This guide is your comprehensive hub for everything eLearning. Built for L&D professionals and business leaders, it goes beyond the basics to cover strategies, tools, and trends that shape modern training. From course design to platform selection and emerging innovations, use this resource to future-proof your learning strategy.
You’ll explore:
Core principles that make online learning effective
Different types of eLearning and how to build engaging courses
How to choose the right training platform for your organization
The latest eLearning trends and strategies to stay ahead
How to build a scalable learning and development (L&D) strategy
Effective learning depends on approaches that are flexible, consistent, and measurable, which is why eLearning has become central to how organizations train and grow. It goes beyond putting content online and provides a framework for designing, delivering, and scaling programs that adapt to changing needs. Many companies use learning management systems (LMS) to support these efforts, creating scalable and engaging experiences that drive both individual growth and organizational impact.
What is eLearning?
An electronic learning platform is an integrated set of interactive online services that provide trainers, learners, and administrators with the information, tools, and resources to support and enhance education delivery and management. LMS systems are one of the most common ways organizations put eLearning into practice, offering a central hub for training programs.
A wide range of companies offer online learning platforms, from systems built for employee and organizational training to virtual environments designed for hosting and selling courses as part of a business.
Who is eLearning for?
Understanding who benefits from eLearning starts with recognizing the different ways organizations use it to reach diverse learners and meet critical business needs. Executives in business, learning and development (L&D), and human resources (HR) often drive these strategies because eLearning supports both internal and external training.
Common eLearning use cases include:
Compliance training to ensure employees meet legal, regulatory, and policy requirements.
Onboarding new hires to help employees adapt quickly to company culture and role expectations.
Customer training to improve product knowledge, adoption, and satisfaction.
Partner training to strengthen channel relationships and performance.
Sales and CX training to boost skills, consistency, and effectiveness across teams.
Professional development to support continuous learning and career growth.
These examples show the many ways eLearning creates value. We’ll start by exploring compliance training.
Compliance training
Companies need compliance training to ensure that their employees adhere to all applicable laws, regulations, standards, and internal policies. This type of training is often mandatory and can cover a wide range of topics, from workplace safety and data privacy, to industry-specific regulations. Many employers find managing, delivering, and tracking these learning programs challenging, and turn to eLearning platforms to help them streamline the process.
Traditional compliance efforts can feel reactive and resource-heavy. With the right LMS, organizations can build a better compliance training program that transforms compliance into a proactive and adaptable process.
Onboarding new hires
Regardless of industry, employee onboarding plays a key role in welcoming team members into the company and equipping them for success in their roles. eLearning is the perfect tool to ensure it’s done effectively and consistently, especially for remote and hybrid workplaces. Online learning platforms enable new hires to become familiar with company culture, policies, and role-specific responsibilities at their own pace, ensuring a seamless transition into their new position. This structured approach helps employees feel prepared and confident, leading to faster productivity and higher retention rates.
A thoughtful onboarding process goes beyond orientation and sets the stage for long-term employee success. Our Continuous Onboarding Toolkit explores ways to extend learning past the first week and keep employees supported throughout their journey.
Sales team training
Revenue-focused teams thrive in fast-moving, competitive environments where up-to-date product knowledge and strong problem-solving skills can make the difference between hitting or missing goals. eLearning platforms deliver a flexible solution to fuel growth, with access to training anytime and anywhere, whether in the office, on the road, or in front of a client. This kind of on-demand learning ensures timely updates on new products, services, and strategies get delivered when they matter most. Effective sales training creates a level playing field, helping everyone from new recruits to veteran team members refine their approach and continue growing.
While many organizations focus training on onboarding or product launches, sales teams need ongoing development to sharpen their skills and stay ahead in a high-pressure market. Discover how to support your sales team through every stage of their career with practical approaches in the Rev Up Revenue Guide.
Customer experience training
Customer support teams are on the front lines, shaping satisfaction and loyalty with every interaction. To deliver consistently strong experiences, agents need ongoing training on product updates, company policies, and communication best practices. eLearning makes this possible by offering standardized, on-demand modules that give team members access to the latest information, no matter their location.
Why multilingual training matters for CX
Did you know companies with trained multilingual staff report average increases in customer retention of around 30%?
