Free Webinar: Successfully Implement Your Learning Management System (LMS)

I’m doing a free virtual session on November 29 for anyone implementing a new learning management system! Content is based on my book LMS Success. Come join our awesome, always energetic audience.

Register here:

Here is the session description:

Congratulations! You’ve selected the perfect Learning Management System. Now what? Join Katrina Marie Baker in this 60-minute webinar for a lively discussion and some amusing war stories from past implementations.

Our agenda will cover how to:

  • Complete your implementation so smoothly that executive leadership is in awe of your project management skills.
  • Avoid common pitfalls that cause your implementation to stretch out longer than originally expected.
  • Work effectively with your LMS vendor to determine a timeline, set expectations, and get everything done on time.
  • Assemble an administrator team that is excited, knowledgeable, and well organized.

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7 Tips To Create Learning Portals For Employee Training

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

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

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

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

7 Tips To Create Learning Portals For Employee Training

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

If you have any queries or need any specific support, do contact me at


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Free Webinar: Trends In Training And Learning Management

On November 21, I’m doing a virtual session covering the biggest trends in training and learning management! Just in time for the new year. The audience is always super involved, which keeps things entertaining.

Register here:

Here is the session description:

Join Adobe’s Senior Learning Evangelist Katrina Marie Baker for this lively conversation about the latest trends in training & development. Based on recent studies and research, the session will explore what people are doing in organizations around the world, and how organizations can achieve great results with modern learning programs.

Katrina Marie Baker will discuss the:

  • Impetus behind creating and developing virtual universities
  • Growing demand to encourage learner immersion and ongoing engagement
  • Rise of mobile learning
  • Role of skill-based learning in business training
  • Use of gamification for learner engagement and motivation
  • Ongoing expectations of learners for video
  • Proving the value of your learning program through more relevant reporting

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Recommended Reading Summary: A Chapter from “How People Learn: Brain, Mind, Experience, and School”

I recently posted some recommended reading that relates to a virtual class I recently taught on gamification.  (Here is the recording.)

This is my own summary of the first chapter on the list.  I highly recommend the entire book, which is available for free from the National Academies Press.  It was written in 2000 but it contains some great foundational information.

Chapter 1: “Learning: From Speculation to Science,” from How People Learn: Brain, Mind, Experience, and School, by Bransford, Brown, and Cocking.

The current methods we use to deliver learning have been shaped by research within the field of education, as well as related fields.  In recent decades, teachers and researchers have discovered approaches that assist the learner in understanding and retaining new information.  Learning professionals now design curricula from a perspective that is more focused on the learner’s needs.  Research related to child development, cognitive psychology, and neuroscience has molded the current approach to early education, and has influenced how emerging technology is incorporated into the learning experience.

In the past, there was less focus on the teaching of critical thinking skills, as well as the abilities to express concepts persuasively, and solve problems requiring complex thought.  Learning experiences were focused on developing basic literacy in fields such as reading and mathematics.  Today, humanity’s knowledge is increasing at a faster rate due to globalization and rapid development of technology.  It is still important that learners develop fundamental understanding of certain subjects, but that is not enough.  Learners must be taught to self-sustain, meaning they must learn on their own by asking meaningful questions.  Using new teaching methods will help instructors connect with those who were once considered “difficult” students.  New teaching methods will also provide a deeper knowledge of complex subjects to the majority of learners.

There has been extensive research regarding how to teach traditional subjects, such as writing skills, with a non-traditional approach.  These research efforts date back to the nineteenth century and have influenced a new school of behaviorism, which in turn led to changes in how psychological research is performed.

Learning is now thought of as a process to form connections between stimuli and responses.  For instance, hunger may drive an animal or person to learn the tasks or skills necessary to relieve hunger.  Even if complex trial and error is required to learn a skill, we will perform whatever process is necessary, as long as the reward we seek is desirable enough to warrant the effort.

