All posts by QuoDeck

QuoDeck is a learning product that allows you to create and deploy games to train, assess and manage learners. So you can create interactive learning experiences that learners will engage with, not because they are forced to, but because they want to.

How can we remove a property from a JavaScript object?

Objects are one of the essential building blocks of JavaScript Language. You simply can’t have an application that does not make use of Javascript Objects.

We will checkout how to remove a property from a JavaScript object that you already have defined.

Consider you have defined an Object employee as: 

var employee = {

    “name”: “John Doe”,

    “age”: 25,

    “salary”: 35000,

    “department”: “sales”

};

You want to remove property named “department” from employee object. You can do this with delete statement as:

delete employee.department;

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How to set a new password for my QuoDeck Trainer account?

Here’s how you can set a new password for your trainer account on QuoDeck;

Step 1: Go to https://www.quodeck.com

Step 2:Navigate to the Trainer login page(find a button at the bottom right that takes you to this page)

Step 3: Click on Forgot Password button

Step 4: Enter your account username(your registered email address)

Step 5: Click on the ‘Send Mail’ button.

Step 6: You will receive an email containing a link to set a new password.

Step 7: Click on received link and set your new password.

Design Thinking: The Future Of HR Learning And Development

L&D and HR leaders deal with some pretty large-scale people development problems, starting from managing attrition and creating learning engagement, to managing to stay abreast of technology trends in Learning and Development.

What The Future Of HR Learning And Development Looks Like

In a fast-changing world, incorporating design thinking into the design of employee training can help to solve problems like maximizing learning, improving engagement, reducing drop-offs and managing attrition.

In most organizations, employee training design has more of a top-down approach, where employers decide what learners should learn and how they should learn it, rather than catering to what and how they want to learn. This process has been seeing diminishing returns as a rising proportion of Millennials and Gen Z has joined the workforce. While some organizations have tried to solve this by building access to MOOCs such as Coursera, Udemy, and LinkedIn Learning, these sort of learning options only cover self-development. What gets left out is functional knowledge or product/process training, which needs to be put out as structured learning.

So, how can design thinking help? The central premise of design thinking is a solution-based approach to problem-solving. Design thinking requires that the client (in this case the employee) is placed at the center of it all.

Step 1

Empathize with learners to understand their experiences and motivations. Leaders need to put themselves in the shoes of employees and figure out what motivates them. Tools to help with this can be surveys and interviews of employees, to get a thorough picture of different learner profiles. This is different from a Training Needs Analysis, since it focuses a lot more on behavior, likes, dislikes, motivations, and challenges in their daily life.

Step 2

Define the problem you want to solve. Very often learning outcomes falter because the learner and organization do not agree on the intended outcome of the learning. Defined problems will yield much clearer solutions.

Step 3

Ideate with all relevant stakeholders. Creating a multi-functional team that can contribute to this can help to introduce more perspectives and ideas into the mix. This team should know the learner, understand the problem you are trying to solve and brainstorm possible solutions. Approaching this as an open-ended discussion can help bring out as many solutions as possible before you start converging on one for the next step.

Step 4

Prototype a potential solution. Often the response to arriving at a potential solution is to select one and jump right into implementing it. This is exactly what the design thinking process tells us to avoid. The next step is to produce a scaled-down, inexpensive prototype of the most favored solutions, such as a tech platform or digital content. These are then shared within the design team and with a small group of people outside the team. The aim of prototyping is to identify the best possible solution for the problems identified in Step 2. These are investigated, accepted, improved, accepted or rejected based on the learners’ experience.

Step 5

Test the product using the best solutions identified in the prototyping step. While this is the final step in this 5-stage process, design thinking is an iterative process and testing phase results often indicate that you need to go back to the prototyping or ideation phase to get things right. If new insights present themselves about your learners or market realities have changed, then this may need a new set of solutions.

The process outlined above may seem linear and structured, but in reality, these steps are followed in quick succession and in a non-linear fashion, to ensure that speed is achieved. Design teams can delineate themselves to do parts of the process.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on elearningindustry

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

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

How Machine Learning and AI are Making Online Learning More Beneficial


Online learning (aka E-Learning) is now considered to be an integral part of the education sector. In simple words, online learning refers to the type of learning where the learning process is mediated by the internet i.e. the learners use the internet to learn.

Online learning is gaining tremendous popularity. It is also said to increase the knowledge retention rates from 25-60% in comparison to face-to-face training. Online learning owes much of its popularity and efficiency to machine learning (ML) and artificial intelligence (AI).

Gone are the days of one size fits all. ML and AI have made learning to become personalized and adaptive.

