Free Webinar: Successfully Implement Your Learning Management System (LMS)

I’m doing a free virtual session on November 29 for anyone implementing a new learning management system! Content is based on my book LMS Success. Come join our awesome, always energetic audience.

Register here: https://elearningindustry.com/webinars/successfully-implement-your-learning-management-system-lms

Here is the session description:

Congratulations! You’ve selected the perfect Learning Management System. Now what? Join Katrina Marie Baker in this 60-minute webinar for a lively discussion and some amusing war stories from past implementations.

Our agenda will cover how to:

  • Complete your implementation so smoothly that executive leadership is in awe of your project management skills.
  • Avoid common pitfalls that cause your implementation to stretch out longer than originally expected.
  • Work effectively with your LMS vendor to determine a timeline, set expectations, and get everything done on time.
  • Assemble an administrator team that is excited, knowledgeable, and well organized.

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Free Webinar: Trends In Training And Learning Management

On November 21, I’m doing a virtual session covering the biggest trends in training and learning management! Just in time for the new year. The audience is always super involved, which keeps things entertaining.

Register here: https://elearningindustry.com/webinars/training-trends-and-learning-management?utm_source=presenter&utm_campaign=adobe_webinar_nov21

Here is the session description:

Join Adobe’s Senior Learning Evangelist Katrina Marie Baker for this lively conversation about the latest trends in training & development. Based on recent studies and research, the session will explore what people are doing in organizations around the world, and how organizations can achieve great results with modern learning programs.

Katrina Marie Baker will discuss the:

  • Impetus behind creating and developing virtual universities
  • Growing demand to encourage learner immersion and ongoing engagement
  • Rise of mobile learning
  • Role of skill-based learning in business training
  • Use of gamification for learner engagement and motivation
  • Ongoing expectations of learners for video
  • Proving the value of your learning program through more relevant reporting

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Recommended Reading Summary: A Chapter from “How People Learn: Brain, Mind, Experience, and School”

I recently posted some recommended reading that relates to a virtual class I recently taught on gamification.  (Here is the recording.)

This is my own summary of the first chapter on the list.  I highly recommend the entire book, which is available for free from the National Academies Press.  It was written in 2000 but it contains some great foundational information.

Chapter 1: “Learning: From Speculation to Science,” from How People Learn: Brain, Mind, Experience, and School, by Bransford, Brown, and Cocking.

The current methods we use to deliver learning have been shaped by research within the field of education, as well as related fields.  In recent decades, teachers and researchers have discovered approaches that assist the learner in understanding and retaining new information.  Learning professionals now design curricula from a perspective that is more focused on the learner’s needs.  Research related to child development, cognitive psychology, and neuroscience has molded the current approach to early education, and has influenced how emerging technology is incorporated into the learning experience.

In the past, there was less focus on the teaching of critical thinking skills, as well as the abilities to express concepts persuasively, and solve problems requiring complex thought.  Learning experiences were focused on developing basic literacy in fields such as reading and mathematics.  Today, humanity’s knowledge is increasing at a faster rate due to globalization and rapid development of technology.  It is still important that learners develop fundamental understanding of certain subjects, but that is not enough.  Learners must be taught to self-sustain, meaning they must learn on their own by asking meaningful questions.  Using new teaching methods will help instructors connect with those who were once considered “difficult” students.  New teaching methods will also provide a deeper knowledge of complex subjects to the majority of learners.

There has been extensive research regarding how to teach traditional subjects, such as writing skills, with a non-traditional approach.  These research efforts date back to the nineteenth century and have influenced a new school of behaviorism, which in turn led to changes in how psychological research is performed.

Learning is now thought of as a process to form connections between stimuli and responses.  For instance, hunger may drive an animal or person to learn the tasks or skills necessary to relieve hunger.  Even if complex trial and error is required to learn a skill, we will perform whatever process is necessary, as long as the reward we seek is desirable enough to warrant the effort.

Cognitive science approaches the study of learning in a multi-disciplinary fashion, incorporating research from many fields and using many tools and methodologies to further research.  Qualitative research methods complement and expand earlier experimental research efforts.  An important objective within this research is to better understand what it means to understand a topic.  Traditionally, the learner’s ability to memorize is assessed in order to determine competency.  While knowledge is necessary in order to solve problems, facts must be connected to each other in order for the learner to draw conclusions.  An organized framework of concepts and ideas will give the learner the context necessary to solve problems and establish long-term retention.

