Types of learning resources in e-learning [examples and how to create them]

Learning resources in e-learning are the digital materials specifically designed to facilitate online learning: interactive videos, simulations, infographics, quizzes, branching scenarios and much more. They are the heart of any well-built corporate course and, to a large extent, determine whether employees actually learn or simply click through until the module ends.

In this article you will find the main types of digital learning resources, concrete examples applied to corporate training and a practical guide on how to create them with the right tools.

What are learning resources in e-learning?

A learning resource is any material created with a clear pedagogical intention: to help the learner acquire knowledge, develop a skill or change a behaviour. In the digital context, these resources take the form of multimedia, interactive or evaluative files that can be distributed through an LMS or directly from a browser.

It is important to differentiate them from generic content. A YouTube video can be entertaining and informative, but it is not a learning resource until it is designed with defined learning objectives, a pedagogical structure and assessment mechanisms. The same applies to a PowerPoint presentation: its conversion into a digital learning resource involves adding interactivity, feedback and traceability.

According to the LinkedIn Learning Workplace Learning Report, 90% of organisations that invest in corporate training consider the quality of learning resources as a critical factor in the return on investment of their L&D programmes. Without well-designed resources, even the best LMS and the most motivated employees fail to achieve the expected results.

Types of learning resources in e-learning

There is no single type of learning resource valid for all situations. The key is to choose the right format according to the learning objective, the learner profile and the context of use. These are the main types used in corporate training:

1. Training videos

Video is the most consumed resource in corporate e-learning. It can be explanatory (an expert speaks to camera), animated (motion graphics for abstract concepts) or screencast (screen recording for software). Its main advantage is a high retention rate: according to a University of Rochester study, people remember 65% of information presented in audiovisual format compared to 10% from plain text. It is especially recommended for onboarding, product training and communicating company values.

2. Interactive presentations

They are the most versatile format and the starting point for most corporate courses. Unlike a static PDF, an interactive presentation includes clicks, navigation between sections, pop-ups, hotspots and embedded assessments. Tools like isEazy Author allow them to be created in minutes from an existing PowerPoint, adding interactivity without starting from scratch.

3. Simulations and branching scenarios

Simulations reproduce real work situations — a customer service call, a sales conversation, an emergency protocol — where the learner must make decisions and receive immediate feedback. They are the most effective resource for developing procedural skills, since learning by doing in a safe environment produces significantly better results than passive explanation. Their production has become more accessible thanks to authoring tools that include visual editors for decision trees.

4. Interactive infographics

They transform static data into explorable content. Instead of displaying a process as a linear list, an interactive infographic allows the learner to click on each step to expand information, see examples or access related resources. They are especially useful for compliance, regulatory content and complex processes where the learner needs to explore at their own pace.

5. Assessments and quizzes

Assessments are not an add-on: they are a core component of any learning resource. Well-designed quizzes — with specific feedback for each answer option, not just “correct/incorrect” — reinforce the learning of key concepts and allow L&D teams to measure actual comprehension. They can be used as pre-tests (to detect prior knowledge), formative assessments (throughout the course) or certifications (at the end).

6. Microlearning pills

Microlearning pills are short, specific resources focused on a single learning objective. Their optimal duration is between 3 and 7 minutes. They are designed for consumption in the flow of work: between tasks, on mobile, without requiring a long block of time. They are the most used format for performance support and reinforcement after a main training programme.

7. Podcasts and audio resources

Although less common, audio resources are gaining ground in corporate training for their flexibility of consumption. An explanatory podcast on a regulatory update, an audio interview with a company expert or audio narration of a process can be consumed during commutes or parallel activities. They are especially useful for leadership content and soft skills, where listening to real voices and conversations adds value that text cannot replicate.

The following table summarises the main types of learning resources according to their objective, level of interactivity and recommended moment of use in corporate training:

Examples of learning resources in a corporate context

Seeing how these resources are applied in real scenarios helps to understand what each one contributes. Here are four representative examples:

Retail: customer service simulation

A fashion chain with 300 points of sale needs to train its sales network in cross-selling techniques. Instead of a PDF manual, it designs a branching scenario where the learner plays the role of the salesperson and must respond to different customer profiles. Each decision generates a consequence and immediate feedback. Result: training that can be applied on the same day, without requiring a physical trainer at each store.

Banking: interactive compliance infographic

A bank launches a regulatory update. Instead of a lengthy email or a PDF that no one reads to the end, it creates an interactive infographic that maps the new rules on a visual process flow. The learner can click on each step to expand the detail, view examples and complete a mini-quiz at the end. The infographic is distributed through the LMS and records completion for auditing purposes.

