Yes, we have given you the ability to do it, follow below steps to do it.
Step 1: Make sure you are inside your Interactive Deck Editor.
Step 2: Now using slide navigation menu, move to the slide for which you want to add the pointers for.
Step 3: On the right side of the page, find a form field with header “Slide Notes”.
Step 4: Input your pointers in this field and click on “Add Note” button. This adds as many notes as required to current slide, and you can do this for each slide. So this way you can save the pointers.
It is very simple and straightforward process, just follow below steps to do it.
Step 1: Login in using your creator credentials.
Step 2: Go to the library section in the left menu.
Step 3: Click on “Create New” course button.
Step 4: A popup will appear, in that popup, enter name and description for the course.
Step 5: Click on “Save” button and your course will be created.
Note: You get the ability to create multiple courses, only if you are a “Biz” or “Enterprise” licence user.
Online learning is gaining tremendous popularity. It is also said to increase the knowledge retention rates from 25-60% in comparison to face-to-face training. Online learning owes much of its popularity and efficiency to machine learning (ML) and artificial intelligence (AI).
Gone are the days of one size fits all. ML and AI have made learning to become personalized and adaptive.
Every student has different educational backgrounds and thinking abilities. It is imperative to provide case studies and examples to them that they can best relate to, meaning that the course needs to be customized as per each student for better learning.
Such a high-level of customization can be achieved with a Learning Management System (LMS) that has machine learning capabilities.
Leveraging Big Data
AI provides insights based on the enormous amount of data it has collected and analyzed, which facilitates the creation of customized learning programs, faster than before. Access to these insights and data allows online learning platforms to develop a better understanding of learner behaviors and to predict needs by recommending and positioning content based on past behavior. Adaptive learning that is personalized to the individual is a powerful way to engage today’s workforce.
Personalized and Adaptive Learning
Apart from personalization, AI and ML also facilitate better optimization of course content and delivery. An online course on any cloud-based LMS is not a one-time activity. The course content gets revised based on the feedback that you are getting from the students. The feedback can be in the form of qualitative surveys or comments left by the students and the quantitative data like quiz results, ratings, and other course metrics that the LMS provides the learners.
Another big factor is gamification, which makes simple activities from documentation to interaction with customers easier. Companies like BYJU’s, Collegify, and QuoDeck are doing excellent in that front.
QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organization whose employee strength varies from 30-1000 with different work environments.
QuoDeck uses a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights. Read the 2019 HR Trends in the Workplace by Kamalika Bhattacharya, Co-founder, QuoDeck Technologies.
AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customize learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide a pre-designed course based on the learners’ profiles before they begin their e-Learning journey.
Collegify also came up with interesting features that help the students stay engaged on the platform while taking self-paced SAT/ACT test prep courses.
Students can choose avatars, part of a “gamified” work-and-reward approach that speaks to the target age-range and encourages consistent progress. This includes the gradual unlocking of content, in line with our pedagogy of balancing performance with difficulty and avoiding inundating students.
Content is carefully categorized and separated into incremental difficulty levels, which is then driven by AI to respond to and anticipate trends in each student’s learning and performance patterns in real time. This adaptiveness not only ensures students spend their time productively, it ensures teachers, counselors, mentors, and parents also fully understand how best to support applicants both on and off the platform.
Similarly, Byjus leverages data, ML and AI to offer personalized lessons. The focus is on making learning visual and contextual, rather than just theoretical. This helps students realize what to learn when to learn, how to learn and how much to learn. Its flexible learning style can be adopted according to the student’s learning capabilities. Now, no more mugging up, all you have to do is turn on your phones or tablets and repeat the content till you get a grasp over it.
At present, online learning, in some form or the other, is used by anyone who has access to the web. Among the numerous advantages of online learning, some of the top benefits are mentioned below.
