5 Reasons to Adopt a Personalized Learning Plan for Your Corporate Training

In order to reach a wider audience in a significantly short amount of time, organizations need to enhance and improve the quality of their learning strategies. They can do so by adopting eLearning and Mobile Learning, but these options also have drawbacks. To offset these challenges, they can, instead, make use of a personalized learning plan.

Each learner learns at his or her own pace and adopting a personalized learning plan in your corporate training goes a long way in achieving better learner engagement. Personalized learning plans in corporate training enable learners to gain customized and relevant learning experiences. Here are 5 reasons that will demonstrate how important it is to develop a personalized learning plan in your training.

With different learning styles, learners want to have the flexibility of opting for the best approach that works for them. By choosing their own goals and information that are relevant to them, they become highly empowered learners, and this leads to better completion rates. These plans can also be used to offer learners specific feedback, remediation, and reinforcement that they can work on and move up to the next level, leading to higher performance gain.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/5-reasons-to-adopt-a-personalized-learning-plan-for-your-corporate-training/

Top 10 Benefits of Adopting Blended Training Approach

Last few years have seen a steady increase in demand for conversion of Instructor Led Training (ILT) to fully online or a blended training.

In this blog, I outline what exactly is blended training approach and what are the benefits it offers to the learners and organisations.

What is the blended training approach?

As you can determine from the name, the blended training is the “middle of the road” approach between the fully facilitated Instructor Led Training (ILT) and self-paced, learner driven online training (eLearning or mobile learning). As a result, it offers best of both training delivery formats. It is also referred as “hybrid training”.

Given the nature of the training, dynamics, content type and so on, you can arrive at the blend that will help you meet the program and learning mandate in the most optimal manner.

What is pushing the demand to adopt blended training approach over the traditional Instructor-Led Training, or ILT?

The acceleration in adoption of blended training approach over the traditional Instructor-Led Training is on account of push from learners as well as changing dynamics most organisations face.

• The learners want more flexibility in the way they want to learn and would like to see a combination of facilitated sessions and self-paced online training.
• The challenges on budgets, limited trainers and need to reach a spread-out audience in short time are the reasons organisations are adopting blended training approach.

What are the benefits that blended training offers?

The blended training approach offers several benefits over the traditional Instructor Led Training or ILT. I have grouped the top 10 benefits into two categories (for learners and for organisations).

Benefits for the learners

1. Learner centric and offers better control to the learner. They can leverage on best of both training delivery formats.
2. The access to online resources provides additional flexibility to the learners. They can access this even post the facilitated session.
3. The blended training option features online resources that are now accessible to learners 24×7. They can decide on how they consume this or use it to reinforce the learning.
4. Even after the facilitated session or workshop is over, the learners have a room to collaborate with their peers as well as trainers. This is possible through the collaboration features like threaded discussions and chats. More significantly, they can exchange ideas on the knowledge application.
5. Research confirms that online training offers better retention. As an extension, the blended training approach offers better retention vis-a-vis ILT programs.

Benefits for the organizations

1. Blended training approach enables organisations reach a geographically spread out audience in a shorter time. It also enables organisations to reduce their budget outlay.
2. Blended training approaches consume lesser time than ILT sessions.
3. They also enable oraganisations to assess the impact of the training more easily (through online assessments).
4. They can leverage on current trending and immersive learning strategies that resonate with learners, create a superior learning experience leading to higher retention of learning.
5. The training need not stop with the facilitated session. Instead, it can continue through the online platform and through learning paths.

I hope this blog helps you understand the impact you can create through blended training. I hope the benefits showcased here provide compelling reasons on why you should adopt a blended training approach. If you have any specific queries, do contact me.

Need More?

Want more insights on how you can use blended training approach to enhance the impact of your corporate training?

Schedule a call with our Solutions Architecting Team.

6 Amazing Examples of Using Micro Learning Videos in Corporate Training

Learning strategies have been developed for the past few years to adapt to the changing learner dynamics. Organizations are increasingly making use of eLearning videos in their corporate trainings to create a better impact on learners. Specifically, using Microlearning techniques in combination with eLearning videos amplifies the impact to a whole new level.

Microlearning Videos are short and focused and can be used as a standalone nugget that offers a specific learning takeaway; it can also be utilized as part of a longer learning path. Learners favor visual formats, such as videos, over plain text. When paralleled with other media, videos are known to create more engaging and sticky learning experiences for learners. Videos can create narratives that can be easily related to by learners, and the usage of Video Based Learning is shown to generate higher recall and retention. Microlearning can be combined with videos to offer learners a just-in-time learning format and can also be a part of a bigger learning path that can be consumed in shorter nuggets. Additionally, Microlearning Videos can be used to offer learning aids that help learners exactly at the moment of their need.

Here are 6 amazing Microlearning Video examples that organizations can implement in their training strategies.

Investing in Microlearning Videos can have multiple positive results for both the organization as well as the learner. Microlearning Videos help L&D teams with agile training development and deployment. Organizations can pick from a wide array of tools that enable quick development. They can also quickly update and re-deploy these Microlearning videos with frequent information changes/updates. The Videos achieve a specific learning outcome in a fraction of time, offer higher recall and retention, are less expensive to develop, and hence result in better ROI.

