Highly regarded training courses?

I’ve been tasked with researching Captivate training courses.  We already have the 2017 certificate but want to get into a few hands-on exercised based training courses.

Any recommendations on orgs that put up strong training for Captivate 2017?
Thank you

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Adobe Captivate Foundations Course – Melbourne

When: 19 & 20 April

Where: TBC

COST: $900 EX GST

Learning Plan’s face-to-face foundations training course will provide you with invaluable insight into the capabilities of Adobe Captivate 2017.

Over two days, you will learn how to create visually rich and highly interactive eLearning, and will have the chance to create your first interactive Adobe Captivate project.

Lead by John Stericker, our Certified Adobe Captivate Expert, you will trade ideas, pick up design tips, learn new skills and broaden your knowledge of Adobe Captivate as you learn from one of the best.

For more information on the course, click here.

The post Adobe Captivate Foundations Course – Melbourne appeared first on eLearning.

Importance of e-governance and leveraging technology

It is quite important that the administration leverages technology to increase citizen participation in order to spread their programs among masses. And this is not just the government authorities to take up the entire responsibility. It is the duty of the corporate organizations to lend their helping hand in whatever means they can to increase…

5 Tips To Maximize The ROI Of Online Training

Determination of the ROI of online training is a hot topic today. In this article, I outline a popular ROI methodology (using Kirkpatrick’s model of evaluation), and 5 tips that you can use to maximize ROI in corporate training.

Maximize The ROI Of Online Training In 5 Ways

Let me begin with a few basic definitions related to ROI of online training first:

What Is Return On Investment (ROI) In Corporate Training?

In general terms, Return on Investment (ROI) is the gain divided by the cost. In the same way, ROI in corporate training is the gain on account of the impact of the training divided by the training cost.

As suggested by Keri Bennington of UNC Kenan-Flager Business School in a report,

“ROI measures should be related to performance after the L&D experience and, according to some, tied to a dollar figure. For example, time saved or increased output (or both) as a result of improved performance following participation in a development program can then be compared to a dollar figure”.

To establish a positive ROI, the training initiative should be able to show a demonstrable gain more than the investment made. While, the definition of ROI in corporate training sounds simple enough, measuring this is can be a tall order.

Let me begin with the easier bit, that is determining the costs:

Costs Of Online Training Would Typically Include

  1. The cost of eLearning development
  2. The time and effort clocked by the Subject Matter Experts
  3. The time and effort clocked by the team coordinating the eLearning development
  4. The infrastructure and associated support costs
  5. Optional costs in order to update the training

Value

The value is the demonstrable gain for the learners and the organization. This is difficult to measure.

At EI Design, we have been working with the L&D teams across the world for over 16 years now. During this journey, we have used several approaches that you can implement to maximize the ROI of online training. Before outlining these approaches, let us look at one of the popular ROI methodologies.

Which ROI Methodology Can Be Used?

Most of us are familiar with the Kirkpatrick’s model of evaluation. In today’s context, adding Phillips’ ROI calculation as the fifth level makes this framework more useful and relevant.

This is how this combination would work:

  • After establishing the gain through the 4 levels of Kirkpatrick’s model of evaluation, we can monetize it (that is, associate a monetary value to it).
  • When we compare this with the eLearning development and the associated costs, we can assess if there is a positive or negative ROI of online training.

EI Design Kirkpatricks Model

To give you a sense of how it can be practically used, let me outline the approaches we, at EI Design, typically adopt to help our customers determine the ROI of their online training:

Level 1: Reaction

This level relates to the learner’s reaction and satisfaction. To obtain the learner’s feedback, we add surveys in the eLearning course. Today, we have the flexibility to also add other aspects that indicate a learner’s reaction by asking them if they “like the course” or would they “recommend the course”.

Level 2: Learning

The classic approach to measuring what the learners learned (validate against the expected takeaways) is through summative assessments (at the end of the course).

Level 3: Application (Performance Gain Or Behavioral changes)

This crucial aspect is certainly more difficult to measure. However, going back to the pointers collated during the Training Needs Analysis (TNA) provides the cues to assess if there has been a clear and demonstrable gain or not. This gain should be directly attributable to the online training.

The TNA would typically reflect the following aspects:

  1. Need to acquire a new skill
  2. Gap in the current skills
  3. Measures to further improve the proficiency (for instance, from basic to advanced level of mastery)

A few notable aspects:

  1. We need to drill down through the TNA pointers to establish what desirable change or gain should be established. This would certainly have some tangible and some intangible gains. Both should be captured.
  2. Then, we need to ascertain, how this gain/change will be measured (over a stipulated period).
  3. We also need to identify if we need to add Performance Support Tools or learning aids to support the formal training (to help learners apply their learning and practice to move to the desired levels of proficiency or mastery).

Level 4: Business Impact

As an extension to the exercise for Level 2 and 3, we now need to identify how will the desired business impact be measured.

