I have courses new and old built in a few different versions of Captivate (I’m currently using 2019) and when I play them in IE11 and earlier the vimeo videos won’t stream, it looks like the video starts to load (a blurred version of the first frame appears) but then nothing else happens.
The browser gives me a “player.js” weakmap undefined error…
It happens after the scorm package is loaded into the LMS but also when I’m just previewing (html5 in browser) in IE.
I’ve used both url and embed code to add the vimeo vid and it makes no difference.
Any help would be appreciated.
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What Is The Blended Learning All About?
Blended learning is a model, where some or major part of the training is imparted through eLearning and the rest is through classroom-training or vice-versa. Blended learning is not a new solution and has been in vogue since quite a number of years.
However, it is now increasingly being adopted by organizations to make the best use of available resources. The solution emerged from schools or the K-12 sector where experiments were conducted to teach some part of the content through digital based medium or online and the rest was conducted as classroom sessions. For obvious reasons, when it comes to corporate training, the dynamics are completely different as compared to the K-12 sector.
There were quite a few challenges with the traditional model that is face to face/classroom teaching model due to which the blended learning model was thought of as a viable solution. What are those challenges? We will look at them next.
Challenges With Traditional Model
The traditional classroom training/face-to-face model involves lot of effort in terms of labor, material, time, logistics and so on. When organizations have several geographical locations or when the organization is large, then trainings need to be conducted in batches, different time periods and by different trainers.
The challenges are compounded when we have lot of dynamics in play such as new products being launched, change of policies, and changes in processes and procedures. Also, whenever a new team is onboarded, they need to be quickly integrated into the organization with the right training.
The availability of trainers, or rather the right trainers is also a very important factor.
Therefore, the amount of time and money that goes into making the trainings a success is enormous. Moreover, the scope for having optimal training in all situations is very rarely possible.
Blended Learning As A Solution
Blended learning emerged as a good solution for the aforementioned reasons/challenges. In today’s dynamic environment where organizations are in a tough competitive environment with regulatory and market changes, it is important that organizations constantly evolve by providing trainings in the most effective way.
With the advent of eLearning and specifically mobile and microlearning, organizations now have enormous amount of choices when it comes to designing the most optimal and effective learning solutions. The way the trainings are blended is determined by a number of factors. I will share some blended learning examples next.
Blended Learning Examples
1. Flexible Blended Learning
In this blended learning example or model, the online learning is the major component of the training. When the training is on knowledge, some basic skills, understanding of the subject and applying them to work, the content can simply be digitised and provided as online training. The higher order skills such as analyzing or synthesizing the subject matter can be taught in the follow-up classroom sessions. The classroom sessions in this model can focus on intensive workshop activities which cannot be integrated into the online medium. This blended learning example shows us the importance of flexibility in designing the curriculum.
2. Supplementary Blended Learning
In this blended learning example, either the online or classroom training can supplement each other. For example, the classroom session can focus on the skill based training and online medium can focus on performance support. Or, the pre-work can be done online, while the classroom trainings can take care of the subject matter.
3. Project-Based Learning
In this blended learning example, the learners go through both the online learning and classroom sessions to gain a good understanding of the project and submit assignments to validate their understanding to their mentors/trainers. This can be achieved with small project teams. Thus, project-based learning is an important blended learning example.
4. Assessments Online
In this blended learning example/model, the entire training is imparted through classroom sessions, while only the assessments are taken online. The purpose of this method is to track the performance in a uniform or standardized manner.
5. Microlearning And Videos
I have seen microlearning nuggets and videos working effectively as a supplementary material for the core training. Microlearning and videos can act as performance support and also as good reinforcements of the concepts taught in either classroom or online training. As we know, people tend to forget the materials after a few days or weeks of the training imparted. Hence, it is important to help the learners with performance support that is just-in-time and complementary to the trainings. This a good example of blended learning.
To conclude, the blended learning examples given in the blog are some ways to get the best out of your trainings. These models can be implemented to get better training and learning outcomes for your target group of learners.
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When anyone posts blog /video /tutorial, in this community site, their thumbnail image get display along with his/her name. But that is not happening with my post! I already have uploaded my photo with my profile.
How to display our iconic size photo next to our article(blog/video)?
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How can I display my image icon when posting to this community forum?
I added an image to my profile which you can see on my page and I’ve set that page to public, however when I post or respond to questions in the community you can only see the default avatar. On the main Adobe community page I can see where you change the avatars to basketballs, wrenches and even upload your own, however changing them there hasn’t changed what my avatar looks like when I post here.
