Modern Learning Content: In-Focus

Modern learning content
For modern workers
www.towardsmaturity.org/moderncontent
Authored by Dr Genny Dixon

and Laura Overton
In-Focus
Supported by
Report
December 2017
About this research
This report presents the evidence to help L&D leaders review and modernise their
learning content and consider how best to engage and inspire their learners. We
explore the design tactics that lead to the development of great learning content
within top performing learning organisations and how that content is tailored to
meet the needs of both the business and the individual learner.
Data for this report is drawn from:

All the quotations in
► The Towards Maturity 2016/17 Benchmark™ research with over 700 L&D this report are from TM
leaders. New trends from the last few months are reported in L&D where Benchmark participants
are we now? (www.towardsmaturity.org/learningtoday2017), which is free
to download thanks to the support of Towards Maturity Ambassadors.
► Data from the Towards Maturity Learning Landscape™ research, gathered
online during 2016 from a sample of over 5000 workers, published in The
Learner Voice: Part 3 (www.towardsmaturity.org/learnervoice3). Findings
from this learner research are highlighted in purple.
Each section in this report concludes with a case study or checklist to help L&D
leaders use the evidence presented to turn insights into action.
This In-Focus Report is free to download thanks to the support of Towards

Maturity’s Ambassador, Skillsoft.
Download this report from Towards Maturity’s website at:

www.towardsmaturity.org/moderncontent
The full range of Towards Maturity’s research reports is available from:

www.towardsmaturity.org/research
Authors: Dr Genny Dixon and Laura Overton
Terms and conditions relating to this report: www.towardsmaturity.org/terms
© Copyright Towards Maturity CIC, 2017 London. All rights reserved. No part of this publication may be
reproduced, stored in or introduced into a retrieval system or transmitted in any form or by any
means (electronic, mechanical, photocopying, recording or otherwise) without the prior written
permission of Towards Maturity CIC.
Page | 2 © Towards Maturity CIC Ltd. 2017

Contents
Foreword by Trish Burridge, Director, Consulting Services, EMEA, Skillsoft 4
Fast Facts 5
1 Introduction 7
Context 7
The Towards Maturity Benchmark 9
2 The world of learning content 11

Barriers to success 13
3 Characteristics of successful content strategies 15

The business perspective 15
The learner perspective 16
How to make content work 16
What characteristics of content will help it succeed? 17
4 Content at the point of need 19

How do we use content to help employees do their job? 20
5 Sourcing smart, integrated content 22

Making decisions 22
What features are learners looking for 23
Curation not creation 24
Skills of L&D 25
6 The consumer experience 27

Driving engagement 27
Communication and marketing 28
Removing barriers to access 28
Recognising achievement 29
Making learning fun 29
7 Tips for modernising learning content 30
About Skillsoft 31
About Towards Maturity 32
© Towards Maturity CIC Ltd. 2017 Page | 3

Foreword by Trish Burridge,
Director, Consulting Services,
EMEA, Skillsoft
We are delighted to have created this profound report in partnership with
Dr Genny Dixon and Laura Overton from Towards Maturity, an
independent benchmarking practice providing authoritative research and
expert advisory services to assess Learning & Development (L&D)
performance within organisations.
A deep curiosity to uncover why L&D efforts in some organisations are more
successful than others led to this collaboration, and I believe we have achieved
this and more. Examining data from over 6,000 companies, we explore the critical
characteristics of effective learning strategies and why, as Bill Gates so aptly said,
“content is king.”
Together we have produced insightful research and practical advice for those
working in L&D to better understand the essential components of a successful
learning programme and convey the value such programmes will provide the
organisation.
With empirical evidence we hope learning professionals will, with confidence and
certainty, be in a better position to design and deliver learning programmes that
will not only benefit the organisation, but engage the learner and deliver the
desired outcomes.
I hope you enjoy this worthwhile and insightful piece of research.

Fast Facts
With a historic backdrop of failure for 60% of elearning courses, the modern L&D
professional can find it difficult to keep up with the opportunities offered by new
technology. Across the Towards Maturity benchmark sample:
► 32% of formal learning is currently delivered using e-content

► 22% of learning is online only
► 22% of the training budget is spent on elearning and associated
technology
With 73% of employees accessing some form of digital content for mandatory
learning, it is time to ensure they can access the highest quality digital resources.
Elearning is almost ubiquitous, used in 89% of organisations. Over 89% now use a
Learning Management System, but delivering great content is still a challenge for
those in L&D:
► 45% believe generic online learning is not sufficiently tailored to need

► 39% say that past experience of elearning has not met their expectation
► 41% think there is a lack of high-quality digital content that supports their
business goals
Learners are still not fully engaged, with 35% reporting that they face uninspiring
learning content, and over one in four reporting that they cannot find what they
need or that the content is not relevant. However, they are keen to learn online:
► 47% of learners find self-paced elearning courses essential or very useful

to help them learn what they need to do their job
► 68% of learners can quickly put what they learn online into practice
What are learners looking for in an online learning experience?
► 77% want learning that is relevant and timely for their life/work situation
► 69% want recommendations of how to apply their learning
► 59% are looking for online learning to be blended with contrasting
approaches such as face-to-face or coaching
► 61% of learners are motivated by using technologies that allow them to
network and learn together
Tactics that top performing organisations in the Top Deck (top decile for the
Towards Maturity Index) consistently adopt to help learning content be relevant
and up-to-date include:
► 87% regularly review their content to ensure it supports and enhances

organisational goals
► 82% remove content which is no longer relevant
► 94% include activities that help individuals practice desired outcomes

They focus on providing an engaging, inspiring learning experience that is
appropriate for every stage in the learning journey at the moment of need. They
are conscious of the learner as “consumer” and customer:
► 74% are proactive in understanding how learners currently learn what

they need for their job
► 69% ensure staff have access to job aids online or via mobile devices
Smart decision-making on learning content must be based on what the business

and learners need—and what has been proven to work. Top Deck companies
understand that relevance, ease of use and searchability contribute more to
learner engagement than over-complicated, expensive, large-scale content
solutions:
► 24% of learners think the inclusion of game-based elements is essential

