7 Tips To Create Learning Portals For Employee Training

L&D teams are on the constant lookout for effective approaches that help learners acquire learning, apply the acquired learning successfully on the job, and perform better. These teams prefer methods that are engaging and provide sticky learning experiences.

Learning Portals for employee training are one of the approaches that can be used to meet this requirement. These are online learning repositories or gateways that make use of set learning paths to offer learners with the required learning material, accompanied by job aids. They also include bite-sized online courses and material to support Instructor-Led Training (ILT). Learners can access the learning journey on the go and on multiple devices.

Not only are Learning Portals a knowledge repository, they are also learner-centric and use a combination of immersive and sticky learning approaches like Microlearning, Gamification, and Video Based Learning. Learning Portals are designed to meet a specific learning focus and work on the principle of the “pull” of learning resources rather than the “push” associated with an LMS. In addition, they offer better employee engagement and higher completion rates.

Here are a few tips that organizations can use to create Learning Portals for employee training.

7 Tips To Create Learning Portals For Employee Training

Learning Portals can prove effective if organizations successfully implement them. They can be used for varied training needs such as Formal Training (online or blended), Performance Support (on-the-job learning aids), Social learning, or to support a key initiative (for example, a specific change management initiative). These Portals if executed effectively, by featuring narratives or themes, can encourage exploration and contribution by learners, leading to better employee engagement and motivation.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/7-tips-to-create-learning-portals-for-employee-training/

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What It Takes To Become A Top eLearning Content Development Company

Significant achievements always trigger introspection for me. In this article, I outline 7 aspects that helped us get nominated for eLearning Industry’s Top 10 eLearning companies for 2018 (for the 4th consecutive time) and strike Gold.

7 Aspects That Helped EI Design Reach The Top Position Among eLearning Content Development Companies For 2018

In this article, I touch upon 7 aspects that have helped us reach the top position among eLearning Content Development Companies in 2018 – Gold winner award.

1. Focus On Our Customers, Providing Value As A Strategic Partner

Many of our large customer relationships began with a one-off project. Today, we work with several global corporate academies as a strategic partner adding value to both formal training and Performance Support solutions. Over the last 16 years, we have sustained an enviable customer retention level by consistently offering value beyond the brief.

2. Learner Centricity

The learner is at the core of our approach, and we craft highly learner-centric design approaches. Our Learning and Performance Support solutions:

  • Drive knowledge acquisition, retention, and application.
  • Make learning relevant and memorable.
  • Enable performance improvement or the desired behavioral change.
  • Provide a demonstrable impact on business and a positive ROI.

3. Our Solution Architecting Edge

At EI Design, Solution Architecting defines the framework required to implement innovative Learning and Performance Support solutions to meet the business goals of our customers.

The Solution Architecting framework defines and aligns our solutions to our customers’ focus areas. We:

  • Understand learner expectations and mental models.
  • Create a learner-centric design approach.
  • Leverage on innovation and exploration of new ideas.
  • Use creative Instructional Design to provide engaging and better User Experience.
  • Provide creativity backed by strong technology.

There are two significant feeders that continuously enrich our Solution Architecting approach:

I. Ongoing research by our Innovation and Exploration team that scans the global knowledge scape specifically for:

  • New authoring tools.
  • New technologies.
  • Trends (on what learners want and how businesses wish to see the desired impact).

II. Inputs from our Competency Lab on user-centered design that ensure our learning designs:

  • Motivate learners.
  • Are relevant and relatable.
  • Offer sticky learning.
  • Facilitate effective application on the job.
  • Provide higher learning effectiveness.
  • Are memorable.
  • Help learners gain additional skills and enhanced performance.
  • Impact ROI positively.

4. Working With The Bigger Picture – Learning and Performance Ecosystem

Our Learning and Performance Ecosystem approach works at multiple levels to:

  • Create motivation and interest for learners.
  • Create a solid value for learners (skill enhancement or acquiring a new skill, or fixing an identified gap).
  • Use established, emerging, and cutting-edge learning strategies to strike the right balance and create highly sticky learning experiences.
  • Demonstrate the behavioral change or performance enhancement that the business wants to see.
  • Promote “learning as a continuum” and offer varied formats that can suit different learner profiles.
  • Establish a positive ROI for our customers.

