eLearning Trends And Predictions For 2018

What Are The eLearning Trends And Predictions For 2018?

We are going through a phase of significant and rapid “learning transformation“. This has led to an adoption of new, immersive approaches to creating impactful learning that can lead to the required performance gain. This is not all. We also see that L&D teams are on the look-out for measures to evaluate the effectiveness of learning.

As a Chief Learning Strategist, I have been part of many such opportunities across the world. The pointers shared by me here reflect my insights from this close interaction and collaboration.

For ease of applicability, I have banded various trends and predictions in 2018 into 3 tracks:

  1. What will continue to offer value
  2. Coming of age – An increase in adoption
  3. Emerging or maturing – Watch out for

Section 1 – What Will Continue To Offer Value

mLearning Or Mobile Learning

Usage of mLearning or Mobile learning adoption in corporate training saw a significant increase in 2017 and this trend will continue. With the maturing of authoring tools that are completely responsive, BYOD (Bring Your Own Device) flexibility in training policy will see an even more effective use of mLearning or mobile learning in 2018.

What I see changing in 2018, would be its wider application across all corporate training needs as well as its increased use to support informal learning and digitization of Instructor Led Training (ILT).

I also envision increased usage of formats that learners use in their daily life (notably, Apps and videos) to offer both formal and informal learning and more significantly reinforcements (through assessments supported by practice exercises leading to skill acquisition and mastery).

Digitization Of ILT (To Blended Or Fully Online)

In my assessment, the digitization of ILT (particularly to blended rather than fully online) will see further acceleration.

For instance,

  • I see training programs like induction and onboarding adopting a blended approach.
  • Others like application simulation training programs will opt for the fully online model (supported by practice sessions on the actual tool).
  • Similarly, I see soft skills training moving to largely online (for knowledge acquisition), but being supported by coaching and mentoring on one hand (to retain the human touch) and leverage on platforms for social learning and curation.
  • I see training programs for professional skills opting for predominantly online delivery supported by Performance Support Tools over learning paths.

I envision a higher usage of microlearning for pre-workshop and post-workshop collateral to support predominantly ILT programs.

Microlearning

The usage of microlearning began as nuggets to support traditional eLearning courses a few years ago. 2017 saw an acceleration in its adoption across most corporate training programs.

In 2018, I continue to see this momentum grow with more training programs using the power of microlearning for primary (formal training) and as just-in-time performance support (learning aids or job aids).

I also see an increase in the richness of the formats to offer microlearning. More significantly, I see leveraging on “learning paths” to not only offer a clear learning journey to the learners but also continuing the connection through the year (through a variety of nuggets).

Performance Support Tools (PSTs)

Offering Performance Support Tools on smartphones, so that these learning aids are within the learner’s work-flow and available to them exactly at the moment of their learning need, will see an acceleration in 2018.

Leveraging on the popularity of microlearning, in 2018 too, PSTs will be used extensively to support primary formal training enabling organizations to see the application of the learning.

They will continue to support ILT training as well.

Gamification

Till 5 years ago, gamification in corporate training was viewed with skepticism. From this perception to today’s reality, gamification (full or partial) has increasingly become a part of the organization’s learning strategy.

I see an increase in gamification for serious learning to continue and extend to the programs that have traditionally not used it or used it rather sparingly (for instance compliance and application simulation-based training).

Social Learning

Although learning from others and with others is intrinsic to human beings, we have seen a recognition for using social learning as an important part of corporate training only in last few years.

With options for platforms or portals, I see an increase in usage of social learning to foster a spirit of collaborative learning in organizations.

Mobile Apps Or Apps For Learning

The total number of app downloads across the world in 2017 was a staggering 197 billion. Given the fact, that we use apps several times during our day, its usage for learning is a logical extension.

I see an increase in the usage of mobile apps for learning, and this will become a significant part of corporate training in 2018. They, too, will leverage on microlearning (including learning paths) as well as on gamification. The flexibility of personalization and connect with learners through notifications (on updates) continues to establish their value.

Video-Based Learning (Videos And Interactive Videos)

I don’t even need to highlight the role of videos in learning. If you were to poll the learners, this would definitely be in their top 3 formats for learning. The only challenge with classic video-based learning is the passivity and most of us forget what we learned after 60 seconds.

