TRAINING (SYD) – Adobe Captivate Foundations Course

Leaning Plan is delighted to announce our first ever public workshop, the Adobe Captivate Foundations Course.

We’ll be running this two-day workshop, with ongoing one on one support, at Adobe’s office in Sydney on Thursday 22nd & Friday 23rd February.

Why are we so excited? Well, we’ve structured the workshop in a way which we would want to learn.

What does that mean?

We’ve asked our resident Adobe Captivate expert and course facilitator, John Stericker, to provide a short overview of the course in the video below.

Here are further details:

  • The Adobe Captivate Foundations Course will take place on February 22nd and 23rd, at Adobe’s Sydney CBD office.
  • The course is a two-day, project-based approach to learning Adobe Captivate – we’ll cover the fundamentals of planning, storyboarding and building projects.
  • The course cost is $1,000 for the two days and each participant will receive a 150+ page handbook, access to premium video tutorials, and ongoing one-on-one support from John.

So if you need help authoring eLearning, or refreshing your Captivate skills, please register your interest.

4 Killer Examples Of Learning Portals For Corporate Training

Learning Portals For Corporate Training: What Are Their Key Characteristics?

Learning portals are knowledge repositories featuring learning paths, and they are designed to meet specific initiatives. They can be independent of an LMS or can be designed to co-exist with one.

Key Characteristics Of Learning Portals For Corporate Training

  • Unlike traditional learning where the training is “pushed”, the learning portals for corporate training are designed to be learner-centric, giving them the control on how they want to “pull” the information and learn.
  • As an extension to the learner-centric focus, learning portals also feature collaborative or social learning.
  • In contrast to discrete bursts of intense training (a characteristic of formal training), the learning portals provide the “learning as a continuum”. This is through the learning paths that feature assets for both formal and informal learning.
  • They can offer personalized learning to the learners (based on their interest or their proficiency gauged by pre-assessment).
  • They can be used as an effective mechanism to create a “learning ecosystem” where learners can contribute and continue to enrich the repository.
  • They are designed to be available in multi-device format, thereby offering the flexibility for learners to choose the device they wish to access it on (ranging from desktops/laptops to tablets/smartphones).
  • Given their intrinsic modularity (to offer multiple assets within a given learning path), they can meet the needs of diverse learner profiles. Additionally, they can offer assets to meet the needs of different learning styles.
  • They can be designed to motivate learners and encourage competition through a range of gamified approaches like rewards and recognition that can be viewed on leaderboards.
  • The assets in the repository can be used to offer formal training (fully online or support ILT sessions) as well as Performance Support (informal learning).
  • The assets design typically includes currently trending approaches like microlearning, gamification and typically feature wide-ranging assets that learners can:
    • View (videos and interactive videos)
    • Read (eBooks, Flipbooks, PDFs, and Interactive PDFs)
    • Learn (both formal training and informal learning assets in mLearning format)

Why Do L&D Teams Adopt Learning Portals For Corporate Training To Gain Employee Engagement?

Organizational Perspective

The learning portals for corporate training can supplement the existing training delivery (particularly for key formal training initiatives) or create islands to facilitate social learning, create communities of practice.

Rather than limiting the interaction of L&D teams only for discrete formal training sessions, learning portals for corporate training offer a connect with the learners through the learning journey. This can now include both formal pieces of training as well as Performance Support Tools (just-in-time learning aids the specific learning exactly at the moment of their needs).

As a result, there is demonstrable higher learner engagement. This approach facilitates both knowledge acquisition as well as its application on the job.

Learners’ Perspective

I have already highlighted that learning portals are designed to be learner-centric and since they provide the control to the learners, you will see higher engagement and interaction.

To summarize, the learning portals for corporate training meet the business needs as well as the learner’s needs and expectations. This is why it makes business sense to adopt them as a significant part of your learning strategy.

In the process, you will see following gains:

  • Improvement in learner engagement.
  • Sticky learning (through steady reinforcement).
  • Increased application of the acquired learning.
  • Increase in learner interaction.
  • Higher completion cycles.