Every student has different educational backgrounds and thinking abilities. It is imperative to provide case studies and examples to them that they can best relate to, meaning that the course needs to be customized as per each student for better learning.

Such a high-level of customization can be achieved with a Learning Management System (LMS) that has machine learning capabilities.

Leveraging Big Data

AI provides insights based on the enormous amount of data it has collected and analyzed, which facilitates the creation of customized learning programs, faster than before. Access to these insights and data allows online learning platforms to develop a better understanding of learner behaviors and to predict needs by recommending and positioning content based on past behavior. Adaptive learning that is personalized to the individual is a powerful way to engage today’s workforce.

Personalized and Adaptive Learning

Apart from personalization, AI and ML also facilitate better optimization of course content and delivery. An online course on any cloud-based LMS is not a one-time activity. The course content gets revised based on the feedback that you are getting from the students. The feedback can be in the form of qualitative surveys or comments left by the students and the quantitative data like quiz results, ratings, and other course metrics that the LMS provides the learners.

Gamification

Another big factor is gamification, which makes simple activities from documentation to interaction with customers easier. Companies like BYJU’s, Collegify, and QuoDeck are doing excellent in that front.

QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organization whose employee strength varies from 30-1000 with different work environments.

QuoDeck uses a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights. Read the 2019 HR Trends in the Workplace by Kamalika BhattacharyaCo-founder, QuoDeck Technologies.

AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customize learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide a pre-designed course based on the learners’ profiles before they begin their e-Learning journey.

Collegify also came up with interesting features that help the students stay engaged on the platform while taking self-paced SAT/ACT test prep courses.

Students can choose avatars, part of a “gamified” work-and-reward approach that speaks to the target age-range and encourages consistent progress. This includes the gradual unlocking of content, in line with our pedagogy of balancing performance with difficulty and avoiding inundating students.

Content is carefully categorized and separated into incremental difficulty levels, which is then driven by AI to respond to and anticipate trends in each student’s learning and performance patterns in real time. This adaptiveness not only ensures students spend their time productively, it ensures teachers, counselors, mentors, and parents also fully understand how best to support applicants both on and off the platform. 

Similarly, Byjus leverages data, ML and AI to offer personalized lessons. The focus is on making learning visual and contextual, rather than just theoretical. This helps students realize what to learn when to learn, how to learn and how much to learn. Its flexible learning style can be adopted according to the student’s learning capabilities. Now, no more mugging up, all you have to do is turn on your phones or tablets and repeat the content till you get a grasp over it.

At present, online learning, in some form or the other, is used by anyone who has access to the web. Among the numerous advantages of online learning, some of the top benefits are mentioned below.

Top Benefits of Online Learning

Easily Available Information

With online learning, information is easily available and at a lower cost. Additional costs like physical space for classrooms, equipment, etc. are reduced. Any learner from any corner of the world can have access to the global contents from anywhere and at any time. This is extremely helpful for the individuals preparing for competitive exams as they can have access to numerous study materials at the comfort of their own homes and for free.

Engagement and Better Memory Retention

The traditional education system is mostly teacher-centric and limited to only writing boards. With technology, this has changed a lot. Now, teaching is no longer only limited to writing boards. The online lessons include various animations and other visual effects to increase the engagement of the students. With better engagement, students not only understand in-depth concepts better but also retain the topics for longer.

Personalized Learning

Adaptive technology has made personalized learning possible. At present, most online learning platforms use big data and cloud computing to understand the unique learning style of the students and allow them to learn at their own pace and style.

Flexible Learning

Using online learning tools, learners can learn from the comfort of their own place, style, and time. Any individual from any corner of the world can now learn according to their own convenience. This is extremely helpful for the students as they can now download any resource, be it NCERT books, or sample papers and refer to them whenever they want.

Costing

E-learning alleviates the need for students and instructors to be located in a central place for learning to take place. This saves money that could be spent on traveling, accommodation and other uses that school-based learners cannot escape from. The time that would be spent commuting to class could be used for other duties too.

These were a few benefits of online learning. These advantages prove that online learning surely has the potential to revolutionize the education sector and can surely make learning more effective, engaging, and student-friendly.

By Tanmoy Ray, Counselor at Stoodnt.com

This article was first published on Stoodnt.com

Will it be a good year for HR Tech and Startups in 2019?

How will the year 2019 be for startups in the HR tech space in India when it comes to adoption and expectations? Read on to find out.

“It was a good year.” That’s what most of the HR Tech startups we spoke to opined when they looked back at 2018. From the degree of adoption to the amount of funds flowing in, the startup space generally saw an increased awareness around technology in HR. With the talks of AI, automation, technology dominating the whole year around, HR Tech saw a definite uptake both in India and globally.