► 20% think a completion certificate at the end is essential
Fewer than 10% of learners think realistic media, interactivity, simulation, tests,
chunking or transcripts are essential features of a smooth and successful online
experience.
The decision to build or buy new content is being overtaken by the need to curate
rather than create. Few organisations have sufficient skills in-house and many are
not yet thinking about their curation strategy:
► On average, only 13% of organisations have a content curation strategy,

rising to 51% in the Top Deck
► 30% agree that their L&D staff are confident in incorporating the use of
new media in learning design (82%)
High performers are prioritising the consumer experience to ensure they deliver
excellent content that is enjoyable and engaging:
► 100% use video, audio, images and animation as well as text in their
elearning
► 82% apply storytelling techniques in their instructional design
► 67% use highly interactive methods, such as games and simulations
With 80% of learners willing to share their knowledge to help others learn, Top
Deck companies are driving up engagement through good communication,
campaigns and other promotional activity and using social networks to encourage
participation and collaboration. They look to make learning engaging, rewarding,
interesting, relevant and fun:
► 48% use achievement goals, badges or points systems

► 52% use game-based techniques such as leaderboards, levels and scoring

1 Introduction
New technology tools and platforms are simplifying the production
and distribution of learning content. The modern, discerning learner
makes fast decisions about how and where they will learn what they
need to do their job. How does the modern L&D leader provide and
facilitate good choices?
Context
It has never been easier to provide access to thousands of online courses, videos
and articles to support learning and development. However, volume and choice
are not necessarily synonymous with quality or success. L&D teams are moving
from the 1990’s mantra of “content is king” to a realisation that good content
alone is not enough. Neither is the alternative, “context is king”. What we seek to
“Content is where I explore in this report is how to grow the ability to nurture and connect people
expect much of the with both excellent and contextualised content.
real money will be
made on the Businesses are looking for great learning resources—not courses—to drive
Internet, just as it improved business outcomes, support their people and improve their internal
was in broadcasting.” and external customer experience. Getting the content right is fundamental to
Bill Gates, “Content is good workplace learning—having a clear understanding of the capabilities needed
King” and targeting them through the learning design process.
The commonly held belief that learning is most effective when matched to the
individual’s preferred learning style (auditory, visual, kinaesthetic etc.) is now
dismissed by a number of academics for the lack of validating scientific evidence1.
This is not to say that a one-size-fits-all approach will suffice, rather that designers
should focus on creating unique, high-quality and utterly authentic content that is
relevant, entertaining, useful and interesting—and perhaps most importantly,
satisfies at least one of the “five moments of need.”2
5 moments of need:
NEW: when you use something for the first time
MORE: when you want to learn more about a subject
APPLY: when you apply what you’ve learned
SOLVE: when you encounter a problem
CHANGE: when you need to do something in a new way

Source: Mosher & Gottfredson 2011
1
https://www.theguardian.com/education/2017/mar/12/no-evidence-to-back-idea-of-learning-styles
2
Mosher, B. & Gottfredson, C. (2011) Innovative Performance Support: Strategies and Practices for
Learning in the Workflow. McGraw-Hill Companies

L&D professionals have increasingly turned to technology to modernise their
learning strategy, but some of their best efforts to produce online content have
resulted in poor perceptions of elearning from the very people they were trying to
help. When the first rapid elearning tools appeared in 2003, there was a
corresponding increase in the production of low-cost, but low-quality, content.
Such was the rapid rate of expansion in the early days of elearning that in 2003,
that The Institute for Employment Studies predicted that a quarter of all learning
would take place electronically within five years.3 Fifteen years on, the proportion
has remained at a similar level.
When the .dot com bubble burst in 2002, 60% of elearning programmes were
failing. According to our international, longitudinal research with over 6000
organisations, the anticipated growth in digital learning has not transpired, with 73%
one notable exception—compliance training, where completion rates are still complete
unacceptably low.
online
► 73% of employees are accessing digital content for mandatory learning
(such as for compliance purposes which has increased from 52% in 2012)
compliance
► 32% of formal learning is currently delivered using e-content or virtual
courses
classroom (this proportion has increased by only 8% in five years)
► 22% of learning is online only (up slightly), with 42% of online content
being compliance-related
► 22% of the training budget is spent on elearning and associated learning
technologies (little change from 20% in 2012)
With an ever-expanding dependency on technology for business, leisure and

learning, L&D teams without the capacity to embrace modern methods are being
left behind their learners and more progressive peers.
So, what has changed, apart from an accelerating pace of technological change:
► A greater focus on consumer technology with a resulting shift to mobile

and social learning (it is already 10 years since the iPhone was launched)
Resources
► A greater focus on the consumer experience (and a rise in the role of the not courses
consumer in shaping the learning offering)
► A shift in thinking, with more and more learning leaders recognising that:
o modernising their learning strategy is essential to offer
demonstrable value to the business in a changing environment
o learners want to take more ownership of their development and
become more self-directed
o their traditional role as course provider is no longer enough, as
formal learning accounts for only a small proportion of the total
learning taking place
o online learning offers benefits beyond measurable efficiency gains
and is helping to change behaviours and organisational culture
3
http://www.employment-studies.co.uk/system/files/resources/files/01580.pdf

“Learning is not in our hands; learning happens as people are trying to do
things. There are only two things we can legitimately do. We can either
a) find out what people are trying to do and build useful stuff, or
b) give them things to do.” (Nick Shackleton-Jones, Director, PA Consulting Group4)
The Towards Maturity Benchmark

Since 2003, the Towards Maturity benchmarking process has
sought to discover which organisations are achieving the best
results in terms of staff performance and business impact and
what they are doing differently to achieve those results.
Benchmark reviews with over 6000 organisations over the past
13 years have highlighted six key areas that consistently
correlate to performance.
These effective practice work streams are described in the

Towards Maturity Model™. The extent to which they are
adopted is measured by the Towards Maturity Index (TMI).5 Those scoring in the
top decile for TMI—the Top Deck—lead the way in the effectiveness of their
learning strategy and in the delivery of a valued service to their business.
In the Towards Maturity 2016 Benchmark report, Unlocking Potential, analysis

showed that those Top Deck organisations shifting to a holistic “learning
organisation” are delivering the greatest tangible benefits of efficiency, processes,
performance, agility and culture.6
What does this mean for learning professionals today? How do we direct limited
time and resources to ensure that our content adds value and unlocks potential
for the business? We look to data:
❖ Data from high-performing teams that show us the way learning

professionals create, curate and communicate content that impacts
culture, agility and performance
❖ Data from employees that show ways staff themselves are finding and
using content to support them in their jobs
In the next chapter, we consider the advances in technology that are

transforming learning for both the learner and the people
professional.
4
https://www.linkedin.com/pulse/learners-nick-shackleton-jones
5
Towards Maturity Index™ - the unique single score that organisations can use to benchmark their
progress across the six areas of the Towards Maturity Framework.
6
Unlocking Potential, Towards Maturity 2016. www.towardsmaturity.org/2016benchmark