Technology: onboarding microlearning programme

A SaaS company needs to reduce the ramp-up time for new hires from 45 to 20 days. It designs a microlearning programme of 12 pills of 5 minutes each, distributed across the first two weeks. Each pill covers a specific topic: product, processes, culture, tools. The format allows new employees to progress at their own pace from any device, without blocking hours of their working day.

Logistics: mobile safety training

A logistics operator with teams distributed across multiple warehouses needs to update its safety protocols every quarter. Instead of face-to-face sessions that require shutting down operations, it creates short interactive videos with embedded quizzes, accessible from mobile. Each employee completes the content in less than 10 minutes and the LMS records evidence of completion, eliminating the paper tracking that previously generated administrative errors.

Vodafone is one of the best examples of how a well-designed learning resources strategy can transform the productivity of an L&D team. By adopting isEazy Author as a creation tool, it tripled its productivity in e-learning content production, drastically reducing development times without sacrificing the quality of resources. Discover how they did it →

How to create learning resources in e-learning

Creating quality learning resources does not require being a graphic designer or a programmer. With a clear process and the right tools, any content expert can produce materials that really work. These are the fundamental steps:

1. Define the learning objective

Before thinking about the format, answer this question: what should the learner be able to do at the end of this resource that they could not do before? A well-written objective follows the ABCD formula (Audience, Behaviour, Condition, Degree): “The new hire (A) will be able to manage a customer return (B) following the internal protocol (C) with a customer satisfaction rate above 80% (D)”.

2. Choose the format that fits the objective

Use the resource type table in this article as a reference. Do not choose the format out of habit or ease of production: choose the one that best fits the learning objective. A common mistake is to use video for everything when what is needed is practice, or to use long text when a three-minute microlearning pill would be more effective.

3. Structure the content pedagogically

Any effective learning resource follows a basic structure: hook (why does this matter?), content (what do you need to know?), application (how do you apply it?) and assessment (have you understood?). This structure can be adapted to any format: a video that opens with a real problem, a simulation that presents a challenging context, a microlearning pill that starts with a question to resolve.

4. Add interactivity and feedback

Interactivity is not decoration: it is the mechanism that transforms passive consumption into active learning. Add decision points, questions, hotspots or branching paths. Make sure each interactive element has specific feedback — not just “incorrect”, but “incorrect because… and the correct answer is… because…”. The quality of feedback is as important as the quality of the initial content.

5. Test before distributing

Before uploading a resource to the LMS, test it with a real sample of the target audience. Identify navigation points that generate confusion, questions that are poorly understood or sections that are too long. A 15-minute test with 3 real people will save hours of revisions after launch.

6. Measure and iterate

A learning resource is not finished when it is published: it is finished when the data confirms it works. Use the LMS metrics — completion rate, average score, time spent per section — to identify where learners drop off or fail systematically. Iterate based on that data, not on assumptions.

How to create learning resources with isEazy Author

isEazy Author is an authoring tool designed for corporate L&D teams. Its differentiating proposition lies in the combination of a highly accessible visual interface with artificial intelligence features that automate the most costly parts of the creation process.

The workflow with isEazy Author is this straightforward:

• Import your existing content: you can upload a PPT and convert it in minutes into a course to which you can add all types of interactive and learning resources, as well as images, videos and much more.
• Apply brand design: templates and colour palettes allow you to maintain corporate visual identity across all resources without the design department’s involvement.
• Personalise interactivity: add hotspots, infographics, branching scenarios, embedded videos or any interactive element from a library of pre-designed components that you can edit with ease, or create from scratch from the platform’s own editor.
• Leverage the AI Autopilot: isEazy Author’s AI automatically generates quizzes from text content, suggests complementary resources and can structure an entire course from a document or a topic description, reducing production time by up to 80%.
• Export in any standard: SCORM 1.2, SCORM 2004, xAPI, HTML5. Guaranteed compatibility with the main LMS platforms.

The result is a professional, interactive resource, compatible with any LMS, produced in a fraction of the time a traditional production would take.

Best tools for creating learning resources in e-learning

The authoring tool market has grown significantly in recent years. Below you can compare isEazy Author with other options on the market to find the one that best fits your L&D team’s needs:

Conclusion: the right learning resource makes the difference

Learning resources in e-learning are not a production detail: they are the piece that decides whether training actually impacts real performance or remains a formality that employees complete without engagement. Choosing the right type of resource according to the learning objective, designing it with a solid pedagogical structure and relying on a tool that allows it to be produced with agility is what separates training programmes that work from those that simply exist.

The good news is that today creating interactive, attractive learning resources compatible with any LMS is within reach of any L&D team, without the need for designers or developers. Tools like isEazy Author allow you to go from document to interactive course in minutes, with AI that automates the most repetitive tasks and a result that competes in quality with resources produced with much greater investment.

If your team needs to create more resources, in less time and with better results, discover what isEazy Author can do for you.