Articulate Storyline Interactive Quiz Templates

Collection of eLearning templates to help budding developers and instructional designer. Click on images to get template details. Quiz-003 Multiple Text Entry This Articulate Storyline quiz template has used a Text entry question type template. The template has an absolutely simplistic design yet the template is quite eye-catching. The interface appears to have a table…

How to turn the staff training to contribute in the goals of an organization?

 

Every business will have their own goals to achieve and they make every possible effort to accomplish these goals effectively and efficiently. A very common goal that we find in most of the product/ service based companies is, providing an effective on-job training to up skill the staff. The best approach to meet the training goal is to establish direct connection between business goals and training.

In this blog we will discuss how we can connect business goals with training outcomes i.e. learning objectives?

Organizations should adopt a Top-down approach to reap maximum benefits out of their training efforts. The business goals should guide to define the skill sets and knowledge it requires in workforce.

But this transition is not simple as it appears to be. Generally, the business goals are defined in broader perspective and in different parameters – something which are defined in terms of monetary, market-share, technological advancements. These are quite different than an individual’s achievements as training outcomes.

This means,

“The broader organizational goals should be converted into learnable as well as measurable individual achievements – in terms of specific knowledge and skill sets that enable an individual (a human resource) to achieve broader goals of an organization”

Turn Business Goals into Learning Objectives

Learning and Development (L & D) professionals or Instructional Designers are responsible to align aims of learning with business needs.

Step 1 – Analysis: Analyze the business needs and workforce current capabilities

The business goals may not be described in measurable terms, but they must be put-in using plain and specific terminology that describes those best.

Sample business goal areas are as follows:

  • Increasing market share to ____% in 6 months
  • Lowering production cost to ___% in 12 months
  • Increase marketing team to ____ numbers in 3 months
  • Improve customer service with not more than 10% of tolerance in failing to fix complaints on-time

Against to these business goals, check the current capabilities of the corresponding workforce. This is to identify the gap between what is the current competency and what is required to meet these goals. List down all the gaps in accordance with their priority to meet respective business goals.

Step 2 – Define: Break broader business goals into specific and measurable learning objectives

Define all the gaps using specific and measurable terms such as Bloom’s verbs. Each gap may require multiple skills and knowledge areas, so list down the learning objectives as many as required to achieve business goals fully and effectively.

For example,

Business Goal: Improve customer service with not more than 10% of tolerance in failing to fix complaints on-time

Identified Gaps:

  • Customer care executives are not completely aware of the product features that company sells.
  • Customer care executives are not able to describe product features as mentioned in product manuals.

Learning Objectives:

  • List the product features as they are in the user manual supplied with the product.
  • Explain features using the terminology used in corresponding product technical manuals.

Conclusion

In step 2, you must have noticed how the business goal is transformed into learning objectives. The effectiveness of these transformation lies on the ability of L & D professional. After we develop learning objectives, we need to evaluate them; and the best approach is to develop sample content for each objective and check whether it is relevant in achieving the corresponding business goals.

Swift eLearning Services Pvt. Ltd. is one of the best eLearning companies in India helping organizations achieve their business endeavors using our custom eLearning solutions for workforce training.

Source link: http://www.swiftelearningservices.com/how-to-turn-the-staff-training-to-contribute-in-the-goals-of-an-organization/

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Section 508 and WCAG – Compliances to Increase Accessibility in Elearning

Section-508-WCAG_Compliant-eLearning

Have you ever imagined how a person with disability would access your eLearning course? May be you haven’t given a thought of designing eLearning in that perspective. But eLearning accessibility has been the industry hot topic now. And an eLearning course should be designed such that it works for everyone across the organization so that no one misses the training opportunities. In this blog, we will discuss the eLearning course accessibility challenges and corresponding compliances – Section 508 and WCAG (Web Content Accessibility Guidelines).

According to UNESCO, “Education is a fundamental human right and essential for the exercise of all other human rights.”

eLearning courses are not completely accessible to hearing or visually impaired learners – they miss-out some or major portion of the course content. And brings the need to create eLearning courses for differently abled learners. So as a learning designer we should know the challenges that Differently Abled Learners face while accessing the content.