5. CRAFT – Our Unique Development Model

Built on the core of the popular ADDIE model, we have a unique development model that we call CRAFT (Consult>Refine>Aggregate>Form>Test).

Our approach uses:

  1. Agile practices.
  2. Design thinking workshops.
  3. eBridge – our proprietary Project Management platform designed to meet corporate quality standards (we are a CMMI Level 3 certified organization) for communication and review.

The optimal solution emerges through an iterative process, as shown here: 

Step 1

  • Requirement gathering and analysis.
  • Understanding user/learner/stakeholder expectations and goals.

Step 2

  • Brainstorming on strategies and approaches.
  • Establishing learnability guidelines.
  • Mood-boarding, visual storyboarding, and prototyping.
  • Reviews and iterations of design solutions.

Step 3

  • Implementation of standard organizational practices to develop the solutions and documentation.
  • Creation of design specification documents.
  • Reviews based on user acceptance guidelines.

6. Effectiveness Of Our Offshore Development Model

We have continuously refined our development model to meet the dynamics of a globally spread out customer base. As a result, we offer one of the most effective Total Cost of Outsourcing (TCO). It features the following aspects to offer unmatched collaboration, communication, and seamless experience to our customers through:

  1. An online framework for collaboration across time zones.
  2. An online tool for Project Management.
  3. Tools for online review.

7. Power Of Our Team

Last but not least, our team members are fully aligned with our mandate of customer delight. As a culture, we have fostered room for individuals to grow. We have several team members who have spent over a decade with us and, in their journey, have grown individually and helped our customer and partnership relationships grow!

As we look ahead, we see room to enhance our value proposition further and continue to be a key player in the global learning scape.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/what-it-takes-to-become-a-top-elearning-content-development-company/

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Using Kolb’s Learning Styles To Create Engaging Custom eLearning Courses

Kolb’s learning styles help in understanding what works well when we are designing courses. An intricate model, Kolb’s learning cycle is often used to explain the learning process. I will share my thoughts on how Kolb’s model can be used to create better eLearning courses.

How To Use Kolb’s Learning Styles To Create Engaging Custom eLearning: Overview Of The Model

Kolb’s model suggests that all learning happens due to real-world experiences which then help people form mental models of that experience. Some people actively experiment with the new learning and create further experiences on the subject.

Let’s look at the Kolb’s learning cycle:


From the diagram, we can state that there are 4 aspects to the model, which are explained below:

  1. Concrete Experience
    It is the first part of the model. The learner has a new experience, say for example using a machine or a tool or going to a new place for the first time. When the person uses the tools or visits a new place he has a concrete experience that sets the foundation for the subsequent processes.
  2. Reflective Observation
    After the experience, the person reflects on the experience and tries to understand the differences between his/her prior understanding of the subject. For example, if the person has heard great things about a destination, but has contrarian experiences, then he or she makes those observations and calls or labels those experiences as bitter.
  3. Abstract Conceptualization
    After reflecting or observing on the matter deeply, the learner comes up with new ideas. So, in our example, the person may chose never to visit that destination, or chooses another destination, or starts his own travel agency!
  4. Active Experimentation
    After forming new ideas, the person actively works on the idea. So in our example, the learner may travel to new places, or start his own travel agency, or even develop an app that helps other travelers make informed choices.

Learning Styles

However, not all learners do all the 4 activities. There are some who perform active experimentation, there are those who only watch and reflect on the experiences, and then there are those who form new ideas.

This leads to 4 styles of learning, which is summarized below in the diagram:

1. Accommodating (Doing And Feeling – CE/AE)

The first style is about people accommodating what others have to say. So, they go with general perceptions or with the consensus. If something appeals to them, they will do it as they like to have concrete experience and active experimentation based on gut feelings. They are basically people who like to feel things.

2. Diverging (Feeling And Watching – CE/RO)

As these people like to have a feel of things and make mental notes through observations and reflection. They are most likely to have ideas. They like to brainstorm ideas as they like to look at things from various angles. They love to gather information and use their intuition and imagination to provide solutions to problems. They are sensitive and are open to feedback from others.

