E-learning: Digital education for entrepreneurial success

How long has e-learning been around?

The development of e-learning began in the 1960s with simple learning programs on mainframe computers. This was followed in the 1980s by the first computer-based training (CBT) on floppy disks and CD-ROMs. The real breakthrough came in the 1990s with the Internet, which made online learning content and interactive learning environments possible for the first time. The term "e-learning" itself became established at the end of the 1990s and marked the beginning of a dynamic development.

E-learning today: from the exception to the norm

E-learning is now firmly anchored in the educational landscape. According to the eLearning BENCHMARKING study from 2024, 87.9% of the companies surveyed use digital learning formats. E-learning is particularly widespread in the finance and insurance sector, where 100% of the companies surveyed use digital learning solutions.

The economic relevance is also reflected in the budgets: On average, a third of the entire training budget is spent on digital learning formats. According to the study, companies invest around 568 euros per employee per year in e-learning courses.

The study "Training 2024: Is it all AI?" by the Bitkom Academy and HRpepper confirms this trend:

• 62% of employees take part in at least one further training course per year.
• 74% of respondents consider further training in digital technologies to be important for their professional development.
• 36% have already used artificial intelligence (AI) to acquire new skills and knowledge.

Basic elements of e-learning

Modern e-learning differs from traditional forms of learning. Five core elements make the decisive difference:

E-learning frees learners from fixed schedules and learning locations:

• They decide for themselves when they want to study - whether early in the morning or late at night.
• They choose their preferred learning location - in the office, at home or on the road.
• They determine their own learning pace according to their individual needs.

This flexibility makes e-learning particularly valuable for working people who have to integrate their further training into a busy schedule.

E-learning makes education accessible to all:

• Geographical distances no longer play a role - employees have worldwide access to specialist content.
• experts share their specialist knowledge with a wide audience.
• Teams at different locations use identical learning materials in several languages - an advantage over monolingual classroom training.

For companies, this means that they can train their employees regardless of location, in multiple languages and yet in a standardized way.

E-learning activates different channels of perception:

• Videos illustrate complex processes.
• Podcasts enable learning on the go - ideal for auditory learners.
• Interactive graphics make abstract concepts tangible.
• Exercises and quizzes support the practical transfer and deepen what has been learned through direct application.

The combination of different media formats appeals to different learners with different learning preferences and thus improves the effectiveness of knowledge transfer.

E-learning requires active participation:

• Learners receive immediate feedback, which motivates them and helps them progress.
• Participants practise safely in virtual simulation environments.
• Playful elements(gamification) increase the motivation to learn.

These interactive components help to not only "consume" knowledge, but to actually process it and anchor it in the long term.

E-learning grows with the company's requirements:

• You can use content you have created as often as you like.
• You train additional participants at no significant additional cost.
• You distribute updates immediately to all learners.

For companies, there are considerable cost advantages over traditional face-to-face training - especially when there are large numbers of participants or regular training requirements.

The most important forms of e-learning for companies

Corporate e-learning, i.e. the targeted digital training of employees in companies, combines various forms of learning for maximum effectiveness. High-quality e-learning courses integrate several of the following formats to offer an optimal media mix:

Videos convey complex subject matter in a particularly clear way and are a core component of modern e-learning courses:

• Learning videos and screencast tutorials show workflows step by step.
• Expert interviews provide specialist knowledge directly from the field.
• Webinars combine knowledge transfer with direct interaction.

Podcasts and audio learning content enable flexible learning in situations where your employees cannot pay visual attention:

• Learning podcasts are perfect for commuting times or part-time jobs.
• Audio interviews convey authentic expert knowledge.
• Short audio briefings provide quick information on current developments.

Digital text formats provide precise information and are particularly suitable for legal or compliance topics:

• E-books and digital manuals clearly structure specialist knowledge.
• Interactive PDFs combine text with multimedia elements.
• Specialist texts with links enable individual in-depth study.

Active practice anchors knowledge sustainably and helps to apply theoretical knowledge directly:

• Quizzes and tests encourage active engagement with the subject matter.
• Simulations offer risk-free training in real-life situations.
• Case studies with decision points train judgment.

