Tag Archives: e-Learning

Updated eLearning Trends In 2019 To Help You Enhance Your Learning Strategy And Maximize Returns

As we hit mid-year, you are possibly looking at accelerating your training investments in CY 2019. In this article, I share my updated predictions of eLearning trends in 2019 that you can use to enhance your learning strategy.

Updated eLearning Trends: Improved Learning Strategy And Maximum Returns In 2019

I began my exercise of predicting eLearning trends in 2017. Since then, I have published eLearning trends in 2017, 2018, and 2019.

I have also published trends on mobile learning in 2018, and my most recent one in the series is the one on microlearning trends in 2019.

In 2018, I felt that I should revisit my predictions in the mid-year to assess how my predictions fared in that year. The focus of the exercise was as follows:

  • To assess if my predictions were on track for the CY.
  • Review and update each trend so that it can provide a more current and relevant view.

In this article, I do the same exercise with my predictions on eLearning trends in 2019. I provide an update on all the 17 trends that were part of my release in Jan ’19.

In Jan ’19, I had structured the eLearning trends in 2019 as follows:

Section 1

The trends that help learners learn and apply this learning to show better performance or behavioral change.

  1. Mobile learning
  2. Digitalization of ILT (to blended or fully online)
  3. Performance Support Tools
  4. Informal learning
  5. Social learning
  6. Self-directed learning

Section 2

Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.

  1. Microlearning
  2. Gamification
  3. Video-based learning (videos and interactive videos)
  4. Mobile apps for learning
  5. Personalization
  6. Curation and User Generated Content

Section 3

The trends that organizations must invest on to measure, enhance, and maximize the impact of their training.

  1. Learning Engagement Platforms – LXP
  2. Learner analytics
  3. Big-Data reporting and analytics

Section 4

Other notable trends to watch out for—the future is here!

  1. AR/VR and MR for immersive learning
  2. Artificial Intelligence (AI) in learning

Updated eLearning Trends In 2019

Here are my updates for each eLearning trend in 2019. To add value to my previous release, I have tweaked their relevance and applicability.

Section 1 – The trends that help learners learn and apply this learning to show better performance or behavioral change

1. Mobile Learning

This trend is still in the top position as mobile learning continues to be the preferred choice for learners. It provides tremendous flexibility and control to learners as they can take the training on the go, anytime, anywhere, and on the device of their choice.

The value which mobile learning provides for L&D teams is as follows:

  • Flexibility to use mobile learning for most of the corporate training needs.
  • Ability to use mobile learning to meet learning needs for formal training, Performance Support intervention, informal training, and social or collaborative learning.

2. Digitalization Of ILT (To Blended Or Fully Online)

The acceleration for digitalization of ILT to either blended or fully online will continue in 2019.

The push from the learners is on account of:

  • The flexibility to access online resources at the moment of their need
  • They can consume the online resources on the go when they have the time

The reasons for L&D teams to adopt a blended or a fully online approach continue to be:

  • Reaching a wider audience in a shorter time
  • Shorter training seat time
  • Consistent messaging and impact (that is not dependent on the quality of the instructor)
  • Online assessments that generate reports quickly and can be used to tailor the learning journey
  • Cost reduction

3. Performance Support Tools

Today’s learners need a quick time resolution to their problems or challenges. These instant learning aids or job aids or Performance Support Tools should be available at the moment of their need, in their workflow. They do not want to log on to the LMS and hunt for this!

The Performance Support Tools address their wide-ranging needs, including:

  • Help them apply their learning on the job
  • Learn more (deeper dive)
  • Learn new concepts
  • Solve a problem
  • Address a bottleneck

As a result, the extensive use of Performance Support Tools (instant learning aids/job aids) will continue in 2019.

4. Informal Learning

Organizations acknowledge the need to offer multi-channel based training. This reflects the shift of using training budgets only for formal training to a more balanced approach that features avenues for informal learning and social or collaborative learning.

This trend will continue to provide strong support for formal training.

5. Social Learning

When we were young and all through our formative years, we learned by observing others. It stands to reason that social learning (or learning from others) would continue to be a significant channel for learning even at work.

