What are the Drivers and Barriers to the Growth of Digital Learning?
Even before the stimulus of the pandemic, employers, vocational providers and higher education institutions had already been investing in their online learning development and delivery. The overall global market for online learning is projected to reach US$350 billion by 2025 across education and corporate markets. What are the drivers and barriers to the growth of digital learning?
Driver of Digital Learning
This growth has been driven by such factors as:
- technological change and advances (such as improved access to high-speed broadband, emerging applications such as artificial intelligence and virtual reality-based learning, and increased learner familiarity with technology that can support learning)
- learner expectations around flexibility of study
- cost and resourcing considerations, meaning employers are demanding shorter, faster and cheaper development programmes and courses that can be more integrated with an employee’s ‘day job’
- the widespread requirement for re- and upskilling of jobs in many employers due to technological and organisational changes.
Barriers of Digital Learning
There are many barriers to the further expansion and the effective use of digital and online learning. These typically fall into three main categories:
- technological barriers such as disparities of access to reliable devices or Wi-Fi; a lack of tech support; or cybersecurity risks
- instructional barriers such as the digital competence levels of instructors and lack of training and support provided
- learner barriers, such as feelings of isolation and lack of time for learning.
What impact has COVID-19 and lockdown had on digital learning?
The COVID-19 pandemic has forced a faster and far more widespread shift to digital learning, driven by the surge in homeworking and the urgent need for new forms of training and support.
In the employer market, there has been a huge and rapid shift in how learning and development is delivered, with attempts to adapt and move learning online, and some organisations attempting to move to fully online provision.
Throughout the pandemic, some employers have used digital learning to provide and maintain access to necessary training and to provide opportunities for continual professional development. Some employers have also trained, and attempted to maintain the engagement of workers through offering online opportunities for learning and social support.
About the Author
Salina is passionate in talent development. She works as a career development coach and leadership training facilitator. Recently, she is passionately driving digital learning transformation. She has over 20 years of solid experience in learning and development, organization development, talent management and leadership development. She is also experienced in building organization culture, leading change management & re-organization projects, talent acquisition, developing competencies framework, performance management and succession planning. Salina holds a Doctor of Philosophy in Business Administration, a Master in Science, Training & Human Resource Management and a Honours Bachelor of Arts Degree. She has also attained Executive Coaching Accreditation (ICF Professional Certified Coach) & Certified Team Coach.