Top Benefits of Online Learning
Easily Available Information
With online learning, information is easily available and at a lower cost. Additional costs like physical space for classrooms, equipment, etc. are reduced. Any learner from any corner of the world can have access to the global contents from anywhere and at any time. This is extremely helpful for the individuals preparing for competitive exams as they can have access to numerous study materials at the comfort of their own homes and for free.
Engagement and Better Memory Retention
The traditional education system is mostly teacher-centric and limited to only writing boards. With technology, this has changed a lot. Now, teaching is no longer only limited to writing boards. The online lessons include various animations and other visual effects to increase the engagement of the students. With better engagement, students not only understand in-depth concepts better but also retain the topics for longer.
Adaptive technology has made personalized learning possible. At present, most online learning platforms use big data and cloud computing to understand the unique learning style of the students and allow them to learn at their own pace and style.
Using online learning tools, learners can learn from the comfort of their own place, style, and time. Any individual from any corner of the world can now learn according to their own convenience. This is extremely helpful for the students as they can now download any resource, be it NCERT books, or sample papers and refer to them whenever they want.
E-learning alleviates the need for students and instructors to be located in a central place for learning to take place. This saves money that could be spent on traveling, accommodation and other uses that school-based learners cannot escape from. The time that would be spent commuting to class could be used for other duties too.
These were a few benefits of online learning. These advantages prove that online learning surely has the potential to revolutionize the education sector and can surely make learning more effective, engaging, and student-friendly.
This article was first published on Stoodnt.com
Realising the need for enterprises to engage their staff in a much more creative and interesting way, QuoDecK, a Mumbai-based startup, attempts to bridge this gap with a SaaS product which uses gamification for enterprise learning market.
Established in 2010 by avid gamers Kamalika Bhattacharya and Arijit Lahiri, the platform uses interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner’s experience. “While a lot of learning is needed as it a functional understanding, 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. So, two of us started looking at ways to improve this scenario and that’s when QuoDeck born in 2010 as a result of this,” says Bhattacharya, who worked with startups and raised private equity and venture capital in her previous stint.
At the core of its platform is gamification, which has been leveraged to make simple activities from documentation to interaction with customers easier. For this, the platform relies on game-based learning and storyline-based games which are used to create an entire course. “For instance, a big requirement in insurance, banking, pharma, and retail sector is conversation simulations which teach people how to talk by simulating a chat with a customer. This is method can also be used for sales training as well as customer service training,” Bhattacharya explains.
QuoDeck’s DIY LMS is one such product which is built on mobile and game-based SaaS platform and brings cutting-edge technology at affordable costs for SMEs, start-ups and educational institutes. Presently, the platform can be deployed within an organisation whose employee strength varies from 30-1000 with different work environments.
AI and ML works at the back end
Analytics, artificial intelligence (AI) and machine learning (ML) have been used at the back-end to process a large number of different datasets. This data is then used to gain valuable insights about learner behaviour and provide them with updates on their progress. It also provides companies with updates on their employees’ performances. “At QuoDeck, we use a multivariate model including clickstream data, time spent on the system, distribution of course usage, devices used amongst many other variables to uncover patterns, correlations and other insights,” Bhattacharya adds.
AI and ML have been exclusively used to improve resource allocation of QuoDeck’s partners, customise learning for employees and to significantly improve their courses efficiency. In the future, the company hopes to leverage AI and Ml tools to provide pre-designed course based on the learners’ profiles before they begin their e-Learning journey.
QuoDeck’s enterprise version is currently deployed in more than 35 global companies and has over four lakh learners. However, the company hopes to increase their user-base to six lakh people by the next three months and leverage AI and ML for increasing their productivity. “We see the next big potential in affordable, DIY, SaaS-based LMS for smaller and medium organisations. The second growth area is for LMS in moving up the value chain of services, from delivering content to providing AI/ML driven actionable to drive up productivity,” Bhattacharya concludes.
As we are stepping towards the future, the trend of paperwork is becoming a thing of the past and onboarding apps are getting popular for each step
Recruitment is the most important process for any business as it brings in people who shape the future of a company. Human Resource employees are responsible to help onboard the new employees, which is a crucial step for a new employee’s growth in the company.
