5 Tips To Encourage Employees To Comply With Compliance Training

It’s important that employees comply – for the good of their own and the organization. To do so, your compliance program needs to be engaging enough to help them internalize and apply the learning. In this article, I share 5 tips that will encourage your learners to comply with compliance training.

How To Encourage Employees To Comply With Compliance Training

There are 3 key reasons why employees dread compliance training:

    1. Compliance courses can be boring. When you throw at your learners dry concepts such as dos and don’ts and a set of guidelines you want them to follow, you’ve got to expect some boredom at the other end.
    2. Add to that the fact that they’re taking the course because you’re asking them to and you have more reasons to fear that learners may not be able to relate to, internalize, and apply the information.
    3. Besides, learners are not quite fond of the traditional going through of information followed by a quiz. If there’s nothing in the course that can engage them, nine out of ten times you’re likely to put your learners off. This will have a direct impact on the learning effectiveness and eventually your ROI on Compliance trainings.

It is evident that these aspects must be taken into consideration if we want to engage the employees effectively with the compliance mandate and instill the spirit of “why comply with compliance training”.

What Can Be Done To Make Compliance Training Engaging For Learners?

Before getting on to the tips to get your learners to engage meaningfully with compliance trainings, I would like to outline what should not be done:

    1. Don’t treat compliance training like a bitter pill that everyone should swallow (even though it will make them feel better).
    2. Don’t make the information preachy or prescriptive (adult learners hate this).
    3. Don’t use the most predictable format in eLearning – page turner and a quiz (avoid “boring” formats).

What Are The Tips That Will Encourage Employees To Comply With Compliance Training?

Instead, you can use the following tips to encourage your employees to comply.

1. Change The Tone Of Communication.

Instead of focusing on only the dos and don’ts, highlight why a given approach is mandated. As adults, we are likely to pay heed if the consequences are laid out clearly so outline the consequences of non-conformance to the learner and to the business. However, as you do so, make sure that you don’t throw legal jargon at your learners. Instead:

    1. Use the complex situations and present them in a simplified way to your learners.
    2. Put your learners in dilemma situations and ask them to choose the right thing to do.
    3. It doesn’t stop there. Show them the consequences of the decision they took and pose another challenge to check if they’ve learnt from the previous one.

2. Provide Flexibility To Learners.

Rather than making the completion of training as a “mandatory course to be completed in the next 7 days”, provide flexibility to learners. By opting for mLearning or mobile learning, you can easily provide the control to the learners encouraging to learn on the device of their choice and learning when they want to. Once they have this flexibility, they will take up that compliance course when they “want to” rather than when they “have to”.

3. Innovative formats.

Do away with traditional eLearning course designs where learners have to laboriously wade through high volume of content. Instead, opt for innovative approaches that will increase the engagement quotient manifold. Some of the approaches we have used include:

    • Gamification.
    • Partial gamification.
    • Scenario-based.
    • Story-based (storytorials).
    • Personalizing the experience for learners: We did this by using “avatars” that they can relate to and conveyed the message on compliance effectively.

4. Leverage On The Current Trends That Engage Learners.

Today, you can integrate microlearning and social learning easily into your compliance learning strategy.

Use the innovative, bite sized format of microlearning to get your message through more effectively. Also, use social learning to create communities of compliance practice to drive the required behavioral change.

Take a look at this short video to see how you can make your compliance courses engaging using gamification and microlearning approaches.

5. Continue The Engagement After The Formal Training.

Provide reinforcement post the formal training through Performance Support Tools (just-in-time learning aids or job aids) that are bite sized and can be made available to learners on their smartphones. This will help them retain the message and increase the probability of its application. You can use this channel to update specific aspects, highlight consequences (through case studies or real world examples), and practice sessions (real life scenarios).

I hope the article provides you with the cues that will enrich your compliance training strategy thereby increasing the engagement with your learners. If you have any queries on how you can uplift your existing learning strategy to make your compliance courses engaging and fun, do contact me.

Source: https://www.eidesign.net/5-tips-to-encourage-employees-to-comply-with-compliance-training/

Tips And Best Practices To Create Highly Effective Blended Training Program Design

6-Tips-and-Best-Practices-To-Create-Highly-Effective-Blended-Training-Program-Design-EI-Design

What Is The Blended Training Approach?

Put simply, blended training (or hybrid training) combines the usage of face-to-face, Instructor-Led Training (ILT) with online training (that is, eLearning or mLearning).

  • The blended training approach offers the best of both formats and you can “blend” them to create a high-impact corporate training.
  • Furthermore, it provides tremendous flexibility on how you can combine both ILT and online components in a manner that serves your learning mandate most effectively.
  • It is learner-centric and allows them a higher degree of control on how they can learn and at the pace they want to learn.
  • From an organization’s perspective, the blended training approach enables them to reach a wider audience in a shorter time. It also enables them to cut costs, yet provide a higher engagement and accessibility for the learners.

Are There Any Specific Models That Can Be Used To Determine How To Offer Blended Training?

While blended training has its significant advantages, a lot depends on the approach that you use to “blend” the face-to-face or ILT components with online training (eLearning or mLearning).

At EI Design, we have created three models that we use to determine how you should blend the two components. Our blended training design approaches would map to one of the following:

  • Model 1: Significant face-to-face, ILT training and a small component of online training.
  • Model 2: An even mix of face-to-face, ILT training and online training.
  • Model 3: Significant online learning with short and focused face-to-face, ILT training.

How Can You Determine What Degree Of Blending Would Be Most Effective?

As I see it, effective blending is both art and science.

Let me share some of the techniques we have been using. I share a Step-by-Step Toolkit that is particularly useful when you are looking at first-time conversion of an ILT program to a blended approach.

Step by Step Toolkit for First-Time Conversion of ILT into Blended Training

 

Step 1: Determine Why Blending Is Required

At this stage, you need to identify the triggers that are prompting the need to transform the training format and more significantly:

  • Are there any existing challenges in the existing delivery that must be offset in the new format?
  • What are the expected gains from the new format?

Step 2: Validate The Impact Of The New Approach (That Is, The Degree Of Blending)

  • Would the learners align to the new delivery format and get an enhanced value?
  • Would the program mandate be met?

Step 3: Identify The Required Technology Support

As you transition from face-to-face, ILT training to a varied degree of online training, you need to evaluate the options for delivery. This would include finalizing aspects like:

  • Virtual Platform to offer VILT.
  • LMS to offer online training.

