Posted by Asma Zaineb on Wednesday, March 10, 2010 @ 06:55 AM
Take a look at the learning devices used to impart training – whether product training, process training or application training. These devices involve the learner intellectually, emotionally and physically. Each device has a unique objective.
Scenarios: A scenario situates the learner as listener or observer of an unfolding story wherein the story deals with a possible situation involving decision or action.
Role Play: This is similar to a scenario but involves the learner in actively making a set of decisions based on a situation.
Reflection: A reflection prompts the learner to think and leads him or her to self-awareness about his behavior and thought.
Practice Test: It tests a learner’s knowledge or application of it.
Reckoner: Provides an overview of key ideas, concepts, etc, in a concise way, either textually, visually or both.
Screenshots of some of our custom courses
Testimonials:Exposes the learner to the view point of a real or imaginary character.
Branching Narrative: It is similar to a scenario but involves a basic storyline that branches off into independent scenarios which might eventually be tied together as a moral.
Information: Information is presented in a direct manner.
Job Aid: It assists in on-the-job transfer of learning through a Just-Enough snapshot of key learning.
What did you think of this information? Do share your thoughts with me on the same.
Posted by Asma Zaineb on Wednesday, February 3, 2010 @ 06:46 AM
A leading home appliance manufacturer refused to send its representative to demonstrate the working of a microwave oven purchased by my grandparents. Luckily, their neighbor taught them the basics of operating the microwave. Lack of training by the company unsettled my grandparents and they began regretting their big purchase.
What do you make of a company who sells products without offering training on how to use them? There could be some products which do not require training, but some products, even technology products, which require training to a certain extent. Lack of attention, training and poor post sales service are sure shot ways of losing customers, making it a competitor’s gain.
Not all vendors have access to SMEs plus training which require human interaction, thereby increasing their costs. Training sessions cannot be held every day or customers would have to wait for the next schedule of the training before making their purchase. Add to that travel expenses of both the customer and vendor, if the training is scheduled at new venue.
Finding a way out
Web-based training or certification through the vendor’s or company’s website can eliminate the pain of product training for customers. If the training requires human interaction, an online facilitator can fill the gap.
Web-based product training offering text and picture is the least-expensive way to train customers on the products. If need be, product training courses can have the interactivity and simulations coupled with various delivery formats. Further, vendors or companies can cut travel expenses associated with traditional offline training such as labor expenses, traveling expenses, etc.
The company or the vendor has to merely load the courseware on its learning management system and create a login and password for its customers to gain access to the course. Online training means that customers can learn at their own pace, spend more time on difficult aspects and repeat the lesson until they have understood it. This flexibility also extends to repeating or redoing various sections that need more understanding.
Traditional forms of training involve customers travelling to a venue at a certain time, increasing the expenses of both the customer and vendor. Web-based training makes learning easier, efficient and inexpensive.
Online product training is cost effective as it is aimed at a large group rather than traditional offline training for a small group. The product courseware is custom designed for a specific business and can be repeatedly used by many customers, whereas ILT would need to be repeated and paid on a regular basis as when the customer demands it.
Do you agree that by providing online product training, a vendor or company can ensure that its customers or employees can proficiently install, operate and/or supervise the product?
Thanks for reading my blog. Do share your thoughts on the same.
Posted by RK Prasad on Wednesday, December 23, 2009 @ 02:26 AM
As we are entering into a new year, I thought of having quick review of the most appreciated blogs in the year 2009. The list represents some of the most interesting and active learning topics.
Usually, training needs are identified during an annual performance appraisal done by HRD. These needs are handed over to corporate training to initiate involvement to address them. The needs are classified and collated; training calendars drawn; training budgets projected and so on. Most line managers want the training to be delivered yesterday! There is always a dearth of time, resources and money, which makes us think twice before we jump into a full-fledged analysis. So, the question is when can we skip and when can we not?
There is so much we unlearn without much effort. Knowledge not often revised, skills not regularly practiced and beliefs shattered by contradictory experience are all day-to-day examples of unlearning. But what about a situation where person’s knowledge, skills and beliefs serve him well and is therefore reinforced? How can he unlearn them in the face of a superior learning, which will serve him better?
