“Tell me and I forget. Teach me and I remember. Involve me and I learn. – Benjamin Franklin”
Gamification has become a buzz word in the eLearning training domain.According to Adam Penenberg, author of ‘PLAY AT WORK’, Fortune 500 companies are using games to train and engage their employees. The games will enhance the employees to be better trained and focused on their jobs.
Let us understand the concept of Gamification in the learning context.
Gamification is about applying game-based elements or Mechanics to non-game environments like learning and training in order to engage, create fun and interesting experiences to the learners. It assists learners in grasping the knowledge and skills, as they play and apply them in real-world situations where they need to make decisions, when needed.
Wikipedia defines Gamification is the combination of elements like competition, achievements, status, winning and losing strategies to accomplish the desired tasks.
Competition in a learning program is a contest between two or more learners to achieve the given tasks.
Achievement is the goal or a level that is achieved by a learner and rewarded with points or badges and filling of a progress bar.
Status is the position or rank of a learner or group; it describes the learner at the level that he is in, the total score and whether he is qualified or not.
Winning and losing strategy: In every game or in a contest there will be a winner and a loser. The winner may experience a broad range of emotions like satisfaction, confidence, and happiness while the loser may feel depressed, angry, and inadequate and get motivated to go back to the learning program and win.
We can bring in all these elements by incorporating the following applications in online learning programs.
- Progress bars
- Leader boards
- Level up
We will understand them in detail with the below casestudy.
LinkedIn – A professional network also uses the concept of gamification. Let’s see how LinkedIn adopted this concept.
LinkedIn displays the strength of a profile in the form of a circle. The circle indicates the degree of completeness of the profile. Profiles that are comprehensive will be indicated by fully filled circles. This will motivate other users to furnish the necessary details that would make their profiles complete so that their profiles too are indicated by fully filled circles.
LinkedIn uses graphs to motivate users to regularly contribute to their groups. The profiles of users who regularly contribute to their groups ‘receive more views’. It displays the statistics such as the number of people who viewed such users’ profiles and the number of appearances of these prolific users in a search of the website in the form of graphs.
Other users who see these graphs are motivated by the response received by these users to actively participate and contribute to their groups.
Top contributors Board
LinkedIn also displays the details of the top contributors along with their photographs. The level of their contribution is indicated in the form of a horizontal bar graph. This goes a long way in motivating the users to contribute better to their groups.
Similar to how Linkedin has adopted the concept of gamification, organizations can also incorporate this concept into the LMSs to make training effective as well as engaging. In my next blog, we will see how the gamification concept can be incorporated in LMS and what elements can be added to motivate the learner.
I hope this blog was useful to you. Please do share if you have any comments.
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A Learning Management System (LMS) is essentially used to plan and publish e-learning courses online, to be accessed by learners. Earlier, LMSs were technology-based and quite complex for end users (both administrators and learners) to navigate and manage courses or access them. Users had to rely on the technical team even for minor issues or requirements. Every problem had to be addressed by IT personnel. This was frustrating and resulted in an unenthusiastic response to the LMS as a whole by the users. Very few registered for the courses, and even those who did never completed them. Only mandatory compliance courses had 100% completion rates for obvious reasons!
Learning Management Systems (LMSs) help us in managing eLearning, classroom or virtual trainings easily. Apart from the structured training curriculum, you can provide your learners with additional learning resources to refresh their learning or give in-depth information. In most cases, the additional material provided is optional.
This optional training material can be shared using various methods.
MOODLE is the acronym of Modular Object Oriented Dynamic Learning Environment. It was developed by Martin Dougiamas, a computer scientist and educator. MOODLE is an incredible Learning Management System (LMS) with exceptional features, and it is used extensively in the corporate training world.
One of the most useful features of MOODLE LMS is the activity completion tracking system. It enables the training manager to check the course completion status of the learner. By default, it is not enabled.
To enable this feature, you need to follow the below steps.
Collaborative or social learning is a type of learning where people gain knowledge working in groups. Learners interact with each other and exchange ideas and information to solve problems. Various researches have proven that collaborative learning to be very effective as it improves thinking skills and enhances leadership capabilities. So, how can you facilitate effective collaborative learning in an online environment? Well, you need to use a learning management system (LMS).
Report building is one of the crucial activities in any training process. It helps the training manager track the learner’s performance and training outcomes.
Earlier, this process was done manually. However, with technological advancements, this process has been automated. Now, using a learning management system (LMS), training managers can generate reports with just a click.
Technology is continuously evolving and it is no different with Learning Management Systems. According to a research published by EDUCASE Center for Analysis and Research, the average age of an LMS is eight years. It means that institutions need to replace their LMS every eight years to keep up with their current needs and demands. So, every few years, training managers or stakeholders of organizations will need to make a decision about either changing their existing LMS or modifying their current one. With so many options available, how do they decide which one is right for them? Selecting an LMS that is a “best-fit” for your organization is not an easy task.
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