How Can Learning Portals Fit In As Part Of An Organization’s Training Delivery?

Learning portals for corporate training map directly to the 70:20:10 learning model and find a great fit for both formal training and Performance Support Tools.

To give you a sense of what a typical learning portal offers, here’s a quick summary of the features designed by us at EI Design:

  1. Personalization
  2. Curation
  3. Learning path/learning journey
  4. Completely responsive design
  5. Gamification
  6. Awards and leaderboards
  7. Social learning
  8. Microlearning nuggets in various formats
  9. Flexible design: Can be independent of an LMS or co-exist with an LMS
  10. Extensive admin controls

Examples

We, at EI Design, have crafted learning portals for following diverse corporate training needs:

  1. Induction and onboarding
  2. HR benefits
  3. Employee engagement
  4. Social learning
  5. Content curation
  6. Personalization (for professional skills training)
  7. Best practices (corporate quality mandate)
  8. Sales and marketing resource center

Out of these, I pick our top 4 to showcase you the possibilities.

1. Induction And Onboarding

This example showcases the most significant usage of learning portals. Induction and onboarding is a great case in point on addressing a niche but a crucial training.

It features:

  1. Personalization
  2. Microlearning
  3. Gamification (including scores and leaderboards)
  4. Social learning

EI Design - Induction and Onboarding Portal Example

2. HR Benefits

This example highlights the usage of a learning portal to create awareness of the HR benefits.

It features:

  1. Narrative approach: Features story and scenarios.
  2. Learning path maps to various levels.
  3. Gamification (including scores and leaderboards).

EI Design HR Benefits Portal Example

3. Content Curation

This example highlights the usage of a learning portal based approach to create communities of practice and promote continuous learning.

It features:

  1. Curated content
  2. Recommended learning paths
  3. Learning paths that can be created by learners
  4. Social learning

EI Design Content Curation Portal Example

4. Employee Engagement

This example highlights the usage of a learning portal for an employee engagement. While it uses a “fitness” based theme, its core objective is team building.

It features:

  1. Learning path
  2. Gamification
  3. Social learning

EI Design Employee Engagement Portal example

Take a look at this video that showcases these 4 examples in an engaging format.

 

I hope the examples in this article showcase how you can use learning portals for corporate training to address various training needs to increase your employee engagement and foster collaborative learning. In case you need any specific assistance, do contact me at apandey@eidesign.net.

Source:  https://www.eidesign.net/4-killer-examples-learning-portals-corporate-training/

10 Reasons you should be using Adobe Creative Cloud in your eLearning Projects

Hello Everyone!

Howdy! I just wanted to introduce myself to the Adobe eLearning Community,
I plan to create a new Blog with training videos teaching
Captivate…  & The Creative Cloud.

Captivate and the Creative Cloud

I want to start with 10+ reasons you should be using the Adobe Creative Cloud
to enhance your projects, increase productivity, and speed up your workflow!

So please allow me to introduce myself. My name is Mark, and I am an
Adobe Certified Instructor and an Adobe Community Professional.
I have been involved in graphic design, multimedia and the web since ’95 (doh.. I’m gettin’up there! ).

I have worked for McGraw-Hill New Media, Jostens Learning, Sony Online, BAE Systems,
the NBC Agency, and as principal of headTrix, Inc | Adobe Certified Training & Consulting have done work for
Ann Taylor, Disney*ABC, Tribal DDB, Toshiba, Terex, KIA, US Army to name a few.

I have also been teaching since 1998 at User Groups, Adobe Authorized Training Centers, Platt College, University of California, San Diego (UCSD), San Diego New Media Center, The Art Institute, corporate training for Sony, Fox Studios, Warner Bros., Universal Music, Disney, Variety. I was a TA at Adobe Max Conference (2017) for a variety of classes in Photoshop, Animate (Flash), and Character Animator, and I was a Speaker at the Adobe eLearning Summit (2017) in conjunction with DevLearn.