In today’s technology and availability of multiple delivery media days, we are tempted to use a blended approach (more than one medium of delivery) to deliver training. In corporate training, many a times, singular delivery method is enough to do the job. Before we zero down on the criteria for selecting a delivery environment, let us know more about the typical singular and blended learning environments.
A leader motivates, envisions, inspires, communicates, cajoles, reprimands… so does a teacher. A leader is driven by his ego. Who among us can deny the thrill of self-gratification when we stand in front of a group and lead them? So, why belittle the ‘sage’ in us? On the other hand, how much of empathy does trainer need to relate to his flock? Does being a ‘guide by the side’ depend upon the kind of learners, the trainer is dealing with? Or are we just donning the role of ‘guide’ only to mollify the egos of learners? What exactly we mean by ‘facilitating’ learning?
Kolb’s learning theory introduces us to four distinct learning styles (or preferences), which are based on a four-stage learning cycle – learning by feeling, watching, thinking and doing. My question is how practicable or feasible it is to try and accommodate various learning styles while designing a course, be it classroom or online?
We know the humor is an extremely powerful force, sometimes even life saving (Anatomy of an Illness, Norman Cousins).We tend to agree with Elliott Massie when he says that every great classroom-based class that he had attended contained humor and laughter. Off hand, we agree that positive humor will help establish a climate conducive to learning, reduce stress, aids retention of information, breaks down barriers between facilitators and learners, and foster cohesiveness. But the question is how?
Sales Training can comprise product knowledge, sales procedures & reports and selling skills. We have been developing sales training courses for automobile major in Europe, with market presence in Europe and Asia. During the development, we realized that this client company is using a blended approach by addressing certain aspects of training via online delivery and certain others in the classroom. What do you think? Is eLearning or online mode of delivery suitable for selling skills training?
Software product training using authoring tools like Captivate or Adobe Flash is an effective mode of eLearning. Screenshots of the software acts as a raw content for developing an online course. The learner is taught on how to use the software by creating a simulated environment. The effectiveness of learning can be enhanced by using audio. Both Captivate and Flash can impart training. Let’s see, which one is more suitable.
In the eLearning field, we usually come across SCORM/AICC as the standards to which the courseware should adhere to. But how far are these standards learner-centric? Are these standards impeding learning?
How do we ‘market’ the use of social media as a new tool or avatar of learning? First, are we sold on it? Many of us have mixed experiences and opinions about using social media in an organizational setting to learn and improve workplace performance. I think I find blogging and LinkedIn more useful than Face book or Twitter. I am sure many of you have opposing views.
Wishing all a Happy, Prosperous and Peaceful New Year!
Posted by RK Prasad on Wednesday, December 2, 2009 @ 07:19 AM
As most of you know, Second Life is a three-dimensional virtual world whose content is open-ended and created by its users based on their imagination. The access to SL is free to casual users, while additional benefits and services come with a price tag.
When I first heard about SL, I promptly created an account and explored it. Can SL change the way product training or salestraining is done now? Will its three dimensional (3D), visually intensive and information rich learning environment offer us a powerful medium to address these critical training needs… were some of the questions that raced through my mind.
My first impression was that product and sales training will be ‘born again’. [But then, I can get very excited with new technologies] I started dreaming that companies can take initiatives of educating their sales staff and customers on their products, given its 3-D environment. But after some exploration, I think, although SL is “cool” and shows a lot of promise with its visual and functional capabilities; it is not something that you and I will happily welcome with open arms. More specifically, we will encounter obstacles such as:
A steep learning curve needs to be maneuvered due to lack of awareness about SL in the first place.
Internal Learning & Development teams may not have the required skills to deliver this kind of training online.
The current navigation structure is not intuitive. It is slow, awkward and confusing. Many a times, I got stuck.
It will definitely be expensive to develop custom applications.
Some organizations may have bandwidth limitations.
Integration with existing learning management systems will be a real challenge.
I am still convinced that Second Life has potential (I don’t know why; more of a gut feeling), but it looks like as of now, that it is overshadowed by a steep learning curve for new users, a non-intuitive interface, and the high investment of time and money required for programming content to justify the costs.
I would greatly appreciate your comments and sharing of your experiences. Thank you for reading my blog.
Posted by Sudhakar Reddy on Wednesday, November 4, 2009 @ 03:50 AM
Software product training using authoring tools like Captivate or Adobe Flash is an effective mode of eLearning.
