By Aman Kidwai

Dive Brief:

  • E-learning now makes up 21%-40% of the median organization’s learning portfolio, up from 1%-20% a year ago, according to research by the Association for Talent Development. The study also said that almost all organizations (99%) surveyed offer some form of e-learning, up from 76% five years ago.
  • The most common uses for e-learning according to the respondents are mandatory and compliance training (89%) and “technical content (including process and procedures),” cited by 72% of respondents. The study also found that these were the two areas where organizations believe e-learning is most effective.
  • E-learning practices that ATD deemed to be indicative of “high-performing” organizations include “using e-learning as a part of blended learning programs, increasing the hours of e-learning employees consume, making e-learning accessible (for persons with disabilities), measuring and evaluating e-learning, and providing branching, personalized, or adaptive e-learning in addition to static e-learning,” according to the press release.

Dive Insight:

In July, Gartner Managing Vice President Sari Wilde shared that “nearly 85% of L&D functions have shifted their in-person training to virtual, and they have had to make significant changes to all of their programs and offerings.” So while the format and delivery channel of training is evolving due to the pandemic, the topics which workers need training on have evolved as well. Online learning providers such as Udemy, Cornerstone Learning and LinkedIn all shared that their usage has gone up over the past few months and noted which topics saw the greatest increases. This list included resilience, time management, active listening and maintaining work-life balance. While many employers are shifting to e-learning in the current environment, some are offering ineffective training or offering none at all, according to a recent survey from Clutch. The study found that 43% of U.S. workers surveyed had not participated in a remote work training session this year and of those that did, 27% said it was ineffective. Managers will need a high level of emotional intelligence and customization to maintain a culture of continuous improvement amid the pandemic, sources told. “[Companies] should be direct and honest in communication and create a safe space for all employees to ask questions…” Wesley Connor, vice president of global learning and development for Randstad Enterprise Group, previously told HR Dive. “It’s all about establishing a culture that is conducive to learning.”

This article originally appeared at