Performance Mapping: A Personalized Journey Τo Success

True Performance Management is an ongoing journey. To drive effective, motivational growth in learners, a performance map centered on business goals, desired behaviors, and key skill development should serve as the foundation to foster confidence and proficiency within each unique individual. This post was first published on eLearning Industry.

Training And Performance Support Solutions: What They Are And When To Use Each

While training and performance support are terms often used interchangeably, they are two discrete solutions. Striking the right balance between the two ensures that your employees are trained, compliant, educated, and actively developing their careers. But how do we know when to use each? This post was first published on eLearning Industry.

Learntec 2019: Neue Tools und alte Fragen

Die neuen Tools: Augmented und Virtual Reality (eigene Area auf der Learntec). Ein Thema: Workplace Learning (vertreten durch Jane Hart). Dann noch Kritik an der klassischen Personalentwicklung: „Wer ist eigentlich der Lerner? Und was braucht er?“ und „Welche Rolle muss L&D spielen?“ Christian Böhler (Innogy) und Tobias Pickl (Audi) plädierten zum Beispiel für ein Corporate Learning, das mehr auf direkten Performance Support setzt.
Sascha Reimann und Nicole Bußmann, managerSeminare/ Blog, 6. Februar 2019

Bildquelle: Günter Josef Radig (Wikimedia, CC BY-SA 3.0)

The Best Training Mimics Recreational Technology

You can unlock insights into competitive learning design by exploring how learners are using recreational tech. Some of the best learner-experience research can be found outside of the industry, right at your fingertips. This post was first published on eLearning Industry.

eLearning Trends In 2019: How To Use Them To Enhance Your Learning Strategy

eLearning Trends In 2019 You Can Use To Enhance Your Learning Strategy

As I began my exercise to predict eLearning Trends in 2019, the fourth one in this series, I took a step back to see why anyone seeks upcoming trends.

The top 5 reasons why L&D teams look at trends are listed here. They prompt them to adopt new or better approaches that:

  1. Keep the learners engaged.
  2. Ensure knowledge acquisition happens.
  3. Facilitate the application of the acquired learning on the job.
  4. The desired performance gain and ROI occurs.
  5. A positive ROI on training spend is established.

In this article, I take this need as the thread to share the eLearning Trends in 2019. I have grouped them as follows:

  1. Section 1: I list the trends that help learners learn and, more significantly, apply this learning to show better performance or the required behavioral change.
  2. Section 2: I list trends featuring learning strategies with a proven track record of delivering a better engagement quotient and higher training impact.
  3. Section 3: I follow this up with a list of trends that organizations must invest on to measure, enhance, and maximize the impact of their training.
  4. Section 4: I wrap up with trends that are clearly emerging as front runners for investment in the very near future.

With this approach, I am confident that the featured eLearning Trends in 2019 in this article will offer tremendous value in enhancing your learning strategies in the new year.

  • Designed as a guide that you can practically use, it features a typical learner journey that highlights how modern learners learn and what they wish to see in their online training delivery.
  • I use this backdrop to highlight how the featured eLearning Trends in 2019 can be used to add value to learning and its application plus measurement and further gains.

Without further ado, here is my list of eLearning Trends in 2019 banded logically to facilitate their impact and application.

eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.

  1. Mobile Learning
  2. Digitalization of ILT (to Blended or Fully Online)
  3. Performance Support Tools
  4. Informal Learning
  5. Social Learning
  6. Self-Directed Learning

eLearning Trends In 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.

  1. Microlearning
  2. Gamification
  3. Video-Based Learning (Videos and Interactive Videos)
  4. Mobile Apps for Learning
  5. Personalization
  6. Curation and User Generated Content

eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.

  1. Learning Engagement Platforms – LXP
  2. Learner Analytics
  3. Big Data-Reporting and Analytics

eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For—The Future Is Here!

  1. AR/VR and MR for Immersive Learning
  2. Artificial Intelligence (AI) in Learning

eLearning Trends In 2019 – Section 1: The Trends That Help Learners Learn And Apply This Learning To Show Better Performance Or Behavioral Change.

eLearning Trends In 2019 – Trend #1: Mobile Learning

Over the last 4–5 years, the adoption of Mobile Learning has been on the rise. This is on account of the flexibility it provides to learners (learning on the go, multi-device support – including smartphones, tablets or laptops/desktops, and anytime and anywhere access).

From an organization’s perspective, this is clearly an approach that resonates better with learners, offers higher engagement, provides better completion rates, and can be used to support both formal and informal trainings.