Step 4: Review The Program Mandate And The Existing Content To Determine Its Suitability To Adapt To A Blended Delivery

Besides identifying the goals, the approach (the degree of blending), the technology, and the desired impact, you also need to do an effective mapping of classroom-based activities and exercises to online format.

Step 5: Assessment Strategy

You also assess the current Assessment strategy and how it should be adapted to a blended delivery.

Step 6: Once These Aspects Are Covered, You Are Ready To Go

  • Create the blended training program design.
  • Create an approach plan to implement it: Pilot, take feedback, and deploy.
  • Feedback and further improvement: After a suitable time, poll the learners and business units to determine its impact. Based on this feedback, determine if we need to recalibrate the previous blend.

Are There Any Best Practices That Can Be Used To Increase The Impact Of Blended Training?

There are several best practices that we have used successfully in creating effective blended training program designs. Here are a few best practices from our repository:

Before you begin: 

  1. Establish learner roles and responsibilities: As is true for a transition or transformation, there should be clarity on how learners and the organization would be able to leverage the blended training.
  2. Provide clear instructions and communication for the program.
  3. Create an effective support system for the learners as well as the corporate trainers.

Lay the foundation: 

  1. Strategy.
    The blended training goals need to be identified in advance, and these should also reflect the intended gains expected from blended training. The goals should be SMART (that is, Specific, Measurable, Achievable, Realistic, and Time bound).
  2. Approach plan. 
    Start small, but factor for its scaling.
  3. Identify the right project and identify the right team to manage. 
    Early success matters and provides crucial feedback to improve in future. Select a project that adapts more easily to a blended training model and can demonstrate clear gains. Have a dedicated team to monitor and manage.
  4. Checkpoint for continuous improvement.
    Use the ongoing tracking and checkpointing to gather feedback for further improvement.

What Are The Tips That You Can Use To Create Highly Effective Blended Training Programs?

The impact of blended training program design can be enhanced by using the following tips:

  1. Develop content in a manner that allows you to calibrate the mix of blending easily.
    This is vital for you to process the feedback and keep stepping up the impact of your blended training program.
  2. Create learning activities that leverage on the power of both delivery formats.
    For instance, a role play (in a workshop) can be supplemented with online branching scenarios. This blending enables you to reinforce the learning and check how the learner is able to apply the primary learning in different contexts.
  3. Use the online resources to support multiple mandates.
    You can use them to prep the learners before a workshop. You can also provide these as online reference materials that they can use post the workshop and on the job.
  4. Tracking.
    The blended delivery facilitates keeping track of learner progress far more easily than ILT training. By the same token, it also enables you to share feedback with equal ease. Use these two aspects to keep the learners in sync with the learning mandate.
  5. Assessment strategy.
    Online assessments provide you with an approach with which you can test and share feedback instantaneously. You can randomize the questions, have different set of questions for different profiles, and decide which ones should be formative/summative.

 

Tips and Best Practices to Create Highly Effective Blended Training Programs

As I had mentioned earlier in this article, crafting the right blended training program design is both art and science. I hope the toolkit, the tips, and the best practices outlined here provide you the required ammunition to create highly effective blended training program designs. If you need any further assistance, do contact me at apandey@eidesign.net.

Source:

https://www.eidesign.net/best-practices-blended-training-program-design/

10 Killer Examples Of Mobile Learning To Boost Employee Engagement And Performance

Examples of mobile learning to boost employee engagement

How To Use Mobile Learning To Boost Employee Engagement And Performance

Mobile learning is acknowledged as a key training delivery format by organizations across the world. It is used extensively as a modern training approach that is learner centric and facilitates an ongoing consumption of smaller bytes of learning instead of one large chunk.

Let us see how mobile learning can be used to drive higher employee engagement and performance.

  • Learn, Recall, and Retain.
    As the learning bytes are delivered in interesting and engaging formats and made available to learners within their workflow, they work more effectively in helping them learn, recall, and retain.
  • Apply the learning on the job.
    Over a period of time, this leads to the required application at work (and the anticipated behavioral change). All these factors are driving the usage of mobile learning to engage learners and boost their performance.

What Is Mobile Learning And Why Is It Gaining Momentum?

Mobile learning is the next-gen eLearning that can be offered across multiple devices (desktops, laptops, tablets, smartphones, and so on). It is an “anytime, anywhere” learning that they can assimilate at their own pace and on devices of their choice.

Mobile learning can be used to offer formal training as well as Performance Support or PSTs (just-in-time learning aids that are part of the learners’ workflow and are readily available to them precisely at the moment of their need). It can also be used to supplement traditional Instructor Led Training (ILT).

This is not all. The adoption of mobile learning across organizations is increasing on the account of:

  • Changing learner profiles.
    Worldwide, the Millennials are a significant part of the workforce. They need access to training that works on the device of their choice (read smartphone).
  • How learners want to learn.
    Learners today do not have the time to log in to a Learning Management System and browse through to identify what they need. With a lot of pressure on time, they want precise bytes of learning that they can use to solve a problem or practice. It goes without saying; this needs to be available in their workflow (read smartphone again).
  • Changing learning device preferences.
    Learners want this control to be with them. Depending on the nature of training, whether formal or informal, lengthy or micro nuggets, they want to exercise the right to choose the device they should learn on.
  • Maturing of tools and technology.
    Today, mobile learning solutions can opt from a wide ranging array of authoring tools and LMS platforms and offer both adaptive (desktops, laptops, and tablets) and responsive designs (desktops, laptops, tablets, and smartphones).

Why Does It Make Sense To Adopt Mobile Learning To Increase Employee Engagement And Eventually Impact Their Performance?

The success of a training program hinges on several factors as shown here. These aspects influence learners’ engagement and the eventual performance gain.

  1. Learners’ reaction.
    It begins with the crucial first connect with learners (their reaction to the online course). This has a direct bearing on how the learners respond and on the desired completion rates. Mobile learning scores a high 5 here.
  2. Effectiveness of learning or stickiness of learning.
    Usage of immersive learning strategies increases the stickiness of learning. Similarly, usage of strategies that truly engage the learner, facilitate recall, and push them to think and apply is vital to succeed in this endeavor. Mobile learning offers a great value here as it supports rich media formats and trending learning strategies like microlearning, gamification, story-based learning, complex decision making using scenario-based learning, and so on.
  3. Application of learning (leading to the desired behavioral change and a positive impact on business).
    As I mentioned earlier, learners will not go through an LMS to seek an answer to address a problem on the job. Instead, they need this byte to be available to them when they need it. Similarly, when they need to practice a new concept or a new skill, they want the flexibility to learn on the device they access the most. Usage of mobile learning in a microlearning format that can be used for both formal training or as Performance Support is very useful in meeting this mandate.

