Tag Archives: learning technology

Monotonous to Fascinating: Changing Employee Training Module

Training used to mean boring, but what if you play a game and get trained on a particular niche! Technology has revolutionized our daily lives and so the training. Now with the help of engaging contents, you can provide training to your employees or learn a new technology.

QuoDeck developed a game-based platform to train employees in a fun manner. We spoke to Arijit Lahiri, Co-Founder, QuoDeck Technologies to understand their vision and how it can be helpful for enterprises.

What’s the idea and How you began this journey?

When we started off in 2013, we were looking for a bunch of potential learning games but there was no software. So, we plan to create an engine which will allow us to develop games, specifically for learning. We wanted to pick up this space because most of the learning is fairly boring in the Enterprises, even today. As we have worked in that environment for our careers in Enterprises, we found that learning is very monotonous. We thought that games would make it interesting.

We thought to build a software microservice architecture and over the course of time, we developed a platform kind of web version like Netflix, Amazon kind of approach. Instead of having like one Central Core, we decided to have multiple small services which kind of aggregate the entire API level. So microservices on the API and micro apps on packages on the front-end side, where we are using just for context for backend.

Some of the backends will be on Ruby on Rails, so basically, some of rails APIs are actually Phoenix and Alex API. Also, some backend parts are on PostgreSQL and some are on MongoDB.

For the front end, we earlier used jQuery and all without using the frontend framework. Later on, we migrated most of it to React. Apart from that anything which is created on the QuoDeck framework can also be consumed through Augmented reality apps like Euphoria, Unity or Virtual Reality which is unity based, so it connects to the API.

What sort of API integration has been done?

This is cloud-hosted, some of the microservices can actually iterate what we call Omprem, behind the firewall. So, let’s say there is end number of services which are there in the app. So, they adapted in the firewall which communicates with the client systems with the clouds.

What kind of mechanism you have designed?

We have done a bit of inspiration from On the TV shows Silicon Valley. They had this concept of they were talking about this concept of mobile internet, so what we realize that lot of the calculation, a lot of the analytic which have been done on the server, doesn’t need to be done on the server so.

What we have done! Let’s say there are hundred thousand learners in a particular company he if I aggregate all the data on the server and calculate, it becomes a fairly complex affair. Instead of what that R code does the whole set of calculation and caching and storing at the mobile level.

What is aggregated needs to who goes to the server now again this is not on one single server, we have a set of app servers, which are serving out to do shading calculation by the Mongo app. Basically, we shed out the Analytics so that it allows us to do the whole bunch of real-time otherwise it would take like three days to calculate.

Why would enterprise adopt your solution?

Either they are looking for something which is free, very simple, low maintenance and can deploy easily for Speed. Because it’s a microservices app architecture the entire thing is very modular. You can launch the customized app as we have just launched QuoDeck Express. It is a variant which is built it on the context of speed. What would otherwise it will take maybe like two or three months to setup up and deploy, that can effectively now be done in just 10 minutes. That’s the hyper-speed version of the QuoDeck.

Everything is like merging Google Drive with all the powers of the learning management system. So, ability to start with a very fast system & and scale it up to a very powerful system is what really works for the Enterprises, and it works for most of the companies.

People don’t likely to come out to buy tech, they come out to solve a problem. So, when we try and cater to that this express kind of offering as You take it and get ready and go. Once that is done then are saying like OK this is interesting can we do a little bit more of this. And then you say ok so how this you can scale up the system till you can go to. Its largest we have a deployment which is a group company level deployment which has about 15 companies within it and each, so there is one common app and somebody comes in, they get to see their own branding.

At the most powerful level, there is mobility, there is engagement which is all the game-based learning techniques, and the third is fairly deep and complex analytics. Learning should be measurable, it should be treated more like a Marketing activity and not just as a charity activity for people in-house.

By Ashok Pandey, author at CioL

This article was first published on CioL

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Technology-driven 2019 HR trends in the workplace: View

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

Employees today, are not just looking for companies that provide salaries and perks. They want organizations that provide engagement and promote general wellness. They are looking for jobs that help them strike a good work-life balance. As a result, HR fast needs to become an employee’s friend rather than a guardian, as it has traditionally been. This transition is not going to be easy.

