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2024 State of Online Learning Report
Introduction
1. Online Learning Transformation
2. Scaling Online Learning
3. Closing Skills Gaps
4. Proving L&D Impact
5. Audience & Methodology
Is your online learning boring? Not anymore.
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2024 State of Online Learning Report


INTRODUCTION: 2024 STATE OF ONLINE LEARNING REPORT

David JamesChief Learning Officer, 360Learning



Despite tough economic conditions, the amount of money organizations spend on
Learning and Development initiatives continues to increase. With changing
working conditions, the prevalence of working from home, and globally dispersed
teams, much of this investment is used to support the field’s increasing
reliance on online learning. 

This is certainly something new. After all, it doesn’t seem that long ago that
online learning was seen as merely supplementary to classroom training, by L&D
professionals and employees alike. A convenient fill-in, perhaps, but definitely
not the main event. 

But we no longer think this way. We can’t. Change is continuous and dramatic.
Disruption and transformation are regular occurrences. We’re simply unable to
rely solely on classroom or in-person learning in the face of the intense
change, development, and growth required of our workforces. 

Instead, online learning needed to step up.

The good news is that we’ve made great progress – as this report shows.

The good news is that we’ve made great progress – as this report shows. No
longer the lesser-regarded supplement to classroom training, online learning is
front and center: expected and respected. 

But, despite the increased spending and change in perception, L&D teams must
still grapple with the same, perennial anxiety: What’s the return on investment?
Does the spend equate to value – and crucially, does all of this effort and
resources lead to meaningful impact?

What’s the return on investment? Does the spend equate to value – and crucially,
does all of this effort and resources lead to meaningful impact?

Business leaders tell us that skills are the number one bottleneck to growth.
Talent leaders inform us that it’s difficult to get the required skills into
their organizations. Sure, online learning may have grown in prominence and
popularity, but is it working? If so, why are skills gaps such a problem? And
what do we need to do to address skills gaps at scale and prove that we have
done so with our piece of the huge global L&D spend?

The clues are all here to enable us to connect the dots, based on a survey of
over 2,500 learners. In the chapters that follow, we’ll share our results and
interpretations.

Before we dive in, a quick note on terms. In our survey, we chose to use the
term online learning (as opposed to digital learning). We did so because we
wanted to stay close to the vernacular of our target audience, who aren’t L&D
professionals. So when you read online learning, know that we mean digital
learning as we all know it.

With that in mind, let’s take a look at the first chapter, and see just how big
of a transformation we’ve been able to make to online learning.

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