Tag Archives: best practices

6 Must-Use Video-Based Learning Strategies In 2019

While the usage of videos in eLearning is not a new concept, the wider adoption of mobile learning and microlearning has accelerated its use for learning. In this article, I outline 6 video-based learning strategies that you must adopt in 2019.

Video-Based Learning Strategies You Should Definitely Use This Year

We consume video-based content several times during our day for a variety of reasons. These include videos for entertainment, infotainment, learning and so on.

It comes as no surprise that video-based learning is fast becoming a “must-have” component of an organization’s training delivery. Fueled by increased adoption of mobile learning and microlearning, video-based learning is surely becoming a core component of online training.

Take a look at the stats that affirm the popularity of videos, and why they should be adopted for learning:

  • According to Forrester Research, employees are 75% more likely to watch a video than to read documents, emails or web articles. (Panopto)
  • 97% of businesses using explainer videos say it helps users understand their business better. (Wyzowl)
  • Studies have shown that adding video can improve people’s ability to remember concepts and details with effects that increase over time. Presentations that include visuals like video along with slide text are 9% more effective than text alone when audience comprehension is tested right away. (Panopto)

Where Can Video-Based Learning Be Used?

Video-based learning can be used for:

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

This is not all. Video-based learning can also be used very effectively to:

  1. Create awareness
  2. Support crucial change management initiatives

Are There Any Parts Of Corporate Training That Video-Based Learning Cannot Address?

While video-based learning is a very high impact training, it does have a drawback of “passivity”. This means that the only control learners have is play/pause/stop.

This can become a limiting factor when:

  1. The run length of the video is over 3 mins. Beyond this run length, the user’s attention wavers and you may not see the required learning impact in longer run length videos.
  2. The expected cognition level is beyond recall or understanding. To achieve the mandate of application, you need to look beyond the classic video-based format.

However, NextGen approaches like interactive video-based learning offset these challenges and enable you to create highly interactive and immersive video-based learning solutions.

A very powerful approach, interactive video-based learning features:

  • Learning interactions similar to traditional eLearning (hot spots, click-and-reveal, and so on)
  • Quizzes and assessments
  • Learning paths that branch to different tracks based on learner’s choices

What Are TheVideo-Based Learning Strategies That You Must Adopt In 2019?

As I had mentioned earlier, video-based learning can support all facets of corporate training.

The strategies that you should adopt in 2019 should map to enhancing the impact of your training. Essentially, they should help you create training that:

  1. Motivates learners
  2. Engages learners
  3. Is relevant and relatable (preferably personalized)
  4. Is challenging
  5. Is rewarding
  6. Facilitates not only acquisition of learning but also the application of learning
  7. Helps learner walk away with a feeling of accomplishment
  8. Helps learners upskill
  9. Triggers the required behavioral change in learners
  10. Helps learners practice and gain mastery

Let me show you how you can accomplish this through the following video-based learning strategies:

1. Use Video-Based Learning To Create The Buzz

Use teaser videos to highlight the significance of the program and its value for the learners. This will help you motivate learners and drive better engagement.

2. Use Video-Based Learning To Teach Concepts

Even if you are using a traditional eLearning approach, you can embellish it with conceptual videos.

3. Use Video-Based Learning For Learning, Practice, Application, And Summaries

If you are using a microlearning-based approach, you can intersperse the learning path with varied videos offering:

  • Watch and learn
  • Practice
  • Apply the learning
  • Learning summaries/takeaways

4. Use Video-Based Learning To Checkpoint Learning

You can opt for interactive video-based learning and use scenario-based assessments to:

  • Checkpoint learners’ knowledge.
  • Provide feedback for further improvement.
  • Practice and hone their skills.
  • See the impact of their decisions and help them recalibrate the way forward.

