An eLearning history timeline
1840s
Long before the internet was launched, distance courses provided students with education on particular subjects or skills. In the 1840s, Isaac Pitman taught his pupils shorthand via correspondence. Designed to improve writing speed, shorthand was a growing, in-demand skill at the time. It was popular among secretaries, journalists, and others involved in note-taking or writing. Pitman, a qualified teacher, was sent completed assignments by mail. He would then send his students back more work to be finished using the same system.
1924 – 1960s
In 1924, the first testing machine was invented to allow students to assess themselves. Thirty years later, BF Skinner, a Harvard Professor, invented the “teaching machine”. This enabled schools to administer programmed instruction to their students. In 1960, the first computer-based training program was introduced. PLATO (Programmed Logic for Automated Teaching Operations) was originally designed for students at the University of Illinois but went on to be used in schools throughout the area.
1970
The first online learning systems were only set up to deliver information to students. However, in the 1970s, online learning started to become more interactive. In Britain, the Open University was keen to take advantage of eLearning. Its system of education has always been primarily focused on learning at a distance. Course materials and correspondence with tutors were delivered and received by post. But with the internet, the Open University began to offer a wider range of interactive educational experiences and started to communicate with students using email.
1980s
With the introduction of the computer and internet in the late 20th century, eLearning tools and delivery methods expanded. Thanks to the invention of the Mac computer in the 1980s, people started to have computers in their homes. This made it easier for them to learn about particular subjects and develop certain skill sets. Which also started to set the tone for a greater emphasis on workplace learning.
1990s
In the following decade, virtual learning environments began to truly thrive. People were able to access a wealth of online information and eLearning opportunities. And several educational establishments started to deliver courses online only. This brought education to people who wouldn’t previously have been able to attend a college due to geographical or time constraints. Technological advancements also helped educational establishments reduce the costs of distance learning. This also opened education up to a wider audience.
2000s
Cut to the 2000s, and businesses started to use eLearning to train their employees. During this period, new and experienced workers had the opportunity to improve their industry knowledge base and expand their skill sets. At home, individuals were granted access to programs that offered the ability to earn online degrees and enrich their lives through expanded knowledge.
Online learning today
Fast-tracked by the COVID-19 pandemic in 2020, eLearning has now become the norm for most businesses. Powered by a rich toolkit of digital platforms, tools, and applications, time and distance are no longer considered barriers to learning. Which means accessibility is at an all-time high.
Of course, tech hasn’t eliminated all the traditional obstacles. Getting employees to engage with L&D remains a challenge. But thanks to developments in technology, L&D teams have new ways to optimize the limited time available and keep the momentum going. Using tech to support in-the-moment learning which integrates into the day-to-day is a key example of this. Leveraging the patterns of behavior associated with technology outside of work when designing training is another. After all, if AI algorithms can be used to cross-promote content for platforms like Netflix, TikTok, and Instagram, why can’t the same be applied to course catalogs?
“Netflix will say, oh, you liked this show. Here’s another show that you’ll like. Why wouldn’t we leverage that in learning too, right? Especially because a lot of companies are buying these large catalogs of learning, and they’re kind of just like releasing them to their employees with no real direction.” – L&D consultant and instructional designer, Dr. Heidi Kirby. Keep it Simple podcast, episode 13