What makes e-learning so exciting is that it allows learners to interact with the content through which they are acquiring knowledge. Long gone are the days when learners had to be subjected to an endless parade of slideshows, forcing them to digest content that wasn’t presented properly in the first place. Now, there are different and enriching mediums through which you can offer the learning content.
Today’s e-learning authoring tools assume that employees have a persistent Internet connection. Although this is partly true, there are many instances where employees need to learn or access material, but have limited to no access to data networks.
The term Blended Learning means different to different people. For some, it’s a means to initiate e-learning in their organization, to move their learners from traditional classrooms to e-learning, in small steps. For others, it’s to fill gaps or complement their existing classroom training. No matter what it’s used for, blended learning is an ideal way to train learners. Not only does it allow organizations to leverage the potential benefits of online learning, but it also keeps the instructor component in training intact.
With the introduction of computer and technology in the 20th century, the process of accessing information took a momentous turn. The very first online learning systems were used in schools, but it was only in the 2000s when the corporate world realized the potential benefits of e-learning for employee training. Fast forward to the present (a good 17 years) and online learning or web-based learning is – without sounding prudish – everywhere.
We already have heard of the authoring tool Lectora Inspire. If you have text-heavy content which you want to convert into an e-learning course, there’s no better tool than Lectora Inspire. It’s a preferred, favorite choice for most learning and development (L&D) professionals.
“Gamification, in layman terms, is the use of game-design elements and game principles in non-game contexts.”
According to Google Trends, Gamification as a trend started back in 2010 and it didn’t take long for the corporate world to try its hand at it. Organizations around the world see gamification as a gimmick, a mechanism that can be applied to almost any training. The truth, however, is far from it. In fact it’s one of the biggest myths that gamification works for every learning situation. That said, the concept of gamification, which revolves around competition or the idea of status and achievement, works its charm if and when done rightly.
Have you heard of the phrase “Telling isn’t training”? Well, if you use PowerPoint presentations for your training, you are doing just that – telling, but aren’t training your learners.
In my last blog (if you haven’t read it, head over here), we saw five of the eleven graded question types that Articulate Storyline offers:
Assessments are the best way to test your learners’ understanding of the training content, but that’s not their only role. Part of why assessments are used in e-learning is to allow the learner evaluate where he/she stands with respect to the training being provided and fill their knowledge gaps (if any). This “filling the gap” is achieved by providing them with relevant feedback during the assessments, instead of a mere “Yes, you’re right” or “Wrong! Try again!”
Smartphone usage has trumpeted in the last few years. According to research by Statista, the number of Smartphone users is expected to pass the five billion mark by 2019. The trouble is that most Smartphones and tablet PCs do not support Flash, which makes Flash-based courses archaic.