In this article, we will discuss the concept of “digital learning”, a training tool useful to companies because of its personalization and especially its long-term interest. Its specificities will be developed during this article. This concept integrates e-learning into its operation, but it is only one part of it. Digital learning has been around for several years but has only recently become as widespread as it is today.
The concept of digital learning corresponds to the presence of digital technology in training courses, linked to the ubiquity of new technologies at the heart of business operations.
Difference between e-learning and digital learning:
E-learning should not be confused with digital learning. E-learning is essentially based on a distance learning system. Digital learning, on the other hand, has a part of guided self-training at a distance, but also interactions and more personalized support during face-to-face workshops (or at a distance, since this support can also be provided by means of the digital tools that will be set up).
Where e-learning has its limits, digital learning is there to deepen the approach since it reinforces the knowledge acquired during training sessions. Digital learning goes further and is more focused on the long term. The training courses are built differently and the pedagogical resources mobilized are new. We can therefore say that e-learning corresponds approximately to a part of digital learning.
So what is digital learning?
Digital learning is done in such a way that the person who follows the training is evaluated in the long term. By means of reminders, assessments are made to make sure that the employee does not forget the notions he or she may have learned during the training. The individual’s level is evaluated at the beginning of the training period in order to offer much more personalized training courses that take into account the person’s level.
Moreover, digital learning offers training sessions consisting of two parts: an individual and distance learning part but at his level and pace AND a collective part in face-to-face (or distance learning) through practical activities. In these potential face-to-face phases, the trainer can also intervene and help according to the needs and difficulties of each person. It should be noted that face-to-face training is not mandatory and can be done at a distance through digital technology.
In this concept, it is the employee himself who is at the center of attention. Digital learning focuses on the long-term learning of different modules. This is why it is used for company training courses in particular. One of the key words is therefore: flexibility.
In short:
Finally, digital learning is: a personalized distance and/or face-to-face training, alone or in a group, with assistance as needed and taking into account the level and rhythm of each person thanks to short modules. Digital learning, in other words, it is an experience that allows us to make ourselves better thanks to our new skills.
The contents:
Digital learning is a training method for employees or other individuals who wish to learn. The need in terms of content is great since trainers must have supports to rely on. It is possible to create platforms, intranets or even applications dedicated to the distribution of digital learning content. Our agency is able to offer you the creation of these platforms which are crucial in this training model. We can also produce your training videos in an animated (motion design) or filmed way thanks to the teams of our production studio (www.lakeprod.ch).
To go further:
The main trends in digital learning:
What we really need to take into account for the trends of 2020 and the years to come, for digital learning, is that it must be seen in the long term.
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The learner at the heart of training methods:
Also, in the learning revolution, new training methods revolve around the learner. The idea is to put oneself in the learner’s shoes to identify what might be interesting to try and what doesn’t work.
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The personalization of the training:
One size fits all training does not work, or does not work well. We finally realized this. Everyone has a different approach to learning and everyone has different difficulties or gaps on a theme, which makes training too impersonal and generalized. The objectives of each learner must be correlated with the training itself in order to improve employee performance.
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The use of video:
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It is clear today that videos are more attractive than reading a PowerPoint or a multi-page folder. There can be different video formats and when it is a classic format: i.e. a trainer facing the camera explaining the expected notions, the trainer has to be pedagogical and interested in what he or she is saying in order to capture the interest and commitment of the employee in training. In addition, it is possible to produce videos in motion design format, an innovative format that quickly captures the attention of those watching the video.
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Shorter but more numerous trainings:
We all know it: too long trainings are not productive, it’s even often the opposite. Few notions necessary to the learning of a theme emerge and it is often a waste of time. Today, it is necessary to privilege short training sessions and multiply them if necessary. The acquisition of new skills and notions can also be done more quickly through this means and the training itself can also be shorter in time. Of course, workshops and small evaluations can also be added, and these continue over time to reinforce knowledge.
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Virtual classes combined with face-to-face classes:
Hence the importance and the rise of digital learning which combines self-study at a distance and/or face-to-face workshops, it is important to combine the two to ensure that these learners assimilate the concepts. In addition, moments of interaction are more easily achieved in face-to-face sessions and everyone’s questions can be answered more easily.
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Virtual reality and augmented reality in the service of digital learning training:
There is also a great tendency to put virtual reality and/or augmented reality at the service of training in order to obtain impactful and striking content for the learners.
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The gamification in the stakes of training in digital learning?:
Gamification would make training even more effective for the learners since the use of games implies a better engagement of the learners and makes the sessions much more fun and entertaining.
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The use of social networks in training courses?:
The ¾ of the world population using the internet, use social networks. It becomes a real issue and a challenge to exploit social networks for learning purposes. In addition, interesting content can sometimes pass on social networks and through these videos passes a real learning. Some trainers use this to have pedagogical discussions with these learners. In addition, groups are created to provide pedagogical content.