Our prior knowledge, skills, beliefs, and concepts influence how we organize and interpret new information.  We exist in an environment that consists of competing stimuli, and we must choose which stimuli to focus on based on what has been important or meaningful to us in the past.  Therefore, it’s important that our foundational knowledge be accurate.  Incomplete and inaccurate thinking needs to be challenged and corrected early so that the learner doesn’t build upon which is essentially a weak foundation of knowledge.  For example, it’s common to believe our personal experience of physical or biological phenomena represents a complete and correct knowledge of that phenomena, when in fact we need more information in order to understand what we’ve experienced.

It’s important that learners have some control over their learning process so they have the opportunity to gauge their own understanding of the topics being taught.  The ability to self-assess and reflect on areas of improvement leads to metacognition, which is the ability of a person to predict their own performance on various tasks and monitor current levels of mastery and understanding.  Learning can be reinforced through internal dialog, meaning a learner may choose to compare new information with old information, explain information to themselves, and look for areas where they fail to comprehend what has been taught.  Teaching a learner how to monitor their own learning is therefore a worthwhile investment in the building of deep knowledge.  An active learner is more able to transfer skills to new problems and challenges.

The difference between a novice and an expert within a subject matter is the depth of knowledge commanded by the expert.  Depth of knowledge allows a person to recognize patterns, relationships, and discrepancies that a less experienced or knowledgeable person might miss.  An expert has a better conceptual framework, and is able to better analyze what information they need to draw forward in their memory to solve a problem.  Understanding what information is relevant to a problem is key, because it allows a person to focus only on the information they need at that moment.  This makes the problem less complex.

In order to build understanding within a subject, a teacher may provide in-depth understanding of a few specific topics, rather than giving a superficial overview of many topics.  This allows learners to better digest defining concepts.  Assessments must reinforce this model by providing instructors with an understanding of the learner’s thought processes and testing in-depth, rather than superficial, knowledge.

Learners should be encouraged to reflect on what has been learned before going on to additional topics in order to support metacognition.  Teachers should be encouraged to consider the many tools and methodologies available to present new information, and select what is best for the learner and topic.  Building a community of learners who work together and accept failure will allow individuals to take risks and challenge themselves in the classroom.  There is no one “right” way to design a classroom environment – but there are ways that are more effective than others depending on the learner’s culture and expectations, and how competence is defined.

 

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Captivate 2019 – All the Ways to Get it

Here are the links in the video:
https://helpx.adobe.com/x-productkb/policy-pricing/upgrade-policy-product-announcement.html
https://helpx.adobe.com/contact/support.html

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MICRO-LEARNING AND RETAIL INDUSTRY

Change is constant, and it certainly holds true for today’s retail industries that continues to bolster at a brisk pace. This, in turn, results in the need for employees to constantly upskill, adapt and evolve. Employees must keep up with the current trend to deliver in their roles. The contemporary retail workspace is characterized by relatively young employees who are restless, overwhelmed and distracted. They are busy meeting stringent deadlines and constantly trying to keep up with their ever-changing roles and responsibilities. With this being said, the question that pops up is that where is the “time” to learn and upskill? How can the employee learning experience be improved in such an environment of implacable stress?

For retail sector, it is not only the compliance and product training that is required. Being in this sector and succeeding in it requires training in an array of soft skills such as communication, selling techniques, ensuring customer satisfaction, etc. Along with this, several technical skills are also essential, such as financial knowledge for handling cash in stores and keeping sale records, carrying out various store operations etc. Even a slight mistake in any of these areas can lead to huge losses.

Skill development in retail industry is challenging and the key challenge is rapidly changing product offerings and delivering the need to offer “Just-in-time” learning to the employees. Now, enters microlearning. Microlearning doesn’t necessarily refer to breaking down classroom training manuals into short nugget-sized modules. It offers the learners focused and practical information to help them achieve a specific and actionable objective.

So, how can small-nugget sized practical information help the retail employees? Let’s have a look at a few microlearning strategies.

Interactive Videos

People love seeing, interacting and experiencing things. We are more likely to be drawn to something interactive than to something static.

As the sales force is always on the move in retain industry it will be difficult for them to sit on a desktop and to log into company LMS and to complete a module, instead, the company can develop interactive videos. Also, the retail industry has a lot of physical tasks to be performed on the floor which can be converted into simple interactive videos. This hand-holds the employees through various scenarios they might face on the job

Using cheat sheets

Cheat sheets can be used for employees to immediately access the data before performing an operation. For example, a factory engineer can use the cheat sheet to recall the standard operating procedures to start the machine. Likewise, checklists can be used by the engineer to check the safety precautions before operating the machine.