Cognitive science approaches the study of learning in a multi-disciplinary fashion, incorporating research from many fields and using many tools and methodologies to further research.  Qualitative research methods complement and expand earlier experimental research efforts.  An important objective within this research is to better understand what it means to understand a topic.  Traditionally, the learner’s ability to memorize is assessed in order to determine competency.  While knowledge is necessary in order to solve problems, facts must be connected to each other in order for the learner to draw conclusions.  An organized framework of concepts and ideas will give the learner the context necessary to solve problems and establish long-term retention.

Our prior knowledge, skills, beliefs, and concepts influence how we organize and interpret new information.  We exist in an environment that consists of competing stimuli, and we must choose which stimuli to focus on based on what has been important or meaningful to us in the past.  Therefore, it’s important that our foundational knowledge be accurate.  Incomplete and inaccurate thinking needs to be challenged and corrected early so that the learner doesn’t build upon which is essentially a weak foundation of knowledge.  For example, it’s common to believe our personal experience of physical or biological phenomena represents a complete and correct knowledge of that phenomena, when in fact we need more information in order to understand what we’ve experienced.

It’s important that learners have some control over their learning process so they have the opportunity to gauge their own understanding of the topics being taught.  The ability to self-assess and reflect on areas of improvement leads to metacognition, which is the ability of a person to predict their own performance on various tasks and monitor current levels of mastery and understanding.  Learning can be reinforced through internal dialog, meaning a learner may choose to compare new information with old information, explain information to themselves, and look for areas where they fail to comprehend what has been taught.  Teaching a learner how to monitor their own learning is therefore a worthwhile investment in the building of deep knowledge.  An active learner is more able to transfer skills to new problems and challenges.

The difference between a novice and an expert within a subject matter is the depth of knowledge commanded by the expert.  Depth of knowledge allows a person to recognize patterns, relationships, and discrepancies that a less experienced or knowledgeable person might miss.  An expert has a better conceptual framework, and is able to better analyze what information they need to draw forward in their memory to solve a problem.  Understanding what information is relevant to a problem is key, because it allows a person to focus only on the information they need at that moment.  This makes the problem less complex.

In order to build understanding within a subject, a teacher may provide in-depth understanding of a few specific topics, rather than giving a superficial overview of many topics.  This allows learners to better digest defining concepts.  Assessments must reinforce this model by providing instructors with an understanding of the learner’s thought processes and testing in-depth, rather than superficial, knowledge.

Learners should be encouraged to reflect on what has been learned before going on to additional topics in order to support metacognition.  Teachers should be encouraged to consider the many tools and methodologies available to present new information, and select what is best for the learner and topic.  Building a community of learners who work together and accept failure will allow individuals to take risks and challenge themselves in the classroom.  There is no one “right” way to design a classroom environment – but there are ways that are more effective than others depending on the learner’s culture and expectations, and how competence is defined.


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Free Webinar: Implementing a Gamification Strategy for Your Organization with Adobe Captivate Prime

Last week, I had an awesome time discussing how to implement a gamification strategy. If you missed that virtual class, I’m offering one more on November 15. You can check out the presentation or read the session description below.

Register here:

One of the biggest challenges faced by organizations is generating consistent buy-in from trainees in the face of constant distractions and competing priorities. There are a variety of methods that can be used both to communicate the importance of training materials to the team, and to increase their likelihood to complete and retain the ideas and information from the training.

Join Katrina Marie Baker, Senior Learning Evangelist of Adobe Inc., for this one-hour demonstration focused on how to implement gamification within Adobe Captivate Prime.

You will learn:

  • How and why gamification can enhance completion rates for standard and compliance training
  • The fundamental principles of gamification for learning programs
  • How learning cohorts play a role in deployment of gamification
  • How to create and implement badges
  • How to establish points and parameters for achievements
  • How to add time-based motivation points to excite your audience
  • How to implement the new learning program aligned leaderboards

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Recommended Research: Constructivism & Learning Technology

Last week, we had an awesome virtual class on how to implement an effective gamification strategy within a corporate learning environment!  Here is the recording and slideshare.