From the learners’ perspective, Microlearning Videos offer an engaging and immersive learning experience. They can be taken on the go, and short but focused bites ensure faster assimilation. They offer the required support exactly at the moment of the learners’ need, and they can learn in accordance with their varied learning needs including learning something new, diving deeper into a given aspect, solving a specific problem, practicing to gain proficiency, and applying the acquired learning.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/6-amazing-examples-of-using-micro-learning-videos-in-corporate-training/

ILT To Blended Or Online Training Transformation – Featuring 5 Examples

Assessing what is the right way forward to convert your existing ILT program to a blended or fully online format can be challenging. In this article, through 5 examples, I am highlighting how you can manage this transformation successfully.

5 Examples of ILT to Blended or Fully Online Training

Even though blended training offers significant advantages over ILT training, its impact is highly dependent on how you arrive at the “right blend”. This depends on several factors, the top 2 of which are:

1. The nature of the content, and whether it is amenable to be delivered in a blended training or fully online training format.
2. If there is a need for an instructor intervention to meet the learning mandate.

At EI Design, our approach focuses on identifying which key aspects of a facilitated session must be retained, and which ones will offer a better impact if they are moved to an online delivery. Thereby, the training delivery would map to:

• Model 1
  A significant component of face-to-face, ILT training, and a small component of online training.
• Model 2
  An even mix of face-to-face, ILT training, and online training.
• Model 3
  Significant online learning with short and focused face-to-face, ILT training.

Before identifying the success factors to handle this transformation effectively, let’s look at the definition and benefits of a blended training approach.

What Is A Blended Training Approach?

Blended training, or hybrid training, is a combination of different learning techniques offering the best from both Instructor-Led Training (ILT) and online training (eLearning or mLearning).

The conversion of ILT training to blended or fully online training has seen a steady increase in the last few years. The factors triggering the growing rate of adoption and conversion of Instructor-Led Training, or ILTs, into blended or online training are 2:

1. The organization’s need to use the same budget to reach out to a wider audience in a shorter time and with a consistent message.
2. The learner’s demand for self-paced learning that is available on the device of their choice and can be taken on the go.

What Are The Key Gains You Will See As You Move To Blended Training Or Fully Online Training From The Existing ILT-Based Approach?

As we have noted, the triggers for adopting blended training or fully online training are linked to the changing learner and organizational needs. As an extension, there are several benefits to learners as well as businesses, as shown below:

Benefits For The Learners

1. Provides a better control to the learner. They can learn at their own pace (rather than the pace set by the instructor of the peer group).
2. They have access to online resources even if they missed the ILT sessions.
3. They can use the accessible online resources to refer to, even after the ILT program is over.
4. The online platforms used to provide blended training offer collaboration features that learners can continue to use (with instructors as well as other learners) even after the session is over.
5. Research confirms that the impact of blended training is higher as compared to ILT sessions on account of higher retention levels.

Benefits For The Organizations

1. Organizations can reach a wider audience in a shorter time.
2. Furthermore, the conversion of ILT training to blended training or online training shortens the seat time of the training. (For instance, a 4-day face-to-face workshop can now be converted to a 4-hour online training and a 1-day workshop).
3. In blended training, instructors can use online assessments and have a sense of the impact in a much shorter time.
4. Instructors can continue to offer learning nuggets even after the facilitated session is over, as the connection with the learner can persist with online resources.
5. The online components of blended training can offer more engaging learning strategies like microlearning, learning paths, gamification, social learning, and so on. A combination of these approaches ensures that the learning is sticky and continues to post the facilitated session.

How Can You Determine When Should You Opt For Fully Online Or Blended Training?

Assessing if fully online or a hybrid training is the right answer depends on several aspects. The key aspects are:

• Nature of the current ILT training program: Can the same impact be achieved with an alternative training delivery format?
• How will learners respond: Are they ready for a fully online format or would they prefer a hybrid or blended approach?
• Are the technology support aspects in place to manage the blended training format?
• Are the required support systems for instructors in place to enable them to manage a blended training format?

To understand this better, let us look at some of the typical corporate training needs that will come up for the transition.

I have added 5 examples that showcase how we handled the transition of an ILT program to blended training for these 5 corporate pieces of training. Given the dynamics, a different blend or a fully online training approach was used in each situation.

1. Induction And Onboarding Training

This program should certainly be a blended program. Although, you can determine the increased weightage on online training by looking at your ability to manage the roll-out. For instance, organizations with a high geographical spread and staggered intake of employees would find a higher online component to be beneficial. Similarly, for the senior management or executive training, a blend of coaching and mentoring is crucial and can be achieved as an add-on to the online training.

• Example
  For our own induction and onboarding training, we transitioned from a fully ILT-based format to a blended training format.
• Online component
  The online format features microlearning media pieces (largely videos) and guided exploration through very simple and intuitive interactivities.
• The facilitated component
  The entire learning journey is divided into multiple stages. Once each stage is over, there are supporting facilitated sessions. These focus on recap, reinforcement, and interactions with peers and seniors.

2. Tools Or Application Software Training

This can be converted to a fully online training. After this, learners can practice on the actual tool. Optionally, you could offer the practice sessions with an instructor support.

