Studies have shown that using different types of learning techniques improves an individual’s engagement with the topic, retention of information, and overall satisfaction. Offering a variety of content, delivery methods, and further resources makes the learning experience richer and ensures the best possible outcome. Examples include supporting a face-to-face training program with e-learning modules, mobile learning sets, or discussion forums. Emerging new modes like AI, AR/VR, and gaming are adding flavors to blended learning techniques.

In this blog, we will speak a little about a few new-age training trends, the challenges of their implications, and a few solutions.

Trends in New Age Corporate Training Programs

The success of any corporation also depends on the quality of the employees one hires. Therefore, building an effective team is the key to ensuring that your business prospers. Let’s explore the trends shaping the future of corporate training programs:

1. Virtual reality (VR) simulations

Virtual Reality (VR) simulations are revolutionizing new-age training by providing immersive and realistic learning experiences. From on-the-job scenarios to complex simulations, VR technology allows you to train employees in a safe and engaging immersive learning environment, fostering better retention and application of knowledge.

With VR simulations, organizations can increase their total productivity while assisting trainees in becoming highly trained workers. Organizations can train their employees better, faster, and more efficiently than traditional training methods. This technology can reach any human being and thus democratizes learning in a big way.


High implementation costs

The cost of developing and implementing VR simulations can be a significant hurdle for organizations with limited budgets.


Gradual implementation and partnerships

Start with pilot programs for critical training areas and gradually expand. Collaborate with VR development partners to share costs and expertise, making the adoption more financially viable.

2. AI-driven learning platforms

Artificial Intelligence (AI) has ushered in a new era of personalized learning. AI-driven platforms analyze vast amounts of data to understand individual learning styles, preferences, and performance metrics. This information is then leveraged to curate bespoke learning paths for each employee, ensuring that training is not only relevant but also delivered at the optimal pace for maximum retention. An AI-driven learning platform incorporates artificial intelligence technologies to maximize the management and delivery of educational content and learning experiences.

Unlike traditional learning platforms, which focus on organizing and delivering courses, an AI-driven new-age training platform has transformed modern L&D with intelligent features and algorithms to:

  1. Personalize the learning process with recommendations.
  2. Provide adaptive learning experiences based on feedback and previous training.
  3. Gather data-driven insights about training progress and engagement.


Data privacy concerns

As AI analyzes sensitive data for personalized learning, organizations face challenges related to data privacy and security.


Robust data protection measures

Implement stringent data protection measures, adhere to compliance standards, and transparently communicate data usage policies to build trust among employees. Regular audits ensure ongoing compliance.

3. Microlearning modules

Microlearning is a response to the modern learner’s desire for concise, easily digestible content. These bite-sized modules cater to the shrinking attention spans of employees. It offers quick, focused bursts of information. Organizations are recognizing the effectiveness of microlearning in promoting continuous learning, as it seamlessly integrates into the daily workflow without overwhelming the learner. Here are some microlearning content examples:

  1. Text (phrases, short paragraphs)
  2. Images (photos, illustrations)
  3. Videos (of the short variety)
  4. Audio (short snippets of speech or music)
  5. Tests and Quizzes

In this era of busy schedules and short attention spans, microlearning is a near-perfect training model. And it can be used for all kinds of training. A few microlearning examples include employee onboarding, compliance training, and skills training.


Resistance to change

Employees accustomed to traditional training methods may resist the shift towards microlearning, viewing it as a departure from established norms.


Comprehensive change management

Conduct thorough change management, emphasizing the benefits of microlearning—time efficiency, enhanced retention, and seamless integration into daily tasks. Provide ample training and support during the transition.

4. Gamified learning

Gamification adds an element of fun to the learning process. It incorporates game-like elements such as points, badges, and leaderboards. Gamified learning as a form of new-age training not only captivates the learner’s attention but also stimulates healthy competition, driving employees to excel in their training endeavors.

