Category Archives: Mobile Learning

6 tips to integrate micro learning in your courses for rapid learning

Micro-Learning can be defined as a skill-based approach in education as well as training that delivers the information in small, ‘bite-sized’ chunks. This is useful as the learners can quickly assimilate the knowledge that they need to perform a particular task without having to spend long hours learning about it. Thus, it creates an opportunity for the learners to engage with the content exactly at the moment they need it.

In recent years, Micro-learning has supplemented and in many cases, even replaced the traditional method of learning which was time-consuming and primarily focused on theory. Microlearning, on the other hand, focuses more on the application and is largely self-driven, thus, producing effective and measurable results.

This is why many training programs are now utilizing the micro-learning principles to generate rapid learning and make the process engaging and successful.

Let us look at the 6 tips to integrate micro-learning in your courses for rapid learning:

1) Gamifying Learning Content-

Learner engagement is one of the most important aspects of any training program. Without effective engagement, content retention or recollection is not possible. Micro-learning principles can be utilized to create a game-based learning scenario that is interactive and interesting. Gamifying the learning content makes it visually appealing and engaging which can help the learners better understand and remember it. Incorporating gaming mechanics like compelling narratives, characters, badges, etc proves to be useful in making the entire learning process fun and effective.

2) Using Interactive Training Tools-

Using micro-learning principles in creating Interactive training tools like simulations and scenarios can effectively and rapidly teach a particular skill-set. Simulation, in particular, can be really helpful in creating a virtual situation where the learners can apply the knowledge they have gained to solve a problem or achieve a certain goal. Thus, focusing on the content application instead of theory can help increase its intake and retention. A time-based decision-making scenario is also helpful in testing the learner’s capability in handling work pressure. Thus micro-learning principles offer a unique experience in a training program that may not be possible by following the traditional way.

3) Creating Instructional Videos and Podcasts-

Instructional videos can be a great way to give information as they are engaging and brief. Micro-learning can be used to create short videos about a particular product or developing a needed skill-set, which can then be shared across a variety of platforms like the company’s website and Youtube. This is convenient as the learners can access it whenever required.

Similarly, educational podcasts make it easier for the learners to gain information from the comfort of their own house or while traveling, without taking up too much of their time during work hours. It makes the process more learner-centric as they have control over their learning and can easily set their own pace for receiving the necessary information.

4) Writing Blog Posts-

Micro-learning principles can be used to create something as simple as a blog post which can keep the learners informed about various topics. Blogs don’t take much time to read, and a large chunk of information can be easily condensed in the form of points which the learners can easily remember. Blog posts can also be easily accessible from any device and can be published on various platforms which makes it handy for the learners to read them as and when required.

5) Creating Self-Assessment Tools-

One of the most effective ways of using micro-learning principles is by creating self-assessment tools which can include online quizzes, questionnaires, puzzles, case studies, etc. They provide an excellent opportunity to gauge the level of the learner and quantify their progress and understanding. Instant feedback that is given, helps the learners in identifying knowledge gaps which they can then rectify. As the evaluation is quick, the learning also progresses at a rapid pace. Self-assessment tools are also helpful in judging the effectiveness of a training program as they test the learner’s understanding and retention of the content.

6) Using Multimedia Resources-

Micro-learning makes it easier to condense information into various multimedia resources to provide a variety in learning and make the process interesting and enjoyable. Online slideshows and presentations are a great way to deliver information in a few minutes as the learners can easily absorb the content. Micro-learning is also used to create infographics that provide a comprehensive overview of the subject in a way that the learners can quickly understand and recollect.

Thus, integrating microlearning into the regular courses is a great way to boost the productivity of the training program and generate rapid learning and better content engagement, involvement, and retention.

