It’s that time of the year when everybody who is an HR manager starts planning their eLearning budgets for 2019. Most organizations today are focused on maximizing employee performance, and eLearning has risen in strategic importance to help them make optimal use of this most valuable asset. They turn to eLearning for the immense scope of application, cost-effectiveness, and customization capabilities. It is estimated that by 2020, 98% of all organizations plan to use eLearning.

The use of modern technologies is giving eLearning an extra edge, and as technology innovations increase, so does the capability of eLearning providers to create more immersive and impactful training programs.

The next question then is—how should the HR department strategize their eLearning initiatives? This is answered by asking another very important question:

How do I plan my eLearning budgets for 2019?

We’ve identified three areas that can ensure that eLearning initiatives deliver not only ROI but also knowledge gain and improved employee performance.

Employee Onboarding

Today’s business dynamics demand that new hires hit the ground running. Onboarding not only is an opportunity to create a great first impression on new hires for organizations but also to give them a clear idea of what is expected of them. Most employees have to go through overwhelming volumes of information at their orientation. More often than not, this information is completely irrelevant to their job roles and often can be the cause of ‘death by orientation’ – fatigue even before the race has begun.

Creating effective, efficient, contextual, and relevant employee onboarding programs must be a primary focus for HR departments. With eLearning, HR departments can create personalized and hyper-contextual learning that is relevant to their employees. For example, a comprehensive program can be created for junior, entry-level hires. This could take into account the processes, corporate culture, their roles and responsibilities, and provide them with a high-level view of where they fit into the organization. For senior-level employees, such as VP or Director, the onboarding program can be more strategic in nature.

Personalizing onboarding programs helps in optimizing the onboarding experience. Organizations thus should look at new eLearning strategies, tools, and technologies to enable the same and to set up their employees for success.

Sales Enablement

“As the rate of skills accelerates across both old and new roles in all industries, proactive and innovative skill-building and talent management is an urgent issue. What this calls for is a talent development function that is rapidly becoming more strategic and has a seat at the table.” — World Economic Forum.

With technology evolving at the speed of light, what was relevant yesterday is redundant tomorrow. Organizations must come up with new products and services all the time. To ensure that these new products are well-received in the market is the responsibility of the sales teams. And knowledge is a sales person’s most powerful weapon.

eLearning can be a great tool for sales enablement as it can capably push information into the hands of the sales people at the right time, where work happens. New product/services training cannot be put off for later and classroom training for these field workers can be a logistical nightmare. eLearning initiatives with mobility, micro-learning, videos, gamification, etc. can make sales training programs highly effective. It also alleviates the dependence on formal and event-based training and ensures that the content is disseminated to help salespeople apply the knowledge.

With eLearning, training departments can provide product updates to these salespeople in the field on the fly, give them outlines of new features and functionalities, the benefits and applications of the product etc. The salespeople can get access to a ready repository of information that can be accessed anywhere, anytime giving the sales process more knowledge power.

HR departments thus should focus on creating contextual, configurable learning experiences by pairing the right technology with the right content to turn training and L&D initiatives into sales enablement drivers.

Employee Engagement

Active employee disengagement costs the U.S economy $450 to $550 billion per year according to Gallup’s State of the American Workplace report. Engaged employees actively help organizations meet their business goals and are motivated performers. And yet, almost 70% of workers are not engaged at work. The National Research Business Institute says that 23 % of employees leave for the lack of development opportunities and training.

Clearly, HR teams have to look at designing initiatives that foster engagement at work since employee engagement, productivity, and profitability are directly connected.

HR teams thus must ensure their learning and development initiatives work as strategic tools of engagement. With a rising millennial population, (by 2025, 75% of the workforce will be millennials), the short skills shelf-life, and a growing skills gap, HR and talent development executives have to prioritize employee development needs to prevent internal skills gap and low productivity. They also have to account for the rise of an increasingly diverse, and multi-generational workforce and tailor their learning initiatives to meet their individual needs. LinkedIn revealed that “Talent developers are preparing their workforce for automation by naming “training for soft skills” their #1 priority”.

HR must evaluate the preferred methods of delivering training programs. Some of the methods that deliver great results in eLearning delivery are video-based ILT (VILT), interactive video-based learning, gamification, podcasts, localization, and AR and VR technology. HR teams also have to ensure that the training programs are personalized and adaptive to enable customized learning.

Social learning is another aspect to consider when bolstering engagement at work. Social learning makes learning a group activity. The integration of social learning with the LMS allows real-time discussion with increased participation from the learners. This facilitated better retention and increased impact.

With eLearning, HR departments have the opportunities to create purposeful training programs that are fun (think gamification and quizzes), motivate the employees to complete their training programs and increase employee engagement levels.

In 2019, organizations have to view training as a key differentiator to retain and attract new talent. So, when making your training calendar, where will your eLearning $$$s go?