So, the onboarding process should be taken seriously and most importantly, it should be efficient. The paperwork and formalities before an employee is inducted should be done in a timely fashion. There are multiple steps in the onboarding process.
And as we are stepping towards the future, the trend of paperwork is becoming a thing of the past and onboarding apps are getting popular for each step of onboarding.
So, here are 4 apps for onboarding your employees:
WorkBright: For the administrative processing
WorkBright offers a platform where a human resource personnel can speed up the process of documentation. It allows the new joinees to upload their documents directly to the app even before their first day at work. It also checks whether the uploaded documents are clear enough or not, and helps you send a prompt to the employee if it’s not clear. This can help an organization save a lot of money as they don’t need to hire a dedicated person for this job.
WorkStyle: For profiling
WorkStyle helps all employees to create a work profile, which can help other teammates to get to know each other professionally. With the details filled in the WorkStyle profile, employees can understand each other’s working preferences, timings and approach. This can easily smoothen the process of new employees blending with their new teammates and understand the work culture beforehand.
QuoDeck: For onboard training
Once the paperwork is done and you have created profiles for your new employees to help them understand the work culture, it’s time for onboard training. QuoDeck helps to create gamified training modules for your new employees. This method can be used to train your employees for their specific role or a general overview, which totally depends on your training principles. As most of the company trainings and onboarding is somewhat forced, so it directly affects the impact and effectiveness of it. This is where QuoDeck makes it more efficient. The gaming experience when transposed in the onboarding process attracts the employees and increases their retention. So, employees are able to gain much more out of the experience than a normal boring training session.
iAppreciate: For recognition drive
The last step for onboarding an employee completely is to have them feel they are recognised for the work they are putting in. This is where iAppreciate is a powerful tool to utilize. Statistics show that recognizing an employee’s endeavors will result in increased productivity. iAppreciate allows you to create a platform where employees can be congratulated for their efforts and goals. As everybody will be on this platform, it is easy to boost the confidence of the new employees and reap better results from them.
The above-mentioned apps are a great way to onboard an employee as they cover each and every aspect of onboarding an employee. As the modern technology is advancing with each passing year, it can very well be understood that the era of paper and slow onboarding process is gone and more HR professionals are relying on such applications to make the process faster and more efficient than ever.
This article was first released on DataQuest
Teachers and professors who are talking to Generation Z students in their classroom, cannot afford to only depend on conventional pedagogy. They must incorporate eLearning and mobile learning into their curriculum to ensure learner engagement and retention. It is important to note that instructional design principles for these new-age teaching techniques may be slightly different from what is conventionally used.
If you are not well acquainted with these principles already, here is a list of instructional design principles that you can use when setting up your eLearning courses.
Principle 1: Grab your learners’ attention and don’t let it go
Your content should be structured such that it is interactive and requires learner participation. Methods to do so include:
- Use storytelling in your content. Quests, treasure hunts and journey of a hero are some examples of stories that are simple and yet, engaging
- Intersperse content with questions that act as knowledge checks as well as those that seek the learners’ opinions
- Use interactive content templates that reward the learner for an action that he takes. For example, make learners click on an image to learn more on what the image depicts
- Offer visual relief through the usage of image-based content or videos. Ensure you include videos of about 5-7 minutes in every hour of content you put out. Use visuals in every 1 of 3 slides.
- If your LMS offers the use of forums or social learning, make sure you facilitate their usage.
Principle 2: Provide learners with a clear set of objectives that the course will meet
Imagine playing soccer without a clear goalpost or basketball without a hoop. Ridiculous, right? People respond better when they are aware of the end-goal that they are looking to reach. Once you provide objectives to your online course, the learner becomes aware of where she is and how far she needs to go to meet them.