Practice-oriented tools bridge the gap between theory and operational practice:

• Digital checklists guide you through complex tasks.
• Reflection tasks link learning content with your own day-to-day work.
• Transfer impulses promote continuous application.

Microlearning comprises short, focused learning units that fit into any schedule and can be easily integrated into everyday working life. Modern e-learning courses use this principle - they are increasingly microcontent-based to allow flexible learning times and better knowledge absorption:

• Learning Nuggets impart knowledge in under 15 minutes.
• Learning Cards offer snacks of knowledge for in between.
• Micro challenges enable short, targeted exercises.

The combination of different forms of learning (blended learning) utilizes all the advantages and takes different learning preferences into account:

• Hybrid courses combine attendance phases with online modules.
• Flipped classroom concepts use digital media for preparation and classroom time for application.
• Accompanied online courses combine self-study with supervision.

The social aspect of learning motivates and deepens the acquired knowledge through collegial exchange:

• Learning platforms with discussion forums enable mutual support.
• Peer learning utilizes the expertise of all participants.
• Expert networks provide access to specialists for specific questions.

Good e-learning courses already cleverly combine this variety of e-learning formats. The mixture of different media provides variety, helps with better understanding and offers flexibility - your employees can also work on individual parts in between without having to work through the entire course at once.

Technical basics for effective e-learning

For successful digital learning processes in your company, you need the right technical infrastructure. This has evolved significantly over time. Choosing the right solution depends on your specific requirements - consider factors such as company size, budget, learning objectives and the skills of your employees.

From computer-based training to web-based solutions

The beginnings of corporate e-learning were characterized by local solutions. Computer-based training (CBT) used data carriers such as CD-ROMs, DVDs or USB sticks. Companies benefited from the independence from the Internet and the protection of sensitive content. However, employees could not receive automatic updates and the distribution of new versions was time-consuming.

Today, web-based training (WBT) forms the basis of modern learning concepts. Companies provide learning content centrally and employees can access it at any time via the internet or intranet.

Modern learning platforms at the heart

Digital learning platforms are at the heart of modern e-learning infrastructures. They facilitate the central administration of learning processes and create uniform access to all learning content:

• Learning Management SystemsLMS) organize learning opportunities (e-learning courses, classroom training, blended learning formats), learning progress and participant administration.
• Learning Experience PlatformsLXP) offer personalized learning experiences with a focus on user-friendliness, social learning and enable the exchange of self-created content (user-generated content).
• Mobile learning apps like sparks enable access to learning content from smartphones and tablets.
• Massive Open Online Courses (MOOCs) offer standardized courses for large numbers of participants.

Supplementary tools

Companies use additional tools for interactive and collaborative learning formats:

• Webinar and conference software enable live training and virtual exchange.
• Collaboration tools support joint work on learning projects.
• Quiz and assessment tools evaluate learning success.
• Authoring tools support the creation of professional e-learning content.

Current trends in e-learning

The world of digital learning is constantly changing. New technologies and methods are enriching the e-learning landscape and offer exciting opportunities for your in-company training.

Technological innovations

AI in the company is also revolutionizing personnel development: AI recognizes how your employees learn and tailors learning paths precisely to their needs. This means that learners get the content they need - not too easy, not too difficult. At the same time, the demand for e-learning courses on AI skills in the companyso that teams can learn how to use AI tools safely and productively and apply them profitably in their day-to-day work.

Gamification turns dry mandatory training courses into real learning experiences. Playful elements increase motivation - even with compliance topics, your teams stay on the ball. The idea of competition and small moments of success make learning fun instead of boring.

Mobile learning brings knowledge to where your employees are - to their smartphone or tablet. On the train, between appointments or during the lunch break: learning adapts to the working day, not the other way around. Situational learning is particularly valuable - accessing knowledge exactly when it is needed.

Virtual reality (VR) and augmented reality (AR) open up completely new training environments. Your sales team practises customer meetings, technicians practise complex repairs, managers rehearse difficult employee meetings - all in a safe environment with no real consequences for mistakes.