We have a great tool called the eLearning Cost Calculator that provides you with a ballpark estimate in minutes. If you’re interested in knowing how much your next eLearning could cost or are planning your eLearning budgets for 2019—try out our eLearning Cost Calculator! You can also get in touch with us at or click here and one of our representatives will get back to you shortly.Best eLearning Software

With several major technology advancements, a growth in the number of internet and mobile users, learning flexibility, and easy accessibility, the eLearning market is all set to reach $275.10 billion by 2022. In a highly competitive business landscape where refining skills have become more important than ever, eLearning is enabling businesses to achieve better employee engagement and retention. However, since eLearning courses are a major business investment and never a one-size-fits-all, they have to be customized to meet the needs of individual learning groups. Several factors impact the overall eLearning costs of your project:


The duration of courses and the number of course elements have a major role to play in determining the eLearning costs of your project. While you can use short, simple and text-only courses to impart basic information, to impact more involved skills, you might need to embed several complex course elements spread over a fairly large period of time for improved understanding. The size and type of your course can impact the overall cost in a large way.


How much your eLearning costs also depends on how complex your course is:

  • You will need to consider the cost involved in bringing together content for your eLearning project and presenting it in a concise and relevant manner. Since today’s digital learners are always pressed for time, they have no time to go through elaborate course content. Hence always include only the essentials to keep your costs under control.
  • Since eLearning courses cannot rely on a face-to-face instructor, your project cost depends on the desired level of instructional design. From basic programming to converting existing classroom training course materials into an eLearning format or creating new course objectives and content for result-oriented learning – the course design you choose will add to your project costs.
  • Employing interactive elements such as videos, games and simulations will have a direct bearing on your project cost. Depending on your need, you can choose from basic interactive features to very complex ones that tap into learners’ thought processes and encourages them to explore new information, collaborate with others and make decisions. Do you know? A highly interactive course can cost almost two times as much as a basic eLearning course.
  • The purchase and inclusion of dynamic UIs, creative design, and modern media elements will also add to your project costs. Although they make eLearning fun and engaging, they needn’t be included in every course. Understand the audience you are catering to and know what you need them to achieve through your eLearning course.
  • How responsive your course is will also impact the overall pricing. Since responsiveness is a key element of eLearning courses today, you need to take into account the cost of the responsive design tool as well as the effort that goes in to ensure multi-platform friendliness and easy navigation.


No matter how basic your eLearning project is, technology will always impact your eLearning costs:  

  • The cost of integrating your eLearning project with existing Learning Management System (LMS), your HR Management System (HRMS) or any other enterprise system to enhance access and adoption will have to be considered. However,
  • since integration can be done at a later stage, start by setting up the most basic integration option and combine complex systems later.
  • As mobile usage surges, offering your eLearning course through mobile channels has become a requisite for providing a more engaging learning experience. Enabling mLearning, although necessary, is also costly. So, make sure to include only those aspects that you think are absolutely essential.
  • The cost of technology-driven features such as personalization and analytics is also important to improve the adoption and effectiveness of your eLearning project will need to be considered.
  • Choosing between an authoring tool or custom development will also decide the cost of your eLearning project.

Team Size

No matter how simple or complex your eLearning project is, you will need to bring together a team of professionals to create training materials and manage your eLearning project. Depending on your need, you will have to take in the costs of SMEs, instructional designers, project managers, researchers, content managers, video editors, proofreaders, graphic designers, software developers, animation experts etc.

Project Duration

Your eLearning project cost will also depend on the time you take to develop it. Time taken will depend on a variety of factors such as information availability, audience understanding, SME availability, design experience, technical expertise, and review experience; hence clearly define your learning objectives and choose a reasonable time frame to ensure the project is completed within cost constraints and at the expected quality.

Development Model

There are two ways in which you can develop your eLearning project: you can either develop it in-house or offshore the project to an experienced partner. The price of eLearning will depend on the model you choose. In-house development is often more expensive, you will need to take into account operating costs including the purchase of advanced tools and the costs of training existing staff for development purposes. Outsourced partners can leverage economies of scale, shared resources, and established methods and processes to create efficiencies that help save costs.

Conclusion – Determining eLearning Costs

As modern trends and technologies transform the market, developing cutting-edge eLearning projects in a dynamic environment is extremely challenging. Since several factors impact the price of eLearning projects, it is important to understand and analyze each course and the audience for which it will be developed. With a good sense of the variables, you can not only achieve your eLearning objectives within the time and budget constraints but also achieve a high ROI.

eLearning Costs should be determined based on your organization’s needs. When engaging, immersive, and informative learning is the objective or creating an environment of continuous learning and development is the foremost priority, cutting back on eLearning costs should not be looked at as an option.

Various elements come together to decide the price of eLearning projects. To know more about the low cost of eLearning or custom pricing for custom courses, do reach out to us at or Click here and one of our representatives will definitely help you understand eLearning Costs and its parameters. At eNyota Learning, we have over 11+ years of experience to back this up!Webinar Sign-Up