From these insights, you will note that you can positively impact each of these facets by adopting mobile learning. With this approach, you will see a more engaged learner.

Is Mobile Learning Or mLearning For Millennials Alone?

It is a misconception that mobile learning appeals only to the millennial workforce.

Irrespective of age, all of us spend so much of time on our smartphones and tablets that it makes tremendous sense to extend the learning on these devices.

The flexibility to use the device to learn on, the ease of learning on the go, and the usage of rich media and high impact strategies attract learners of all profiles to mobile learning adoption.

As a result, you will see higher completion rates across various learner profiles and not limited to Millennials.

Additionally:

  • When mobile learning is used for Performance Support (just-in-time learning aids that are available to the learners within their workflow and precisely at the moment of their need), you can see increased application of learning on the job. As I have already highlighted, this is a crucial aspect in getting the desired impact that the business seeks.
  • Eventually, the combination of completion of training on time, higher retention and successful application has a positive impact on the ROI.

What Learning Strategies Adapt Well To Mobile Learning Or mLearning?

While most traditional eLearning strategies can be well adapted for mobile learning or mLearning, you can see added gains as you use the following approaches:

  1. Microlearning.
  2. Gamification.
  3. Story or scenario-based learning (the impact is even higher when we use videos and interactive videos).
  4. Mobile apps for learning.
  5. Millennial-centric designs.
  6. Social learning.

New trends that can further increase the learner engagement include: 

  1. Learning path-based approach to encourage “learning as a continuum”.
  2. Personalization to make the learning experience more meaningful to the learner.
  3. Content Curation to support formal training as well as to ensure that learners contribute to enrich the knowledge base.

Given the wide ranging corporate training needs, can mobile learning or mLearning be used to offer all of them?

Absolutely!

A report drafted by SailPoint in 2013 suggests that by the year 2018, approximately 70% of the mobile workforce worldwide will manage their business-related tasks on their preferred mobile devices.

If we look at the typical range of corporate training needs, the list is likely to look like this and each of these can be offered through mobile learning or mLearning:

  1. Induction and onboarding (now this often includes pre-onboarding).
  2. Compliance training.
  3. Product training.
  4. Sales training.
  5. Leadership training.
  6. Application tools’ training.
  7. Soft skills training.
  8. Specific professional skills training.
  9. HR/HCM initiatives.
  10. Significant corporate initiatives: Ranging from Quality and Innovation to supporting Change Management initiatives.

10 Killer Examples

At EI Design, our mobile learning practice began in 2011. Over the last six years, we have created over 1000 hours of mobile learning solutions for both formal training as well as Performance Support, including all the trainings highlighted above.

While the initial adoption of mobile learning was limited to access till tablets (adaptive designs), over the last two years, most of our solutions support smartphones (responsive designs).

I have shortlisted the following 10 examples to show the impact of mobile learning that would map to your varied corporate training needs. These examples reflect the usage of mobile learning for formal training as well as Performance Support.

I showcase strategies including:

  1. Microlearning.
  2. Gamification.
  3. Scenario-based learning.
  4. Learning paths.
  5. Social learning.
  6. Personalization.

I showcase high impact delivery formats including:

  1. Apps for learning.
  2. Videos.
  3. Interactive videos.
  4. Our award winning Interactive Parallax design nugget.

Click here to view and download the interactive PDF containing the 10 examples.

I hope this article provides the required pointers that enable you to adopt mobile learning (if you are new to this) or scale its usage. The supporting 10 examples show you how you can achieve your mandate. If you have any other queries, do contact me.

Source: https://www.eidesign.net/10-killer-examples-mobile-learning-boost-employee-engagement-performance/

What Is Bespoke eLearning? Featuring 6 Killer Examples

The edge that a bespoke or custom developed course has over off-the-shelf course is well established. In this article I will illustrate the power of bespoke eLearning to create sticky learning through 6 examples. I have picked examples that address varied training needs like compliance, application simulation, and professional skills.

what is bespoke elearning?

What Is Bespoke eLearning?

There are two kinds of online courses that you can choose from for your eLearning needs:

  • Off-the-shelf courses (generic).
    Off-the-shelf courses are ready to use.
  • Bespoke (also known as custom) courses.
    Bespoke or custom courses, as the name suggests, are specifically designed or tailor made to meet your requirement.

Off-the-shelf courses can be deployed quickly, whereas bespoke or custom courses will need longer time to develop and deploy. While bespoke courses may be more expensive on account of initial development costs, they would not have any associated recurring licensing costs.

What Are The Advantages Of Using Bespoke eLearning?

Bespoke eLearning courses are branded for your organization. They may use the raw content that you have or use content that is specifically created for you. The examples and case studies would be relevant to your organization and the assessments would be specifically designed for you. Their design approach factors for your learners’ preferences, your culture, and is tailor made to meet your learning and business mandates.

How Does Bespoke eLearning Fare Against Off-the-shelf Courses?

Off-the-shelf courses are quicker to deploy, but have certain inherent shortcomings. By definition, they are generic and may not be able to meet the specific requirements of your organization. Again, they offer standard features that you need to live with and they cannot be customized to suit your specific requirements.

Let us see how these aspects are offset in the bespoke approach and what advantages you will get when you opt for it:

  1. The courses are developed as per your branding. They feature your imagery and this helps learners relate and connect better to the learning piece.
  2. The content is specific to you and your learners. It is presented in a form that will engage them and ensures the required learning mandate is met.
  3. The learning experience is customized to your program. It uses a learning strategy that is best suited to meet the required learning mandate.
  4. The Assessment strategy is customized and aligns effectively to your learning and business mandates.
  5. Looking at your dynamics, the delivery format can be for traditional eLearning or multi-device (the content would run on tablets and smartphones). This enables you to choose an authoring tool that is most suited to your requirements.
  6. You can also decide on supplementing your primary eLearning with Performance Support intervention that can lead to better application of the learning on the job. This will have a significant impact on the ROI of eLearning.

