Mobile learning today is a buzz because of its important features like convenient and easy access, just-in-time learning and byte-sized modules. It is therefore, not surprising that mobile technology is integrating an employee’s work life with his need for study and leisure.
Organizations can benefit from mobile learning technology in a number of ways. It facilitates new and innovative approaches to employee training, as it helps them access the information just-in-time and complete their tasks using mobile devices. Some of the best delivery methods while considering mobile learning are as follows:
- Byte-sized eLearning modules
Here is an infographic that shares insights on the above-mentioned delivery methods while considering mobile learning.
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Scenario-based online learning courses help learners involve in learning as they can relate themselves with the situation. Scenarios can be used to present real life situations that the learners are likely to face in their job role and improve their problem-solving skills.
People expect to be bored by eLearning. Let’s show them it doesn’t have to be like that! – Cammy Bean
It is well-known that learner engagement plays a critical role in the success of a self-paced eLearning course. So, how can you ensure that your online course captivates your people? What are the aspects you need to focus on to leave your learners spellbound? How can you design the perfect eLearning course that creates learner delight? Well, here is an info-graphic that lists 5 tips to hook your learners to your eLearning course.
E-learning has now become a global phenomenon. Designing an eLearning course that engages the adult learner is a challenge. Here, I would like to share a recipe for designing eLearning courses that helps you overcome the challenge.
Checklists play a crucial role in our everyday lives. We have checklists for groceries, laundry and even at work. We make checklists to make sure that we don’t miss out anything. As instructional designers, we do have the occasional checklist we refer to while we review the final course. However, at times, it may be too late to have a checklist at this stage.
One of the challenging tasks of instructional designers is to keep learners engaged throughout an eLearning course. Scenarios can be one of the many ways to keep learners connected with an eLearning course.
I believe that (the) educational process has two sides – one psychological and one sociological. . . Profound differences in theory are never gratuitous or invented. They grow out of conflicting elements in a genuine problem. – John Dewey, In Dworkin, M. (1959) Dewey on Education
It is common knowledge that effective training goes a long way in enhancing the performance of the workforce. Many organizations are using eLearning to equip their people with the needed knowledge and skills as the online training medium is cost-effective and offers unparalleled flexibility to the learner.
Content chunking is an important step in the process of developing an eLearning course. As an instructional designer, it’s important to break long strings of information into understandable chunks and delete extraneous data. When the content is divided into small chunks, learners find it easy to understand. Content chunking also helps improve their working memory. It helps the learners retain longer and recall it effectively.
Knowledge is power – Francis Bacon
It is common knowledge that the era of baby boomers is coming to an end. Does it mean that the invaluable knowledge and experience of these ‘old-timers’ is lost forever? Absolutely not. Companies can ensure effective transfer of knowledge by building good knowledge management systems. Here is an info-graphic that lists 6 proven tips to develop a highly effective knowledge management system.
Jim is a sales manager in a leading multinational company. His responsibilities include meeting sales targets, training and assessing the performance of new employees and reporting results to the senior management. Recently, he hired talented people from various prestigious institutions into his team. After providing 4 months of rigorous training, he expected them to perform well. But, after 3 months, Jim realized that his team is underperforming and are not reaching the sales targets. Productivity was taking a hit, and this worried Jim. He tried to find the reasons for the dismal performance of his team. After speaking to some colleagues, he understood what the problem was. Jim realized that his training was not very effective because it did not align with the profile of his sales people who belonged to Gen Y.