Recent developments and trends in learning content
What to watch out for next
• Design focus on the user experience

• Video: interactive video, integrated video platforms, live streaming video, micro-video
• Curation including internal learning portals to bring together related content (e.g. for job role,
subject or profession); personalised learning recommendations and learning plans
• Mobile access, delivery and apps
• Analytics, reporting and measurement
• Improved feedback systems supporting 2-way conversation, social polling
• Artificial intelligence including chatbots, intelligent tutoring systems, adaptive learning
• Continuous learning platforms
• Collaborative project tools integrated with social learning
Source: Skillsoft
What are the important trends of 2017?
• Microlearning online training libraries (e.g. subscription learning)

• Personalised online training paths (e.g. clickable course maps)
• Online coaching and mentoring platforms
• Responsive design tools
• Social and collaborative learning tools
• Gamification and serious games
• Real-world activities and branching scenarios
• Webinar storyboarding
Source: https://elearningindustry.com/corporate-elearning-trends-2017
Looking back, what were the key trends influencing learning content in 2016?
• Flash content converted to HTML5

• Elearning authoring development tools in the cloud
• Tin Can development
• Fully mobile responsive online learning and a culture of BYOD (Bring Your Own Device)
• Online social learning
• Augmented reality
• Bite-sized learning
• Gamified elearning
• Immersive experiences
• Video for learning
• Online remote exam invigilation
• Digital badges
• Wearable technology
• Personalised elearning
Source: https://www.elearningmarketplace.co.uk/e-learning-growth-in-the-uk-the-ups-and-downs-of-progress/

2 The world of learning content
Technology is transforming not only learning resources and their delivery,
but also offering immediacy of access. Curation becomes increasingly
important to help people search for, share and manage the wealth of
content they find.
People will access learning resources for many reasons—to gain knowledge, to
find support, to seek opinions, to reflect on practice—all of which influences the
learning design.
Whether implemented through text, discussion, audio/video, imagery, game or

89% of animation, modern content needs to be shareable and relevant to your learners.
organisations Harnessing the power of technology includes maximising the advantages of
traceability and provision of real and immediate feedback. L&D professionals
use an LMS
must draw on this feedback and on their understanding of the context of when
and why each type of content might be the most appropriate, then blend their
resource library accordingly (Table 1).
Advances in technology have not only expanded the type and modes of
presentation of learning content, but have also transformed the way in which
today’s tech-savvy, mobile learners can search for learning as well as the way the
95% use their skilled L&D professional can use tracking tools and analytics in their kitbag.
LMS to store, If content is the king, then curation must be the queen. Many a gargantuan
deliver and elearning system has failed because learners simply could not find the content to
fulfil their needs. Figure 1 illustrates the way that the LMS has evolved into so
track
much more than ‘Store and Score’.
elearning
courses Figure 1 Functions of a Learning Management System
To store, deliver and track online courses 95%
To integrate with our HR systems/MIS 43%
To support mobile learning 37%
As a cloud based service 30%
To support virtual classrooms 28%
To integrate with external video libraries 26%
30% use a To support social learning/collaboration 26%
cloud-based Linked to competency/ talent management 26%
LMS To use learning analytics 18%

Table 1 Classifying online learning resources
Content Characteristics Context

Tools/technologies Description/features When and why would we use them
Develop understanding, build own

Highly credible, often research-based and
Books and knowledge base and broaden perspective;
peer-reviewed; Cites sources and offers
journals Promote active reading and provoke deeper
references to extend knowledge
thinking
Collated in areas of professional interest
Provide up-to-date coverage, introduce to
Magazines/ (but can be narrowly focused or biased);
new areas of interest, services, resources or
articles/reports Opportunity to engage with the
ideas
author/publisher
Websites Quality can be variable/unreliable For quick access to information
Traditionally organised by topic via an LMS For sharing knowledge, aiding
to give learner choice and control; Vary in understanding, communicating a new
length and interactivity; Subject expertise message consistently; For independent (or
Elearning course
input; Consistent presentation, trackable private) study, to learn or refresh practical
across multiple audiences for manageable techniques (for example in learning new
cost processes or IT systems)
Online
To present research findings, new products
presentation/ Tutor- or ‘expert’-led; Limited interactivity
or systems
webinar
Can include both facts and opinions and To engage the viewer in a narrative,
may not give a fair representation of describe a process or offer demonstration
Video – including subject of techniques. Interactivity offers chance to
interactive video User-generated videos - easy to capture on practice; Home-made videos can be used to
smartphone, and immediacy of capture evidence competent performance or
lends authenticity if not quality check/assess understanding
To encourage reflective practice and
Short opinion pieces; Contextualised using contribution; Ease communication between
Discussion
hyperlinks; Displayed in reverse tutor and learner or within peer groups;
threads, blogs,
chronological order; Can use as online Facilitate group working and problem
tweets
portfolio or log of learning solving; promote interactivity; Decrease
isolation
Allows play, pause, rewind. Can simplify complex subjects or make
Games and
For topics with complex options and learning about dangerous/expensive
immersive
branching scenarios. situations safe, accessible and affordable.
simulations;
Offers incentives to succeed – and penalties Fosters emotional connection with content
Virtual reality
for losing to increase interactivity and engagement
For situated, contextualised learning; To
Digital content added to printed material,
Augmented reality increase engagement and ‘fun’; Encourage
locations or objects; accessible via mobile
critical thinking and awareness
Online tests (pre-test, formative,
Gain professional/academic accreditation;
summative) offer consistent, reliable,
Online authenticate skills or confirm competency;
effective measures; can be standards-
assessment/ Motivate behaviour, establish credibility;
based; can be linked to feedback systems
digital badges provide sense of achievement.
Digital badges are images, stored online;
Assist in training needs analysis
element of gamification of learning