3. Converging (Doing And Thinking – AC/AE)

People with converging learning style are active experimenters and like to provide practical solutions to any given problem. As they are low on the feeling and watching part, they are less likely to spend time with others. They like to spend time alone and work on various parts of a problem. As they are strong in doing and thinking, they need constant stimulus to work on. Accountants and people working on hands-on stuff have generally converging learning style.

4. Assimilating (Watching And Thinking – AC/RO)

They are the analytical people. The preferred learning style is to watch and think through things. They are adept at creating mental models and are good at science jobs. They are looking to understand the logical aspects of a problem. Like converging learning style, they too like to work alone and not be with people. They like to organize things in a clear logical manner.

Applying The Learning Styles – A Case Study

In this custom eLearning course, we were targeting the product and sales team of a pharmaceutical company. The product and sales teams preferred learning style is converging, that is they are active experimenters and are doers. In other words, they are go-getters and are action-oriented people. Thus, to teach how much time it takes for a drug to be discovered and approved for market release, we weaved around a story with a lot of facts and data points to help them understand it better. We provided a decision tree activity which showed them how selecting a potentially incorrect molecular combination can delay the drug discovery process by years.


To conclude, Kolb’s theory is a great model for understanding learning styles and applying it to create the right custom eLearning courses. I hope you found it useful.

Related articles:

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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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VR in classroom

Really pleased to help take VR up to another level, for  those that are interested as an Adobe Education trainer  I have just finished VR in the classroom course  using Premiere.

I intend to put the footage into my first Captivate project 360° in the classroom.

I will be posting all my work around the theme of 360° Croydon

The main reason I have chosen it is because the landscape is about to change drastically.

A new £1.4bn Westfield shopping complex is about to be built which will mean that shops, buildings, streets and homes will change in style and appearance.

To start off here is the footage from Youtube and my learning journal 

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Why Owners Copyright is Important

Why Owners Copyright is Important

I would like to point out that when using images from an external source (web, Getty, iStock Photo etc.) that it is so important that you identify from the start whether the client has the required copyright usage licence to use the images.  The reason I bring this up is that a couple of months ago I was asked to design a course for a new client on First Aid Responder (FAR) and when we got to the scope where we spoke about the images that would be used in the course, he assured me that he had the correct licence for the usage within the project.

I asked for a copy of the licences to be sent to me before I started work on the project.  They never arrived and I called the client to request them again.  At this stage, he was honest and told me that he did not have them at all and that I should just use the images as everyone and his brother copied images from the web and used them freely.

I refused to do the project, as I believe in respecting everyone work and giving both payment and credit where due.  Any way to make a long story a bit shorter he did get his course created by another designer. He started using the course for his employees.  A month later he received a letter from Getty demanding that he pay €22,000 for the use of their images.  What he did not know was that one of his employees was related to a person that worked for Getty’s and he showed him the course which had over 60 images stolen from their collection.

The client had to pay for the use of the images as Getty’s will bite you and hang in there until they get their money due to them.  Many other image agencies are following Getty’s example and clawing back compensation for their stock.

Getting Royalty Free Images Without Breaking The Bank:

There are many ways to get cheap or free images that you can use in your projects without fear of being taken through the courts.  Check out some of the sites below:




Unsplash.com (free)

Allthefreestuff.com (free)

At the end of the day, a client should know that images and videos and many more stock elements cost money to produce and to make available to the wider audience.  And as professionals, we have the responsibility to ensure that we do our part to ensure that we are not ripping off other professionals through our client’s reluctance to pay for the images and videos used in their projects.

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The Role Of Artificial Intelligence In Learning

Artificial Intelligence (AI) makes it possible for machines to learn from experience, adjust to new inputs, and perform human-like tasks. Taking these cues, AI can also be applied to learning. In this article, I will be sharing my views about the ways in which AI can be used in learning.

What The Role Of Artificial Intelligence In Learning Is

Whether it’s business, IT companies, financial services or even education, Artificial Intelligence (AI) is being integrated into various industries.

