Tag Archives: corporate training

Mobile Learning Trends for 2019

As the Mobile Learning solution becomes a “must have” from a “good to have” solution, the focus shifts to what measures you should adopt to maximize its impact.

Look no further—our Infographic on Mobile Learning Trends for 2019 provides precisely the pointers that you can use to enhance your online training delivery.

With this adoption, this is the impact that you will see:

  1. Higher learner engagement.
  2. Better completion rates.
  3. A sticky learning experience.
Infographic Mobile Learning Trends 2019

By Asha Pandey, Chief Learning Strategist at EI Design

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7 Gamification Techniques For Corporate Training That Work

While gamification has been in use for corporate training for several years, there is still a lingering doubt on its impact. In this article, I share 7 gamification techniques for corporate training that work!

What Gamification Techniques For Corporate Training Still Work?

Gamification techniques use elements and principles of gaming to create an engaging learning experience. Some of the associated gains are:

  • Higher learner motivation (to participate and complete).
  • Higher engagement levels.

Gamification techniques can be effectively used to:

  • Have fun and learn.
  • Apply their learning on the job (by providing them practice zones featuring scenarios, similar to what they will handle in real life. Here, the learners can practice and hone their skills in a safe environment).
  • A longer-term implementation of gamification techniques can influence behavioral change.

So, How Can You Make Gamification Techniques Work In Corporate Training?

Let’s take a step back and identify what the expected gains are from any learning strategy.

Your list is likely to read that it should be:

  1. Motivating
  2. Engaging
  3. Relevant and relatable (preferably personalized)
  4. Challenging
  5. Rewarding

It must:

  1. Create sticky learning
  2. Facilitate the application of learning
  3. Provide room for practice and proficiency gain
  4. Provide reinforcement to ensure the “forgetting curve” does not step in
  5. Trigger behavioral change

How You Can Use Gamification Techniques For Corporate Training To Influence Each Aspect

  1. Step 1
    Identify barriers (intrinsic or extrinsic) that might be hindering the required changes and thereby improve the learners’ motivation levels.
  2. Step 2
    Generate interest in learning by providing relevant and personalized learning paths.
  3. Step 3
    Create effective learning experience using scenarios, simulations, and challenges.
  4. Step 4
    Provide feedback for performance improvement that can help learners pause and think or recalibrate their way forward.
  5. Step 5
    Use rewards and recognition to sustain the learners’ momentum and motivation, and ensure that learners walk away with a sense of accomplishment.
  6. Step 6
    Implement repetition and reiteration for successful change in behavior.

What Is the Impact You Will See If You Apply the Right Gamification Technique For Corporate Training?

Through the right gamification technique, you can:

  1. Create a sticky learning experience
  2. Provide reinforcement (to offset the “forgetting curve”)
  3. Ensure the successful application of learning on the job
  4. Influence or trigger the desired behavioral change

How Can This Value Be Delivered?

At EI Design, our gamification practice is nearly 5 years old. During these years, we have created successful corporate trainings that have leveraged on gamification techniques at several levels, including:

  1. Partial gamification (to enhance traditional eLearning courses)
  2. Gamified aids to support ILT
  3. Gamified learning path
  4. Game-based learning
  5. Gamified portals

Our Next Gen gamification techniques build up from the success of the current approaches. For instance,

  • Instead of just having simple badges and leaderboards for each challenge, you can put the learner through a more complex narrative that can truly challenge him or her. The narrative is selected based on the content type, learner profile, and is aligned to the learning goals.
  • Personalization holds the key to the learner’s attention, engagement, and motivation. You can use mobile apps for learning to offer a personalized learning path that is aligned to the learner’s goals. Thereby, it is relevant and more engaging.
  • You can use a combination of learning strategies to gain higher impact. For instance, the usage of immersive techniques like a Virtual Reality (VR)-driven learning path that is gamified will surely multiply the impact and help you meet the learning goals.

7 Next Gen Gamification Techniques For Corporate Training

You can opt for the following 7 Next Gen gamification techniques for corporate training and achieve your mandates successfully:

1. Longer-Term Gamification

Behavioral change requires the use of gamification over a long period of time. You can use this longer-term learning path to have milestones over successive weeks/months/quarters.

