In the current landscape, described as living in a ‘VUCA’ world, a term that has been well embraced with global challenges in the current climate, the skills challenges are a real challenge. (VUCA is an acronym for volatility, uncertainty, complexity, and ambiguity.) Over the last few years, over 50% of businesses report that the skills gaps have deteriorated within their organisations, with just 10% of reporting skills shortage improvements. 46% of employees are anxious about the widening skills gap and anticipate that their current skill set will become irrelevant by 2024.

Corporate online training has become increasingly popular in recent years. With the advent of digital technology, companies are now able to provide training to their employees regardless of their location, schedule, or time zone. This type of training is flexible, convenient, and cost-effective, making it an ideal solution for companies with a global workforce.

In today's fast-paced and constantly evolving business world, companies need to adapt to new technology and methods of training their employees. One of the most popular and effective ways of doing so is through corporate online training. This type of training provides employees with the opportunity to learn new skills and gain knowledge from the comfort of their own homes or workplaces.

The disparate needs of a global workforce have presented challenges for companies that are looking to provide training to their employees. A company with employees in different countries may have to deal with language barriers, cultural differences, and varying skill levels. These differences can make it difficult for a company to provide training that is relevant and effective for all its employees. In addition to its flexibility and customisation, learning on-demand also offers benefits in terms of cost-effectiveness. Companies no longer have to pay for travel, accommodation, or lost time when their employees are away from their desks. They also don't have to worry about scheduling training sessions that will work for all employees, which can be a time-consuming and complex task.

To overcome these challenges, companies are turning to learning on-demand as a solution. This type of training allows employees to access training materials and resources at any time, from anywhere in the world. This means that employees can learn at their own pace and in their own time, which is ideal for employees who have busy schedules or who are in different time zones.

Learning on-demand also allows companies to personalise their training to the needs of their employees. For example, a company can provide training that is specific to an employee's role or level of experience. This can help ensure that employees are receiving the training that is most relevant to their needs, which can improve the effectiveness of the training.

“Online training provides employees with the opportunity to learn new skills and gain knowledge from the comfort of their own homes or workplaces.”

However, with a multigenerational workforce, it is essential to consider the different needs and preferences of each generation to ensure the success of online training programs. One of the biggest challenges in corporate online training is catering to the diverse learning styles of employees from different generations. For instance, the Traditionalist and Boomers workers may prefer a more traditional, lecture-style approach to learning, while Generation X benefits from peer-to-peer connections, and Millennials need context, and may have a preference to more interactive and gamified learning experiences. To accommodate these differences, companies need to incorporate a variety of training methods and delivery modes into their online training programs, including videos, podcasts, quizzes, and simulations.

Another important factor to consider when designing online training programs is accessibility. With a growing number of employees with different learning needs, it is essential to ensure that all workers have appropriate access to training and development opportunities. This includes making sure that the online training platform is neuro-inclusive, accessible to people with visual and hearing impairments, as well as providing closed captioning and alternative text for images.

Moreover, companies should also consider the technological capabilities of their employees when designing online training programs. Not all employees may have access to high-speed internet or the latest technology, which can affect their ability to participate in online training. To overcome this challenge, companies should make sure that their online training programs are optimised for different devices and internet speeds and provide technical support to employees who need it.

Finally, companies need to ensure that online training programs are engaging and effective. This can be achieved by personalising learning and incorporating real-life work-based scenarios and case studies, as well as providing opportunities for employees to interact with one another and with trainers. Technology also supports online social learning, as well as integration of tools to support virtual delivery, and organise and track effectively to reduce the manual burden of training administration.  In addition, companies should also evaluate the success of their online training programs and gather feedback from employees to make improvements where necessary.