Some of the parameters we use include:

  • Increased productivity
  • Improved quality
  • Lower review time
  • Reduction in rework
  • Contribution at next level (that has a higher value)

Level 5: ROI

When you convert the business impact to a monetary value, you can use it to compare against the costs incurred and arrive at the ROI of online training.

What Are The Tips That Can Be Used To Maximize The ROI?

Now, I will share 5 tips that you can use to maximize the ROI of online training. You will note that each of these tips influences different levels of the Kirkpatrick’s model of evaluation.

These measures are easy to implement and will also enable you to assess the impact of each measure from Level 1 to Level 4 (of the Kirkpatrick model).

Tip 1

The entire exercise begins with the TNA where the current and desired competency mapping is done, and the expected learning gains or outcomes are identified.

However, the expected outcomes must go beyond the classic learning objectives and should include:

  1. Objectives aligned to the reaction to the online training
    For instance, the program should obtain a 4.5/5 rating on relevancy from the learners.
  2. Objectives aligned to the new skill acquisition
    For instance, the learners should score 80% on the quiz.
  3. Objectives aligned to the application of the acquired learning
    For instance, with the new skill, there should be a 90% increase in the productivity.
  4. Objectives aligned to the business impact
    For instance, with the new skill, there should be a 50% drop in the review time leading to a quicker completion of the project.
  5. Objectives aligned to the ROI
    For instance, the training investment should get offset by reduced review costs over one year.

Tip 2

To fill the gap or aid the learner in picking up the required proficiency, the focus should now shift to the adoption of the right learning strategy. In the process, do look at establishing “learning as a continuum” and have an adequate blend of formal and informal learning.

Today, you are spoilt for choice on various immersive approaches that you can pick from and which can create “sticky learning” you desire. Notable among these are the following and when applied right they will help you meet your mandate.

  1. Microlearning
  2. Gamification
  3. Scenarios (including decision-making, branching)
  4. Stories
  5. Videos and interactive videos

Tip 3

Once the right learning strategy is in place, the focus shifts to the right assessment strategy:

  • You can use assessments in interesting formats (for instance, using scenarios or gamified quizzes).
  • You can also use informal learning approaches to push challenges (quizzes) that the learners can use to validate their knowledge or practice.
  • The focus should be not only on the rating post the online training program but over an extended period to assess if the proficiency levels are being sustained and/or if you can push it to the next level.

Tip 4

Don’t depend on just one type of training (structured and formal). Provide a range of options that the learners can pick from. These should include:

  • Informal learning
  • Social learning

Tip 5

Both during the development of online training as well as post-deployment, opt for a Litmus test, that is, obtain the learner’s feedback and check for continuous improvement to maximize the gain.

You can use this feedback to determine:

  1. What is the learner’s reaction?
  2. If the training is helping them meet their mandate
  3. If the learning is effective and sticky
  4. Are the supporting aspects that can facilitate application of learning in place (Performance Support Tools or learning aids)?
  5. Is there a room for reinforcement and remediation?
  6. Is there a provision for constructive feedback to the learners on their performance?

To summarize, the task of determining ROI of online training is a complex one. I hope this article provides some practical insights and tips that you can use to create a positive impact on ROI. If you have any queries, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/5-tips-to-maximize-roi-online-training

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10+ Hacks with Captivate & The Creative Cloud | Using Workspaces to Increase Productivity

Hello!

Finally, after working on an eLearning project for United Airlines, and being sick…. I have created the first video in the series
“10+ Hacks with Captivate & The Creative Cloud”. This blog will help you enhance your eLearning projects, increase productivity, and speed up your workflow!

For my first hack, I suggest using Workspaces in all of your Adobe applications to speed up your workflow by saving your own customized workspace! I show you how to optimize your Adobe Photoshop workspace, and your Adobe Captivate workspace for faster productivity! The intro animation was created using After Effects and the final production edited with Adobe Premiere, both of which also have customizable workspaces! So lets dig in with a hack with Captivate and the Creative Cloud!

The post 10+ Hacks with Captivate & The Creative Cloud | Using Workspaces to Increase Productivity appeared first on eLearning.

TRAINING (SYD) – Adobe Captivate Foundations Course

When: 12 & 13 April

Where: Berry Street Meeting Rooms, North Sydney

COST: $900 EX GST

Learning Plan’s face-to-face foundations training course will provide you with invaluable insight into the capabilities of Adobe Captivate 2017.

Over two days, you will learn how to create visually rich and highly interactive eLearning, and will have the chance to create your first interactive Adobe Captivate project.

Lead by John Stericker, our Certified Adobe Captivate Expert, you will trade ideas, pick up design tips, learn new skills and broaden your knowledge of Adobe Captivate as you learn from one of the best.

For more information on the course, click here.

The post TRAINING (SYD) – Adobe Captivate Foundations Course appeared first on eLearning.

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+ Hacks with Captivate & the Creative Cloud | Introduction

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 and showing
10+ Hacks with 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

The post 10+ Hacks with Captivate & the Creative Cloud | Introduction appeared first on eLearning.

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/