Category Archives: Corporate Learning Best Practices

types of SCORM Supported by QuoDeck?

Shareable Content Object Reference Model (SCORM) is a collection of standards and specifications for web-based electronic educational technology (also called e-learning). It defines communications between client side content and a host system (called “the run-time environment”), which is commonly supported by a learning management system.

QuoDeck supports both older and recent versions of SCORMs that are SCORM 1.2 and SCORM 2004 2nd Ed. QuoDeck provides guidelines for using SCORM content which adhere to Micro Learning and Mobile First principles of Learning Standards, which are as follows.

1) The module version should belong to one of the two standards viz. SCORM 1.2 or SCORM 2004 2nd Ed.
2) The module should be concise and have filesize less than 50 megabytes.

Ensuring these compatibility and content size guidelines enables you easily use the SCORM content with QuoDeck LMS. We restrict the SCORM file size being less than 50 megabytes considering the internet Bandwidth Limitations of Mobile Learning Environment.

Advertisements

How to Use SCORM On QuoDeck?

SCORM content can be used as an individual learning module in your Learning Course on QuoDeck Platform. Follow below steps to upload your existing SCORM content on QuoDeck.

Step 1: Sign into QuoDeck platform using your Creator credentials.

Step 2: Select the course for editing, in which you wish to upload the SCORM

Step 3: Create or Select desired topic in your course (topic is the learning content wrapper in your QuoDeck course).

Step 4: On given web form locate the option to upload SCORM under “Add Content” header

Step 5: Select this option and upload your SCORM Files (Learning Standard: SCORM 1.2 or Learning Standard: SCORM 2004 2nd Ed. and file size less than 50 megabytes)

Your SCORM content would be uploaded within given course and be ready for consumption by learners on their Learner Apps. 

How To Choose The Right Kind Of Video For Your Employee Training

Video-based learning has become an important part of corporate training delivery today. In this article, I share pointers that will help you identify what training videos would work best for your employees.

Choosing The Right Kind Of Video For Your Employee Training

Using videos for training employees has been around for a while. Of late, there is an acceleration in their usage. This is on account of the wider adoption of mobile learning and microlearning as they both leverage extensively on video-based learning.

Video is an immensely high-impact medium and when used as training videos for employees, they offer:

  • High engagement quotient
  • Sticky learning experience leading to higher retention and recall

The value of using training videos for employees lies in their ability to offer:

  • Formal training which can be consumed “on the go”
  • Instant job aids that are within the learners’ workflow and can be accessed at the moment of their need
  • Informal learning
  • Social learning

How Can You Use Training Videos For Your Employees?

You can use training videos for employees to supplement your corporate trainings and step up their impact. Some of the key trainings that can leverage on videos for employee training include:

  1. Induction and onboarding
  2. Soft skills training
  3. Product training
  4. Sales training
  5. Application simulations training
  6. Compliance training

The flexibility of training videos enables you to use them for:

  1. Formal training (online)
  2. Support Instructor-Led Training (ILT) or Virtual Instructor-Led Training (VILT)
  3. Performance Support (learning aids/job aids to support formal training)
  4. Social learning

This is not all. The true power of videos for employee training lies in their ability to contribute beyond learning or performance support intervention. They can contribute to other levels of the learning and performance ecosystem, notably to:

  1. Create a buzz or awareness (before the launch of the training program)
  2. Support crucial change management initiatives
  3. Continue the connect with the learners (post the training program)

Are There Any Drawbacks Or Limitations That You Should Be Aware Of As You Opt For Training Videos For Employees?

As I see it, there are a couple of aspects that you should note:

From The Development-And-Cost Perspective

The cost of video-based learning for formal training or as Performance Support is higher as compared to traditional eLearning development. You also need to be aware that any updates or enhancements do entail significant costs and lead time.

From The Learning-Impact Perspective

Even though video-based learning offers an immersive learning experience, the video does have an intrinsic limitation of “passivity”. It allows learners only to start/stop or pause.

This can impede the learning impact when you have long run length videos.

Additionally, you cannot track the learners’ progress as they go through videos for training.

What Kind Of Video Formats Can You Opt For In Order To Create Training Videos For Your Employees?