Elearning Course Accessibility Challenges For Differently Abled Learners

A non-compliant course will pose following challenges for differently abled learners:

  • Visually impaired students can’t identify graphic elements present on the screen
  • It is difficult for a color blind learner to recognize differences in colors
  • Cognitive impaired learners find it difficult to comprehend the logical branching of course topics
  • Hearing impaired learner may completely miss-out the course narration or sound signals

Section 508 and WCAG Compliances to Increase Accessibility in eLearning

In particular to US residents, the Rehabilitation Act of 1973 and for global learners, the World Wide Web Consortium (W3C) has developed accessibility norms for differently abled.

Section 508 and WCAG compliances in corporate eLearning development follow learner-centered approach to ensure your course is accessible to all.

What is 508 Compliance?

Section 508 is a law from Rehabilitation Act of 1973 that states U.S. Federal agencies to develop their electronic and information technology accessible to people with disabilities.

What is WCAG Compliance?

WCAG is an international standard by World Wide Web Consortium (W3C) that suggests guidelines for making web content more accessible to people with disabilities.

Note: Section 508 is a law in US, but WCAG is a recommendation for global learners.

Design considerations to follow while developing Section 508 or WCAG compliant courses:

  • No information should be conveyed using colors or variations in colors
  • Have fewer variations in slide layouts
  • Maintain consistency in structure, content, and other elements
  • Provide transcript for course general narration, videos and animations
  • Provide alternative text (alt text) for every non-text elements such as images, graphs, interactions
  • Provide brief descriptions about the links that take learner outside of the course such as internet / intranet
    Do not have automatic navigations
  • Allow learner to access the complete course using short-cut keys in parallel with mouse interactions

Conclusion

As Instructional Designers, we must not only consider the special needs of differently abled learners but be equipped with required expertise to develop an accessibility-compliant eLearning course that meets Section 508 and WCAG standards.

We will come-up with more on Section 508 and WCAG accessibility compliances in our next blog post. So stay tuned.

Original blog post: http://www.swiftelearningservices.com/section-508-wcag-compliances-increase-elearning-accessibility/

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How to measure effectiveness of an eLearning Program? Here is a checklist!

How to measure effectiveness of an eLearning Program? Here is a checklist!

It is a challenge for training managers to ensure quality of eLearning programs that are developed by internal teams or external eLearning vendors.

In this blog, we will equip training / Learning and Development managers with a benchmark checklist that helps them test effectiveness of an eLearning program.

Here is a checklist…

Logical organization of the content (concept) flow

Randomly compare two consecutive concepts and check whether the first concept is serving as an advance-organizer to the second concept. Similarly, continue this process till the end of the course. At micro level; put a check within each concept by comparing sentences.

Content relevancy to the immediate need

To check the relevancy of the concept with the immediate need that it fulfils; put a check on following two areas:

List of learning objectives – It is very important that each objective should be relevant to the learning need.

The content covered for each objective – The content should corresponds to any one or more objectives listed in the beginning of the course. Every line of text should help learner to achieve the defined knowledge or skill – the content scope should be very focused to meet its objective.

Content writing style and the size

Writing content to help someone acquire knowledge and skill is different than helping someone to accept a viewpoint. The instructional content should be self-explanatory, easy to comprehend and retain for longer time.

Check for the following:

  • Concept building approach – it must flow from,
    • Known to unknown
    • Simple to complex
  • Presence of jargon or complex sentence formations – content must be drafted in plain English
  • One concept should be expressed in one sentence or one paragraph or one topic. Do not mix two concepts in one unit of content

Instructional graphics style and convey-ability

If we believe that ‘a picture is worth 1000 words’, then it is quite important to ensure they look beautiful and convey the intended meaning.

Check following essential features of a graphic:

  • The color – minimal color usage limited to branding guidelines
  • The arrangement of sub-elements in collage of graphics; and off-course shapes and strokes
  • The overall graphic layout meaning –infographics such as circular layout for life-cycles, star layout for components etc.

Learner Engagements

There are variety of strategies using which an instructional designer engage his/her learners. Here is the list of essential engaging techniques – an effective eLearning course should feature each or most of these techniques.