In class, we briefly touched on some learning theories and research related to constructivism and the effective use of technology, games and gamification within the overall learning environment.  I’ve been reading a lot of articles recently that relate to constructivism, and some of our attendees were interested in receiving a list of those resources.  Below are a few reading suggestions.

I’ll create more recommended reading lists, so follow me if this sort of thing is useful to you.  The next blog posts will probably be devoted to virtual and augmented reality resources.  (If you haven’t checked out the crazy cool VR features in Adobe Captivate 2019, please take a look!)  I will also post my own summaries of select articles over the next few weeks.

Please add your own suggested reading articles in the comments section!

Here are three introductory level readings that are great as starters:

A great explanation of what constructivism is, what helps us learn, and what learning truly is.

An in-depth look at the learning process from beginning to end, including how to use educational technology (and how not to use it), and the importance of social learning and collaboration.

An overview of the types of educational technology available for use in the learning environment, as well as a historical perspective of how that technology has evolved.

I just finished working my way through the below articles, many of which are referenced by the above chapters, and cross-referenced amongst each other:

  1. Shaffer, D. W., Squire, K., Halverson, R., & Gee, J. P. (2005). Video games and the future of learning. Phi Delta Kappan, 87, 104–111. Google Scholar
  2. Shuler, C. (2009). Pockets of potential: Using mobile technologies to promote children’s learning. New York, NY: The Joan Ganz Cooney Center at Sesame Workshop. Google Scholar
  3. Thomas, M., & Brown, J. S. (2011). A new culture of learning: Cultivating the imagination for a world of constant change. Lexington, KY: CreateSpace. Google Scholar
  4. Van Eck, R. (2006). Digital game-based learning: It’s not just the digital natives who are restless. EDUCAUSE Review, 41(2), 16–30. Google Scholar
  5. Vavoula, G., Sharples, M., Lonsdale, P., Rudman, P., & Meek, J. (2007). Learning bridges: Mobile technologies in education. Educational Technology, 47(3), 33–37. Google Scholar

More articles and article summaries coming soon.  Please follow my posts if you’d like to see more!

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How To Use Gamification To Enhance Compliance Training – Featuring 4 Examples

Gamification is used extensively to create sticky learning experiences, and compliance trainings too can use it to influence user behavior and create higher conformance. In this article, I share 4 examples of gamification for compliance training.

4 Ways You Can Use Gamification To Enhance Compliance Training

To meet the mandates of the government or regulators, compliance trainings continue to be a significant part of any corporate training.

Over the last 25 years, the compliance trainings have been offered in the online format. During these years, the learning strategies to craft online trainings have undergone a sea change.

Yet, till recent times, the compliance trainings have not embraced many of the new learning strategies that can help the compliance mandate (understand the significance, impact non-conformance, and trigger the required behavioral change).

What Can Be Done?

Since our inception in 2002, at EI Design, our focus on designing compliance trainings with approaches that are engaging (and often “out of the box”) has helped us create a large compliance practice. Till date, one out of six courses on the floor is for compliance training.

At the core of our compliance practice are a series of measures including:

  1. A set of approaches that can help organizations see the required behavioral change (we call this our 4-tiered online compliance strategy).
  2. The usage of several engaging learning strategies including gamification, scenario-based learning, story-based learning, and so on.

In this article, I outline:

  1. Our unique 4-tiered online compliance strategy.
  2. 4 examples of how you can adopt gamification in compliance training.

When adopted in conjunction, you will see more engaged learners, higher retention of information, and over a period of time, you will see the required behavioral change that your compliance mandate requires.

Why Do You Need To Relook At The Approach To Offer Compliance Training?

Unlike other trainings that help learners improve their skills or acquire a new skill, the compliance trainings are “mandatory” programs. The learners have no intrinsic motivation to take them up.

On top of this, most compliance trainings tend to be boring. A majority of them follow traditional approaches (read “bland and not engaging enough”) with a heavy dosage of prescriptive dos and don’ts that do not go well with adult learners.

Furthermore, the information is not provided in a format that learners can internalize easily and push them to do the right thing (particularly, when they are in a dilemma situation).

