Implementing eLearning in Traditional Industries: Challenges and Solutions
Worldwide spending on digital transformation is expected to reach USD 2.5 trillion by the end of 2024 and in 2027, that figure is forecast to reach USD 3.9 trillion. As various sectors digitalize, eLearning is becoming a more widely used tool for workforce development.
Globally, industries such as construction, transportation, certain types of manufacturing, and even hospitality are not transforming at the same rate as sectors like retail, finance, and other professional services.
In these industries, Learning and Development professionals tasked with driving the shift have to balance modern learning methodologies with entrenched practices.
Today, we’ll explore the challenges involved and offer solutions tailored to the dynamics of traditional industries.
Benefits of eLearning in Traditional Industries
Aside from the general benefits eLearning provides, here are a few considerations for more established industries:
Challenges and Solutions
What are the challenges facing L&D professionals and preventing companies from leveraging the benefits of eLearning for corporate training? And how can they be addressed?
Challenge 1: Deep-Rooted Cultural Norms
In some industries, training is synonymous with in-person workshops or mentorship programs. Employees and even leadership might view eLearning as incompatible with their work culture, reinforcing a narrative that it’s for office workers only.
Solution: Conduct a cultural diagnosis before introducing eLearning into your curriculum design. This involves engaging with workers to understand their values, habits, and concerns.
Frame eLearning content as an enhancement – and not a replacement – of traditional methods. For example, position it as a complement to apprenticeships or field training, allowing for continuity with established norms.
Leadership buy-in is crucial. When managers actively champion the program, it validates its relevance and builds credibility.
Challenge 2: Operational Downtime Constraints
In sectors where production schedules are tightly interwoven with training plans, allocating time for eLearning can be perceived as a disruption to productivity.
Solution: Integrate eLearning into natural work rhythms. Microlearning modules – focused bursts of content that take only minutes to complete – can fit into daily routines without causing disruption.
Another approach is just-in-time learning. Here, employees access specific training content the moment they need it, such as quick reference guides for machine troubleshooting. To further mitigate downtime concerns, stagger training schedules and use asynchronous learning.
Challenge 3: Lack of Technological Heterogeneity
Unlike modern office environments with standardized technology, traditional industries may feature diverse and sometimes, outdated systems. Employees may share limited equipment, and remote or field locations exacerbate technological inconsistencies.
Solution: Develop a multi-modal L&D strategy that accounts for varying levels of technological maturity. Cloud-based platforms with offline capabilities can bridge the gap in resource-constrained settings.
Challenge 4: Applying Training to Real Scenarios
Traditional industries rely heavily on practical, hands-on skills. A common critique of eLearning is its perceived inability to replicate real-world experiences, particularly in safety-critical environments.
Solution: Immersive technologies like Virtual Reality (VR) and Augmented Reality (AR) have proven effective in technical and safety training, providing content that mimics real-world scenarios. For example, VR can simulate hazardous environments for safety drills, while AR can provide step-by-step equipment repair guidance.
DHL used VR to assist with training for complex tasks and saw a 100% reduction in lost time due to injury and a 32% reduction in reported near misses. What’s more, incident reporting rates increased, showing that staff adapted to better handle such situations.
Including scenario-based learning into curriculum design also helps, prompting learners to make decisions that mirror on-the-job challenges. This also helps improve decision-making skills in general.
Challenge 5: Varying Technological Proficiency
Workers may each have different learning preferences and comfort levels with technology, depending on factors including their economic background and location. For example, workers living in rural areas with limited internet connectivity may not use technology as much in their personal lives. This diversity complicates the design of a one-size-fits-all eLearning solution.
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Solution: Adopt a persona-driven learning design approach. Conduct user research to segment employees based on factors like role and technological proficiency and develop modular content that caters to these personas. For example, interactive simulations may suit more technically proficient learners, while video tutorials may benefit less experienced users.
Challenge 6: Skepticism About ROI and Impact
L&D investments in traditional industries are sometimes scrutinized regarding their impact on operational improvements. eLearning initiatives may face additional skepticism due to their intangible nature compared to hands-on training.
Solution: Implement a data-driven evaluation framework from the outset. Use learning management systems (LMS) with analytics tools to measure participation, knowledge retention, and behavior change.
Go beyond checking completion rates by tying learning outcomes to business metrics, such as reduced downtime, fewer safety incidents, fewer defects, or faster task completion rates. Regularly share these insights with stakeholders to build a strong narrative around the value of eLearning.
We recently published a five-part series on measuring the ROI of L&D. You can read part one here.
Challenge 7: Regulatory Compliance
Industries like aviation operate under strict regulatory oversight. Training programs must meet stringent requirements, and the ability to ensure compliance through eLearning may be questioned.
Solution: As with any form of training – whether traditional instructor led or online learning – it’s a case of using content that's been certified in accordance with industry standards. It's also important to frequently update content in line with changing regulations and industry best practices.
As mentioned, choose platforms that provide audit trails, enabling you to demonstrate adherence to training mandates during inspections.
Incorporate proctored online assessments and adaptive testing that evaluates both theoretical knowledge and practical application.
Challenge 8: Maintaining the Human Connection
In industries where mentorship and peer learning are ingrained, there may be concerns that e-learning might erode the human element of training.
Solution: As mentioned, eLearning can be a complement to, and not replacement of traditional training methods. A blend of both is considered best practice anyway.
To further strengthen the human aspect and maintain company culture, integrate social learning features into eLearning courses, such as forums, chat functions and peer-review assignments.
When conducting virtual workshops or live webinars, use breakout rooms so that staff can engage with each other and with trainers in real-time.
Conclusion
Implementing eLearning in traditional industries is less about overcoming technological barriers and more about rethinking how learning integrates into existing ecosystems. Success hinges on a nuanced understanding of these industries’ unique dynamics and a commitment to addressing their specific needs.
For L&D professionals, this is an opportunity to act as enablers of transformation, bridging the gap between tradition and innovation. With carefully crafted strategies, eLearning can become a foundational element of workforce development, ensuring that even the most conventional industries thrive in an increasingly digital world.
How Can Kurricula Help You?
We provide eLearning development services for companies across the world – from Instructional Design to full-service eLearning solutions. Reach out to us today to learn more about how our team can assist you – or visit our website here:
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To overcome barriers like cultural norms and operational constraints, tailored solutions like microlearning and VR are essential. How can we measure the real impact of these initiatives on key operational metrics? What are the best practices for maintaining human engagement while adopting digital tools?