You have wide-ranging options that you can offer as training videos for your employees:

  1. Teaser videos
  2. Context-setting videos
  3. Explainer videos
  4. Scenario-based videos
  5. Story-based videos
  6. Complex decision-making branching simulation based videos

Are There Other Interesting Approaches That Can Enhance The Impact Of Training Videos For Employee Training?

Here are 3 interesting options that you should certainly consider:

1. Interactive videos
This is a Next Gen approach that creates highly interactive and immersive video-based learning solutions. It includes:

  • Learning interactions that are similar to traditional eLearning (Hot spots, Click and Reveal and so on)
  • Quizzes and assessments
  • Learning paths that branch to different tracks based on learners’ choices
  • Gamification elements
  • Unlike traditional videos, interactive videos allow you to track learner performance, and they also offer SCORM output

2. Microlearning videos
These short, focused, bite-sized videos use rapid development approaches. They are particularly useful as a social learning tool. They are designed to be available within the learners’ workflow so that they can access the relevant bite exactly at the time of their need.

3. 360-degree videos for VR and AR
These can take your user engagement and stickiness of learning to an all high level.

What Kind Of Training Videos Would Resonate With Your Employees?

Modern learners face challenges of distractions and multi-tasking, and they certainly do not want to carve out a block of time for training. They want the training to be flexible, short, focused, and available on the go. So, as you opt for videos for your employee training, match it with their lifestyle and accordingly, craft the learning journey.

Here is a list of my top 5 strategies you should adopt as you offer training videos for your employees:

  1. Create the buzz or awareness and establish WIIFM (What Is In It For Me)
  2. Set context or teach concepts
  3. Offer learning followed by practice, application, and summaries
  4. Checkpoint learners’ progress and understanding
  5. Reinforce and keep the “Forgetting Curve” at bay

What Would Be The Impact Of Using Training Videos For Your Employees?

You would see:

  • Higher engagement
  • Better completion rates
  • Better retention and recall
  • Better performance support leading to better application of the acquired learning
  • Increased focus on informal learning
  • Higher ROI on your training spend

I hope this article gives you great ideas that you can use as you implement training videos for your employee training. If you have any specific queries, do contact me or leave a comment below.

By Asha Pandey, Chief Learning Strategist at EI Design

eLearning Trends In 2019: How To Use Them To Enhance Your Learning Strategy

At this time of the year, you look out for trends that can enhance your training delivery. In this article, I share the eLearning Trends in 2019 you can use to enhance, measure, and maximize the impact and returns on your learning strategies.

eLearning Trends In 2019 You Can Use To Enhance Your Learning Strategy

As I began my exercise to predict eLearning Trends in 2019, the fourth one in this series, I took a step back to see why anyone seeks upcoming trends.

The top 5 reasons why L&D teams look at trends are listed here. They prompt them to adopt new or better approaches that:

  1. Keep the learners engaged.
  2. Ensure knowledge acquisition happens.
  3. Facilitate the application of the acquired learning on the job.
  4. The desired performance gain and ROI occurs.
  5. A positive ROI on training spend is established.

In this article, I take this need as the thread to share the eLearning Trends in 2019. I have grouped them as follows:

  1. Section 1: I list the trends that help learners learn and, more significantly, apply this learning to show better performance or the required behavioral change.
  2. Section 2: I list trends featuring learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
  3. Section 3: I follow this up with a list of trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
  4. Section 4: I wrap up with trends that are clearly emerging as front runners for investment in the very near future.

With this approach, I am confident that the featured eLearning Trends in 2019 in this article will offer tremendous value in enhancing your learning strategies in the New Year.

Upcoming Release: I also have a free eBook on eLearning Trends in 2019 releasing on Jan 15th.

  • Designed as a guide that you can practically use, it features a typical learner journey that highlights how modern learners learn and what they wish to see in their online training delivery.
  • I use this backdrop to highlight how the featured eLearning Trends in 2019 can be used to add value to learning and its application plus measurement and further gains.

Without further ado, here is my list of eLearning Trends in 2019 banded logically to facilitate their impact and application.

eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.