Barriers to success
Learning leaders today are still reporting the same challenges that they struggled
with 15 years ago: lack of hardware, lack of elearning expertise, lack of time, lack
of resources, lack of trust (that the trainee will complete the training on their own
volition) and difficulty determining the full cost of elearning.
Content is still a major barrier for learners today. More than one in four learners
report that they cannot find what they need (26%) or that current online content
is not relevant to their needs (26%). 21% report that the learning objectives were
not made clear.
The top barriers reported by a sample of over 5,000 learners that completed our
35% of Learning Landscape Survey in 2016 were:
learners
► 59% lack of time for self-study
find
► 35% uninspiring learning content
uninspiring ► 34% lack of somewhere appropriate to study
learning ► 33% lack of or unsuitable IT equipment
content a
barrier to Too many L&D leaders are still technology novices. In the 2017 Benchmark7
sample of over 600 L&D professionals:
online study
► 53% lack the skills to implement and manage technology-enabled learning
(very little progress since the 63% reported in 2012)
► 48% lack knowledge about the potential of technology in learning (62%)
Whilst many are painfully aware that their learners find some of their content
“Compliance online boring and irrelevant, they have not taken the steps needed to turn this situation
training isn't the most around, often blaming the learners themselves (44%), their line managers (58%)
exciting and too or classroom trainers (24%) for reluctance to embrace new methods:
generic. The cost of
► 45% believe generic online learning is not sufficiently tailored to need
bespoke content can
(34% in 2012)
be prohibitive within
the budget.” ► 39% say that past experience of elearning has not met expectation (43%)
(L&D Manager, ► 41% think there is a lack of high-quality digital content that supports their
Further Education) business goals (44%)
It’s no wonder that historically so many elearning courses have failed. This surely
provides a wake-up call to modernise content to meet the needs of today’s
learner. The case study overleaf describes how one company has done just that.
In the next chapter, we investigate features of great learning content from

the learner perspective and look at the tactics of high-performing teams.
7
See L&D: Where are we now. http://www.towardsmaturity.org/learningtoday2017 for a full description
of the data collection methodology and sample demographics.

Building a modern learning library at ESP Global Services
ESP Global Services (ESP) is trusted by global organisations to deliver tailored IT support and
infrastructure solutions wherever they operate from around the world, 24/7. Experience-led, lean
solutions are developed using a combination of desk-side support, an IT Service Desk, and specialist
repairs and logistics center, all coordinated by ESP’s toolset built on innovative technology and
hosted from its highly resilient data centre. ESP supports more than 130,000 devices in over 150
countries using a combination of direct employees and its Global Service Network of like-minded
partner companies.
The business challenge
ESP always provided training to its 250 employees, but it tended to be offered on an ad hoc basis by
design. In 2015 the company ran its first employee engagement survey. One of the key outputs from
the survey identified gaps in the training, tools and resources employees needed to do their jobs
well.
With permanent teams operating in 10 countries and a broader workforce in another 8, ESP was
keen to redress this imbalance with a cost-effective training solution that would give all employees
access to a catalogue of courses and resources in a variety of formats. A strong desire to serve the
wide variety of learning styles also meant that ESP was looking for something beyond just computer-
based training (CBT).
How Skillsoft helped
Not only does Skillsoft offer learning solutions to all employees worldwide, but it also comes in a
range of modalities, from online courses to books and videos. It also supported the areas core to
ESP’s business, such as customer service, office skills, technical skills and certifications.
The Skillsoft team also supported the rollout by aligning the solution to specific job roles, skill gaps
and competencies. This allowed teams to quickly navigate to the most appropriate learning materials
for their needs. The Skillsoft solution also allowed for mobile learning branded as “ESP Learning”.
According to ESP, this made visible the investment it has made in its staff.
Key programme metrics
An estimated value summary showed a benefit-to-cost ratio of £8.21: £1

In the first year, 150 learners accessed the Skillsoft service 2,397 times and completed 517
hours of learning
In 12 months, 83% of employees have accessed the resources more than once
“The broad range of Skillsoft content is excellent and the 10% swap facility that allows us to move content
in and out of the ESP Learning Library has worked really well. It has allowed us to really tailor our L&D
programmes to the specific needs of both teams and individuals.” Sarah Hunt, Human Resources
Director, ESP Global Services
Contributed by Skillsoft

3 Characteristics of successful content
strategies
Organisations that are mindful of aligning online learning to business and
learner needs are ensuring that learning is relevant, easy to find and has
clear objectives. They focus on providing a great learner experience.
The business perspective

Business leaders are looking for ways that learning will help them meet their key
priorities for growth, profitability, business transformation and productivity.
Compared to the sample average, business managers who took part in the 2016
Benchmark are significantly more interested in how digital learning can help them
increase organisational capability for problem solving, facilitate new ways of
working and support contextualised learning. They also want their digital
approach to increase the appeal of learning to all ages and improve talent
retention.
Figure 2 Hot spots for business managers

A comparison of drivers for online learning between managers and other benchmark contributors
Increase appeal to digital learners of all 83%

ages 74%
Support contextualised learning 80%

74%
Facilitate new ways of working 87%

78%
Build capability of organisation to solve 85%
problems 77%
Improve staff retention 84%

75%
Managers All
Progressive business leaders are actively involved in ensuring success through

strategies that will8:
► Develop opportunities for experience-based learning

► Create multiple paths for raising and testing ideas
► Create time for reflection
► Value and make time for professional development
► Make it safe to fail
8
Drawn from Strategy + Business, Autumn 2016 https://www.strategy-business.com/article/10-
Principles-of-Strategic-Leadership

The learner perspective 47% find
Learners are keen to learn online and take responsibility for the pace and timing elearning
of access to courses and resources. They are discerning and vocal consumers,
courses very
quick to criticise and will probably share their opinions of poor provision even
more readily than they will share their enthusiasm. They look for the right support
useful or
from their managers. However, only: essential to
► 68% of learners can quickly put what they learn online into practice
learn what
► 48% believe that L&D professionals understand and can help with their
they need to
performance needs do their job
Figure 3 The learner perspective: My manager....
Supports me in consolidating my learning 63%
Expects me to apply the learning points 65%
Discusses the learning objectives with me 48%
How to make content work

Whilst we might argue that learners don’t understand the finer points of learning
design and what makes for great content, good design is nevertheless the top
factor learners consider as contributing to a great learning experience.
Technical factors also stand out as particularly important—ensuring a robust

platform, ease of use, simple navigation and a fast IT connection are important for
three out of four learners.
Figure 4 Factors that contribute to a great online learning experience
The overall quality of the learning design 79%

Online elements are easy to use and navigate 78%
Speed and reliability of IT connection 78%
Relevant and timely for my life/work situation 77%
Clear objectives with tests to check they've been met 69%
Includes recommendations on how to use in my work 69%
Support from trainer/online tutor 64%
Pre/post learning support/advice from my manager 64%
Blend of contrasting approaches (eg coaching, F2F) 59%
Contributes towards a qualification/certification 53%
Provides collaboration with other learners 46%

What can L&D take from this when designing learning content?
Learners are looking for:
► Relevant and timely learning opportunities

► Clear objectives and recommendations of how to apply what they learn
► Support both before and after the learning experience
► A good blend of methods…with online learning being a part of a more
comprehensive whole
Only 46% mentioned the need for collaboration with other learners, however this
rises to over 60% for those under 20 and those new to their company. It is clearly
an important consideration for the future.
For L&D, elements of successful content marketing can be applied here too—
relevant content, fast speed to “market” and a great consumer experience.9
What characteristics of content will help it succeed?