  • Scenarios – create virtual contexts similar to the real-life workplace conditions
  • Gamification – a simulated scenario that engages learner deep into the content
  • Explainer videos – demonstrate desired skills that help learner imitate at workplace
  • Intuitive Learner Interactions – to keep learner attentive throughout the course
  • Emotions – to an extent, effective use of avatar can replace the benefit of real human element
  • Formative Assessments – practice opportunities along with appropriate guidance
  • Avoid distractions – avoid less necessary graphic animations, sounds and interactions

Responsive Design for multi-screen course delivery

Launch the course in common screen dimensions such as Desktop, Tablet and Smartphone. Check even in rotational screen modes. The course should scale to fit in different screen sizes smoothly.

Tracking

The course must be compliant in any of the online course delivery protocol such as SCORM or Tin Can. This helps training managers to implement course globally and with descriptive user analytics.

Conclusion

The blog covers the essential features and there are other features specific to the given unique learning need. Being one of the best eLearning companies in India; we delivery variety of eLearning courses that best suits to your unique eLearning requirement.

Source link: http://www.swiftelearningservices.com/how-to-measure-effectiveness-of-an-elearning-program-here-is-a-checklist/

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Incorporating Infographics in eLearning

As instructional designers, we aim to design eLearning courses such that it reduces cognitive overload and gives a sense of accomplishment to the learner.

But what is the secret sauce to create effective eLearning courses?

Declutter the screen with irrelevant images, graphics and heavy on-screen text. And your 50% job is done. Yes, it’s just that. Whether it is custom eLearning, rapid eLearning, mobile learning or even microlearning; Relevancy is the key. And incorporating infographics in eLearning can take your eLearning courses to the next level. In this blog, we will highlight the relevancy of infographics in eLearning.

Why eLearning Infographics Make Sense?

Infographics or Information Graphics – a visual representation of information or data.

Did you know?

“An infographic is 30 times more likely to be read than a purely textual article.”

Infographics are one of the best visual tools to hook learner’s attention and convey message effectively. It presents well chunked content with relevant graphics to help learners understand the content in less time and retain for a longer duration.

Learners scan the infographics and interpret the meaning well, especially the complex data, when compared to other visuals.

Let’s consider the below example.

If you closely look at the infographic, large amount of content is broken into small pieces and organized in a meaningful structure with suitable graphical representation.

Incorporating Infographics in Elearning

In eLearning, infographic has a major role to play. It will not enhance the effectiveness of eLearning course, but increases its visual appeal.

Based on a rough estimate, one Infographic may convey the message of three to five eLearning slides loaded with text.

Following are the two greatest advantages of infographics in eLearning:

  • It motivates learner with its visually appealing graphical representations
  • Significantly reduces number of eLearning course slides

In eLearning, infographic can be made interactive and animated.

Notable Areas Where We can use Infographics

We can use infographics in almost all content types, such as:

  • Concepts
  • Storytelling
  • Comparative Analysis
  • Process and Procedures

Infographics Vs Photographs

There is a famous Chinese saying about image, ‘A picture is worth a thousand words; it’s more true for infographics.

Photographs convey unclear meanings – the learner may confuse or may infer different meaning.

Infographics are self-explanatory; the graphic structure and small content nuggets guide learner to the intended meaning.

Tips to Develop Infographics:

Define goal to focus – Keep related and moderate content

Create scannable content – The graphic structure and content chunks should be skimmable in seconds

Maintain horizontal flow of content – Learner’s prefer to read left-to-right

Draw a wire-diagram – Draw high-level structure to plan size and placements of graphic elements and text

Create graphics – Develop graphic elements; be consistent in shapes and colours

Avoid large sizes – Try to avoid scrolls

Conclusion

If you want to convey the complex information succinctly and help your learners digest the content easily, then infographics in eLearning should be the best choice.

Source link: http://www.swiftelearningservices.com/infographics-in-elearning/

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2 Great Story-Based Learning Examples to Create Engaging eLearning

From times immemorial, stories have been used to pass knowledge and wisdom through the generations. Using stories for eLearning (or Storytorials) is an established creative Instructional Design approach that creates relatable and engaging learning experiences.

In this blog, I share two story based learning examples on professional skills training.

Background

A story-based-tutorial or a storytorial blends the power of storytelling and principles of Instructional Design to create engaging learning experiences.

What are the key benefits of using a storytorial or story based learning approach?

