HR Technology For 2018: Ten Disruptions Ahead

Auch dieses Jahr soll der Ausblick des Analysten nicht fehlen. Josh Bersin hat wieder das Spielfeld der HR-Plattformen, Systeme und Tools vermessen und auf 10 „big changes“ heruntergebrochen. Natürlich gilt auch für 2017: „… things are changing faster than ever“. Und natürlich ist fast jeder Trend „most important“ und „the next big thing“. Das gehört zum Klappern des Analysten. Aber was zählt Josh Bersin nun auf?

1. A Massive Shift From „Automation“ To „Productivity“. Weg von der ausschließlichen Suche nach Effizienz. Alle wollen produktiver, kreativer, agiler werden. Kann HR (Software) hier unterstützen?
2. Acceleration Of HRMS And HCM Cloud Solutions, But Not The Center Of Everything. Die Cloud kommt, aber es dauert etwas. Weil es die gesamte Architektur betrifft.
3. Continuous Performance Management Is Here: And You Should Get With It
4. Feedback, Engagement, And Analytics Tools Reign. Hier (zwischen 3 und 4) habe ich fließende Übergänge gesehen. Die Richtung: Das Ende des jährlichen Mitarbeitergesprächs und der Zielvereinbarung. Hin zu Live-Daten und Dashboards. „… but this is still a new world“.

5. Reinvention Of Corporate Learning Is Here (im letzten Jahr hieß es „The Continuing Explosion and Evolution of the Learning Market“, aber das nur am Rande)

“ … a new breed of corporate learning tools has finally arrived, and companies are snapping them up quickly.

These include the „experience platforms,“ a new breed of „micro-learning platforms,“ modernized LMS systems, and new AI-based systems to recommend learning, find learning, and deliver learning. Virtual Reality-based learning is now alive and well, and I expect to see smarter and smarter technologies to help us find „just what we need“ along the lines of performance support. And you can now buy systems that let employees publish and share content without any major effort on your part.“

6. The Recruiting Market Is Thriving With Innovation. Der „war for talent“ ist wieder da. Hier spielt die Musik!
7. The Wellbeing Market Is Exploding. Health, Burnout, jetzt Human Performance. „The next big thing.“ Wenn nicht Privatsphäre und Datenschutz wären. Aber die bringt der amerikanische Analyst erst beim nächsten Punkt ins Spiel.
8. People Analytics Matures And Grows. Jetzt kommen Big Data und AI zu ihrem Recht. Doch: Mehr Daten als Fragen.
9. Intelligent Self-Service Tools. Wieder AI. Und die Frage, wer Ordnung in das Ganze bringt. Aber Josh Bersin sucht noch den richtigen Begriff für diesen Markt …
10. Innovation Within HR Itself. HR als Treiber und „disruptor“. Klingt etwas nach Wunschdenken.

Josh Bersin, Forbes, 2. November 2017

Instructional Design Tips to Create eLearning to Train Corporate Millennial Workforce

Millennial-Employees_Swift-Elearning

“Modern Instructional Design can address the millennial learning needs and help you create an effective eLearning.” In this blog, we will discuss the modern digital learning needs along with the corresponding instructional design tips to create learner-centered corporate eLearning.

But What is the Need?

Retaining talents is one of the biggest challenges in the corporate world. Despite every effort, corporates now have a hard time to retain employees and achieve their strategic business goals.

In the current business landscape, Millennial generation also known as Gen Y represents a major proportion of the workforce. Typically, they keep on switching their jobs throughout their career. One of the major reasons for this could be the ineffective learning and development initiatives. And traditional training approaches may not address their learning needs and preferences. Therefore, it essential to assess, review and modify the learning and development practices to effectively develop Millennial talent. The best solution would be to devise online training based on modern instructional design.

But Who Are Millennials?

Millennials, are the most diverse, tech-savvy, confident generation who tend to be little impatient at times. And surveys suggest that the good work-life balance and appropriate learning and development opportunities could create an ideal job environment for them.

