Free eBook: Guide To Convert Your Instructor-Led Training (ILT) To eLearning Or mLearning

This free eBook—Guide To Convert Your Instructor-Led Training (ILT) To eLearning Or mLearning—is a micro-guide designed to help you prepare for an effective transition from Instructor-Led Training (ILT) to online training (eLearning or mLearning).

This post was first published on eLearning Industry.

5 Examples of How To Use Mobile Learning In Retail To Maximize Your Training Impact

Ways To Use Mobile Learning In Retail Industry And Face Challenges In Employees Skill Development

Skill development in retail industry is challenging. The key challenge is the rapidly changing product offerings and a pressing need to offer “just-in-time” training to the employees. There is the challenge of high employee turn-over and the need for new employees to be trained very quickly to meet the targets.

Employees often work under pressure of stiff targets and deadlines. They need learning solutions that are easily accessible and available precisely at the moment of their need.

While certain training needs can be met through classroom or Instructor-Led trainings, mLearning (or mobile learning) is the most efficient and effective way to mitigate these challenges.

What Is mLearning (Or Mobile Learning) And What Is Pushing Its Adoption?

Just look at the way mobile devices are an integral part of our life today, and it comes as no surprise that learning on these devices is a natural extension.

mLearning is an extension of the traditional eLearning and features training that is available to the learners on devices of their choice (read: tablets and smartphones). These solutions are designed for multi-device support and run seamlessly on desktops, laptops, and mobile devices.

The push for mobile learning is coming from the learners, primarily on account of the following aspects:

  • Change in learner profiles.
    Globally, the workforce has an increasing number of Millennials. As digital natives, this generation is addicted to using mobile devices.
  • Learners’ view on how they want to learn.
    The training deployment is no more limited by the way L&D teams want learners to go through it. Instead, learners ask for learning at their moment of need. The push for “just-in-time” learning aids that are available on learners’ mobile devices is very high.
  • Learning device of learner’s choice.
    Rather than be told how to consume training, today’s learners want the flexibility to learn on the device of their choice.

Not convinced? Take a look at these statistics (and plenty more that aren’t stated here) which clearly indicate the need to integrate mobile learning in your learning strategy:

  • Come 2018, 7 out of 10 professionals would be working on the go, using their personal smartphones.
  • A whopping 60% of employees feel mobile devices are their “most critical work device”.
  • Almost all the workers surveyed admitted to completing the training in mobile format.
  • Close to 47% organizations across the world have already adopted mobile learning solutions to train their workforce.

How Can mLearning (Or Mobile Learning) Help Increase The Impact Of Workforce Training In Retail?

Mobile learning is an effective approach in achieving the training goals with quality and efficiency.

Furthermore, mLearning delivered in microlearning format is probably the ideal approach to adopt, as it provides learning available to the employees on the floor, in short, bite-sized format that are easy to review, internalize, and apply.

How Can You Use mLearning (Or Mobile Learning) To Design Training Programs That Map To Retail Industry Dynamics?

mLearning is primarily known for the flexibility it offers to learners, in being able to access the training on the go, at the precise time when they need it. In addition, presenting information in a format that learners can easily understand, internalize, and apply on the job is crucial to further enhancing the value of training to both, the learners as well as the organization. Employee performance improvement is directly connected to:

  1. Easy access to the training (at the time of need).
  2. Presenting the training in an engaging format that is easy to relate to, learn, and apply in these 2 ways:
  • Using strategies that increase the learnability (or learning effectiveness) of the training.
  • Using strategies that reinforce primary training and help learners apply the learning on the job.

Once all these aspects are in place, the learning would not be acquired quickly but would be internalized for effective on-the-job application. It would be highly beneficial for the learners and will bring the required impact the business seeks.

If we look at retail industry dynamics, the need for flexibility in learning and being able to learn on the move (including within work premises) are critical factors that make mobile learning the ideal training delivery format.