Things to do to provide objectives include:
- Before providing any instructions, define what the course/ module will achieve and what topics and sub-topics it will cover
- Do not forget to mention why the course topic is important and how students can apply learnings
- Clearly put down what the minimum required performance for the online course is. This will include the percentage of content slides that need to be consumed and the minimum score that the learner must get in the assessment associated with the online course/module
Principle 3: Stimulate recall of prior learning
Help students comprehend new information by relating it to something they already know or that they have already experienced.
Methods for stimulating recall include:
- Use anecdotes that help create analogies between what is being taught in the course and real-life scenarios
- Ask questions to remind users of things they know where they use the concepts being taught. For example, when teaching Newton’s third law, show a visual of things hitting each other and moving back and ask learners why they think this is happening
- Ask students questions that assess their understanding of previous concepts. In this case, if a learner is unable to answer a question correctly, she will tend to go back and brush up on her knowledge
Principle 4: Present the content in logical consumable blocks
Use strategies to present and cue lesson content to provide more effective, efficient instruction. Organize and chunk content in a meaningful way. Provide explanations after demonstrations.
Things to make content logical and consumable include:
- Follow a simple pattern for content presentation – Definition, Description, Explanation and Evaluation. To explain any concept in eLearning this 4-step process works very well. You may sometimes choose to play around with this flow but always include all 4 steps.
- Before getting into detailed understanding of content, include an index of key terms. This will help your learner comprehend the content better
- Use examples generously to facilitate better understanding and retention
- Present multiple versions of the same content. You can bolster concepts covered in decks using video, reference documents, interactive content, voice over media, etc. This addresses different learning preferences for different learners
Principle 5: Provide feedback
Provide immediate feedback of students’ performance to assess and facilitate eLearning.
Types of feedback include:
- Confirmatory feedback – Informs students they had done what were supposed to do. For example, you could thank them for answering a survey question
- Corrective and remedial feedback – Informs students of the accuracy of their response to something. For example, informing them that they had answered a question correctly
- Remedial feedback – Directs students in the right direction to find the correct answer but does not provide the correct answer
- Analytical feedback – Provides the student with suggestions, recommendations, and information for them to correct their performance
Principle 6: Assess performance
In order to evaluate the effectiveness of the instructional events, you must test to see if the expected learning outcomes have been achieved. Performance should be based on objectives that have previously been stated.
Methods for testing learning include:
- Conduct a baselining exercise with a pre-test before exposing the learning content.
- Conduct a final assessment at the end of the online course. The average score on this will be higher, for well-presented and consumed content, than the average pre-test score. This score can also be looked at on a stand-alone basis to assess the student’s mastery of the subject
- Embed questions in the content through individual questions or small quizzes
- Include objective or criterion-referenced performances which measure how well a student has learned or understood a topic
- Identify normative-referenced performances which compares one student to another student
Principle 7: Enhance retention
To help learners develop expertise, they must internalize new knowledge.
- Use games to get learners to engage with the learning content/questions repeatedly. Try and use simple game mechanics such as those used in slot-machines or snakes and ladders
- Use metaphors
- Create concept maps or outlines
- Create job-aids, references, etc. that the learner can use outside of when she is accessing the online course
Help us add to the list if you think we’ve’ missed out on any points in this article.
By Yashodeep Talele, Software Developer at QuoDeck
One of the major challenges HR and L&D professionals face is getting the employees to get interested in the learning programs. Games or rather game-based learning can help here. This article will focus on how a company can market its so-called boring learning programs and make them interesting.
Using Games To Market Your Learning Program
Getting your employees interested in your learning program is a herculean task. You won’t find a lot of people coming up to you and asking about your next eLearning course. Why should anyone? It’s not the next iPhone. Or the next Avengers movie.
So, the solution here is not just creating the most engaging course ever, but also making it sound like it is as interesting as the next iPhone or the next Avengers movie.
Now imagine these 2 scenarios:
Scenario 1: You’re standing in a meeting room and you say this—Raise your hands if you want to go through my next eLearning course!
Scenario 2: You’re standing in a meeting room and you say this—Raise your hands if you want to play my next learning game!