What I see changing in 2019 is the maturing of Mobile Learning solutions, leading to a bifurcation into mobile friendly or adaptive designs and mobile first or fully responsive designs. The latter will align better to the way learning is expected to be consumed (notably on smartphones) and will feature learning interactions optimized for them.

Additionally, Mobile Learning will be used to offer almost the entire spectrum of corporate training needs. It will feature high-impact formats including videos, microlearning, and apps for learning.

eLearning Trends In 2019 – Trend #2: Digitalization Of ILT (To Blended Or Fully Online)

While the ILT mode is not dying, it will soon start getting limited to niche programs. 2019 will see further increase in the Digitalization of ILT (to blended or fully online). Even the core ILT delivery will get supported by online resources including pre- and post-workshop material and assessments.

The triggers include push from learners to reduced training budgets and shorter cycles to train employees.

My assessment is that in 2019, we will see a higher percentage of programs going to the fully online format that can be consumed on the device of the learner’s choice (ranging from smartphones/tablets to laptops/desktops).

eLearning Trends In 2019 – Trend #3: Performance Support Tools

Performance support tools or PSTs are learning aids or job aids that are designed to address a specific learning need.

They are available to the learners within their workflow and hence can be easily accessed and used without having to log on to an LMS.

Designed to support formal training (focusing on knowledge acquisition), PSTs can facilitate learning application thereby improving the training impact and learner proficiency. They can be used to support ILT as well as online training, and they effectively serve as a measure to offset the “forgetting curve.”

2019 will see further adoption of PSTs riding high on the increase in mobile learning, microlearning, and video-based learning.

eLearning Trends In 2019 – Trend #4: Informal Learning

The fact that learning happens through multiple channels (and not just formal training) is an established one.

Many of us may be familiar with the 70-20-10 model for Learning and Development. According to this model,

  1. 70% of the learning is experiential (that is, happens on-the-job).
  2. 20% is through social or collaborative learning (that is, learning with or from others).
  3. 10% is through formal training programs.

While we may debate on the percentages shown here, the model does affirm the need of organizations to create a support system and the opportunities to promote informal learning in their workplace.

The usage of measures like performance support tools or PSTs as well as platforms to promote social learning will see significant increase in 2019.

eLearning Trends In 2019 – Trend #5: Social Learning

In our early years, our learning is purely from others and it shouldn’t come as a surprise that this is true for learning at the workplace too. Over the last 3–5 years, L&D teams have seen value in adopting and promoting social learning.

With the options of platforms, next gen LMS, and learning experience platforms, social learning is finally poised for growth in 2019.

eLearning Trends In 2019 – Trend #6: Self-Directed Learning

In general terms, self-directed learning is the approach of moving the onus of learning to the learner rather than the teacher. As an extension, in the context of corporate training, it maps to empowering learners to choose how they want to learn.

Unlike training programs that are “pushed” through LMS, self-directed learning is all about giving this control to the learners. They can decide on what they want to learn, how they wish to learn, when they choose to learn, over what time frame would they want to learn and so on.

As you will note, this approach provides control to the learners and gives them the option to decide their learning path. Alongside social learning and informal learning, organizations are recognizing the value of promoting self-directed learning that can help them create learning as a continuum. This trend will continue in 2019.

eLearning Trends For 2019 – Section 2: Learning Strategies With A Proven Track Record Of Delivering A Better Engagement Quotient And Higher Training Impact.

eLearning Trends In 2019 – Trend #7: Microlearning

The debate on the value and impact of macrolearning (or traditional eLearning) and microlearning (bite-sized, short learning nuggets of 2–7 mins run length each designed to meet a specific outcome) goes on.

However, the fact is that the usage of microlearning-based training has revolutionized training delivery over the last 2 years, and I see this trend accelerating further in 2019.

Today, you can opt for microlearning-based training to offer formal training and informal training and support ILT. Its flexibility to be delivered as a single, short nugget to meet a specific outcome to a learning path that can have an array of learning nuggets makes it a powerful choice for corporate training. I see an increased adoption of microlearning in 2019.

eLearning Trends In 2019 – Trend #8: Gamification

Till a few years ago, the impact of gamification-based training had a big question mark associated with it. While gamification provides fun-based learning to users, does it indeed help them achieve a specific learning outcome?

The usage of gamification for serious learning has been on the upswing in the last 2 years, and I see this trend increasing in 2019.