On this note, what does the year 2019 bode for HR Tech? What are some of the trends that will shape this space in the coming year? We talked to a number of startups in the HR Tech space such as game-based learning platform Quodeck, employee engagement startup Hush, sustainable credit provider SalaryFits, HRMS provider Zimyo, talent discovery platform Vyre, on-demand video platform Monjin, and Zeta which digitizes employee benefits, HR talent marketplace Noble House, among others to understand which way the wind will blow.

Here’s what they had to say.

HR tech to move up the value chain

Continuing from the momentum of 2018, in 2019, HR tech is predicted to move up the value chain to help improve Productivity, Team and Work management from the current state of Integration and Engagement.

Quodeck’s co-founder Kamalika Bhattacharya says that the major thrust among businesses will be towards driving adoption of corporate learning through technology among their employees and partners.

“Early adopters of HR Tech now have large data sets about their employees and will leverage on analytics to drive productivity and improve employee engagement,” she says.

There will be an increase in the use of AI and Technology enabled methods of screening, assessing and hiring talent and emphasis on developing personalized career paths for their employees using tech to reduce attrition while improving employee wellness and output.

Employee engagement and productivity still the focus area for employers

Further 2019 will continue to see employers everywhere focusing on employee engagement and productivity. 

Guilherme Mota, Head of Operations, India, SalaryFits says, “With the innovative HRTech solutions available across borders, HR Heads have a big portfolio of different tools to keep their talent happy and engaged. In this sense, employee’s wellbeing, ranging from focus on health and wellness to focus on productivity, purpose, and financial health, will play a big part as an engagement and retention tool. HRs cannot afford to neglect the effects that financial worries can cause on their employees and their productivity.”

From employer first to employee first

Right now all HR Tech is built employer first. However Ashutosh Dabral, Co-founder & CEO, Hush believes that eventually, the trend will move to employee first as the millennial employee doesn’t stay in a company for a very long time. 

Employee first Tech platforms that can provide value to employees even when they switch companies will have more value.

He adds that when you add the new gig economy workforce then employers will have to engage workers who are not really “employees”. So new kind of platforms will come up that cater to these users also.

More experiments, more AI, more Blockchain

That 2019 will be an interesting year and will present a greater opportunity for HR Tech Startups as organizations grow and more investments come in startups and growth companies, is also reiterated by Sudev Das, co-founder, Vyre. He adds that organizations will be open to experimenting and experiencing new HR Tech products, to enable quick and efficient growth. 

AI & Analytics enriched products would be very attractive to cut on processing time. But it will also lead to expectation mismatches as there are no quick fixes with AI till it matures

The year will also see growth in the adoption of video for hiring, learning, and engagement. Similarly, the use of  Blockchain in assessments, skill certification, and educational qualifications will start appearing in some HR Tech products,  which will be very useful in verification and validation of candidate details. Also, predictive analytics with respect to culture, engagement, skills will see significant uptake. 

The same is seconded by Kumar Mayank, co-founder of Zimyo who believes that 2019 will see the adoption of cloud/ SaaS not only by corporates but SMEs, along with increased adoption of AI-based HR Applications.

Kunal Kapoor CTO, Monjin adds that intelligent process automation is coming into play, which includes AI and related new technology advances, which can help deliver consistent people processes – something that has eluded many HR ops teams given the dynamic nature of the requests they receive. Cost savings also materialize through deploying such technologies as robotic process automation, machine learning, deep learning, and cognitive agents. 

 “The year 2019 will also witness the development of quality-based talent pipelines which will further improve hiring accuracy,” he adds.

The use of AI and predictive analysis can further simplify the hiring process, by picking candidates with skillsets and achievements that match the given requirement.

HR Tech will need to continuously create value

While it is a given that most of the transactional interactions involving HR will slowly and gradually move to technology and companies have already started working on moving some of the regular queries on to chatbots, HR tech companies will continuously need to work on creating value for the user through their platforms, says Sanjay Lakhotia, Co-Founder, Noble House Consulting Pte.

The next year will also see some consolidation in the HR tech market due to a sudden spurt in the number of tools out in the market, he adds. The tools will either get merged or there would be models of collaboration that will emerge between different tools.

From generalization to specialization

2019 may also see a spurt in more specialized HR Tech as per Bhavin Turakhia, co-founder of Zeta. He says, “Right now a large number of HR Tech companies in India are core HR Tech. But very soon we will start seeing specialized companies-some will focus just on planning, some will focus only on performance review and appraisals. If you think about it, talent acquisition is already segregated out. There will a plethora of segregated tools which will fulfill a specific function.”