You can use mLearning or mobile learning to train employees in retail industry through the following 3 approaches:

  1. For formal training.
    Do not limit your approach to traditional, structured training delivery formats. Take a step further and offer the learners flexibility through learning paths. Instead of holding discrete sessions, foster a culture that promotes learning as a continuum. This would encourage the learners to invest on learning over an extended period of time, be abreast of the latest updates, and apply the learning to attain a demonstrable gain. You can also evaluate learning portals that integrate microlearning, mobile apps, gamification, and social learning elements to double the impact of formal training.
  2. As Performance Support Tools (PSTs).
    Offering job aids (or just-in-time learning aids) for learners’ access within their workflow is a great way to trigger the desired behavioral change. You can also use PSTs to engage the learners post the formal training and facilitate reinforcement of learning.
  3. To digitize ILT.
    Blending mLearning components with the traditional ILT training format is another effective means to achieving the impact you seek. This can include pre-workshop collaterals, and/or simulations, exercises, and role-plays in the workshop, and workshop assessments. This approach lets you establish and maintain strong relations between the learners as well as between learners and instructors to provide learning nuggets post the workshop. The combination of all these elements is bound to have a direct and lasting impact on learning and application and will help you bring about the desired behavioral change in learners.

At EI Design, we have been crafting mobile learning solutions for the retail industry for over 4 years now. Let me showcase a few examples on how we have used mobile learning for formal training and as Performance Support Tools.

Our retail training solutions have been designed for the following learner profiles:

  • Store management team.
  • Store staff, including sales representatives.
  • Customer care team.
  • Sales team.

The range of our solutions cover:

  1. Induction and onboarding.
  2. Compliance training.
  3. Sales training.
  4. Specific training programs to promote key campaigns.

Here are examples that demonstrate how you can use mobile learning to mitigate training challenges in retail and create high-impact training programs that meet the training mandates.

Example 1: Induction cum Compliance Program For Apparel Retail Employees, Integrating Gamification Elements And Supplemented By Performance Support Tools (PSTs)

The course was a learning journey through 6 interactive eLearning courses, supplemented with Performance Support Tools (PSTs) in the form of interactive PDFs that promoted deep, exploratory learning in all (new and existing) employees.

For immersive learning, each module contained interactive content and a key challenge the learners must complete before moving to the next module. It also included gamification elements like points, challenges, and levels for an engaging experience and for motivating the leaners to learn effectively.

EI Design - Induction cum Compliance program for Apparel Retail employees

Example 2: Gamified Product Training For Cosmetics Retail Employees

This standard product training was converted into a highly interactive, gamified solution to make the learning sticky and experiential. Featuring multi-device compatibility, the complete learning journey was divided into two sections – learn and practice. Learners were given store-like experiences to learn the key aspects of the products and then put in customer situations to handle queries.

To make the course motivating and challenging, the exercises and activities were time based and offered bonus points for finishing the course in lesser time. Upon completing each topic, learners would earn a star, which let them advance to the next level (topic) and finally become a star salesman.

EI Design - Gamified Product Training for Cosmetics Retail employees

Example 3: Induction Program For An eCommerce Fashion Company – Designed Using Millennial-Centric Strategies

This course was designed to train new joiners within an eCommerce fashion company to get them acquainted about the company, its business drivers, and leadership competencies. Since the audience was predominantly Millennials, we used a colorful and responsive user experience, with a fashion theme to match the organization’s primary mission – to “democratize fashion”.

The course comprised three modules that could be taken independently, though they were tied together by a visual menu that depicted a journey through a gallery, a retail space, and an office. At the end of each module, learners were given a fun game that let them check their understanding of the topics covered.

EI Design - Induction program for an eCommerce Fashion company

Example 4: Retailer Engagement Platform For Product Training – Featuring Gamification And Social Learning Elements

This course was designed as a retailer engagement platform that engaged trade partners. It was a meaningful learning journey on products and categories to engage and motivate retailers to come back to it and even share it with peers.

The content of the course was transformed into a gamified learning journey across various product facilities worldwide, and it was called the “Open Tour”. It included real stories from existing content delivered through animations and videos and through stories built and shared by users. Gamification and social learning elements were embedded to promote active collaboration with peers in social media and to impart a sense of social recognition as users earned rewards and feedbacks for activities they performed.

