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.
Subscribe to Our eLearning Design Blogs
Get CommLab's latest eLearning articles straight to your inbox. Enter your email address below:
First impressions are usually the last impressions. This saying holds good for the description you give for your eLearning course. Typically, a course description is shown on the launch page of your eLearning course. The main aim of your course description is to provide your learners with an overview of the course; what it is all about, and what to expect from the eLearning course?
Welcome to today’s blog post. Every day, learning professionals try to find new ways to engage learners and make trainings more interesting to them. In this process, the current generation of learners stands as the most challenging target audiences. I’ve tried to understand the needs and tastes of these learners and had come out with an idea that can take our training programs a step closer to them. I had enquired quite a number of people about their likes and dislikes on current learning trends. Many of them expressed a common point that these courses lack personalization. I didn’t immediately understand what they meant. But, after going through some more details, here I am writing this post about how to add a personalization element to your course and make them believe that the course has been tailored specifically to suit their taste.
The multiple choice question (MCQ) is the most commonly used question type in eLearning. An instructional designer prefers MCQs over other question types as they can be scored rapidly and feedback can be given easily. It is an effective way to test a large number of learners, quickly and effectively.
Do you know on an average 3000 people get killed due to Fire accidents in the US every year? The NFPA estimates that 65,880 firefighter injuries have occurred in the line of duty in 2013, out of which 12,535 accidents took place at non-fire emergency incidents.
Here’s a scenario that is quite familiar to learners and designers alike; John, an employee in XYZ corporation, was asked to take an eLearning course as part of the company’s training requirements. John sat down enthusiastically in front of the computer and said to himself, “This must be fun.” He clicked the launch button of the course and started his training. Five minutes into the course, John went spiraling down into confusion with the amount of information that was being thrown on him and was frustrated and disappointed. John clicked the close button and went on to do his work.
Online learning is not the next big thing, it is the now big thing. – Donna J. Abernathy
The online training medium can be used very effectively to equip your people with the needed knowledge and skills. According to a report released by IBM, companies who utilize e-Learning tools and strategies have the potential to boost productivity by up to 50%. For every $1 that a company spends, it’s estimated that it can receive $30 worth of productivity.
Young employees are not ready for the demands of the workplace. As per a survey conducted by the British Chambers of Commerce, 90% of school leavers and over 50% of graduates are not ready with skills required for employment. (Source: BBC)
It is a common knowledge that well-designed assessments go a long way in engaging learners in the online learning environment. They are used to reinforce learning as well as evaluate the learner’s comprehension of a course.
As we know, the human brain has the capability to hold a limited amount of data at a time.
Experimental psychologist George Miller found that “The Magic Number 7, plus or minus 2? Describes the number of ideas, facts, or issues that an average individual can hold in his working memory is 7 + 2. This is called the Rule of 7″.
We use various techniques to deliver effective training online. In this post, we will look at some learning methods which are used extensively in eLearning – scenarios, role plays, practice tests, testimonials and job-aids. These techniques help engage the learner very effectively. Let us now look at each.