However, he still feels that the real growth spurt in HR Tech is still a few years away. Larger enterprises are paying more attention to people but smaller companies in non-tech industries will take longer, he opines. Bhavin aptly sums up succinctly the state of HR Tech in 2019 when he says,

“There is a certain level of maturity that organizations have to go through in India before you get to a point where HR Tech becomes a priority.”

By Shweta Modgil, Feature Writer with People Matters

This article was first published on People Matters

2019 – HR Trends In The Workplace

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 organization 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 in 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, game, and video

Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for the 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 stoodnt

How QuoDeck Is Gamifying Corporate E-Learning With AI-based Tools

Realising the need for enterprises to engage their staff in a much more creative and interesting way, QuoDecK, a Mumbai-based startup, attempts to bridge this gap with a SaaS product which uses gamification for enterprise learning market.

Established in 2010 by avid gamers Kamalika Bhattacharya and  Arijit Lahiri,  the platform uses interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner’s experience. “While a lot of learning is needed as it a functional understanding, the way in which it is delivered does not evoke any sense of excitement or feeling from the employees that it is being done for their betterment. So, two of us started looking at ways to improve this scenario and that’s when QuoDeck born in 2010 as a result of this,” says Bhattacharya, who worked with startups and raised private equity and venture capital in her previous stint.

Outcome-based learning

At the core of its platform is gamification, which has been leveraged to make simple activities from documentation to interaction with customers easier. For this, the platform relies on game-based learning and storyline-based games which are used to create an entire course. “For instance, a big requirement in insurance, banking, pharma, and retail sector is conversation simulations which teach people how to talk by simulating a chat with a customer. This is method can also be used for sales training as well as customer service training,” Bhattacharya explains.

QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organisation whose employee strength varies from 30-1000 with different work environments.

AI and ML works at the back end

Analytics, artificial intelligence (AI) and machine learning (ML) have been used at the back-end to process a large number of different datasets. This data is then used to gain valuable insights about learner behaviour and provide them with updates on their progress. It also provides companies with updates on their employees’ performances. “At QuoDeck, we use a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights,” Bhattacharya adds.

AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customise learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide pre-designed course based on the learners’ profiles before they begin their e-Learning journey.

Road ahead

QuoDeck’s enterprise version is currently deployed in more than 35 global companies and has over four lakh learners. However, the company hopes to increase their user-base to six lakh people by the next three months and leverage AI and ML for increasing their productivity. “We see the next big potential in affordable, DIY, SaaS-based LMS for smaller and medium organisations. The second growth area is for LMS in moving up the value chain of services, from delivering content to providing AI/ML driven actionable to drive up productivity,” Bhattacharya concludes.

By Akshaya Asokan, Journalist at Analytics India Magazine

QuoDeck launches mobile learning app builder

The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. 

Game-based learning platform QuoDeck has announced the launch of learning app builder QuoDeck Express. 

Targeted at small and growing businesses, including startups, QuoDeck Express allows these businesses to participate in the mobile learning revolution that the industry has witnessed over the past few years. The company aims to sign up over a million users within the next 12 months. 

“We observed a significant increase in demand from small and growing businesses, as training has become a critical function for business growth,” said Kamalika Bhattacharya, co-founder of QuoDeck. “These companies need to leverage technology to impart training and connect with their employees,” she added. 

‘Express’ was conceived as a product to help companies become better places to work. “Learning is often cited as one of the reasons people move between organizations, so there is a tangible benefit that products like Express can drive for small and growing businesses -from higher productivity and revenues to lower attrition and faster onboarding,” she said 

The app focuses on making things simple, so companies that have never done learning before this can also get started in no time. Not only can they add their existing content through presentations and videos, but can also use games and themes to make them interesting. 

QuoDeck is currently supporting learning at over 35 global companies including Unilever, Star India, eBay, SBI Life, Aditya Birla Group and Axis Bank, and has close to half a million learners on its platforms. The Express platform offers nearly all the major functionalities of a full-fledged LMS – Design customization, story creation system, learning games library, quizzes, and surveys and reports. 

The global e-learning market, valued at over $200 billion, has seen a couple of large shifts that have led rapid growth, – a shift in device to mobile and a growing proportion of millennials and generation Z in the workforce. In India alone, this trend is evident with over 45% of the workforce being between 25-39 years of age, providing a huge opportunity for the right training product. 

By Rica Bhattacharyya, ET Bureau

This article was first published in The Economic Times