• Example
  We have used a combination of approaches shown here, depending on the complexity of the application and the availability of a trainer to support the program.
• Online component
  The online component typically uses a “Teach, Try, and Test” model to show the key aspects of the software.
• The facilitated component
  Post the online training, learners can move to a practice on the actual tool. Alternatively, the practice session can be moderated by a trainer and post the practice session, there can be another online assessment.

3. Compliance Training

This too can be converted to a fully online training. You can opt to increase the impact by adding Performance Support Tools or PSTs, post the online training. These PSTs can be used to reinforce the primary message and provide the required nudge to learners towards the desired behavioral change.

• Example
  For our internal compliance training on Information Security, we opted for a fully online approach.
• Online component (for primary training)
  We created an online course on Information Security.
• Performance Support (to trigger the required behavioral change)
  However, we felt that the online course may not be sufficient to meet the compliance mandate. So, we added a Performance Support Tool or PST that is offered 60-90 days post the formal training. This has a list of factors to watch out for and reinforces the primary learning.

4. Professional Skills Enhancement Training

This can be handled through a blended approach with a significant percentage of learning assets made available as online resources. It can be enhanced through social or collaborative learning and must have a provision for coaching and mentoring.

• Example
  In this case, although a major part of the training (on Financial Literacy for athletes) was classroom-based, we digitized the classroom delivery experience through an app which enabled the facilitator to track classes, as well as share participant guides and handouts online.
• Online component
  All the resources (ILT decks, presenter and participant guides, and handouts for classroom activities) were made available online.
• The facilitated component
  The trainer would use the app to access the resources on their tablet and manage the session (within the same class or virtually).

5. Soft Skills Training

This, too, can be handled through a blended approach that provides a significant percentage of training through online resources.

• Example
  In this case, we recorded the trainer sessions (on Project Management) and used them to create an online version of the training.
• Online component
  Rather than a simplistic approach of the trainer talking and the supporting PowerPoint slides appearing in another window, we opted for an interactive video-based format to bring the material to life.
• The facilitated component
  The focus of the facilitated sessions shifted to supporting workshops with experts and peers focusing on the application of the learning, problem-solving, real-life situations, best practices, and so on.

As you would note, the process of conversion of ILT material to blended training or fully online training can be applied to most of your training needs. However, you need to review several key factors as you begin the process of transformation.

• These include what the nature of the content is and if the same or better impact can be created with the new training format.
• Additionally, you need to evaluate the organizational and learner readiness for such a transition to a new format.

With all these cues, you will have the right perspective to opt or not to opt for a fully online or blended approach.

If you have any specific queries, do contact me at apandey@eidesign.net.

How to Use the Flash Courses to HTML5 Conversion Opportunity to Improve Your ROI

Organizations have tremendous investment in Flash-based legacy courses. With the phasing out of Flash, the legacy Flash courses need to be converted to HTML5 so that they can support multi-device delivery (that is, the same course can run across devices from desktops/laptops to tablets/smartphones).

In this blog, I outline how you can use this opportunity of Flash to HTML5 conversion to adopt new and trending learning strategies that will help you improve the ROI on your training spend.

I founded EI Design in 2002, and for nearly a decade, Flash was the leading (and often the only) authoring tool. Globally, organizations have a major investment in Flash-based courses that is now causing the following significant problems:

1. Most present-day browsers do not support Flash.
2. Most organizations offer mobile learning, and Flash is not supported on the majority of mobile devices.

As a result, the organizations need to allocate significant budgets on Flash to HTML5 conversion so that they can run across devices—notably mobile devices.

How Can You Use the Exercise of Flash Courses to HTML5 Conversion to Improve the ROI on Your Training Spend?

As you embark on this Flash to HTML5 conversion journey, don’t just opt for a technology update (new courses look the same although they are HTML5 compliant) but use this opportunity by relooking at the learning strategies that can help you maximize the impact of the new courses you develop.

To improve the ROI, you need a series of measures to be in place including:

1. Improving the learner’s interest and reaction.
2. Adopting sticky learning strategies.
3. Providing measures to push the application of the acquired knowledge.

As you embark on the exercise of Flash to HTML5 conversion, opt for the following measures. These will improve all of the above-said three aspects and create a positive impact on the ROI of your training spend.

1. Improving the learner’s interest and reaction.

You can add teaser videos to inform learners on how the new and enhanced approach will help them learn better and perform better. Highlight the flexibility of “learning on the go” and on the device of their choice. If you need to add the policy of Bring Your Own Device (BYOD), highlight this aspect too.

2. Adopting sticky learning strategies. 

During the Flash to HTML5 conversion, opt for redesigning some of the courses and adopt the current and trending learning strategies that can offer a more sticky learning experience. You have a range of options to pick from, notably:

1. Microlearning
2. Gamification
3. Scenario Based Learning
4. Story Based Learning

Use the Flash to HTML5 conversion opportunity to adopt techniques that resonate with modern learners and create a higher impact like:

1. Videos
2. Interactive videos
3. Infographics
4. Interactive Infographics

You can also look at different formats including:

1. Mobile Apps for learning
2. Mobile first designs (Fully responsive designs that are optimized for smartphones)

3. Providing measures to push the application of the acquired knowledge.

To push the acquired knowledge to application, opt for:

Performance Support Tools (PSTs or learning aids)

1. Content curation
2. Social learning

With all these measures in place, you will see an improvement on various levels including:

• Learner motivation
• Learner engagement
• Better knowledge retention (sticky learning experiences)
• Better application of the acquired learning on the job
• Higher completion rates

All of these will lead to an improvement of the ROI.