Top Deck organisations, those that are getting the best business benefits from
modernising their learning strategy, are working closely with the C-suite and the
learner to deliver results. An investigation of the tactics and tools that they use
that are highly correlated with success can provide pointers on how to modernise
learning content to unlock potential across the organisation.
One in four Relevant to needs

learners Top Deck organisations address this through clear business alignment, content
report that review and by culling out-of-date content:
current ► 97% agree that business leaders recognise that learning interventions are
learning aligned with the overall business plan (43% sample average)
content is not ► 87% regularly review their content and check that they support and
enhance organisational goals (46%)
relevant to
► 82% of them remove content which is no longer relevant (54%)
their needs
They are also more likely to recognise that the learning content available should
embrace learning for personal and leisure interest as well as work-related topics.
► 46% allow access to non-job-related learning (25% average)

One in four
learners Easy to find
report that Top Deck organisations use a number of strategies to help. For example:
they can’t ► 79% provide clear information on the learning opportunities available (46%)
find what ► 67% use tags and meta data to make it simpler for people to find what
they need they need (21%)
9
http://blog.anderspink.com/2017/01/why-continuous-learning-is-the-new-ld-benchmark/

Linked to clear objectives
Top Deck organisations are more likely than most to set objectives, use Just 48% of
individual development plans and provide support and recommendations for
learners agree
how learners can apply what they learn in their everyday work.
that their
► 94% include activities that help individuals practice desired outcomes
(45% sample average)
manager
► 85% discuss learning and development as part of appraisal (53%) discusses the
► 77% discuss the objectives and aims before people start learning (37%) learning
objectives
Focus on the learner experience
with them
Top Deck organisations want to ensure that learning becomes embedded in
before they
everyday practice. They promote a culture of continuous learning and encourage
staff to take ownership of, and make time for, their professional development:
start any
► 82% allow learners to access online learning at any time (60% average)
formal
► 72% agree that the L&D role is shifting from that of learning delivery to
learning.
supporting continuous learning (46%)
Rather than rely on any one method or learning tool, they blend solutions and
offer flexibility of approach, making online learning just a part of the mix:
► 90% consider formal courses as only one of many options (56%)

► 72% blend their use of several different learning technologies (20%)
Making the right connections 61% of

learners are
Modern learning organisations recognise the power of the collective approach
and encourage people to share sources, solve problems and find answers motivated by
together. To operate effectively, they need the tools and platforms to allow them using
to share and comment on learning resources and collaborate to generate new
technologies
content. Top Deck organisations provide those platforms and make connections
between individuals and groups who can help each other:
that allow
them to
► 49% actively encourage learners to collaborate in building knowledge
resources, using tools such as wikis, forums, podcasts and videos (13%)
network and
► 76% use file and presentation-sharing applications (60%) learn
► 73% build communities of practice (55%) or learning communities (46%) together
► 64% help people locate in-house experts when they need them (35%)
In the next chapter we look at how to increase availability of content at the

point of need.

4 Content at the point of need
When the time-starved employee is under pressure, online learning is easy
to put off until later unless it is imperative to meet their specific needs at
that time.
Learning and development professionals do not carry the responsibility for

In the Top organisational learning alone. As the L&D function is more widely understood to
Deck: be about continuous learning, rather than course delivery, it becomes apparent
how much employees in the organization can contribute to learning. The task is
85% shape
matching resources to need, in order to minimise learner frustration and
their maximise benefits.
approach by
Gottfredson and Mosher, in their description of the five moments of learning
models such need, point to the shift from traditional, instructor-led learning to the
as 70:20:10 performance support needed when an individual applies what they learned or
that support encounters challenges doing so.10
learning It is not simply a choice of programme or performance support. For formal

directly in the learning objectives to embed in workplace behaviour, people need the
opportunity to practice, the resources to help remember and apply their learning
flow of work and the support from others to succeed. Different approaches and different types
of content may be appropriate at different points along the train – transfer -
sustain learning continuum described by Gottfredson and Mosher and illustrated
in Figure 5.14
Figure 5 Faster time to competency through embedded performance support
10
https://www.learningsolutionsmag.com/articles/949/are-you-meeting-all-five-moments-of-learning-
need

Table 2 gives examples of how content can vary to meet the different moments of
need and the tactics that the Top Deck are using to help this content work better.
Table 2 Matching the content to the point of need
What types of content are they How are the Top Deck helping
Point of need
using in the Top Deck? make that content work better?
(Sample average in brackets) (Sample average in brackets)
NEW 88% use elearning objects 64% provide micro-learning in 5-

When you use something for (compared to 89% sample average) minute bursts (compared to 22%
the first time 82% use best practice videos (70%) sample average)
73% use internal learning portals to

MORE
bring together related content (49%) 74% develop challenging and stretch
When you want to learn more
73% use communities of practice assignments (26%)
about a subject
(55%)
85% use job aids (70%)

APPLY
55% use performance support 59% provide line managers with
When you apply what you have
systems (40%) resources for their teams (27%)
learned
73% use in-house social networks 72% encourage staff to learn from
SOLVE
(56%) their mistakes (38%)
When you encounter a
73% use active learning 39% encourage staff to work together
problem
communities (46%) to solve problems (12%)
CHANGE
88% use virtual meetings (79%) 87% welcome innovation and
When you need to do
76% use screen sharing tools (60%) contributions from staff (54%)
something in a new way
How do we use content to help employees do their

job?
Once the formal input has been completed—taking on board the imperatives for
relevance, timeliness, blend and providing a great learning experience—the focus 69% of
shifts to on-the-job learning. In the Top Deck, 90% agree that managers recognise
learners
the value of on-the-job learning (56% sample average).
want to be
What are high performers doing to achieve the relevance and agility learners need?
able to do
Understanding their learners their job
► 74% are proactive in understanding how learners currently learn what
better or
they need for their job (30% sample average) faster
► 46% are aware of how their learners are using social media outside of
L&D to share ideas (18%)

