There is a lot of talk about mobile learning or mLearning. Within a relatively short span of time, it seems to be widely discussed topic in the online forums and discussions. Is it a passing fad as is the case with any new technology or is it actually relevant particularly in the training and learning context? Let us see some of the factors that have contributed to the growth of mLearning in recent times.
Growth of mobile technologies: Over the last decade, information technology including the mobile technologies has grown exponentially. This has transformed the way we do business or conduct our personal lives. Employees today consider smartphones to be an integral part of their jobs. They are increasingly expected to use their Smartphones for work-related purposes such as sending emails, texting messages, making conference calls and so on. What used to be a voice exchange device has tranformed to being much more. Using it for training purposes is only the next logical step.
Changed learner preferences: The younger generation has practically grown using these digital devices. They take to these gadgets is just like fish takes to water. They already use these devices for informal learning and therefore using it “formally” in a learning context is but a natural progression. The need to communicate to learners in the medium that they prefer also has popularized the concept of mLearning.
Increasingly mobile workforce: Organizations have expanded globally and their workforce is spread across the globe. Certain employees such as sales or service personnel are increasingly handling larger territories necessitating being away from their workplace for long durations. In such situations, capitalizing on the opportunities provided by mobile technologies for training and learning purposes seems logical as it gives them the freedom to learn or get trained on the move.
Technological changes have greatly influenced the way we seek information and learn. Greater mobility among workforce across different geographical areas also propelled the concept of capitalizing mobile technologies for training. As a result, smartphones and other mobile devices are being increasingly explored as additional tools for training.
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E-learning is a cost-effective and an easy way to train employees, when compared to the traditional methods of teaching. So, most of the organizationsare using eLearning to fulfill their training needs. The healthcare industry makes extensive use of the online training medium.
Training managers put a lot of effort while rolling out an eLearning project, as it involves many complex tasks.
As an eLearning professional, I often work with many training managers and admire their managerial skills. It involves a lot of work like training needs analysis, collecting content, dealing with Subject-matter Experts (SMEs) and developing the course for the stakeholders and learners.
Every organization needs to use their resources well to meet business goals and enhance productivity. As we know, the pharmaceutical sector is highly regulated and non-compliance to applicable laws and regulatory norms could be costly. So, you have to train your employees about rules, regulations, standards and recommended guidelines to avoid mistakes.
In my last blog, we have seen how E-learning, webinars and Mobile apps can be used to impart product training. In this blog, we will look at some more methods.
E-learning is the continuous process of learning through electronic media. Instructional design is a systematic process of learning, and this learning facilitates achievement of the intended goals. Many think that instructional design is all about using technology, but this is not the case.
“A major challenge we face today, therefore, is to create a desire in people to learn; and to foster and facilitate this desire throughout their lives.”
- Bryn Holmes(Author, eLearning Concepts and Practice, 2006)
One of the most important factors for organizations to succeed in today’s competitive landscape is the speedy launch of new products. The time-to-market of new products is critical to survive and succeed. Furthermore, the life cycles of most products are getting shorter due to rapid advances in technology.
On the other hand, if your sales employees are not rightly trained on your products, they will not deliver the right message to your potential prospects making it a competitor’s gain.
We all have a child in ourselves, energetic, fun loving and having zeal to explore and win games. In this state, we learn the best because our emotional state is very positive and retention of learning will be at the peak.
How do we bring out the kid in ourselves, while learning a new skill or acquiring knowledge?
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%?