Summary 

I hope this blog provides the required insights on how you can maximize the impact of the Flash to HTML5 conversion exercise and create a better ROI on your training spend. As I have highlighted, this exercise should not be just limited to technology uplift. Instead, you should use this opportunity to leverage on many measures outlined here and see an improved ROI.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Need More?

Want more insights on how you can use the Flash to HTML5 conversion to improve your ROI?

Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/how-to-use-the-flash-courses-to-html5-conversion-opportunity-to-improve-your-roi/

Gamification And Microlearning: A Dynamite Combination

Smartphones have changed the way we learn, and the learning strategies that leverage it for training have become popular. In this article, I outline how you can combine gamification and microlearning to influence employee performance.

Gamification And Microlearning Is A Dynamite Combination

We, at EI Design, have been offering learning and performance support solutions for over 16 years. Over these years,

• We have seen the transformation of traditional eLearning to mobile learning.
• The wider use of mobile learning has helped adoption of techniques like microlearning based training for both formal and informal training.
• Around the same time, the usage of gamification for corporate training has been on an upswing. It is being successfully used to create engaging and high-impact training for most of the corporate training needs.

Now, the combination of these two high-impact learning strategies (gamification and microlearning for corporate training) is being used to influence employee performance and create a positive ROI. In this article, I outline the value of each of these techniques and the enhanced power of the combination.

How Are We Learning Today?

Till a few years ago, when online training was predominantly available on desktops or laptops, the bulk of the learning would happen at the workplace (that is, during work hours).

With the wider adoption of mobile learning and increase in the Bring Your Own Device (BYOD) policy providing the flexibility to learners to use their smartphones for learning, there have been 2 significant changes:

1. Increase in learning on the go (for instance, during commute).
2. Increase in learning in the evenings (post work hours) and over weekends.

With the momentum of “learning on the go,” there is a clear need to offer learning in shorter bites. This is where microlearning based training fits in.

There are 2 other interesting aspects in the way we learn today:

• Pulling training assets or job aids at the moment of need.
• Picking up learning when notified.

Microlearning based training facilitates both of these aspects as well.

What Is Microlearning Based Training, And What Value Does It Offer?

In contrast to macrolearning or traditional eLearning, microlearning based training offers learning through focused, short bites. However, it is not eLearning-lite. Instead, each learning bite is designed to meet a specific learning outcome.

Value of Microlearning based training: It successfully addresses the concerns of dwindling attention spans. It can also be used to successfully offset the forgetting curve.

More specifically, its value lies in its flexibility to offer:

Formal learning: Here, a series of microlearning nuggets are offered as part of a learning path (or learning journey).

Performance Support Intervention: Here, the microlearning nuggets are designed to offer support to the learners at the moment of their need. These learning aids or job aids are available to the learners within their workflow (on their smartphones), facilitating easy retrieval and application. These nuggets can address learner’s wide-ranging needs to:

• Learn more.
• Learn something new.
• Solve a problem.
• Address a specific challenge.
• Apply and remember.
• Practice in order to gain mastery.

What Is Gamification And What Value Does It Offer For Corporate Training?

Gamification uses the principles of gaming and associated elements to create an engaging and a sticky learning experience. Its power lies in its flexibility to be applied to most of the corporate training needs.

• Typically, gamification based online courses will have a story/narrative that establishes the learning journey. This journey will have associated challenges, rewards, feedback, and a controlled environment to learn and practice.
• They will have analytics to show the individual’s progress or how they are faring against the competition.

At EI Design, we began our gamification practice in 2012, and we have seen its acceptance soar in the last six years.

Our focus has been on using gamification for serious learning, that is, aligning it to clear learning goals that L&D teams want to see as the final accomplishment.

The key elements of game mechanics that are part of our gamification practice include:

1. Challenges (learning goals)
2. Levels (learning path)
3. Instant feedback (to aid progress)
4. Scores (accomplishment and gratification)
5. Badges (for significant achievements)
6. Leaderboards (for analytics)
7. Competition (to assess where you stand against others)
8. Collaboration (when multiple teams play)

Value of Gamification based training: If you polled employees on what aspects motivate them, the two aspects you are most likely hear would be rewards and recognition.

It stands to reason that what motivates employees should also be a part of the learning strategy. This is exactly where the usage of gamification for learning would fit in. It provides value through:

• Higher engagement (fun while learning) leading to better recall and retention.
• Instant feedback to checkpoint and help improve performance.
• A safe environment to practice and obtain the required mastery.
• Facilitating behavioral change through repeated retrieval and spaced repetition.

Today, the usage of gamification in corporate training is an important part of learning strategies for organizations as it has successfully demonstrated its ability to influence employee behavior.

How Can You Combine The Power Of Gamification And Microlearning To Generate High-Impact Training That Will Deliver The Required Results?

