Can anyone help me how to have Content slides and Quiz slide in one single project on Captivate 2019

Hi there,

I am new to Captivate 2019. Can anyone tell me or show me how I can have content slides and quiz slides interacting with each other on one single project?

I am creating an e-learning course for my company where I have intro slides with video the explains what the course entails.  Then we move on the start a series of questions that each should dovetail (branch out) to different slides that might be another content/video or another set of questions depending on the learner’s answer. I have laid out all the questions and their respective branching answers on a word document and I am coping and pasting them onto Captivate.

The problem I am having is that I successfully create the content slides and some of the quiz on a single project but I cannot mix/move them around.
For instance, I have an intro and then user/learner will click next and start the quiz or set of questions. If he chooses option “1” out of 8 and clicks submit, he or she should to to another video slide that should take him or her to a different kind of assessment. At the same time, if user/learner chooses option “2”, he or she should see a different set of questions. Most of the questions are also “yes and no” based and depending which one is chosen, it should branch out to a complete different direction.
I just cannot figure that out yet. this is my third day working on Captivate and I feel like I am wrestling it.

What am I doing wrong? Is there any setting that I am missing? I am not grading user’s/learner’s scores. I am simply using the questions for self reflection/actualization.

If someone can shine a light on this it would be much appreciated.

Regards,
PCEnki

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I’m creating an intro video to my software course and need some advice

Hi There

Captivate, and elearning in general, is new to me so I am looking for all tips possible here!

I am doing an introductory video for an online course I am developing. This video includes some animations, done in Adobe Animate (as I explain what the software package can do) and then I move onto some screen capture clips whilst I give a brief description of each lesson topic.

So I have an animation, converted to a video clip, as well as the screen captures done in Captivate, also converted to movie clips.

All these clips are put together using Premiere Pro to make the full video, and I have added the audio file that accompanies the video.

So a few questions:

  • Is this the right way to do this kind of thing?
  • What are your processes to follow for the above type content.
  • What other methods could make a video of this type easier to compile?

Any tip here are helpful, so thanks in advance.

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Blended Learning For Better Results

Using Blended Learning

Types of Blended Learning

  • Face-to-face driver – where the teacher drives the instruction and augments with digital tools.
  • Rotation – students cycle through a schedule of independent online study and face-to-face classroom time.
  • Flex – Most of the curriculum is delivered via a digital platform and teachers are available for face-to-face consultation and support.
  • Self-blend – Students choose to augment their traditional learning with online coursework.
  • Online driver – Students complete an entire course through an online platform with possible teacher check-ins.   All curriculum and teaching are delivered via a digital platform and face-to-face meetings are scheduled or made available if necessary.

Many companies put up content on the LMS, add a quiz and sit their trainees in front of a computer and expect world-class learning to take place.  This is fine if the company has put the required research and expertize into the courses created, and created a comprehensive course for their trainees to complete.  but more often than not they will trim it down, leave out or take out what they deem to be materials that are not required for the trainee to complete the training on their own. They give the trainee little face-to-face time or hands-on time to learn the skills they require for their role in the company.  This is especially true of many businesses in the hospitality sector as they need to use staff ASAP, this leads to bad service, not because the trainee is bad at their job, but because of the lack of blended learning within the business and not focusing on the training needs of the trainee.

How Blended Learning Works

Blended learning is best done (in my opinion) when we use online learning systems to deliver courses to trainees that they can take at their own pace, along with practical on the job training that is checked against the checklist for the online training for the particular course, and face-to-face time with a mentor when to answer any questions or issues that the online and practical training has not answered completely for the trainee.

As an example, one of the courses that I roll out frequently is that of Food Safety & HACCP, and this is a subject that requires both online, classroom and face-to-face time with a mentor to ensure that the trainee receives a full understanding of Food Safety & HACCP, and can demonstrate in a real workplace situation what actions need to be taken to ensure that all food produced or handled, meets the legal requirements and limitations that are there to protect the trainee, company and the customer or end user.  It’s simply not good enough to assume that because the trainee has acquired the knowledge through online learning that they are ok to work in a commercial service kitchen environment.  In the face-t0-face with the mentor, the trainee must demonstrate all four types of contamination, high and low-risk food, chemicals, required temperatures and the range of critical control points that control the flow of production through the kitchen before they are signed off to work in the commercial kitchen.