Providing access to support networks
► 95% use coaching and mentoring as an important part of the work culture
(49%)
► 51% agree that managers provide active support in the application of
learning (15%)
► 47% use available support systems to promote self-reliance (21%)
Ensuring content is readily available when and where it is needed
► 69% ensure staff have access to job aids online or via mobile devices
(25%)
► 33% are using mobile apps to specifically support performance at the
point of need (16%)
Recognising that learning is reinforced through practice and repetition
► 44% use techniques such as spaced learning to aid in retention and

application (13%)
► 89% integrate learning and development in performance support (43%)
The next chapter considers the different sources of digital content and
looks at the skills that L&D professionals need if they are to build their
own content in house.
Tips for providing content at the point of need

1. Create a digital workplace that supports people and processes
2. Make the learning digital—leverage technology to improve efficiency and
effectiveness
3. Make the learning mobile—make information accessible anytime,
anywhere
4. Make the learning modular—use small bits of content that are digestible
within limited timeframes
5. Curate content and serve up the right content at the right place and time
6. Personalise the experience by offering staff relevant recommendations and
social feedback within the content experience

5 Sourcing smart, integrated content
Smart decisions on learning content should be based on what the
business and learners need and what has been proven to work—or not.
Learners can quickly overtake their tutors with a quick Google search. But
employees won’t have the time to sift through the vast results to discern high-
quality content. So rather than constantly updating courses to reflect all the most
recent thinking, L&D should decide how to best curate the resources that actually
work and determine what platforms they need to enable them. L&D has an
important role to play in leading, signposting, encouraging and facilitating the
process of content curation.
Making decisions
L&D needs to keep the question “what is the business issue we are addressing?”
at the heart of their digital learning strategy in order to decide on the best content
to meet needs. Keeping their focus on the strategic imperatives of the business
helps them make better decisions about content.
Over-stretched L&D professionals have to balance the learning content they

would like to be able to offer in an ideal world with what is practicable, available
and affordable. It’s of little value to create the perfect course package six months 36% of
too late to meet the business need. learners
However, sound business decisions also need to take the factors that motivate feel ready
learners into account. Learners are keen to advance their career prospects, for their
improve their qualifications and earn more money. They are impatient to get on.
next role
Indeed, seven out of ten learners are motivated simply by the desire to do their
job better.
Figure 6 Factors that motivate people to learn online
To be able to do my job faster and better 69%
For personal development – I like to learn 65%
To increase my productivity 57%
To be eligible for promotion 45%
To enable me to earn more money 40%
To maintain or achieve a higher

40%
certification level

What features are learners looking for
The proportion of the sample that consider essential the use of multimedia,
interactivity, realistic scenarios or simulation is much lower than might be
expected at under 10%. Game-based elements (such as scores, storytelling,
exploration, levels or leaderboards) are the highest-rated features that learners
find important for a good learning experience.
Figure 7 Essential features of the online learning experience
Includes game-based elements 24%

Gives me a completion certificate at the end 20%
Uses multimedia (video, sound, animation, etc) 9%
Allows me to self-direct my pathway 7%
Allows me to download transcripts/slides etc 7%
The media are drawn from actual situations 7%
Allows me to practice skills safely in simulation 5%
Offers relevant and challenging interaction 5%
Includes tests and feedback 5%
Is fully accessible for those with disabilities 5%
Broken up into easy to digest learning chunks 3%
“Due to the diverse nature of the organisation—both in terms of people and

skill sets—we are not able to use off-the-shelf content easily, as it may not
match the technical needs for different levels of staff. Many role-specific
training needs are not available in the market and hence needs to be custom
built for the staff.” (HR Officer, Government Agency)
Build or Buy?
The decision to build rather than buy will be based on the answers to a number of questions:
Has anyone else developed good learning resources for this topic that I can share?
Is the topic specific to the business, profession or job role?
Are there assessment criteria or external standards that must be met?
Do we have the skills on our team to design and build modern learning content?
Have we defined the objectives clearly?
Have we identified subject experts that are willing to help?
Do we understand the critical questions to ask of any external provider?

Figure 8 Source of elearning content
Bespoke mobile apps 49%

24%
Custom made in-house 87%

72%
Custom made externally 74%

57%
Off-the-shelf 77%
66%
Top Deck All
Organisations in the Top Deck are using significantly more bespoke elearning
content than the rest, but this simply echoes the fact that they are using a greater
proportion of online content altogether—more in-house video, more user-
generated content, more podcasts, more mobile apps and more open and free
education resources. But they are also more likely to look for off-the-shelf
material from learning portals offering paid-for content.
► 70% use digital materials offered for free at the point of use (e.g. content
from Wikipedia, OU, etc.) (65% sample average)
► 61% use paid services like information repositories or learning portals
(51%)
“We are sifting through the volume of suitable vendors who understand
learning as well as being creative with content.” (Global Talent & Learning
Manager, Healthcare)
Curation not creation

In the Top Deck, 51% have a content curation strategy in place to help staff make Only 13%
sense of the resources available to them (13% sample average).
have a
With a plethora of tools available online, often at no cost, there are still very few content
organisations investing much time in content curation. Out of over 700
curation
organisations taking part in the most recent TM Benchmark, only 18% are using
content curation or social bookmarking tools (such as Pinterest, Stumbleupon, strategy
Curatr) at all, and 10% would consider that they are just experimenting with these
tools. Top Deck organisations are more likely to be using curation and social
bookmarking technologies already (42%).