The key advantages of using a storytorial or story based learning approach are:

  1. We all love a good story and it makes the learning fun
  2. It leads to a higher retention, we always remember a good story
  3. A compelling narrative will keep the learner hooked even when the content is dry or difficult

How can you design a storytorial or story based learning approach?

Like a story, this Instructional Design approach can have a single narrative that connects all components of learning into a single fold or multiple plots (scenarios). All we need to watch out for is the fact that the story should uplift the way content is presented and it must be relatable. Else, it will not create the required impact.

Let me showcase this through 2 examples that illustrate how can you create the required learner engagement, create a sticky learning experience and uplift the content by stringing it through a story.

Example 1: Writing Effective Storyboards

Learning mandate: Explain the key components of a storyboard and provide the tips and guidelines for creating an effective storyboard.

Instructional Strategy: Writing a storyboard is one of the primary and essential requirements expected of an Instructional Designer. How can we present the relevant information in a manner that is not preachy or prescriptive and will enable learners to apply it in an actual work environment? These two aspects formed the basis selecting a storytorial or story based learning  approach for this course.

A story-based learning approach (a storytorial) has been used as an innovative and engaging strategy to present information that would serve as a refresher to most IDs in the field and enable new IDs to apply the learning to create effective storyboards.

The Story: The Course highlights key aspects of storyboard creation through the character of Nina, who is an Instructional Designer and has bagged her first job as an ID:

  1. The interview process, preceded by the preparation for the interview serves as a tool to reinforce or refresh some basics of storyboarding skills.
  2. Nina’s first assignment, after bagging the job, forms the remaining part of the “story” and highlights the key aspects to remember while creating a storyboard.

storytorial or story based learning approach Example 1

storytorial or story based learning approach Example 2

storytorial or story based learning approach Example 3

Example 2: Content Types and Their Visualisation Approaches

Learning mandate: Explain the content types and how each can be presented visually to build an engaging and interactive course.

The Story: We felt that instead of listing out or describing various content types and their visualisation techniques, it would be helpful for learners to go through a story that reflects this information in a much more engaging and interesting format.

The story introduces us to a team of Instructional Designers, who have been assigned the task of creating an eLearning course. Their analysis of the storyboard and its review and discussions around the ways to present the content of the eLearning course form the premise to present the information on content types.

storytorial or story based learning approach Example 4

storytorial or story based learning approach Example 5

storytorial or story based learning approach Example 6

Note: Both examples featured here are part of our suite of 15 online courses for Instructional Designers. This series features many other creative Instructional design approaches.

I hope this blog provides you with insights on how you can use story-based learning strategy to enhance the learning experience. If you have any queries, do contact me at apandey@eidesign.net.

Need More?

Want more insights on how you can use creative Instructional Design techniques and achieve a better learner engagement?

Schedule a call with our Solutions Architecting Team.

Source: https://www.eidesign.net/story-based-learning-examples-to-create-engaging-elearning/

The post 2 Great Story-Based Learning Examples to Create Engaging eLearning appeared first on eLearning.

Instructional Design Tips to Create eLearning to Train Corporate Millennial Workforce

Millennial-Employees_Swift-Elearning

“Modern Instructional Design can address the millennial learning needs and help you create an effective eLearning.” In this blog, we will discuss the modern digital learning needs along with the corresponding instructional design tips to create learner-centered corporate eLearning.

But What is the Need?

Retaining talents is one of the biggest challenges in the corporate world. Despite every effort, corporates now have a hard time to retain employees and achieve their strategic business goals.

In the current business landscape, Millennial generation also known as Gen Y represents a major proportion of the workforce. Typically, they keep on switching their jobs throughout their career. One of the major reasons for this could be the ineffective learning and development initiatives. And traditional training approaches may not address their learning needs and preferences. Therefore, it essential to assess, review and modify the learning and development practices to effectively develop Millennial talent. The best solution would be to devise online training based on modern instructional design.

But Who Are Millennials?

Millennials, are the most diverse, tech-savvy, confident generation who tend to be little impatient at times. And surveys suggest that the good work-life balance and appropriate learning and development opportunities could create an ideal job environment for them.

Characteristics of Millennials

Tech Savvy Conventional Ambitious Team-oriented
Highly Optimistic Multitaskers Gadget Lovers Self-directed
Open-minded Competitive Self-centered Impatient
Collaborative More Diverse Flexible Skeptical

How to Design Training for Millennial Employees?