AI’s digital, dynamic nature also offers opportunities for student engagement that cannot be found in often outdated documents or in the fixed environment. In a synergistic fashion, AI has the potential to propel and accelerate the discovery of new learning frontiers and the creation of innovative technologies.

Artificial Intelligence And Learning

Though yet to become a standard cult in organizations and schools, Artificial Intelligence in learning or training has been a “big thing” since AI’s uptick in the 1940s (when the first seeds of AI were sown with programmable computers). In many ways, the 2 seem made for each other. AI’s digital, dynamic nature also offers opportunities for learner engagement that cannot be found in often outdated documents or in the fixed environment.

A recent study from eSchool News discovered that the use of AI in the education industry will grow by 47.5% through 2021. The technology’s impact will exist anywhere from kindergarten through higher education to corporate training, offering the opportunity to create adaptive learning features with personalized tools to improve learners’ experience.

Examples Of Artificial Intelligence In Learning

Here are 4 ways AI is changing the learning industry:

1. Smart Learning Content

The concept of smart content is a trendy theme now as AI can create digital content with the same degree of grammatical prowess as their human doppelganger. Smart learning content creation, from digitized guides of textbooks to customizable learning digital interfaces, are being introduced at all levels, from elementary to post-secondary to corporate environments.

One of the ways to use this in an organization is when AI can condense the content in burdening troubleshooting guides into more digestible study guides with troubleshooting steps summary, flashcards, and intelligent simulations.

Smart learning content can also be used to design a digital curriculum and content across a variety of devices, including video, audio, and an online assistant.

2. Intelligent Tutoring Systems

AI can do more than condense a lecture into flashcards and smart study guides as it can also tutor a learner based on the difficulties they’re having. This involves something known as “Mastery Learning”. Mastery learning is a set of principles largely tied to the work of Educational Psychologist Benjamin Bloom in the 1970s. This supports the effectiveness of individualized tutoring and instruction in the classroom.

There are now smart tutoring systems that use data from specific learners to give them the feedback and work with them directly. For instance, an Intelligent Tutoring system called “SHERLOCK” is being used to teach Airforce technicians to diagnose electrical system problems in aircraft. Another advanced version of Intelligent Tutoring Systems is avatar-based training modules which were developed by the University of Southern California to train military personnel being sent on international posts.

While this AI application is still in its early stages, it will soon be able to work as a full-fledged digital platform that helps learners with their educational needs in just about any area of need. Also, these platforms will soon be able to adapt to a wide variety of learning styles to help every educator and learner.

3. Virtual Facilitators And Learning Environments

With AI, an actual lecturer may soon be replaced by a robot. Well, not entirely! But there are already virtual human mentors and facilitators that can think and act like humans. But, how does a virtual facilitator think or act like a human?

A new trending technology is known as the “touchless technology” or “gesture recognition technology” gives virtual facilitators the ability to respond or act like humans in a natural way, responding both verbal and nonverbal cues.

Smart learning environments and platforms use AI, 3-D gaming, and computer animation to create realistic virtual characters and social interactions. This initiative includes more than virtual facilitators as Augmented Reality may soon be a part of the training.

4. Content Analytics

Content analytics refers to AI (specifically machine learning) platforms that optimize learning modules. Through AI, content taught to learners can be analyzed for maximum effect and optimized to take care of learners needs. Content analytics enables educators and content providers to not just create and manage their eLearning content, but also gain important insights into learner progress and understanding through a powerful set of analytics.

Paving New Learning Pathways In The Coming Decade

Learning is a domain largely ruled by human-to-human interaction. The assimilation of AI has been slower to develop the necessary human-like attributes of receptivity, versatility, and understanding. Yet, there are plenty of areas where AI’s inherent strengths help fill high-need “gaps” in learning and teaching.

AI’s ability to analyze large amounts of data in real-time and automatically provide new content or specified learning parameters helps meet learners’ need for continual, targeted practice and feedback. This allows teachers or trainers to better understand the learner’s performance and orchestrate more effective personalized learning plans.


To conclude, it is the apparent fear that human educators can or will be replaced by AI technologies in the coming decade. As AI advances in education and training, it seems there is more evidence to support the idea that both intelligent systems and humans are needed to manage different aspects of learners’ academic and social competencies. I feel AI will likely not replace but will serve as a support system to the human expert!