2. Periodic Checkpointing Of Learners’ Progress

Alongside, plan for a periodic assessment of learners’ progress (against the required outcomes) that can range from learning acquisition, its application, or a behavioral change.

3. Multiply The Impact

To make the learning journey more engaging, you can add immersive approaches like Virtual Reality or wearable tech in your fold.

4. Leverage On Microlearning-Based Gamification

Give the learners a “bite-sized” gamification experience.

5. Personalized Gamification

Offer personalized learning and gaming paths for learners.

6. Social Media-Based Gamification

Let the learners collaborate with peers or experts and address challenges or solve problems, much the same way they need to in real life.

7. Invest On Niche Gamification Portals

These can be designed to offer customized learning paths and elements of gamification, microlearning, and social learning.

This Seems To Be Too Good To Be True; Is There A Catch?

Over the years, I have seen several views (or misconceptions) associated with gamification techniques for corporate training.

I share 5 myths and contrast them with facts to highlight how you can make gamification techniques effectively work for corporate training.

Myths And Facts #1

  • Myth
    Gamification in eLearning doesn’t really help learners learn.
  • Fact
    Gamification is not just about having fun. Much like traditional eLearning, it can be used to meet specific learning outcomes.

As I have highlighted, you can map the learning goals to a gamified approach to gain better engagement. It also creates a far more sticky learning experience. The use of gamification techniques over a period of time will influence learner behavior as well.

Myths And Facts #2

  • Myth
    Gamification cannot drive learner performance.
  • Fact
    Several aspects of learning, including retention, an application on the job, as well as behavioral change can be influenced by gamification.

The Next-Gen gamification techniques for corporate training (highlighted earlier in the article) show you exactly how this can be achieved. 

Myths And Facts #3

  • Myth
    Gamification doesn’t provide real value to learners and businesses.
  • Fact
    Both learners and businesses see value in this approach at several levels.

Learners love it as learning is fun, challenging, and rewarding. L&D teams find value in it on account of its wide application across varied corporate training needs. The correct gamification technique can help them deliver their goals (learning, its application, or behavioral change).

Myths And Facts #4

  • Myth
    Gamification can’t drive learning.
  • Fact
    Gamification can provide an effective approach to drive learning.

This is on account of its inherent features that resonate with learners and help them perform better.

Myths And Facts #5

  • Myth
    Gamification appeals only to Millennials.
  • Fact
    The correct usage of gamification techniques will ensure that it will be well received across the multi-generational workforce.

I hope this article will help you use gamification techniques extensively for your corporate training and my 7 gamification techniques for corporate training will help you make it work well for you.

By Asha Pandey, Chief Learning Strategist at EI Design

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.

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

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

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

Why cloud authoring tools are the best for elearning?

Let’s start by understanding, what exactly is ‘Cloud Authoring’!

Cloud authoring is ‘internet based authoring’. In other words, one can access these tools using their web browser. (For example, Google Docs) Everything is online and you just need to log in to get started with your work.

So, what makes Cloud Authoring better than others?

They are free! (Most of them)

Yes! Many cloud authoring tools like Google DocsQuoDeck, etc. are free. Others like PowtoonDropbox, etc. are also free, but in case you need more features than you have to pay.

No installation required

You don’t have to download these tools in order to use them. You can access them using your web browser. All you need to do is sign up. So, you don’t need to have any particular configuration to use these tools. It also saves your effort of coordinating with IT department to install software on your computer.

Accessible from anywhere

These tools can be accessed from anywhere. You can access the content created on these tools from anywhere. You don’t have to go through the hassles of carrying the data everywhere.

Creating on the go

Using these tools, you can create/ edit content on the go. And here’s the best thing, once you load the tool on your website, you can use it even offline. You don’t need internet connection at all, except when you have to save or publish the content.

Easy to collaborate

Collaborating with your colleagues is a lot easier using these tools. You can share the files or the published content for reviewing. Or by sharing the credentials, you can even ask your colleague to make the necessary changes.