EI Design - Retailer engagement platform for Product Training

Example 5: Interactive Food Safety Compliance Course For Food Retail Employees

This course was designed to spread awareness of the best practices in food safety for a large food retail entity. It used rich, vibrant visuals, interactivities wherever relevant, and animations for processes related to food safety and compliance procedures, to make the training lively and engaging. Questions and activities were used at strategic intervals to test the learners’ understanding of the key processes and best practices.

EI Design - Interactive Food Safety Compliance course for Food Retail

I hope this article gives you insights on how to use mobile learning (with microlearning, social learning, and gamification elements) to create highly effective training programs for employees in the retail industry. If you have further queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/5-examples-use-mobile-learning-retail-maximize-training-impact/

Tips and Strategies to Engage Your Millennial Workforce

Globally, there is an increase in the percentage of Millennial workforce, and by 2025, it is estimated that three out of four employees would be a Millennial. This generation has grown up differently, features very distinct traits and learning styles. It comes as no surprise that they need a different learning strategy too.

In this blog, I outline who Millennials are and what are their characteristics (traits and learning styles) that would have a bearing on the required learning strategy. Then I share several tips and strategies that you can use to engage your Millennial workforce.

Who are Millennials?

Also referred as Gen Y, Millennials are people born between late 1980s and early 2000s. This is a generation of Digital natives who have grown in the world of Internet, Smartphones and Social Media.

As a result, they expect the training delivery to factor for all these and more.

What kind of learning strategy would engage your Millennial workforce?

Even in the past, L&D teams have handled generational changes leading to a need to relook or overhaul the existing training strategies. (Many of you would recall the transition from Traditional learners to Baby Boomers and then to Gen X and the corresponding impact on the training delivery).

What makes this transition more challenging is the stark difference in Gen X and Gen Y in the way they work, collaborate, interact and hence the way they want to learn.

Micro Blog - Millennials report

Source: https://www.hrpa.ca/Documents/Public/Thought-Leadership/HRPA-Millennials-Report-20161122.pdf

The table here captures the generational change very succinctly. As I move on to share some tips and best practices you can use to engage your Millennial workforce, you will see how I have used cues from Assets, Motivations and Preferred modes of communication.

What are the key behavioural traits of Millennials that should be factored for as you identify the right learning strategy?

Following are the key behavioural traits in Millennial learners that should be considered as you arrive at the learning strategy:

  1. First generation ‘Digital Natives’
  2. Tech savvy
  3. Possess strong multi-tasking capability
  4. Short attention spans
  5. Easily distracted
  6. Ambitious
  7. Need a clear and definitive goal and outcome
  8. Need recognition
  9. Need constant feedback
  10. Need flexibility

How different are  the learning styles of Millennials from those of older generations?

Here are some noteworthy considerations on the Millennial learning styles:

  1. They are keen to invest on learning as this would help them grow at work.
  2. They like to explore things by themselves rather than being told to follow a rigid learning path.
  3. They don’t like taking orders and stay away from prescriptive or preachy style of teaching.
  4. They want to be in a work environment that encourages them to voice their opinions.
  5. They don’t like to be pressured, want flexibility and seek channels to express their creativity.
  6. They seek attention and focus more on personal care.
  7. They tend to seek out only concise, relevant information and usually omit detailed supporting information.
  8. They enjoy being part of group-based activities.
  9. They enjoy active participation and experiential learning.
  10. They want rich media to visually aid their learning.
  11. They prefer to learn from real-life scenarios and experiences, as they find them easy to relate to and apply.
  12. They are very comfortable with technology and relate to interactive learning formats that involve the use of multimedia.

What are the tips that can be used to design Millennial-centric training programs?