Which announcement would generate more curiosity? A game would definitely have the upper hand. As a planet, we play 3 billion hours of games every week. Why not use this to transform your training program into the next iPhone!
Games As A Medium For Marketing
Games have been used for marketing for years now. Go to the Play Store and search for ‘Justice League games’ and you will know what I am talking about. Games are exciting, competitive, and provide an immersive experience.
The first thing you should do is move to game-based learning. Stop thinking about your course in terms of a presentation with images and tabs. Think of it as a game, where the learner must find the hidden treasure or kill the demon, and the learning content will help him achieve this objective. Add a storyline and let the assessments appear in the form of learning games. Now you have an engaging and exciting game-based learning course ready. Is that all? Target achieved? Not at all. This is just the beginning.
Think Like A Marketer
Stop thinking about your course as a learning manager and start thinking like a marketer. You’re no longer marketing a course, but an exciting game. Get your marketing department involved as well. How would you go about it? Plan your marketing campaigns in 2 phases:
Phase I – Pre-Launch Campaigns
Start with a teaser campaign with catchy copy, like ‘The Lost Treasure. Coming soon!’. Send out emailers or put out posters with cryptic messaging. Plan this for a week or two before your course launch and start attracting eyeballs. Make sure you use game-related visuals or theme to put this out. They have to connect back to your game so your audience can relate to it when you reveal your course.
Have you seen these short videos featuring the characters from the popular game—Clash of Clans? Here’s one of them. These entertain you and generate curiosity about the game. Create short videos like this and share with your employees. These will help you with the much-needed virality. You don’t have to create rich animated videos like this, but you can create simple ones. There are a lot of tools out there which can help you get these created or one of your training partners can help you with this.
Quiz Contest Using Learning Game
A lot of products offer samples to provide a first-hand experience to the customers. It is one of the most effective strategies. Create a quick learning game which you have used in your course and plan out a quiz contest using the same. Reward the top players with vouchers or certificates to encourage word-of-mouth publicity. Plan this as a trailer and inform your players to watch out for the larger game.
Phase II – Post-Launch Campaigns
Leaderboards And Rewards
Once your learners start playing your course, monitor it, and look out for the early adopters. These are the first ones to access your course. Reward them for this feat. Do create a leaderboard featuring the top 5 or 10 players. Share this within the organization to recognize the top players.
Have you ever bought a happy meal from McDonald’s? Remember the free toy which you got? It is one of the major reasons why people buy a happy meal. Giveaways have a huge recall value and do encourage virality. See if you could plan for a small giveaway, like a keychain or coaster which features one of the characters from the game.
Remember, just because you have put a lot of effort to create the best eLearning course, does not mean others would be interested in it as well. You have to communicate it in a way which your audience would find it interesting. So, put your marketing hat on and get started!
By Deepak Gawas, Head- Partnerships at QuoDeck
Micro-learning online courses have been easily accepted by today’s millennial workforce. There are no large chunks of content to process, and it facilitates learning rather than imposing it on the learner.
To make these online courses more effective, these can be structured using one of four types of navigation systems – Course, Reference, Social and Game. Let us look at each of these in a little more detail.
This is the traditional flow of learning management systems. The material is broken down into modules that are typically accessed sequentially. The content escalates progressively in complexity or the depth of the knowledge that is being disseminated. Modules are generally released over a period with regular intervals, and a break in the sequence would make the learning difficult to understand.
When to use this navigation
A course-based format of navigation is typically used when depth of learning in a subject is required.
Disadvantages of this navigation
The main disadvantage of this form of navigation is that it is designed for an academic pedagogy and doesn’t relate well to modern adult learning principles. As an example, for a micro-learning system that is being designed to train a sales team with both absolute rookies and sales veterans, the content must start with the basics of sales to cater to rookies. Sales veterans would find this initial content redundant and repetitive. Their interest in the course may wane even before they’ve even parts that are relevant to them. In the course-based format, they have no option but to plough through the initial content to get to the material that is truly relevant to them. A lot of interest loss in e-learning content happens due to this.