In my research, I have found that trainees who completed the online training only, remembered less than 40% of the content if they returned to work within two days and that if they returned to work after three days that figure dropped to 25%.  I also found that trainees who completed the online training and the practical & face-to-face retained 80% of the training even after being away for a week.

Getting Best Results

Using blended has proven to bring better results to the trainees as they get to us a wide variety of tools to complete their learning, from pretests, videos, text, interactions, PDF’s evaluation quizzes, practicals and face-to-face mentors.  This gives the trainee the highest rate of succeeding in the workplace.  This also allows us to tailor our practicals and mentoring to suit each trainee and their learning styles.  Trainees that go through blended learning programmes retain more information than trainees that don online training alone.

Using proper blended training will allow you to train your trainees to a very high standard and also will result in a greater retention rate of trainees.   If you tell a trainee what to do they will remember less than 20% of the lesson, if you show them how to do it they will remember up to 50% of the lesson and if you allow them to do the task themselves, they will remember up to 80% of the lesson.  Learning takes the form of the following for most learners:

Tell the Trainee (up to 20%)

Tell your trainee how to do the task required.  Make sure that you give them enough information that they can absorb, but not so much that you overwhelm them.

Show the Trainee (up to 50%)

Show your trainee how to do the task.  Talk through the process and encourage the trainee to take notes or draw diagrams.

Let the Trainee Do the Task (up to 80%)

Allow your trainee to do the task and to talk through the task with you to show their understanding of the task and/or instructions at hand.

Review

Review the trainee’s work and give constructive feedback so that they can correct any issues that they encountered in the task.

Let the Trainee Apply the Task & Fly (up to 100%)

Allow the trainee to practice and apply the newly acquired knowledge in real life task and let them spread their wings and fly.

Conclusion

The more options and ways of learning that you can offer your trainees and the more time you put in to researching what blended learning system is right for your trainees, then the more successful your training will be and your trainees will have a solid grounding and knowledge of the tasks required and how to implement them in the workplace.

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Science of Learning

Our Talent Management division is currently focusing on the “science of learning” topic and  several experts have given presentations about what that looks like for both the learner and the developers. By definition: Learning sciences (LS) is an interdisciplinary field that works to further scientific understanding of learning as well as to engage in the design and implementation of learning innovations, and the improvement of instructional methodologies. (wikipedia) Some of you may recall Multimedia Learning during your graduate work if not it is the study of learning to design for online learning.

What does all of this have to do with Captivate? Well, as I get more immersed in using web authoring tools like Captivate we have to keep in mind that although the learner may not know that why we design courses the way we do we are well aware of what we are trying to accomplish. Anymore, packaging the development tool with the respective LMS will give us the complete picture if the products we are developing are measuring the learners true learning capabilities. Because of the nature of my customers environment the science of learning is becoming very important for some of our topical areas.

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Captivate 2019

Hello

First time user of Adobe captivate 2019. I am really struggling share content after publishing content to all devices. I am getting a bunch of files created after the publish button is used.

Question how do I distribute the content to my other devices? do I use the index file? I thought it would be a simple process, I can’t seem to work it out today.

Any good learning videos anywhere?
Mark

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Selecting Your LMS

 Selecting a Learning Management System (LMS)

 

One of the main items that you will have to give a lot of consideration to is what LMS should you use for either your own company or for your clients.  And while most manage system is designed for two reasons, 1) Corporate Sector  1) Education Sector.

It is so important to trial any LMS that you may have an interest in and to contact current users of the system to gauge what the software, company and support are like before you purchase the LMS.  Research is key to finding out what the best system is and you can do a lot of that with this forum and the support of the members.

While having an LMS will make managing your courses and eLearning content a lot easier, you will have to consider the following to decide what is right for your requirements today:

  • Free or Paid
  • Number of Trainees Allowed
  • Length of Agreement
  • Support Costs
  • Company Intranet or Hosting
  • Cloud-Based LMS Systems
  • Level of Technical Skills Required to Set Up the LMS
  • GDPR

Free or Paid?