As I have highlighted, the usage of microlearning can be done for both formal training and Performance Support Intervention. You can use gamification to further enhance both of these as shown here:

1. You can leverage on gamified learning paths that can support the learning journey that features multiple nuggets. These can have levels, challenges, awards, leaderboards and so on.
2. You can have gamified assessments as part of the Formal training.
3. You could also offer gamified assessments as Performance Support Tools that are stand-alone nuggets that can be pushed as challenges after the training is completed.
4. This is not all—you can offer gamified nuggets in various Microlearning formats that enable learners to:
   a. Practice and improve proficiency
   b. Apply learning
   c. Solve a problem
   d. Learn something new

I hope this article helps you see the value gamification and microlearning based approaches can bring to address your corporate training needs. More specifically, it should provide you with insights on how you can leverage on the combination of gamification and microlearning to amplify your gains.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/gamification-and-microlearning-a-dynamite-combination/

4 Must-see Examples of Gamification of Compliance Training

Compliance trainings have been a significant part of corporate trainings for a long time now, they have been in the online format for the last 25 years. There have been a lot of changes since then in the way learning strategies are structured. And, compliance trainings have not yet used any new strategies to enhance the experiences of the learner.

Usually, compliance trainings are mandatory programs, and learners are never enthusiastic about taking them up. most compliance trainings also tend to be dreary, making it harder for learners to remain engaged. one way to make sure that learner receive a whole compliance training experience is by using gamification. by implementing it effectively, gamification can create a sticky learning experience and high engagement, high recall and higher retention, and correct application.

The following are 4 examples that organizations can use to look at how gamification enhances the effectiveness of compliance trainings.

Adopting a gamification approach in compliance training has multiple benefits for both learners as well as the business. It helps learners gain a higher level of engagement and an immersive experience that boosts learners to take the course with interest and enjoy the learning journey. From a business perspective, it instills the spirit of ’why comply.’ It also leads to the required behavioral change. Organizations will see more positive gains as they start applying or enhancing the existing approach by using these examples in their corporate trainings.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/4-must-see-examples-of-gamification-of-compliance-training/

5 Practical Tips To Maximize Your Gains From Outsourcing Corporate eLearning Development

Over the last two decades, organizations have seen tremendous value in outsourcing corporate eLearning development. In this article, I outline 5 practical tips that you can use to maximize the gains from outsourcing.

Maximize Your Gains From Outsourcing Corporate eLearning Development

Outsourcing corporate eLearning development is an established practice and has been there for over two decades now. The success stories across the world clearly highlight that it delivers the required benefits.

Consider the following data that enumerates the impact of outsourcing eLearning content development:

• Based on a Docebo report, companies allocate roughly 42% of their budget on outsourced online training services. This is a strong indication that organizations acknowledge the importance of investing in L&D in order to improve training ROI. They know that hiring a trained eLearning professional will provide them with the experience and skills they require.
• Traditional classroom training involves a lot of travel. eLearning has the potential to reduce the combined cost by as much as 70%. However, outsourcing eLearning gives you the ability to reap these budget benefits, even if you don’t have the time or know-how.
• Larger organizations tend to outsource more of their online training needs than mid-size organizations. In fact, 60% of large companies reported that they outsourced some, if not all, of their online training efforts. This may be attributed to the fact that eLearning is so flexible and adaptable, as it is constantly improved to match industry standards.

Source: Outsourcing eLearning: 6 Facts And Stats eLearning Pros Should Know

In this article, I highlight the top 8 benefits for which outsourcing of corporate eLearning development is done. Then I share 5 practical tips that you can use to maximize this gain.

Top 8 Benefits Of Outsourcing Corporate eLearning Development

1. Reduction in costs
   This typically is the first reason and the most obvious benefit that the outsourcing of corporate eLearning development brings to the table. Furthermore, it brings the added value of getting more done in a shorter time with the required quality.
2. Flexibility to scale up or down
   The organizational business needs are dynamic, and they often lead to headcount increase/reduction to manage the training needs. While this is difficult to do with your in-house team, this flexibility to access additional resources, when needed is the second biggest benefit that outsourcing of corporate eLearning development offers.
3. Access to new skill sets and more varied talent in a given domain
   Authoring tools and related technologies are changing so rapidly that it is virtually impossible to keep track of all of them. Equally tough is the mandate to have in-house expertise across all of these. This is where outsourcing corporate eLearning development gives you yet another significant advantage as you can now bridge the specific skill gap with ease.
4. Faster turnaround time
   Most outsourcing partnerships give you access to a dedicated talent pool that can be used to complete your projects in a relatively shorter time.
5. Access to the best practices leading to the optimization of your development practices
   While you may have a great in-house practice for eLearning content development, there is always room for further improvement and optimization. This too is possible as you consider outsourcing corporate eLearning development wherein your partner’s capabilities can help you enhance your current approach further.
6. Addition of more innovative solutions to your portfolio
   While most eLearning development organizations have access to a similar portfolio of tools and technologies, your partner can add value to your learning designs through innovative and creative Instructional Design approaches.
7. Enhanced focus on your customers
   Whether you are servicing internal or external customers, outsourcing the development of your eLearning content provides your internal team with additional bandwidth to pick up other related aspects. These could help you devote quality time with your customers that can help you create further business opportunities.
8. Focus on strategic activities
   As an extension, the delegation of outsourcing corporate eLearning development frees up your team’s calendar that can be better spent on strategic initiatives.