5. Use Video-Based Learning To Reinforce

Did you know that learners forget nearly 80% of what they had learned if there is no reinforcement after 30 days of a successful training program? You can offset this “forgetting curve” by providing video-based learning reinforcements as:

  • Learning summaries
  • Challenges
  • New supporting material

6. NextGen Approaches That Are A Must-Have As You Implement Video-Based Learning

  • Microlearning Videos
    These are short, focused bite-sized videos (featuring a run length of a few seconds) that map to a specific learning outcome. These are a great fit to offer formal learning as well as Performance Support or just-in-time learning aids.
  • Microlearning Videos As An Effective Informal Or Social Learning Tool
    This can be leveraged to share learning, encourage contribution, and create “learning as a continuum”.
  • 360* Video Format And VR
    This high-impact format can be used with technologies like Virtual Reality (VR) to create engaging and immersive learning experiences.

By Asha Pandey, Chief Learning Strategist at EI Design

This article was first published on EI Design

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Presenting The Current Trends In eLearning

eLearning is the modern education system which copes with the busy lifestyles of the current generation. It has also a huge impact on our lives. This article discusses the current trends of eLearning including its pros and cons.

The Most Prevailing Trends In eLearning

eLearning is a new era in the learning industry. It provides an individual with the flexibility to learn based on their own time, pace and availability. There are already many number of successful e learning platforms all over the internet like Udemy, Udacity, Teachable etc. or you can even create an e learning
platform from various custom eLearning development companies. The worth of the eLearning market was measured at $2.5 billion in 2013, $7.8 billion in 2016 and, according to numerous predictions, the number will likely grow into $15.72 billion by 2021. These figures show a huge financial contribution to the distance education field, which shows the huge potential of the eLearning market. As the eLearning industry is growing among the new generations, there are many pros and cons. Let’s have a look at those:

Pros

  • Flexibility
    One of the main advantages of eLearning is that it is flexible. It helps us to cope up with our busy schedules by letting us take the courses in small sections whenever we want.
  • Mobility
    It’s something that’s more useful in our busy schedules. In eLearning, we are able to learn from any location, such as a park, a bus, train, etc, instead of a confined classroom.
  • Low Cost
    In eLearning, we don’t require trainers’ fees or equipment, so it becomes more affordable. While the cost of traveling is taken into account, eLearning is a cheaper option.
  • Performance Monitoring
    The performance result after the end of each topic and module are portrayed statistically on a dashboard. It enables learners to self-assess their overall performance and improve themselves. The instructor is able to monitor their performance more easily than in traditional, offline education.

Cons

eLearning can never replace the need for a human instructor. Even if eLearning is useful in many ways, computers are able to complete all tasks due to:

  • Lack Of Focus
    Both learners with poor concentration and those who are poorly motivated may quickly fall behind the online course. Without a fixed time schedule or a routine, it’s difficult for learners to meet specific deadlines or goals.
  • Lack Of Social And Cultural Interaction
    In eLearning, peer-to-peer communication is minimal, which makes it challenging for some of the learners.
  • Learners May Feel Isolated
    Without interaction with the outside world, there is a probability of feeling isolated.

Even though there are many cons as regards eLearning, there have already been many successful eLearning platforms all over the internet like Udemy, Udacity, Teachable, etc. you can make great use of. Learners engagement is of prime importance to the success of eLearning platforms. These can be effective only if they present something that catches the learner’s attention for more than just study materials, such as:

  1. Group Discussions
    A powerful discussion forum which revolves around the course will probably be the first option that makes eLearning interactive and much more engaging. On the other hand, simply having comment boxes on the article is unpleasant and difficult for the learners.
  2. Interactive Quizzes
    Having questions asked after each session as a module assessment and an overall quiz for topic assessment are always interesting.
  3. Make Iit A Visual Treat For The Eyes
    The use of slideshows and various multimedia gives learners the ability to stay on the task and be easily pulled into the topic.

What The Current Trends Are In eLearning

As in every sector where changes have occurred, eLearning has also undergone some. Therefore it’s high time we discussed what the current trends in eLearning are:

Mobile Learning

For the last few years, adoption of mLearning or mobile learning has been on the rise. It is flexible, the courses provided are responsive; i.e. it can run seamlessly on desktops, laptops, tablets, and smartphones. The other main advantage of mLearning is that you can learn from wherever you are and whenever you want.