The application of gamification, including the game-based approach, or partial gamification will see an increased application across various corporate training needs. With the reduction in development costs and shorter time frame to develop, L&D teams will see higher value in this investment in 2019.

eLearning Trends In 2019 – Trend #9: Video-Based Learning (Videos And Interactive Videos)

Video-based learning is fast becoming a standard piece of online training. This includes its usage in traditional eLearning formats to its extensive usage in the microlearning-based trainings.

In 2019, I see this trend continuing. Equally interesting is the wider adoption of interactive videos that overcome the passivity of traditional videos and increase learner engagement manifold through interactivities and assessments.

Another usage of video-based learning in 2019 will be through the curation of public domain videos.

eLearning Trends In 2019 – Trend #10: Mobile Apps For Learning

The widespread adoption of mobile learning and its updated avatar of mobile first or responsive design leads to an important fact that the learning experiences on smartphones must be optimized to the devices. The interactions must mimic the way we use these devices.

On similar lines, similar to Apps that learners use, mobile apps for learning can provide a very effective strategy for online training. The training can be personalized and updated with ease.

The cost and longer lead time to develop mobile apps for learning have led to its limited adoption. I see this as a very powerful approach; I see it play a significant role in training formats.

eLearning Trends In 2019 – Trend #11: Personalization

Today’s learners do not have the patience or the attention span to go through learning that is generic and doesn’t map to what they are looking for.

This is where personalization of learning fits in and provides a custom learning path to learners. You can personalize learning based on the learner’s role, proficiency, area of interest and so on.

The Microlearning-based training approach provides the required granularity to draw up highly personalized learning paths for various learner profiles. Rendered over mobile devices, this approach can provide a highly relevant and personalized learning path to each learner.

This trend is worth a watch in 2019 wherein we will also see the usage of machine learning and AI to create more meaningful learning experiences.

eLearning Trends In 2019 – Trend #12: Curation And User-Generated Content

While we may be spoilt for choice on data and information that is easily accessible on the Internet, tagging it and identifying the relevant info is a time-consuming process.

Content curation addresses these pain areas and provides relevant learning resources to users. Learners have the flexibility to opt for the recommended learning path or configure their own version.

Furthermore, the exercise also promotes user participation by encouraging user-generated content to keep the knowledge base current and relevant.

This is not all. Content curation enables organizations to tap into resources that are available in the public domain, and they do not need to re-create them.

This trend has been on an upswing, and I see a similar traction in 2019. This too will benefit from emerging techniques like AI for learning, machine learning and so on, to create even more relevant learning paths to the users.

eLearning Trends In 2019 – Section 3: The Trends That Organizations Must Invest On To Measure, Enhance, And Maximize The Impact Of Their Training.

eLearning Trends In 2019 – Trend #13: Learning Engagement Platforms – LXP

Learning Engagement Platforms (LXP) provide a highly personalized learning experience to users through learning pathways. Besides this, they feature social or collaborative learning, inclusive learning, content curation and facilitation of user-generated content.

In contrast to LMS, the LXPs empower learners to define their learning path from a set of learning assets featuring varied formats. Besides facilitating self-directed learning, they encourage learner participation through user-generated content.

They feature social learning and offer recognition to active participants. They do feature assessments along with badges and certification.

They are fun, more engaging, and relevant for learners, and they will help learners meet specific learning outcomes.

In the short term, including in 2019, they will co-exist with LMS. Many existing LMS players are already offering the LXP option as an add-on. Then, there are new participants that offer AI-based recommendations and aspects like “career pathways” that resonate very well with the learners.

eLearning Trends In 2019 – Trend #14: Learner Analytics

2019 will continue to see the usage of learner analytics to review learner behavior and what additional measures can be adopted to increase engagement, motivation, and facilitate the application of acquired learning.

A wider adoption of Tin Can API will provide the relevant cues in this endeavor. Furthermore, the usage of Artificial Inteligence (AI) in learning will further facilitate the usage of this analytics to create more relevant and personalized learning experiences.

I see this trend seeing further traction in 2019, resulting in learning designs that appeal to learners and create the required value and ROI that businesses seek.

eLearning Trends In 2019 – Trend #15: Big Data-Reporting And Analytics

Big Data refers to voluminous data that is aggregated from various sources (typically, LMS, LCMS, learning portals, and surveys/polling or assessments in the context of eLearning). Given its volume, complexity, and the fact that it is dynamic, there is no tool that can manage and analyze it.

Big Data-reporting and analytics refers to the methodology to present the data in formats that are actionable. When processed right, this can give us tremendous insights on how learners learn, the impact of training on skills or behavioral change, and the impact on business and eventually ROI determination.

