How To Create A Meaningful And Engaging Compliance Course

Compliance courses are often driven by the corporate “compliance mandate” and tend to miss the ingredients for learners to relate to them, internalize the information, and apply it. As I see it, given the significance of the compliance mandate, there should be a higher focus on using approaches that appeal to the learners, impart learning that will stick, and finally, ensure that this learning indeed gets applied at work.

Creating A Meaningful And Engaging Compliance Course

In this article, I will outline how we have made compliance courses meaningful to the learners, ensure the learning sticks, and increase the probability of this learning getting applied at work.

Why are compliance courses normally boring?

Compliance courses primarily revolve around dry concepts such as knowing a set of guidelines or dos and don’ts.

Although learners like taking courses that are user-friendly and easy to understand, they do not appreciate the traditional read-through/click-through information and quiz process, devoid of any ingredients to excite them. This impacts learnability and eventually results in lesser or no retention of learning.

Is it possible to integrate innovative learning strategies to compliance courses?

We have over a decade’s expertise in building compliance courses for various industries (most notably finance, healthcare, and insurance). Creation of immersive learning being our forte, we have infused life in compliance concepts, thereby providing scope for higher learner satisfaction and a better ROI for our customers.

We have adopted learning designs that provide an innovative, engaging, and learner-centric learning experience through:

Gamification.

Partial gamification.

Scenarios.

Story based narratives.

What can be done to instill the spirit of “why comply” in the learners?

In this article, I will use a case study to illustrate how we have created an engaging learning experience that leverages the power of scenarios (with variations mapped to suit the compliance mandate).

Case Study (Introduction To The Code Of Conduct)

Rather than starting with the dos and don’ts of a typical compliance program, we used the creative Instructional Design approach to present the content to help learners realize why they need to comply and hence provide long-term gain to our customers.

We worked with our Subject Matter Expert and established the learning outcomes that learners need to achieve for the compliance mandate to be met.

How did we catch the learners’ attention?

In Introduction to the Code of Conduct, our course focused on:

1. The Code of Conduct and the reasons why it is created.
2. The application of the Code at work.
3. The situations when good conduct may be compromised or at risk.
4. How to choose the right path and avoid putting oneself and the company at risk.

How did we make this course more engaging?

1. The language and the examples used in this course are simple and easily understandable by all employees, whether it is a front-desk employee or a Senior Manager.
2. It is applicable to all industries, which means it is a generic Code of Conduct and not specific to any particular industry.
3. It does not cover all of the subjects in a typical Code so that they do not consider that they are now familiar with the Code and there is no need to read the actual document.

What was the essence of our learning strategy?

Our learning strategy was woven with a greater emphasis on scenarios, examples, exercises, and inline checks in interesting formats.

1. We used scenarios in two formats:
2. Quick check-point after a learning element is completed (recall/understand level cognition).
3. Application of the learning in a real-life situation through “Choose the Right Path” (analyze and be ready to use this learning at work).
4. We helped learners relate to these examples and scenarios and understand how to handle dilemma situations.
5. In addition, we provided tips and best practices and other useful information from domain experts.
6. Our purpose of turning acquisition of knowledge to application of knowledge was served with this apt mix of theory and application.

What more can be done to make compliance courses interesting and ensure that the learning gets applied?

Providing access on mobile devices (as well as desktops/laptops): The course is designed for mobile compatibility and runs seamlessly on PCs/laptops/tablets. This provides the required flexibility to the learner to access the course on a device of their choice.

Use Performance Support Tools (PSTS): In the next article, I will share a few examples on how you can complement or supplement Compliance through innovative value-adds, such as Performance Support Tools (PSTs). These are designed to help learners not just know about but also act in compliance on the job. This is one of our areas of expertise in terms of transforming acquisition of knowledge to application of the same.

Innovation and provision of that little “extra” is something we work on constantly. I hope this article was useful in providing pointers to create your own meaningful and engaging compliance course. If you have any queries, do contact me.

