The Hottest eLearning Buzzwords for 2018 – Part 03: Countdown From 5 to 1

In this final installment of The Hottest eLearning Buzzwords for 2018, we complete our top ten countdown with the top five buzzwords, as revealed by a Google search. We start with the fifth most popular buzzword, Mobile Learning.

5. Mobile Learning

Mobile Learning, also know as M-Learning, is a form of remote learning where participants use mobile devices, such as mobile phones and tablets. As noted by Asha Pandey, a key advantage to the Mobile Learning approach is that it provides flexibility in delivery, allowing participants to learn at a time and place of their choosing using a variety of devices.

Additional benefits of Mobile Learning include greater engagement, since learners are more familiar with their own devices. This is particularly true of groups that have embraced mobile technologies, such as Millennials.

4. Artificial Intelligence

Artificial intelligence (AI) is the ability of a computer program to think and learn. If you’ve interacted with Microsoft’s Cortana or Apple’s Siri, then you are familiar with AI powered chatbots. These chatbots learn from how you interact with them and can personalize responses based on that interaction.

Within the realm of eLearning, AI holds promise for creating a more customized and personalized experience for learners. For example, eLearning Company has linked an AI engine to Captivate to react to natural language input, versus structured input.  Additional applications involve recording user history in order to better structure courses and content.

3. Immersive Learning

Immersive Learning refers to teaching skills by  placing learners in an interactive environment that emulates on-the-job or “real world” situations. A number of techniques are used that differ in the realism or “fidelity” of the simulation, such as simple low-fidelity scenarios to high fidelity simulations delivered through immersive Virtual Reality.

The key advantage of Immersive Learning, is that the closer the learning environment is to the actual situation in which a skill is used, the more likely learning transfer will occur. Additional advantages include greater learner engagement and increased safety for learning skills used in hazardous environments.

2. Gamification

Gamification is the application of gaming theory to learning experiences in simulated environments. For example, learners could be given an avatar and compete with other learners to receive points, badges or access to higher levels of the “game”.

Gamification is said to have a number of advantages, including the capability of providing rapid feedback to learners. Additional benefits include achieving more rapid learning outcomes by generating higher levels of engagement and excitement.

1. Micro Learning

Micro-Learning was the most frequently used Buzzword in the search results. Micro-Learning is a principle for structuring learning content into smaller, more manageable, lessons. These lessons are self-contained, relative short in duration (5-10 minutes) and are structured around a specific need or instructional objective.

There are a number of benefits to Micro-Learning, including more rapid  development and implementation compared to longer courses. In addition, micro lessons increase both engagement and retention.

Conclusion

Love them or hate them, buzzwords are a fact of life, and the eLearning profession is rich with its own unique set of buzzwords. This list is not scientific, but was collected in a systematic manner in hopes of providing the community with insight into what eLearning professionals are talking about on the web. And so we conclude with the final list of the Hottest eLearning Buzzwords for 2018.

The Hottest eLearning Buzzwords for 2018

  1. Micro Learning
  2. Gamification
  3. Immersive Learning
  4. Artificial Intelligence
  5. Mobile Learning
  6. Social Learning
  7. Personalization
  8. Asynchronous Learning
  9. Analytics
  10. Content Curation
  • Honorable Mention: Wearable Technologies
  • Honorable Mention: Learning Management Systems
  • Honorable Mention: Massive Online Open  Course (MOOC)
  • Honorable Mention: Bring Your Own Device (BYOD)References

References

Asha Pandey | What Are The Benefits Of mLearning? Featuring 5 Killer Examples

Wikipedia | Artificial Intelligence

eLearning Company | Using Artificial Intelligence in a Captivate Project

Pooja Jaisingh | Adobe Captivate (2019 release) and Immersive learning with VR experiences

Van Anh Nguyen | Top 7 eLearning Trends for 2018 You Should Know

Suresh Kumar DN | 5 Key Benefits Of Microlearning

Graphics

Rawpixel | Business People Talking on Call

Marjan Grabowski – Unsplash | Hands and Smartphone

Hitesh Choudhary – Unsplash | Man Holding up AI Post-it

Martin Sanchez – Unsplash | Man with VR Headset

Pawel Kadysz – Unsplash | Game Controller

Ksenia Makagonova – Unsplash | Open Hand

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The Hottest eLearning Buzzwords for 2018 – Part 01: Honorable Mentions

Buzzwords and clichés – those are stock and trade. There’s nothing wrong with them.

