It is not a secret that most classroom-based training which involves technical subject matter – including training on new software applications, product training, compliance training – is missing the “engaging” factor. Not that classroom training itself is ineffective, but it has more to do with learners who are easily disengaged if there is no interactive content. This makes bringing learners to the classroom even more challenging.
The training landscape continues to change; old eLearning courses need to keep pace with new requirements. A lot of changes happen in your processes, new products are launched, and old products undergo changes. Your compliance team makes a lot of changes to the rules and regulations; all these changes need to be updated in your legacy courses, to make them contemporary for your contemporary audience.
With organizations having employees who work remotely, it’s not practical to deliver all of the training through in-person workshops. We have to recognize the fact that learning takes place outside brick-and-mortar classrooms, all the time. Employees are forever on the go, and mobile learning offers a more personal experience. You cannot expect your remote employees to turn up for a classroom training session. Your content has to be adapted to different situations, so that it can be used in context.
Learners of all ages seem to have shorter and shorter learning spans, particularly online. One solution to this is, offering Short Learning Modules that divide learning into digestible, bite-sized chunks. Commonly called as microlearning in the learning and development (L&D) circles, this trend allows learners to access information whenever and wherever convenient.
Merriam-Webster defines boring as:
causing weariness and restlessness through lack of interest
The learning and development (L&D) community has been abuzz with talk of mobile learning. There is a reason why mobile is the talk of the town – it is so powerful that it makes learning available anywhere and anytime. It offers a slew of benefits to learners – they can be more productive, more powerful, in more places, at more times – and also to the organization implementing it.
HTML5, the successor of Flash, has improved upon its predecessor’s flaws – the lack of support for mobile devices, for example. However, moving your Flash-based learning ecosystem to HTML5-based e-learning involves a significant budget, and more importantly demands careful planning.
Have you ever used scenarios in your e-learning courses? Generally, there are two types of online learning courses:
- E-learning that pushes content out to learners
- Online courses that focus on changing behavior and performance
You have invested countless amounts of hours, effort and budgets for training and imparting[theoretical] knowledge to your learners. When you have spent your resources for training your employees, you want to ensure that they retain the information, do their jobs better and not just recite and recount training content. You want them to be able to figure out what is wrong with a piece of equipment and fix it, than just know the troubleshooting tips.
While designing online learning courses, instructional designers stick to the same traditional approaches and techniques. There’s nothing wrong with this and is completely normal – they work inside their comfort zone as training material designers and developers. They use these strategies because they consider them as good strategies to build the training material on. However, the problem is that many times these instructional design approaches are not optimal.