My belief is that for creating effective compliance trainings, we need to take an integrated approach that factors for:

  1. Creating awareness (to offset the lack of intrinsic motivation).
  2. Using better learning strategies that engage learners and push them to think and analyze the consequences of certain actions (to engage the learners and ensure a sticky learning experience is created).
  3. Retaining a connection with the learners (even after they have completed the required training) through learning aids (Performance Support Tools or PSTs) that offer reinforcement and related updates. Over a period of time, this would lead to the required behavioral change.

At EI Design, we have translated this approach to the following 4-tiered online compliance strategy that you can use.

Our 4-Tiered Online Compliance Strategy

Tier 1: Measures to be adopted prior to the compliance training roll-out through awareness campaigns

Tier 2: Opt for mobile learning and immersive learning strategies including gamification to design compliance trainings

Tier 3: Measures to induce the required behavioral change (triggers for the behavioral change)

For the longer-term goal of the required behavioral change, we have seen initial success with the use of Performance Support intervention.

We use learning aids (Performance Support Tools or PSTs) that provide the required support to reinforce the primary learning and aid in triggering the right action (in a dilemma situation). Here too, we use interesting and high-impact video-based formats, as well as interactive PDFs and interactive infographics.

Tier 4: Continue to connect with the learners (post the roll-out of the compliance training)

We need to eventually see the learners undergo the desired behavioral change to sustain the required compliance. One measure is to create communities of practice that focus on your various compliance training programs. Through this, you can continue to interact with learners after they have successfully completed the mandated training.

Using Strategies Like Gamification In Compliance Training, What Tangible Gains Will You See?

Gamification is used extensively for various corporate training needs. Over the last few years, it has shown its ability to create a sticky learning experience. When applied right, gamification in compliance trainings can create:

  • High engagement
  • High recall and higher retention
  • Correct application (doing the right thing)

Strategies like gamification for compliance training provide several gains for both learners and business as shown here:

Gains From The Learner Perspective

  1. High engagement
  2. An immersive experience that encourages the learners to take the course with interest and enjoy the learning journey

Gains From The Business Perspective

  1. Instills the spirit of ’why comply’
  2. Leads to the required behavioral change

We use several immersive and sticky learning strategies that push learners to analyze and act correctly (in line with the compliance mandate). These include:

  1. Partial gamification
  2. Gamification
  3. Microlearning
  4. Personalization
  5. Scenario-based learning
  6. Story-based learning
  7. Interactive video-based approach

Now, I pick 4 examples from our vast repository of solutions featuring gamification in compliance training.

Examples Featuring Gamification In Compliance Training

Example 1 – Gamification In Compliance Training: Graduate As A Compliance Auditor

A gamified compliance course where the learner is part of a fictitious team and is assigned tasks (content exploration) that are associated with challenges (decision-making).

Use of relatable context and characters with a fully gamified assessment enhances learnability and promotes sticky learning. The scoreboard and levels achieved during the training ensure constant learner motivation.

Gamification In Compliance Training: Graduate As A Compliance Auditor

Gamification In Compliance Training: Graduate As A Compliance Auditor

Gamification In Compliance Training: Graduate As A Compliance Auditor

Example 2 – Gamification In Compliance Training: Win The Access Code Game

A gamified learning journey where the learner is immersed into the content by choosing an avatar and traveling from one location to another in an office space.

The learner, on successfully attempting an activity at the end of each location, was provided with an access card to move to the next location.

Gamification In Compliance Training: Win The Access Code Game

Gamification In Compliance Training: Win The Access Code Game

Gamification In Compliance Training: Win The Access Code Game

Example 3 – Gamification In Compliance Training: The Island Migration Game

A gamified compliance course involving fictitious islands that a learner needs to cross to reach a destination. On each island, the learner has an option to take a tour (content exploration) or take a challenge (quiz questions).

This increases the engagement quotient, as learners have greater control over their own course of learning. A gating criterion with required accuracy ensures adherence to the overall compliance mandate.