Skills of L&D
In previous studies we have drawn attention to the large numbers of L&D that
report a lack of instructional design and content creation skills amongst L&D staff,
and yet these same organisations are using rapid application development tools
to create compliance courses and reporting low completion rates.11
Those in the Top Deck fare somewhat better:

97% say that
instructional ► 82% of Top Deck organisations agree that their L&D staff are confident in
incorporating the use of new media in learning design (30% average)
design and
► 67% have the right skills to design solutions that exploit learning
content technologies to business advantage (24%)
development
Recognising that these are skills they need in the wider L&D team is the first step,
are priority
and across the sample, over 90% of organisations set these skills as a priority.
skills However, Figure 9 illustrates that in-house skills for digital content development
are in short supply, with fewer than one third of organisations claiming to have
the skills to deliver a great webinar or facilitate social and collaborative learning,
despite the massive increase in use of these technologies. L&D are missing a trick
when it comes to harnessing the power of social platforms not just for
communications, but for sharing learning resources.
Figure 9 Skills in house for learning design and development
Facilitating collaborative learning 50%

25%
Digital content development 52%

34%
Virtual classroom/webinar delivery 58%

35% Top Deck
62% All
Implementing blended learning 49%
Instructional design 73%

57%
Curating assets 75%

41%
One of the content challenges for us is: “Not enough knowledge and skills
available to build content.” (L&D Business Partner, Professional Services)
11
‘Preparing for the future of learning’ 2016. https://towardsmaturity.org/2016/05/09/in-focus-
preparing-future-learning-2016/

Allowing learners to generate their own content that works for them is a strategy
that may be a work-around where L&D lack the skills themselves. 58% of Top
Deck and 38% of the sample as a whole have user-generated content.
”In the past the content was not engaging material (more like fancy
PowerPoint). With our new LMS, it’s taking time to learn how to build content
that is much more engaging and stimulating for a learner.” (Group L&D
Manager, Hospitality)
In the final section we look at how to build effective content that is also
engaging and consider how high performing companies are driving up
learner engagement.
Tips for sourcing smart integrated content

1. Shift ownership. Managers and business units should take on more
accountability for driving learning into the culture, removing some of
the burden from HR.
2. Evaluate the business impact. Organisations expect to be able to link
learning to business results and impact—the ability to measure has
become crucial, not optional.
3. Curate the resources. Don’t just point people at content because the
title looks right or it’s by a celebrated author—test it out, ask questions
about it, find out how useful it is before you recommend it.

6 The consumer experience
High performers are prioritising the consumer experience to ensure they
deliver excellent content that is engaging and builds competent and
confident employees.
How can we improve the learning experience? The evidence shows that high
“We need to ensure
performers are more likely to:
content is engaging
and interactive ► Offer simple, one-click navigation
enough to ► Provide short bursts of online learning to support performance
encourage ► Allow learners to personalise their route through learning programmes,
participation.” but recommend paths to keep them on track
(Media sector)
► Organise resources so that they make sense in context
► Ensure learners find the right content in the right context through modern
search methods (elastic search, tagging, playlists, etc.)
► Include mobile and cloud-based solutions to increase accessibility and
flexibility
In their programme design, Top Deck organisations use a blend of methods, tools
and media:
► 100% use video, audio, images and animation as well as text in elearning
“Learners are put courses (51%)
off by too many ► 82% apply storytelling techniques in instructional design (35%)
clicks to navigate to ► 67% use highly interactive methods, such as games and simulations, in
learning modules elearning solutions (22%)
within the LMS.”
And they help to embed the learning in behaviour through practical application:
(Retail sector)
► 94% Include activities that help individuals practice desired outcomes
(45% sample average)
► 74% Develop stretch tasks to embed learning in behaviour (26%)
► 50% Explore the behaviours of high-performing individuals when
designing learning (24%)
Driving engagement
High-performing companies are looking at their marketing techniques to build
interest and momentum for learning initiatives. They understand the need to
recognise and reward achievement, open up technology access and make
learning fun!

Learners are much more likely to be talking to each other than to L&D. Only 4% of
learners report that it’s the opinion of an L&D team member (including their
trainer or tutor) that will most likely encourage them to learn online. They are
already talking and sharing their opinions about the learning resources they are
using.
► 24% use social media to find out what others think about a course (e.g.
elearning, video, classroom course, etc.)
80% of
► 31% value course recommendations their peers have suggested on social
networks
learners are
willing to
L&D professionals need to make sure that their learners are talking about a great
share their
learning experience and sharing useful, relevant content.
knowledge to
Across the 2017 sample as a whole, 95% of organisations want to drive up
help others
employee engagement with learning as a result of their digital, modernised
learning strategy, but only 26% are achieving the goal they seek. 61% of those in learn
the Top Deck are achieving this goal.
So how do high performing organisations drive engagement?
Communication and marketing

High performers recognise the value of good communication and use a variety of
channels to ensure that staff know what is available. They also use a promotional
campaign approach to direct people to a particular topic area and include
managers and all stakeholders in any learner communications:
► 95% provide learning initiatives with a specific identity and brand (49%
sample average)
► 87% ensure there is a communication plan in place for all key
stakeholders (41%)
► 72% involve top managers in promoting learning (36%)
“Learners are always 3

Removing barriers to access steps ahead in terms of
With an ever more mobile workforce, having the right technology platform in how they are accessing.
place can make or break the best of online content. With one in three We are trying to use PCs
learners reporting problems due to the IT infrastructure, offering them access because that is what we
via their own mobile device is increasingly important. Mobile learning is a have, learners are using
critical part of the Top Deck modernised learning strategy: smart phones.”
(Learning Modernisation
► 48% specifically enable content for mobile devices (36%) Manager, Healthcare)
► 46% are developing platform independent content (33%)
► 46% support BYOD (Bring Your Own Device) (38%)

Recognising achievement
With 45% of learners motivated by the need to gain professional certification and
one in four reporting that their primary motivation for learning at work is to keep
up with Continuous Professional Development, it is important to ensure that they
have the opportunity to succeed:
► 88% use online assessment (68%)

► 64% provide the means for people to prove competency in their job (39%)
► 52% use achievement goals, badges or points systems (29%)
Making learning fun

We have seen that learners enjoy the inclusion of game-based elements to
encourage participation and competition. They also seek recognition and
confirmation of their achievement. In the Top Deck:
► 42% use immersive learning environments such as serious games and

simulation (25% sample average)
► 52% use game-based techniques such as leaderboards, levels and scores
(29%)
Knowing how tech-savvy their learners are, and the ubiquity of the smartphone
and tablet, they are also at least twice as likely to be experimenting with new
technology to support a fun—but effective—learning experience:
► 24% are using wearable technologies (13%)

► 30% are using augmented reality tools such as Oculus Rift (14%)
► 24% are exploring artificial intelligence tools (9%)
In the summary checklist overleaf, we gather all the tips from each chapter
to offer a job aid that can help the busy L&D professional in creating,
selecting, developing and creating their modern content.
Tips for driving up engagement