~ Michael Nesmith

Love them or hate them, buzzwords are a fact of life. Here one year, gone the next, they emerge from the public conversations we have in our professional lives, and the eLearning profession is no exception to the buzzword phenomenon.

This article is the first of three posts that present the cold hard results of a search for the hottest buzzwords eLearning professionals are using in 2018. The goal was not to chart or predict trends, which has been well addressed elsewhere (cf. Suresh Kumar), but to find out the terms most used by eLearning professional today.

While not a scientific study, information on buzzwords was collected in a systematic manner. Candidate buzzwords were gleaned from a Google search of eLearning posts between January 1, 2018 and August 18, 2018. The prospective buzzwords were entered into Excel and then ranked according to their frequency.

A total of ten buzzwords made the final list of ten. However, there were some that didn’t make the cut that bear mentioning. And so, we begin part one with the honorable mentions.

 

Honorable Mention: Wearable Technologies

Wearable technologies are digital devices integrated into clothing or worn as accessories. Wearable technology is a hot market, and Statistica estimates that it will grow to 830 million users world-wide by 2020.

You are likely familiar with wearable technologies, such as virtual reality headgear and smartwatches, but the technology extends to such intriguing innovations as smart fabrics that have the potential to be used in physical education to monitor athletic performance.

Honorable Mention: Learning Management Systems

Learning Management Systems (LMSs) appeared several times in the search results. The focus of the buzz surrounded innovations in LMSs that allowed better integration with other systems, high level customization and greater flexibility to enable personalized learning.

Experience API (xAPI) was mentioned as an important feature for LMSs in that it allows the exchange of data between platforms, such as smartphones and computers. xAPI provides a set of eLearning specifications, much like SCORM. However, as noted by Katrina Marie Baker, xAPI allows tracking both on and off the LMS through the use of learning record stores. Both Adobe Captivate 2017 and Captivate Prime are enabled for xAPI.

Honorable Mention: Massive Online Open  Course (MOOC)

Massive Online Open Courses (MOOCs), much like the name suggests, refer to courses that are administered online, have large numbers of students and are “open” to anyone that wants to attend. The proposed benefit of MOOCs is the capability to reach more students at a reduced cost.

Fiona Hollands cautions that there are a number of issues surrounding MOOCs, not the least of which is lack of agreement on the definition. For example, MOOC is often used to refer to programs that are small or not “open” in that they charge for participation. Another issue is that MOOCs work for some students, but not others, suggesting more needs to be done to enhance student engagement.

 

Honorable Mention: Bring Your Own Device (BYOD)

Bring Your Own Device (BYOD) is the practice where students use their own devices in a learning session. Though BYOD can involve any device, Asha Pandey suggests that BYOD may prove especially useful in mLearning as smartphones are so widely used.

Proponents of BYOD claim benefits such as reduced delivery costs and better performance due to the learner’s familiarity with their laptop, tablet or smartphone. However, these benefits may be offset by issues surrounding security and device support. For example, developers will need to produce and deliver content in a manner compatible with numerous types and manufacturers of devices.

Up Next: eLearning Buzzword Countdown 10 – 6

So there you have it, the four honorable mentions that did not make the final list of 10 eLearning buzzwords. In the next installment, we’ll take a look at five of the hottest eLearning buzzwords, starting with Number 10 “Content Curation”. Stay tuned.

References (In Order of Appearance)

Suresh Kumar | Top eLearning Trends For 2018

Statista | Wearable technology – Statistics & Facts

Katrina Marie Baker | Learning Technology Defined: The Difference Between an LMS, LCMS & LRS (Video Included)

Henry Kronk  | MOOC Expert Fiona Hollands Makes A Suggestion and a Prediction

Asha Pandey | 10 Mobile Learning Trends For 2018

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Compliance Simplified: Using Creative Instructional Design Approaches To Instill The Spirit Of “Why Comply”

Compliance Simplified: How To Use Creative Instructional Design Approaches To Instill The Spirit Of Compliance

In this article, we will look at this challenge in detail. As a response to mitigate this, I will outline how we can instill the spirit of “why comply” by using examples that feature compelling creative Instructional Design approaches.