In 2018, I see more investment in videos that offer interactivities (similar to traditional eLearning), interim knowledge checks, branching based on the choices learners make as well as the end of program assessments.

Furthermore, you will see an integration of videos from YouTube to create a specific learning path (similar to topics in other online courses) and track learners’ progress and performance.

Next Gen-LMS/LCMS

In 2017 eLearning Trends and Predictions, I had highlighted how LMS/LCMS platforms need to align to the way the learners want to learn. I see the trend continuing in 2018, and a shift from corporate LMS platforms that “push” training programs to personalized learning paths that learners can “pull”. Flexibility to learn offline and sync back with the LMS once you are online are no more desirable but essential features.

Rapid And Completely Responsive eLearning Tools

The next year will see further enhancements in ease of development (rapid and fully responsive designs) to keep pace with microlearning needs as well as flexibility to incorporate trending learning strategies and high impact formats.

Informal Learning

Organizations are realizing that the budget spent on only formal and structured training (that is only one of the many ways we learn) is not enough. Providing learners with more channels to learn from, having access to precise information they need when they have a challenge and foster collaborative learning are some key aspects that will see increased focus in 2018.

The usage of Performance Support Tools (PSTs) needs to be an integral part of the training to provide just-in-time learning aids to the learners and I see this trend certainly picking up momentum in 2018.

Grab your copy of free eBook eLearning Trends and Predictions for 2018 from here.

Section 2 – Coming Of Age – An Increase In Adoption

Learning Portals

Learning portals were initially conceptualized for certain key programs that needed a different degree of engagement from the learners (in contrast to traditional LMS platforms). Today, they can be designed as stand-alone platforms or co-exist with the LMS.

They are learner-centric and provide a higher degree of control to the learners. The reason for their popularity is a niche and a definitive need they are often designed for. They typically feature a learning path (featuring resources in different formats) and some collaboration features (extending to curation). Most of them offer a highly personalized path to the learners. More significantly, they capture learner analytics at levels that a traditional LMS cannot or does not capture.

In 2018, I see an increased adoption of learning portals as many of the legacy LMS platforms do not provide this capability. It would be interesting to see with similar features being available in next-gen LMSs, how learning portals do evolve in 2019.

Personalization

“One size does not fit all” and learning is no exception. Personalized learning will see an increase in 2018.

Using assessments (pre-test) or surveys (to determine learner’s interest and their assessment of proficiency) will help organizations create personalized learning paths for the learners. Interim check-points (with formative feedback) can be used to redirect learners to other aspects of the training that may not have been the recommended path but which would be useful. Looking at the way learners engage with various assets can lead to other, new recommendations to be made.

I believe this is one trend that is worth a closer look in 2018.

Curation

Thanks to the internet, today we have tremendous knowledge at our fingertips. However, sifting through various options to determine relevancy is often a time-consuming process. This is precisely where content curation fits in. The curator (an expert) sifts through the data and creates a learning path that meets defined objectives.

Learners are provided with learning paths, and they have the flexibility to re-configure them if required. They can also share and recommend assets from the portal. The process can be made more inclusive by having learners contribute and enrich the repository.

I believe that 2018 will certainly see an increase in content curation solutions.

Section 3 – Emerging Or Maturing – Watch Out For

Artificial Intelligence (AI) In Learning

Do I see a world where AI can replace the tasks L&D teams do in terms of defining what courses learners should take and what additional resources they have access to? Not quite!

However, using cues from learning analytics (notably, xAPI) AI can add tremendous value in recommending assets that can help the learners reach the desired goal (skill enhancement or behavioral change).

As we begin understanding learner motivation, behavior and the dynamics in the current learning path (how they navigate, what they browse, where they spend time, and so on), we can potentially use AI to direct them to areas they may not have explored.

It would be interesting to see which of the current LMS providers turns out to be the first mover in offering this capability in 2018.

AR/VR For Immersive Learning

Without any doubt, AR/VR provides one of the most immersive learning experiences. Although this has seen a considerable traction in 2017 and shows promise in 2018, it does come with a hefty price tag (and longer lead time to develop).

With early adoption in training intended for hazardous workspaces (Health and Safety training) or complex simulations, we are already seeing the beginning of usage of mobile apps that embed AR features.