Let us know if you agree or have any more insights to add here. Go ahead and comment below.

By Deepak Gawas, Head- Partnerships at QuoDeck


Why is measuring training effectiveness important to team leaders?

Be it a well-established company or a start-up, investments in training employees is something one cannot afford to skip as it helps the organization grow and remain competitive. However, there is no one-size fit training program that suits all. Hence, it is important to consider various factors like the company objectives, size of the investment, type of audience, etc. to design a training program. But it does not end at designing a training program and executing it. It is important to understand the effects of the program and analyzing them to look up if the program was successful, isn’t it?

Let’s assume all companies in the world conduct training programs – online or offline and procure analytics in some form or shape. However, these analytics are at a broad level across organizations. To achieve the expected objectives, it is important to deep dive into the real problems. All of us have heard that learners must be pushed to take up the training programs at all points in time. And, hence companies are now catering to e-learning, micro-learning, game-based learning, AR, VR, interactivity, and engagement. These fancy mechanisms are new age developments and have cropped out of millennial generation problems.

However, pushing your learners is only going to take you so far. So, what is the real problem?

The real problem is the belief a learner has a training program and the value it adds to his career or personal growth whatsoever. You as a team lead can help your teams believe in the value-add of the training program. How will you do that?

In all companies, training programs are run and executed by team leads across their respective teams at a grassroots level. It hence becomes important for team leads to measure the ROI on these programs. Well, the investment here can be considered in time and efforts.

How do you measure the ROI of a training program?

We will look at the elements a team lead should look at while measuring the effectiveness of a training program.

The reaction of the employees As a team lead, it is important for you to understand the responses of your learners to the program. It helps you find out if the course content was easy and relevant to understand, identify and discuss strengths and weakness, view on the key takeaways and if the program was successful in matching the learners’ perception and expectations –

Have your learners learned It is crucial to identify if your learners have learned from the program which is one of the key objectives you have for the training program. You can analyse this by looking at test scores and course completion percentages, etc. These numbers help you identify the gaps in your learners’ understanding giving you a holistic picture of required improvements in your program –

Behavioral Patterns You can easily identify if your learners are using the knowledge, they have gained looking at their performance and attitude at work. Also, surveys and feedback from peers, supervisors, reporting managers of your learners will give you concrete data on your learners

These outcomes help you capture the results of your training program and answer the question of “Why a training program?” with actual data and facts. The results can include: Increased employee retention Increased productivity Higher employee engagement

Understanding the roadblock in the training programs your learners must go through is your responsibility as a team lead. Once you identify the roadblocks, you will be able to conduct your training program effectively and efficiently. This helps you line up with your business objectives with the program enabling you to achieve your goals and KRAs with a more logical approach.

By Shruti Shinde, Head- Enterprise Origination at QuoDeck

How QuoDeck enables enterprises to deliver game-based learning

QuoDeck relies on using gaming as a natural behavior of the learner to drive enterprise learning.

Experience indeed is the best teacher. Having experienced their share of boring mandatory trainings in their 15-year-old careers, Kamalika Bhattacharya & Arijit Lahiri thought something needed to be done about the kind of training which was literally being forced down the throat of employees. While a lot of this learning is needed as it a functional understanding, but 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.

But over the last few years, people have picked up mobile as the primary device through which they consume content. So while people were clamoring for more content through new age formats on Google or Wikipedia, but somehow enterprises could not get into that mind shift. Enterprise learning remained very boring, stale, and desktop oriented. Says Kamalika, 

“That is when we thought that there was a need for enterprises to adjust to the new millennial generation used to consuming on mobile, in interesting and interactive formats.”

When the duo started looking at millennials, they realized that apart from browsing on social media, a large chunk of their time is spent on online gaming. A lot of these games were simple games like Candy Crush, Angry Birds which fall in the category of hyper-casual gaming. The duo started looking at how to marry these thoughts together and that’s when QuoDeck was born in 2010. 

QuoDeck is a SaaS product catering to the enterprise learning market, using interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner experience and effectiveness. The product relies on how to use gaming as a natural behavior of the learner to drive enterprise learning. 