Characteristics of Millennials

Tech Savvy Conventional Ambitious Team-oriented
Highly Optimistic Multitaskers Gadget Lovers Self-directed
Open-minded Competitive Self-centered Impatient
Collaborative More Diverse Flexible Skeptical

How to Design Training for Millennial Employees?

As an instructional designer, it is imperative to understand the learning preferences of millennials and design the learning that better aligns with them. So, before we move further, let’s meet Mr. Jack, a young professional. Lets understand his learning preferences better along with the top four instructional design tips to create effective eLearning.

Are you ready?

Meet Jack, Gen Y, to Know His Learning Preferences

Learning-Preferences_Swift-Elearning

I love relevancy: Well, I am driven by a strong sense of purpose. I feel disconnected when the training is no more relevant to me. I always wanted to know what am I doing and why am I doing it. So make the learning more meaningful, contextualized and personalized for me.

Bite-sized learning interests me: Though I am a quick learner, my attention span is considered to be short – less than gold fish. Bite-sized learning or microlearning strategy would be ideal for me because I can digest the short, sweet, succinct learning nuggets easily. So please do not dump the text-heavy content and increase my cognitive load. Video-based eLearning can as well be effective for me to retain the information.

Encourage me during the training: Appreciations and rewards give me a sense of accomplishment during learning and this certainly motivates me to do better. I also need immediate feedback and direction to proceed. You can provide me virtual rewards such as badges, points and currencies throughout the course. Gamification can be the best strategy to completely engage me.

Traditional learning methodologies are boring: As an experiential and exploratory learner, I prefer active learning methods that incorporate more multimedia, gamification and collaboration. In one word, the learning should be interactive and provide me with immediate and continuous feedback.

Embrace digital learning technologies such as mobile learning, learning analytics, gamification, augmented reality and virtual reality to get the best out of online training.

Conclusion

So let’s adapt the modern instructional strategies as part of on-going training to meet the needs of ever growing digital millennial workforce. Hope this post would help you focus on the areas in creating an effective and engaging eLearning courses.

Please do share what other instructional design strategies do you adopt to bring the desired learning outcomes in the corporate online training.

Source linkhttp://www.swiftelearningservices.com/instructional-design-tips-to-create-elearning-to-train-corporate-millennial-workforce/

Instructional Design Tips to Create eLearning to Train Corporate Millennial Workforce

Millennial-Employees_Swift-Elearning

“Modern Instructional Design can address the millennial learning needs and help you create an effective eLearning.” In this blog, we will discuss the modern digital learning needs along with the corresponding instructional design tips to create learner-centered corporate eLearning.

But What is the Need?

Retaining talents is one of the biggest challenges in the corporate world. Despite every effort, corporates now have a hard time to retain employees and achieve their strategic business goals.

In the current business landscape, Millennial generation also known as Gen Y represents a major proportion of the workforce. Typically, they keep on switching their jobs throughout their career. One of the major reasons for this could be the ineffective learning and development initiatives. And traditional training approaches may not address their learning needs and preferences. Therefore, it essential to assess, review and modify the learning and development practices to effectively develop Millennial talent. The best solution would be to devise online training based on modern instructional design.

But Who Are Millennials?

Millennials, are the most diverse, tech-savvy, confident generation who tend to be little impatient at times. And surveys suggest that the good work-life balance and appropriate learning and development opportunities could create an ideal job environment for them.

Characteristics of Millennials

Tech Savvy Conventional Ambitious Team-oriented
Highly Optimistic Multitaskers Gadget Lovers Self-directed
Open-minded Competitive Self-centered Impatient
Collaborative More Diverse Flexible Skeptical

How to Design Training for Millennial Employees?

As an instructional designer, it is imperative to understand the learning preferences of millennials and design the learning that better aligns with them. So, before we move further, let’s meet Mr. Jack, a young professional. Lets understand his learning preferences better along with the top four instructional design tips to create effective eLearning.