What Are The Tips That Can Help You Maximize Tthe Gains from Outsourcing Corporate eLearning Development?

Now, I share 5 practical tips that will enable you to maximize the gains from the outsourcing corporate eLearning development initiative and see gains beyond the benefits highlighted here.

Tip 1: Refine Your Approach And Factor For The “New Normal”

There has been a sea change in the online training offering in the last couple of years. There has been a significant transition in many aspects including the change in devices learning happens on (read smartphones) to the kind of learning experiences learners want (read microlearning, video-based learning, gamification, and so on).

As a result, these aspects need to be incorporated into your charter, and this new set of needs should be used as you outsource corporate eLearning development.

Some of the key trends that you should factor are listed here:

• Mobile learning in contrast to traditional eLearning
• Conversion of Instructor Led Training (ILT) to blended or fully online training
• Mobile learning solution designs featuring both mobile friendly (adaptive) and mobile-first formats (fully responsive)
• Microlearning
• Approaches that are fun yet provide serious learning experiences (like gamification, videos, and animated videos)
• Learning paths that include both formal training and informal training
• Social or collaborative learning
• Personalization of learning
• Content curation and user-generated content

Look for a partner who can fulfill these learning approaches.

Tip 2: Identify Measures To Collaborate, Communicate, Review, And Work Effectively In The Distributed Development

Whether you select an onshore, a near shore, or an offshore partner, the success of outsourcing corporate eLearning development hinges on the model that is in place.

Look for a partner who has the required frameworks for online collaboration, communication, and review to maximize your gain.

Tip 3: Change To Agile Development Methodology

The usage of Agile development methodology is an established practice in software development.

Now, its usage in eLearning content development has created a different approach that focuses on an iterative process that emphasizes continuous quality improvement.

• It includes “huddles” that bring all stakeholders (yours and your partner’s teams) on the same page.
• The development happens over small chunks that are built in short “sprints”. There is room to iterate and enhance the learning experience at each sprint.
• It reduces the overall development time and provides higher predictability.

This is another significant aspect that you should look in a partner for as you carry out outsourcing corporate eLearning development.

Tip 4: Enhance The Workflow By Integrating Techniques Like Design Thinking

As an extension of the Agile approach, you should also evaluate the integration of the design-thinking approach that enables your team to collaborate innovatively with partner teams. The result is a solution that aligns better with your mandate.

This, too, is an important aspect that you should look for as you outsource your corporate eLearning development.

Tip 5: Establish Methodologies That Can Measure And Enhance Your ROI

A positive ROI is the final litmus test in determining the success of your initiative. This success is an aggregation of many aspects notably:

• Learner reaction
• Sticky learning strategies
• Learning effectiveness or learnability
• Support to learners at the moment of their need (supplementing formal training with Performance Support Tools/job aids that are available to the learners within their workflow)
• Measurement of the gain/business impact

Look for a partner who can work with you not just for content development but who can add value across the spectrum from Training Needs Analysis (TNA) to training evaluation and ROI computation.

I hope this article provides insights into the benefits of outsourcing corporate eLearning development. I hope my tips will help you reap further gains from the outsourcing of your corporate eLearning development.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/5-practical-tips-to-maximize-your-gains-from-outsourcing-corporate-elearning-development/

Why Investing in Learning Analytics Makes Business Sense

Globally, organizations spend millions of dollars on training. However, the million dollar question is if the training was effective. This is accompanied by two equally important questions—did it create the required impact the business was seeking, and did it create the Return on Investment (ROI) to justify the training spend?

While we agree on the need to secure answers to all these questions, the reality is that this task is tough. It is in this context that the usage of Learning Analytics comes to your rescue. You can use the Learning Analytics to:

• Validate if the learner interaction with the training was as planned.
• Assess the effectiveness of the training and its impact.
• Get the pointers necessary to see if positive ROI is being generated.

In this blog, I outline why investing in Learning Analytics makes business sense.

Most of us may be familiar with the Kirkpatrick Model of Training Evaluation as shown here. Created in 1959, the model has undergone significant change to adapt to the current day scenario. See its transition from a “pyramidal” approach to the current “chain of evidence” approach.

However, both of them feature 4 levels of training evaluation namely:

• Level 1: Reaction (Learner’s reaction to the training—if it was useful and relevant)
• Level 2: Learning (Learning gain that can be attributed directly to the training)
• Level 3: Behavior (Required change or gain that can be attributed directly to the training)
• Level 4: Impact (Demonstrable impact on the business)

NOTE: Its variation with Level 5 featuring the ROI determination is another commonly used approach (Kirkpatrick-Phillips Evaluation Model of training).

The power of the model lies in its approach of:

• Identifying what is being measured.
• Using the outcome of the evaluation outcome to update/enhance and improve the training and its impact.

As you will note, this model focuses on:

• Understanding the learner’s behavior.
• What should be done to:
• Improve learner motivation.
• Create deeper learner engagement.
• Facilitate the application of learning on the job.

This is exactly where the usage of Learning Analytics comes in.

1. You can use its insights to create better learner interaction, sticky learning, and facilitate the application of acquired learning.
2. Furthermore, with the help of learning analytics, you can support the learner in gaining the required proficiency through practice sessions and specific feedback to improve this further.