I see an increase in Big Data-reporting and analytics in 2019, leading to further optimization of the training delivery. This analysis can be used to understand learner behavior, the way they want to learn, the learning paths chosen, and how to update the existing training delivery. These cues can then be used to create personalized and more effective learning paths that enable learners to learn, practice, obtain feedback and remediation, and so on.

eLearning Trends In 2019 – Section 4: Other Notable Trends To Watch Out For – The Future Is Here!

eLearning Trends In 2019 – Trend #16: AR/VR And MR For Immersive Learning

L&D Teams’ hunt to evaluate immersive learning strategies is an on-going endeavor. Augmented Reality (AR), Virtual Reality (VR), and Mixed Reality (MR) are acknowledged as superb approaches to provide highly immersive learning experiences for a few years now.

High price and substantial lead time to develop them have been two factors that have limited their wider usage. Also, the use cases that justify the investment and ROI are limited.

With main authoring tool providers like Adobe and Trivantis getting into VR solutions, the price points have dropped. Their design approach also makes it easier to author these learning experiences in a short time. I see further traction on VR solutions in 2019 as these solutions become more affordable and can be offered to supplement the formal training.

In my opinion, 2019 will see a wider adoption of AR-based training, including mobile apps that embed VR features. The use cases will expand to include soft skills training as well as learning to trigger behavioral change.

eLearning Trends In 2019 – Trend #17: Artificial Intelligence (AI) In Learning

The usage of Artificial Intelligence (AI) in learning is one trend in 2019 that you should watch out for.

AI can facilitate the creation of highly customized learning paths by analyzing the data it collects. This data can then be used to understand the learner’s interest, proficiency, and recommend further learning assets that they may not be aware of. Potentially, personalized learning will not only engage the learner better but also help L&D teams gain the impact they seek.

I hope this article helps demystify the value and impact of each eLearning trend I have listed and provides the context of why you should use them.

Source: https://www.eidesign.net/elearning-trends-in-2019-how-to-use-them-to-enhance-your-learning-strategy/

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7 Examples Of How To Use Mobile Learning To Scale Your Employee Training And Manage Growth

To keep pace with the organization’s plans for growth, L&D teams need measures to scale employee training, and mobile learning can enable them to achieve this. Through 7 examples, I’ll show you how you can scale employee training through mobile learning.

7 Ways To Use Mobile Learning To Scale Your Employee Training And Manage Growth

Human capital is possibly the single biggest determinant that helps organizations achieve sustainable corporate growth.

It shouldn’t come as a surprise that high-performance organizations invest heavily in training, upskilling their employees, and creating environments where they are poised for success.

However, with growth comes the related question of how to scale employee training across the organization so that all employees are well equipped to contribute effectively to the organizational growth and success.

This exercise often requires a re-think of the training delivery that is already in place. Often, the existing training may be delivering results currently but may not be best suited with aligning to the growth the organization seeks.

For instance,

  • As the organization adds more employees and grows across geographies, the existing face-to-face induction and onboarding program will now be a challenge to deliver.
  • Similarly, the existing week-long sales training at headquarters can become difficult to facilitate across larger and geographically spread out teams.

As a result, organizations need to re look at the way employee training can be delivered in line with the planned organizational growth. Mobile learning is a great fit to scale employee training and keep pace with your growth plans. It equips organizations to:

  • Induct and onboard new employees quickly and in line with the business mandates.
  • Upskill existing employees faster.
  • Improve productivity through personalized training that maps to a role, a region, or proficiency.
  • Increase loyalty and improve retention.

How Can You Scale Employee Training With Mobile Learning To Manage Your Growth?

Mobile learning can enable you to scale employee training as it can be:

  • Quickly made accessible to all employees in one go, across geographies.
  • Updated easily and redeployed in a shorter time.
  • Used to create higher impact and focused training. For instance, personalized training that maps to a given role, a proficiency, or a region.
  • Used for offering formal training, informal training, as Performance Support Tools, or job aids, as well as to supplement Instructor-Led Training (ILT).
  • Used to promote social or collaborative learning.
  • Used effectively to encourage self-directed learning.

As we know, mobile learning is “learning on the go” and can be accessed by learners anytime, anywhere.

From the employee perspective, mobile learning aligns better to the way modern learners wish to learn.

  • It offers multi-device support and gives learners the additional flexibility to learn on the device of their choice, ranging from smartphones/tablets to laptops/desktops.
  • All mobile learning solutions work seamlessly across devices, and learners can resume their learning journey across devices.
  • As a result, they can begin learning on the laptop during work hours but complete it on the smartphone during their commute.