I’d love to show you how to create quick storyboards with Captivate Draft, enhance your headers in Adobe Illustrator, using creative Fonts with Adobe Typekit, adding visuals with Adobe Stock, saving and sharing your files with Creative Cloud, creating animation with Adobe Animate, improving audio with Adobe Audition, speeding up your workflow with Adobe Photoshop, creating an interactive PDF & more!

So … enough about me…. how about you? What’s your background?
Are you be interested in learning about Captivate & the Adobe Creative Cloud?
Would you like to enhance your eLearning projects, speed up your workflow and increase productivity???

Join the conversation…. let me know if you are interested….
and I look forward to seeing ALL …. ONLINE … so we can all keep on learning together!

Cheers!
mark

10 Reasons you should be using Adobe Creative Cloud in your eLearning Projects

Hello Everyone!

Howdy! I just wanted to introduce myself to the Adobe eLearning Community,
I plan to create a new Blog with training videos teaching
Captivate…  & The Creative Cloud.

Captivate and the Creative Cloud

I want to start with 10+ reasons you should be using the Adobe Creative Cloud
to enhance your projects, increase productivity, and speed up your workflow!

So please allow me to introduce myself. My name is Mark, and I am an
Adobe Certified Instructor and an Adobe Community Professional.
I have been involved in graphic design, multimedia and the web since ’95 (doh.. I’m gettin’up there! ).

I have worked for McGraw-Hill New Media, Jostens Learning, Sony Online, BAE Systems,
the NBC Agency, and as principal of headTrix, Inc | Adobe Certified Training & Consulting have done work for
Ann Taylor, Disney*ABC, Tribal DDB, Toshiba, Terex, KIA, US Army to name a few.

I have also been teaching since 1998 at User Groups, Adobe Authorized Training Centers, Platt College, University of California, San Diego (UCSD), San Diego New Media Center, The Art Institute, corporate training for Sony, Fox Studios, Warner Bros., Universal Music, Disney, Variety. I was a TA at Adobe Max Conference (2017) for a variety of classes in Photoshop, Animate (Flash), and Character Animator, and I was a Speaker at the Adobe eLearning Summit (2017) in conjunction with DevLearn.

I’d love to show you how to create quick storyboards with Captivate Draft, enhance your headers in Adobe Illustrator, using creative Fonts with Adobe Typekit, adding visuals with Adobe Stock, saving and sharing your files with Creative Cloud, creating animation with Adobe Animate, improving audio with Adobe Audition, speeding up your workflow with Adobe Photoshop, creating an interactive PDF & more!

So … enough about me…. how about you? What’s your background?
Are you be interested in learning about Captivate & the Adobe Creative Cloud?
Would you like to enhance your eLearning projects, speed up your workflow and increase productivity???

Join the conversation…. let me know if you are interested….
and I look forward to seeing ALL …. ONLINE … so we can all keep on learning together!

Cheers!
mark

Cost of Training Vs. Cost of Not Training

Human resources are the drivers of organization’s business endeavors. They cause business to win new opportunities and help grow further. Eventually, they also impact negatively on business results. Smart businesses recognize this critical constituent and act to turn it in their favor. So, the important question is ‘What is that they do to achieve it?’

The answer is: ‘Workforce training is the only idea which helps them’.

“Training is the most effective and efficient instrument to make an impactful change in the workforce performance making a company grow.”

In many organizations, training is often abandoned due to unsustainable reasons of Cost.

In this blog, I will try to put forth rationale to convince that “Not Training” can cost significantly higher than the Training Cost.

The Cost of Training

Of course, employee training is an investment driven affair in any organization. It incurs significant cost and efforts to execute it for the best business results. No matter in what stage your company is operating; whether it is a developed business, developing business or just a start-up; training is a fuel as like as a capital to take your company’s vision forward.

The Cost of Not Training

The untrained or less competent resource may impact negatively on business results. For example, a less skilled resource may cause company’s client to frustrate by their poor quality work, communication and work style. Moreover, they may fail to win new prospects too.

Simply put, sooner or later, The Cost of Not Training will exceed The Cost of Training.

Why Organizations are Reluctant to Invest in Training?