The Bespoke eLearning Advantage Through 6 Examples

Let me illustrate the advantages of bespoke eLearning through 6 examples.

I have selected examples that address varied training needs like compliance, application simulation, and professional skills. The first example illustrates an approach that is scalable and can be applied for any training area like soft skills, induction programs, and so on.

Bespoke eLearning Example 1: To highlight intuitive and immersive experience.

This example is my personal favorite, as it showcases a design that does not have a “Click next to continue” or “Prompt text”. The learner can intuitively ascertain (through visual cues provided alongside the content) on what should be done next. It creates an immersive and engaging learning experience.

It is a multi-device design that adapts equally well to PCs/laptops or tablets.

EI Design BiSpoke1

 

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Bespoke eLearning Example 2: Gamification in Compliance.

We created a simulation-based task-oriented Gamification course, which was interactive and engrossing. To achieve this, we incorporated a real work environment (visually), an element of challenge (bonuses and bombs), rewards for success (caps, badges), and learning through activities including elements of surprise and delight.

 

EI Design BiSpoke3

 

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Bespoke eLearning Example 3: Branching scenario and simulations with a progress indicator.

This example showcases a complex decision making scenario. While the learners are going through the scenario, the visual indicator (shown on the right) provides cues on how they are faring. This enables them to pause and reflect on their choices and even re-think their strategy mid-course.

EI Design BiSpoke5

Bespoke eLearning Example 4: Application Simulation.

This is a great example of how we uplifted dry and linear content into an interesting and engaging format.

We chose a responsive design (to support PCs, Laptops, Tablets, and Smartphones) and made learning bite-sized enabling learners to undertake a long, arduous journey in short, engaging steps.

You can view the “Office 2013 – Application Simulation” under App Simulations section (as part of our Demos).

EI Design BiSpoke6

 

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Bespoke eLearning Example 5: Scenario with a twist.

In our suite of Generic Compliance, we chose a scenario with a twist by adding a theme of “Choose the Right Path”. While all of us have a sense of right and wrong, this approach added value in the context of the specific compliance mandate in terms of the most appropriate behavior and why the learners need to demonstrate the same.

You can view the “Compliance – Introduction to the Code of Conduct” under Compliance section (as part of our Demos).

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Bespoke eLearning Example 6: Performance Support Tool – Featuring Interactive PDFs as a learning aid to supplement online learning.

This is also one of my personal favorites, as it provides a better learning experience through simplicity.

Interactive PDFs can be used to convert mountains of boring information into a visually appealing, interactive format. Furthermore, you can integrate videos, interactive demos, and audio to create an engaging learning experience.

 

EI Design BiSpoke9

I do hope these examples illustrate the power of custom or bespoke eLearning in creating an effective and immersive learning experience. I look forward to your feedback and suggestions.

Source : What Is Bespoke eLearning? Featuring 6 Killer Examples

Benefits Of Personalized eLearning – Featuring A Case Study For Instructional Designers

The Impact And Benefits Of Personalized eLearning

Personalized eLearning is customization of eLearning so that it can meet the specific needs of learners.

While the concept of personalization of learning is not new and has been in existence since the 1960s, its adaptation for online training or eLearning is a recent phenomenon. The concept continues to evolve and there is no single definition that is widely accepted. I feel that the United States National Education Technology Plan 2017 defines personalized learning effectively:

Personalized learning refers to instruction in which the pace of learning and the instructional approach are optimized for the needs of each learner. Learning objectives, instructional approaches, and instructional content (and its sequencing) may all vary based on learner needs.In addition, learning activities are meaningful and relevant to learners, driven by their interests, and often self-initiated.”

What Are The Techniques That Can Be Used To Create Personalized eLearning?

Personalization of eLearning is typically done in the following ways:

  1. You could begin the eLearning course by personalization through an avatar-based selection. This could then be followed by customized elements, like themes, fonts, backgrounds, and so on.
  2. Another way to offer customized eLearning is through customization of the format of content deliveryto suit varied learning styles. For instance, options to use audio/video, or otherwise, bring in changes in the degree of interactions, and so on.
  3. The highest degree of customization is at the learning path level that is personalized for each learner through pre-assessments or surveys. For instance,
    • A pre-assessment can help us understand the baseline proficiency, and the learner can be given a personalized learning track that corresponds to the competency gaps.
    • Alternatively, we can use a survey to assess where the learners’ interests lie and then offer a personalized set of recommendations on how to “consume” this module (that is, which parts could be skipped and which should be taken with special attention).

What Are The Approaches That Can Effectively Personalize eLearning?

As I have highlighted, personalized eLearning can be crafted through a variety of measures that can help us customize the learning experience for each learner.

The 2 approaches that are useful in creating an effective personalization are:

Approach 1

Adaptive learning: This approach uses techniques like pre-assessment to offer customized feedback and a specific path to each learner. The advantage of this approach is its ability to match the varied learning proficiencies of learners to the most relevant learning path.

Today, microlearning techniques can be used to provide tremendous granularity to break down the primary eLearning course and offer highly customized or personalized learning paths.

Approach 2

Control to the learner: In this approach, rather than taking control through a pre-assessment, we empower the learner to create their own customized learning path (based on their interests and their own assessment of their proficiency). This approach is increasingly gaining popularity on account of its learner-centricity.

We can integrate checks and balances through assessments to redirect the learners, so that while they get the flexibility, they do not skip the sections they may not be good at.

What Are The Benefits Of Personalized eLearning For The Learners And The Organization?

Instead of a “one size fits all” approach, personalized eLearning uses various approaches to engage the learner more meaningfully, and helps them set and achieve their specific learning goals.

This is not all; personalized eLearning also enables learners to set their own learning paths and gain exactly what they need.

Learners’ perspective: As I have highlighted, personalized eLearning empowers the learners and offers them control through the following measures that allow them to:

  1. Set their own goals.
  2. Set manageable milestones.
  3. Select their own learning path.
  4. Select the device they wish to learn on.
  5. Learn at their own pace.
  6. Select the kind of interaction levels they feel is relevant for them.
  7. Get personalized feedback and use it to assess their progress.
  8. Use the offered recommendations to enrich the learning path.

Organizational perspective: Personalized eLearning provides the following key benefits:

  1. You can use the personalized eLearning approach to promote a culture of learning as a continuum.
  2. You will see better learner commitment and higher completion rates.

What Are The Approaches To Offer Personalized Learning?