4 Micro-Learning Strategies For Employee- Engagement

Micro-learning is a skill-based approach to learning that delivers information in small ‘bite-sized’ chunks. In today’s modern economy which greatly prioritizes speed, this is especially effective in generating greater knowledge absorption and better content retention. In recent years, micro-learning, with its emphasis on application and self-learning, has supplemented the traditional methodology which was time-consuming and primarily focused on theory. This transition has improved the learners engagement with the program and has produced effective and measurable results.

Employee engagement is an essential aspect of any learning program. In today’s fast-paced world, it has become difficult to focus on lengthy content for a long period of time. Micro-learning strategies, here, prove useful in delivering the relevant content at the required time in a quick and easy manner, using technology channels that are favoured by the employees.

Let us look at 4 Micro-learning strategies for employee-engagement :

1) Gamifying Learning Content-

Micro-learning strategies can be used to create gamified, scenario-based learning content which is not only visually appealing, but also interactive and engaging. Employee engagement is essential for the success of any training program because without effective engagement, content retention or recollection is not possible. Gamifying the learning content with compelling narratives and characters makes it interesting for the learners and hence they can better understand and remember it. Incorporating gaming mechanics like badges, awards,points and leaderboards can also bring out healthy competition among colleagues and peers, making the entire training process more engaging and effective.

2) Utilizing Multimedia Resources-

Utilizing multimedia resources can be a great way to enliven a technical or lengthy content. Micro-learning principles can be used to effectively condense information into various multimedia platforms like slide-shows and infographics which provides a variety in the learning experience. Online slide-shows and presentations can effectively deliver information in a short period of time and in a manner that the employees can easily absorb and understand.

Similarly, infographics are a great learning tool as they provide an overview of the content in a visually appealing manner with the help of texts and graphics. They are an ideal reference material and can easily cater to the short-attention span of the learners, thus, creating better content engagement and retention.

3) Creating Instructional Videos and Podcasts-

Micro-learning videos are one of the most effective ways to engage the employees as they do not require any expensive set-ups and are highly flexible in terms of time and place and can be shared across a variety of platforms like the company’s website and Youtube. They are tailored to deliver a specific set of information and hence are not only brief but also relevant. Videos create an immersive learning experience and hence are effective in employee engagement and retention ability.

Similarly, micro-learning strategies can be used in developing educational podcasts that can deliver information to the learners that can be easily assessed anywhere, without taking up too much of their time, especially during work hours. This makes the process more learner-centric as the employees have control over their learning and can set their own pace for receiving the required information.

4) Creating Blog Posts and Interactive eBooks-

Blog posts are an effective way of providing information in an engaging manner as they do not take much time to read and a large chunk of information can be condensed in the form of bullet points that make it easier for the employees to recollect and remember. They are also easily accessible from any device and can be published in various platforms which makes it handy for the employees to access them as and when required. 

Interactive ebooks with their appealing visuals and user-friendly navigation is another great micro-learning strategy to enhance employee engagement. They can also be made compatible with various formats like pdf, epub, etc., and across various platforms and devices which makes for a very convenient learning experience. These ebooks can also be complemented by worksheets, checklists, quick tips and other interactive exercises that make the training program more immersive and engaging. 

Thus, micro-learning strategies can be employed to deliver content that is appealing, concise and highly interactive. It is ,therefore, an effective way to engage the employees in their training programs which in turn can positively impact the overall progress and productivity of the organisation.

M-LEARNING TRENDS TO ADOPT IN 2021

The emerging technological innovations have certainly revolutionized the way learning is traditionally conducted. With the introduction of elearning and now, mobile learning, new trends are emerging in the market that can positively impact both young and adult learners.

Mobile learning or M-Learning refers to learning and accessing content in a variety of formats across multiple devices. It is quickly gaining popularity as it is cost effective,portable and allows for greater immersion and  interaction with the content.

Given below are some of the m-learning trends to adopt in 2021 –

1. Corporate Training:

Digitization of training within the corporate sector has become popular, especially in the current pandemic situation, with more people opting to work from home. M-Learning is highly effective in consolidating the content in a simple, clear and interactive manner which makes it easier for the information to be retained. It also allows flexibility, where the learners can set their own pace and choose the module they would like to complete first. Hence, a large percentage of companies are now utilizing mobile learning to train their employees and are seeing greater engagement, greater reviewing of completed courses and better completion results.

