Understanding learning IS & the market’s theoretical offering

In 2024, the Learning Information Systems (IS) landscape is undergoing unprecedented change. Between artificial intelligence, cloud solutions and hybrid platforms, organizations are faced with an abundance of offerings that can seem complex to grasp. How do they navigate this technological jungle? Which solutions should be chosen to meet the new challenges of corporate training?

In this article, we analyze the major trends shaping the future of Learning IS and give you the keys to making the right technological choices for your business.

The Learning function: a new chapter for organizations

The learning function, an essential pillar within organizations, has undergone major upheavals in recent years. Confronted with a global pandemic, it has had to adapt rapidly, moving from a well-established face-to-face world with a few peaks of asynchronous e-learning (training courses and so-called “off-the-shelf” modules) to an unprepared, often improvised all-distance learning, and therefore sometimes badly experienced by companies and organizations. Learning and HRIS departments had to be reactive and innovative, managing and responding to emergencies.

Adapting digital solutions to the crisis

During this unprecedented period, the learning function demonstrated a remarkable ability to adapt. Having to innovate and adopt new technologies, it continued to support skills development despite the constraints imposed. This resilience has reinforced its strategic role within organizations.

Learning IS evolution: between classroom training and digital learning

As companies navigate between “back to the office” and mobile working, some of the trends announced at the start of 2024 have become practices. Digital Learning, which alternates in classroom training sessions with e-Learning modules but also podcasts, is once again seen as a regular practice, an ally of operational staff (trainers, training managers, training officers, managers, HR).

It challenges and questions itself in order to innovate and create personalized learning paths. Peer-to-peer learning and the rise of User Generated Content (UGC) are also transforming the HRIS and Learning IS landscape, which must respond to the marked return of in classroom training, integrating new, innovative practices into the day-to-day work of teams.

Learning IS and Best of Breed: the best of all worlds

“Best of Breed” is regaining importance in HRIS and Training environments. The boundaries between integrated HR suites (Oracle HCM Cloud, SAP Successfactors, Workday, Cornerstone OnDemand) and specialized LMS-LXP platforms (Rise Up, 360Learning, Docebo, Bealink, Beedeez, Litmos, etc.) continue, over the years, to become increasingly porous.

Yesterday’s niche providers in immersive training (Uptale) and video learning facilitation (RapidMooc, Speach.me, HeyGen) have also gradually made their presence felt, and many of them are now boosted by generative AI trained to assist instructional design. This evolution offers companies and organizations the possibility of combining powerful yet plural solutions to meet their specific needs.

We note with some interest that it is becoming increasingly common to establish a solid foundation within an integrated HR suite, while at the same time revitalizing the training offering via a dedicated platform, specific and innovative tools with the aim of serving and supporting the rise in skills (ATAWADAC has never been so topical) the one talking to the other via APIs. This approach enables us to respond as closely as possible to the needs of the organization and its end-users, while offering a flexible, hyper-customized training program.

The learner experience at the heart of the challenges

Particular attention is paid to design and the learning experience. “Less is more” is losing market share to “designed look & feel”, combined with accessibility (for the visually and hearing impaired).

The solutions we’re looking for must be entertaining, intuitive, flexible and adapted to the specific needs of each sector. They must respect the organization’s training constraints and policies.

Finally, the possibility of specific developments remains an important criterion. By avoiding the limitations of standardized Learn modules found in major HRIS systems (sometimes to the extreme, even with the recent integration of IA and IA GEN), specialized LMS-LXP (Learning Management System / Learning Experience Platform) meet the challenge of flexibility and compatibility. They integrate seamlessly – the famous “white label” – while preserving a key element of Learning Management: Data.

Nowadays, the ability to collect, analyze and exploit these information is even more essential to effectively manage training strategies.

IT and HR synergy as a key success factor

It’s encouraging to see that HR and Learning Departments are at last increasingly welcoming the idea of co-directing their projects in collaboration with the IT Department. This synergy strengthens the ability of organizations to adapt to current technological and sociological developments.

Modern SLMS-LXPs, which integrate advanced functionalities right from their standard offering, are also pushing solid and historical HRIS suites to reinvent themselves. Providers like Cornerstone OnDemand are returning to modular offerings to better meet market demands.

Training IS market: analysis of new players

A number of suppliers have seized the opportunity to invest in this fast-growing market. And there are more and more of them. Some remote collaborative tools, historically dedicated to communication, are being transformed to serve Training Marketing, or even rapid learning.

From our point of view, in the multiverse of content creation tools (excluding LMS/SLMS), three historic players still stand out, having integrated an LMS into their initial content creation offering: Articulate 360, iSpring Suite and Adobe.

In fact, it’s important to keep a close eye on these LMSs: two of them are designed for small and medium-sized businesses. The latter, in terms of license cost per user, can only be aimed at Groups that will not specifically take this criterion as a blocking factor. Above all, many competitors are challenging them, adopting the models of these “big brothers”.

The range of content creation and LMS-LCMS (Learning Content Management System)-LXP platforms on offer today is therefore increasingly vast (acquisitions, partnerships, improvements via AI Gen.). Periods of confinement have accelerated this trend, but even before that, there was a proliferation of “local” LMSs, developed by agencies specializing in learning content creation, which obviously retain their installed base.

Lists and tables are by no means exhaustive, especially when we take the time to browse the glossary pages of sites such as elearningindustry, e-learningletter, and comparators (Capterra, h2, et al.).

Learning IS: future prospects and challenges

Having met unprecedented challenges, the training function is well on the way to tackling the issues of tomorrow. Relying on the best technological solutions, putting the learner at the center of concerns and promoting inter-departmental collaboration, it continues to play a key role in the transformation and success of organizations.

In 2024, the momentum built up over the last 10 years, despite being a victim of geo-politico-financial contexts (which have often forced it to make progress by coping with numerous arrhythmias), has resumed an interesting development, albeit one to be followed and defended. The competency-based vision, the increment of the adaptive learning of the early 20th century, now algorithmized (new learning spaces, immersive learning), the need to evolve managerial practices, the alpha generations and social media in general are some of the (happy) causes.

Companies have now more than ever the opportunity to rethink their training strategies, to innovate and experiment in this field. The road already travelled paves the way for a promising future – to be envisaged and practiced over a long and evolving period – where Learning Department definitively regains its place as an essential lever for development.

Are you ready to seize these new opportunities for your organization? Would you like to optimize your Learning IS? SQORUS experts can help you choose and implement the right solutions for your needs. With over 30 years’ expertise in digital HR transformation and solid partnerships with leading software publishers, we guarantee the success of your project. Contact us for a personalized diagnosis of your needs.