As an instructional designer, it is imperative to understand the learning preferences of millennials and design the learning that better aligns with them. So, before we move further, let’s meet Mr. Jack, a young professional. Lets understand his learning preferences better along with the top four instructional design tips to create effective eLearning.

Are you ready?

Meet Jack, Gen Y, to Know His Learning Preferences

Learning-Preferences_Swift-Elearning

I love relevancy: Well, I am driven by a strong sense of purpose. I feel disconnected when the training is no more relevant to me. I always wanted to know what am I doing and why am I doing it. So make the learning more meaningful, contextualized and personalized for me.

Bite-sized learning interests me: Though I am a quick learner, my attention span is considered to be short – less than gold fish. Bite-sized learning or microlearning strategy would be ideal for me because I can digest the short, sweet, succinct learning nuggets easily. So please do not dump the text-heavy content and increase my cognitive load. Video-based eLearning can as well be effective for me to retain the information.

Encourage me during the training: Appreciations and rewards give me a sense of accomplishment during learning and this certainly motivates me to do better. I also need immediate feedback and direction to proceed. You can provide me virtual rewards such as badges, points and currencies throughout the course. Gamification can be the best strategy to completely engage me.

Traditional learning methodologies are boring: As an experiential and exploratory learner, I prefer active learning methods that incorporate more multimedia, gamification and collaboration. In one word, the learning should be interactive and provide me with immediate and continuous feedback.

Embrace digital learning technologies such as mobile learning, learning analytics, gamification, augmented reality and virtual reality to get the best out of online training.

Conclusion

So let’s adapt the modern instructional strategies as part of on-going training to meet the needs of ever growing digital millennial workforce. Hope this post would help you focus on the areas in creating an effective and engaging eLearning courses.

Please do share what other instructional design strategies do you adopt to bring the desired learning outcomes in the corporate online training.

Source linkhttp://www.swiftelearningservices.com/instructional-design-tips-to-create-elearning-to-train-corporate-millennial-workforce/

Instructional Design Tips to Create eLearning to Train Corporate Millennial Workforce

Millennial-Employees_Swift-Elearning

“Modern Instructional Design can address the millennial learning needs and help you create an effective eLearning.” In this blog, we will discuss the modern digital learning needs along with the corresponding instructional design tips to create learner-centered corporate eLearning.

But What is the Need?

Retaining talents is one of the biggest challenges in the corporate world. Despite every effort, corporates now have a hard time to retain employees and achieve their strategic business goals.

In the current business landscape, Millennial generation also known as Gen Y represents a major proportion of the workforce. Typically, they keep on switching their jobs throughout their career. One of the major reasons for this could be the ineffective learning and development initiatives. And traditional training approaches may not address their learning needs and preferences. Therefore, it essential to assess, review and modify the learning and development practices to effectively develop Millennial talent. The best solution would be to devise online training based on modern instructional design.

But Who Are Millennials?

Millennials, are the most diverse, tech-savvy, confident generation who tend to be little impatient at times. And surveys suggest that the good work-life balance and appropriate learning and development opportunities could create an ideal job environment for them.

Characteristics of Millennials

Tech Savvy Conventional Ambitious Team-oriented
Highly Optimistic Multitaskers Gadget Lovers Self-directed
Open-minded Competitive Self-centered Impatient
Collaborative More Diverse Flexible Skeptical

How to Design Training for Millennial Employees?

As an instructional designer, it is imperative to understand the learning preferences of millennials and design the learning that better aligns with them. So, before we move further, let’s meet Mr. Jack, a young professional. Lets understand his learning preferences better along with the top four instructional design tips to create effective eLearning.

Are you ready?

Meet Jack, Gen Y, to Know His Learning Preferences

Learning-Preferences_Swift-Elearning

I love relevancy: Well, I am driven by a strong sense of purpose. I feel disconnected when the training is no more relevant to me. I always wanted to know what am I doing and why am I doing it. So make the learning more meaningful, contextualized and personalized for me.

Bite-sized learning interests me: Though I am a quick learner, my attention span is considered to be short – less than gold fish. Bite-sized learning or microlearning strategy would be ideal for me because I can digest the short, sweet, succinct learning nuggets easily. So please do not dump the text-heavy content and increase my cognitive load. Video-based eLearning can as well be effective for me to retain the information.