I’ve handpicked the 10 most Millennial-centric designing tips, which are as follows:

  1. Courses must be mobile-ready (must be accessible on Tablets and Smartphones).
  2. Deliver the learning in short, bite-sized nuggets that are fun to go through.
  3. Learners must be able to access the training material within their workflow (rather than having to sign up on the LMS).
  4. Information presented in the course must be easy to go through, review, relate to, and apply.
  5. Learning outcomes should be precise and defined clearly.
  6. Deliver the learning in high-impact formats that would keep them hooked.
  7. Integrate Gamification elements to engage and motivate as well as impart ‘a sense of reward and recognition’ in learners.
  8. Leverage on Social or Collaborative Learning to foster a learning environment beyond the formal training.
  9. Offer Personalised Learning Paths so learners can have the flexibility to ‘pull’ what they want rather than be ‘pushed’ towards what you think they are supposed to learn.
  10. Give the learners opportunity to contribute by leveraging on content curation.

What are some strategies you can use to engage Millennials at your workplace?

Here is my list of 8 Millennial-centric strategies you can use to engage them at your workplace?

  1. Leverage on mLearning or Mobile Learning.
  2. Break down huge chunks of information and deliver them as Microlearning nuggets.
  3. Allow room for Personalised Learning Paths in both, Formal training as well as for Performance Support.
  4. Use Gamification elements to boost learner engagement.
  5. Use Videos and other rich media formats to deliver the learning in bite-sized nuggets.
  6. Use Social Learning with curation (as an extension to primary learning).
  7. Personalise the learning.
  8. Leverage on Wearable Tech to supplement the learning.

I hope this blog provides insights on your Millennial workforce (who they are, what makes them different, what are their characteristics and so on. I recommend you use these pointers to create an effective learning strategy that would engage them.

 

Source: https://www.eidesign.net/tips-strategies-to-engage-millennial-workforce/

Active Learning For Language Learning: How To Learn English Fast

The conventional methods of teaching EFL do not teach learners how to think in English. They can’t stop cross-translation in learner’s head. In active learning the ability to think in English is formed subconsciously while the innate habit of cross-translation is turned off automatically.

This post was first published on eLearning Industry.

8 Glories Of Mobile Learning Changing The Industry Of eLearning

Mobile learning has invaded the eLearning province all sewed up with benefits that are too tempting to be avoided. The most prominent benefit is the convenience of being accessed anytime and anywhere. The penetration of mobile devices in the market is sure to change the eLearning industry's abode.

This post was first published on eLearning Industry.

6 Things A Mobile Learning Management System Can Actually Do For You

With the popularity of mobile devices, the immense potential they hold for mobile learning, and evolution of the LMS itself scaling newer heights day by day, leveraging a mobile Learning Management System for amping up organizational productivity is the name of the game.

This post was first published on eLearning Industry.

WEBINAR RECORDING – MAKING CAPTIVATE MORE MOBILE – HOW TO MASTER THE ADOBE CAPTIVATE WEB OBJECT FOR IMPROVED MOBILE NAVIGATION

In this webinar, you’ll learn how to utilise the Adobe Captivate Web Object to design and create a more responsive mobile experience for your colleagues.

It’s the sort of joy only you can bring them!

Using the web object functionality, we’ll show you how to:

  • Create basic HTML and CSS pages with Adobe Captivate
  • Include these pages as part of a SCORM file without storing them on a separate server
  • Embed YouTube and Vimeo files as responsive videos for mobile viewing

___

More Captivate tips and advice at www.learningplan.com.au

Augmented Reality – A New Dawn of Possibilities in Online Training / eLearning

Augmented Reality – A New Dawn of Possibilities in Online Training eLearning

Augmented Reality – sounds like high-tech si-fi phenomenon. Isn’t it?

Every new invention takes its place in our daily lives giving us a similar experience. In the beginning, it astonishes and makes us a passive observant. But as time passes, we start sensing its obvious presence in our environment. Once we adapt to it, in no time we tend to grow curious to figure out its capabilities and take advantage of them in making our lives better and easier. Augmented Reality is one of the finest examples of such inventions. In this blog, we will discuss the possibilities of Augmented Reality in digital learning – eLearning Industry as well as Learning and Development field.