Background

High profile areas of business –especially anything connected to revenue and markets– are governed by regulations. These are sets of rules set out by government bodies on how businesses should operate – covering trades, financial dealings, competition rules, safeguarding, and more.

For example:

  • Rules on insider trading, antitrust, or competition are in place to ensure that financial markets operate fairly, so no party has an advantage over another.
  • Rules on workplace behavior and health and safety are in place primarily to safeguard the people at work.

How And Why Rules Can Be Misunderstood

Let’s take a look at a couple of examples that explore how and why rules can be misunderstood – either because they try to set standards for personal behavior which is complex and can be challenging, or because they set out strict methods of operation, based on market behavior.

Compliance Simplified Example 1: Respect in the workplace.

Respect in the workplace, or in any place, can be a difficult subject to discuss. People do not like to think they are behaving disrespectfully – most people believe they behave well with colleagues and others they encounter in the workplace. That’s because respect is not regulated – it is set by an internal bearing, based on our morals and ethical perspectives, which are in turn derived from our upbringing, past experiences, home lives, and even faith.

Telling someone their behavior is disrespectful to you or to others can be difficult. Respect is often only noted by its absence and by the person who is not being treated with respect. Huge developments in anti-discrimination movements have made discussions about respect (or a lack of it) in the workplace easier to lead.

What can be done: Let me share how we have handled two important aspects to meet the mandate of respect in the workplace.

  • Recognizing disrespectful behavior.
    In the first instance, we have shown how we can build sensitivity to recognize disrespectful behavior. Alongside, we have added a simple test to guide the learners and help them not cross the line.EI Design Compliance Simplified
  • Responding correctly to disrespectful comments.
    In this instance, using a situation analysis approach, we highlight the consequences of each choice made by the learners. Making the learners see the impact of their choices, we can increase the probability of right action.
    EI Design Compliance Simplified Course 1

Compliance Simplified Example 2: Combating bribery in business.

Bribery and corruption is another contentious area. While it is simple to explain the concept and what constitutes a bribe or corrupt behavior, the difficulty lies in ensuring that learners apply the concept and demonstrate expected standards of behavior.

Bribery can easily become the norm – a standard way of doing business with people. While to an outsider, bribery or corruption may be obvious, it may be invisible to someone who thinks it is normal business practice. Gift-giving, hospitality, and entertainment are also tricky areas to negotiate – when does a gift become a bribe?

While many countries have national legislation on bribery and corruption, and the laws of some countries cover behavior beyond their jurisdictions, there are no monetary limits on what constitutes a bribe. Understanding when a gift could be considered a bribe is crucial to understanding the entire concept – and this can be a minefield for employees and managements.

What can be done: In case of combating bribery in business, a very significant aspect is to have employees recognize the red flags and trigger the required action. This is how we have handled this aspect:

EI Design Compliance Simplified Course 2
EI Design Compliance Simplified Course

How Can We Handle These Dynamics?

Through our creative Instructional Design approaches for compliance courses, we have defined an approach we term as Compliance Simplified. The examples shown in this article have been picked up from this approach.

To help learners understand tricky legal premises using this approach, we:

  1. Take complex concepts and demystify them for learners.
  2. Use simple explanations, placing learners into challenging scenarios and asking them to choose a way out – an opportunity to choose the right path.
  3. Explain the consequences of each choice made before posing another similar dilemma – testing the learners’ understanding along the way.

I hope this article was useful in seeing value in our mandate Compliance Simplified and how it can influence and trigger the right behavior. We believe only when this objective is achieved, would the compliance mandate hit the bull’s-eye.

Using innovative and creative Instructional Design techniques for compliance is a very significant practice at EI Design.

Acknowledgement:This article was conceptualized by our business associate Helen O’Gorman who shares my passion to make compliance courses immersive and engaging.

Source: https://www.eidesign.net/compliance-simplified-using-creative-instructional-design-approaches-to-instill-the-spirit-of-why-comply/

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Mid-year Review: Updated eLearning Trends for 2018

Trends are bound to upgrade as years go by. I created an eBook on eLearning Trends And Predictions in 2018 and am now pleased to share an updated perspective. I have validated their adoption through the data given from our customers and my research on what is happening in the wider global landscape.

Mid-year Review: Updated eLearning Trends for 2018

These trends and predictions help reproduce approaches that align better to the way employees learn, influence and improve employee performance, measure performance gain, and bring in better ROI.