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7 Induction and Onboarding Strategies for Corporate Training

The process of Inducting and Onboarding is very important for both the employees as well as the organization. The process needs to be clearly structured and well-executed to bring out the best in the employee as well as provide a positive image to the organization.

Although most organizations usually go for the traditional face-to-face approach to deliver the Induction and Onboarding program, it does have some challenges. The main aim of the program may not be met. Hence, organizations are beginning to evaluate other options that are not as time-consuming, such as a blended or fully online approach to impart corporate Induction and Onboarding training.

Well-structured Induction and On boarding strategies for corporate training enable new employees to become productive fast and in the planned timeframe, provide new team members with a quick understanding of their role and what the organization/employer expects from them, establish a strong foundation that enable new employees to identify how the organization works and how they can align with the organizational goals, and enable a better employee engagement and help them settle down faster.

Here are 7 examples of Induction and Onboarding strategies for corporate training that organizations can use to effectively onboard employees.

7 Induction and Onboarding Strategies for Corporate Training

Organizations benefit from a well-designed corporate Induction and Onboarding training program by ensuring that the new employees are inducted within a short time and have a better understanding of not just the organizational aspects but how exactly they can align with the organizational goals in a shorter time. A good corporate Induction and Onboarding training program helps the business by channelizing the productivity of employees in a company in a short span saving the organization the trouble of waiting for the new employees to familiarize themselves with their jobs. It also proves beneficial in reducing lower employee turnover due to lack of information or clarity in expectations.

Source: https://www.eidesign.net/7-induction-and-onboarding-strategies-for-corporate-training/

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Upgrade Your Training With 5 Interactive Video Strategies

The usage of videos for learning is well established, but the trend you should watch out for and adopt is the interactive video. In this article, I show you 5 interactive video strategies that you can use to create high-impact online training.

Interactive Video Strategies To Enhance Your Training

The fact that videos continue to be a popular choice for learning is well known. Just take a look at the following stats that re-affirm why investment in video based learning makes sense.

  • There are 22 billion daily video views: Snapchat (10 billion), Facebook (8 billion), and YouTube (4 billion).
  • By the end of 2018, 75% of workers at large organizations will interact with various kinds of video more than three times daily (Gartner Research).
  • 59% of senior executives agree that if both text and video are available on the same topic on the same page, they prefer to watch the video (Digital Information World).
  • Viewers retain 95% of a message when they watch it in a video, compared to 10% when reading it in the text (WireBuzz).

What Is Driving The Wider Usage Of Video Based Learning Strategies?

Video based learning is seeing a wider adoption on account of the acceleration of a couple of other trends.

  • Increased adoption of mobile learning
    Till a few years ago, the usage of mobile learning – providing anytime, anywhere access and, particularly, learning on the go – was deemed as a “good-to-have” component of the overall training delivery. Today, most organizations see this as a “must-have” component. The change from traditional eLearning to mobile training is also undergoing another significant change. Mobile learning solutions are now being designed to be primarily consumed on smartphones (mobile-first training solutions). As an extension, many of the formats that are commonly used on smartphones are also part of the learning strategy. Videos for learning and apps for learning are on the top of this list.
  • Increased adoption of microlearning
    With the maturing of microlearning based techniques, they are being used to offer both formal structured training as well as informal training. They are a great fit to promote social or collaborative learning. The combination of microlearning and videos leading to microlearning videos that are bite-sized had seen an increase. Learners love consuming these short videos on the go. These videos can be used to complement or supplement formal training, and with equal ease, as job aids or Performance Support Tools.

What Are The Key Differences Between An Interactive Video Based Strategy Versus A Classic Video?

Videos, or the classic videos, are a great option for learning, as they offer a high-impact and engaging format. However, they do not provide any control to the learner beyond the play/pause/stop.

This is certainly not a challenge when you have short videos, but it can impede the learning impact when:

  1. The videos are longer (running into a few minutes of run length).
  2. Organizations want to track the learner’s progress on the LMS.
  3. Organizations want to check-point (through assessments) to ensure that the learner is on track.

