Monotonous to Fascinating: Changing Employee Training Module

Training used to mean boring, but what if you play a game and get trained on a particular niche! Technology has revolutionized our daily lives and so the training. Now with the help of engaging contents, you can provide training to your employees or learn a new technology.

QuoDeck developed a game-based platform to train employees in a fun manner. We spoke to Arijit Lahiri, Co-Founder, QuoDeck Technologies to understand their vision and how it can be helpful for enterprises.

What’s the idea and How you began this journey?

When we started off in 2013, we were looking for a bunch of potential learning games but there was no software. So, we plan to create an engine which will allow us to develop games, specifically for learning. We wanted to pick up this space because most of the learning is fairly boring in the Enterprises, even today. As we have worked in that environment for our careers in Enterprises, we found that learning is very monotonous. We thought that games would make it interesting.

We thought to build a software microservice architecture and over the course of time, we developed a platform kind of web version like Netflix, Amazon kind of approach. Instead of having like one Central Core, we decided to have multiple small services which kind of aggregate the entire API level. So microservices on the API and micro apps on packages on the front-end side, where we are using just for context for backend.

Some of the backends will be on Ruby on Rails, so basically, some of rails APIs are actually Phoenix and Alex API. Also, some backend parts are on PostgreSQL and some are on MongoDB.

For the front end, we earlier used jQuery and all without using the frontend framework. Later on, we migrated most of it to React. Apart from that anything which is created on the QuoDeck framework can also be consumed through Augmented reality apps like Euphoria, Unity or Virtual Reality which is unity based, so it connects to the API.

What sort of API integration has been done?

This is cloud-hosted, some of the microservices can actually iterate what we call Omprem, behind the firewall. So, let’s say there is end number of services which are there in the app. So, they adapted in the firewall which communicates with the client systems with the clouds.

What kind of mechanism you have designed?

We have done a bit of inspiration from On the TV shows Silicon Valley. They had this concept of they were talking about this concept of mobile internet, so what we realize that lot of the calculation, a lot of the analytic which have been done on the server, doesn’t need to be done on the server so.

What we have done! Let’s say there are hundred thousand learners in a particular company he if I aggregate all the data on the server and calculate, it becomes a fairly complex affair. Instead of what that R code does the whole set of calculation and caching and storing at the mobile level.

What is aggregated needs to who goes to the server now again this is not on one single server, we have a set of app servers, which are serving out to do shading calculation by the Mongo app. Basically, we shed out the Analytics so that it allows us to do the whole bunch of real-time otherwise it would take like three days to calculate.

Why would enterprise adopt your solution?

Either they are looking for something which is free, very simple, low maintenance and can deploy easily for Speed. Because it’s a microservices app architecture the entire thing is very modular. You can launch the customized app as we have just launched QuoDeck Express. It is a variant which is built it on the context of speed. What would otherwise it will take maybe like two or three months to setup up and deploy, that can effectively now be done in just 10 minutes. That’s the hyper-speed version of the QuoDeck.

Everything is like merging Google Drive with all the powers of the learning management system. So, ability to start with a very fast system & and scale it up to a very powerful system is what really works for the Enterprises, and it works for most of the companies.

People don’t likely to come out to buy tech, they come out to solve a problem. So, when we try and cater to that this express kind of offering as You take it and get ready and go. Once that is done then are saying like OK this is interesting can we do a little bit more of this. And then you say ok so how this you can scale up the system till you can go to. Its largest we have a deployment which is a group company level deployment which has about 15 companies within it and each, so there is one common app and somebody comes in, they get to see their own branding.

At the most powerful level, there is mobility, there is engagement which is all the game-based learning techniques, and the third is fairly deep and complex analytics. Learning should be measurable, it should be treated more like a Marketing activity and not just as a charity activity for people in-house.

By Ashok Pandey, author at CioL

This article was first published on CioL

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Technology-driven 2019 HR trends in the workplace: View

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

Employees today, are not just looking for companies that provide salaries and perks. They want organizations that provide engagement and promote general wellness. They are looking for jobs that help them strike a good work-life balance. As a result, HR fast needs to become an employee’s friend rather than a guardian, as it has traditionally been. This transition is not going to be easy.

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

A recent survey of 1200 global executives conducted by KPMG International highlights the inertia that a segment of HR managers display. On the one hand, there are forward looking managers who are constantly harnessing resources to redefine contribution of the HR model to any enterprise. They are implementing technologies such as Digital Labour, Artificial Intelligence (AI) and Business Analytics. On the other hand, a larger segment of less confident HR managers are playing the waiting game, or are simply remaining quiet about this change in the digital landscape.

Some of the expected HR trends for 2019 and the foreseeable future, that HR professionals need to be aware of, are listed here:

Employee performance managed by managers – The organisation will benefit from performance management lying in the hands of managers, as opposed to HR stepping into the workflow. The role of providing feedback will belong to the manager, and as a result of this, even poor performance will be addressed quickly and turned around faster. HR needs to be a department of productivity enablers and this change will allow the function to concentrate on becoming that.

Higher access to analytics for employees- Members of the C-Suite will have greater access to people insights and analytics than in previous years. Organizations will look to implement robust HR platforms that are user friendly and can provide strong people analytics trends that will assist decision-making. The C-Suite will naturally make better decisions with the help of key people analytics and hiring statistics. 

Rise of the ‘remote’ workforce- A rising segment of employees today prefer to work out of remote locations instead of the office. This has entirely been made possible through recent development in technology. About half of the US workforce is expected to be freelancing, in some capacity, by 2020. HR departments will be able to use this trend to their advantage. Instead of hiring full time employees, they should explore teams of talented freelancers and independent contractors, thereby building trust on a project-to-project basis. 

Rise of micro learning- Most adults start losing attention within as little as ten minutes and is likely to go down further. To meaningfully engage and train learners with such low attention spans, HR departments need to design training sessions that are short and impact-based, rather than long ones. More frequent and shorter training sessions will be more beneficial at workplaces. Micro learning, as a result, will rise further as the industry norm. 
Extensive use of VR, AR, games and video- Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for recruitment of candidates, as is done by Jaguar and Land Rover. 
Collaborating with the band Gorillaz, they create a real setting, allowing candidates to see and experience iconic cars from these manufacturers. This is followed up with a series of puzzles that enable candidates to move forward.

In 2019, HR managers will need to plan systematically, instead of moving rapidly. This will help prevent badly created applications which may frustrate users. AI and Analytics will be able to touch every sphere they operate in, from employee engagement to recruitment and performance management. The year 2019 is likely to be the one when people analytics will finally be able to demonstrate its true potential. 


By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on ETCIO.com