This fact is being acknowledged and used by L&D teams to support users. This too aids in creating learning as a continuum.

We are witnessing a churn in traditional LMS platforms, and they are getting edged by next-gen LMSs as well as LXPs (Learning Experience Platforms). The latter offer platforms that can leverage social learning.

This trend will continue and certainly see an acceleration in its adoption this year.

6. Self-Directed Learning

Self-Directed Learning (SDL) is a new channel of learning that is being seen as an effective method to facilitate learning where the onus is on learners. Not only does this empower learners, but it also gives them complete control on being able to “pull” the learning assets or other resources rather than being “pushed” through the LMS.

A highly learner-centric approach, it enables learners to create their preferred learning path.

While this is not something many organizations are currently focusing on. I strongly feel that it is worth a closer look as this investment can help them in creating a culture of continuous learning.

Section 2 – Learning strategies with a proven track record of delivering a better engagement quotient and higher training impact

7. Microlearning

While the debate on the value and impact of macrolearning vs microlearning continues, there has been a wide-spread adoption of the latter as the preferred mode of training.

Macrolearning is the older or more traditional eLearning format, whereas microlearning is the more recent format of training technique.

Microlearning features short, snackable bites of learning or for Performance Support that are normally 2-7 mins in run length. However, this technique is not about splicing a longer run length into shorter nuggets. Each nugget is designed to meet a specific outcome.

The acceleration of microlearning-based training adoption will continue.

Interestingly, I see a meeting point of microlearning and macrolearning next. You can use microlearning techniques and best practices in the traditional courses.

These could range from using microlearning videos to establish context, explain concepts, or provide downloadable resources that can offset the “Forgetting Curve.” This combination will:

  1. Step up the engagement quotient of the traditional eLearning courses
  2. Create more sticky learning experiences

8. Gamification

The usage of gamification for serious learning (that is, to meet specific learning outcomes) has been on a steady increase in the last few years and this trend will continue in 2019.

“Have fun as you learn” resonates with learners. With wide-ranging options available today, you can cater to the multi-generational workforce very effectively.

Over the last 4-5 years, we have successfully implemented several courses featuring gamification for serious learning across most of the corporate training needs. We have also successfully used gamification techniques for:

  • The application of learning on the job
  • The practice for proficiency gain
  • Behavioral change

At EI Design, we are seeing wider adoption of partial gamification techniques across corporate training needs. Interestingly, one major case in point is compliance training.

As the costs of designing courses with gamification go down, there is a better business case for L&D teams to justify this investment.

9. Video-Based Learning (Videos And Interactive Videos)

While the usage of video-based learning is an established practice, it is now moving to microlearning video-based formats that are easy to consume (particularly, on the go). The microlearning videos offer lower costs and feature rapid development. They can be quickly updated and redeployed.

Alongside, there is a wider adoption of interactive video-based learning that offsets the challenges of passivity associated with the classic video-based learning.

  1. They feature learning interactions that are similar to eLearning courses (click to reveal, hotspots, or carousels) and create a 10X impact over the classic videos.
  2. Unlike classic videos, you can track the interactive videos from the LMS.
  3. They can checkpoint learners’ progress (through inline checks) and validate the learning effectiveness and impact (through summative assessments).

10. Mobile Apps For Learning

We use several apps throughout the day, so it stood to reason that mobile apps would be used to offer training.

Besides being optimized for smartphones (that is, learning interactions mimic the way we use them), they can be used to offer highly personalized learning experiences.

You can push notifications, update content easily, and ensure that there is a steady connection with the learners.

Slowly, the costs to develop mobile apps for learning (and the associated time too) are coming down and this should result in their wider adoption. This is one trend that is worth investing in.

11. Personalization

One size does not fit all, and learning is no exception. Increasingly, learners ask for custom or personalized learning rather than spending much longer time and effort on generic learning.

The personalization of learning provides a relevant learning path that can be customized to match learners’ interests, proficiency, role, or region.

With microlearning, you have the required granularity to configure a highly customized learning experience. This is not all, to cater to different profiles in the multi-generational workforce, you can design assets in varied formats. You can use more established techniques like a pre-test or a survey to provide the relevant learning path. In the near future, this is will be replaced by AI and machine learning to offer custom and highly personalized learning experiences.