2. Reference Navigation
This takes a library-style approach. In this format, the learning happens because the learner is looking to learn. When the learner wants an answer to a specific question or explanation of a concept, he accesses the material organized as a collection of information nuggets with a well-structured searching system.
When to use this navigation
This format of navigation is best used when the learning system needs to be structured with a knowledge management approach. It is particularly applicable when there are frequent updates to the eLearning content. For example, if the organization is in an industry which is highly regulated, like banking or aviation, such a navigation style is good to have as it provides ready reference material.
Disadvantages of this navigation
The main disadvantage of the reference navigation approach is that learners must know what they need to learn before they can search for it. A lot of critical learning might fall through the cracks as a result. As an example, assume the learning management system deals with compliance training in a bank, and a new regulation prohibiting the opening of a certain type of account is released. An employee who does not know about the birthing of this regulation will not become aware of it, simply because he/she does not know to search for it. Reference Navigation based systems require strong notification mechanisms to handle this disadvantage.
3. Social Navigation
This is a navigation style based on Social Learning Theory (Bandura, 1971). According to this theory, learning is a cognitive process that takes place in a social context and can occur purely through observation or direct instruction, even in the absence of motor reproduction or direct reinforcement. In addition to the observation of behavior, learning also occurs through the observation of rewards and punishments, a process known as vicarious reinforcement. This is a knowledge management approach to eLearning design. The learners themselves participate alongside teachers in creating and growing the eLearning material.
When to use this navigation
A classic case of this approach is a forum where questions are debated and answered by the participants, or there’s a panel of experts who answer questions shared by participants. The now omnipresent mechanics of likes, comments and shares have created an environment where this has emerged as a powerful learning navigation method. Wikipedia, Quora and Stack Overflow are prime examples of effective social learning on a grand scale.
Disadvantages of this navigation
The main disadvantage of this approach comes from its over-reliance on participation for content creation. In an organizational setting, driving users to participate in the learning system is a difficult problem. Gamification mechanics of points, badges, leaderboards, and rewards can be used to help the cause, but designing such a gamification system requires experts, who can be expensive and difficult to find.
4. Game Navigation
This navigation style, also known as game-based learning, is unique to the micro-learning approach. In this style of navigation, the learner engages with the learning management system with the intention to play a game and any learning that happens is through the game and incidental. The learning structure in the game can span the spectrum of complexity, ranging from simple constructs like in-game quizzes and exercises to more complex formats like story-telling and learning through the game-play itself.
The best example of this style, in our opinion, is the Sid Meier’s Civilization series of games. All titles in the series share similar gameplay, centred on building a civilization on a macro-scale from prehistory up to the near future. As of February 2016, the series has reached 33 million total units shipped. While the game is designed for entertainment, it provides strong insights into history, economics, political science and ecology, teaching players at a conceptual level what these evolved concepts truly signify for a society.
This method of micro-learning falls within the space of Serious Games. Serious games are simulations of real-world events or processes designed for the purpose of solving a problem. Serious games can be entertaining; however, their main purpose is to train or educate users. Serious games may also be used for other purposes, such as marketing or advertisement.
In fact, often a serious game will deliberately sacrifice fun and entertainment in order to achieve a desired progress by the player.
When to use this navigation
Given the buzz of game-based learning and gamification which started a decade ago, this navigation can be used and has been used across different types of learning, from employee induction to even more serious topics like compliance training. Engaging storylines and gameplay have proved effective in communicating learning concepts in an engaging and playful manner.
A word of caution: Avoid using this navigation for sensitive topics like POSH training or Gender Sensitization, as it may not go down well with your stakeholders as well as the audience.
Disadvantages of this navigation
The main disadvantage of game-based learning for learning lies in its very name. Games are often seen as non-serious, and therefore, meet with resistance from organizational decision makers. Also, the complexity of serious games need to maintain a very careful balance of challenge and simplicity to be effective. Creating effective microlearning games, therefore, does require game designers, apart from the technology, which can prove to be expensive.