Microlearning

It deals with the short-term learning activity. The course that lasts for 60 minutes can be split into more bite-sized courses. It can be easier and more affordable to produce such courses and as well as to maintain them.

Gamification

It employs gaming elements so as to improve user engagement. It is a technique of transforming learning into a game. In this way, you can create a high impact and immersion.

Interactive Videos

Learning through videos will continue to maintain its own appeal. As a consequence, the way interactive video turn the passivity of regular videos into rich interactive experiences will see a rise and will be utilized for formal training, too, in addition to performance and support.

Social Learning

While there’s a need for formal training that meets specific learning outcomes, there should be an increase in programs for casual or social learning in which students can network, discuss, collaborate, and exchange thoughts on problem-solving.

This article was first published on : eLearning Industry

By Akshay K, Digital Marketing & SEO analyst at Xpertcube

Reasons to Use Videos for Employee Training

Creating training videos is one of the most effective ways to develop your team, both in terms of cost and engagement. This Video highlights 6 reasons why Videos for employee training is important for their development.

Enterprise Gaming – Once an Opportunity, now a Trend

Having spent a large part of my career in the financial services space driving traditional business growth, using gaming to achieve business goals was not a cause I expected to be championing. Gaming was always a personal interest, but the business parallels only became apparent after we started experimenting with service engagements for enterprises. Given the planet anyway spends 3 billion hours a week playing games, the challenge was really to figure out how learning could fit in that construct.

We formed QuoDeck in 2010 to bring gaming into learning for enterprises. Having started with some elementary game engines and simulations, QuoDeck quickly moved on to make an omnipotent system built with the changing business environment in mind. QuoDeck’s platform today is one of the most powerful and engaging learning platforms in the world, catering to enterprise requirements for mobile learning. And as a leading player in this category, our advice to new entrants is to stay true to course, understand that the market is huge and that innovation is the key.

Mobility is here to stay

Mobile learning was just about appearing on the horizon in India when we entered the market. In fact, it was still at a nascent stage globally as well. While enterprises saw the demographic shift coming, the speed at which the device shift happened took everyone by surprise. Within a period of 3-4 years, millennial users had junked tablets and wouldn’t access their desktops or laptops for anything but sit-down work. They wanted everything on their mobile – on-demand, anytime, anywhere. Being a generation bred on Twitter, Facebook, and YouTube, they also wanted content and technology that was easy-to-use, visually appealing and in bite-sized pieces. The learning evolution that needed to happen in enterprises was phenomenal and existing products just weren’t prepared for this. Mobility as a trend forced a change in behavior, technology, content creation and consumption patterns across all strata of business.

There is always an element of luck in startup success and we were no different. Perhaps being at the right place at the right time with the right thought process is what its all about. QuoDeck has been at the forefront of this shift, shoulder-to-shoulder with enterprises looking to stay ahead of the curve.

EnterpriseGaming_MobileLearning_CEO_QuoDeck_2018.jpg

Gamifying the world

Our personal insight of gaming being habit-creating and creating long-term associative memories, was the inspiration behind the approach we took. Countless times, behaviors and constructs learnt in gaming had been translated by us to address real-world problems with excellent results.

We had a learning curve here as well. Having played on consoles such as PlayStation and Xbox, we assumed the world was ready to deal with highly complex games and constructs. However, working closely with business heads, HR teams and the Learning & Development function, we learnt that hyper-casual games create the best impact from a learning perspective. This is because they are somewhat repetitive in nature, with a greater level of participation & addiction to ‘scoring’.

While we initially worked on gamification applications on functions such as marketing, research, and learning, we chose to go with learning as a primary focus. Having started in this category long before games became the buzzword of today, we were fortunate to be able to take a pole position and we hope to actually drive the future of gamification for learning in the enterprise. But there are still a lot of white spaces to go after in enterprise gamification.