Specifically, through Learning Analytics:

• You can gain tremendous insights on the learner’s interaction through (SCORM or the Tin Can API). You can use the analytics to compare the output against the assumptions used to create the learning design.
• You also have access to voluminous data or Big Data that is captured on LMS/LCMS, Portals and Polls/Surveys/Assessments done by learners. By analyzing this, you can gain insights on:
• How learners interact with online training and how do they learn.
• If the required impact is being created (new skill gain or bridging a skill gap).
• If the business sees the required gain.
• All these insights can be fed back to update the learning design look with measures to provide remediation, reinforcement, and practice to master the skill.
• More significantly, we can also provide specific or personalized feedback to the learner.

NOTE: It is anticipated that in the next few years, Artificial Intelligence (AI) will be used to enhance the usage of Learning Analytics and create highly personalized cues for learners.

As you would have noted usage of Learning Analytics can help you in progressive improvement of your learning strategy (based on data and not assumptions), eventually leading to the required impact (for both learners and business) and higher ROI.

I hope this blog gives you the required pointers on why investing in Learning Analytics makes business sense and how you can leverage on it to create high impact training. If you have any queries, do contact me.

Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/why-investing-in-learning-analytics-makes-business-sense/

Free eBook: 12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate

This free eBook, 12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate, offers insights on mobile learning and microlearning and the enhanced value of their combination through 12 examples.

12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate

At EI Design, we have been offering learning and performance support solutions for over 16 years now. In the early years, our solutions offered what is now known as traditional eLearning and in 2011, we added the mobile learning solutions practice. In 2015, we added the microlearning-based training practice.

Specifically, over the last 5 years, we have seen a steady increase in the integration of mobile learning as an integral part of most organizations’ training deliveries.

• The usage of learners’ smartphones and tablets under the Bring Your Own Device (BYOD) policy has helped mobile learning gain further momentum.
• The increase in the millennial workforce too has contributed to its wider usage.

Alongside, we saw the introduction of microlearning.

• Initially, it was used to offer performance support intervention and support to formal training.
• Over the last 2 years, we have seen it mature to become a mainstream offering that can be used for both formal and informal training.

It is interesting to note that while the demand for short, focused training has always been there from learners, the increased mobile learning adoption has facilitated the usage of microlearning as a mainstream training strategy.

How Will The eBook Help You?

I have structured the eBook 12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate as a guide to provide cues on mobile learning and microlearning individually and then in combination. The featured examples will help you in providing practical cues on how you can use them in your organization and create a higher impact online training.

Specifically,

• I begin with my insights on mobile learning and microlearning.
• Then, I outline the value their combination can add to your online training delivery.
• I share 12 examples of how you can use microlearning-based training delivered in a mobile learning format.

Do read this eBook 12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate.

About the eBook: 12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate

The eBook addresses questions like:

• What is mobile learning, and what are its key highlights?
• What is microlearning, and what are its key highlights?
• Why you should adopt the combination of microlearning and mobile learning?
• What is the value that the combination of microlearning and mobile learning will deliver?
• Why you should opt for mobile learning for corporate training—5 questions answered.
• Why you should adopt microlearning—15 questions answered.

I wrap up the eBook with 12 examples of microlearning delivered in the mobile learning format.

This eBook is structured into 5 sections:

Section 1 – Introduction To Mobile Learning And Microlearning

This section provides the basics of mobile learning and microlearning (including their key highlights).

Section 2 – Impact Of Combining Mobile Learning And Microlearning

This section provides insights on how you can combine mobile learning and microlearning for a higher impact online training delivery.  It outlines the gains that you will see when you use the combination of microlearning and mobile learning. Additionally, it provides insights into the value that the combination of microlearning and mobile learning will deliver.

Section 3 – Mobile Learning For Corporate Training—5 Questions Answered

This section is designed as a micro guide on mobile learning for corporate training. Through a series of 5 questions, it takes you through the definition of mobile learning, how it is gaining momentum, what its key benefits are, and how exactly it can be used in corporate training.

Section 4 – Microlearning For Corporate Training—15 Questions Answered

This section is designed as a micro guide on microlearning for corporate training. It addresses 15 questions on microlearning covering its definition, benefits, usage, impact, and why you should adopt it.

Section 5 – Examples Of Microlearning Delivered In The Mobile Learning Format

This section showcases 12 examples from our vast repository to show you how you can use the combination of microlearning delivered in the mobile learning format for your Formal Training, Informal Training, and to support Instructor Led Training (ILT).

Do download this free eBook, 12 Examples That Prove Mobile Learning And Microlearning Is An Essential Combination To Meet Your Learning Mandate, and use it to successfully enhance the impact of your corporate training.

Source: https://www.eidesign.net/free-ebook-12-examples-that-prove-mobile-learning-and-microlearning-is-an-essential-combination-to-meet-your-learning-mandate/

5 Must-Adopt Mobile Learning Strategies For Corporate Training

Today, mobile learning is an integral part of most organizations’ training deliveries. It is moving up from a “good-to-have” approach to a “must-have.” In this article, I share 5 mobile learning strategies that you can adopt for corporate training.

Mobile Learning Strategies For Corporate Training You Should Adopt

Mobile learning for corporate training refers to the anytime, anywhere training that is available on mobile devices. It is a “multi-device” training that is available to the learners on the device of their choice, including smartphones/tablets. They also have the flexibility to access the same training on desktops or laptops.

