time and manager involvement, self-paced courses are rarely completed. For business applications, the challenge is also to connect training with actual use, as explained in our article on how to train employees on business software.
Conclusion
Digital learning projects, more broadly, challenge our relationship with work and the social fabric weakened by increasingly dematerialized organizations. Connected training alone cannot re-enchant teams strained by physical distancing. Its impact remains dependent on bold managerial initiatives that prioritize the human element at the heart of the machine. In this regard, new learning modalities can either amplify dehumanization or, conversely, weave a digital Ariadne's thread to better navigate acceleration together. Digital learning encourages us to wisely redefine the contours of a sustainable world of work.
Merge software usage and learning with Knowmore's digital adoption solutions:
The digital revolution demands continuous skill adaptation. Knowmore addresses this through K-NOW, its digital adoption platform that combines training and on-the-job support.
Frequently asked questions
What is an example of digital learning?
A typical example of digital learning in a company is the rollout of a new CRM: employees take a short e-learning module, practice on a simulation of the software, join a virtual class to ask questions, then get step-by-step guidance inside the application during their first weeks. Each format uses digital technology to support a different stage of learning.
What is microlearning?
Microlearning is a digital learning format that breaks training down into very short pieces of content, a few minutes long, each focused on a single objective: a video, a job aid, a quiz or a demonstration. Available on a computer or smartphone, it helps people learn at the moment of need and regularly refresh their knowledge, alongside longer formats.
What is a digital learning platform?
A digital learning platform, usually a learning management system (LMS), hosts, delivers and tracks online training: enrollment, learning paths, e-learning modules, virtual classes, assessments and reporting. It centralizes an organization's digital learning but does not, on its own, teach people to use a software application: simulators or digital adoption solutions often complete the setup.
Does digital learning replace classroom training?
No. Digital learning complements classroom training more than it replaces it. Online content suits knowledge, procedures and individual practice, while in-person sessions remain valuable for discussion, group practice and sensitive topics. Most organizations combine the two in hybrid programs, known as blended learning.
What does a digital learning manager do?
A digital learning manager designs and runs an organization's digital learning offering. They analyze training needs, choose formats and tools (LMS, authoring tools, virtual classrooms), coordinate content production, lead learner communities and measure results. They work closely with HR, managers and often the IT department.