Now, it is anticipated that this will eventually substitute scenarios including branching scenarios as well as video-based learning for behavioral change. This will open doors to its application in soft skills and to a wider application for corporate training.

Big Data-Reporting And Analytics And Its Usage In The Determination Of ROI

Big Data refers to voluminous data that is aggregated from various sources (typically, LMS, LCMS, learning portals, and surveys/polling or assessments in the context of eLearning). Given its large volume, complexity and the fact that it is dynamic, there is no tool that can manage and analyze it.

Big Data reporting and analytics encompass the approaches through which this data can be presented in formats that are relevant for analysis, decision making, and action. When processed right, this can give us tremendous insights on how learners learn, the impact of training on skills or behavioral change and the impact on business. It can then help in the determination of ROI on training spend.

I see an increase in Big Data reporting and analytics in 2018 leading to the further optimization of the training delivery.

This analysis can be used to understand the learner’s behavior, and the way they want to learn, the learning paths that are chosen by the learners and update the existing training delivery. These cues can be further used to create personalized and more effective learning paths that enable learners to learn, practice, obtain feedback and remediation, and so on.

Learner Analytics To Enhance Learning Experiences

Although learner analytics is an integral part of the overall Big Data that is being collated through multiple, I am highlighting this as a separate aspect. In 2017, we have seen an increased focus on understanding the learners’ behavior and what can be done to improve the motivation, engagement, and application of on-the-job learning.

Usage of Tin Can API can give a very detailed view of how learners are interacting with the eLearning courses and validate it against the assumptions and revise the learning designs/learning paths, if necessary. I see this trend seeing further traction in 2018 resulting in learning designs that appeal to learners and create the required value that businesses seek.

Over the next 2-3 years, I see an extensive use of AI (Artificial Intelligence) in using this analytics and creating recommended and highly personalized cues for the learners.

I hope you find these pointers as part of my eLearning Trends and Predictions for 2018 useful and I also wish you are now able to use them in your organization. If you have any queries, do contact me at apandey@eidesign.net

eLearning Trends And Predictions For 2017

As you plan further investment on training in 2017 and are on the look out for ways to enhance employee performance, read on and check out my list of eLearning trends and predictions for 2017 for cues on what may work for you!

2017: eLearning Trends And Predictions

Organizations around the world are looking for some foresight, and it’s prediction time. I’ve got a few, but here’s a little disclaimer – I have no crystal ball, no tarot cards.

  • My list of eLearning trends and predictions is based on my observations of how ideas evolved into trends in the last few years and ideas that are simmering today with all the ingredients to make them the hottest thing in town in the days to come.
  • I also believe that looking at eLearning trends and predictions becomes more meaningful when it provides you with inputs you can use. This was exactly my objective and this article on eLearning trends and predictions for 2017 will provide several pointers that you can use to uplift your current learning strategy (better learner engagement and other measures to create the impact businesses need to see).

And now, it’s time to look at the eLearning trends and get going with the predictions for 2017. I have banded this into 3 parts:

  • What will continue to offer value (what has worked and delivered value in the recent past).
  • Where we will see increased focus.
  • What to watch out for in 2017.

What Will Continue To Offer Value

1. mLearning Or Mobile Learning.

Over the last 5 years, adoption of mLearning or mobile learning has been on an upswing. Flexibility to offer the courses that are multi-device (they run seamlessly on desktops, laptops, tablets, and smartphones) is the single biggest gain. The next year will see maturing of delivery that is completely responsive that is, the online course will adapt to the device it is being viewed on. There will be a wider adoption of mLearning across all training needs.

EI Design microlearning example 1

2. Microlearning And Learning Paths.

The shift from courses that need 60 minutes or more to bite sized learning that can be easily taken on the go will gain further momentum. Using multiple microlearning nuggets to create a learning path would be another related approach.

Microlearning-and-learning-paths

3. Mobile Apps For Learning.

To offer learning solutions that appeal to learners and engage them, usage of mobile apps for learning will increase. They offer additional flexibility to take the online course when learners do not have access to internet and can be used for both formal and informal learning.