Screenshots of the software acts as a raw content for developing an online course. The learner is taught on how to use the software by creating a simulated environment. The effectiveness of learning can be enhanced by using audio. Both Captivate and Flash can impart training. Let’s see, which one is more suitable.
If the software has an intuitive interface and navigation, the learner can easily learn the software by simple demonstration using Captivate, a rapid elearning tool.
If the software is complex and has multiple users and tasks, it becomes difficult for the user to learn the software, hence Adobe Flash is recommended. Some of the examples of complex software are SAP, Call Center software, Customer portals etc.
For complex software products, the effective instructional strategy is using Watch-Try-Do (WTD) approach. The strategy is to first show the operations, and then invite the learner to try and perform the required operations with some guidance and finally, allow him/her to try the operations all by themselves. This approach provides a smooth transition in learning – from watching, to trying and finally, doing the operations.
The raw content for the complex software products will be Captivate screen, describing the flow of the software, its navigation and its uses. Based on the Captivate screens, a detailed storyboard is developed to incorporate Watch-Try-Do. Using Adobe Flash, we can create WTD simulations with ease.
For both simple and complex software products, Captivate plays an important role in developing eLearning content. It helps to record screens and navigational flow of the product effectively. It also integrates audio and offers a customized interface for the learner to navigate and explore the simulation.
Share your views on using Flash and Captivate software for imparting product training.
Posted by Abdul Razzaque Hussain on Tuesday, October 20, 2009 @ 06:46 AM
Product training through eLearning offers a wonderful opportunity to enrich sales training programs with simulated product presentations and product walk-through in various selling situations. Actually eLearning also offers a comprehensive platform for Customer Service and Business Process Training.
Various industries such as Petroleum, Power Tools, Software, Financial Services, Metals & Minerals, Farms & Agriculture, etc, avail of eLearning courses for product training.
Beside Flash and HTML, authoring tools like Captivate, Articulate and Lectora are most commonly used to create product training eLearning courses.
Product Simulation
Based on product manuals, promotional literature and product images, highly interactive flash-based courses are created using product simulation. It makes learning highly effective and quick.
‘Watch-Try-Do’ approach is one of the most effective ways to demonstrating how a software product works. The learner gets the real time experience of how the software works and also gets the opportunity to work on the simulated environment.
Chief Operating Officer, Ayesha Habeeb Omer participated in Advanced Leadership Course in Anthony Robbins’ “Leadership Academy”, USA
Formal Training and HRD department started headed by a full time manager.
Online training for CommLab employees launched with “New Employee Experience”, “Lectora Online Training” and “CommLab Production Process” courses
Management:
Expanded the office layout to accommodate 20 more workstations
Participated in IT Recruitment Fare at Nizam’s College, Hyderabad
CommLab’s Online HR Portal launched
“CommLab” registered under Trademark and Copyrights, Government of India. Dun & Bradstreet rated CommLab again this year with a “2B” rating. CommLab premises are now a ‘custom-bonded” warehouse.
Marketing:
CommLab’s first press release in Indian media and the Internet.
CommLab is now registered as potential vendor/ supplier for over 200 Fortune 500 companies
CommLab represented in ASTD Expo and Conference, San Diego by senior managers’ courseware and technology.
CommLab blog launched
CommLab registered in Yahoo directory
Entered Product training segment and Authoring Tools based projects
YouTubes videos of CommLab launched
New Customers:
Unilever, UK, Sun Corp, Australia, Boost Elearning, USA, VMWare, Canada, IntelliTrain, Australia, IPSTeam, USA, American Axel, USA, Ceridian, Canada and METTLER TOLEDO-UK
Human Performance Enhancements
Morning Motivational Activities for state change started
CommLab Anthem, “We are the Champion” started
Custom-designed Posters on Emotional Intelligence (EQ) put up in the Office and Dining area.
Celebrations of weekly effort introduced on weekends
Half Yearly Meeting converted into Half Yearly Celebrations comprising purely fun instead of formal presentations and appraisals, in an outward-bound training facility in the outskirts of Hyderabad.
A more personal way of celebrating birthdays devised and launched.
The CommLab India eLearning Blog is all about the latest, most useful and most talked about topics under Corporate Training, Performance and Learning Technology.