Are you ready?

Meet Jack, Gen Y, to Know His Learning Preferences

Learning-Preferences_Swift-Elearning

I love relevancy: Well, I am driven by a strong sense of purpose. I feel disconnected when the training is no more relevant to me. I always wanted to know what am I doing and why am I doing it. So make the learning more meaningful, contextualized and personalized for me.

Bite-sized learning interests me: Though I am a quick learner, my attention span is considered to be short – less than gold fish. Bite-sized learning or microlearning strategy would be ideal for me because I can digest the short, sweet, succinct learning nuggets easily. So please do not dump the text-heavy content and increase my cognitive load. Video-based eLearning can as well be effective for me to retain the information.

Encourage me during the training: Appreciations and rewards give me a sense of accomplishment during learning and this certainly motivates me to do better. I also need immediate feedback and direction to proceed. You can provide me virtual rewards such as badges, points and currencies throughout the course. Gamification can be the best strategy to completely engage me.

Traditional learning methodologies are boring: As an experiential and exploratory learner, I prefer active learning methods that incorporate more multimedia, gamification and collaboration. In one word, the learning should be interactive and provide me with immediate and continuous feedback.

Embrace digital learning technologies such as mobile learning, learning analytics, gamification, augmented reality and virtual reality to get the best out of online training.

Conclusion

So let’s adapt the modern instructional strategies as part of on-going training to meet the needs of ever growing digital millennial workforce. Hope this post would help you focus on the areas in creating an effective and engaging eLearning courses.

Please do share what other instructional design strategies do you adopt to bring the desired learning outcomes in the corporate online training.

Source linkhttp://www.swiftelearningservices.com/instructional-design-tips-to-create-elearning-to-train-corporate-millennial-workforce/

A Case Study on Microlearning as Performance Support to Reinforce Existing Training

Microlearning Case Study_Swift Elearning

Microlearning, one of the hottest eLearning trends, is catching attention amongst eLearning fraternity like never before. Our recent discussion on a LinkedIn group received a stream of thoughts and perspectives on microlearning. In this blog, we will discuss the microlearning case study that illustrates how we’ve developed and delivered microlearning course/application as performance support to reinforce existing training.

Before we could explore the case study, let’s first understand what microlearning actually means. “Microlearning is not just bite-sized eLearning content that is chunked to deliver short bursts of information, but it is more than that…”

Then What is Microlearning?

Microlearning is a modern instructional design strategy that:

  • Aligns with the modern, tech-savvy workforce with shorter attention spans
  • Focusses on one specific learning outcome
  • Provides just-in-time performance support to reinforce learning and improves retention
  • Enables learners to choose when and what they need to learn at the moment of need
  • Is most cost-effective way to develop and deliver online training

Microlearning Case Study Overview:

  • Instructional Design Strategy: Microlearning Solution as performance support
  • Industry: Agriculture – Livestock Industry
  • Target Audience: Veterinary Paraprofessionals
  • Technology: HTML5 & Adobe Captivate and Android

About Client

Our client, a reputed Veterinary Research agency, is responsible to control and prevent the spread of livestock diseases. As part of their mission, they hired young veterinary professionals and trained them on:

  • preventive measures,
  • recognition of clinical signs and
  • veterinary best practices to minimize the diseases and improve animal health.

What was the Challenge?

The paraprofessionals will go through the online training which will be 2 hours seat, attempt the final quiz and get certified. On the field it was difficult for the paraprofessionals to remember every bit they learned in the training. And when they are on field they cannot access the course and look for the symptoms.

As a result, they couldn’t translate their learning on the field. Most of them would call the agency or their peers to identify clinical signs and other issues instead of resolving themselves.

Our client realized these shortcomings and approached Swift for a better learning solution that could be developed cost-effectively in a shorter timeframe.

How Did We Help?