I hope this infographic on the updated eLearning trends for 2018 will help you as you look at modifying or enhancing your learning strategies in the balance part of the year.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Need More?

Want more insights on how you can use these updated eLearning trends to create high-impact corporate trainings and improve your learning strategies?

Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/mid-year-review-updated-elearning-trends-for-2018/

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Promoting Informal Learning at the Workplace—Featuring 5 Examples

In our early years, informal learning is the significant way we learn. In fact, we continue to learn through this approach even at the workplace. In spite of this, many people are skeptical about the impact of informal learning at the workplace. However, I believe that it should be part of the overall learning strategy as learners respond positively to it and organizations can easily provide support to promote it.

In this blog, I begin with the definition of formal and informal learning and outline the key differences between them. Then, I share the benefits you will see as you promote it. I wrap up with 5 informal learning examples that you can use.

What Is the Difference Between Formal and Informal Learning?

Formal learning is gained through structured or formal training. Typically, managed by L&D teams, it is based on the Training Needs Analysis (TNA). As a logical extension, it has definite learning outcomes. It will typically have assessments to check how learners fared against the desired gain.

Formal trainings are delivered through structured formats that may include one or all of the following:

  1. Instructor Led Training (ILT).
  2. Virtual Instructor Led Training (VILT).
  3. Online Training.
  4. Blended Training.

Most of the times, this training is managed by L&D teams and would have a roll-out and completion schedule.

Informal learning on the other hand is the impromptu or spontaneous learning. It is triggered, driven, and sustained by the learner’s intrinsic motivation and passion to learn. It can have varied elements that can include learning from others, practice, reflection, or evaluation of new aspects of interest.

What Are the Benefits That Informal Learning Offers?

  1. Focused learning: I believe the biggest advantage that informal learning offers is the sense of control that it offers. As adult learners we like this.
  2. Higher relevancy: It enables learners to have a more satisfying learning experience as it does not have the pressure to complete by a certain date, clear the test, achieve a certain level of scores and so on.
  3. Flexible learning: Since informal learning is driven by the learners, they can piece the learning journey from various sources and different channels. This will match their learning styles, their aspirations, and the way they want to learn.
  4. Continuous learning: Again, since the control of informal learning is with the learner, it need not stop as a given training session is over. Instead, it allows learners to be on a continuous path to enhance their skills, practice, and improve their baseline proficiency to the required levels of mastery.

How Can You Promote and Use Informal Learning at the Workplace?

Learning at the workplace happens all the time. Even without realizing we are watching and learning during meetings, discussions, or over a coffee.

You would possibly relate to some of the situations:

  1. Sharing the strategy that worked—during the sales review meeting.
  2. Tips on handling a difficult customer situation—during the project management review meeting.
  3. Sharing the best practices that helped you optimize a specific task.
  4. Sharing a link on how the organization-wide tool can be used optimally.
  5. Coaching or mentoring by a colleague when you were stuck in a transaction.

5 Informal Learning Examples That Illustrate How Organizations Can Promote Informal Learning at the Workplace

Organizations can further facilitate informal learning in many ways, including using the following 5 informal learning examples that I am about to share. These informal learning examples reflect the semi-structured support for informal learning that will go a long way in promoting a better learning culture.

  1. Example 1: Facilitated or semi-formal forums that encourage knowledge sharing, problem solving, or change management.
  2. Example 2: Curated content that allows learners to pick learning nuggets that are of interest or will help them perform better or address a problem.
  3. Example 3: Coaching and mentoring or buddying up a new inductee as they learn the ropes.
  4. Example 4: Informal Expert speak sessions (from the internal team or guest speakers).
  5. Example 5: Volunteering.

Summary

I hope this blog provides some ideas on how you can promote informal learning at the workplace. As you will note from these informal learning examples, this can be easily facilitated by organizations and will help you create a continuous learning environment.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Need More?

Want more insights on how you can use informal learning at the workplace?

Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/promoting-informal-learning-at-the-workplace-featuring-5-examples/

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Animations in eLearning : Some important tips to know

There is no doubt that animation has the power to take anyone into fantastical worlds and varied realms for a range of purposes. Over the years, animation has grown considerably from being a mere means to entertainment to an effective and excellent tool for eLearning. Since animation can be used to drive profound emotional quotient to the whole process of learning, the reception and comprehension of the learners will be much higher than with other traditional tools.