Selecting the right platform can make all the difference. Our Guide to Choosing a Customer Support LMS highlights how to evaluate features like global reach, multilingual delivery, and reporting tools to create a training program that grows with your team and evolves alongside customer expectations.
Professional development
Investing in professional development is one of the most effective ways to retain talent and build a workforce that can adapt to change. Employees expect opportunities to advance their skills, and organizations that provide them see stronger engagement and loyalty in return. With an eLearning platform, professional development becomes more accessible through a broad mix of training, from technical certifications to soft skills, delivered in formats employees can access at their own pace.
Modern LMS solutions can support employee development with features like personalized learning paths and AI-driven self-directed learning recommendations, making it easier for employees to guide their own growth. At the same time, organizations can focus on leadership training to prepare high-potential team members for management roles.
Developing leaders internally not only reduces recruiting costs but also improves retention and helps prevent the “brain drain” that occurs when experienced employees leave without successors in place. Insights like those in the HR Playbook for Transformative Leadership show how to connect professional development with long-term business outcomes by cultivating both individual growth and organizational resilience.
Partner and customer training
Training initiatives often extend beyond internal teams to include the broader business ecosystem of partners and customers. Partners, such as resellers or distributors, are a vital extension of your sales force. Effective partner training gives them the product knowledge, brand alignment, and selling skills needed to represent your organization with confidence.
The undeniable impact of training partners
Did you know that deals close about 46% faster when a partner’s involved in the sale?
Similarly, customer training is a powerful tool for building product adoption and long-term loyalty. By giving customers the tools to get the most value from your products and services, you not only empower them to achieve better outcomes but also reduce the strain on support teams. Long story short: better customer training leads to improved satisfaction, lower support costs, and higher customer retention.
When done well, customer training becomes more than just a support function. It is a growth strategy that strengthens adoption, deepens loyalty, and contributes directly to revenue. Our Customer Training Playbook illustrates how organizations are using education to tie customer success more closely to business outcomes.
eLearning formats
What are the different types of eLearning?
Organizations have more options than ever for how they deliver training. From structured classroom instruction to flexible online modules, each approach brings unique strengths for different goals and learner preferences. Understanding the differences helps build a learning strategy that is both effective and engaging.
There’s no single way to structure learning. These next eLearning format examples highlight how organizations adapt training to balance business goals with learner needs.
Instructor-led training (ILT)
Instructor-led training (ILT) is the most traditional format, delivered in person or online with an instructor guiding learners in real time. It works best for complex subjects that require discussion, feedback, and active participation.
Training that requires detailed explanations or live Q&A
Virtual instructor-led training (vILT)
Virtual instructor-led training adapts the classroom experience to a digital setting, combining live instruction with tools like video conferencing and virtual whiteboards. It balances the structure of ILT with the scalability and flexibility of online delivery.
Most effective for:
Remote or hybrid teams across multiple locations
Companies wanting to reduce travel and venue costs
Learners who value personal interaction but need flexible access
Asynchronous (self-paced) learning
Asynchronous, or self-paced learning, lets employees move through training modules on their own schedule, balancing development with daily responsibilities. Typically delivered through an LMS, these courses combine videos, readings, quizzes, and interactive exercises to support flexible, repeatable learning.
Most effective for:
Delivering consistent compliance or foundational training
Large teams needing scalable, on-demand access
Learners who benefit from the flexibility of progressing at their own pace
Microlearning
Microlearning delivers short, highly-focused lessons that can be completed in just minutes, making it easy to fit learning into the flow of work. From quick videos to short quizzes, this format helps reinforce key concepts, prevent overload, and support continuous skill development.
Social learning creates stronger connections by encouraging learners to share knowledge, exchange feedback, and learn through interaction. Discussion forums, group projects, and peer-to-peer exchanges turn training into an organization-wide dialogue that blends skill development with community building.
Blended learning combines the strengths of multiple training formats, such as instructor-led sessions and self-paced modules, to create a flexible and engaging learning journey. This approach allows organizations to tailor experiences to both the content and the audience, resulting in more effective outcomes.
Most effective for:
Balancing real-time interaction with self-directed study
Creating flexible paths for diverse roles and learner preferences
Delivering both broad knowledge and role-specific skills
Gamification applies game mechanics such as points, badges, leaderboards, and challenges to learning experiences. This approach motivates learners by tapping into natural drivers like achievement, recognition, and competition, which can make training more engaging and memorable.