Encourage me during the training: Appreciations and rewards give me a sense of accomplishment during learning and this certainly motivates me to do better. I also need immediate feedback and direction to proceed. You can provide me virtual rewards such as badges, points and currencies throughout the course. Gamification can be the best strategy to completely engage me.

Traditional learning methodologies are boring: As an experiential and exploratory learner, I prefer active learning methods that incorporate more multimedia, gamification and collaboration. In one word, the learning should be interactive and provide me with immediate and continuous feedback.

Embrace digital learning technologies such as mobile learning, learning analytics, gamification, augmented reality and virtual reality to get the best out of online training.

Conclusion

So let’s adapt the modern instructional strategies as part of on-going training to meet the needs of ever growing digital millennial workforce. Hope this post would help you focus on the areas in creating an effective and engaging eLearning courses.

Please do share what other instructional design strategies do you adopt to bring the desired learning outcomes in the corporate online training.

Source linkhttp://www.swiftelearningservices.com/instructional-design-tips-to-create-elearning-to-train-corporate-millennial-workforce/

eLearning Course Design: 7 Instructional Design Theories & Models To Consider

top-instructional-design-theories-models-next-elearning-course

Knowing the foundational principles behind Instructional Design can help you create more effective eLearning experiences. Here are the top 7 Instructional Design theories & models that you should consider for your next eLearning course.

If you want to be an expert in the field of Instructional Design, you need to do your research. Learning various Instructional Design theories will help you develop more meaningful eLearning courses. You’ll have a firm grasp on how the human mind absorbs, assimilates, and retains information. Thus, you will able to create eLearning experiences that offer real-world value. Here are 7 top Instructional Design theories that you may want to think about for your upcoming eLearning course design.

1. Situated Cognition Theory

The Situated Cognition Theory was first published in 1989, but its principles are still just as applicable today. Essentially, the theory is based on the concept that you cannot separate knowing from doing. It also stresses how important it is for people to apply the things they learn within a clear context. It also stipulates that learning is a social endeavor that gives people the opportunity to expand their knowledge through discussions and group problem-solving tasks.

2. Sociocultural Learning Theory

The original work detailing the Sociocultural Learning Theory was written in the early 1930s. Due to political turmoil under Stalin and translation issues, it took a long time for it to become widely known. The theory revolves around three critical elements. These are culture, language, and the zone of proximal development. It suggests that our environment plays a crucial part in a learner’s development. For example, peers have the power to influence how a learner thinks or feels about a particular subject.

3. The ADDIE Model

This acronym stands for Analyze, Design, Develop, Implement, and Evaluate. The ADDIE model was first designed in the 1975 by the U.S. Army by the Centre for Educational Technology at Florida State University. It is comprised of the five factors listed above, which helps Instructional Design professionals tackle eLearning projects in stages. ADDIE tackles eLearning development rather than learning behaviors. It allows Instructional Designers to delve into the needs, learning objectives, and desired outcomes so as to create more personalized eLearning resources.

4. Merrill’s Principles Of Instruction

Merill’s theory is based on the different ways that learning can be facilitated. Each phase in the learning process has an important role to play. There are four core phases of learning: demonstration, activation of previous knowledge, application, integration into real world challenges. The approach is task-centered. This theory also involves “scaffolding”, whereby learners are gradually introduced to more complex ideas and concepts as the lesson progresses.

5. Individualized Instruction

As the name implies, the Individualized Instruction Theory revolves around the individual and how they learn. If you are learning something and catch on quickly, you can keep going. However, if you are not connecting with the material, the theory allows you to go at your own pace. It also accounts for learners who respond better to different learning preferences.

Individualized Instruction centers on 4 key principles:

  • Learners should be able to complete the work autonomously. As a result, they have the opportunity to focus on their own strengths and areas for improvement.
  • Each lesson should be followed by an assessment to gauge learner progress.
  • Written learning materials are preferred over presentations.
  • Facilitators support learners and add a level of social interactivity to the experience.