This trend will become a mainstay approach in a very short time. Watch out for accelerated action on this one!

12. Curation And User-Generated Content

While we have easy access to data, thanks to the internet, getting access to the right information that you can use is still a time-consuming process.

Content curation is being used extensively to address this pain area. The curated content provides highly relevant content and a recommended learning path to the users while giving them the flexibility to reconfigure and customize it further.

Another gain of opting for content curation is that you can mine your existing resources and tag them to facilitate consumption that can cut down your training costs.

On a related note, you can enrich the curated resources by encouraging contributions by learners. This is termed as User Generated Content, and this helps L&D teams keep the resources fresh, current, and relevant.

We already see the use of AI and machine learning in this effort, and this trend will be a key part of training delivery soon.

Section 3 – The trends that organizations must invest on to measure, enhance, and maximize the impact of their training

13. Learning Experience Platforms – LXP

While there is a lot of buzz on the demise of traditional LMSs and their replacement by Learning Experience Platforms (LXPs,) my assessment is that the two will continue to co-exist in 2019 as well as for a short term thereafter. As with several other trends, they will use AI to offer recommendations that would align better with each learner.

The significant value that LXPs offer over LMSs is:

  • A highly personalized learning experience. This is done through Learning pathways. They promote self-directed learning.
  • They offer social or collaborative learning, inclusive learning, content curation, and the facilitation of User Generated Content.
  • They feature social learning and offer recognition to active participants. They feature assessments along with badges and certificates.
  • They are fun, more engaging, and relevant for learners (and they will help learners meet specific learning outcomes.)

Updated eLearning Trends in 2019 – Trend #14 – Learner Analytics

Learner Analytics sheds light on learner behavior and provides insights on what is working. Additionally, it gives us cues on what more should be done to:

  • Improve learner motivation
  • Improve learner engagement
  • Facilitate the application of learning

Beginning with SCORM 2004 and Tin Can API—they are successfully contributing to this endeavor. Now, AI techniques are being used to mine the analytics to provide more custom, relevant, and personalized learning.

This trend will drive the areas of continuous improvement in the years to come. Actionable insights will help us create more relevant learning designs that will push the ROI on the training spend further.

15. Big-Data Reporting And Analytics

In the context of eLearning, Big Data refers to the data that is typically collated from multiple sources like:

  • LMS
  • LCMS
  • Portals
  • Ongoing Surveys/Polls
  • Assessments.

Not only is this data voluminous, but it is also dynamic and because of this, we don’t have a single tool that can help us analyze it and draw actionable insights from it.

Big-Data reporting and analytics is all about collation and analysis of this data with a focus on generating actionable insights on many aspects like:

  • How did learners engage with the course?
  • How effective was the training?
  • What was the training impact?
  • What was the ROI on training spend?

Big-Data reporting and analytics can help us optimize and enhance training delivery, and this is an important trend to watch out for in 2019.

Section 4 – Other notable trends to watch out for—the future is here!

16. AR/VR And MR For Immersive Learning

While there is no debate on the strength of immersive learning strategies like Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR)—their usage hasn’t matched their capability. On account of high cost (and longer lead time to develop), they have seen limited adoption. On a related note, there aren’t too many use cases that L&D teams can use to justify the investment and ROI.

The landscape is changing and the eLearning authoring-tool providers (like Adobe and Trivantis) are in this space now. They offer solutions that are not expensive and take relatively lesser time to develop.

In 2019 and the next year, you will certainly see more traction on this trend.

17. Artificial Intelligence (AI) In Learning

AI in learning is probably the most talked-about trend in 2019. While the buzz on this has been there for a while, we are now seeing its impact on creating personalized learning pathways, ongoing recommendations, feedback and so on.

On a related note, we are seeing AI plug-ins that can be used in a traditional eLearning course. We will see more of this in the year and certainly in the next…

By Asha Pandey, Chief Learning Strategist at EI Design

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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

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?