  1. Mobile Learning
  2. Digitalization of ILT (to Blended or Fully Online)
  3. Performance Support Tools
  4. Informal Learning
  5. Social Learning
  6. Self-Directed Learning

eLearning Trends In 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.

  1. Microlearning
  2. Gamification
  3. Video-Based Learning (Videos and Interactive Videos)
  4. Mobile Apps for Learning
  5. Personalization
  6. Curation and User Generated Content

eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.

  1. Learning Engagement Platforms – LXP
  2. Learner Analytics
  3. Big Data-Reporting and Analytics

eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For—The Future Is Here!

  1. AR/VR and MR for Immersive Learning
  2. Artificial Intelligence (AI) in Learning

eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.

eLearning Trends In 2019 – Trend #1: Mobile Learning

Over the last 4–5 years, the adoption of Mobile Learning has been on the rise. This is on account of the flexibility it provides to learners (learning on the go, multi-device support – including smartphones, tablets or laptops/desktops, and anytime and anywhere access).

From an organization’s perspective, this is clearly an approach that resonates better with learners, offers higher engagement, provides better completion rates, and can be used to support both formal and informal trainings.

What I see changing in 2019 is the maturing of Mobile Learning solutions, leading to a bifurcation into mobile friendly or adaptive designs and mobile first or fully responsive designs. The latter will align better to the way learning is expected to be consumed (notably on smartphones) and will feature learning interactions optimized for them.

Additionally, Mobile Learning will be used to offer almost the entire spectrum of corporate training needs. It will feature high-impact formats including videos, Microlearning, and apps for learning.

eLearning Trends In 2019 – Trend #2: Digitalization Of ILT (To Blended Or Fully Online)

While the ILT mode is not dying, it will soon start getting limited to niche programs. 2019 will see further increase in the Digitalization of ILT (to blended or fully online). Even the core ILT delivery will get supported by online resources including pre- and post-workshop material and assessments.

The triggers include push from learners to reduced training budgets and shorter cycles to train employees.

My assessment is that in 2019, we will see a higher percentage of programs going to the fully online format that can be consumed on the device of the learner’s choice (ranging from smartphones/tablets to laptops/desktops).

eLearning Trends In 2019 – Trend #3: Performance Support Tools

Performance support tools or PSTs are learning aids or job aids that are designed to address a specific learning need.

They are available to the learners within their workflow and hence can be easily accessed and used without having to log on to an LMS.

Designed to support formal training (focusing on knowledge acquisition), PSTs can facilitate learning application thereby improving the training impact and learner proficiency. They can be used to support ILT as well as online training, and they effectively serve as a measure to offset the “forgetting curve.”

2019 will see further adoption of PSTs riding high on the increase in mobile learning, Microlearning, and video-based learning.

eLearning Trends In 2019 – Trend #4: Informal Learning

The fact that learning happens through multiple channels (and not just formal training) is an established one.

Many of us may be familiar with the 70-20-10 model for Learning and Development. According to this model,

  1. 70% of the learning is experiential (that is, happens on-the-job).
  2. 20% is through social or collaborative learning (that is, learning with or from others).
  3. 10% is through formal training programs.

While we may debate on the percentages shown here, the model does affirm the need of organizations to create a support system and the opportunities to promote informal learning in their workplace.

The usage of measures like performance support tools or PSTs as well as platforms to promote social learning will see significant increase in 2019.

eLearning Trends In 2019 – Trend #5: Social Learning

In our early years, our learning is purely from others and it shouldn’t come as a surprise that this is true for learning at the workplace too. Over the last 3–5 years, L&D teams have seen value in adopting and promoting social learning.

With the options of platforms, next gen LMS, and learning experience platforms, social learning is finally poised for growth in 2019.

eLearning Trends In 2019 – Trend #6: Self-Directed Learning

In general terms, self-directed learning is the approach of moving the onus of learning to the learner rather than the teacher. As an extension, in the context of corporate training, it maps to empowering learners to choose how they want to learn.

Unlike training programs that are “pushed” through LMS, self-directed learning is all about giving this control to the learners. They can decide on what they want to learn, how they wish to learn, when they choose to learn, over what time frame would they want to learn and so on.