Gamification in eLearning uses the following elements:

  1. Challenges: Challenges are given to map the learning objectives or learning goals of the overall training.
  2. Levels: These map the learning journey, and as the learner goes through each level, it represents a step up in proficiency for them.
  3. Instant feedback: This helps learners know how far they are from their learning objectives so they can adopt the necessary measures to improve their performance.
  4. Scores: They are indicators of learners’ performance and are closely aligned to offering gratification and a sense of accomplishment.
  5. Points and Badges: As the learners go through the learning path and certain clear levels, they are given badges. These reflect affirmations for their significant achievements.
  6. Storytelling: This involves presenting the eLearning material in the form of a story. The learner’s decisions determine the outcome of the game, making it an interactive and immersive experience.
  7. Leaderboards: They provide a visual representation of the overall progress, including against other learners. The analytics helps the learners to stay connected to the learning journey and aligned to reach their initial goals.
  8. Competition: This can also be leveraged effectively as it helps the learners to assess where they stand against their peers.
  9. Collaboration: This feature not only facilitates a team-building environment but also enables learners to leverage the support of their peers or guidance from others to reach their goals.
  10. 2D/3D Avatars: 2D/3D avatar-based games are games where players create and control a character or avatar in a virtual world. These games often feature social interactions, exploration, and gameplay mechanics such as quests, battles, and customization options for the avatar. You can develop 2D/3D games and create interactive avatar games to make them real-life-like.

You can blend all these gameplay elements with complex workplace scenarios and create immersive and interactive gamified training environments.


Designing effective gamification

Poorly designed gamification can result in disengagement or distraction, defeating the purpose of enhancing the learning experience.


User-centric design and feedback loops

Design gamified elements with the learner in mind, ensuring they align with the training objectives. Regularly collect feedback and iterate on gamification elements based on user experiences.

5. Personalized learning paths

A learning path is essentially a collection of personalized courses that are grouped to ensure that learners master a particular topic or program. Personalized learning paths empower employees to chart their unique learning journeys. Through assessments and feedback, training programs adapt to individual strengths, weaknesses, and aspirations. This ensures that each employee receives a customized roadmap for skill development, leading to a more motivated and skilled workforce.

Components of creating personalized learning paths:

Step 1: Develop personal learning goals

The instructor and learner work to develop short-term, intermediate, and long-term personal learning goals.

Step 2: Select activities and resources to support learning

Both the instructor and the learner suggest activities and resources to use in meeting the employees’ personal learning goals.

Step 3: Identify progress markers

The instructor and learner identify markers that show progress toward meeting each learning goal. Markers are based on formative assessment data and help the learner focus on the learning progress rather than simply what activities and tasks they are doing.

Step 4: Define how the learning will be demonstrated

The final step in constructing personalized learning paths is defining how learning will be demonstrated.


Overwhelming personalization

Balancing personalized learning without overwhelming employees with too many choices or irrelevant content can be challenging.


Continuous feedback and adaptation

Regularly seek feedback from employees on their learning experiences. Use this feedback to fine-tune the algorithms and criteria driving personalized recommendations, ensuring relevance and avoiding information overload.

6. Social learning platforms

Social learning platforms facilitate collaboration and knowledge sharing among employees. By integrating social elements such as discussion forums, peer-to-peer learning, and collaborative projects, organizations tap into the collective intelligence of their workforce. It has, therefore, become another new-age training solution. This fosters a culture of continuous learning and community within the organization.


Resistance to participation

Employees may hesitate to engage in social learning platforms due to concerns about time constraints, lack of interest, or fear of exposure.


Fostering a positive culture

Encourage a positive learning culture that values collaboration. Recognize and reward contributions, ensuring that employees feel supported and motivated to actively participate.

7. Continuous learning culture

In the new age of corporate training, the emphasis is on cultivating a continuous learning culture. Organizations are recognizing the need for ongoing skill development to stay competitive. Encouraging employees to embrace a mindset of continuous learning ensures they stay abreast of industry trends, fostering adaptability and innovation.


Overcoming resistance to change

Establishing a continuous learning culture may face resistance from employees accustomed to a more traditional, sporadic learning approach.


Leadership advocacy and communication

Leadership must actively advocate for continuous learning and communicate the long-term benefits. Providing success stories and showcasing the positive impact of continuous learning can inspire buy-in from employees.


Trends in New Age Corporate Training Programs

Trends in New Age Corporate Training Programs

Knowledge Check!

Frequently Asked Questions (FAQs)

Why do companies need corporate training?

Companies need corporate training to enhance employee skills, improve productivity, foster innovation, and adapt to evolving industry trends.

What are the benefits of corporate training?

The benefits include increased employee satisfaction, better performance, and a more competitive edge.

What is the corporate training objective?

The objective of corporate training is to align employee skills with organizational goals, ensuring a capable and adaptable workforce.

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