As such, this article is aimed to tell you how animation can be effectively utilized in eLearning.

Why to Utilize Animations in eLearning Process

When animation is talked as a means to improve the quality of eLearning, many professional dismiss the idea observing that it diminishes the value of the learning course and thus its credibility. This cannot be farther from truth especially if the content has been created with conviction and focus.

Let us see the use of animation in eLearning in close quarters;

  • It brings an element of levity and humor to the eLearning experience
  • Animations has the capability to drive conducing eLearning conditions
  • Carefully designed animations make the process of eLearning engaging and interactive
  • It can augment the value due it its bite-sized eLearning opportunities
  • It offers the candidate the power to choose their learning time
  • With the help of animations, complex issues and concepts can be easily explained

If you have not yet thought about making animations an integral part of your learning and development efforts, the above given factors will convince you why animation must be used in eLearning.

Tips to Use Animations In eLearning

How animations can be effectively utilized in eLearning process is always up for debate. However, if effectively utilized, it has the potential to revolutionize and shape the future of eLearning. The following eLearning animation tips will help you understand how an eLearning service provider can provide different types of animation services to bring better value and effectiveness to the process of learning.

Only use those elements that can emote well with the learners

By the very nature of animations, only when they are able to emote effectively with the learners, can it produce the result it aims to bring in. According to the subjects being dealt with, the animation must be able to adopt right tone and gravitas. If only the animation can reflect upon the nature of the subjects being discussed, can it educate the learners about the gravity of the situation.

For example, when the learning process is discussing about dealing with hazardous objects or machineries, the animation must skip levity to adopt a more serious and emotionally adept tone that can educate the learner of the dangers of using the same in ways other than mentioned in the manual.

All the elements such as the script, the choice of words, the music and the color palette used must all ensure that the situation is conveyed in the most suitable manner according to the situations being discussed about.

It is important to focus on one topic or character at a time

There is no doubt that animations may fall pray danger to the pitfall of becoming confusing or chaotic if they are not managed properly. When it comes to eLearning through animation, if enough care is not taken, it may progress without much focus as there is no limit to what can be created with the help of the technologies available today. As such, it is important to ensure that no time is wasted on creating elements that bring no value to the learner and process of learning.

Since the focus of animation in eLearning is to educate the learner, there is no need for the learner to be emotionally invested in the character or know its back story. Further, including elements that do not help the process of learning also must be avoided as they will not only act as a noise but also bring significant expense to the process of animation development.

Create animations that enable the learners to interact with the animation

Despite being powerful and exceptionally effective, animations suffer from becoming passive at times. Since there is no option to physically engage or become a part of discussion, it runs the risk of making the learning process extremely passive. This is a grave issue that can be addressed by making the animation interactive and indulgent for the learners. This will give the learners plenty of options to be active and involved with the process of learning improving the effectiveness of the learning process.

It is important to pair visuals with audio

Even if your eLearning animation has the best and most impressive visuals, poor audio choices can instantly pull down the value of the same. What more, it can outright render the video useless and less-watchable. If you did not know, audio has an innate nature of being able to connect effectively well with the learners. Further, an impressive and suitable background audio can create the most effective and immersive ambience for the learners improvingthe quality of overall learning experience.

Use eLearning animations to address complex issues

One of the most important and crucial benefits of animation in eLearning is that it can help explain complex concepts and theories in simple and effective ways. Whatever may be the topic in discussion, the flexibility of animation can be leveraged effectively to explain the same in simple ways that can be understood and comprehended by the learners. For instance, if you are trying to explicate upon a rather complex trend changing with time, a static timeline may not do the trick—it may even confuse the learner. However, using an animated timeline with clickable options displaying slides about the reasons as to why the trend changes will help the learner understand the same quite effectively.

It gives learners the power of choice

When it comes to eLearning, the learner has full control over the way the eLearning course progresses. This makes it extremely easy for millions of professionals who access your course when they get free time to improve their skill forte. The learner, thus, must be able to pause, rewind, and fast forward the content as they please, choose and find convenient. If the learner is distracted or not able to understand a certain aspect explained in thecourse, they must always have the flexibility to go back to the course as many times as they want to take full advantage of the same and comprehend it.

Animation in eLearning can be entertaining

Learning does not have to be serious and grim all the time and it can always make use of a little levity at times. Animation, in this regard, can prove to be the best option available in the market now. With animation, the process of learning becomes a little more entertaining and effective at the same time.