Source : http://www.eidesign.net/blog/how-to-create-a-meaningful-and-engaging-compliance-course/

How To Create A Sticky Learning Experience In Compliance Training

In this article, I will outline some of the innovative approaches we have adopted to create “sticky learning experiences” in various Compliance courses.

Partial Gamification and other innovative approaches in Compliance Training

I will illustrate three of these approaches used in Compliance courses featuring:

Partial Gamification

Formative assessment strategy to visually highlight the impact of learners’ choices

Story-based learning

Example 1: Partial Gamification

Background

In this project, we chose partial gamification approach for inline checks and assessments. Although the course content was treated using conventional learning design methodologies, we engaged the learners by presenting them with challenges at the end of a topic and rewarding them with a key card to move to the next topic.

Our Concept

Building on the theme of Risk management, we introduced the concept of an “Access-key” that would enable the learners to move from one topic to the next. This would be earned by successfully clearing the end of topic assessments.

The theme was further woven into the overall visual strategy. For instance, the Topic starter would look like this:

The questions that would gate the learner’s entry to next Topic would appear as shown here.

Example 2: Formative assessment strategy to visually highlight the impact of learners’ choices

Background

Often, the learners’ focus when they go through a Compliance course is to somehow complete it, pass the Assessments (typically at 80% cut off), and obtain the Certificate of Completion.

In the process, they miss a very crucial aspect. In real life, some of the choices they make can seriously jeopardize their organization’s reputation or cause serious harm to them. As a Learning Strategist, I wanted to determine ways that we could use to highlight this significant aspect.

Our concept

We followed an approach to highlight the impact of the choices they make visually. As shown here, we introduced the concept of a Risk Meter which would visually show the different degrees of risk associated with the way the learners chose the options (within a given question). As an extension, the formative feedback that accompanies each question would reinforce not just the right/wrong response but also help the learners understand the impact their choices will have on them as well as their organization.

Example 3: Story-based learning

Background

All of us are familiar with the impact of a story on recall and retention of information. Surprisingly, most Compliance courses that we developed in the past did not use this, although we used scenarios, case studies and examples extensively.

Our concept

Our strategy was to make the content engaging by using an approach that would resonate with the learners. We presented this in a manner that would make them a part of the course (as if they were within it, rather than seeing it from outside).

We proposed a story-based approach that started with a challenging situation for the learners. This helped draw their attention, emotionally connect with the content, and use the course information to ascertain how to get out of the jam.

Here is the introduction to the cast of characters featuring two main characters (the Mentor and the Trainee).

A discussion between two main characters was used to drive the entire learning and this storyline was further supported by other characters and sub-plots. The learning elements pertaining to the Compliance mandate were embedded within the story progression.

The screenshots here show conversation in a scenario and an assessment frame.

We used the following thread to drive the learning:

1. Introduction to the cast of characters and the problem (the challenge that the trainee faces)
2. Outline the events, their impact, and consequences (using the storyline)
3. Incorporation of the learning elements, examples, and case studies
4. Highlight dos, don’ts, and the right approach that the learners must follow (using Q&A between the main characters)
5. Articulation of questions that are likely to be in the learners’ minds (using thr trainee)
6. Guidance for learners, reinforcement of the important learning aspects and key take-aways, and formative feedback for learners (using the mentor)

I hope these approaches help you in enhancing the learning experience in your Compliance roll-outs. I look forward to your feedback and any other pointers that we could use in the upcoming courses.

Source : http://www.eidesign.net/blog/how-to-create-a-sticky-learning-experience-in-compliance-training/

Improve ROI of your E-learning solution through Performance Support Tools

What are Performance Support Tools (PSTs)?

Organisations worldwide face the dual challenge of enhancing performance and increasing productivity. Clearly, learning and performance gain are inter-linked. On account of this, L&D professionals are on the lookout for measures that can increase application of learning at work.