Fun and games to upgrade your skills

Arijit Lahiri and Kamalika Bhattacharya, who spent over a decade in organisations like ABN Amro Bank and Intellecap, saw learning department heads begging, bullying and even bribing their learners to stick to their learning agenda.
So they put on their marketing hats to understand what would catch learners’ attention. “Game-based learning pretty much screamed itself up,” says Bhattacharya. Games allow for more engaging learning experiences while also making the learner behaviour more measurable and analysable. Today, their company, QuoDeck (earlier Ptotem), uses board games, murder mysteries and treasure hunts as learning methods, and these have been used by organisations like PepsiCo, Unilever, Aditya Birla Group and Tata Group.

To read the full article, click here

5 ways to leverage AR and VR for training your employees

According to IDC, the estimated market opportunity of Augmented Reality and Virtual Reality (AR/VR) solutions by 2020 will be $143 billion. Companies of all sizes are increasingly using AR and VR for corporate training and to acclimatize their new employees to the work environment.

In fact, according to STRIVR, learning retention rates with AR/VR can be as high as 75 percent as compared to just 10 percent retention rate through reading or lecture. Whether its management, customer services, or seasonal situations, businesses are successfully using AR and VR for numerous purposes.

For your company, that means if you are still not incorporating AR and VR in corporate training, then you are missing out on a lot. Here are some of the ways you can take advantage of AR and VR for training your employees.

1- VR workplace tours for new employees

With a virtual tour of the workplace, your new employees can familiarise with their new work environment, even before actually coming to the office. For you, it means your employees will be ready to get started with their work right from the first day since their learning curve will reduce greatly.

They would already know the breakrooms, bulletin boards, their team leader’s office, and their own cubicle when they arrive. You could also design the entire onboarding training module for new employees as a VR tour to make it more engaging and interactive.

2- Emergency drills

Emergency drills are a necessity for every company, and they have to make sure those drills are being conducted from time to time. But just getting a safety expert to explain the different scenarios to your employees is not enough. Most people find emergency drills boring as it interrupts their work, and they often don’t even pay attention to it.

However, you can create emergency drills using AR/VR technologies to check if the employees can handle stress and identify the correct security protocols through simulations. The biggest advantage of this is that employees can take these courses according to their own time.

VR_AR_BestPractics_QuoDeck

3- Task walkthroughs

To help your employees get a better understanding of the tasks that they need to perform on a daily basis, you can create online training simulations which would allow them to learn in a virtual environment.

With these simulations, they can determine the skills and steps they need to follow to complete a task, and it would also give them the opportunity to learn from their mistakes without any consequences.

Bear in mind, it’s important to make sure that the simulations are as realistic as possible to provide your employees with a fully immersive experience that they can implement in the real world.

4- Compliance training

For companies, compliance training is one of the most important and mandatory processes, and they have to make sure their employees are well accustomed to it. But handing out a large document to every employee and hoping that they would read every line of it is not enough and it may not even help your organisation in the long run.

Instead, you can use AR/VR to create virtual workplace environments where employees can get a better idea about the compliances they need to adhere to through online simulations. You can also create game-based lessons where employees are given different situations to see how they would respond to it, whether its accepting gifts from a client or a workplace injury.

5 – Virtual case studies

There is no better way to understand the business and skills, than by going through previous case studies which had successful results. But most case studies are text-based and they aren’t as engaging. With AR/VR technology, your employees can understand these case studies in a more interactive way, as they will be able to see those examples in action.

By adding simulations, activities, and fun quizzes, the otherwise boring case studies become more life-like and allow your employees to retain more knowledge.

Getting the most out of AR/VR training

By implementing VR and AR technologies, you are also able to measure the performance of your employees accurately. Heat maps make it possible to see exactly where users look during their 360-degree experience and the instructors can monitor trainees in real-time. You can create VR/AR applications that can be easily integrated with your Learning Management Systems (LMS) as well.

In conclusion

Augmented and virtual reality training provides an innovative and new way to increase employee engagement, improve productivity, and save costs while offering a cutting-edge learning experience. With the latest advancements that have happened in the AR and VR technologies, the barriers are quickly fading away making it a viable option for immersive training for any industry.

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

Why Mobile Learning is the Future of Corporate Training?