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I’ve started listening to The eLearning Alchemist, a Podcast from Clint Clarkson. You might know Clint from his series of comic strips called L&D Scenes: Comics for Learning Professionals. They are great snapshots into our lives as L&D professionals. He captures all the things L&D professionals roll our eyes at when they happen to us. He posts them to Linkedin and they are frequently shared within the eLearning community.
Anyway, the podcast, which I was unaware of until just a day or two ago, is really well done. It’s clear that he scripts them out, which is a good thing. I record my YouTube videos off the cuff and I suspect that it shows. In Clint’s case, he is essentially writing long-form blog posts but turning them into audio recordings. I like this approach because when I see an article that’s going to take more than a few minutes to read, I usually turn away (I guess that’s why I make YouTube videos).
In the summary of the first episode, he says “We spend too much time trying to create great learning experiences, instead of getting to behaviour change and performance results that actually drive business performance.”
This really spoke to me. I recall a fellow elearning developer who spent a week unsuccessfully trying to create a series of advanced actions to create four true-false questions on one slide because that’s what the client wanted. I blew the designer’s mind when I suggest create a standard multi-answer multiple choice question with the stem “Which of the following statements are true?” which achieves the same thing from a learning perspective.
Clint’s podcast also referenced some other podcasts that are worth mentioning as well. Here are a few others…
Please feel free to share this within your L&D team. I think most will enjoy this podcast, especially if they have a bit of a commute each day.
E-learning has replaced traditional classroom training as the prime corporate training delivery mechanism in numerous organizations in the recent years. E-learning has grown with a 200% growth rate in the last decade. While this is in no terms a small feat, the growth of e-learning could be dramatically accelerated if it not for the resistance to change most organizations show. No organization is living under a rock these days, and know that corporate e-learning is not just a passing fad. It is something that will be ubiquitous by the next decade, even sooner if certain authorities are to be believed. So why haven’t all organizations switched to e-learning by now?
Well, the most common answer received by CEOs and CLOs (Chief Learning Officers) is that it is too much work. According to them, the hassle of analyze the needs of hundreds (sometimes thousands) of employees, curating content to make sure only that which is suitable is selected, as well as finally building the said e-learning program and finding a suitable learning management system (LMS) to make sure it is delivered to each employee in a set frequency is something too humongous to even contemplate. Although switching from traditional training to e-learning is no easy task, and all the points above are valid, the real reason, I believe is these organizations’ resistance to change.
This resistance to change stems from the fact that “What if we switch from traditional training to e-learning and still don’t get results?” It is exactly this sort of thinking which forces organizations in spending literal fortunes on traditional L&D every year, with extremely unsatisfying results.
For the first part of the problem, the “This is too much to do” part, there are various e-learning solutions providers like CBLPro, who’ll gladly take everything off your hands and deliver the perfect e-learning solution to you, all the while helping you transition from traditional training to e-learning, curating content for you, and even suggesting a suitable LMS with the bare minimal (only the important parts) input from you. There, your first problem has been delegated.
And to the second, the “What if I don’t get results” problem, I say “Don’t knock it till you’ve tried it”. If you’re organization’s already bleeding millions every year with no satisfactory results, I don’t think you can afford to NOT look into other avenues, particularly those which have been proven to be successful.
If you still have inhibitions about whether e-learning is for your organization, let me tell you that e-learning solutions providers can MAKE it so that it is EXACTLY for your organization. Known as “Custom E-learning”, it means precisely what it looks like. You’ll get an e-learning program, entirely unique to your organization, built solely for the employees of your organization. It’ll be based on your organization’s context, culture, brand values, policies as well as processes. Sounds good? Let me take you through various benefits a custom e-learning solution provides an organization.
- It Accelerates Skill Development
When your corporate e-learning program is built specifically from organization-specific information, it accelerates skill development in addition to modifying behavior in employees, as all your e-learning modules are now laser-focused and tailored to particular needs.
- It Improves Continually and Can Be Upgraded
The best thing about custom e-learning is perhaps the fact that it can be altered as and when needed after every feedback cycle. Thus, after say, a quarter, certain gaps are found in the e-learning program, or something that occurs regularly in employee feedback needs to be tweaked, you can easily do it. Hey! It’s your own e-learning program. You can change, update and improve it continually.
- Enhances Onboarding Experience
Onboarding is a crucial time, even though many companies do not realize it. This is so because most employees decide whether they are serious about a company or not in the first few weeks of joining, sometimes even before that. Thus, the onboarding training program must instill in employees a sense of belongingness and loyalty for the organization. Your custom e-learning program can be built in such a way that it offers employees who are onboarding with modules that present the company’s uniqueness, culture, authority, values, as well as their undying support for their employees.
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