48 8.4 Recommendations for the Future
Based on the projected growth of the eLearning industry, it is not likely to disappear from workplace learning. However, eLearning can be adjusted to narrow the gap between corporate interests and learner needs relating to employees’ motivation to complete eLearning. The first recommendation is to focus on microlearning. Microlearning is the practice of breaking information down into smaller, easier-to-process pieces (Corbeil & Corbeil, 2023). Smaller pieces of information can replace hours-long eLearning courses. To further incorporate the benefits of microlearning, LMSs can be leveraged to display selected microlearning to the user more than once. According to Rothwell (2023), repeated exposure to information and experiences supports skill and knowledge acquisition. The immediate benefit to employees is the perceived reduction in time equity dedicated to eLearning.
The next recommendation stems from Caudill (2015), who suggests it is the responsibility of the entire organization to cultivate a positive learning environment. This can be achieved by reducing the amount of required eLearning organizations push to users. Corporations should consider making only external, legally required training mandatory. This will fulfil the corporate responsibility of the organization but will remove the perception of unnecessary and untimely eLearning. This does not mean removing the training altogether but rather shifting from a push system to a pull system (Corbeil & Corbeil, 2023). Organizations can provide users with on-demand access to microlearning. This allows users to engage with the content they need on a just-in-time approach.
Shifting from a push system to a pull system will increase users’ motivation as they will be the ones determining their needs and the desired learning objectives. Corporations should also consider offering access to mobile learning. If employees choose, they could use a personal mobile device to access training when it is needed most.
Implementing on-demand microlearning gives employees autonomy over their learning paths. They will be motivated to use what they need when they need it. Reducing the amount of eLearning that is pushed to employees will foster a positive learning environment by negating feelings of redundancy and overburdening toward current eLearning practices. Reducing the catalogue of eLearning offerings is an opportunity for corporate cost savings and has the potential to yield better overall employee development results.