Should you go for free or paid subscriptions to an LMS?  This depends on a number of factors in do I have the ability to set up and manage the free LMS, as these usually come with no support other than documentation and/or support forum.  On the other hand, the paid LMS system usually comes with setup and support provided for at least 30 days.  Two examples of a free and a paid are as follows:

Free LMS:

Moodle – a very robust system that offers a lot under the hood and comes with very well documented support material, that said you will have to interpret the documentation or post on the forum with any issues you encounter.  While Moodle is one of the best systems on the market and is Open Source, you will find that it has a very steep learning curve to get it up and running.

Paid LMS

Totara – This is the  “PIMP MY MOODLE” version that comes at a price.  The learning curve is about medium and will take you time to master all of the options available. This system will allow you to create groups, cohorts and learning plans and appraisals systems very quickly.  However the basic price can cost you from €4500 for up to 300 users, the price includes setting up the platform on your own hosting only.  If you require a support agreement it will set you back €1500 for 10 hours of support.  You will also have to pay for customisation of the template to match your own colours and corporate identity.  SO while you do get an up and running LMS, you will initially have to spend around €5000 to €12000 to get up and running.  There is other paid LMS system out there that cost more and some that cost less, a quick search for LMS systems will give you a lot of information.

Number of Trainees

This is important as many LMS providers will allow you to purchase a system based on the number of employees that you have in the business right at this moment.  Other providers will insist on a minimum of employee anywhere from 99 + number of users.  One of the best systems for any company is Captivate Prime, which has a minimum of 10 trainees at a cost of $4, per month, this is really cost effective and comes ready setup to start your online training in around 90 minutes  (Check it out here).

Length of Agreement or Contract

Many of the main providers of Learning Management Systems will try to tie you into a three-year agreement offering you a lower price for the longer agreement.  You need to be very careful here with this type of agreement as you may find that overall the system is not suitable for your requirements and then you are stuck with the longterm contract that you will have to pay for, even if you stop using their system.

Support Costs

The hidden extras in many software purchases.  You need to make it clear from the outset what type of support you will receive from the vendor, is there an initial amount of support built into the original purchase price or subscription price?  How will you be charged for the ongoing support (many vendors have a 10-hour minimum that can set you back around €1500), other vendors have a monthly, quarterly or yearly support cost and you need to know how much this will cost.

Support hours – what hours do the support teamwork, will these hours fit in with your business requirements, if the vendor is located in a foreign country, what effect will the time difference have on your support when you need it (will you be able to call during your working hours?).

What type of support is offered?  This will range from immediately to 4 hours to 24 hours or even within 72 hours.  Again will this fit your requirements?  What if your system goes down and you need to have it back up within 2 hours, is this possible with the software vendor?

Cloud-Based Systems

There are many cloud-based systems that you can research on the internet, with prices ranging from a few dollars to thousands of dollars per month, however, my personal choice is Captivate Prime from Adobe for the following reasons:

  • Easy to setup
  • Cost effective $4 per trainee per month
  • Minimum Trainees is set at 10
  • The LMS Grows With Your Business Requirements
  • Support is Excellent

Cloud-Based is the best way to go as you have no issues with web server speed, issues or maintenance of the platform.

Ready for GDPR

Your Learning Management System must be compliant with GDPR, this is no longer an option.  You as the company and individual must protect your employees information and ensure that it can be easily deleted by the company and/or employee when required.

Level of Technical Skills Required to Set Up and Maintain the LMS

Have you or your team got the technical expertise that will be required to set up the LMS system from out of the box to full working on a server?  Can you handle all of the issues that will pop up over the course of using the LMS?  While it may seem easy to install an LMS you can encounter a lot of issues that may have nothing to do with the software but more to do with your hosting company or company server.  These issues can cost you extra expense to have them sorted as something as simple as having your memory increased in the PHP configuration will set you back $50 to $100.  Then there is the issue of ongoing maintenance as your LMS grows, is this something your team can handle or will you need external support?

Conclusion

Do your research before settling on an LMS for your business, talk to other users read the reviews and try to try as many systems as you can before purchasing.  THink before signing up for any subscription longer than a year and remember that Cloud-Based systems take away a lot of the hassle for you as a developer.  Finally, understand that all paid subscriptions do not include ongoing support and you will have to include this in your yearly budget.

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Get An Onboarding Software To Improve Employee Retention

As new employees join, you need to provide them with onboarding tools and training to align them with your organizational goals and acquaint them with the necessary information, so they can adapt. We discuss how an onboarding software can make a difference in the new employee onboarding process. This post was first published on eLearning Industry.