Training has long been the traditional approach to improve performance.E-learning in particular has been extremely effective in providing this “anytime-anywhere” support to learners. However, formal training is often not enough to ensure that the acquired learning indeed gets applied at work.

This is exactly where PSTs fit in. These are just-in-time learning aids that are available to learners within their workflow.

How are PSTs different from trainings?

As we know, trainings are designed after carrying out the Training Needs Analysis (TNA) and identifying a need or gap. They are structured to meet the defined objectives and provide people to pick up or master a specific knowledge and skill. Trainings can be rendered in a classroom or online. In contrast, PSTs are just-in-time learning aids that help people accomplish tasks so we are not looking at learning objectives but support to get the work done. Unlike trainings, they are not disruptive and are available to learners within their workflow.

When exactly would the learners need Performance Support?

Designed by Dr. Conrad Gottfredson, a leading expert on Performance Support, the Five Moments of Need© is a very effective framework that can be used to map varied learning and performance support needs in any organisation.

According to him, learners seek support in “Five Moments of Need” as indicated here:

When they are learning an aspect for the first time
When they want to deep-dive and learn more
When they want to apply or remember something
When they need to solve a problem or fix something that has gone wrong
When something changes

If you review this model “Five Moments of Need”, a couple of important aspects emerge. The first two moments focus on knowledge acquisition and hence map to formal training (classroom or online).  On the other hand, the next three moments focus more on Performance Support. They are aligned to help learners apply their knowledge within their workflow.

So, an effective learning and performance strategy must factor for both measures that are necessary to acquire learning (through formal training) and more significantly, apply this learning (through Performance Support intervention).

On account of this, an effective Performance Support Solution will have a direct bearing on the gains for business; thereby impacting the ROI on E-learning positively.

How do PSTs improve application of learning?

Unlike formal training that tends to be disruptive (pulls the learner away from work), PSTs can be easily embedded in the learners’ workflow. The key is that they provide the right amount of support and guidance that the learners need at work (and within their workflow). These can be provided in varied, interesting formats ranging from Mobile Apps to eBooks, Interactive videos, eBooks or Interactive PDFs.

The typical PSTs focus on checklists, ready reckoners, guidelines and so on and can be designed to complement or support formal training. They can also be provided as stand-alone learning aids focusing on performance enhancement. The key is that these aids are available to learners exactly “when and where they need” it.

A case study

Let us look at a case study that illustrates how a PST (as a checklist) that complemented an online course enhanced the application of learning.

Audience: Instructional Designers

Formal training: An online course on “Writing Effective Storyboards”

PST: A “checklist” summarising the workflow to be followed and the key aspects to conform to during storyboarding available as avideo featuring Kinetic text/Text animation

Outcomes of the online course

The aim of the course is to ensure that the learners imbibe the basics of storyboarding and gain an insight about the key focus areas of a storyboard creation.

The gaps (in application)

When we rolled out these courses to our internal Instructional Design team, we found that the conformance to the prescribed workflow to develop storyboards was rather patchy. Since the team had individuals with varied backgrounds and with different proficiency levels, they tended to use individual approaches that they were most comfortable with. We needed to ascertain how we could instill the discipline of following the prescribed approach.

How did we bridge the gap?

We developed a PST (a micro learning object) that served as a “checklist” for the Instructional Designers. This just-in-time learning aid was designed as a video featuring Kinetic text/Text animation with audio that provided a precise and sharp input on the workflow to be followed.

The impact

The checklist is now available to our Instructional Designers on their desktops/laptops as well as tablets/smartphones. Access to this aid within their workflow increased their probability of using them and applying them at work. We see an increased focus in conformance to the mandate now.