For New Players

Gaming as a learning solution is so vast in its scope, that it can’t be characterized or identified with any particular industry or even a clutch of industries. Wherever there is widespread staff or skilling required, gaming solutions can take charge and lead the change. So, when new players come in, they must remember that competition comes in various guises and is very rarely with another player. You will end up competing for mindshare against the likes of video-on-demand platforms or search engines where users can find information and content at their fingertips. Knowing what creates pull is perhaps the only challenge you should worry about.

Look out for learning opportunities

Gamification as an industry has a widespread application with learning being only one of them. A space was created for us because existing products failed to keep pace with what was required – large entrenched players became irrelevant in a matter of months. Overnight, enterprises recognized that resistance against this changing paradigm was futile, and mindsets started changing. Gaming and mobility were no longer bad words.

It would be foolish of us to think that we cannot be on the other side of such a trend. Keeping your offering relevant and at the cutting-edge requires you to have an innovation engine, which stops for no one. This requires tremendous willpower and a staunch refusal to settle into a comfortable spot.

 

This article was first published at YourStory

By Kamalika Bhattacharya CEO & Co-Founder at QuoDeck Technologies

What do Indian women want freedom from?

As India celebrates its 72nd Independence Day, Yahoo Lifestyle reached out to seven women to ask them what freedoms Indian women are still fighting for today.

Kamalika Bhattacharya, the CEO of QuoDeck believes women are more than a single dimension. She recently talked to Yahoo about why Indian women need freedom from being stereotyped

5 Benefits of a Learning Management System for Businesses

With a growing need to foster effective learning and cater to the training needs of a global workforce, organizations across the world are implementing learning management systems for corporate training.

A learning management system (LMS) is a software application that can deliver course material to learners, administer assignments and tests, track the performance of participants, manage records, and offer continuous support.

When your business’s corporate training requirements start to become more complex, an LMS is likely to be the best solution that can meet your needs. With that in mind, here are five benefits of a learning management system for businesses:

1. All the eLearning content is accessible from one location

With a cloud-based LMS, your organization’s eLearning content is not stored on different offline hard drives or devices. Instead, its securely saved on the cloud which allows your employees to access eLearning courses wherever and whenever they want. This also greatly reduces the risk of losing data, since all the information is saved on a secured remote server.

The easy accessibility of an online LMS makes it the right fit for organizations that have a global or a remote workforce and it also ends up saving time for your employees.

2. Mobile readiness

Over 99% of the mobile users believe that mobile learning has enhanced their overall learning experience. That is why, with mobile-ready learning management systems, you are able to offer a great user experience to your employees and in turn get increased overall productivity.

Your employees are no longer required to stay at their desk to access and complete online courses. Instead, they can log into the LMS app on their mobile phones and view eLearning content while they are on the move. This is one of the main reasons why 67% of the organizations are already implementing mobile learning in some form or the other.

3. A more engaging learning experience

There was a time when corporate training was all about spending hours listening to an instructor in a conference room. But today, learning is more personalized with LMSes that offer interactive lessons, fun quizzes and games, video conferencing, and forums to discuss the courses.

The new learner-centered approach has not only led to a more engaging experience during the learning process but also helped achieve better results at the end of the course.

Since the LMS is already accessible online, it is possible to integrate social learning into your eLearning strategy. You can create eLearning exercises that are centered around peer collaboration and even add online forums where your workforce can discuss and help each other.

Games augmented reality, and virtual reality can also be leveraged to incorporate interactive simulations and scenarios that can easily explain and highlight complex tasks or processes.

4. Reduced time and costs

With an LMS, you no longer have to worry about instructor costs, printing course material, or setting up a conference room for training sessions. Your employees can carry out all the training online and your business is able to save a sizable sum on your learning and development budget.

Since LMS gives online learners only the information that they need in a more direct and organized manner, you are also able to reduce training time. Instead of sitting through a 3-hour seminar, your employees can just access the online modules on the LMS that they need to learn. With the flexibility that LMS provides, your employees are able to take these courses according to their own time, which doesn’t disrupt their important everyday work as well.

5. Driving compliances is easier

Compliance rules and regulations get regularly modified, but updating your traditional offline course to reflect these changes can be a rather time-consuming task.

