Emerging eLearning Trends That Will Shape 2022

Emerging eLearning Trends That Will Shape 2022

There is no doubt that eLearning has made tremendous progress in the last couple of years. While the global pandemic of Covid 19 forced the entire ecosystem to look at innovative ways in which learning could be imparted; educators, technologists, and eLearning companies rose to the challenge with unforeseen creativity and innovation. What seemed to be an unsurmountable barrier at the outset, turned out to be one of the biggest opportunities that transformed the paradigm of learning like never before.

The Year 2021 was certainly an eventful year in this context. Harbinger Interactive Learning (HIL) has been on the forefront of this transformation helping eLearning companies worldwide to deliver impactful, modern learning experiences.

Poonam Jaypuriya, Vice President eLearning, who heads the business operations, strategy, and sales planning at HIL is an established eLearning leader of repute. Her strategic expertise coupled with an extensive experience of steering the eLearning line of business makes her an authoritative voice on emerging technologies and trends.

We round up the year with a quick one-to-one with Poonam to explore the possibilities and prospects that the Year 2022 holds for eLearning. We are happy to share the following insights from our eLearning Leader Poonam Jaypuriya.

Q:  What are some of the emerging trends that show promise for improving the learner experience and engagement in the coming year?

Poonam: Based on our conversations and project experience with customers, here are a couple of emerging trends which seem to hold a lot of promise in 2022:

      • Competency-based learning to help upskill and reskill employees.
      • Content curation for selecting useful content based on immediate business demands.
      • Just-in-time learning with AI based solutions like chatbot and nudge-learning.
      • AR (Augmented Reality) which is poised to get more mainstream in eLearning.
      • VR (Virtual Reality) may still be limited to specialized skills considering budget constraints.

Q:  What according to you is the NEXT BIG thing in learning?

Poonam: Today, most companies are struggling with skilling and reskilling of employees owing to new business needs. With the rate at which technology and business demands are changing there is no doubt that this is going to be an ongoing requirement. L&D leaders will be forced to strategize a long-term solution for this business imperative. Obviously, the traditional way of developing eLearning does not have the potential to support this for a sustainable period of time.

According to me, thinking of a new way of upskilling people using competency-based learning – focusing on competency vis-à-vis skill gaps – is a solution that can give targeted learning results. This will be central to most of the eLearning strategies, moving forward.

Q: Will content curation be integral to L&D strategy in 2022?

Poonam: Yes. In the current scenario, businesses, job roles, and expectations from employees are undergoing huge transformation. A lot more is expected from an individual and that too at lightning speed. L&D leaders will not only have to look at the current skill required of employees, but they may also have to factor future needs of the business. The traditional process of identifying the need, creating content with the help of SMEs, developing elearning, and then delivering over a period of weeks before someone can start performing in a role, will have to change.

In the new scheme of things, the role of L&D is gravitating towards making relevant content available right at the point of need. And content curation would be an integral part of the L&D strategy to help achieve the evolving business objectives.

Q: How is emerging technology making personalization and tailored experiences a reality?

Poonam: Using data to track learner actions, and AI to make intelligent recommendations based on common patterns, are the two key drivers that are helping deliver personalized learning experiences.

Earlier there was limited tracking of information in terms of score and completion of learning. However, with the use of xAPI and new age analytics one can track various parameters and learner behaviors which can be used to deliver interesting experiences.

For example, if the learner is not making any progress for a certain amount of time, or one is doing back and forth on a screen or video for multiple times, or skipping certain pages, or clicking on certain specific points or tab multiple times, then such cues can be used to make intelligent learner behavior interpretations to deliver personalized learning experiences.

Q: What is your ‘eLearning resolution’ for the New Year?

Poonam: : My role primarily revolves around designing eLearning solutions with appropriate use of technology and instructional solutions. Technology is evolving at rapid pace. And as a solution designer it is critical for us as an organization to be on top of these evolving technologies. This would help us design and deliver right solutions rapidly and at scale for the modern-day learners and help our customers achieve their business demands.

So, my resolution would be to keep learning and be on top of these technology changes. And also continue to imbibe a learning culture in our team to deliver these solutions at scale.

