Tag Archives: elearning solution

7 things to check before implementing a micro-learning system in your organisation

Implementing a learning system for any organisation is not an easy task. It requires deep analysis of the organisation’s requirements, resources and estimation of the future needs as well.

The key to a proper implementation of any learning system is identifying the constraints and defining the specifications for the system. This study, known as the ‘Detailed Constraint Analysis’, helps in identifying the constraints which might create a roadblock during the actual implementation. (Download this INCITE Micro-learning Framework to find out more about Detailed Constraint Analysis)

Here are the 7 recommended parameters one must check to ensure that the implementation specifications are comprehensive:

1. Device Constraints – These constraints pertain to whether the micro-learning is being built for the mobile or the desktop or both. Based on the answer to this question, constraints with respect to operating systems, screen orientation and sizing, app vs. web, etc. need to be further analyzed.

2. Security Constraints – These constraints pertain to the data and access security concerns of the organization. These can range from basic questions like whether the learning is to be accessible only inside the office to more complex issues like remote wiping of learning data on exits, etc.

3. Bandwidth Constraints – These constraints pertain to the network bandwidth available for the learning system. These constraints are typically derived from surrogate analysis of geographical dispersion and network capabilities of the devices on which the learning is to be deployed.

4. Org Structure Constraints – These pertain to the team structures within the company and non-hierarchical structures (like Leadership Group, Committees, etc.) that might be present. The main aspect to analyze is the likelihood and extent of overlap between multiple micro-learning systems for a learner who might belong to multiple cohorts.

5. Engagement Level Constraints – A lot of organizations seek to tread cautiously on the extent of engagement they would like to implement. The interaction level of the micro-learning has to be kept on the fine line which creates motivation without creating obsession which hampers work.

6. Learner Psychology Constraints – Depending on the organizational DNA and employee profiles, it is critical to understand the needs and attitudes of the learner groups and design the system accordingly. In this section, it is also critical to assess how learners might try to “game the system”.

7. Learning Objective Constraints – Ultimately, it all comes down to the learning objectives that you want to drive through the system. Depending on the objectives you want to achieve, you will need to make trade-offs on engagement, length, seriousness, etc.

Document the above constraints and your Learning System Specifications are ready! Now you can move on to the next stage – Designing the micro-learning system. (How to design a micro-learning system for your organisation in 6 easy steps)

 

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7 key elements of an engaging learning flow

Learning is a process, not an event, which makes the planning of the journey through the process, a critical part of learning design. The navigation of learning flows is fundamental to the success of any micro-learning implementation.

So, before we find out about the key elements, let us understand what is a ‘Learning Flow’.

A Learning Flow is a continuous steady stream of social micro-learning activities – accessible from the web and mobile devices. (Hart, 2014)

Now, let’s look at each of the elements of the above sentence, that describe a Learning Flow.

  • continuous – that are ongoing (i.e. no end date)
  • steady – that are daily (or probably more likely, weekly)
  • micro-learning – that are short – i.e. taking no longer than 15-20 minutes to undertake
  • activities – that involve reading (watching or listening to) something and doing something
  • social – that invite and encourage active participation and contribution
  • stream – that are organized and structured in the Flow in weekly themes
  • accessible from web and mobile devices – that ensure that learning takes place anywhere and at anytime

Make sure you keep these in mind while designing micro-learning solutions for your organisation. (How to design a micro-learning system for your organization in 6 easy steps)

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Is micro-learning the solution you need?

Micro-learning (a.k.a. micro learning or micro-learning) is an emergent learning strategy known for quickly closing skill and knowledge gaps. It seems to be an ideal instructional approach for many situations because:

  • Information changes quickly
  • People find it difficult to keep up with things
  • Resources are freely available online
  • Newer technologies support it

What is Micro-learning?

Some in the industry conceptualize micro-learning as a small and informal self-directed learning experience arising from one’s personal learning environment, such as watching a Ted Talk or taking a lesson from Khan Academy.

Others think of micro-learning as the planned organization of brief learning experiences designed to meet an extended learning goal. Still others think that micro-learning is synonymous with performance support or mobile learning.

Want to know more about Micro-learning? Read the complete article by Connie Malamed.

(Connie Malamed is an eLearning, information and visual designer. She has a Masters Degree in Instructional Design & Technology and many years of experience in the trenches.)

 

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How to make e-learning content better using a story-telling approach

 

Designing an e-learning module is a work of art & diligence, precisely the reason why a regular PowerPoint presentation disguised as an exported online file fails to gain the learner’s attention. An easy way to convert a dull power point into a brilliant e-learning module is through the concept of storytelling. Here are 4 powerful tips to master the art:

1. Develop a script: Come up with a story for your content, and create life-like scenarios for it. This way, the learners will easily be able to relate to the content which will keep up their interest and inquisitiveness.

2. Use a conversational tone: Avoid the formal narrative style and opt for a conversational tone instead. It will keep the content simple, engaging and impactful. Case studies have proved that using a conversational tone in your narration increases results by 20%-40%.

3. Pick the right voice: Even a brilliant conversational script’s impact can be diminished by a robotic voice. Do not compromise on a professional narrator. A friendly and conversational voice will definitely add on to the learning experience.

4. Use Multi-media: Once you have the entire setting together, make the package more enticing by using multimedia. Bring out your creative streak and choose your images, videos from the wide range of multimedia options available online. Powtoon is one such tool for creating videos. Inculcating such media into your module is easier than ever as the online sites have a very user friendly interface. Another element that would heighten the experience would be games and quizzes. Try tools like QuoDeck and Articulate Storyline. These allow you to create learning games & simulations easily and quickly.

I guess that should be enough to give you a head start. In case you want to read more about storytelling, I recommend this one – 7 tips to integrate storytelling in your next elearning course

Image Source – Shutterstock

Mobile Learning is not E-Learning on the Mobile…

The other day, I found myself sitting across the learning manager of a large pharmaceutical company. He was faced with a daunting task – training his company’s medical reps, and if there’s one thing we all know about medical reps it is that they are always on the move. 2,000 medical reps running around the entire western zone are not a pleasant lot to get together in a room for training.

E-learning had naturally been the top suggestion internally, and our creds were impressive enough for him to ask for my suggestions on the matter. I hesitated for a bit (It was a sitter of a large deal if we just churned out the e-learning they wanted) and then suggested that a possible potent solution for the problem could be mobile learning. What surprised me though was the response I received…

“Well, we are planning to build a robust e-learning course with a specific focus on product knowledge and to host it on our internal LMS. I think it has a mobile interface as well. Won’t that be enough?”

For those of you who think that the solution is viable, do consider the difference between e-learning and mobile learning before any implementation.

  • For starters, the purpose of e-learning is to provide in-depth knowledge on a subject, while that of mobile learning (m-learning) is to support an on-going learning process where the learner needs quick access to information, usually on the go.
  • M-learning is designed for smartphones and tablets with each screen having not more than 1 idea, while e-learning is designed for consumption on a large screen that has the space for complex and detailed information.
  • Lastly, m-learning is designed to be completed in 3 – 10 minute bursts, while e-learning requires the learner to go through each module with an average duration of 20 – 30 minutes.

I explicitly stated these differences to the manager, and not surprisingly, he took the point. Now, convincing his company is another matter, but he seemed up to the task. Whether the deal goes through or not finally, I am inclined to believe that it is better to do it right or not at all. Everybody should know that mobile learning requires expertise and specificity of thought and design. It is not simply e-learning on the mobile. It is not.