2. Collaborative Learning:

Learning is no longer an isolated activity. Most m-learning platforms are integrated to an app which is connected to different social media, where people can form groups and communities to enhance their learning experience. There are also open forums, where they can post their queries, share their experience and provide feedback on the course. This method of social learning positively impacts the learner as it allows them greater interaction with others and broadens their perspective on a particular content

3. Interactive Learning: 

M-learning provides an interactive and immersive learning experience using various strategies like gamified learning, virtual reality (VR), augmented reality (AR), etc. Instructional videos are also a popular feature of interactive learning modules. These techniques are especially used in fields of education, travel, real estate, fitness, healthcare ,etc. to provide for a tangible, rich sensory learning experience. Many learners prefer the gamified version of a content as it engages them, enables higher participation and retention and also allows for instant feedback

4. Personalization of learning experience:

Psychology proves that every individual assimilates knowledge in a different way and at a different pace. While traditional learning could not cater to this aspect, mobile learning allows for a personalization of the learning experience. Modules can now be created according to the proficiency and interests of the learner and they can set their own pace and choose their own learning path. It also allows people to utilize push notifications and update their app content easily. 

5. Microlearning:

Microlearning or small ‘bit-sized chunks’ of learning is gaining popularity among people. In our current, fast-paced reality, it becomes difficult to digest lengthy written content. Microlearning tailors that into smaller sections and utilizes videos, podcasts, infographics and other such media to convey it in a more appealing and interactive manner. Mobile learning leverages microlearning to enhance the learner’s experience by curating content and also allowing space for reinforcing the learning. 

6. Soft-Skills training:

People are recognising that formal, instructional training is not enough when it comes to the overall personality development of an individual. More organizations are acknowledging the importance of giving soft-skills training on communication, leadership, collaboration etc to their employees. Mobile learning is a great tool to enhance the learner’s  performance and bring about a behavioural change in them. It especially encourages self-directed learning which can greatly benefit the individual by informing, challenging and changing their perspective on a particular content.

7. Data-Driven learning:

Today’s society is largely influenced by data and statistics, which is now being recognised as an important part of the learning and development industry. Understanding data and designing courses based on them enriches the content and meets the learner’s individual needs. Data can also be utilized to track the learning progress of an individual and to analyze if a particular innovation has enhanced the overall learning experience. It can also give a fair idea of the demography of the learners and can assist the designers in creating content accordingly.

Thus, these M-Learning trends help in creating a rich culture of continued learning experience and should definitely be adopted in 2021

5 reasons to leverage mobile for performance support

Performance support, as the name suggests, helps the user by supplying the relevant information at the time of need. Research shows that a person will need the necessary information at five different moments, to perform a task effectively and efficiently. These five moments of need are- for first-time learning,for in-depth knowledge,for recall and application,for solving problems and for changing according to upgrades. Thus, it becomes evident why performance support is crucial for a given industry.

Since its conception, mobile phones have revolutionized the market. What was first conceived to be a device primarily used for communication, can now perform a variety of other functions including the ability to deliver relevant content and collaborate with others, especially experts when needed. Hence, it is not surprising that mobiles can prove to be indispensable when it comes to enhancing performance support.

Given below are the 5 reasons to leverage mobiles for performance support-

1. Portable and Versatile

Mobile phones are portable and can be carried everywhere. This makes assessing the performance support system, in times of need, easy because location and time are no longer an obstacle. It is very simple to operate and doesn’t take much time which makes it convenient for the user.

It is also versatile and can support various formats like text, image, audio and video which can be utilized to deliver and receive the relevant content.