At EI Design, over the last two years, we have been adding approaches that focus on crafting learning designs to offer control to learners. Essentially, we want to create learning experiences wherein learners can “pull” what they want rather than be “pushed” into a prescriptive learning journey. The personalization of eLearning is a significant part of this practice.

We have created various approaches to offer personalized eLearning, which map to 4 levels, ranging from simple personalization techniques, including Avatar selection, custom themes, and so on, to highly customized learning paths that offer learners the control to choose the learning interactions that match their interest and learning styles.

Let me share a case study that uses several of these personalization techniques in a training course intended for newly joined Instructional Designers in our team.

  • With personalization, we are now able to scale the usage of our existing training courses to ongoing learning (learning as a continuum).
  • For the learners, personalization provides them the required control to decide on the most effective approach to learn and come back for enrichment.

Case Study

Here’s a short video that showcases a case study on using personalization techniques in a corporate training course to double the impact of learning.

Additionally, I am sharing the highlights of our approach to personalize eLearning.

Before – The Traditional eLearning Approach

Designed to induct and onboard newly joined Instructional Designers into our team at EI Design, we had created a suite of 15 courses. Although, our audience comprised team members with different profiles, the approach mandated that all Instructional Designers needed to go through all the courses. Goes without saying, the approach used the classical “push” model to train rather than enabling the learners to “pull” what they need.

ProductLine - Instructional Design Courses List - EI Design

After – The Personalized eLearning Approach

Using the personalized eLearning approach, we give the control to the learners (new Instructional Designers onboarding with us) who can now craft their own learning path, based on their proficiency.

Personalized eLearning - Instructional Design Courses 2

Highlights Of The Personalized eLearning Approach

  • Create learner-centered goals and objectives.
  • Assess online learners to identify knowledge gaps.
  • Offer timely, personalized eLearning feedback.
  • Provide constant online support.

Features Of The Personalized eLearning Approach At A Glance

  1. Avatar selection/Role selection.
  2. Pre-assessment on topics covered.
  3. Range of educational pathways.
  4. Personalized recommendations/feedback.
  5. Re-directs learners for remediation and for good performance.
  6. Provides resources for further exploration of knowledge.
  7. Learners are informed and empowered.
  8. Assessments are related to meaningful tasks.
  9. Reduces the achievement gap.
  10. Enhanced interaction between individual learners and individual teachers.
  11. Facilitates the “community of learning” approach.
  12. Instead of incorporating a linear navigation map, it offers online learners a clickable guide that features diverse eLearning activities and multimedia.

Personalized eLearning - Instructional Design Courses 1

The Impact

Learners’ perspective: They are fully empowered to design their own personal learning path that works best for them.

Organizational perspective: We can validate their current proficiency and provide support (remediation) as well as personalized feedback. Additional learning resources equip the learners to match the proficiency level that our organization requires. The approach also fosters a strong collaboration (between the peers and with senior managers).

Gains of the personalized eLearning approach for the learners: 

  • Let online learners choose their own eLearning activities and multimedia.
  • Set manageable milestones.
  • Incorporate online resource libraries for asynchronous eLearning.

 

Source: https://www.eidesign.net/benefits-of-personalized-elearning-featuring-case-study-for-instructional-designers/

Why Adopt Microlearning – 15 Questions Answered

Why Adopt Microlearning? What Is The Relevance Of Microlearning Today And Why Is It The Flavor Of The Season?

We live in a world full of distractions and dwindling attention spans. Both these raise questions on how your learning strategy should be updated to offset these challenges. Let’s take a look at this and some of the related facets more closely to determine what approach would offset these.

Challenge 1: Limited Attention Spans

The proponents of the 90/20/8 rule have made interesting observations about human attention spans. According to them:

  • People are completely alert and attentive in the first 8 minutes.
  • Once 20 minutes go by, the attention level starts showing a dip.
  • Once they hit the 60-120 minute range, the alertness level completely drops.

Challenge 2: Dwindling Attention Spans

If the findings of a study by Microsoft are to be believed, the human attention span (8 seconds) is lesser than that of a goldfish (9 seconds).

Challenge 3: The Forgetting Curve

Then there’s the “Forgetting curve” too that postulates that we forget nearly 80% of what we learn in 30 days if there is no reinforcement.

These three challenges are very real and need to be addressed for learning to be sticky, easy to apply on the job, and show a demonstrable gain that businesses want to see.

Let us see how microlearning can come to your rescue:

  • To begin with, you can use microlearning to supplement your formal trainings. This way, you can ensure that the reinforcement provided in the form of Microlearning helps learners retain the learning you offered them through the formal training.
  • A key feature of Microlearning is that it is short and learners would usually finish going through a Microlearning nugget within a 3 to 5 minute window. This way, it helps you negate the impact of the “Forgetting Curve” and offset the attention span challenge.
  • Short trainings then translate into faster completions, thereby fetching you better completion rates. There’s plenty more to Microlearning and the series of questions and answers that follows will help unravel each of these aspects one after the other.

In this article, through a series of questions and answers, I show how microlearning can come to your rescue. The 15 questions are logically grouped as:

  1. Microlearning basics. 
  2. Microlearning benefits. 
  3. Application of microlearning.
  4. Design and deployment of microlearning.
  5. Impact of microlearning. 

Part 1: Microlearning Basics

Q1. What is microlearning?

As the name suggests, microlearning is learning in micro bites. It is a short learning nugget that a learner would usually complete between 2 to 5 minutes to achieve a specific learning objective.

While microlearning nuggets can be used for both formal and informal learning, they are used more often for just-in-time learning purposes (as Performance Support Tools).

They offer multi-device compatibility and appeal to learners because of the rich media format usage.

Q2. What is not microlearning?

Microlearning is not just breaking down a 10-hour training into small pieces.

It’s an action-oriented approach of offering bite-sized learning that gets learners to learn, act, and practice.

The ideal way to go about creating microlearning nuggets is to identify the larger learning objective and then drill down at micro levels.

Q3. Microlearning sounds a lot like Just-In-Time learning of the past. What are the differences?

Just-In-Time learning is normally associated with the concept of Performance Support rendered through Performance Support Tools or PSTs.

  • They are typically designed to address a definite learner need or a specific problem.
  • They are normally not tracked by Learning Management Systems and are designed to support the formal training (tracked by LMSs).
  • They are almost always embedded in the learner’s work-flow. In other words, they are used for informal training. PSTs use microlearning-based formats.