Instructional design is the systematic process of creating engaging, effective learning experiences. In eLearning, it blends research-backed models with creative design to produce digital training that motivates learners, enhances retention, and drives measurable performance. Effective instructional design answers the learner’s question, “What’s in it for me?” while aligning with organizational goals for growth and development.
Frameworks for eLearning design
ADDIE model
The ADDIE model (Analysis, Design, Development, Implementation, Evaluation) provides a structured yet flexible framework for creating learning programs. Its iterative nature allows L&D teams to refine content continuously, keeping training relevant and aligned with organizational needs.
Each stage plays a critical role:
Analysis defines business goals and learner requirements.
Design outlines objectives, content strategy, and delivery methods.
Development brings courses and materials to life.
Implementation delivers the program to learners.
Evaluation measures outcomes and drives improvements.
This cycle keeps training dynamic, producing learning experiences that are structured yet responsive to feedback. Rather than a one-time process, ADDIE serves as a living framework that evolves as organizations grow and priorities shift.
ARCS model
The ARCS Model (Attention, Relevance, Confidence, Satisfaction) offers a framework for designing eLearning that motivates learners and sustains engagement. By focusing on these four elements, instructional designers can transform training into meaningful, performance-driven experiences.
Each pillar contributes to learner success:
Attention captures interest through engaging content and varied instructional methods.
Relevance connects learning to personal goals and job responsibilities.
Confidence builds self-efficacy with clear objectives, feedback, and opportunities for success.
Satisfaction reinforces learning with rewards, recognition, and real-world application.
Together, these pillars turn training into meaningful experiences that drive participation, retention, and improved performance.
Applying instructional design for better eLearning content
Creating effective eLearning means going beyond simply delivering information. Well-designed learning content connects users to clear goals, incorporates interactive elements, and provides regular feedback that supports progress. When learners see their achievements build over time, confidence and motivation naturally increase.
Adding variety, from scenarios and role plays to quizzes and video demonstrations, helps reinforce knowledge while keeping attention high. At the same time, feedback loops ensure the course remains a two-way experience, allowing learners to reflect, apply, and grow.
The result is eLearning that is structured, engaging, and impactful. It not only teaches but also strengthens retention and drives real-world performance.
Designing and delivering effective eLearning programs isn’t without its obstacles. Every program faces moments where resources, timelines, or engagement can become barriers to success. The difference between stalled initiatives and thriving ones often comes down to how these challenges are addressed. By approaching them with focus and strategy, L&D leaders can turn potential roadblocks into opportunities for stronger outcomes.
Outlined below are common eLearning challenges paired with practical strategies to address them.
Focus area
Challenge
Solution
Budget & resources
Tight budgets
Maximize your resources with royalty-free media and pre-made templates to reduce costs while keeping a professional look.
Build structure in your collaboration with SMEs through interview guides and feedback cycles to prioritize critical content.
Learner experience
Keeping learners engaged
Focus on the learner with simple, mobile-friendly formats and engaging scenarios to make content more compelling.
Strategy & alignment
Shifting operational priorities
Use a comprehensive L&D blueprint to align training with business objectives during big periods of organizational change.
Culture & communication
Team silos & poor communication
Break down silos and organizational chaos by fostering two-way communication and feedback loops for ongoing improvement.
Measurement & outcomes
Proving the ROI of training
Align learning goals with KPIs to clearly demonstrate measurable value from training programs to business outcomes.
eLearning trends and the future of L&D
The future of workplace learning is being reshaped by artificial intelligence, deeper personalization, and a stronger emphasis on career growth. These trends are redefining how organizations deliver and measure their training programs.
AI Trends in L&D
AI has moved from futuristic theory to practice, becoming a trusted tool for assessing skill gaps, guiding workforce development, and creating adaptive learning paths. According to findings from our Shaping the Future of L&D report, the most in-demand AI capabilities in an LMS include personalized learning paths for specific roles, real-time feedback, and intelligent skill gap analysis.
This shift in learner expectations is equally significant. Employees are increasingly motivated by opportunities for career growth rather than monetary incentives, underscoring the importance of career-oriented training. To meet these demands, organizations must embrace flexible delivery methods like microlearning and mobile-first platforms that provide learning in the flow of work.
