Games play an important role in online learning programs. In fact, many e-learning experts are showing interest in incorporating gaming elements in their mobile learning courses. Incorporating them in mobile learning courseware helps make the course effective, fun, and helps learners learn faster and retain more information. It also gives learners’ a sense of accomplishment on completing the challenge by answering questions correctly. But there are a few elements you need to consider to master the art of developing good game-based mobile learning.
Consider this training situation. Company X has noticed that their pharma sales representatives are facing tough competition from a drug newly introduced in the market. They need to be trained quickly on how to convince physicians to continue prescribing their drug. Let’s see what happens if the learning objectives, course content, and assessments are not aligned with each other.
Every course available online can’t be termed e-learning. E-learning should help course takers learn. It should adhere to Instructional Design principles so that learning is effective. Aimed at specific target audience, armed with measurable learning objectives, authentic content created in co-ordination with Subject Matter Experts (SMEs), assessments, and the flexibility to track learners’ progress – these are the elements that make an e-learning a complete package. Let’s look at each of these elements in detail.
Instructional design is the practice of designing content in a manner that will help learners to learn quickly and effectively. Excellent instructional designing goes a long way in delivering high-quality and interactive digital courses for the learners.
As we know, learning objectives play a vital role in an e-learning course as they generate learner interest by sharing what they will be able to accomplish after completing the course.
But in most cases, we present learning objectives in the form of a bulleted list. This is not always effective. If you are taking an e-learning course for the first time, you may read them with great interest. Eventually, you will be skipping the learning objectives altogether. So how can we avoid this?
In the first blog of this beginner series,we discussed ‘What is Training Needs Analysis?‘. Training Needs Analysis (TNA) provides insights and concrete data to identify the training needs within an organization. By conducting a TNA, you can align training with the business needs of your company. This blog shares SIX advantages of a well conducted Training Needs Analysis.
Once you have made the decision to implement e-learning in your organization, the other big decision you need to take is whether to buy the e-learning or build it in-house. Of course, the decision to build your e-learning courses depends on whether you have the required resources. If not, you can outsource your requirements to a vendor who provides customized e-learning solutions. But no matter what your decision is, whether to buy, build, or outsource, it must be made after careful thought. This is because a decision taken in haste can have long -term repercussions on your business.
The functioning of every bank is unique. From receiving credit card information to payments, different banks have different transaction processes in place. There are plenty of payment processing companies in the market for banks to choose from. So, delivering training via an off-the-shelf course will not suffice your bank’s unique credit card security requirements. Then, how can you train your personnel? By acquiring customized e-learning. But, why only customized e-learning for credit card security training?
This is the third blog in the Kirkpatrick Model of Instruction series. In the first part of the series, I covered the need to evaluate any training program and the basics of the Kirkpatrick model of evaluating a training program. In the second part of this series, I delved into each level of the Kirkpatrick model. Here’s a quick diagrammatic representation of the gist:
Whatever your industry, you need skilled employees. So investing in training and development has become the strategic priority for improving the company’s bottom line performance.
But the question here is, between their everyday tasks and busy schedules; will your employees be able to remember the key takeaways of training for long? Research says that people tend to forget 80-90% of what they have learnt in just one month after the training. Shocking, right?