The long training sessions and lengthy eLearning courses loaded with lots of information, but everything cannot be remembered all the time. We then proposed bite-sized microlearning approach to provide just-in-time information to supplement primary eLearning or ILT programs.

Our Microlearning Strategy Was Simple…

We ensured that the microlearning content is:

  • Well organized and easily accessible – Allowing learners to search and sort the required learning content needed at that point of time
  • Concise and contextual with bite-sized learning nuggets of 5-7 minutes focused towards one specific learning objective
  • Interactive and visually appealing with simple interface to drive learner engagement through mobile learning
  • Cross-device compatible, delivered through mobile platform – multi-device learning
  • Embedded with short videos highlighting the best practices
  • Mobile friendly and responsive – published in HTML5 via Adobe Captivate

What Was the Impact?

The quick and cost-effective Microlearning strategy yielded better results. Learners could pick and choose the relevant lessons at the point of need. There was a drastic improvement in their performance.

Short and specific learning nuggets along with reduced cognitive overload and reinforced what has been learnt. This just-in-time solution resulted in active learning.

Though microlearning is a good strategy, it is not a silver bullet for every learning solution. We must be wise enough to choose the appropriate learning strategies before we could actually design it.

Source Link: http://www.swiftelearningservices.com/microlearning-case-study/

Mein Wochenausklang: Brauchen wir „Microlearning“?

In diesen Wochen erreicht mich wieder eine Fülle an Webinar-Angeboten. Ab und zu melde ich mich für eines an, und ab und zu raffe ich mich dann tatsächlich auf, auch einmal reinzuhören. Diese Woche ging es um „Micro-Learning and Gamification“. Ich bin dann doch zur Halbzeit aus dem Angebot ausgestiegen, weil es eher an Einsteiger adressiert war. Aber über den Begriff Microlearning habe ich noch eine Weile nachgedacht.

Ich weiß noch, dass es 2005 eine Microlearning-Konferenz in Innsbruck gab. Auf dieser (oder der nächsten, 2006?) bin ich gewesen. Damals führte der Begriff Microlearning noch beide Welten zusammen: die Internet-Avantgarde, die von Hypertext, RSS und „small pieces, loosely joined“ schwärmte; und die EdTech-Vertreter, die schon an neue Anwendungen für das mobile Lernen glaubten. Mit dem iPhone und YouTube haben dann die letzteren das Feld und den Begriff übernommen.

Was aber den Umgang mit Microlearning nicht leichter gemacht hat. Zwar ist man sich heute einig, dass mit Blick auf Nutzungsroutinen, Aufmerksamkeitsspannen und Vergessenskurven kein Weg an kurzen Lerneinheiten vorbeiführt. Aber hat man damit schon ein pädagogisches Konzept? Wenn ich den Begriff zum Beispiel in der „Mediendidaktik“ von Michael Kerres nachschlage, so werde ich zum Kapitel „Behaviorismus“ geführt. Dort wird Microlearning mit dem mobilen Lernen zusammengebracht, aber auch mit der Warnung, dass sich in kurzen Zeitfenstern nur begrenzte Lerninhalte, sprich: Faktenwissen, sinnvoll bearbeiten lassen. Es liest sich eher wie eine Verlegenheitslösung.

Im eingangs erwähnten Webinar gab es ein Schaubild mit einer Gegenüberstellung von Microlearning und Macrolearning (der Begriff war mir, das nur am Rande, neu). Microlearning, so heißt es da unter anderem, kommt ins Spiel, wenn ich sofort eine Antwort benötige („I need help now“), Macrolearning dagegen antwortet auf „I want to learn something new“. Das eine ist getrieben durch meine Fragen, beim anderen werde ich von Experten geführt. Aber auch diese Unterscheidung wirft Fragen auf, und ich bin nicht sicher, ob sie es in die Neuauflage der „Mediendidaktik“ schaffen wird.