Employers today already face the daunting task of transition towards a digital economy that is transforming businesses as well as their traditional HR functions. Adapting to new technologies is one of the major trends that will be visible across HR in the workplace during 2019.

A recent survey of 1200 global executives conducted by KPMG International highlights the inertia that a segment of HR managers display. On the one hand, there are forward looking managers who are constantly harnessing resources to redefine contribution of the HR model to any enterprise. They are implementing technologies such as Digital Labour, Artificial Intelligence (AI) and Business Analytics. On the other hand, a larger segment of less confident HR managers are playing the waiting game, or are simply remaining quiet about this change in the digital landscape.

Some of the expected HR trends for 2019 and the foreseeable future, that HR professionals need to be aware of, are listed here:

Employee performance managed by managers – The organisation will benefit from performance management lying in the hands of managers, as opposed to HR stepping into the workflow. The role of providing feedback will belong to the manager, and as a result of this, even poor performance will be addressed quickly and turned around faster. HR needs to be a department of productivity enablers and this change will allow the function to concentrate on becoming that.

Higher access to analytics for employees- Members of the C-Suite will have greater access to people insights and analytics than in previous years. Organizations will look to implement robust HR platforms that are user friendly and can provide strong people analytics trends that will assist decision-making. The C-Suite will naturally make better decisions with the help of key people analytics and hiring statistics. 

Rise of the ‘remote’ workforce- A rising segment of employees today prefer to work out of remote locations instead of the office. This has entirely been made possible through recent development in technology. About half of the US workforce is expected to be freelancing, in some capacity, by 2020. HR departments will be able to use this trend to their advantage. Instead of hiring full time employees, they should explore teams of talented freelancers and independent contractors, thereby building trust on a project-to-project basis. 

Rise of micro learning- Most adults start losing attention within as little as ten minutes and is likely to go down further. To meaningfully engage and train learners with such low attention spans, HR departments need to design training sessions that are short and impact-based, rather than long ones. More frequent and shorter training sessions will be more beneficial at workplaces. Micro learning, as a result, will rise further as the industry norm. 
Extensive use of VR, AR, games and video- Both AR and VR are helpful during training and recruitment. A gamified application experience can be created for recruitment of candidates, as is done by Jaguar and Land Rover. 
Collaborating with the band Gorillaz, they create a real setting, allowing candidates to see and experience iconic cars from these manufacturers. This is followed up with a series of puzzles that enable candidates to move forward.

In 2019, HR managers will need to plan systematically, instead of moving rapidly. This will help prevent badly created applications which may frustrate users. AI and Analytics will be able to touch every sphere they operate in, from employee engagement to recruitment and performance management. The year 2019 is likely to be the one when people analytics will finally be able to demonstrate its true potential. 


By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on ETCIO.com

Will it be a good year for HR Tech and Startups in 2019?

How will the year 2019 be for startups in the HR tech space in India when it comes to adoption and expectations? Read on to find out.

“It was a good year.” That’s what most of the HR Tech startups we spoke to opined when they looked back at 2018. From the degree of adoption to the amount of funds flowing in, the startup space generally saw an increased awareness around technology in HR. With the talks of AI, automation, technology dominating the whole year around, HR Tech saw a definite uptake both in India and globally.

On this note, what does the year 2019 bode for HR Tech? What are some of the trends that will shape this space in the coming year? We talked to a number of startups in the HR Tech space such as game-based learning platform Quodeck, employee engagement startup Hush, sustainable credit provider SalaryFits, HRMS provider Zimyo, talent discovery platform Vyre, on-demand video platform Monjin, and Zeta which digitizes employee benefits, HR talent marketplace Noble House, among others to understand which way the wind will blow.

Here’s what they had to say.

HR tech to move up the value chain

Continuing from the momentum of 2018, in 2019, HR tech is predicted to move up the value chain to help improve Productivity, Team and Work management from the current state of Integration and Engagement.

Quodeck’s co-founder Kamalika Bhattacharya says that the major thrust among businesses will be towards driving adoption of corporate learning through technology among their employees and partners.

“Early adopters of HR Tech now have large data sets about their employees and will leverage on analytics to drive productivity and improve employee engagement,” she says.