2. Offline Storage

Online information would be of no use if it cannot be assessed in a place without internet facility. This is why mobile phones are useful as they provide offline storage. Thus, they function not just as a channel to gain information but also as a powerful computing device. It would therefore, be possible to gather the required data even in a remote location without network access, to solve a problem. 

3. Multimedia Usage

The usage of videos and other multimedia devices in eLearning and m-learning are constantly rising. Similarly infographics and other audio-visual tools are also utilized to enhance the learning experience. These devices are very popular because they deliver information in a brief and engaging manner, which creates a rich interactive experience for the learners. These multimedia tools can be easily accessed from the mobile phone, even without a good network connection. They can ,thus, be very useful in performance support.

4. Responsive design

One of the best features of mobile phones is their responsive design. The modern phone is designed in such a way that the software automatically senses and is able to adapt to the display of the device. This is important because it removes the need of repeatedly developing content to support different device types and allows a company to concentrate on creating engaging content without having to worry about restructuring and reinventing it for the different mobiles currently available in the market. This allows information to be shared and accessed across a variety of platforms and makes the mobile an indispensable tool for performance support.

5. Generating Feedback

Simply gaining access to information is incomplete without provisions for feedback. It is important, especially in regards to elearning and m-learning that the learner’s progress is assessed and tested to see whether they have retained the information provided through the learning modules. Mobiles can also allow access to information and experts in real time who can provide the assistance or feedback that is needed. It also makes provisions for bookmarking or saving a particular information for future use.

It is therefore evident that one must certainly leverage mobile for performance support as they are extremely useful in providing the required information at the right time in a very engaging and versatile manner.

5 Major Challenges With On-boarding During Pandemic

The Covid-19 pandemic drastically changed the working pattern all over the globe. With social distancing and lockdowns in place, a large number of organisations transitioned to telecommuting with some even increasing their hiring to meet the expanding business demands. This greatly affected their onboarding process, making the training and induction modalities rather complicated. 

Integrating new employees into the company isn’t easy. And when one is largely functioning on remote working, it makes it even more challenging.

Let us look at the 5 major challenges with the onboarding process during the pandemic-

1) Inability to personalise the process-

Induction helps in integrating a new employee into the company’s culture while instructing them about their own roles and responsibilities within the organisation’s structure and functioning. It facilitates in establishing personal connections and a great working relationship among colleagues. 

However, in the absence of a face-to-face interaction, it becomes difficult to personalise the onboarding process. Instead of meeting the team and getting to know them in an informal and relaxed setting, the new employees would have to contend with a video call or even in some cases, an email message. This proves challenging in building a strong lasting working relationship among peers. 

2) Ineffective Communication-

Effective onboarding is crucial for employee engagement, retention and for boosting the overall productivity of the organisation. With telecommuting, it may not be possible at times to know everyone in the team and the new employees may get confused about whom to approach for clarifying or obtaining certain information. They may also be unaware about the hierarchy within the organisation or may feel reluctant to ask questions.

On-site Induction allows the new members to get to know their colleagues and establish a cordial relation with them, which allows them to approach their peers for help or clarification regarding a particular situation. In the absence of this relationship, the employees may hesitate to reach out to others which leads to communication gaps.

Also, without facial expression, gestures or tone of a person’s voice as a guide, it is often easy to misinterpret a message as critical or curt when it comes through the email. This, further hampers effective communication, which in turn greatly affects the overall productivity of the organisation. 

3) Ineffective employee engagement-

Onboarding is crucial as it introduces the new employee to the company’s business culture and value systems. They also understand the code of conduct essential to every member and learn to build a good working rapport with their colleagues, other senior managers and the organisation’s leaders. 

This may be very difficult to communicate through a virtual induction program and may result in many employees feeling unwelcome or unable to identify and integrate themselves with the company’s culture. This greatly affects their participation and engagement with the organisation and leads to lower employee retention.

