Earlier you had very limited ability to project your thoughts on media tools, but now after the coming of new social media tools, we have the chance to interact by merely asking for comments, polls, etc. Nowadays, the most popular social media tools are Twitter, Facebook, LinkedIn, Digg it, etc.
The activities which can be performed in classrooms, such as debates, discussions, lectures, etc. can be added in social learning. Here, we can also have post-training follow ups, which means we can raise the questions regarding action plans of training. By this, people can create their action plans on social networking sites and comment on others’ plans and progress.
For Example: I create a group of a class in any social media and raise a question. Now, all the members of that group can join the discussion and give their views and we can have an interaction where people will use their prior knowledge and in between we can go right into discussing the topic. But to optimize this social media learning, initially we should be aware of some features common to social media tools. Some of these are:
- Social media enables creating Customized Focus Groups for discussions. You can ask group members questions and get quick answers.
- Social media also enables you to build Online Relationships with Experts. You can find experts and thought leaders on a topic or domain and connect with them.
- The most powerful value of social media is in the fact that you can use it to build a Community of Practice where you’re able to connect with like-minded people and exchange ideas. You can:
- Get to tap the collective wisdom of the community.
- You get to speak and listen from a platform that is open to users at all levels of expertise, from novices to experts. In fact, social media can be a powerful means for mentoring and coaching. It can also be used for team building within sub-groups.
- And finally, social media can be used for Analysis of Groups for devising your Strategy. As you obtain information about learners (audiences), you can have a better understanding of your target profile and, hence, be more effective in presenting learning solutions to them.
Thus, by using and optimizing these emerging social media tools, we can make our learning and training program more advanced, interactive and humorous.
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As we know, every organization follows a set of rules and regulations. Employees need to be trained on those rules and regulations to have a basic knowledge of their standards toward the organization and customers. And, they have a clear understanding of what they can do and what they cannot. So, organizations may not be at risk when their employees know about their legal duties.
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.