As you will note, this approach provides control to the learners and gives them the option to decide their learning path. Alongside social learning and informal learning, organizations are recognizing the value of promoting self-directed learning that can help them create learning as a continuum. This trend will continue in 2019.

eLearning Trends For 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.

eLearning Trends In 2019 – Trend #7: Microlearning

The debate on the value and impact of macro learning (or traditional eLearning) and microlearning (bite-sized, short learning nuggets of 2–7 mins run length each designed to meet a specific outcome) goes on.

However, the fact is that the usage of microlearning-based training has revolutionized training delivery over the last 2 years, and I see this trend accelerating further in 2019.

Today, you can opt for microlearning-based training to offer formal training and informal training and support ILT. Its flexibility to be delivered as a single, short nugget to meet a specific outcome to a learning path that can have an array of learning nuggets makes it a powerful choice for corporate training. I see an increased adoption of microlearning in 2019.

eLearning Trends In 2019 – Trend #8: Gamification

Till a few years ago, the impact of gamification-based training had a big question mark associated with it. While gamification provides fun-based learning to users, does it indeed help them achieve a specific learning outcome?

The usage of gamification for serious learning has been on the upswing in the last 2 years, and I see this trend increasing in 2019.

The application of gamification, including the game-based approach, or partial gamification will see an increased application across various corporate training needs. With the reduction in development costs and shorter time frame to develop, L&D teams will see higher value in this investment in 2019.

eLearning Trends In 2019 – Trend #9: Video-Based Learning (Videos And Interactive Videos)

Video-based learning is fast becoming a standard piece of online training. This includes its usage in traditional eLearning formats to its extensive usage in the microlearning-based trainings.

In 2019, I see this trend continuing. Equally interesting is the wider adoption of interactive videos that overcome the passivity of traditional videos and increase learner engagement manifold through interactivities and assessments.

Another usage of video-based learning in 2019 will be through the curation of public domain videos.

eLearning Trends In 2019 – Trend #10: Mobile Apps For Learning

The widespread adoption of mobile learning and its updated avatar of mobile first or responsive design leads to an important fact that the learning experiences on smartphones must be optimized to the devices. The interactions must mimic the way we use these devices.

On similar lines, similar to Apps that learners use, mobile apps for learning can provide a very effective strategy for online training. The training can be personalized and updated with ease.

The cost and longer lead time to develop mobile apps for learning have led to its limited adoption. I see this as a very powerful approach; I see it play a significant role in training formats.

eLearning Trends In 2019 – Trend #11: Personalization

Today’s learners do not have the patience or the attention span to go through learning that is generic and doesn’t map to what they are looking for.

This is where personalization of learning fits in and provides a custom learning path to learners. You can personalize learning based on the learner’s role, proficiency, area of interest and so on.

The Microlearning-based training approach provides the required granularity to draw up highly personalized learning paths for various learner profiles. Rendered over mobile devices, this approach can provide a highly relevant and personalized learning path to each learner.

This trend is worth a watch in 2019 wherein we will also see the usage of machine learning and AI to create more meaningful learning experiences.

eLearning Trends In 2019 – Trend #12: Curation And User-Generated Content

While we may be spoilt for choice on data and information that is easily accessible on the Internet, tagging it and identifying the relevant info is a time-consuming process.

Content curation addresses these pain areas and provides relevant learning resources to users. Learners have the flexibility to opt for the recommended learning path or configure their own version.

Furthermore, the exercise also promotes user participation by encouraging user-generated content to keep the knowledge base current and relevant.

This is not all. Content curation enables organizations to tap into resources that are available in the public domain, and they do not need to re-create them.

This trend has been on an upswing, and I see a similar traction in 2019. This too will benefit from emerging techniques like AI for learning, machine learning and so on, to create even more relevant learning paths to the users.

eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.

eLearning Trends In 2019 – Trend #13: Learning Engagement Platforms – LXP

Learning Engagement Platforms (LXP) provide a highly personalized learning experience to users through learning pathways. Besides this, they feature social or collaborative learning, inclusive learning, content curation and facilitation of user-generated content.