Let me show you how mobile learning can be aligned to your growth plans to induct new teams as well as upskill existing employees.

  • Essentially, you can leverage on the mobile learning approach to offer learning on the go, which can be taken anytime and anywhere.
  • Additionally, you can package various kinds of trainings, formal or informal, in a learning path that is available to the learners within their workflow.

All these aspects will help you keep a pace of the training as you scale. For instance, you can deliver mobile learning:

  1. As a podcast that employees can listen to when they drive to the office or head home.
  2. As a microlearning nugget that they can consume as they commute.
  3. As a video that they can review between meetings or waiting in the conference room for a meeting to begin.
  4. As a just-in-time learning aid or job aid in the form of a checklist that they can use before making the submission and ensure the process conformance and quality mandate is met.
  5. As a refresher nugget so that the forgetting curve can be offset.
  6. As a challenge or quiz that keeps learners on their toes and encourages them to refresh their knowledge.
  7. As practice exercises that can help them practice in a safe environment and gain mastery.

7 Examples Of How You Can Use Mobile Learning To Scale Your Employee Training

Through 7 examples, I illustrate how mobile learning can help today’s learners at each juncture of their day; at work, commuting, or over the weekends. Furthermore,

  • You can offer training in a mobile learning format featuring learning strategies that align with the learner’s need to consume learning on the go.
  • Additionally, it can be designed to be personalized, and thereby easy to learn and apply.

With this approach, you will be able to relate to how easily you can scale your employee training with mobile learning.

Meet Ashley, an Instructional Designer. She likes to use her phone to browse content, and she is a strong believer in learning via modern technology. Let us see how she uses mobile learning for her various training needs throughout the week.

Monday – While commuting to the office, she reads tips and benefits of blended training in an infographic format.

This is an example of how you can scale your employee training with mobile learning featuring Performance Support Tools or job aids.

Tuesday – While waiting for a meeting in the conference room, she takes a short nugget featuring a decision-making scenario simulation to refresh her knowledge.

This is an example of how you can scale your employee training with mobile learning featuring a micro learning nugget facilitating the application of acquired learning.

Wednesday – She watches a new innovative video format while working on a script for a new project.

This is an example of how you can scale your employee training with mobile learning featuring a microlearning video.

Thursday – She uses a checklist before making her submission to ensure the process conformance and quality mandate is met.

This is an example of how you can scale your employee training with mobile learning featuring Performance Support Tools or job aids.

Friday – She takes a refresher nugget so that her forgetting curve can be offset.

This is an example of how you can scale your employee training with mobile learning featuring microlearning.

Saturday – She picks up some practice exercises that help her hone her skills in a safe environment and that also help her gain mastery.

This is an example of how you can scale your employee training with mobile learning featuring microlearning.

Sunday – She takes a game-based quiz to refresh her knowledge and to keep her learning up to date.

This is an example of how you can use mobile learning to scale employee training featuring gamification.

Human capital is an organization’s most prized asset. Only well-trained employees can help organizations succeed and grow.

Mobile learning provides an effective and scalable approach to ensure that the employee training keeps pace with your growth. In contrast to face-to-face training, it costs lesser and can be deployed faster to a wider audience with a consistent message. Therefore, it demonstrates a better ROI.

I hope this article and the featured 7 examples help you in your mandate to scale your employee training with mobile learning.

Source: https://www.eidesign.net/7-examples-of-how-to-use-mobile-learning-to-scale-your-employee-training-and-manage-growth/

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Use Performance Support Tools (PSTs) to Enhance Your Workforce Performance

Performance Support Tools (PSTs) can add a significant amount of value to an organization’s learning strategy. They provide an option for employees to learn and work at the same time and help organizations reduce the cost of training while increasing productivity and performance. It is increasingly being used to extend discrete, formal training through a learning path that provides these assets within the learner’s workflow. These tools, unlike training, are available to employees while they actually do their jobs to support and guide them. They are very easy to find, often directly embedded into the learners’ workflow (Learning Hub) and offer active guidance.

The following are 15 ways in which you can effectively apply Performance Support Tools in your training:

You can reinforce your training by identifying areas in formal training where you can apply PSTs. They are advantageous tools to transform learning from a finite number of days to “learning as a continuum.” A combination of reinforcement as well as new assets that push application of knowledge on the job will help you create a high degree of knowledge recall, retention, and application.

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