Mobile Apps for learning

4. Gamification.

Predicted as the “next big thing” when it first appeared in Google Trends in Sep’10, gamification for corporate learning has finally arrived. It will continue to be a strong strategy to create high impact, immersive learning. It will also leverage on mLearning, microlearning and social learning to multiply its impact.

EI Design gamification in training

5. Videos And Interactive Videos.

Learning through videos will continue to hold its appeal. As an extension, the capability of interactive videos to flip the passivity of videos to rich, interactive experiences will see an increase and will be used for both formal training as well as performance support.

Videos and Interactive videos

6. Collaborative And Social Learning.

Today, social learning is more than a buzz and is increasingly used by forward thinking organizations to foster collaborative learning and more significantly its application on the job. While there will be a continued need for formal training that meets specific learning outcomes, there would be an increase in platforms for informal or social learning where learners can network, share, collaborate, and exchange ideas on problem-solving.

Collaborative-and-Social-Learning

7. Performance Support Tools (PSTs).

Performance Support Tools or PSTs are learning aids meant to help employees with on-the-job support at the precise moment of their need. With wider adoption of mLearning or mobile learning and varied, innovative formats of microlearning, there would be a steep increase in the use of PSTs.

Performance Support Tools (PSTs)

Where We Will See Increased Focus

1. Learning Portals.

Focused responsive portals that offer a range of assets for formal learning, Performance Support Tools, collaborative and social learning will see an increase. They will extensively use mLearning or mobile learning and learning paths that can be personalized. microlearning, gamification, and leader boards will be an integral part of these solutions. Specific analytics to assess learner engagement and performance will further increase its impact.

2. LMS (Learning Management System), LCMS (Learning Content Management System) Refresh.

These are already evolving from corporate avatar to dynamic, learner centric platforms from cloud. The shift is on control to learners as more and more learning is becoming “pull” based rather than “push” based. With features ranging from support of mLearning or mobile Learning to personalized learning paths, flexibility of social learning and enhanced learner analytics, they will be a vital tool to engage learners and assess their performance. They will increasingly feature curation with contributions from learners to keep the resources contextual and relevant to the community.

3. Measuring Learning Effectiveness Or Learnability Of Online Courses.

Learning effectiveness or learn-ability has a direct impact on learner reaction, learning, and application on the job. This year is likely to witness increased usage of frameworks that enable you to measure the effectiveness of your courses and also bring in predictive learn-ability for new development.

4. Learner Analytics.

The coming days will see an increased focus on understanding learner behavior and its analysis to assess what can impact it and align the learning experience to the performance gains that the business seeks.

Watch Out For

1. Personalized And Adaptive Learning.

The trend will be on personalization of learning rather than “one size fits all”. This will become a significant aspect of formal learning. It will provide learners with a personalized learning path based on their interaction with learning components.

2. Content Curation For Learning.

Essentially, this is the process of sorting of data on the internet and presenting it as meaningful, easy to process assets for learning. It can be used to support formal training or part of formal learning. While recommended learning paths can be established, the control will still be with the learners to customize and reconfigure the way they want to learn. The initiative will support the “creation” of content and can be used to have wider contribution from users.

3. Usage Of Virtual Reality (VR) And Augmented Reality (AR) For Learning.

While the jury is still out on the viability of this one and if this will be a force to reckon with in creation of immersive learning, I do believe that this something to watch out for. With early adoption in Health and Safety and practical training in dangerous or hazardous fields, this would also find a place for training on behavioral change. Gamification too will leverage on this for diverse training needs. Today it comes with a prohibitive cost tag but over the next 2-3 years, this will change the learning scope dramatically.

4. Wearable Technology For Corporate Learning.

This is truly a trend to watch out for as it enables several prevailing trends to move on to another dimension. On one hand, gamification will also see usage of “wearable tech” like a VR headset to make the learning experiences even more immersive. I believe that we will also see usage of smart watches to provide just-in-time learning (micro nuggets for performance support that are easily available to learners precisely at the moment of need).

Final Word

In this article, I have shared my list of eLearning trends and predictions for 2017. I am sure you will find their application to be useful in mitigating some of your current challenges as well as scaling for the future (in sync with changing expectations).

As a follow-through, I am releasing an eBook shortly that will provide examples on how several of these trends can be practically applied in your organization. Meanwhile, do contact me at apandey@eidesign.net if you need any specific assistance.