With an LMS, it becomes possible to update your learning content according to the new compliance standards in just a matter of a few minutes. This is in stark contrast to the traditional courses where you would have to send the updated courses to every employee separately and different versions of the same course could create even more confusion.

LMS can ensure that all of your employees are on the same page about the company policies and the compliances are always followed.

In conclusion

A learning management system clearly has numerous benefits. You are able to create a more skilled, productive, and engaging workforce in your organization while saving time and costs. It’s also possible to track the training progress of all of your employees and generate reports in real-time.

That is why it is no surprise that more and more organizations are implementing LMSes for their workforce. When are you incorporating an LMS in your organization?

Discomfort is the Route to Entrepreneurial Success

So why is Discomfort so essential for entrepreneurial success and how to embrace it?

Entrepreneurship has always been about seeking out the new, in uncharted waters. Across ages, be it explorers or individuals, who have made a mark in their chosen fields or Entrepreneurs who have sought to change the world, have stepped out of their comfort zones. In an age when comfort is the buzzword for consumers, Discomfort is the mantra with which Entrepreneurs need to live by. Discomfort is not about putting oneself in a tough spot. It is stepping out from what you know, to the unknown. Exploring new opportunities, new areas of interest and nurturing a vision. An Entrepreneur seeks of problems and makes solutions for those problems while tackling the new-world questions which arise with these solutions. And that is where discomfort stems from. From seeking the unknown, from seeing problems in a new lens and attempting new paths. So why is Discomfort so essential for entrepreneurial success and how to embrace it?

Embracing Change

Discomfort comes from a change in what you have been doing. Change requires moving forward by going beyond what is holding you. Be it a safety net of certainty, an appraisal plan or just comfort with your work. To make yourself the next success, you need to embrace change as an integral part of your life. Start small but stay steady. A little change, one day at a time can bring success your way.

Say Goodbye to the Comfort Zone

Comfort zones are places which we are used to. We know how they will behave in any given situation. Coming out of this comfort zone is very important for an individual, especially for entrepreneurial successes because that is the only time when your mind is open to new opportunities and solutions where none existed. Discomfort is not just a punchline here, it is a way of life.

Nurture the Unconventional

Great ideas come from unconventional thoughts. The first wheel came because someone wanted to break the convention of walking. Discomfort makes you explore ideas and solutions which are unconventional and gives you the ability to experiment with varied combinations. It is the one thing which makes you think beyond what you think are your limits.

Calculated Risks

Risk taking is second nature to an Entrepreneur. But that doesn’t mean that you dive head straight into it. Study the problem, understand it, appreciate its presence and then find the solutions. Its okay not to have the perfect solution in the first go. Every failed attempt brings you one step closer to success. You may not have all the cards in your favour but a calculated risk towards your goals can get you there a lot faster, along with all the learnings.

Growing with Discomfort

There is only one thing for you to do- Get Up, Get Out & Get Moving. This is what will let you grow, explore opportunities and get a closer understanding of the world around you. You will start seeing things, you never did before. Go ahead to seek the new, forge your tools, mark your own paths and try your hands at everything that you can. It is Discomfort which will test you to the limits and will give you the experience to set on the right path.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck


This article was first published on Entrepreneur India


6 must have apps for every HR professional

One of the most crucial functions in any organization is the Human Resources.

The HR function drives the organization, its culture, future growth possibilities and is also the first point of contact for prospective employees for the organization’s brand value.

It is interesting that HR teams witness an average 22 percent cost savings when they move to automated and digital solutions for process-jobs. There are other numbers which prove that an app backed HR function is much smoother, with transparent employee interactions.

To help with that, these are the six must have apps which every HR professional should have:

Workbright

One of the most primary functions for HR is the employee on-boarding process. Once the employee joins the organization, there is paperwork and one-to-one sessions required with the HR teams to help set the employee into the system & the job role. Workbright makes this process simpler by taking it online & doing it even before the employee has joined the organization. Workbright helps with all the process functions of the on-boarding journey and can also be made to have primary sessions for the employee-to-be on what to expect in the new role. Once joined, the employee already has an exposure to his role, saving up on time-costs for the HR team as well.

