In the previous blog, I had covered some of the technological innovations and trends to watch out for this year. In this blog, I would like to cover some of the learning design strategies that might be a focal point for organizations developing eLearning courses.
1. Blended Learning: Instructor-led training is still very popular; however, organizations are increasingly realizing the potential of introducing online training to complement instructor-led training programs, for effective utilization of time and money. More organizations are likely to train their employees using a combination of instructor-led, as well as online training programs.
2. Customization of Learning Content: One size fits all type of outlook, when it came to the treatment of content, no longer works. Content has to be tailored and customized, to suit the needs of the organization and the employees, for whom the training is targeted. As a result, user interface and design become important, with emphasis on facilitating ease of navigation.
3. Focus on Engagement and Interaction with Learners: Passive page-turner types of courses are being considered ineffective and there is a conscious effort to include learner interaction and engagement, with the content. Inclusion of augmented reality and simulation has been used in sectors such as aviation, but is slowly finding inroads into other industries as well, particularly where costly equipment is at stake.
4. Gamification: The idea of gamification of employee training has stemmed from the idea of making training fun, instead of a rigor or boring activity. Since the idea has first originated, many organizations have started applying it in various area such as marketing, human resources, productivity enhancement, training, and customer engagement. How this trend will progress this year and how learning and design professionals can incorporate this concept into their training activities, is to be seen.
5. Social Learning: Information is everywhere and employees are used to sharing interesting pieces of knowledge/information or news, via social networking sites such as LinkedIn, Facebook or Twitter. Many learning management systems are incorporating wikis, blogs, discussion forums and social networking sites for promoting employee knowledge sharing. This has been popular so far, only with information technology companies and it is to be seen if other companies catch up with the trend.
6. Collaborative Learning/ E-workshops: Virtual teams have been collaborating on the same projects, though they are physically located at different geographical locations and working in different time zones, as a part of their jobs. The same concept is now being extended to on the job training. Some companies are organizing e-workshops as a part of employee training process. It would be interesting to see how organizations capitalize technology to facilitate collaborative training/learning.
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Introducing new processes and software applications can be quite a daunting task. Employees are not receptive to change and teaching all the details and minute steps can be time consuming. Conducting classroom sessions might not be a very beneficial solution. Learners will need to set aside time from their busy schedules, and often, this might not be feasible. The limited number of facilitators will also slow down the learning process. Facilitators will also need to travel extensively to teach learners spread all across the globe. All these arrangements take up considerable efforts, time and financial resources.
I would like to pick your brains with a quick question on compliance assessment.
In your experience with assessing compliance topics, is it OK to let learners keep repeating a quiz until they achieve 100%?
The mining industry plays a key role in the Australian economy. According to a report published by the Department of Education and Early Childhood Development, Government of Victoria, in 2013, mineral and energy commodities account for 60% of the nation’s total exports.
In this blog, I wish to share my experience on how I developed an interesting course though it had technical content.
This course on finance was a challenge for a non-financial person like me. Initially, it panicked me as I have no idea about finance. But, as an instructional designer, my approach towards this project was more on “educating not teaching”. For this, I did a lot of content comprehension to educate myself before I educate others. We will now see how I faced this challenge and accomplished my goal.
We still remember things that we have learned during our childhood. We remember many incidents that happened long ago. But, there are some instances where we don’t remember things. This,most probably, happens during education. Being a human being, it’s quite natural to forget things.
When you google the words ‘eLearning vendor’, you will come across many websites. Each website contains a lot of information, and sometimes, it may be misleading. Moreover, you might be busy or have no time to go through all the content to check the credibility of the vendor.
When most of us think about product training, we tend to think about the training programs provided for sales people to stay ahead of competitors. But, this type of training is given not only to sales people, but also to other audiences who need product training. Firstly, it should be provided to technicians to equip them with knowledge of every part of a product and its working. This helps them provide better service and ensure customer satisfaction. Another important audience who should be trained on your products is customers. A good training program provides the basic knowledge of your products, their usage and benefits, which goes a long way in building loyal customers.
Welcome to today’s blog post. Most of the articles, blogs and eLearning companies today portray an impression that the working domain of instructional designers is limited to eLearning. This is not true. The instructional design concept came into existence even before the invention of personal computers. E-learning or the educational technology uses the instructional design principles to enable superior understanding and enhanced learning experiences. Now that most of the training institutions have moved on to digital classrooms globally, I would like share some ideas on instructional designing for technology-enabled classroom training. These ideas will be applicable even in a traditional Instructor-led Training (ILT) program except that the supporting documents will be hard copies and not digital.
An online learning community (OLC) is a web-based learning environment with the latest digital technologies, where interconnected learning participants communicate, construct their knowledge collaboratively and share their personal experiences (Palloff & Pratt, 1999; Preece, 2000; Richardson, 2006).
As an eLearning professional, you need to struggle hard to meet your learners’ expectations from an eLearning course. The moment you know your learners and their expectations, you are sure to provide them with an effective eLearning course. Remember, your learners want to take the course for improving their performance and not just for the sake of taking the course. For this, you need to know what your learners actually want from the course. Here are a few things.