The business impact is on account of gains due to:

Improvement in “first time quality”
Reduction of review time
Reduction in time to turn-around each storyboard
How can PSTs improve ROI in E-learning?
As we saw in the case study, having an effective training program is often not enough to meet the organisational mandates of enhancing productivity and reducing errors. Using Performance Support to complement or supplement formal training will certainly impact the “returns” for the organisation positively and increase the ROI on E-learning. There would be a direct gain on account of competence gain that will translate to higher performance and productivity levels (as compared to training alone).

It is important to note that Performance Support may not generate all the “returns” but is an extremely effective contributor in enhancing them and improving the ROI on E-learning.

Source : http://www.eidesign.net/blog/improve-roi-of-your-e-learning-solution-through-performance-support-tools/

6 Facts About Rapid eLearning Development That Will Impress Your Boss

In today’s world, time is at premium and Learning and Development professionals have to balance the quality of eLearning courses within shorter time spans to go-live and within budgets that are shrinking every year. All of these factors have led to increased use of rapid eLearning development as a necessity vis-a-vis traditional eLearning. In this article, I will outline what rapid eLearning is, as well as its advantages and disadvantages. I will then share cues on where it would be a good fit and some tips and best practices that will help you increase the success of these initiatives.

Rapid eLearning Development: What Is Rapid eLearning?

While the definition of rapid eLearning varies, the most common attributes of eLearning courses that can be termed as “rapid eLearning courses” are:

They can be developed within 2-3 weeks.

These projects would be led directly by Subject Matter Experts (SMEs) who have written the source content.

Rapid authoring tools are used that typically facilitate an input of the source content in a format like PowerPoint. Notable examples of rapid authoring tools are Articulate Studio’09, Articulate Studio’13, Snap! by Lectora, Mohive, Claro, and Adapt. However, the traditional eLearning authoring tools like Adobe Captivate, Lectora Inspire, and Articulate Storyline can also be adapted for rapid eLearning development.

Rapid authoring tools do not require any technical expertise to develop content/courses. Additionally, these tools facilitate an “Easy Publish” of courses into desired standards like standalone (CD/Offline version), SCORM 1.2, SCORM 2004, and AICC.

Courses can be created through a standard template library of the authoring tools and will have basic levels of interactions and simple assessments.

What Are The Advantages Of Rapid eLearning?

The key factor for the success of rapid eLearning development has been faster turn-around time. Additionally, this development can be handled predominantly by Subject Matter Experts, minimizing the requirement of other resources such as Instructional Designers, visual designers, and programmers.

A summary of the key advantages is as follows:

Lower development costs.

Better turn-around time (most courses can go live within 2-3 weeks).

Design just-in-time training that can respond more dynamically to organizational needs.

Opportunities for organizations to leverage on internal Subject Matter Expert talent and use them more efficiently and meaningfully.

Better control on on-going updates or enhancements to courses.

What Are The Disadvantages Of Rapid eLearning?

In spite of several advantages that rapid eLearning offers, “one size does not fit all”. What this means is that this approach will fit certain kinds of projects but will fail to be effective in others. The reason for this is that more often than not, Subject Matter Experts do not have Instructional Design capability and this leads to a learning design that may not engage the learners as effectively (despite great content). So like all choices, there are pros and cons as you opt for rapid eLearning development.

Specifically, Where Would Rapid eLearning Development Succeed?

In my assessment, rapid eLearning development finds a good fit and is successful in the following situations:

Projects that need extensive subject matter input.

As we know, in traditional eLearning projects, Subject Matter Experts pass the raw content to Instructional Designers, who then develop the storyboards. This is further handled by visual designers and programmers to create the eventual project. It is important to note that most of the development process is controlled by professionals who do not have knowledge of the content and may not necessarily have prior experience with it. So, projects that can benefit from an Subject Matter Expert’s direct and continuous engagement are a good fit for rapid eLearning development. Subject Matter Experts can opt for direct development of the courses or work very closely with Instructional Designers to ensure accurate implementation of their brief.

Projects that need to go-live quickly.