Microlearning nuggets on the other hand are short training nuggets that address a specific learning outcome. They can be used to provide both formal training as well as Performance Support or informal training. They can also be used to support ILT/VILT sessions.

Q4. How micro can you go with microlearning?

The idea behind creating effective microlearning nuggets is to keep them as crisp as possible

while ensuring that they are long enough to adequately cover a learning objective.

While there’s no perfect length as such for microlearning, ideally they should be:

  1. Easy to internalize.
    They should be short enough for learners to consume them easily in one go.
  2. Available to learners precisely at the time of their need.
    The microlearning experience should be such that it helps learners on the job at the moment of their need.
  3. Designed to enable learners to act and practice.
    The microlearning experience should be action-oriented and help learners practice what they’re learning.

Part 2: Microlearning Benefits

Q5. How does microlearning empower learners?

With microlearning, learners get a chance to apply their learning as they are doing their work. The transfer of information happens at a desired level and at the learners’ own pace. Besides, microlearning empowers learners in the following ways:

  • It provides them with the flexibility to learn on any device, whenever they want to.
  • It avoids them the hassles of logging in to a Learning Management System and then going about their learning.
  • It provides them access to the learning material within their workflow.

Q6. What are the benefits to the learners?

The key benefits of microlearning from the learners’ perspective are:

  • Learner-centric.
    Microlearning nuggets can be embedded in a learning path in a flexible way, letting learners choose what they want to learn and when on the device of their choice. They also help address the different learning styles and preferences that learners have and bring in an element of personalization in the learning.
  • Just-in-time.
    Microlearning nuggets make great Performance Support Tools (PSTs) to help learners apply the learning precisely at the moment of their need.
  • Accessible.
    With every passing day, learners are getting more access to mobile devices such as tablets and smartphones. Microlearning nuggets can be easily made available to learners on the device of their choice.
  • Rich media.
    Learners today are used to viewing pieces of information in various rich media formats. The flexibility microlearning offers in this regard helps meet learners’ expectations to have an engaging experience.
  • Less time consuming.
    Microlearning nuggets can be completed quickly. The learning as a result is more effective and beneficial for learners.

Q7. What are the benefits for business?

The key benefits of microlearning for the business are:

  • Affordable and agile.
    Organizations need not spend a bomb on microlearning nuggets. Studies reveal that organizations end up bringing down the development cost by 50% with microlearning at a development speed of +300%.
  • Shorter development cycle.
    As microlearning nuggets are short, it doesn’t take long to build them. This short development cycle results in lesser expenditure and a quicker turnaround time for organizations.
  • Easy to update.
    The short turnaround time factor comes into play in case of updates to be made to the nuggets as well. As they are short, it doesn’t take long to fix/update them, thereby providing organizations with an obvious advantage.
  • Wider application.
    You can use microlearning for both formal and informal training needs. They offer you the flexibility to use them as Performance Support Tools (PSTs), as standalone learning nuggets or as part of a series of courses. You can also offer them through an LMS or integrate them in the learning path of a learning portal.
  • High impact.
    As microlearning nuggets help achieve a specific learning objective, they help create a high impact as learners get to learn exactly what they needed.

Q8. Why is microlearning gaining momentum?

Some of the reasons why microlearning-based training is gaining momentum are:

  • Increased usage of mobile learning or mLearning.
  • You can develop and update microlearning nuggets quickly.
  • The flexibility to use them for both formal and informal training needs.
  • It results in higher completion rates and higher impact.
  • It is perfect for learners with low attention spans.
  • It finds takers in the millennial generation and other learner profiles.

Part 3: Application Of Microlearning

Q9. Is microlearning relevant only for the millennial workforce?

Microlearning nuggets are designed in a way that appeal to Millennials. However, their appeal extends beyond the millennial generation and they find takers in all learner profiles as they:

  • Save learners’ time and offer them the advantage of completing the learning quickly.
  • Offset the challenge of dwindling attention spans.
  • Can be taken on the device of learners’ choice.
  • Need not be taken through a Learning  Management System.
  • Can be made available within the learners’ workflow.

Q10. How can you use microlearning in corporate training?

You can use microlearning for varied corporate training needs, including:

  1. Formal training.
  2. As a supplement to formal training.
  3. To supplement/reinforce online and ILT trainings (pre and post).
  4. As just-in-time learning aids.

Q11. When should you not use microlearning?

Microlearning may not work in a few situations where the training program at hand is too complex and where it makes more sense to present the training as a single larger learning unit.

Otherwise, microlearning can be applied to almost all training programs in the form of standalone nuggets or as a series of nuggets threaded in a learning path.

Their widest adoption continues to be as Performance Support Tools or PSTs (just-in-time leaning aids).

Part 4: Design And Deployment Of Microlearning

Q12. How should the microlearning be designed?

You can go about designing an effective microlearning experience by following the given steps:

  1. Step 1: Create the “Master Learning Blueprint” for your course and define the learning goals.
  2. Step 2: Craft the “learning path”. You need to then convert your master learning goal into a series of nuggets. As and when your learners complete each nugget, they would get one step closer to achieving the larger learning goals.
  3. Step 3: Scheduling the learning path/learning journey. Get your learners to complete these milestones everyday or based on their convenient time. This way, you can help learners reinforce the learning and practice what they have learned along the way.

Q13. What are the formats in which microlearning can be deployed?

Today, you can take a pick from several engaging and innovative formats. All of these are multi-device formats (supported on desktops/laptops as well as Ttblets and Ssmartphones). You can pick a particular format based on the nature of content and how it should be applied.

At EI Design, we use most of the popular formats shown here to create engaging microlearning nuggets for formal learning, Performance Support as well as to supplement ILT sessions.

  • Interactive parallax based scrolling.
  • Mobile apps.
  • Short videos.
  • Interactive videos.
  • Whiteboard animations.
  • Kinetic text based animations.
  • Complex branching scenario based simulations.
  • Infographics.
  • eBooks and flipbooks.
  • iPDFs (interactive PDFs).

Part 5: Impact And What More Is Possible

Q14. Can microlearning impact the ROI?

Any learning strategy that can impact Recall, Retention, and Application will be able to demonstrate a positive impact on the ROI. As we have seen so far, microlearning approaches appeal to the learners, lead to high completion rates, and package information that can be applied precisely at the time of need. Designed to meet the mandates of knowledge acquisition, application, and behavioral change, microlearning-based training will establish a clear value for the business and ROI.