Animations can set the tone

The tone of the animations used in learning will also set the tone of the learners and how they must approach the learning process. An effectively designed eLearning course with focus and engaging tone will spread the tone to the learners as well.

It has the ability to bring academic content to life

If you use the capabilities of animation properly, it will help your bring your learning content to life with all its vividness and excitement. This will help the learners engage with the content better and more effectively since they can identify better with animated eLearning character who converse and interact with them. As such, character animation plays an important role in bringing content to life.

It helps creates the right attitude for future training

When the learners, especially your employees, understand that the learning process is engaging and worthwhile, they will become open to future learning as well. Since learning and development is a highly valuable and crucial element of a business’s growth, such a positive attitude of the employees towards eLearning and animation in training can steer the business towards better financial and growth prospects.

There is no doubt that animation can render your learning efforts excellent and value-adding to you and your employers. As such, while creating your eLearning modules next time, you can use these tips to improve the efficiency and value of the same.

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Section 508 and WCAG – Compliances to Increase Accessibility in Elearning

Section-508-WCAG_Compliant-eLearning

Have you ever imagined how a person with disability would access your eLearning course? May be you haven’t given a thought of designing eLearning in that perspective. But eLearning accessibility has been the industry hot topic now. And an eLearning course should be designed such that it works for everyone across the organization so that no one misses the training opportunities. In this blog, we will discuss the eLearning course accessibility challenges and corresponding compliances – Section 508 and WCAG (Web Content Accessibility Guidelines).

According to UNESCO, “Education is a fundamental human right and essential for the exercise of all other human rights.”

eLearning courses are not completely accessible to hearing or visually impaired learners – they miss-out some or major portion of the course content. And brings the need to create eLearning courses for differently abled learners. So as a learning designer we should know the challenges that Differently Abled Learners face while accessing the content.

Elearning Course Accessibility Challenges For Differently Abled Learners

A non-compliant course will pose following challenges for differently abled learners:

  • Visually impaired students can’t identify graphic elements present on the screen
  • It is difficult for a color blind learner to recognize differences in colors
  • Cognitive impaired learners find it difficult to comprehend the logical branching of course topics
  • Hearing impaired learner may completely miss-out the course narration or sound signals

Section 508 and WCAG Compliances to Increase Accessibility in eLearning

In particular to US residents, the Rehabilitation Act of 1973 and for global learners, the World Wide Web Consortium (W3C) has developed accessibility norms for differently abled.

Section 508 and WCAG compliances in corporate eLearning development follow learner-centered approach to ensure your course is accessible to all.

What is 508 Compliance?

Section 508 is a law from Rehabilitation Act of 1973 that states U.S. Federal agencies to develop their electronic and information technology accessible to people with disabilities.

What is WCAG Compliance?

WCAG is an international standard by World Wide Web Consortium (W3C) that suggests guidelines for making web content more accessible to people with disabilities.

Note: Section 508 is a law in US, but WCAG is a recommendation for global learners.

Design considerations to follow while developing Section 508 or WCAG compliant courses:

  • No information should be conveyed using colors or variations in colors
  • Have fewer variations in slide layouts
  • Maintain consistency in structure, content, and other elements
  • Provide transcript for course general narration, videos and animations
  • Provide alternative text (alt text) for every non-text elements such as images, graphs, interactions
  • Provide brief descriptions about the links that take learner outside of the course such as internet / intranet
    Do not have automatic navigations
  • Allow learner to access the complete course using short-cut keys in parallel with mouse interactions

Conclusion

As Instructional Designers, we must not only consider the special needs of differently abled learners but be equipped with required expertise to develop an accessibility-compliant eLearning course that meets Section 508 and WCAG standards.

We will come-up with more on Section 508 and WCAG accessibility compliances in our next blog post. So stay tuned.

Original blog post: http://www.swiftelearningservices.com/section-508-wcag-compliances-increase-elearning-accessibility/

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Understanding the basics of Revised Bloom’s Taxonomy application in eLearning

Introduction

While the usage of Bloom’s Taxonomy (BT) to nail the learning outcomes has been used for training over several decades, the Revised Bloom’s Taxonomy (RBT) brings in an added dimension that enables it to be used more effectively to design eLearning.

