How Digital Learning Solutions Save Pharma From Outdated Training
                     How Digital 
Learning 
Solutions 
Save 
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From 
Outdated 
Training 
Introduction 
According to the CMR Institute, the pharmaceutical industry paid over 
$62.3 billion in US federal and state penalties between 1991 and 2021, 
with over 1/3 occurring around 2020. 
This gives us an idea of what outdated training could cost in an industry 
like pharma, where this is not just operational inefficiency but a regulatory 
liability, patient safety risk, and competitive disadvantage. 
But if they used digital learning solutions, the learning and development 
professionals would have the means to update content on time so it 
wouldn’t go stale in the first place. This way, the problem can be resolved 
at the root cause. 
Digital learning solutions are an integrated combination of technology, 
digital content, and instructional design used to facilitate, track, measure, 
and enhance education and workplace training. Unlike simple delivery of 
content through digital tools like a tablet or phone, this program is an 
approach that uses tools to provide learning. The program includes live 
lectures, recorded instructions, quizzes, and learning management 
systems that track the activity of learners. 
How digital learning 
prevents outdated content 
consumption
1.Outdated training is a regulatory violation
In other industries, training that lags creates loss in business and poor 
performance, but in pharma and life science it’s more serious because the 
organisations are dealing with human life. When an FDA inspector pulls 
training records and finds employees are certified on an outdated version 
of SOP, it will be considered a violation of the law. Digital learning 
solutions prevent this by documenting training and making SOP and 
regulatory content updatable.
2.Existing training is not the answer
In the pharma industry, regulatory framework changes are not static, such 
as GMP, GCP, FDA 21 CFR Part 11, ICH guidelines, and more. And if, in 
such conditions, the training is provided as an annual function, the 
workforce will forever be in the past. Switching to digital learning 
solutions allows organisations to update content whenever a new update 
is introduced and facilitates content delivery to every worker's personal 
device. 
1.Time to competency carries consequences
A new manufacturing technician cannot work on their own until they are trained 
on a production line. In pharma, the gap between the hire's start date and the 
point where they can actually perform independently has a direct cost. Digital 
learning solutions shorten this gap by delivering structured and self-paced 
qualification programs that new employees can use whenever they want or need. 
2.Continuous training is a necessity
Pharmaceutical organisations cannot brush off the requirement of continuous 
learning in today’s time, as lifecycle changes and product launches can change 
the course entirely. A drug gets launched; different teams need updated training, 
and a classroom-based format cannot sustain the updates and deployment for 
different audiences who matter. Though digital learning solutions are modular and 
personalised, even when planned, updates can be done as the owner prefers. 
3.The check-the-box method is harmful
Fewer than 25% of employees who have participated in compliance or ethics 
training would rate it as excellent, and that is because many employees complete 
compliance training only by clicking through content to tick the box rather than 
actually learning. In pharma, this creates patient safety risk. Digital learning 
solutions address this through assessment design that requires understanding 
rather than just completion. 
conclusion 
The pharma industry is facing a problem 
in keeping the content current and 
preventing the use of stale practices in 
the workforce and traditional learning, 
which has done a fine job till it mattered; 
it is not sufficient to keep pace with 
evolving technologies. Digital learning 
solutions address this issue by reducing 
time to competency, making training 
continuous, keeping content up to date, 
and eliminating the use of harmful 
practices in the workplace. 
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ATTENTION
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