QuoDeck

Human Resources lead the Learning and Development functions for any organization. Very important everywhere, conventional learning mechanisms involve a set theory which needs to be read over and tested for a score. This has become a mundane process and generally, employees treat it as just another test which they forget about later. QuoDeck solves this problem by making games out of the tests required. Instead of repeating what was read, QuoDeck turns the entire session into a game where people win points, can compete within teams or outside of teams, etc. This helps take the learning process in the right spirit as the retention and participation levels are much higher.

LinkedIn

Hiring today is an online process and taking up the game notches is LinkedIn. A social media platform where professionals have well-crafted profiles detailing all their achievements is the perfect way for HR functions and recruiters to know more about prospective candidates. The chat & mail features also help both sides reach out to each other and have a meaningful conversation before they decide on functional meetings. For the HR functions, LinkedIn is an indispensable tool which helps them know a prospect better before they take the next steps. LinkedIn works better than so many other ‘job’ apps because it is about building meaningful careers with the right fitment and not just getting a job.

WorkStyle

Hiring is a very chance-based process. Despite all possible checks & attempts, there is a gut factor which comes into play. At times one lets go of great assets, or at times brings on-board undeserving candidates. In either case, it is a mistake which is realized late and costs the organization dear in terms of intra-relationships and any other means. WorkStyle helps the HR teams because it comes with testing an employee’s personality traits. Technical skill-sets help do a job, but personality traits make an employee gel with the teams and contribute for both personal & organization growth. WorkStyle comes here with a variety of models and tests helping the HR team to take an informed decision.

Zenefits

Human Resources work on two ends of the spectrum- the procedure-oriented and the emotional and human-oriented. The processes and formalities-based systems take up a lot of time, leaving them with limited scope to help employees with the ‘Human’ aspect of their profiles. Zenefits helps here by taking up all the roles of employee records, hierarchy structures, payroll management and any other function which can be done via a procedure. This leaves the HR team to devote time for better employee engagement, interactions and developing the general work culture of the organization.

Yammer

An organization is an ecosystem with its own sub-groups, job descriptions, work titles, assignments, line & cross-line reporting, etc. In such a world it is the HR’s responsibility that all communication channels are open for employees so that impromptu groupings can be made, everybody in a group knows about updates happening simultaneously and much more. Yammer makes it possible to engage in fruitful intra-office and inter-office conversations and coordinate for better personal relationships. For the HR team, Yammer is helpful as it comes with a dashboard with features for tracking, recording and maintaining effective communication channels.

This article was first published on Business Standard

Informal Learning For Startups: Preparing For Internal Social Collaboration

Classroom teaching has been debunked for newer forms of learning and engagement across organizations. Interestingly, startups seem to be the ones driving companies towards such learning. Read about it in detail here.

The Use Of Informal Learning For Startups

Working in any organization involves learning, and at different levels. The most common approach is a presentation and exemplifying, followed by learning and then repetition. However, this technique may not always yield appropriate results. Several startups in today’s business ecosystem have realized that one needs to make a framework in order to get a complete view of a learner’s overall needs.

There is no doubt that L&D plays a very important part in developing successful leaders amongst Millennials across organizations. With increase in competition, companies have started pursuing more efficient as well as effective methodologies of social learning. [1] As per an international survey conducted by McKinsey & Company, 82% respondents declared that they were making use of some form of internal social network. Since informal learning comes to 90% of total work-based learning, this is bound to happen.

Though it is known that internal social networking is highly beneficial to any company, putting together a suitable network is easier said than done. Gartner’s estimate claims that about 90% initiatives for social collaboration fail due to the “provide-and-pray” approach- one which says that any new initiative does not necessarily require massive marketing and internal promotion.

Jacques Bughin at McKinsey states that if internal social networks need to be counted as success stories, at least 30-40% of staff must be utilizing in every day. If that does not happen, then the social learning initiative will gradually fade away and you will not get the expected results.