Companies show readiness to select and pay more to a person who is already trained. He/She may have received training in areas such as full-time academic education, vocational training, certificate courses or on-the-job (informal) training.

If the above case is true, then a question to be answered is: ‘Why companies nag to invest on a candidate after recruitment?’

Hopefully, following could be the answers:

  • What if an employee receives training and then quit for higher pay?
  • Training is not employer’s responsibility; if they want to grow they will take care of themselves.
  • Training is not important; people will learn when they are made responsible for the job.
  • Training drags productive time.

If anyone or all the above are the reasons people have for not investing in training: I would request to read these quotes and rethink:


“One thing worse than training employees and losing them is not training them and keeping them.”
— Zig Ziglar


“Investing on a new candidate is more risker than the investing on the old employee”
— Anonymous


“An investment in education always pays the highest returns.”
— Ben Franklin


“Over the long run, superior performance depends on superior learning.”
— Peter Senge


“Provide medical examinations and training when required by OSHA standards.”
— Under OSHA Law


“As an employer, you are legally obliged to make sure your staff are trained to do their jobs safely. Certain industries also require specific training. Remember to keep a record of any training your staff complete.”
— Employer’s Obligations from Queensland Government

Training can also Address Employee Retention and Loyalty Issues Effectively

Besides performance, employee loyalty and retention are two major benefits that can be achieved via employee training.

Investing in training can turn into an effective welfare policy to improve employee retention and loyalty. Unconditional or limited condition financial offer can be made to resources to get trained.

Conclusion

When compared to the cost of training with the cost of not training, it is obvious that the cost of training is very less and provides peace and freedom to flourish your business ethically and legally correct.

Source Link: http://www.swiftelearningservices.com/the-cost-of-not-training-your-employees-can-cost-you-a-lot/

 

Using Artificial Intelligence in a Captivate Project

On a recent project, we needed to develop a customer service eLearning course that could act as a live customer, i.e. accept natural language statements, process them, and respond accordingly. If you’ve ever developed a conversation-based eLearning course in the past, you probably created a limited set of questions and corresponding responses, each one branching out to a different slide based on the selected option. While this approach works in many situations, it significantly limits what the learner can “say” to a customer in the training. Here, because the learner should be allowed to freely structure her statements, the branching approach cannot be used. The approach we took was to create the core module in Adobe Captivate 2017 and link it to the AI engine.

Slide 1 of Customer Service Training Powered by AI

You can click on the screenshot above to see the live module.

In addition to being able to “score” unstructured statements, AI provided more benefits, including:

  • Tracking whether the learner sticks to the script required by the company policy
  • Determining whether a particular step of the conversation was executed on time, early or late
  • Identifying irrelevant and duplicate questions/responses
  • Customizing feedback for each step of the conversation
  • Recording all conversations for management to review and utilize for further coaching
  • Using data collected by AI to predict the outcomes of the training
  • Training the AI algorithm to improve understanding based on the collected data

While there are many AI options currently available to developers, we used ClueLabs eLearning engine to process the statements and provide responses to the learner. To enable the module to communicate with the AI, we used JavaScript advanced actions in Captivate.

As a company specializing in advanced eLearning technology, we are very excited about the availability of great tools that are currently available on the market. We will continue sharing interesting examples of our work, and also hope to see what innovations the rest of the eLearning community brings to their customers. We would love to connect with anyone interested in exploring innovative approaches in eLearning, and welcome everyone to get in touch with us to learn more about what we do.

 

Microlearning: The Emerging Instructional Design Strategy in Elearning

Microlearning The Emerging Instructional Design Strategy in Elearning

“As an Instructional Designer, I Feel Learner Engagement Is a Big Deal And One Cannot Afford to Ignore It…”

Microlearning is an emerging instructional design strategy and has been a buzzword both in eLearning Industry and Learning & Development landscape. In this blog, we will dive deep into microlearning to find its characteristics.