Rapid eLearning development is a great fit when you need projects to go-live in a really short lead time (within three weeks or so). Clearly, this goal cannot be met through traditional eLearning development.

Projects that have limited budget or organizations having limited training budgets.

In both situations, rapid eLearning development is the logical choice.

What Kind Of Situations Adapt Well To Rapid eLearning Development?

Before you select rapid eLearning development, do evaluate if the content falls into one of the following categories. These situations reflect when rapid eLearning development is a great fit and is often a better choice than traditional eLearning:

When content changes rapidly.

When content has a short shelf life.

When you need to provide just-in-time information.

Are There Any Tips Or Best Practices That Will Increase The Success Of Rapid eLearning Development Projects?

Here are some tips and best practices that will ensure the success of your rapid eLearning development:

Identify the time frame to go-live and evaluate if the project (and content) is apt for rapid eLearning development.

Authoring tool selection.

Confirm if the Subject Matter Expert is familiar with the tool. Otherwise, plan for an associated learning curve and determine if this will impact the planned go-live date.

Readiness of the source content.

Confirm if the existing raw content needs further processing or it is ready to hit development.

Explore the authoring tool and identify the right templates that provide the desired visual impact and will aid learners retain this effectively.

Engage the learners through relevant interactions.

Use scenarios and pause and reflect templates to help them understand the real-world dynamics.

Select an effective assessment strategy.

Plan for adequate check-points and end of course assessments through varied templates.

I hope this article was useful in understanding the dynamics associated with rapid eLearning development and providing an insight on how you can create successful projects using this approach.

At EI Design we have a strong, decade old rapid eLearning development practice through which we provide a dedicated panel of Instructional Designers and visual designers who work closely with your Subject Matter Expert and create stunning rapid eLearning courses that are completely template-driven. This value addition can offset the disadvantages of rapid eLearning development while retaining the advantages of lower costs and faster turn-around time. We have several case studies that showcase how we have increased the success factors of these projects manifold.

Source : http://www.eidesign.net/blog/6-facts-about-rapid-elearning-development-that-will-impress-your-boss/

Top 6 Benefits in Gamification of Learning

Gamification of Learning helps create an effective learning system that enables learners to rehearse real-life scenarios and challenges in a safe environment.This article, will walk you through some of the benefits of Gamification for learners and how the experience of learning (recall and retention) can be enhanced through Gamification Strategies.

How Gamification of Learning Enhances Learning Experience

What is Gamification of Learning?

According to Wikipedia, “Gamification of learning is a techniques strive to leverage people’s natural desires for socializing, learning, mastery, competition, achievement, status, self-expression, altruism, or closure.“

Gamification in learning is about more than just playing games (in fact, sometimes it does not involve playing games at all). It can be defined as the concept of applying game-design thinking to non-game applications.

In the context of Gamification for serious learning, a game based concept is applied to content to meet the specific learning outcomes.

Does Gamification Strategies truly help learners learn?

Several organizations do not consider Gamification Strategies in Learning as a viable approach on account of higher cost, longer turn-around time to develop, and so on. Many shy away from using it in their formal eLearning programs, believing that while it is fun for the learners, it does not necessarily lead to a learning outcome.

However, there are some interesting statistics that clearly establish it cannot be ignored:

“By 21 years of age, many males will have spent over 10,000 hours immersed in online gaming.”
Source: McGonigal, Reality is Broken

Gartner’s research estimated that more than 70% of Global 2000 companies would offer at least one gamified application by the end of 2014, although not all effectively.

“By 2015, more than 50% of organizations that manage innovation processes will gamify those processes.”
Source: Gartner, 2011 industry research

How does Gamification enhance learning?