This is what Sylvia Vorhauser-Smith, Senior Vice President at PageUp, a well-known HR software company, said during her answer to L&D professionals’ questions on informal learning methods: [2]

Investment in informal learning is increasing as more and more organizations realize just how ‘sticky’ on-demand micro-content such as online blogs, podcasts, and videos are for engaging employees of all generations. With advancements in mobile learning technology, it’s now much easier for employees to share informal learning content with their peers, sending it viral across the organization. (…) People have always learnt informally, and formal education and training has supplemented that. Enterprises are now just leveraging what is a very natural and intuitive way of increasing their employees’ knowledge and skills.

3 Steps To Develop An Informal Learning Strategy

1. Engagement Strategy

Informal learning helps in attaining a massive amount of organizational knowledge, through a varied and exciting learning program which enables learners to make advancements in their careers. Only a clear engagement strategy can ensure that learners are motivated enough to participate in the very first instance. Rewards and recognition can be a good method to engage them. Make use of a game-based learning platform to create a meaningful program for them. This should be accessible through all devices, even mobiles.

2. On-The-Job Admin Team

It is natural that an elaborate learning module will require several moving parts. Every member of the L&D team should understand the aims of this initiative. If managers can become gung-ho about the new training initiatives, they will certainly become extensions of your own admin team. The organization’s culture of adapting it is what will help you move forward with the initiative.

3. Open Community

One of the major reasons for the success of any informal learning program is its nature of providing autonomy to the user. Though the user is empowered through the Learning Management System, it is also necessary to link needs of the user with those of the organization. When employees participate in open forum discussions, they get a sense of belonging with the company. At the same time, the LMS leads to better engagement levels for employees.

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Informal Learning In The Startup Environment

The changing landscape of business across India has seen the magnificent and unprecedented growth story of startups. And there is no reason why such learning cannot benefit these small organizations as well. In most cases, startups do not have the necessary funds in order to execute a full-fledged L&D program. They also do not possess requisite manpower for the same, which again brings informal training to the fore.

Adaptability And Flexibility

These are two key parameters that employees working at a startup always have to keep in mind. Well, the same goes for the learning program as well, and that’s the beauty of informal training. It has to be constantly adjusted and tweaked as per the needs of the startup. And yes, this is certainly the need of the hour since the startup is constantly evolving. By having a formal structure in place, it will no longer be possible to adjust.

Here is one of the reasons why informal learning programs can be most successful with startups. As mentioned above, learning is most effective when the user becomes autonomous. In other words, self-led learning has the potential for maximum rewards. Try to understand; who is the person who learns the most in the daily working of a startup? Well, you guessed it right – it is the average employee who is possibly engaging with clients on a daily basis. He or she is the person who will be facing the maximum number of doubts, and by being at the seat of the informal training program, he or she will also get the fastest answers. This will naturally lead to greater retention, as the employee will understand how the organization is committed towards his or her welfare.

New Vision For eLearning On A Global Scale

Today technology is advancing at a pace quicker than any one of us could have ever imagined. Eventually, there will come a time when our systems of pedagogy will be unable to handle the impact of global change. For this reason, a new vision needs to be drawn out, and informal learning is certainly a part of the same.

We are currently residing in societies which have the facilities to be able to network, collaborate and coordinate on an international scale. When we look at bringing about innovation to organizations, it becomes increasingly certain that those involved in such endeavours need to come up with a long-term vision on the future of eLearning, according to a universal global standard.

Startups can really help to take the above vision, and here’s why. They are the companies which get into territories that no one else does. They are the ones considered to be the harbingers of change in society. So if they drive forward the new eLearning vision, there is no reason why the world’s organizations will not follow.

 

This article was first published at eLearning Industry.com.

 

References: 

  1. Transforming the business through social tools
  2. Why informal learning is a worthwhile investment

E-learning goes regional for firms

At HUL, an app created by Mumbai based QuoDeck (previously Ptotem) acts as a ready reckoner for their sales persons. “Basic training for bringing a sales person on board is provided in the app. We have evaluation points and an assessment is done after which a certification is offered,” Sikdar said.

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