Vielleicht, so mein heutiges Fazit, erweitert Microlearning vor allem den Blick: darauf, dass Lernen ein kontinuierlicher Prozess ist, in dem „große Lernblöcke“ durch kleine Impulse eingeleitet oder durch kurze Refresher fortgeführt werden können; darauf, dass Lernen formal und informell stattfindet und an vielen Stellen, oft hinter unserem Rücken, fest in unseren Alltag eingebettet ist. „Alte“ Newsletter-Dienste versuchen auch, solche Impulse zu setzen. Heute kommen sie als Messenger-Dienste via WhatsApp oder Telegram daher, wie die „tägliche Dosis Politik“ der Bundeszentrale für politische Bildung. Auch eine Form von Microlearning!?

Adobe Captivate 2017 Review: What is Improved?

Adobe-Captivate-2017-Features-and-Enhancements

Adobe’s new update for its most popular eLearning authoring tool, Captivate 2017 is released now! It is loaded with tons of new exciting features and enhancements! Be it custom eLearning content development, rapid elearning, mobile learning, simulation-based eLearning or microlearning, Adobe Captivate has been the choice of eLearning developers and eLearning providers. This update brings the best of the features which help you reimagine the way you develop HTML5-based interactive eLearning. This means more flexibility in creating fully responsive multi-device eLearning and mLearning content.

In our last blog, we have covered the new features of Adobe Captivate 2017. So for now, we will take a look at the improved features or enhancements to understand what makes it better than Adobe Captivate 9.

Multi-Device Responsive eLearning Authoring – Enhancement:

With Adobe Captivate 2017, creating multi-device eLearning content has never been so easy. Your eLearning content adapts itself to every mobile device without developing the same slide for multiple times for different views. Now you can use Device-Specific previews to see how your eLearning content looks on any device. One publish for all devices. You’d love this enhancement as it reduces redundancy in development saving you a huge amount of time.

Responsive Themes – Enhancement:

The responsive themes are now loaded with Fluid boxes that enable you to render fully responsive content for multiple devices. You can customize themes for an enhanced look and feel with blended backgrounds, styles, fonts, and layouts. You can also save them for future.

Responsive Motion Effects Without Programming – Enhancement:

Take learner engagement to the next level. Create motion effects using fluid object transitions even for responsive elearning projects without any code. Define motion paths and control how objects move.

Shared Advanced Actions – Enhancement:

Applying Shared Advanced Actions within the project is much easier now with the introduction of Conditional tab in the Advanced Actions dialog box. You can now convert standard to conditional action and vice versa eliminating the need to copy and paste the shared action. It saves your time and efforts.

Conclusion:

The enhancements in 2017 edition of Adobe Captivate enable you to create advanced multi-device learning with improved flexibility. In addition, it is also power-packed with the ability to convert a non-responsive eLearning project to responsive project, customizable closed captioning and many more.

Source Link: http://www.swiftelearningservices.com/adobe-captivate-2017-review-what-is-improved/

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/

eLearning Trends And Predictions For 2017

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

2017: eLearning Trends And Predictions

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

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

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

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

What Will Continue To Offer Value

1. mLearning Or Mobile Learning.

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

EI Design microlearning example 1

2. Microlearning And Learning Paths.

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

Microlearning-and-learning-paths

3. Mobile Apps For Learning.

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

Mobile Apps for learning

4. Gamification.

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

EI Design gamification in training

5. Videos And Interactive Videos.

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

Videos and Interactive videos

6. Collaborative And Social Learning.

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

Collaborative-and-Social-Learning

7. Performance Support Tools (PSTs).

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

Performance Support Tools (PSTs)

Where We Will See Increased Focus

1. Learning Portals.

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

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

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

3. Measuring Learning Effectiveness Or Learnability Of Online Courses.

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

4. Learner Analytics.

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

Watch Out For

1. Personalized And Adaptive Learning.

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

2. Content Curation For Learning.

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

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

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

4. Wearable Technology For Corporate Learning.

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

Final Word

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

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

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

6 Strategies You Can Use To Design Effective eLearning For Your Millennial Workforce

With increasing millennial workforce, organizations need to re-evaluate their existing learning strategies. In this article, I will explain 6 strategies that you can use to effectively engage and motivate your millennial workforce.