Successful learning is a combination of three elements:

• 70% from real-life and on-the-job experiences, tasks, and problem solving
• 20% from feedback and from observing and working with peers and role models
• 10% from formal training

Take a look at this diagram on the techniques used in learning design approaches and their relationship to retention of learning:

As we note from this, gamification of learning can provide an effective approach to enhancing learning. This is on account of these inherent features:

• It evokes friendly competition.
• It provides the learners with a sense of achievement.
• It provides an engaging learner experience leading to anticipated behavior change.
• It encourages learners to progress through the content, motivate action, and eventually influence behavior.

6 Benefits in Gamification of Learning

1. Better learning experience. 
   The learner can experience “fun” during the game and still learn if the level of engagement is high. A good gamification strategy with high levels of engagement will lead to an increase in recall and retention.
2. Better learning environment.
   Gamification in eLearning provides an effective, informal learning environment, and helps learners practice real-life situations and challenges in a safe environment. This leads to a more engaged learning experience that facilitates better knowledge retention.
3. Instant feedback.
   Gamification strategies in learning provides instant feedback so that learners know what they know or what they should know. This too facilitates better learner engagement and thereby better recall and retention.
4. Prompting behavioral change.
   Points, badges, and leaderboards would surely make training awesome. However, gamification is about a lot more than just those surface level benefits. Gamification can drive strong behavioral change especially when combined with the scientific principles of repeated retrieval and spaced repetition.
5. Can be applied for most learning needs.
   Gamification can be used to fulfill most learning needs including induction and onboarding, product sales, customer support, soft skills, awareness creation, and compliance.
6. Impact on bottom-line.
   On account of all these aspects that touch and impact learners (better learning experience, higher recall and retention, catalyzing behavioral change, and so on), it can create a significant performance gain for the organization.

Success factors

While Gamification Strategies in eLearning provides several benefits, as outlined here, much depends on the concept that is used to drive the learning. The mantra to succeed in using gamification in eLearning is to create a concept that:

• Captures (and retains) learners’ attention
• Challenges them
• Engages and entertains them, and
• Teaches them

We hope this article has given you an insight on why you should evaluate Gamification for eLearning and how it will benefit both learners and your business.

You could also look at our previous articles to learn how can you practically use Gamification for learning:

• Gamification In Learning Through An Avatar-based Serious Game Concept 
• Gamification Of Compliance Training Through A Serious Game Concept 
• Gamification In Learning: Featuring Gains Through A Serious Game Concept

Source : http://www.eidesign.net/blog/top-6-benefits-of-gamification-in-elearning-2/

What Is Bespoke eLearning? Featuring 6 Killer Examples

The edge that a bespoke or custom developed course has over off-the-shelf course is well established. This article will illustrate the power of bespoke eLearning to create sticky learning through 6 examples. Examples used in this article will address varied training needs like compliance, application simulation, and professional skills.

What Is Bespoke eLearning? Featuring 6 Killer Examples - EI Design from EI Design

What Is Bespoke eLearning?

There are two kinds of online courses that you can choose from for your eLearning needs:

• Off-the-shelf courses (generic).
  Off-the-shelf courses are ready to use.
• Bespoke (also known as custom) courses.
  Bespoke or custom courses, as the name suggests, are specifically designed or tailor made to meet your requirement.

Off-the-shelf courses can be deployed quickly, whereas bespoke elearning or custom elearning courses will need longer time to develop and deploy. While bespoke elearning courses may be more expensive on account of initial development costs, they would not have any associated recurring licensing costs.

What Are The Advantages Of Using Bespoke eLearning?

Bespoke eLearning courses are branded for your organization. They may use the raw content that you have or use content that is specifically created for you. The examples and case studies would be relevant to your organization and the assessments would be specifically designed for you. Their design approach factors for your learners’ preferences, your culture, and is tailor made to meet your learning and business mandates.

How Does Bespoke eLearning Fare Against Off-the-shelf Courses?

Off-the-shelf courses are quicker to deploy, but have certain inherent shortcomings. By definition, they are generic and may not be able to meet the specific requirements of your organization. Again, they offer standard features that you need to live with and they cannot be customized to suit your specific requirements.