4) Inability to monitor employee performance-

Monitoring the employee’s performance and progress is an important step in integrating them into the company’s work ethics and culture. Feedback is important as it clarifies assumptions and expectations, helps people improve and learn from their mistakes and builds confidence. Constructive feedback also helps in reinforcing positive behaviour and generating a strong work culture. It is therefore essential that the new employee’s progress be monitored and reviewed. 

This however, becomes challenging in a remote working scenario. Not only is there a disadvantage of physical distance, but even the process for documenting and monitoring the employees’ performance may be unclear or not adequately defined. As a result, they may underperform or fail to achieve the targeted milestone. This would not only affect the individual’s growth but also the company’s progress at large.

5) Unavailability of essential equipment-

Digitization of modern business has made it impossible to function well without appropriate technology. Most new employees are provided with their own laptop and other essential software, tools and programs that are necessary for their work. This particularly becomes challenging during the pandemic, especially if the employee has to be trained to use a particular software or program. Some organisations may also find it difficult to reevaluate their employment benefit schemes to make it relevant to the current situation.

These are the 5 major challenges with onboarding during the pandemic. They can however, be overcome by making the necessary changes to the Induction program and leveraging mobile technology to make the process more engaging, interactive and effective. 

6 reasons to opt for mobile learning in corporate training

The changing trends in technology have generated a new and innovative way of learning through digital platforms. Mobile Learning or mLearning, is quickly becoming a popular way to access a variety of content and information through the use of multiple devices. 

Mobile Learning also provides an opportunity to engage the learner while boosting their overall productivity. Corporate organizations are recognizing the value of mLearning, especially as it enhances the learning environment, increases participation and creativity and improves the company’s revenues. 

There are 6 reasons to opt for mobile learning in corporate training-

1.  Flexibility

Mobile learning is flexible in the sense that it allows the learners the freedom to complete their training when they choose. It also gives them more control over their learning sessions and they have a choice over which modules to complete first and which ones later. Also, in the current fast-paced lifestyle, mLearning is ideal in corporate training, as the training time can be outside busy work hours and learners can opt for it during their regular commute or in the comfort of their home.

2. Higher Retention Rate

Mobile Learning is highly learner-centric, delivering the content in parts and is very different from the traditional way of giving information through books and lectures. The content that is presented is also simplified and made concise. It also offers the option of going back and engaging with it again, if the learner has any queries. Furthermore, each module is created in such a way that it doesn’t take long for the learners to go through them. As a result, the learner can quickly complete a course before moving on to the next one. 

3. Collaborative Learning

One of the important aspects of mLearning is that it facilitates learning in groups by establishing online communities where the learners can interact with one another. It can also easily integrate with apps and social media platforms to generate conversations about training and sharing experience and ideas, thereby creating a rich collaborative learning experience.

4. Higher engagement

Effective use of content design in mLearning ensures greater engagement of the learners. Puzzles, quizzes, interactive sessions and games make sure that the learner is able to not just learn, but enjoy the process of acquiring knowledge. This leads to greater retention of knowledge and the learner is able to recollect the modules easily. This is ideal for a corporate set-up, as most people are busy with their work, travel often and would be unable to go through pages of mere content. Also, the multi-device support available makes it easier for a person to access the courses through a variety of digital platforms such as PC, laptop, smartphone and tablet.

5. Tracking Progress

It is very easy to track a learner’s progress using mLearning platforms. They can also be assessed on the knowledge they have acquired and can access the course whenever it is needed. It thus becomes easier to provide feedback and compare a learner’s progress through the course as mobile learning allows the progress to be tracked. 

6. Ideal for Telecommuting

In the current pandemic situation, more people are preferring to work remotely and hence without a consolidated platform to provide training, it becomes difficult for an organization to function. Hence, it becomes essential to digitalize the training modules, so that people can easily access them from their homes and the company can continue to run smoothly. 

In conclusion, opting for mobile learning, especially in corporate training, not only removes formality from the learning process by making it more interactive, but also motivates and empowers individuals to develop the skills needed to increase their productivity, thereby contributing to the overall progress and development of the company.