The interactive video based strategies bring in precisely this control to provide interactivity in videos, and this is similar to the interactions available in eLearning courses. What’s more significant is that they can be tracked on the LMS.

The value-adds through interactive videos are many.


  • Now, you can have longer run length videos so that you are able to meet the specific learning outcome. Yet, you can continue to engage the learner through interactions.
  • You can integrate quizzes and assessments to validate the learner’s progress.
  • You can provide branching options. Depending on the choices that the learner makes at specified decision-making points, he or she will see a different learning path.
  • You can track the learner progress as the output is SCORM compatible.

What Are The Key Gains You Will See As You Integrate Interactive Video Strategies In Your Training Delivery?

Research shows that the impact of an interactive video is 10 times that of a classic video. Furthermore, there are ways in which the adoption of interactive video based strategies will improve the learning experience and the training impact.

  1. It appeals to all learner profiles.
  2. It offers higher learner engagement quotient.
  3. It provides better recall and retention.
  4. It enables you to track the learner.
  5. It enables you to check-point and assess learning.
  6. It can be used in combination with other techniques to amplify the impact.

How Can Interactive Video Based Strategies Be Used For Various Corporate Training Needs?

Interactive video based strategies can be easily integrated into your training delivery to offer formal, informal, and on-the-job training. They can be used to support Intructor-Led Training or, in short, ILT.

I share my recommendations of 5 interactive video strategies:

  1. Use them as microlearning nuggets and offer them as a learning path.
  2. Design them to offer formal training, as well as for Performance Support (job aids).
  3. Integrate other interesting components like gamification.
  4. Offer personalization options (from a repository of assets).
  5. Curation (from YouTube).

5 Examples Featuring Interactive Video Based Strategies

Now, I pick 5 examples from our vast repository that feature varied interactive video based strategies.

1. Microlearning-Based Interactive Video For Conceptual Learning

This approach combines interactions (corresponding to the learning interactions of the eLearning courses) to create high-impact learning experiences.

Microlearning-Based Interactive Video For Conceptual Learning

Microlearning-Based Interactive Video For Conceptual Learning

2. Interactive Videos Featuring Experts

Interactive videos can be perfect for building explainer videos. Learners are enthusiastic about expert advice and guidance. By using infographics and typography based animations to support the expert’s dialogues, it creates an immersive virtual classroom experience. Additionally, interactions of various types at specific junctures make learning effective.

Interactive Videos Featuring Experts

Interactive Videos Featuring Experts

3. Virtual Classroom Delivered Using Interactive Video Format

The ease and flexibility of accessing them on the go make webcasts/podcasts ideal for Performance Support. They come with the added advantage of being brief and entertaining, much to the liking of present-day learners.

Virtual Classroom Delivered Using Interactive Video Format

Virtual Classroom Delivered Using Interactive Video Format

4. Skill Development Training Using Interactive Videos

While the impact of video based training is immense, they are tough to use when you have longer run-lengths. The challenge of passivity can become a showstopper. You can flip this by opting for interactive video based learning that provides a range of user interactions (including assessments and branching based on the learner’s response).

Skill Development Training Using Interactive Videos

Skill Development Training Using Interactive Videos

5. Scenario-Based, Decision-Making Training Using Interactive Videos (YouTube Videos)

It offers an interactive video framework with several features that make it an extremely useful tool for organizations to offer effective video based learning. The solution is built using our interactive video framework to integrate YouTube videos into a SCORM-based eLearning framework. We can add interactivities by pausing videos at specific cue points and bring in interactions like click to reveal content, questions in various formats, hotspots etc.

Scenario-Based, Decision-Making Training Using Interactive Videos (YouTube Videos)

Scenario-Based, Decision-Making Training Using Interactive Videos (YouTube Videos)

I hope this article provides compelling reasons why you should integrate interactive video based strategies into your training delivery.

I am sure the featured examples give you the required insight on how you can use interactive video based strategies in your organization (for formal training, informal training, and to support Instructor-Led Training).

Source: https://www.eidesign.net/upgrade-your-training-with-5-interactive-video-strategies/

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