The concept of augmenting the real world by virtual data has started in late 1970s. In 1990, Augmented Reality (AR) was coined by Tom Caudell. Since then, Augmented Reality has been adopted by few large corporations for visualization and training purposes. Thanks to the phenomenal computing capabilities today’s smartphones and computers possess, opening new doors for augmented reality to enrich our daily lives.

Areas where introduction of Augmented Reality made a difference in digital learning/online training:

Augmented reality in Education AR in Vocational Training AR in Logistic Handling Augmented reality in Marketing Augmented reality in Product Demo
Education Vocational Training Logistic
Handling
Marketing Product Demonstrations

What is Augmented Reality?

Augmented reality is one of the major inventions which is changing the way we experience the world. It allows us to interact and explore virtual information/content/objects in real physical environment. Augmented reality is not about a device or better computing, it is about changing our way or approach to experience, explore and learn. It is usually a 2D image, like something that is printed on a poster. As the augmented reality app perceive its target through the camera it processes the image and augments it with pictures, sound and animations. For instance, we may see a static 2D image on a paper comes to life and speaks or responds to our actions. Provided, we look at the image through the augmented Reality (AR) application.

Augmented Reality in Education

Augmented Reality (AR) technology has dramatically shifted the location and timing of learning and training.

Johnson, et. al. (2010) stated, “AR has strong potential to provide both powerful contextual, on-site learning experiences and serendipitous exploration and discovery of the connected nature of information in the real world.”

Shelton, B. E. (2002) estimated that AR has not been much adopted into academic settings due to little financial support from the government and lack of the awareness of needs for AR in academic settings.

With the current stage of advancement in AR technology; cost has not remained a critical concern. Several different forms of AR technological applications have been developed. For example, the concept of Interactive Books could be a cost effective alternative compared to Object Modeling for industries.

Areas of AR applications in learning and development or eLearning or Online Training

The current ongoing research has identified, the following five areas of AR applications:

  • Discovery Learning – In museums, learners can access AR mobile applications and discover historical events by exploring various sections and arsenals. The AR mobile application helps learners to access relevant videos, maps or audio content. Learners can hold up their phone against a statue and information would appear on screen.
  • Objects Modeling – Learners love to use their hands and brain in their learning process. Using AR technology, medical students can explore model of human anatomy to study different parts and their features individually separated from each other. AR enables learner to interact with the model by rotating it in any direction and have a full 3600 They can even have exploded view of the object to observe its sub-parts. As there is no use of monitor, learner can enlarge the model to any size. Simultaneously, two learners can study the same model wearing Microsoft HoloLense.
  • Interactive Books – Augmented reality books are like any other books except some digital content is embedded into them. When the pages are placed in front of mobile device camera, 3D elements, animations, audio comes to life through the device.
  • Skills Training – Technicians need training to acquire assembly and maintenance skills important for their respective industry machine. Using AR technology, digital content can be linked to machine parts. Using camera-enabled handheld devices, technicians can learn through explainer animations and other graphic content.

To Conclude…
Augmented Reality combined with mobile learning is going to provide awesome and engaging learning experience with its wide spectrum of possible applications in the eLearning world. We must be curious and contrive new possibilities to improve online learning / eLearning outcomes.

We recommend you to checkout our upcoming posts on different aspects of Augmented Reality in Education specific to eLearning.

Source Link: http://www.swiftelearningservices.com/augmented-reality-a-new-dawn-of-possibilities-in-online-training-elearning/

Mobile Learning Day 2017

Am Donnerstag war ich auf dem Mobile Learning Day an der FernUni Hagen. Es war die mittlerweile 9. Auflage dieses Events. „Mobile“ ist dabei längst zur Formel dafür geworden, dass heute die Grenzen zwischen Lebens-, Arbeits- und Lernwelten durchlässig geworden sind und jeder Raum ein potentieller Lernraum ist. Und so reichte das Themenspektrum des #MLD2017 auch von der Künstlichen Intelligenz bis zum eAssessment. Einige Stichworte sowie Links mit Hintergrundinformationen habe ich untenstehend kuratiert.

 

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/