There will be an increase in the use of AI and Technology enabled methods of screening, assessing and hiring talent and emphasis on developing personalized career paths for their employees using tech to reduce attrition while improving employee wellness and output.

Employee engagement and productivity still the focus area for employers

Further 2019 will continue to see employers everywhere focusing on employee engagement and productivity. 

Guilherme Mota, Head of Operations, India, SalaryFits says, “With the innovative HRTech solutions available across borders, HR Heads have a big portfolio of different tools to keep their talent happy and engaged. In this sense, employee’s wellbeing, ranging from focus on health and wellness to focus on productivity, purpose, and financial health, will play a big part as an engagement and retention tool. HRs cannot afford to neglect the effects that financial worries can cause on their employees and their productivity.”

From employer first to employee first

Right now all HR Tech is built employer first. However Ashutosh Dabral, Co-founder & CEO, Hush believes that eventually, the trend will move to employee first as the millennial employee doesn’t stay in a company for a very long time. 

Employee first Tech platforms that can provide value to employees even when they switch companies will have more value.

He adds that when you add the new gig economy workforce then employers will have to engage workers who are not really “employees”. So new kind of platforms will come up that cater to these users also.

More experiments, more AI, more Blockchain

That 2019 will be an interesting year and will present a greater opportunity for HR Tech Startups as organizations grow and more investments come in startups and growth companies, is also reiterated by Sudev Das, co-founder, Vyre. He adds that organizations will be open to experimenting and experiencing new HR Tech products, to enable quick and efficient growth. 

AI & Analytics enriched products would be very attractive to cut on processing time. But it will also lead to expectation mismatches as there are no quick fixes with AI till it matures

The year will also see growth in the adoption of video for hiring, learning, and engagement. Similarly, the use of  Blockchain in assessments, skill certification, and educational qualifications will start appearing in some HR Tech products,  which will be very useful in verification and validation of candidate details. Also, predictive analytics with respect to culture, engagement, skills will see significant uptake. 

The same is seconded by Kumar Mayank, co-founder of Zimyo who believes that 2019 will see the adoption of cloud/ SaaS not only by corporates but SMEs, along with increased adoption of AI-based HR Applications.

Kunal Kapoor CTO, Monjin adds that intelligent process automation is coming into play, which includes AI and related new technology advances, which can help deliver consistent people processes – something that has eluded many HR ops teams given the dynamic nature of the requests they receive. Cost savings also materialize through deploying such technologies as robotic process automation, machine learning, deep learning, and cognitive agents. 

 “The year 2019 will also witness the development of quality-based talent pipelines which will further improve hiring accuracy,” he adds.

The use of AI and predictive analysis can further simplify the hiring process, by picking candidates with skillsets and achievements that match the given requirement.

HR Tech will need to continuously create value

While it is a given that most of the transactional interactions involving HR will slowly and gradually move to technology and companies have already started working on moving some of the regular queries on to chatbots, HR tech companies will continuously need to work on creating value for the user through their platforms, says Sanjay Lakhotia, Co-Founder, Noble House Consulting Pte.

The next year will also see some consolidation in the HR tech market due to a sudden spurt in the number of tools out in the market, he adds. The tools will either get merged or there would be models of collaboration that will emerge between different tools.

From generalization to specialization

2019 may also see a spurt in more specialized HR Tech as per Bhavin Turakhia, co-founder of Zeta. He says, “Right now a large number of HR Tech companies in India are core HR Tech. But very soon we will start seeing specialized companies-some will focus just on planning, some will focus only on performance review and appraisals. If you think about it, talent acquisition is already segregated out. There will a plethora of segregated tools which will fulfill a specific function.”

However, he still feels that the real growth spurt in HR Tech is still a few years away. Larger enterprises are paying more attention to people but smaller companies in non-tech industries will take longer, he opines. Bhavin aptly sums up succinctly the state of HR Tech in 2019 when he says,

“There is a certain level of maturity that organizations have to go through in India before you get to a point where HR Tech becomes a priority.”

By Shweta Modgil, Feature Writer with People Matters

This article was first published on People Matters

QuoDeck selects – the creator of the month

A mother, to her ingenuity, has now found a way to get her kid acquainted with international languages. What could be better than Nursery Rhymes? Gone are the days when importance was given to only one language. In this demanding world, it is now paramount that your kid learns atleast 2 international languages. 