Stories matter

People retain information better if they if you have an emotional connection with the thing being learned. Create small and simple stories or situations learners can relate to. This helps with retaining the knowledge but also with understanding it better. Be careful not to overcomplicate things, it’s easy to get carried away with small details and forget what the learning objectives were supposed to be in the first place. For example, explaining certain scenarios information security or sharing of passwords, this is one of the best-known methods.

Learning cards

Creating exciting, yet informative, eLearning experiences for learners can be a challenging feat even for the most knowledgeable and experienced eLearning professionals. Learning cards have been the go-to tools for educators, as they help to prevent cognitive overload and make the learning experience enjoyable.

In the retail industry, delivering training content for workplace safety in digestible and specific nuggets can help them act fast in case of an emergency. Also, job-aids in the form of learning cards can be provided to improve knowledge retention.

Final Word

40% of retail employees say that they do not have time for traditional Learning and Development programs. Microlearning thus provides segments of short information that can be provided as the main training courses with better accessibility for the employees to improve their skills while taking up as little of their time as possible. In the modern fast-paced, tech-centric world utilizing microlearning enables effective, distraction-free retention of content using smaller segments.

Microlearning and mobile devices are like bread and butter—they just belong together.

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Adicionando cores a paleta de cores do Captivate 2017

Quando temos um projeto e necessitamos aplicar as mesmas cores em Formas, nos perguntamos, como colocar esta cor especifica na paleta de cores.

Vou mostrar neste tutorial, como criar e adicionar cores a sua paleta ou trazer de outros softwares como Adobe Illustrator ou Photoshop e atribuir no Adobe Captivate 2017.

Primeiro vamos ao menu Janela > Gerenciador de Amostras como mostra a imagem a seguir.

Sem Título-1a

Assim que aberto o painel Gerenciamento de Cores, teremos opções para carregar uma paleta externa ou salvar uma nova paleta, vejamos a imagem a seguir:

Sem Título-2     Sem Título-salvar

Obs.: Caso queira poderá neste momento carregar paletas de outro software como Adobe Illustrator, basta escolher paletas com extensão .ASE

Para adicionar um valor RGB ou hexadecimal a paleta, basta clicar sobre o ícone Escolher Cor, vejamos a imagem a seguir:

Sem Título-escolher_cor

A seguir, teremos o painel seletor de cores ou poderemos ajustar pelos valores em HSB, RGB e Hexadecimal, caso não entenda os padrões de cores, pesquise por tabela de cores HSB e RGB.

Caso queira um cor especifica exemplo, cor de alguma imagem, basta utilizar o conta gotas.

Sem Título-seletor

Assim que definida a cor, basta adicionar um nome e clicar em Ok para finalizar.

nome da cor

Até o próximo tutorial.

Fabio Oliveira (Fojool)

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/

 

Como visualizar os paineis, que considera importantes em um projeto.

Como todo software Adobe o Captivate também tem seus paineis de ajuda e propriedades.

Alguns desse painéis não ficam visíveis o tempo todo, precisamos habilita-los para por utilizar seus recursos, estarei mostrando alguns desse paineis que considera importantes, vamos lá.

Para habilitar os painéis, vá ao menu Janela (Window) e escolha o painel desejado, neste caso mostrai o painel Anotações de Slide, vejamos as figura a seguir:

Captura de Tela 2017-10-30 às 15.44.44

Após clicar em Anotações do Slide, vera na parte inferior junto Linha de tempo (Timeline) o painel, vejamos a imagem a seguir:

Captura de Tela 2017-10-30 às 16.36.10

 

 

 

Clicando no sinal de + podemos adicionar as observações nos Slides.

Captura de Tela 2017-10-30 às 16.37.34

Você poderá adicionar comentários para cada Slide, fazendo anotações sobre o slide ou sobre o projeto para os demais desenvolvedores.

Observe que temos também um botão para converter o texto em Audio ou seja, as anotações serão modificadas para Fala, isso e muito bom e importante para a questão

acessibilidade, como eu já venho mencionando a muito tempo, o Captivate tem diversos recursos de acessibilidade por padrão.

Captura de Tela 2017-10-30 às 16.37.34 cópia

No próximo tutorial sobre os painéis, falarei sobre o de Informações do Projeto.

Abraços

Fabio Oliveira (Fojool)

 

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)

 

 

 

 

 

Adobe Captivate 2017 – Criando criando campo Entrade de texto com Ações Avançadas.

Neste vídeo dou continuidade ao vídeo 1, Criando caixa de entrada de texto com Adobe Captivate. Iremos adicionar Ações Avançadas e dando uma maior interatividade e dinâmica no conteúdo desenvolvido com Captivate 2017.

 

Fabio Oliveira – Fojool