As a highly learner-centric approach, it can be used to offer both formal and Performance Support Training.

What Are The Key Benefits That Mobile Learning Strategies Offer For Corporate Training?

Mobile learning based training strategies offer several benefits for corporate training as shown here:

1. Provide flexibility to learners to learn anytime, anywhere and when required.
2. Offer multi-device support so that learners can learn on the device of their choice.
3. Offer higher learner engagement.
4. Demonstrate better completion rates and higher retention.
5. Adapt well to both formal training as well as Performance Support (just-in-time learning or job aids).
6. Promote social or collaborative learning.
7. Facilitate “learning as a continuum”.

Are There Any Specific Triggers That Are Accelerating The Widespread Adoption Of Mobile Learning Based Training Strategies For Corporate Training?

If we look at our typical day, we know how often we check our mobile devices. Smartphones are our preferred tool to access info at the time of need.

It is logical that the mobile devices should also offer training that can be taken on the go and within the users’ workflow. On account of this, mobile learning solutions are now seen as the future of learning.

Specifically:

• Mobile learning is learner-centric. Since it is available to the learners on the devices of their choice, they can determine the pace and how they would like to consume it.
• Mobile learning facilitates access to learning exactly at the “moment of need”.
• Mobile learning can be used as effectively for formal, structured training as well as for performance support intervention (featuring Performance Support Tools or just-in-time learning aids).
• A significant value mobile learning brings in is its capability to promote social learning or collaborative learning in an organization.

As Mobile Learning Evolves, Are There Any Specific Aspects That Should Be Considered As You Design Corporate Training?

At EI Design, we spotted mobile learning as a game changer for corporate training in 2011. The world was then using Flash-based courses predominantly, and we created a custom HTML5 framework to understand how to design mobile learning solutions and what mobile learning strategies would deliver the required impact. Since then, we have crafted nearly 2000 hours of mobile learning content.

We have seen mobile learning evolve as follows:

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Mobile learning was used to complement traditional eLearning wherein parts of formal training were available on select mobile devices (predominantly tablets).

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Mobile learning was used to supplement formal training (largely offered in the traditional eLearning format) as learning aids/job aids to provide performance support. Many of these are now available on smartphones as organizations have started opting for the Bring-Your-Own-Device (BYOD) policy and learners could access these tools on their own smartphones.

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With the maturing of microlearning based training approaches, mobile learning saw an acceleration of its adoption for formal structured training. The microlearning-based approach enables a learning path or a learning journey that has multiple, bite-sized nuggets (2–5 mins each). Microlearning can be used as effectively for informal and social learning.

Alongside the wider adoption of mobile learning from a user’s perspective, the supporting tools and technologies to craft high-impact mobile learning strategies have also matured. You can choose from one of the following formats (depending on how the content will be consumed by the learners):

• Mobile friendly (adaptive designs)
• Mobile first (fully responsive designs)

What Learning Strategies Can Be Used To Create Effective Mobile Learning Based Corporate Training?

I share a list of my top 5 strategies that will enable you to create corporate training that will create the following impact:

• Provide high engagement
• Enable a better recall and retention
• Ensure a higher application of acquired learning
• Show a demonstrable gain for learners and business
• Promote Social or collaborative learning

With the sustained use of these 5 learning mobile learning strategies for corporate training, you can increase the impact of your mobile training solutions manifold. You will also see a positive impact on your ROI.

Interestingly, these techniques can be used in tandem, and you can leverage on them to create an effective “Learning and Performance Support Ecosystem”.

1. Mobile learning strategy 1 – Use microlearning


Create learning paths and learning journeys to offer short, nugget based formal training as well as Performance Support Tools (PSTs or job aids) to support learners as they apply the acquired learning.





2. Mobile learning strategy 2 – Gamification for serious learning


Combine microlearning with gamification for serious learning and see higher engagement and better retention of your corporate training. This too can be used for both formal training or as Performance Support Tools (PSTs or job aids).







3. Mobile learning strategy 3 – Leverage on video-based learning


You can use the power of video-based learning to embellish a traditional eLearning course. In its format as microlearning videos, they can be part of a learning path and can be used to set the context, to explain a concept, to solve a problem, or as a learning summary.





4. Mobile learning strategy 4 – Facilitate social or collaborative learning


Use the mobile devices and groups to promote, share, and recommend learning nuggets. They can be used effectively to support formal training or as an effective channel to promote informal learning.



 

5. Mobile learning strategy 5 – Personalization


Leverage on the granularity of microlearning based learning paths and offer personalized learning journeys.





Can Mobile Learning Strategies Be Used For All Corporate Training Needs?


Mobile learning can be applied to support all your corporate training needs ranging from:

1. Formal training
2. Performance support
3. Collaborative or social learning
4. Supplementing Instructor-Led Training (ILT)

At EI Design, we have created mobile learning solutions for the entire spectrum of corporate training needs including:

1. Induction and onboarding
2. Compliance
3. Soft skills
4. Product training
5. Application simulations
6. Behavioral change
7. Change management

I hope this article provides good insights on the impact you can create with mobile learning. I hope the featured mobile learning strategies will aid you in designing high-impact corporate training.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.