Let us introduce you to Ruchi Rudra. She curated a list of her son’s favorite nursery rhymes and created a mobile app on the QuoDeck Platform.

“As hard as I tried, my 16-month-old had to listen to rhyme during dinner, when both my husband and I were too tired to try otherwise. I created an unwieldy playlist of songs sorted according to the type. Also, used this to introduce new languages to him, to help in faster development. QuoDeck app was invaluable in helping me create a huge library, design the playlist, sorting and restricting content, using YouTube videos. Have shared this with other parents in my friend circle and hope more parents find value in my app,” said Ruchi Rudra a mother to a 16-month-old.

A perfect app for all the toddler moms who want to now introduce them to international languages.

Ruchi has set an example of what could be done on QuoDeck and thus helping us to explore more on it.  So, to all the Mums there looking for a similar solution, go ahead and download the app on your Andriod or IOS handsets.


 By  Vinaya Souz, Head – Marketing at QuoDeck

4 Essential Apps for Onboarding your New Employees

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.

By DQIndia Online

This article was first released on DataQuest

What is Micro-learning?

Micro-learning is learning presented as short and focused nuggets of content. Content can be in multiple forms including text, images, videos, etc. Micro-learning presents only as much content as required for learners to achieve a specific learning outcome. With today’s workforce comprising of Generation Z and millennials, it is particularly valuable in corporate learning.

Micro-learning solves learning problems that plague today’s workforce

The training that your learners experience, whether in the form of workshops, ILTs or online courses on your LMS, are mostly long-form. As a result, learner gratification usually happens only once on course/workshop completion. Also, because the attention span of the audience you talk to is short, as little as 5 minutes, their interest in long online courses often wavers causing understanding and retention to suffer.

With the help of micro-learning nuggets, you can attack both these problems. These provide gratification in shorter intervals and prevent learner demotivation. Also, since their length is usually kept below 5 minutes, learner attention does not waver either.

Benefits offered by micro-learning

Apart from just solving problems for the learner community, micro-learning offers multiple benefits to individuals who own learning or training of teams.

a. Just-in-time learning

Micro-learning can be accessed on mobile phones, LMS permitting, without using up too much data. With content being available on their handiest device, your learners can access it on-demand. These micro-learning online courses can thus act as ready reckoners and prove helpful on the job.

b. Autonomy

Millennials needs more autonomy than any other generation. Allowing them to consume relevant content, as and when they choose to, drives motivation as well as interest. Additionally, this gives them the feeling that they can chart their own learning paths. Learners thus apply their learning in their daily lives and often look for content that they can consume. This reduces the pressure on learning managers as content does not need to be pushed as much as earlier.

c. Varied forms of learning

Micro-learning principles demand concise and to-the-point information nuggets with focused and compact objectives. Using various forms such as games, videos, infographics, eLearning and m-learning, it can help create specific content with effective training outputs. Along with this, micro-learning content also helps achieve content interactivity and learner engagement.

d. Advantageous for small teams

Micro-learning offers key advantages to small teams, groups or departments. Given their small size, setting up a micro-learning mobile app is easy and affordable. This can be used for achieving smaller but important milestones that a department may have set for itself.

When should you use micro-learning?

It is important to consider two aspects while applying micro-learning strategies – business aspect and learner needs.

Here are some things to consider while using micro-learning:

a. What technology will you use?

Micro-learning’s success largely depends on how easy it is to access. If a learner cannot easily and quickly find content that she is looking for, it is likely that they will not spend any effort to access it again. Not all LMSes handle micro-learning well. It is important that your LMS deploys these courses easily and tag the learners to help them find what they need. The LMS needs to be accessible on mobile as well.

b. Who are your learners?

It is crucial that you know your learner profile before you design a micro-learning course. While micro-learning can be effective across all generations, younger learners or learners who are more technologically savvy may be more comfortable using these than those who do not use digital devices frequently.

To conclude, micro-learning is the best learning strategy for the Gen Z and millennial workforce. Not only can it be engaging and effective, with the right approach to creation, it can be entertaining too.

By Shruti Shinde, Head- Enterprise Origination at QuoDeck

7 Instructional design principles for professors and teachers looking to create effective eLearning modules

As teachers and professors, was today begin incorporating eLearning as a key part of their curriculum, what are the instructional design principles they must keep in mind to make learning most effective?