Let us see how these aspects are offset in the bespoke approach and what advantages you will get when you opt for it:

1. The courses are developed as per your branding. They feature your imagery and this helps learners relate and connect better to the learning piece.
2. The content is specific to you and your learners. It is presented in a form that will engage them and ensures the required learning mandate is met.
3. The learning experience is customized to your program. It uses a learning strategy that is best suited to meet the required learning mandate.
4. The Assessment strategy is customized and aligns effectively to your learning and business mandates.
5. Looking at your dynamics, the delivery format can be for traditional eLearning or multi-device (the content would run on tablets and smartphones). This enables you to choose an authoring tool that is most suited to your requirements.
6. You can also decide on supplementing your primary eLearning with Performance Support intervention that can lead to better application of the learning on the job. This will have a significant impact on the ROI of eLearning.

The Bespoke eLearning Advantage Through 6 Examples

Let me illustrate the advantages of bespoke eLearning through 6 examples.

we have selected examples that address varied training needs like compliance, application simulation, and professional skills. The first example illustrates an approach that is scalable and can be applied for any training area like soft skills, induction programs, and so on.

Bespoke eLearning Development Example 1: To highlight intuitive and immersive learning experience.

This example showcases a design that does not have a “Click next to continue” or “Prompt text”. The learner can intuitively ascertain (through visual cues provided alongside the content) on what should be done next. Bespoke elearning creates an engaging and immersive learning experience.

It is a multi-device design that adapts equally well to PCs/laptops or tablets.

 

Bespoke eLearning Development Example 2: Gamification in Compliance.

We created a simulation-based task-oriented Gamification course, which was interactive and engrossing. To achieve this, we incorporated a real work environment (visually), an element of challenge (bonuses and bombs), rewards for success (caps, badges), and learning through activities including elements of surprise and delight.

Do refer to this case study in detail in my earlier article Gamification in Compliance through a serious game concept.

 

Bespoke eLearning Development  Example 3: Branching scenario and simulations with a progress indicator.

This example showcases a complex decision making scenario. While the learners are going through the scenario, the visual indicator (shown on the right) provides cues on how they are faring. This enables them to pause and reflect on their choices and even re-think their strategy mid-course.

Bespoke eLearning Development Example 4: Application Simulation.

This is a great example of how we uplifted dry and linear content into an interesting and engaging format.

We chose a responsive design (to support PCs, Laptops, Tablets, and Smartphones) and made learning bite-sized enabling learners to undertake a long, arduous journey in short, engaging steps.

You can view the “Office 2013 – Application Simulation” under App Simulations section (as part of our Demos).

 

Bespoke eLearning Development Example 5: Scenario with a twist.

In our suite of Generic Compliance, we chose a scenario with a twist by adding a theme of “Choose the Right Path”. While all of us have a sense of right and wrong, this approach added value in the context of the specific compliance mandate in terms of the most appropriate behavior and why the learners need to demonstrate the same.

You can view the “Compliance – Introduction to the Code of Conduct” under Compliance section (as part of our Demos).

Bespoke eLearning Development Example 6: Performance Support Tool – Featuring Interactive PDFs as a learning aid to supplement online learning.

This is one of the great example, as it provides a better learning experience through simplicity.

Interactive PDFs can be used to convert mountains of boring information into a visually appealing, interactive format. Furthermore, you can integrate videos, interactive demos, and audio to create an engaging learning experience.

Do refer to the detailed case study on this outlining the value the Interactive pdf brought to the PowerPoint deck in our earlier article Performance support – Featuring Interactive pdf as a Learning Aid to supplement online learning.

We do hope these bespoke elearning development examples illustrate the power of custom or bespoke eLearning in creating an effective and immersive learning experience. We look forward to your feedback and suggestions.

Watch a video on that illustrates the power of bespoke eLearning to create sticky learning through 6 examples.