Let’s take a look at the impact on ROI that microlearning creates in the light of Kirkpatrick’s model of evaluation.

 

Kirkpatrick’s model of evaluationMicrolearning impacts Levels 1 and 2 directly. As a derived gain, it would impact Levels 3 and 4, thereby resulting in a positive ROI on training.

Q15. What more is possible?

As I have shown earlier, you can opt for a variety of interesting formats (mapping to your content).

Additionally, you can enrich the microlearning experience by using it in conjunction with other approaches such as:

  1. Gamification.
  2. Social Learning.
  3. Personalization.

 

I hope this article answers your questions on microlearning and why it makes sense to adopt microlearning based training in your learning strategy. If you have any queries, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/adopt-microlearning-15-questions-answered/

How To Create Engaging Compliance Courses Using Gamification And Microlearning

compliance courseWhen you think of compliance courses, possibly the first word that comes to mind is boring. Well, they tend to be boring but can be uplifted to offer better learner engagement. In this article, you will see how you can create engaging corporate compliance courses using gamification and microlearning approaches.

Using Gamification And Microlearning To Create Engaging Corporate Compliance Courses

Background: At EI Design, our corporate compliance practice is 14 years old. One in six courses that we build is on compliance. Over the years, we have used several innovative instructional strategies to create immersive and engaging compliance Training. Our mandate is “Corporate Compliance Simplified” and usage of these strategies has helped our customers see the required behavioral change that they sought.

What Innovative Instructional Strategies Can Be Used To Create Engaging Compliance Courses?

The choices when trying to create interactive compliance courses are limited only by your imagination. Some of the approaches we have used include:

    1. Gamification.
    2. Scenario-based.
    3. Story-based.
    4. Guided exploration.
    5. Microlearning.

Can Gamification And Microlearning Be Used To Uplift boring Content Associated With Compliance Courses?

Absolutely. Who doesn’t like having fun? Ask your learners to choose between a standard compliance course and one with an element of gamification with it, nine out of ten times they’ll go with the latter.

Microlearning, with its innate nature of brevity and flexibility to drive home a specific message effectively, can also be a great option to enliven your corporate compliance learning subjects.

In this article, I will share 3 of the approaches (featuring gamification strategies and microlearning solutions) with examples that will illustrate how you can enhance your strategy to create more effective and interactive compliance training. The 3 approaches featured here are:

    1. Gamification.
    2. Partial Gamification.
    3. Microlearning.

Here are the 3 examples that showcase how we integrated gamification and microlearning elements in compliance courses. These examples will help you determine how you can use them to make your compliance training interesting:

Example 1 Featuring Gamification: Used In A Course On Risk Management

Background: When dealing with corporate compliance subjects, it’s important not to get carried away with the gamification approach and overdo stuff. With this in mind, we devised our approach. Additionally, we decided that the gamification strategy:

    1. Needed to have elements of both challenge and reward.
    2. Must be such that the game scenario/story maps to the context of the course content.
    3. Needed to provide learners with a feeling of resonance – situations that are similar to what they do in their everyday job.
    4. Needed to increase the learners’ knowledge as they cleared one stage after the other.

Highlights of the concept: We came up with a gamification of learning approach that was task oriented and simulation based.

    1. In line with the contextual requirement, we mapped the game scenario with the risk management theme. We posed challenges to learners at every stage of the game. As they cleared each of these challenges, they experienced incremental learning after every stage.
    2. We provided the learners with a work setting (visual) that resembled their day to day environment.
    3. The challenges were presented in the form of bonuses and bombs and the rewards came in the form of caps and badges.
    4. That apart, we enhanced their learning experience with activities that evoked feelings of surprise and delight.
    5. We provided the option of seeking help to the learners as they went about their tasks. This resonated well with the learners as they would do the same in real life in times of need. Gamification of learning helped achieve better application of knowledge and enhanced performance.

 

compliance-gamification-examples

Example 2 Featuring Partial Gamification: Used In A Course On Risk Management

Background: Here, the focus was on gamifying only portions of the course and not the complete course. We decided to gamify the inline checks and the assessment section. While the rest of the course followed a more traditional approach, we used the Partial Gamification approach at points where the learners needed to answer questions to proceed to the next topic.

Our concept: Like in the previous example, we based our gamification approach on the risk management theme and asked the learners to obtain an “access key” to be able to advance from one topic to another. The learners had to answer the questions correctly at the end of every topic to obtain the access key.

The theme also reflected in the overall visual appeal of the course.

Compliance course Access key

Example 3 Featuring Microlearning: Used To Reinforce Message On Conflict Management

Background: To make the compliance subject on conflicts of interest interesting, we created a microlearning nugget using the whiteboard animation technique. We used this nugget as a Performance Support Tool/Learning Aid and made it available to learners on tablets/smartphones/desktops/laptops. This made it easy for them to refer to the nugget at the time of their need on mobile devices.

Focus of the microlearning nugget: The microlearning nugget was built to complement a compliance course on conflict management. We kept the message and animations/illustrations simple providing the learners with a great mix of action on the screen and time to comprehend the message. To reinforce the message, we backed the visuals with audio.

The nugget conveyed in simple terms that conflicts do exist, how one can recognize them, and how they can be resolved.

Microlearning Compliance course EI Design

You can also view these examples in detail in the video below.

 

By Using Strategies Like Gamification And Microlearning, What Tangible Gains Will You See?

While the compliance mandate does come with a few strings attached, there is no denying that you need to have elements of engagement that can create sticky learning experiences so that this learning gets translated into application on the job.

By using innovative learning strategies like gamification and microlearning for creating engaging compliance courses, you will see clear gains for both learners and business. Specifically:

Gains From Learner Perspective:

    1. High learner engagement.
    2. Immersive experience: The courses are taken with genuine interest (no bitter pill but learners will enjoy the experience).

Gains From Business Perspective:

    1. Instils the spirit of “why comply”.
    2. Leads to the required behavioral change.

I hope this article showcases the gains of using innovative learning strategies like gamification and microlearning to create engaging compliance courses. If you have any questions, do contact me.

Source: How To Create Engaging Compliance Courses Using Gamification And Microlearning

How To Use Mobile Learning To Increase Employee Engagement And Boost Performance

How-Can-Mobile-Learning-Increase-Employee-Engagement-And-Boost-Performance-EI-Design

Modern-day employees expect a lot more from trainings. Organizations need flexible and exciting approaches to keep them hooked. This article outlines how you can use Mobile Learning to increase employee engagement and boost employee performance.