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.

Methods for helping learners internalize new knowledge include:

  • 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

3 essential tips to maximize the ROI of training off-roll & temporary employees

In functions such as Sales or Customer support, outsourced, off-roll employees constitute a significant portion of the workforce. In addition, L&D managers are faced with high attrition rates and constant changes in the products and regulations. The following tips will help you maximize the ROI on the training.

Go Mobile: It is financially unviable to provide desktop training to a distributed or off-roll workforce. Mobile & Tablet browser/App based training platforms, will eliminate the cost of conducting the training at any physical location and allow the employees to complete the course on-the-go. Create courses that are mobile friendly.

Keep things simple: Create courses and journey that are easy to navigate and operate under low bandwidth conditions. You want to reduce queries regarding Content or the System, given the sheer volume and geographical spread of your users.

Use SaaS LMS: SaaS LMS are the best tools for training your employees at an affordable cost. They can be deployed across most devices and operating systems. They are hosted by the product creator on cloud, hence do not require any infrastructure spend or extensive IT Security approvals, allowing your user to access the platform at her convenience.

By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck

How can professors use technology to boost learning?

An overview on how much technology professors use while delivering education, and how they can mitigate their unsolved needs using available product solutions.

Last week I paid a visit to my engineering college, just so that I could reminisce about the good old days. It had been a decade since I had last visited my alma-mater. I expected things to have changed – both inside and outside the classroom.

Outside the classroom, new structures had been built where the old buildings stood. There were new amenities in the campus, the likes of which I would have only dreamt of as a student. Expecting teaching methodologies to have changed as well, I sat through a couple of lectures. Strangely, the classroom continues to function the way it used to.

In the age of mobile learning and eLearning, professors continue to follow head to head classroom learning using pen and paper. In today’s world that runs on technology, where an assessment can be conducted through online courses, I saw students writing assessments on paper and submit them offline. Instead of using a learning management system (LMS), professors only depend on the content that they deliver offline. Instead of using mobile instructional design principles, they use chalks and blackboards.

What do professors need?

Let’s put down a simple list of features/facilities that would bolster their teaching process.

  • A platform or LMS that will enable them to transform existing offline learning into eLearning modules, to enable them to deliver content from any place in the world, to a student who is located at even a remote location
  • A mobile learning system that will enable them to deliver the content on not just the desktops, but via mobile learning. This need not be different from the aforementioned LMS
  • A system that will enable them to incorporate gamification and game-based learning to enhance the student’s experience – provide a fun to do way of learning.
  • A system that will enable easy creation or upload of content eliminating dependencies on third party software products for content authoring.

Is there a solution available? Yes, there are multiple platforms available that professors can use – Docebo, QuoDeck, etc. Some of these are available for free on the internet. Give them a try today to see how

By  Yashodeep Talele, Software Developer at QuoDeck

How to drive E-Learning Adoption?

So, you have deployed a state-of-the-art Learning Management System (LMS) with Machine Learning, AI and every other cutting-edge technology available. But the adoption rates amongst your audience is low, to begin with, and keeps falling as time moves on. Don’t worry, this is a common problem faced by all organizations as they deploy LMS and is easy to address.
People love challenges and competing against each other. Gamify your system to include Leaderboards, Badges, and Prizes for the top performers. Healthy competition will drive usage and learning within your audience.
Pick LMS which offers the feature of embedding learning modules within casual games. People have enough formal reading via emails, presentations, and documents. To expect them to then log into the LMS and go through PDFs and Videos is asking for a bit too much. Casual games are a very effective way to impart microlearning and deliver it through a medium that employees will love.
Content is King. No matter how advanced your LMS is, the quality and interactivity of content will drive adoption. The content must be presented in bite-sized portions through Videos, Animations and other interactive formats.
Close to 40% of the workforce is made up of millennials. To reach out to them, ensure the LMS and the content is mobile ready, across multiple OEMs and Operating Systems.
Employees learn more and faster from each other, rather than a centralized learning system. Ensure your LMS offers learners to communicate, exchange information and help each other during the course.

By  Venkataraman Ananthakrishnan, Head – Online and Global Business at QuoDeck