Why Do You Need A Different Learning Strategy For Your Millennial Workforce?

6-Strategies-to-design-effective-eLearning-for-your-millenial-workforce-EI-Design

Of late, there has been a lot of discussion on the need for corporates to re-evaluate their existing learning strategies so that they can meaningfully engage millennial workforce.

Is there a clear business case for this? Absolutely! The percentage of Millennials in the workplace is increasing steadily and over the next 4 years, they will be a significant part of the workforce in several leading global economies. (For instance in India, over 50% of the workforce by 2020 will be Millennials).

The fact is that this generation thinks, behaves, and learns differently, and this opens up a clear need to re-evaluate your existing learning strategies to make them appealing to this profile.

Why Is The Existing Or Traditional eLearning Not Enough To Engage The Millennial Generation?

The answer to this question lies in understanding what sets the millennial generation apart (in contrast to the Baby Boomers or Generation X who respond well to traditional eLearning).

For instance, there have been reports of folks in the academia in several parts of the world being appalled at the increasing use of the SMS language (or “textspk”) in essays, exam papers, and other stuff written by students. While literature pundits are gnashing at the idea of students murdering Shakespeare with “2 b r nt 2 b”, as Learning and Development professionals, this learner attitude can give you a whole lot of food for thought.

What it tells you is that today’s learners, mostly Millennials, don’t shy away from making their non-conformity to traditional methods obvious besides taking the quick route to gaining and sharing knowledge.

To nail this challenge, we must identify the traits of Millennials, which determine how they work, collaborate, and learn. These factors need to be then incorporated in creating the learning strategy that would engage the millennial workforce and motivate them to apply this learning on the job.

What Are The Traits Of The Millennial Workforce That Impact The Learning Strategy?

Some of the key characteristics of the millennial generation are:

    • First generation “digital natives”.
      They have grown with the internet, smartphones, and the world of social media.
    • Tech savvy.
      Goes without saying, an intrinsic understanding of technology comes naturally to them.
    • Strong multi-tasking capability.
    • Are ambitious.
    • Have short attention spans.
    • Easily distracted.
    • Need a clear and definitive goal and outcome.
    • Need recognition.
    • Need constant feedback.
    • Need flexibility.

Furthermore, their learning styles show the following notable aspects:

    • They understand the value of learning to grow at work.
    • Prefer visual aids (rich media).
    • Prefer exploration (rather than a rigid learning path).
    • Want experiential data that they can relate to easily and apply (real life scenarios).
    • Relate easily to technology and online training, and respond best to interactive and engaging multimedia formats.
    • Love working in groups (collaborate and learn).
    • Bottomline: Have a desire to learn but want this to be short and fun.

Apart from these characteristics, we also need to see the key aspects that determine the learning styles of the millennial generation. Both of these would help us in defining the required learning strategies and training Millennials effectively.

What Learning Strategies Would Engage Your Millennial Workforce?

Looking at the traits of the Millennials in the workplace and their preferred learning styles, there are 6 learning strategies that are bound to work and engage Millennials. These include:

    1. Offer responsive mLearning or mobile learning.
      Researchers say that Millennials check their smartphones 43 times a day on average. As Learning and Development professionals, there’s a huge cue you can take from this millennial demeanor. You can offer them responsive mobile learning solutions and the flexibility of device to learn (from desktop/laptop to tablets or smartphones).
    2. Use microlearning.
      As pointed out earlier, Millennials have short attention spans. You can make their life a lot easier with microlearning, that is by breaking the bigger chunks of learning into snackable bites that can be taken on the go.
    3. Extend to Social learning.
      Millennials spend 5.4 hours every day on social media. Now that tells you something. You can use this inclination towards social media that they have to your advantage with social learning: Create forums and communities of practice that facilitate collaborative learning, knowledge sharing, and curation of learner created content.
    4. Engage with gamification of learning.
      How gamification of learning boosts learner engagement? Well, the Baby Boomer population would have been more than content watching Batman and Superman do their stuff on the silver screen. The typical Millennial of today wants to be the Batman himself and bash up the bad guys with the gaming console in his hand in a bid to outdo the Superman (being played by the guy with a gaming remote sharing sofa space with him). You can tap into the competitive spirit that gamification induces and offer learning that is aligned to a learning outcome while making no compromise with the fun bit.
    5. Use videos extensively and offer learning nuggets in rich media formats.
      According to a research, 72% of the millennial population turns to video-based information hubs such as YouTube for their various infotainment needs. You can leverage on the video technology, microlearning approaches, and social learning to offer high impact learning nuggets.
    6. Offer a learning path based approach.
      Rather than an intense but discrete training program, you can use a series designed as a learning path to create a journey that helps learners learn, practice, and take remediation as required. More significantly, these assets are easily available in their workflow, on the device of their choice.

These approaches will certainly appeal to your millennial workforce, engage them, and motivate them to perform better. If you have any queries or would like to see examples of how you can use them in your organization, do contact me.

Source: https://www.eidesign.net/6-strategies-you-can-use-to-design-effective-elearning-for-your-millennial-workforce/

5 Tips to Design eLearning to Match Different Learning Styles

‘One size does not fit all.’ This statement is particularly relevant in the ways we learn, as each one of us has a particular learning style. When we go through training that matches our learning style, we are interested, engaged and are able to internalise it effortlessly.

In this blog, I begin with the key learning styles and then move on to 5 tips that Instructional Designers can use to design eLearning or online training to match the different learning styles.

What are the key learning styles?

In real life, each one of us tends to learn through a combination of styles (this is called multi modal learning). However, we do have one key (or preferred) learning style.

A common model that is used to define the learning styles is the VARK model, which classifies learners into the following 4 categories:

  1. Visual learners: They prefer strong visual cues in learning.
  2. Aural or Auditory learners: They respond best to facilitated sessions.
  3. Reading learners: They prefer structured, text-based cues to learn.
  4. Kinaesthetic learners: They lean on their senses and need an experiential mode to learn.

Can you design eLearning that can match different learning styles?

By definition, eLearning courses are rolled out to diverse and heterogeneous learners. While Instructional Designers have good pointers on Training Needs Analysis, learning outcomes, expected gains (for learners and business), learner’s current proficiency and so on, they have no cues on the learning style of each.

Practically, it is difficult to create an eLearning course that will resonate equally with learners of diverse learning styles.

What tips can be used to design eLearning that can match each learning style?

Instructional designers can use the following 5 tips to cater to different learning styles:

  1. While keeping the focus on the learning outcomes that must be met, identify a combination of approaches that will work across different learners.
  1. The methodology to nail the predominant/combination approach to be used (text, visual, audio or simulations, etc.) must be arrived at by looking at the nature of content.
  1. Additionally, use techniques like Microlearning which provide tremendous range of delivery formats that would resonate with different learners.
  1. Give the control to the learner by doing progressive build-up through a series of steps like ‘Teach’, ‘Try’ and ‘Test’; and at each stage, use multi modal approaches and mix Personalised
  1. Last but not the least, when you opt for one predominant approach, ensure the learners with other learning styles have adequate options.

I hope this blog provides some easy-to-apply tips that will enable you to design eLearning courses to suit different learning styles and score well with all your learners. If you have any queries, do contact me.

Need More?

Want more insights on how to align your eLearning or online training programs so that it resonates with each learner, irrespective of their learning style? Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/5-tips-design-elearning-match-different-learning-styles/