How Asos Had Their Employees Want More Online Learning

ASOS recently launched a different approach to supporting people managers at performance review time. Rather than running ‘courses’, they provided digital ‘resources’ that provided support and answers to managers’ questions at the point of need—and it was hugely successful!

This post was first published on eLearning Industry.

Why Education is a terrible model for Learning

„Resources not courses“ ist die Botschaft von Nick Shackleton-Jones, die er nicht müde wird zu verbreiten (siehe „It’s time to switch from courses to resources“). Das heißt: Learning & Development sollte sich vom klassischen Trainingsmodell verabschieden und aufhören, Kurse, Inhalte und Tests zu entwickeln und zu verteilen. Dazu gehören auch LMS und Mobile Learning. Stattdessen lieber Mitarbeitende/ Lernende fragen, was sie benötigen, um ihren Job gut oder besser zu erledigen.

Am Ende des Statements findet sich auch noch ein Platz für Lernplattformen: „I ought to say something positive about the LMS: if you are trying to schedule experiences, then it’s a good tool. An LMS is generally a pretty good event-management system.“
Nick Shackleton-Jones, LinkedIn/ Pulse, 1. Februar 2018

5 Tips To Create An Awesome Learning Culture

Training is an essential component to upskill employees and aid their development. It is up to Learning and Development to create a learning culture that encourages employee feedback on what they want to learn, incentivizes learners, and does not make the workforce eschew training.

This post was first published on eLearning Industry.

Performance Support And A Resource-Based Approach

How Is Digital Transformation Affecting L&D? Discussing Performance Support As Matt Mella, a Senior Lead learning Designer at Kineo, puts it: “a resource-based approach is on-the-fly knowledge and guidance rather than relying on memory and practiced behaviors. The barrier to this isn't always technology; it's lacking the strategy and structure to deliver what's required when […]

This post was first published on eLearning Industry.

5 Questions Answered That Prove You Should Invest In Learning And Performance Ecosystems

We are in a phase of rapid “learning transformation”. Higher focus on performance gain is paving the way for organizations to evaluate strategies beyond formal training. In this article, I provide answers to top 5 questions on why you should invest in a learning and performance ecosystem.

This post was first published on eLearning Industry.

„Lerner nicht wie Kinder behandeln“

Am 30. Januar 2018 hält Charles Jennings eine Keynote auf der LEARNTEC in Karlsruhe. Grund genug, ihn noch einmal nach dem 70:20:10-Konzept und der Rolle und Bedeutung des informellen Lernens am Arbeitsplatz zu befragen. Ich will an dieser Stelle nicht die Grundlagenarbeit von Charles Jennings zusammenfassen, die er in diesem Interview leistet, sondern picke mir einzelne Hinweise heraus:

– dass die meisten E-Learning-Angebote heute „noch viel zu contentlastig sind“;
– dass eine Verlagerung von „courses to resources“ notwendig ist, auf die „Unterstützung von Mitarbeitern in ihren täglichen Arbeitsabläufen“;
– dass soziale Netzwerke für Wissensarbeiter sehr wichtig sind;
– und dass die meisten Erwachsenen sehr wohl selbst wissen, welche Fähigkeiten sie benötigen.
Kirsten Seegmüller, Interview mit Charles Jennings, Haufe/ Redaktion wirtschaft+weiterbildung, 7. Dezember 2017

3 ways technology can help build business agility

Die Autorin leitet ihren Weckruf wie folgt ein: „In this article I explore three ways that organisations can be using learning technologies to enhance the learning experience in ways that increase staff and business agility.“ Die Punkte stimmen: Make connections; Learn on the move; Prioritise learning transfer.

Schließlich: „Your workers are often at the forefront when it comes to adopting L&D technologies – even if they don’t call it learning, they are connecting with others and accessing the learning they need on the move. It’s time to catch up! Are you already using these learning technologies in your L&D strategy?“

Priya Dharni, Towards Maturity, 13. November 2017

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.

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