My Experience at The Colossal – #SHRM2018 in The Windy City


The Stage was Set

SHRM 2018 annual conference & exposition was the largest in terms of attendance and footfall in its 70 year history. Reports claim that the turnout was anywhere between 20,000 – 25,000 attendees. The massive setting was apt for this grand event with the venue being the McCormick place in Chicago, the largest convention center in North America. The city stayed true to its nick name the windy city with gutsy winds blowing throughout the area but the good part was that it was pretty sunny and warm atleast for a major portion of the four day event.

The Energy, Enthusiasm and the Spotlight

The venue was abuzz with activities throughout its entire duration and the level of enthusiasm and energy was at its peak. The sheer number of people attending this event is a great indicator that there is a continued spotlight on the Human Resources (HR) function. Movements like #MeToo, #TimesUp and events like Starbucks Diversity Training Day have played their role in ensuring this.

I personally had the opportunity to speak to quite a few training providers and understand their digital solutions around compliance training. There seems to be a lot of focus and emphasis on making sure that the new age compliance digital learning is not just a check box, it is instead designed to create a culture of learning instead of training. It also ensures a continued reinforcement of the learning through multiple innovative ways and delivery models.

Some other prominent things to watch out for in the coming days would be:

  • Focus on building workplace culture with civility at the forefront and openness to diverse perspectives
  • Human Resources’ contribution to workforce development essentials, meeting the shortage of skilled workforce to fulfill the needs created by industrial revolution 4.0
  • Managing employee relations in the times of gig economy


The Famed Chicago Style Hot Dog

Before I end this blog, I have to mention this, when you are in Chicago you have to try the famous Chicago style hot dog also known as “dragged through the garden” due to the numerous toppings. There was ample supply of the same at the venue, so it kept people full and satiated.  And yes, I did learn that when you are in Chicago you don’t put the red ketchup on your hot dogs.

Overall it was a great event, lot of learning and great networking opportunities. I am now eagerly looking forward to SHRM 2019. Did you participate in this year’s event? How was your experience? Share through comments below.

7 Things to Keep in Mind While Designing Digital Learning for Millennials

For eLearning course designers, learners have always been the central focus. In the recent times, it has been felt that the way learners learn and consume eLearning has been changing and one of the primary reasons is the emergence of the millennial learner on the stage.

So, who’s the millennial, and what’s so different about their learning style?


Millennials are the digital generation of today (mainly, the people born in the 1980s or 1990s) who are married to technology to an extent that it’s almost an extension of their own selves. Research indicates that they:

  • Are global citizens
  • Have an entrepreneurial spirit
  • Come from diverse backgrounds
  • Have a limited attention span

So how do you align your development strategy to meet the specific learning needs of millennials?

  1. Make it platform and device agnostic: Do not bind the learner to a specific device or environment; make the digital learning available anywhere, anytime. Preferably, adopt a ‘mobile first’ approach.
  1. Keep it short: Keep the eLearning bite-sized and make it available in micro-learning formats to suit the diversified visual, auditory, and kinetic learning needs. A rigid framework might put off the learner.
  2. Learning goal should be visible: Make the end goal visible to the learner to tie the learning to their work life. This will bring in their active participation and will also encourage them to use the learning in real-world scenarios. This serves their need to be practical and result-oriented.
  3. Make it challenging and fun: Millennials would prefer to solve challenges, so create scenarios close to their day-to-day work and throw in some gamification elements to make it a challenging and fun experience at the same time.
  4. Enable the learner: Keep the design fluid, and enable them to be in control, to take risks, and to multitask. For example, teach a sales call through a branching scenario where learners select the choices they will make while talking to a prospective customer that could result into a successful closure or lost opportunity.
  5. Make it social: Bring in the social and collaborative learning components such as discussion forums, chats, badges, etc. Millennials prefer collaborative experiences and tend to share anything they like. This allows them to enhance their learning experience and also helps the learner community.
  6. Keep it diverse: Various research studies show that millennials are the most diverse of the lot. They consider themselves global citizens. Aim to capture this element in your design for an enhanced learning experience. This could be achieved by using ethnically diverse photographs, globally applicable examples, and using “youth speak.”

This is definitely not a secret sauce or the only seven things which need to be considered while creating a digital learning experience for millennials; but something basic, yet important.

I would like to hear both from eLearning designers and millennial learners about their experiences and views on this.