In contrast to LMS, the LXPs empower learners to define their learning path from a set of learning assets featuring varied formats. Besides facilitating self-directed learning, they encourage learner participation through user-generated content.

They feature social learning and offer recognition to active participants. They do feature assessments along with badges and certification.

They are fun, more engaging, and relevant for learners, and they will help learners meet specific learning outcomes.

In the short term, including in 2019, they will co-exist with LMS. Many existing LMS players are already offering the LXP option as an add-on. Then, there are new participants that offer AI-based recommendations and aspects like “career pathways” that resonate very well with the learners.

eLearning Trends In 2019 – Trend #14: Learner Analytics

2019 will continue to see the usage of learner analytics to review learner behavior and what additional measures can be adopted to increase engagement, motivation, and facilitate the application of acquired learning.

A wider adoption of Tin Can API will provide the relevant cues in this endeavor. Furthermore, the usage of Artificial Inteligence (AI) in learning will further facilitate the usage of this analytics to create more relevant and personalized learning experiences.

I see this trend seeing further traction in 2019, resulting in learning designs that appeal to learners and create the required value and ROI that businesses seek.

eLearning Trends In 2019 – Trend #15: Big Data-Reporting And Analytics

Big Data refers to voluminous data that is aggregated from various sources (typically, LMS, LCMS, learning portals, and surveys/polling or assessments in the context of eLearning). Given its volume, complexity, and the fact that it is dynamic, there is no tool that can manage and analyze it.

Big Data-reporting and analytics refers to the methodology to present the data in formats that are actionable. When processed right, this can give us tremendous insights on how learners learn, the impact of training on skills or behavioral change, and the impact on business and eventually ROI determination.

I see an increase in Big Data-reporting and analytics in 2019, leading to further optimization of the training delivery. This analysis can be used to understand learner behavior, the way they want to learn, the learning paths chosen, and how to update the existing training delivery. These cues can then be used to create personalized and more effective learning paths that enable learners to learn, practice, obtain feedback and remediation, and so on.

eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For – The Future Is Here!

eLearning Trends In 2019 – Trend #16: AR/VR And MR For Immersive Learning

L&D Teams’ hunt to evaluate immersive learning strategies is an on-going endeavor. Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR) are acknowledged as superb approaches to provide highly immersive learning experiences for a few years now.

High price and substantial lead time to develop them have been two factors that have limited their wider usage. Also, the use cases that justify the investment and ROI are limited.

With main authoring tool providers like Adobe and Trivantis getting into VR solutions, the price points have dropped. Their design approach also makes it easier to author these learning experiences in a short time. I see further traction on VR solutions in 2019 as these solutions become more affordable and can be offered to supplement the formal training.

In my opinion, 2019 will see a wider adoption of AR-based training, including mobile apps that embed VR features. The use cases will expand to include soft skills training as well as learning to trigger behavioral change.

eLearning Trends In 2019 – Trend #17: Artificial Intelligence (AI) In Learning

The usage of Artificial Intelligence (AI) in learning is one trend in 2019 that you should watch out for.

AI can facilitate the creation of highly customized learning paths by analyzing the data it collects. This data can then be used to understand the learner’s interest, proficiency, and recommend further learning assets that they may not be aware of. Potentially, personalized learning will not only engage the learner better but also help L&D teams gain the impact they seek.

I hope this article helps demystify the value and impact of each eLearning trend I have listed and provides the context of why you should use them.

By Asha Pandey, Chief Learning Strategist at EI Design

Microlearning Trends To Adopt In 2019

As microlearning-based training moves to center stage, I outline what is driving its rapid adoption. In this article, I also share microlearning trends in 2019, and how you can leverage them to boost employee performance.

Discovering All About Microlearning Trends In 2019

Microlearning consists of short, bite-sized learning nuggets. Although short in run length (between 2-5 mins and, typically, not exceeding 7 mins), each nugget is action-oriented and is designed to meet a specific learning outcome.

In the last couple of years, microlearning has moved from being a player on the side to center stage and for good reasons.

In a world that is full of distractions and diminishing attention spans, it is critical to have sharp, focused learning nuggets. Only then do you get the learners’ attention, and they invest in completing it. This is precisely what microlearning-based training delivers.