According to a survey by Stat Counter in 2016, the number of mobile users surpassed the desktop users for the first time, with 51.3% mobile users and 48.7% desktop. It is no surprise that mobile has now become a preferred medium for people to access content. In fact, according to a report by Growth Engineering, 43% of people find learning from mobile devices very useful and essential.

Mobile learning is more than a way to learn through a mobile device. It allows people to learn on-demand, at their own pace, and in the form of bite-sized micro lessons.  

For companies, the question is no longer whether to consider mobile learning. The question is — How long will they wait to implement mobile learning in their organization?

Here are some of the reasons why mobile learning is the future of corporate training:

International assignments and global mobility continue to rise

Talent mobility has become a norm for most organizations. In the last decade, international assignments have increased by 25 percent, and if it follows the same pattern, then we could see another 50% increase by 2020.

When your business is sending an employee to an unfamiliar and new location abroad, you need to make sure that your employees have all the training and information they need to make their assignment a success. After all, for any business, international assignments are already expensive, and lack of preparation can lead to decreased productivity and poor results.

That is why it is important for businesses to train their employees in advance so that they can deal with any type of challenge that they may experience when they are on the assignment. Though the employees may not have enough time to get their training before leaving or during work hours, with mobile learning. With mobile learning as part of your corporate training, it becomes possible for your team to learn on the go and make their international assignments a success.Millennialsusing_QuoDeck_2018.jpg

Millennials prefer short bursts of information

It is estimated that by 2020 nearly half of the workforce will comprise of millennials, which means companies have to change their corporate training programs as soon as possible to make sure it caters to the new generation and trains them in the most effective way.

Now, millennials are used to smartphones and tablets, and they are from the social media generation where they consume information in small bursts. Handing these millennials a 50-page manual or conducting a 2-hour seminar about a new technology that you are going to implement in your firm, may not help them retain as much information as you would want them to.

Instead, with mobile learning, your corporate training program can be converted into a scenario-based fun game that the millennials can play on the go and it can also help them retain more information leading to a more productive and an efficient workforce.

In-house training to make sure your team is constantly learning and evolving

With high competition, it has become crucial for companies to only have the best talent on their team. When you are hiring new talent for your company, you go above and beyond during the recruitment process to make sure the people you are selecting have all the necessary skills and knowledge.

But the business world is constantly changing, and without the right in-house training you might soon realise that you have an under-qualified staff. By implementing a mobile learning program, you can allow your team to gain new skill sets and always stay ahead of the competition by creating a corporate training program that everyone can partake in at their own speed, without affecting their work.

The rise in the remote workforce

Companies around the world are embracing mobile workforce. By allowing employees to work outside of office, according to their flexible timings, organizations are able to get better results and efficiency.

When your workforce is operating in different geographies, you also need to change your corporate training program to fit the new workforce. After all, you cannot expect the remote employees to cram all the information in a single instructor-led training event.

The employees won’t be able to understand or implement information accurately when they are taught everything in a small span of time. Instead, with a mobile learning application, your team can learn the new course and technology remotely, and at their own pace, which would make retaining and implementing information easier.

Enhanced collaboration and engagement

We live in a world where people prefer sharing their ideas online instead of doing it in person. By leveraging the social aspect of mobile learning in corporate training, you can generate more conversations among your employees and create a continous learning experience. This, in turn, increases collaboration, engagement, and motivation among your employees and makes training fun.

For instance, you could implement mobile-based gaming lessons for your team and keep the scores of the top ten people. You could also create a community page where employees could share what they learned from the game or ask questions about certain sections of the game which would encourage peer to peer learning.

In conclusion

With the flexibility and efficiency that mobile learning provides, there are no doubts that it is indeed the future of corporate training. If your organisation is yet to incorporate it into your training program, then its high time that you did.

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

Here’s how QuoDeck uses interactivity and games to engage enterprise learners

enterprise learning QuoDeck

QuoDeck is a SaaS product catering to the enterprise learning market. The basic concept of the product is 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 allows enterprises to quickly create and deploy learning platforms, which are mobile learning oriented with a big data backend to capture click-stream real-time data. Once deployed, the captured data streams are processed to provide effectiveness insights such as learner profiling, content quality assessments, training needs identification, etc.

To read the full article, click here