Emerging realities in workplace learning
Did you know that 45% of employees reported having little to no control over their workplace training?
As workplace dynamics shift from “The Great Resignation” to “The Great Stagnation” and now “The Great Flattening“, L&D must prepare employees with both technical and durable soft skills. Giving learners greater autonomy fosters adaptability and ensures training stays relevant as business needs evolve.
The future of eLearning is a data-driven, learner-centric ecosystem where AI insights and personalization support both talent development and business growth.
Choosing an eLearning platform
Selecting the right learning management system (LMS) is a critical step in modernizing your training strategy. The best platform aligns with your organization’s goals, supports scalability, and delivers a seamless experience for both learners and administrators..
Six key steps for choosing the right LMS
1. Define core needs
Identify training goals (onboarding, compliance, upskilling), technical requirements and learning measurement success metrics. Establish baseline needs and LMS integrations with HRIS or CRM tools for smooth workflows.
2. Prioritize user experience
Choose an LMS with an intuitive interface that works across devices. Learners should be able to access content easily, while admins can manage users, content, and reporting with minimal effort.
3. Evaluate reporting & analytics
Ensure your LMS has robust reporting capabilities to track learner progress, measure training effectiveness, and identify skill gaps. Look for real-time dashboards with data visualizations and export options that make it easy to share key insights with stakeholders.
The power of gamified learning
Did you know that 78% of U.S. employees cited their job as being more enjoyable with gamified training?
4. Assess AI & automation
Leveraging AI in LMS platforms helps organizations automate assignments, deliver personalized learning paths, and provide real-time feedback. This helps learners build skills faster and keeps training relevant.
5. Verify security & data privacy
Ask vendors about AI ethics and data policies to confirm your content remains secure. Verify that the LMS protects sensitive data and does not use it for public AI models.
6. Plan for future growth
Select a platform that scales with your business. Consider pricing, architecture, and performance under increased user loads to ensure long-term success.
Whether the goal is improving compliance, accelerating onboarding, or closing critical skills gaps, delivering personalized, adaptable learning at scale across every industry is the key to achieving your goals. By tailoring eLearning to industry-specific challenges, businesses can reduce risk, future-proof their learning strategies, and create stronger learning cultures. Discover how companies are applying modern LMS solutions to achieve measurable results.
Finance: P&N Bank
As a customer-owned bank, P&N Bank needed a robust financial training solution to ensure its 500+ employees stayed compliant and up-to-date with regulations. With Litmos, they transitioned from a paper-heavy process to an automated system that streamlined compliance, reduced administrative overhead, and fostered a stronger culture of learning and engagement.
Key results:
Reduced administrative burden through automated compliance training and reporting
Russell Mineral Equipment (RME), a global leader in mining equipment, needed a way to deliver consistent, high-quality manufacturing training to technicians and customers worldwide. By moving to a centralized LMS, RME standardized training modules across all regions, ensuring every learner received the same level of instruction and support.
Key Results:
Achieved 99% compliance in one year
Standardized training across all locations to improve the consistency and quality of customer education
Boosted employee participation in in-house learning and development programs
Sabre, a global technology provider in the travel industry, needed a scalable way to train its worldwide tech workforce across diverse products and services. By creating “Sabre University,” a centralized LMS with an extensive course library, the company empowered employees to manage their own professional growth while supporting business expansion.
Key results:
Achieved a 28% increase in customers over one year
Reduced travel costs while boosting revenue
Empowered employees and created a culture of continuous learning
SouthernCarlson, a leading distributor of construction and packaging supplies, needed a way to unify its construction training programs across 150+ locations. By centralizing and standardizing their learning with an LMS platform, the company delivered a consistent learning experience, improved compliance, and created a safer, more efficient workplace.
Key Results:
Standardized learning experiences across all branches
Centralized delivery of critical safety training to improve safety and compliance
Reduced time and cost associated with in-person training
Stockport Homes, a UK-based housing organization, needed to replace its outdated LMS with a modern, mobile-friendly training solution. With Litmos, they streamlined compliance and employee development for 700+ staff, driving higher adoption and stronger course completion rates.
Key Results:
57% of employees engaged in non-mandatory training courses
Achieved 96–98% compliance, surpassing their 80–85% target
Mobile learning introduction enabled employees to access training anywhere