When the duo started looking at millennials, they realized that apart from browsing on social media, a large chunk of their time is spent on online gaming. A lot of these games were simple games like Candy Crush, Angry Birds which fall in the category of hyper-casual gaming. The duo started looking at how to marry these thoughts together and that’s when QuoDeck was born in 2010. 

QuoDeck is a SaaS product catering to the enterprise learning market, using interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner experience and effectiveness. The product relies on how to use gaming as a natural behavior of the learner to drive enterprise learning. 

How does Quodeck enable enterprises to deliver learning

Kamalika believes that the thing with LMS is that they tend to think of themselves as just a delivery vehicle. They don’t give much thought to what content they put in it. But QuoDeck cares as much about the content as much as the format in which it is delivered to the learner. The platform has a delivery app along with multiple products under the same room-such as an authoring tool, an entire game library-so all the tools are embedded in this platform. 

Organizations can easily upload their content in predefined templates and create content in a simple way on the platform. All enterprises have to do is enter content in text and the product platform renders it in beautiful formats for the mobile app. The DIY platform is also enabled with big data tracking. 

The platform allows enterprises to create a pull-based learning.

So from gamification to game-based learning to storyline based games which can be used to create an entire course, the platform goes on to offer simple hyper-casual games; documentation simulation which teaches people how to do documentation- a big requirement in insurance, banking, pharma, and retail; conversation simulations which teach people how to talk by simulating a chat with a customer, which is used a lot for sales training as well as customer service training. Moreover, the full-featured platform can address a small company of 30 people to a large company with thousands of people with a complex environment. 

35 companies, half a million learners

The product which was released in 2014, has seen steady adoption in the four years hence. Today, the platform boasts of almost half a million users on the platform across more than 35 companies including global clients as well. This number is expected to grow to 600000 over the next 3 months on the back of the current deployments in progress.  Unilever, Star India, eBay, SBI Life, Aditya Birla Group, Axis Bank, are some of the companies which are big clients of the subscription-based SaaS platform. 

Kamalika attributed this growth to the fact that the product spans an entire gamut of what you could do with gamification to simple gaming complex gaming to create a pull for learning. Companies like Reliance, Unilever, Aditya Birla use the platform to train their ecosystem advisors such as advisor network, distributor network as well as their salespeople. Thus the platform is being used to deliver a level of impact which actually drives business for them and not just for training them. So effectively, she believes that QuoDeck counts with pretty much every LMS out there. 

The future of game-based learning

A report by US-based learning technology market research firm Metaari states that the worldwide five-year compound annual growth rate (CAGR) for Game-based Learning products and services is a robust 37.1% and revenues will more than quadruple to reach well over $17 Bn by 2023. While revenues will more than triple in all eight global buying segments surveyed in the report, over the forecast period, the corporate segment will see the maximum rise in demand, driven by the booming demand for pre-employment assessment and evaluation games.

Kamalika avers with this trend of the corporate segment poised to post the highest growth rate out of all eight segments. She adds that upwards of 50% of companies in the world are looking to change their existing learning systems. One of the main reasons they look to switch is because of the lack of interactivity and mobile capability in these systems. So gaming, mobile learning, social learning are the new trends which no enterprise can afford to stay away from given their audience has changed completely. Added to the fact that they are no more dealing with traditional learning problems anymore. With a globally scattered employee base, companies can no longer get their employees to sit in a classroom for learning. 

More so as the audience demographics changes to millennials, who live in a digital world, enterprises are starting to realize that very strongly that they will start to fall behind if they are not using digital means for disseminating learning. So they are moving from traditional learning to digital learning. This change is very much essayed by the fact that compared to 2010, when QuoDeck would have a hard time convincing companies of game-based learning, today it is no more a challenge.

Kamalika aptly concludes, “Moving away from traditional learning is more a question of companies coming out of their comfort zones. Gaming is no more as bad a word as it used to be anymore!”

By Shweta Modgil, Feature Writer with People Matters

This article was first published on People Matters