Learners love microlearning-based training as:

  • It is short and focused.
  • It can be taken on the go.
  • It is available in the learners’ workflow and can be accessed at the moment of their need.
  • It is designed for multi-device support and provides control to learners on when and how they want to consume it.
  • It uses high-impact formats (notably, videos) that are engaging and immersive.

L&D teams see value in microlearning on account of:

  • Its ability to engage the learners across profiles, that is today’s multi-generational workforce.
  • Its ability to provide a sticky learning experience.
  • Its high completion rates.
  • Its capability to push acquired learning to the application on the job.
  • Its concept of learning paths or learning journeys that can help learners gain proficiency as well as trigger the required behavioral change.
  • Its innate strength to offset the “forgetting curve” and convert it to the “retention curve” through ongoing reinforcements.

Based on our long experience in developing Microlearning based training, and what we see in the near future, here is my view of microlearning trends in 2019.

Microlearning Trend #1 In 2019

Microlearning will be used for a wider spectrum of corporate training, specifically for:

  1. Change management
  2. Awareness programs
  3. Formal training
  4. Just-in-time training (Performance Support Tools or job aids)
  5. Informal learning
  6. ILT support aids

Microlearning Trend #2 In 2019

Microlearning will leverage mobile learning further—particularly, apps for learning: Building on the wider adoption of mobile learning in organizations, it will be the mode L&D teams would prefer for varied corporate trainings.

It will leverage particularly on formats like mobile apps for learning where a personalized learning path with microlearning nuggets can be offered to learners. This approach can be used to provide both formal training as well as just-in-time learning aids within the learners’ workflow.

Microlearning Trend #3 In 2019

Microlearning will use personalization techniques to offer highly customized and relevant learning to each learner.

Microlearning Trend #4 In 2019

Microlearning will capitalize on Artificial Intelligence (AI) and analytics to offer support and personalized learning paths. Furthermore, its capability to offer recommendations to learners will ensure that they come back for more even after completing the prescribed training.

Microlearning Trend #5 In 2019

Microlearning will continue to use video-based learning as a significant design strategy. However, it will see an increase in the NextGen format, that is, interactive video-based learning.

Microlearning Trend #6 In 2019

Microlearning will be used in formal training in conjunction with successful, engaging, and immersive strategies like:

  1. Virtual Reality
  2. Gamification
  3. Scenario-based learning extended through a master narrative or story-based learning
  4. Complex, branching simulations for decision making

Microlearning Trend #7 In 2019

Microlearning will be used extensively in content curation to provide “learning as a continuum”. This will help organizations create a better learning culture and facilitate informal learning.

Microlearning Trend #8 In 2019

Microlearning formats will also help in promoting collaborative or social learning.

Microlearning Trend #9 In 2019

Microlearning will continue to the preferred format to offer just-in-time training (Performance Support Tools or job aids).

Here, most of the established formats will continue. These include the popular and effective ones like:

  1. eBooks/Flipbooks
  2. Infographics
  3. Interactive infographics
  4. PDFs
  5. Interactive PDFs

Microlearning Trend #10 In 2019

Microlearning will support ILT trainings and VILT trainings by providing online resources:

  • Pre-workshop prep material
  • In-workshop exercises, role plays, simulations and so on
  • Post-workshop handouts

Impact Of Microlearning In 2019

Microlearning-based training is no more a buzz. It is a technique that has transformed the online training format and is here to stay.

NOTE: The usage of microlearning does not mark the demise of macrolearning or what is termed as traditional eLearning format. For instance,

  • This would still find its place in programs that need longer seat time, as breaking them into too many nuggets can create a disruptive learning experience.
  • For certain programs like compliance, several organizations will continue to use the more traditional format.

On the other hand, there would be a rapid adoption in programs like:

  1. Induction and onboarding
  2. Sales training
  3. Leadership training
  4. Professional skills training

I hope this article throws light on the possibilities of using microlearning in 2019 as a significant part of your online training delivery or to support your Instructor-Led Training.


By Asha Pandey, Chief Learning Strategist at EI Design

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

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