Source: https://www.eidesign.net/elearning-trends-and-predictions-for-2017/

KnowledgeWorks releases new future forecast exploring learning in 2025

knowledgeworks_201512b.jpg“The Future of Learning: Education in the Era of Partners in Code” heißt dieser lesenswerte Trendreport, den KnowledgeWorks noch schnell zum Jahresende freigegeben hat. Dieser “ten-year forecast” ist als Matrix aufgebaut: “drivers of change meet impact layers”. Und die “drivers of change” lauten:

Optimized Selves. Discovering new human horizons
- Labor Relations 2.0. Negotiating new machine partnerships
- Alternate Economies. Finding the right niche
- Smart Transactional Models. Creating self-managing institutions
- Shifting Landscapes. Innovating in volatile conditions

Die Matrix entsteht, indem der Einfluss dieser Faktoren auf Menschen, Strukturen und Gesellschaft durchgespielt wird. Wobei es immer um Menschen als Lernende und Lehrende geht, um Strukturen als Lernstrukturen und um die Gesellschaft als Wissensgesellschaft. Jede Schnittstelle wird auf einer Seite kurz und knapp beschrieben und mit interessanten “signals of change” verlinkt. Eine “Technologies to Watch”-Aufstellung schließt diesen Report.

Mein Eindruck: Diese Trendstudie ersetzt sicher nicht den Horizon Report, bildet aber eine gute Ergänzung, vielleicht sogar eine Alternative. Während der Horizon Report in den letzten Jahren durch die zusätzliche Aufnahme von “Trends” und “Challenges” etwas “unhandlicher” geworden ist, beschreibt “Education in the Era of Partners in Code” jedes Thema auf einer Seite. Und dadurch, dass hier eher in kleinen Szenarien als in einzelnen Technologien gedacht wird, ist der Ausblick fantasievoller. Das fängt schon mit dem Untertitel “Partners in Code” an, der wie folgt vorgestellt wird:
“Over the next decade, our lives will become so inextricably linked with our digital companions that we will find ourselves living as partners in code, creating the next generation of humandigital co-evolution. Code will become increasingly ingrained in our lives. It will come to function as a sort of white noise in the background: always there and only noticeable when missing. The key challenge of the era of partners in code will be to define how people foster productive relationships with technology that leverage, elevate, and celebrate the unique contributions of our humanity so that we can thrive amid intensifying complexity.”

Der Herausgeber, KnowledgeWorks, stellt sich übrigens selbst als “an Ohio-based non-profit social enterprise” dar. Es lohnt sich, den Link im Auge zu behalten.
Mary Kenkel, KnowledgeWorks, 1. Dezember 2015

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Das Mega-Event der HR-Branche, die Zukunft Personal 2015, ist kürzlich zu Ende gegangen. Auch dieses Jahr ist sie für uns wieder sehr erfolgreich verlaufen – und neben vielen interessanten neuen Kontakten, Gesprächen mit bestehenden Kunden und Partnern haben wir drei wichtige Erkenntnisse mitgebracht. Hätten aber auch drei Verbesserungsvorschläge, aber dazu später. Vorausgeschickt sei, dass das... weiterlesen →

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Tony Bates: Die einzigartigen Charakteristika von Schulungsvideos

Tony Bates ist ein echter Veteran der Lernforschung und ein Pionier in Sachen E-Learning. Nachdem er an der University of London in Erziehungswissenschaften promoviert hatte, widmete er sein ganzes Leben nicht nur der Bildungsforschung, sondern legte auch stets großen Wert auf die praktische Anwendung seines Wissens und die Kommunikation mit der Welt außerhalb des “Elfenbeinturms”.... weiterlesen →

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Subscription Learning: Mit Wissens-Häppchen zum nachhaltigen Lernerfolg

Neues Jahr, neue gute Vorsätze! Neben “Mehr Sport treiben” und “Weniger Süßes naschen” steht bei vielen auf dem Zettel: Mehr Lernen, was mich weiterbringt! Sprich: Mehr gute Weiterbildung. Und zwar nicht wie letztes Jahr – ein mehrtägiges Seminar, dessen Effekt aber dann im Daily Business schnell wieder verpufft, sondern auf kontinuierlichere Art und Weise. Aber... weiterlesen →

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