6. Bloom’s Taxonomy Of Learning Objectives

This well-known theory was first developed in the 1950s. While some contemporary theories focused on pure memorization of facts, Bloom focused on the cognitive domain. This portion of the theory moves up a hierarchy of processes starting at the most basic. These specific processes include: Remembering, Understanding, Applying, Analyzing, Evaluating, and Creating. The committee which was overseen by Bloom also stipulated that there are 3 essential domains to consider: cognitive, affective, and psychomotor.

7. The SAM Model

This Instructional Design model allows the Instructional Designer to make changes by performing small steps and multiple iterations. You begin with the short Preparation Phase, where information on the eLearning project is gathered. Then you move to the Iterative Design and Iterative Development where the design is created and reviewed. This process allows for more flexible designs with rapid changes as the eLearning project moves forward.

How To Find The Right Instructional Design Theory For Your eLearning Course Design

Ideally, the Instructional Design theory you choose must align with the needs of your online learners and your client’s learning objectives. The subject matter also plays a pivotal role in the process. For example, a corporate eLearning project that calls for problem-based training may require Merrill’s Principles of Instruction. Individualized Instruction, on the other hand, is great for personalized learning paths that rely on self-paced studies. The key is to identify your client’s expectations and needs beforehand so that you can narrow down the list of potential Instructional Design theories, then determine which one supports the learning behaviors and desired outcomes.

Learning about the principles behind the work that you do is important in any field, but especially in Instructional Design. Learning all you can about Instructional Design will help your career in many ways. Your clients will appreciate your comprehensive knowledge of the field. When clients ask questions or need guidance, you will be able to support your recommendations by citing specific Instructional Design theories. Additionally, you will develop better work products utilizing the theories you have learned. While you will not be able to implement every Instructional Design theory on every eLearning project, you can take pieces from each one. Research as much as you can now — it will go a long way to helping your Instructional Design career.

Benefits Of Personalized eLearning – Featuring A Case Study For Instructional Designers

The Impact And Benefits Of Personalized eLearning

Personalized eLearning is customization of eLearning so that it can meet the specific needs of learners.

While the concept of personalization of learning is not new and has been in existence since the 1960s, its adaptation for online training or eLearning is a recent phenomenon. The concept continues to evolve and there is no single definition that is widely accepted. I feel that the United States National Education Technology Plan 2017 defines personalized learning effectively:

Personalized learning refers to instruction in which the pace of learning and the instructional approach are optimized for the needs of each learner. Learning objectives, instructional approaches, and instructional content (and its sequencing) may all vary based on learner needs.In addition, learning activities are meaningful and relevant to learners, driven by their interests, and often self-initiated.”

What Are The Techniques That Can Be Used To Create Personalized eLearning?

Personalization of eLearning is typically done in the following ways:

  1. You could begin the eLearning course by personalization through an avatar-based selection. This could then be followed by customized elements, like themes, fonts, backgrounds, and so on.
  2. Another way to offer customized eLearning is through customization of the format of content deliveryto suit varied learning styles. For instance, options to use audio/video, or otherwise, bring in changes in the degree of interactions, and so on.
  3. The highest degree of customization is at the learning path level that is personalized for each learner through pre-assessments or surveys. For instance,
    • A pre-assessment can help us understand the baseline proficiency, and the learner can be given a personalized learning track that corresponds to the competency gaps.
    • Alternatively, we can use a survey to assess where the learners’ interests lie and then offer a personalized set of recommendations on how to “consume” this module (that is, which parts could be skipped and which should be taken with special attention).

What Are The Approaches That Can Effectively Personalize eLearning?

As I have highlighted, personalized eLearning can be crafted through a variety of measures that can help us customize the learning experience for each learner.

The 2 approaches that are useful in creating an effective personalization are:

Approach 1

Adaptive learning: This approach uses techniques like pre-assessment to offer customized feedback and a specific path to each learner. The advantage of this approach is its ability to match the varied learning proficiencies of learners to the most relevant learning path.

Today, microlearning techniques can be used to provide tremendous granularity to break down the primary eLearning course and offer highly customized or personalized learning paths.

Approach 2

Control to the learner: In this approach, rather than taking control through a pre-assessment, we empower the learner to create their own customized learning path (based on their interests and their own assessment of their proficiency). This approach is increasingly gaining popularity on account of its learner-centricity.

We can integrate checks and balances through assessments to redirect the learners, so that while they get the flexibility, they do not skip the sections they may not be good at.