1. Make it social—create public notes and discussions related to online
assets, follow colleagues of interest and view an up-to-date news feed
2. Enable learning anywhere—make learning accessible through various
systems and devices and embed it into the workflow
3. Champion power users—use employees to create case studies on best
learning practice

7 Tips for modernising learning content
Tips for modernising learning content
Content at the point of need

 Create a digital workplace that supports people and processes
 Make the learning digital - leverage technology to improve efficiency and effectiveness
 Make the learning mobile - make information accessible anytime, anywhere
 Make the learning modular - use small bits of content that are digestible within limited
timeframes
 Curate content and serve up the right content at the right place and time
 Personalise the experience by offering staff relevant recommendations and social feedback
within the content experience
Sourcing smart integrated content

 Shift ownership - Managers and business units should take on more accountability for driving
learning into the culture, removing some of the burden from HR
 Evaluate the business impact - Organisations expect to be able to link learning to business results
and impact - the ability to measure has become crucial, not optional
 Don’t just point people at content just because the title looks right, or it is by a celebrated
author– try it, test it, ask questions about it, find out how useful it is before you recommend it
Driving up engagement
 Make it social—create public notes and discussions related to online assets, follow colleagues of
interest and view an up-to-date news feed
 Enable learning anywhere—make learning accessible through various systems and devices and
embed it into the workflow
 Champion power users—use employees to create case studies on best learning practice
Focus on the consumer experience

 Continually review offerings and cull outdated or irrelevant content
 Deliver micro-learning to build skills in small modules
 Provide learning on a variety of modalities to suit all styles of learning
 Encourage managers to take accountability for adoption and build it into performance
management
 Make it social and allow employees to discuss, share ideas and be motivated by one another’s
progress and development
 Develop metrics to evaluate the business impact such as employee retention or internal
promotions

About Skillsoft
Skillsoft is the global leader in corporate learning, providing the most engaging
learner experience and high-quality content.
We are trusted by the world's leading organisations, including 65 percent of the

Fortune 500. Our 150,000+ multi-modal courses, videos, books and micro-
learning modules are accessed more than 130 million times every month, in 160
countries and 29 languages.
With our solutions, customers have saved as much as 68% over traditional
training methods. With 100% secure cloud access, from any device, whenever,
wherever.
Global leader in eLearning Breadth of Content

We train more professionals every day 120,000 pieces of content, including over
than any other company in the world. We 7,000 courses, 65,000 videos, and 46,000
have over 120,000 pieces of content book options and counting.
including 7,000 courses, 65,000 videos,
and 46,000 book options and counting.
Depth of Content Choice of Modalities

All aspects of eLearning covered including Our product lines engage learners with
Business Skills and Leadership, IT Skills interactive courses, enlightening videos
and Certification, Digital Skills and and practical simulations, allowing
Compliance. employees to learn in the modality that
works best for them.
Engaging User Experience Global Reach

Our product lines and delivery platform Our solutions have been deployed in 160
are designed to provide an engaging countries and 29 different languages
learning experience. including English, Korean, Japanese,
Mandarin and Cantonese.
Subject Matter Experts Certification

Our instructors and mentors have 190 In mission-critical disciplines like IT
years of combined experience and a 95% security, project management and many
customer satisfaction rating. Our authors more, Skillsoft makes it easier for your
and presenters include Fortune 500 employees to become proficient—and
executives, highly-respected leadership certified—in skills that are of vital
coaches, and revered experts like Jack importance to your organization. Skillsoft
Welch, Stephen R. Covey, Marshall offers a variety of precisely targeted
Goldsmith, Gary Hamel, and Harvard business certification solutions and online
www.skillsoft.com Business School professors. business eLearning methods designed to
+44 (0) 1276 401950 help employees stay current and acquire
the skills necessary to implement complex
projects successfully.
@Skillsoft_UK
https://www.linkedin.com/company/skillsoft
https://www.facebook.com/skillsoft/–––

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Modern learning content

For modern workers

Authored by Dr Genny Dixon

Data for this report is drawn from:

This In-Focus Report is free to download thanks to the support of Towards

Download this report from Towards Maturity’s website at:

The full range of Towards Maturity’s research reports is available from:

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Page | 2 © Towards Maturity CIC Ltd. 2017

2 The world of learning content 11

3 Characteristics of successful content strategies 15

4 Content at the point of need 19

5 Sourcing smart, integrated content 22

6 The consumer experience 27

7 Tips for modernising learning content 30

About Towards Maturity 32

© Towards Maturity CIC Ltd. 2017 Page | 3

I hope you enjoy this worthwhile and insightful piece of research.

Page | 4 © Towards Maturity CIC Ltd. 2017

► 32% of formal learning is currently delivered using e-content

► 45% believe generic online learning is not sufficiently tailored to need

► 47% of learners find self-paced elearning courses essential or very useful

What are learners looking for in an online learning experience?

► 87% regularly review their content to ensure it supports and enhances

© Towards Maturity CIC Ltd. 2017 Page | 5

► 74% are proactive in understanding how learners currently learn what

Smart decision-making on learning content must be based on what the business

► 24% of learners think the inclusion of game-based elements is essential

► On average, only 13% of organisations have a content curation strategy,

► 48% use achievement goals, badges or points systems

Page | 6 © Towards Maturity CIC Ltd. 2017

NEW: when you use something for the first time

MORE: when you want to learn more about a subject

APPLY: when you apply what you’ve learned

SOLVE: when you encounter a problem

CHANGE: when you need to do something in a new way

© Towards Maturity CIC Ltd. 2017 Page | 7

With an ever-expanding dependency on technology for business, leisure and

► A greater focus on consumer technology with a resulting shift to mobile

Page | 8 © Towards Maturity CIC Ltd. 2017

The Towards Maturity Benchmark

These effective practice work streams are described in the

In the Towards Maturity 2016 Benchmark report, Unlocking Potential, analysis

❖ Data from high-performing teams that show us the way learning

In the next chapter, we consider the advances in technology that are

© Towards Maturity CIC Ltd. 2017 Page | 9

• Design focus on the user experience

What are the important trends of 2017?

• Microlearning online training libraries (e.g. subscription learning)

• Flash content converted to HTML5

Page | 10 © Towards Maturity CIC Ltd. 2017

Whether implemented through text, discussion, audio/video, imagery, game or

To store, deliver and track online courses 95%

To integrate with our HR systems/MIS 43%

To support mobile learning 37%

As a cloud based service 30%

To support virtual classrooms 28%

To integrate with external video libraries 26%