What are the main challenges facing companies and elearning in corporate training? In the sixth annual HR/L&D Trends report, training and consulting firm Blanchard surveyed more than 900 HR and corporate elearning and development professionals to determine the main challenges companies face in managing employees.
Some of the most relevant challenges mentioned are the difficulty of attracting and retaining talent, adapting to technological change and developing new skills.
This report places particular emphasis on elearning in corporate training, how it has evolved over the years and the importance of having training programmes and tools that meet the needs of companies and employees.
To meet these challenges, e-learning platforms have become a complete solution that responds to the demands and labour trends of today’s world.
In this blog we tell you about elearning in corporate training, employee retention and engagement, what is elearning training, improving the employee experience and how to improve employee engagement, among other things.
Challenges in elearning in corporate training in 2025
Blanchard’s report shows how many companies face major challenges when it comes corporate online learning, from lack of budget and resources to lack of motivation and constant digital transformation.
In addition, training teams must adapt to changes and new ways of teaching, such as hybrid training, e-learning and the use of artificial intelligence.
Some of the challenges most frequently mentioned in the survey are:
- Limited resources and budget: Many companies face the challenge of having to plan training with limited resources and budgets, directly affecting the quality of the courses.
- Demand for technology skills: As organisations adapt to an increasingly digital world, the demand for technology skills continues to rise, forcing companies to constantly update the skills of their employees.
- Employee retention and engagement: It is important to provide opportunities for professional growth and development to retain talent and foster employee engagement.
- Employee wellbeing: training should also focus on mental health, improving their wellbeing and ensuring that they work in healthy environments.
- Organisational performance: companies need their teams to be more efficient and productive, so focusing on improving efficiency and effectiveness in operations is a constant priority.
- Leadership development: There is a growing need to develop leaders who can adapt and thrive in changing environments. This is why it is important to invest in training in leadership and people management skills in organisations.
Human Resources Goals for 2025
As the work environment evolves and the needs of companies and employees change, HR departments must also adapt and rethink their objectives. But how to improve employee engagement?
By 2025, goals are shifting to adapt to technological advances, changing employee expectations and increasing competition for talent.
The main goals set by Human Resources for this year are:
Improving employee experience and engagement
The aim is to create a positive and motivating work environment. This is to be achieved by improving communication, offering better benefits, recognising and rewarding employees and providing opportunities for professional growth.
Developing effective training programmes
Implementing talent retention strategies
This means creating a work environment that values employees by providing recognition, establishing career plans and growth opportunities, encouraging a good work-life balance and offering competitive cost-of-living benefits.
Attracting workers with the necessary skills
The survey states that recruitment will be more difficult in 2025 than in 2024. To attract candidates with the skills and qualifications needed for the job, it is ideal to design tailored recruitment strategies.
For example, this can include using artificial intelligence to automatically screen and assess candidates, offering working conditions that stand out from the competition, and aligning with the expectations of industry professionals to attract the best talent.
Fostering innovation and change
Fostering innovation and change requires a work environment that values new ideas and creativity, encourages the use of new technologies and supports experimentation.
This means creating an environment that facilitates collaboration between employees and encourages them to come up with innovative solutions, as well as investing in training to adapt to change, such as learning how to use new tools and software.
Develop a solid foundation in leadership and employee management.
The goal of enployee management is to develop and train leaders within the organisation who are not only focused on managing employees, but who can also motivate and inspire their team and adapt to new challenges.
To deliver these leadership trainings, 50% of respondents indicated that they expect their companies to use online courses to deliver these trainings, in addition to coaching services and face-to-face workshops.
Promoting flexible working and employee wellbeing
Creating an environment where employees feel valued and motivated is fundamental to creating a positive organisational culture.
This can be achieved, for example, by implementing policies that allow for a better work-life balance, such as hybrid working, flexible working hours. Also with comfortable work spaces with rest areas and mental health initiatives such as online mindfulness courses or psychological support.
Emerging trends in the workplace by 2025
Taking into account the challenges faced by organisations and human resources objectives, we can talk about the new labour market trends expected to be seen in 2025 and that they hope improving the employee experience.
With the main pillars being employee flexibility and wellbeing, leadership development, innovation and digitisation, and employee engagement, companies must take actiondeveloping effective training programs and to create workplaces where both employees and the organisation thrive.
Some of the labour market trends we will see this year are:
- Inclusive culture and diversity: Organisations will focus on creating and promoting inclusive cultures in which employees feel valued and part of the company. This can be achieved by working on collaborative projects, for example. Encouraging this diversity and inclusion will be paramount to keep employees engaged.
- Commitment to wellbeing: Initiatives related to the mental and physical wellbeing of employees are expected to increase. Companies are already implementing better benefits, recognition and reward programmes, and personalised benefits such as gym passes.
- Adapting to technological advances: There is a trend in the workplace for companies to increasingly integrate new technologies, such as artificial intelligence. Fostering a culture of innovation, adaptation and optimising work processes.
- More educated leaders: Leaders will no longer only focus on managing teams. Leadership is redefined with a focus on empathy, emotional intelligence and the ability to adapt to rapid change and solve problems creatively.
- Measuring the Impact of L&D: the use of data and analysis of the return on investment (ROI) of training initiatives will gain importance beyond traditional metrics such as employee satisfaction.
The role of LMS elearning platforms in meeting these challenges
Faced with all these challenges, corporate e-learning platforms are presented as a comprehensive and versatile solution that adapts to the needs of each company. Let’s see how:
One of the challenges faced by companies is the limited resources and budget for training, an online course platform offers the possibility of creating 100% virtual courses, reducing the costs associated with face-to-face training, such as materials, transport or instructors. In addition, these platforms often incorporate analytical tools to measure the impact of the training.
Using an LMS from human resources is an excellent option when planning courses with content subject to constant change, such as courses on digital skills, technological competencies or regulations, as they can be easily updated and modified with new content.
From an e-learning platform, customised leadership programmes can be offered with content available anytime, anywhere, facilitating continuous learning. In addition, interactive features can be incorporated to encourage the active participation of employees to keep them motivated.
Providing content to support mental health and wellbeing, such as resources on how to manage stress in the workplace, which is available to the employee when needed, facilitates the integration of these wellbeing practices in the company.
Success stories
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Fundación Secretariado Gitano (FSG)
Another success story is that of the Fundación Secretariado Gitano (FSG), a non-profit organisation working on the social inclusion of the Roma community in Spain.
One of the biggest challenges for the FSG’s internal staff was the digital divide that exists in the Roma community, especially in access to the internet and technological devices. The foundation chose to use the evolCampus platform to offer training to its employees and volunteers due to its ease of use and accessibility.