In this blog, I touch upon the basics of Revised Bloom’s Taxonomy (in contrast to Bloom’s Taxonomy). Then I move on to showcase how can you use RBT to design the learning architecture of eLearning courses. Specifically, I touch upon how you can use RBT to bring in behavioural change.

What are the changes that were made to Bloom’s Taxonomy to create the Revised Bloom’s Taxonomy?

The Bloom’s Taxonomy was revised by Lorin Anderson and others. This is reflected as following two changes:

  1. Replacement of the nouns with appropriate verbs
  2. Change in the order of verbs (the last two levels were interchanged)

The figure illustrates the revised structure. For an easy reference, the Bloom’s Taxonomy is shared along side.

Blooms taxonomy and revised blooms taxonomy

Let’s see both these revisions in detail.

  1. Remembering: Recall information and exhibit the memory of previously learned material, information or knowledge (could be facts, terms, basic concepts or answers to questions).
  2. Understanding: Demonstrate understanding of facts and ideas by organising, comparing, translating, interpreting, giving descriptions and stating the main ideas.
  3. Applying: Use information in new or familiar situations to resolve problems by using the acquired facts, knowledge, rules and techniques.
  4. Analysing: Examine and slice information into portions by understanding causes or motives; make inferences and find evidence to support generalisations.
  5. Evaluating: Express and defend opinions through judgements about information, authenticity of ideas or work quality, according to certain criteria.
  6. Creating: Organise, integrate and utilise the concepts into a plan, product or proposal that is new; compile information together in a different way.

How can Revised Bloom’s Taxonomy (RBT) be used in designing eLearning courses?

The learning architecture of the eLearning course is crafted using RBT.

RBT guides the creation of an online learning solution based on the kind of knowledge and the level of cognitive/affective complexity of the course. The process of mapping the course creation to RBT ensures the learning experience is crafted as per an accepted and ratified framework. It also allows more time to craft an engaging online learning experience.

Application of RBT

  1. During the initial phase of a project life cycle, appropriate Revised Bloom’s verbs are applied to write the Terminal Learning Outcomes (TLOs) and the Enabling Learning Outcomes (ELOs) of the course.
  2. Once the TLOs and ELOs have been determined, the RBT also guides in determining the presentation style for individual frames in the content.

NOTE: The second aspect is the significant value-add that RBT provides to create eLearning courses. We can tag the content to various content types (Fact, Principle, Process, Procedure and so on). Looking at the nature of the content, we can identify how it should be presented in the online format (as static information, an interactive frame or a knowledge check that reinforces learning or validates the required cognition level).

Can Revised Bloom’s Taxonomy (RBT) be used to create or impact behavioural change?

The Affective Domain addresses interests, attitudes, opinions, appreciations, values and emotional sets.

If your aim is to bring about a behavioural or attitude change through the learning, then structure the information to progress through the levels of the Affective domain, as shown here:

  1. Receiving: Focus of attention and simple response to stimuli
  2. Responding: Active participation and reaction
  3. Valuing: Ascribing a value to an object, phenomenon or concept; ranges from acceptance to commitment
  4. Organising: Bringing together different values, resolving clashes among them and starting to build an internally consistent value system
  5. Internalising: Acquiring a value system that has governed the learner’s behaviour for a sufficiently long time

Please refer to the table that lists the action verbs corresponding to the Affective Domains that can be used to create the learning objectives in eLearning courses.

Affective Complexity Behavioral Terms
Receiving Asks, chooses, identifies, locates, points to, sits erect
Responding Replies, complies, describes, aids, performs, practices, reads, reports, writes assists, presents
Valuing Differentiates, explains, initiates, justifies, proposes, shares
Organising Arranges, combines, compares, generalises, integrates, modifies, organises, synthesises
Internalising Acts, discriminates, displays, influences, listens, modifies, performs, practices, proposes, qualifies, questions, revises, serves, solves, verifies balance

I hope this blog gives you the required cues on what is Revised Bloom’s Taxonomy (RBT) and, in contrast to Bloom’s Taxonomy (BT), how is it more effective in creating the learning architecture of eLearning courses.

Need More?

Want more insights on the Revised Bloom’s Taxonomy (RBT) and how to use it to design eLearning courses?

Schedule a call with our Solutions Architecting Team.

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Source: https://www.eidesign.net/understanding-basics-revised-blooms-taxonomy-application-elearning/

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