Methodological developments

Adaptive learning takes microlearning a step further. It not only delivers small, digestible learning morsels, but also recognizes what your employees can already do and what they still find difficult. The system adapts flexibly and offers exactly the exercises that will bring the greatest learning progress.

Social learning builds on the learning communities already presented and develops them methodically. What a learner cannot do alone is often easily achieved in a community. Social learning gives learning communities a didactic structure: joint projects, mutual feedback and moderated specialist discussions bring new knowledge to life immediately. Your employees learn from each other and with each other - often more sustainably than through traditional knowledge transfer.

Quality features of successful e-learning courses

The quality of your e-learning courses determines the learning success and acceptance of your employees. These factors make the difference:

Didactic excellence

A well thought-out didactic concept (structure of the learning path) forms the foundation of every effective e-learning course. You can recognize high-quality e-learning by this:

• Clear goals that provide orientation for learning
• Comprehensible structures that reduce complexity
• a logical content structure - from the simple to the complex
• Varied methods that appeal to different learning preferences
• Practical exercises that make what you have learned directly applicable

Sound technical expertise

The professional quality of the learning content is crucial to success. While some platforms allow all employees to upload their own content and snippets of knowledge, professional providers rely on verified expert knowledge.

Make sure that your e-learning content is created by experts with practical experience and remains up to date. Especially when it comes to legal topics or compliance training, outdated information can have serious consequences.

User-friendly media design

An intuitive user interface and an appealing design increase motivation and reduce frustration. Important are:

• Clear navigation and clear menu navigation
• Logical arrangement of content
• Barrier-free access for all employees

Well-designed images, videos and audio content make complex topics easier to understand. High-quality e-learning courses work equally well on all end devices.

Constructive feedback

Learners need feedback on their progress. Therefore, incorporate regular feedback into your e-learning courses:

• Automatic evaluation of exercises and tests
• Personal feedback from trainer
• Feedback from other participants

This allows your employees to recognize their strengths and work specifically on their weaknesses. You can also use the feedback data to continuously improve your learning opportunities.

Introducing e-learning in the company: 5 steps

The introduction of e-learning is not a sure-fire success. Five steps lead to success:

An open learning culture is the breeding ground for successful further training:

• Explain the advantages of digital learning.
• Give your employees time to learn.
• Involve managers as role models.
• Praise learning progress and celebrate successes.

Tip #1: Create a positive attitude towards learning before you introduce e-learning.

Consider which topics are suitable for e-learning, where you should combine it with other formats and whether the content actually meets the needs of your employees. E-learning shines particularly well with:

• Standard knowledge such as compliance rules
• Product training and process knowledge
• Software training and digital skills

Tip #2: For leadership topics or communication training, it is best to supplement e-learning with face-to-face formats in a blended learning approach.

There are two ways to access e-learning content:

Produce it yourself:

• Perfectly tailored to your company
• requires expertise and resources
• Time-consuming, but flexible in the long term

Buy ready-made courses:

• Quickly available and professionally designed
• Usually cheaper than in-house production
• less company-specific

Tip #3: Many companies do best with a mix: buy in standards, create specials themselves.

Ensure that all employees have easy access to the learning platform:

• Simple login and intuitive operation
• Clear course overview and easy navigation
• Reliable technical performance

Tip #4: Offer a thorough introduction and ongoing support for questions.

Monitor and optimize your e-learning offering on an ongoing basis:

• Collect feedback from participants
• Analyze usage data and completion rates
• Recognizing trends and potential for improvement

Tip #5: Professional providers like Haufe Akademie take care of the constant optimization of the offering. We are expanding our Content Collection We constantly add new content and regularly update existing courses – so your e-learning offering always stays up to date.

Conclusion: Future-proof learning

E-learning is the key to modern, efficient further training for your employees. As your partner for digital learning, the Digital Suite offers customized solutions that fit your company's goals perfectly. 

Our constantly growing Content Collectionthe intuitive LMS and our decades of expertise guarantee learning success and measurable results for your company. Together with you, we design flexible training concepts that inspire your employees and support your company's goals - today and in the future.