Today’s millennial workforce is overwhelmed, distracted, stressed out and disengaged more than ever. And this younger generation wants to have a complete control over what they learn, how they learn and when they learn, provided the learning is completely relevant. Given their low attention spans and heavy distractions, long and boring content (aka information dump) makes no more sense in the present context. So it’s time to design eLearning with a more holistic learner-centered approach, and that’s what we call “Microlearning” (micro-learning or micro learning). It is an ideal eLearning solution for corporate learning environment that supports blended learning / mobile learning strategy / formal training.

What is Microlearning?

Microlearning is a learning strategy that involves bite-sized learning nuggets (small and focused segments) designed to meet a specific learning outcome. To put it simply, the learning content is chunked to reduce learner’s cognitive overload making it easy for learners to absorb and recall. And this results in better learning retention. On top of that, it is easily accessible via mobile devices providing just-in-time performance support.

Microlearning could be anything that provides a brief learning experience. For instance, it could be a mini eLearning module with a smaller chunk of learning content or a video tutorial or even a quiz or an infographic.

How Does an Effective Microlearning Course Look Like?

An effective microlearning course:

  • Provides deeper learning on a specific concept or a performance objective
  • Is bite-sized, effectively chunked and easily digestible
  • Designed for exact moment-of-need – Right information at right time
  • Ideal for extended performance support providing a better mobile learning experience
  • Focused on a single performance objective, concept or idea
  • Is usually 4 to 5 minutes in length, or shorter

Conclusion:

Well, microlearning is going to be one of the hottest eLearning trends in 2017. Most of the organizations have already started implementing microlearning as part of their corporate learning culture.

Are your training strategies not meeting the current learning requirements? Are you unable to keep your modern learners engaged? Then it’s time you switch to microlearning for a more targeted learning and performance support. After all, training programs need not be boring and tedious. We, at Swift, help you devise better microlearning strategies that fit your learning culture whilst driving your learning and development programs with the better completion rates. This means a better eLearning return on investment (ROI) with better business results.

Source link: http://www.swiftelearningservices.com/microlearning-emerging-instructional-design-strategy-in-elearning/

Top 10 Benefits Of Converting Your Instructor-Led Training To eLearning

Today, several organizations are planning to convert their Instructor-Led Training (ILT) to online training (eLearning or mLearning). In this article, I highlight the top 10 benefits of converting your Instructor-Led Training to eLearning.

Converting Your Instructor-Led Training To eLearning: 10 Benefits

The triggers for conversion of ILT to eLearning or mLearning are many. The push is coming from learners on one end (who seek the flexibility of a self-paced eLearning training offers). Organizations see this as an option to reduce costs and reach out to a wider audience in a shorter time.

Before I outline the benefits of converting your ILT/Instructor-Led Training to eLearning, a word of caution – this exercise is not about conversion of the existing Powerpoint slides to an online format. Instead, you need to treat your existing source content as the baseline or raw content, and plan to go through all stages of eLearning development. One of the models used extensively in eLearning development is the ADDIE model, comprising the following 5 stages that you can use as you convert your ILT to eLearning:

  1. Analysis
  2. Design
  3. Development
  4. Implementation
  5. Evaluation

I am highlighting this important perspective because without going through this rigor during the conversion of ILT to eLearning, you will not be able to see the required benefits.

Next, let me outline the top 10 benefits that you will see as you convert your ILT/Instructor-Led Training to eLearning. I have structured these benefits into two levels:

  • Benefits for organizations
  • Benefits for learners

Benefits For Organizations

  1. Savings in cost.
    The most significant benefit that organizations see is cost saving. With a one-time investment on the conversion of ILT courses to eLearning, the online training can be used repeatedly. It helps organizations save on the recurring costs of travel. as well as on the instructor fees.
  2. Scalability.
    The second significant benefit to organizations is the potential of scalability that the online training offers. Now, they can reach out to the entire audience (spread geographically) with one version and at the same time.
  3. Consistency.
    Unlike ILT, which heavily depends on the capability of each trainer, eLearning provides an identical and consistent message to all learners.
  4. Leverage new and emerging trends.
    With changing learner demographics (read that as inclusion of Millennials as a significant part of the global workforce) and the range of learning strategies that are available in online training, organizations are spoilt for choice. Along with the conversion plan of ILT courses to online, they can enhance its impact and eventual ROI by opting for current and trending approaches like:

    • mLearning or mobile learning.
      Provide the online training in multi-device format (across desktops, laptops, tablets and smartphones).
    • Microlearning and learning paths.
      A study conducted by Deloitte shows that an average employee can only dedicate 1% of their work week for training, which breaks down to 24 minutes in a typical 40-hour work week, or 4.8 minutes a day. You can overcome this challenge through Microlearning and using personalized learning paths to deliver exactly what the learner needs in the short amount of time they can spare for professional development.
    • Gamification.
      Use gamification elements to pump up learner engagement levels among the modern learner demographic and to encourage them to keep coming back.
    • Supplement formal training with Performance Support Tools (Just-in-time learning aids) to push learning acquisition to application on the job.
  5. Higher training efficiency.
    Show that adoption of online training improves training efficiency. Not only do the learners go through more training material (as compared to ILT), this is done in a shorter time with much lesser disruption to their time on work.

Benefits For Learners

  1. Providing flexibility to the learner.
    eLearning is “learning on the go” and provides an anytime-anywhere access to the learners. This flexibility is the most significant benefit from the learner’s perspective.
  2. Providing control to the learner.
    By definition, the eLearning approach is learner-centric. The self-paced core of online training empowers the learners and gives them control to take the training at their preferred time, on the device of their choice, and at the pace they are most comfortable with. This is not all; online training is always available to them should they need to refer to it or go back to refresh.
  3. Shorter seat time.
    As you convert ILT to online, you would find that the run length of the eLearning programs is much shorter (typically the reduction can be 50% or, in some cases, even to 33%). As a result, learners are spending much lesser time to achieve the same learning outcome.
  4. Extending the learner engagement.
    Unlike ILT session engagement that normally ends with the conclusion of the facilitated session, with online training, you can continue to engage the learner. After the primary training is over, you can create learning paths to offer reinforcement/remediation and supplementary learning nuggets.
  5. Higher retention of learning.
    Several studies indicate the retention levels of eLearning-based training are significantly higher than those of ILT sessions. A study conducted by the Research Institute of America in 2014 showed that the retention rate was in the range of 25-60% for eLearning as opposed to a mere 8-10% for face-to-face training. This value-add directly impacts the ROI of training.

I hope this article provides the required insights on the 10 benefits of converting your ILT/Instructor-Led Training to eLearning. Do contact me at apandey@eidesign.net if you have any queries.

Source: https://www.eidesign.net/top-10-benefits-converting-instructor-led-training-elearning/

Alterando o tamanho de palco em projetos em branco

Como está, espero que bem!

Vamos a mais um tutorial Adobe Captivate 2017, vamos tratar do assunto tamanho de palco, como alterar.

Sempre que iniciamos um novo Projeto Vazio, definimos o tamanho de tela logo no inicio, vejamos a imagem a seguir apontado pela seta.

Captura de Tela 2017-10-20 às 17.39.19

Quando você define o tamanho do palco e depois resolve mudar o tamanho se pergunta, como faço para alterar o tamanho do palco? Muitos fecham o projeto e iniciam um novo.

Vou mostrar que não é preciso encerrar o projeto criado para poder alterar o tamanho de palco.

Com o projeto aberto, clique sobre Modificar > Reescalonar Projeto, vejamos a imagem a seguir:

Captura de Tela 2017-10-20 às 17.32.19

Em seguida, teremos a janela para modificarmos os valores do palco.

Onde temos o circulo sobre os valores, indica valores atuais do palco, caso queira definir um novo valor, poderá alterar por porcentagem % ou Largura ou Altura.

Vejamos a imagem a seguir:

Captura de Tela 2017-10-20 às 17.32.32

Utilize sempre este caminho para fazer alterações no tamanho do palco sem a necessidade de encerrar e criar um novo.

Até um próximo tutorial.

Abraços

 

Fabio Olivieira (Fojool)