Using Mobile Learning To Increase Employee Engagement And Boost Performance 

Mobile learning or mLearning involves the use of mobile technology to enable learning anytime and anywhere on mobile devices at the learners’ own pace. Generally, the same training would be available across multiple devices (desktops, laptops, tablets, smartphones, and so on), enabling learners to learn on the device of their choice.

Just about everything has gone mobile today and Learning is no exception. The number of takers for mobile learning is only increasing, and this is on account of:

  • Changing learner profiles.
    The millennial generation is now a significant part of the workforce and they are addicted to mobile devices.
  • How learners want to learn.
    Learners today need “just-in-time” information and instant gratification of their infotainment needs.
  • Changing learning device preferences.
    Today’s learners look for the flexibility to learn on the device of their choice.
  • Maturing of tools and technology.
    Today, there is no dearth of authoring tools, platforms, Learning Management System, and other technology to support mobile learning (supporting both adaptive and responsive designs).

Why Does It Make Sense To Adopt Mobile Learning To Increase Employee Engagement?

Working styles and preferences in organizations are undergoing a sea change. Taking the mobile route to working is catching up big time.

Adam Kingl, Director of Learning Solutions at the London Business School says that flexibility is “the number one reason” why employees of today join a workplace. With exposure to modern day communication methods and having been accustomed to communicating with people anytime and from anywhere, flexibility at work is something that employees expect companies to provide them with, Kingl says. It is no longer a perk or a reward, he observes.

Besides, factors such as high speed and inexpensive broadband/Internet access, maturing of technologies, and increasing concerns with regard to work-life balance are prompting employees to look for employers who would provide them with a “no strings attached” approach to work as far as presence in the workplace and flexibility to work/learn from any location is concerned.

With its flexibility, ability to offer Performance Support at the time of need, and several other factors, mobile learning is just the dose organizations need to pump up employee engagement.

5 Ways To Use Mobile Learning To Increase Employee Engagement

As we have seen, mLearning or mobile learning easily maps to what learners want and how they want to learn.

You can multiply the impact of your strategy by weaving in the following elements that have a direct bearing on employee engagement:

1. Gamification.
It is a mature approach today and can be used to uplift almost all corporate training needs. Gamification for serious learning brings in high engagement, high completion rates, and sticky learning. All these lead to an increased probability of application of the acquired learning on the job, just what the Learning and Development teams dream of.

2. Interactive Videos.
They offer an interesting step-up to the classic video based training. Interactive videos flip the passivity of standard video based learning to a richer, interactive, and stickier learning experience.

3. Microlearning.
With dwindling attention spans and higher distractions for the average learner, the answer lies in offering bite sized learning that is available to learners exactly at the time of need. mLearning or mobile learning can be used for both formal training as well as performance support (just-in-time learning aids). The flexibility of accessing this in between meetings or when one is stuck goes a long way in ensuring these nuggets or micro courses get completed and internalized.

4. Millennial-Centric Learning.
mLearning or mobile learning intrinsically appeals to the increasing millennial workforce. You can use the cues of their traits, learning styles, and learning preferences to create a customized strategy that will deliver the required learning experience.

5. Mobile Apps For Learning.
Given the prevalent use of apps in daily life, it comes as no surprise that usage of mobile apps for learning is gaining momentum. They can be used for formal training but their strength lies in their use as Performance Support Tools.

6. Social Learning.
Collaborative learning is accepted as a strong methodology for adult learners. Today, mLearning or mobile learning makes it easier for learners to discuss, deliberate, share, collaborate, and learn.

How Can You Use Mobile Learning Or mLearning To Boost Employee Performance?

The key advantage of mLearning or mobile learning is its flexibility. Learners can access it on the go and precisely when they need it. Access to this information in a format that is easy to review, internalize, and apply further enhances its value to organizations and learners.

The improvement in employee performance has a direct co-relation to accessibility of learning, its availability in a format that learners find exciting, and its learnability or learning effectiveness.

Once these are in place, there would be application of the acquired learning and a gain for learners as well as businesses.

To boost employee performance, you can use mLearning or mobile learning as follows:

1. Formal Training. 

Do not be limited to the structured and traditional formats of delivery but provide further flexibility to learners through Learning paths. Having access to learning as a continuum (rather than discrete sessions) goes a long way in using learners to apply and achieve a demonstrable gain. You can also opt for specific Learning portals that can leverage on microlearning, gamification, and social learning to multiply the impact.

2. Performance Support Tools (PSTs). 

These on the job, just-in-time learning aids that are available to learners within their workflow (and at the precise moment of need) have shown to create the required behavioral change. You can also use them to re-inforce learning by engaging with learners post the formal training.

3. Digitize ILT. 

You can embed elements of mLearning or mobile learning into the traditional ILT delivery and see the impact you seek. This can range from pre-workshop collateral to exercises, simulations, role-plays during the workshop to its workshop assessments. You can retain the connect between instructors and participants as well as between participants and use this channel to provide learning nuggets well after the workshop. All these measures have a direct impact on learning, application, and the desired behavioral change.

What Are The New Or Trending Approaches That Can Increase Employee Engagement And Boost Employee Performance?

My personal recommendations are to integrate the following aspects in your learning strategy:

  • Personalization.
    The learning design in mLearning or mobile learning should include feedback along with reinforcement or supplement options. This personalization shows a manifold increase in both learner engagement and their performance gain.
  • Learning portals.
    As highlighted earlier, you should invest on Learning portals for your key learning or change management initiatives. You can leverage on microlearning, Gamification, and Social learning to multiply the impact.
  • Content curation.
    I believe this is the next big thing to watch out for. It provides learners to curate content, create personalized learning paths, bookmark assets they can use on the job, and share these inputs with their peers/seniors. Organizations can use this to support primary training initiatives and create portals that provide information at the time of need.

Summary

Mobile learning is a powerful approach that allows learners to experience exciting learning with the kind of flexibility they desire, increasing employee engagement and boosting learner performance, thereby resulting in an increased ROI on training.

I hope this article provides you with insights on how you can use mobile learning to increase employee engagement and boost learner performance. If you need any further assistance, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/how-to-use-mobile-learning-to-increase-employee-engagement-and-boost-performance/