What Are The Benefits Of Personalized eLearning For The Learners And The Organization?

Instead of a “one size fits all” approach, personalized eLearning uses various approaches to engage the learner more meaningfully, and helps them set and achieve their specific learning goals.

This is not all; personalized eLearning also enables learners to set their own learning paths and gain exactly what they need.

Learners’ perspective: As I have highlighted, personalized eLearning empowers the learners and offers them control through the following measures that allow them to:

  1. Set their own goals.
  2. Set manageable milestones.
  3. Select their own learning path.
  4. Select the device they wish to learn on.
  5. Learn at their own pace.
  6. Select the kind of interaction levels they feel is relevant for them.
  7. Get personalized feedback and use it to assess their progress.
  8. Use the offered recommendations to enrich the learning path.

Organizational perspective: Personalized eLearning provides the following key benefits:

  1. You can use the personalized eLearning approach to promote a culture of learning as a continuum.
  2. You will see better learner commitment and higher completion rates.

What Are The Approaches To Offer Personalized Learning?

At EI Design, over the last two years, we have been adding approaches that focus on crafting learning designs to offer control to learners. Essentially, we want to create learning experiences wherein learners can “pull” what they want rather than be “pushed” into a prescriptive learning journey. The personalization of eLearning is a significant part of this practice.

We have created various approaches to offer personalized eLearning, which map to 4 levels, ranging from simple personalization techniques, including Avatar selection, custom themes, and so on, to highly customized learning paths that offer learners the control to choose the learning interactions that match their interest and learning styles.

Let me share a case study that uses several of these personalization techniques in a training course intended for newly joined Instructional Designers in our team.

  • With personalization, we are now able to scale the usage of our existing training courses to ongoing learning (learning as a continuum).
  • For the learners, personalization provides them the required control to decide on the most effective approach to learn and come back for enrichment.

Case Study

Here’s a short video that showcases a case study on using personalization techniques in a corporate training course to double the impact of learning.

Additionally, I am sharing the highlights of our approach to personalize eLearning.

Before – The Traditional eLearning Approach

Designed to induct and onboard newly joined Instructional Designers into our team at EI Design, we had created a suite of 15 courses. Although, our audience comprised team members with different profiles, the approach mandated that all Instructional Designers needed to go through all the courses. Goes without saying, the approach used the classical “push” model to train rather than enabling the learners to “pull” what they need.

ProductLine - Instructional Design Courses List - EI Design

After – The Personalized eLearning Approach

Using the personalized eLearning approach, we give the control to the learners (new Instructional Designers onboarding with us) who can now craft their own learning path, based on their proficiency.

Personalized eLearning - Instructional Design Courses 2

Highlights Of The Personalized eLearning Approach

  • Create learner-centered goals and objectives.
  • Assess online learners to identify knowledge gaps.
  • Offer timely, personalized eLearning feedback.
  • Provide constant online support.

Features Of The Personalized eLearning Approach At A Glance

  1. Avatar selection/Role selection.
  2. Pre-assessment on topics covered.
  3. Range of educational pathways.
  4. Personalized recommendations/feedback.
  5. Re-directs learners for remediation and for good performance.
  6. Provides resources for further exploration of knowledge.
  7. Learners are informed and empowered.
  8. Assessments are related to meaningful tasks.
  9. Reduces the achievement gap.
  10. Enhanced interaction between individual learners and individual teachers.
  11. Facilitates the “community of learning” approach.
  12. Instead of incorporating a linear navigation map, it offers online learners a clickable guide that features diverse eLearning activities and multimedia.

Personalized eLearning - Instructional Design Courses 1

The Impact

Learners’ perspective: They are fully empowered to design their own personal learning path that works best for them.

Organizational perspective: We can validate their current proficiency and provide support (remediation) as well as personalized feedback. Additional learning resources equip the learners to match the proficiency level that our organization requires. The approach also fosters a strong collaboration (between the peers and with senior managers).

Gains of the personalized eLearning approach for the learners: 

  • Let online learners choose their own eLearning activities and multimedia.
  • Set manageable milestones.
  • Incorporate online resource libraries for asynchronous eLearning.

 

Source: https://www.eidesign.net/benefits-of-personalized-elearning-featuring-case-study-for-instructional-designers/