Gamification In Compliance Training: The Island Migration Game

Gamification In Compliance Training: The Island Migration Game

Gamification In Compliance Training: The Island Migration Game

Example 4 – Gamification In Compliance Training: Compliance—Code Of Conduct Game

We converted this course on Code of Conduct into an immersive game-based learning experience where learners had to explore a city and find the key to the code document.

At each stage of the course, they were challenged using real-life situations, and they had to make decisions that would have a bearing on their points and the level of expertise achieved in the topics.

Gamification In Compliance Training: Compliance—Code Of Conduct Game

Gamification In Compliance Training: Compliance—Code Of Conduct Game

I hope this article gives you compelling reasons to adopt gamification for your compliance trainings and the featured examples show you the possibilities. Furthermore, I hope our 4-tiered online compliance strategy can add further value to your current approach.


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Will Gamification Work for Everyone?

Gamification is one of the hottest topics in eLearning today. In short, Gamification involves adding elements to eLearning similar to what you would find in an online game. For example, participants are given “avatars” and compete with each other for points, badges, or access to higher levels of the “game.”

Gamification’s benefits are reported to include rapid feedback and higher levels of engagement and excitement. For as long as I’ve been involved in learning, educators have searched for ways to move beyond passive learning (e.g., classroom lecture) to more active learning, and Gamification seems to move learning in that direction.

While recently reviewing opinions on goals and competition, I began to wonder if there were situations where Gamification was not the best technique to use and could actually interfere with learning. This blog post looks at how learning objectives, individual differences and group culture could impact the effectiveness of Gamification.

Learning Objectives

Having played digital games when I was younger, I personally think that the competitive nature of Gamification sounds fun. However, could the competitive nature of Gamification interfere with the achievement of your learning objectives?

Much has been written on the impact of competitive and cooperative goals on outcomes, and I’ve included some of the foundational articles I’ve read below. In general, they all seem to agree that competitive goals can lead to less information sharing and higher negative attitudes toward others.

If you’ve seen the movie “Glengarry Glen Ross”, based on the Pulitzer winning play by David Mamet, you’ve seen a good illustration of how a group of ruthless salesmen do anything but share information and certainly develop “negative attitudes” toward each other.

If the objective of your instruction is to increase cooperation, as in encouraging participative decision making, techniques that increase competition among participants may not be the best choice.

Individual Differences

We all have a friend or acquaintance that can turn a walk in the park into a cut throat competition. If you don’t know such a person, it could be you. The point is that people have different attitudes and reactions to competition.

One of the more interesting ways people react to competition, especially if they are continuously given information they are not doing well, involves whether they believe their abilities are fixed or malleable. Learners who believe they can change their abilities tend to remain motivated even when doing poorly. In contrast, those that believe their abilities are fixed tend to disengage when they don’t do well, even if they are capable of successfully completing a task.

Since effective instruction involves high levels of engagement and motivation, being mindful of individual differences could make Gamification more effective. For example, Gamification could be used as a course or module ice breaker, instead of being used to track all lessons.

Group Culture

Its been my experience that some organizations seem to thrive on competition, particularly those involved in sales. In fact, one direct sales organization I worked with pretty much had Gamification elements incorporated in their daily work routine, including a digital leader board that tracked sales progress on an almost continuous basis.

Other organizations and departments seem to thrive more on cooperation and information sharing, especially if their work involves innovation and problem solving. For example, one organization had a new product development team whose meetings were driven by sharing ideas in order to reach a common goal.

I could see a direct sales team totally enjoying an eLearning experience driven by intense competition. A group of research engineers, on the other hand, not so much. For situations where the culture is more cooperative, Gamification could be used as an ice breaker for training or modified into a team based experience where learners cooperate as a team against a deadline, such as “saving the planet.”


Gamification holds promise for adding excitement to eLearning efforts. However, time will tell if it works well for every learner and every situation. In the mean time, learning professional might well consider learning objectives, the learners attitude toward their own abilities and the cultural context when using Gamification techniques. Some individuals and groups may well thrive in the Gamification environment, while others may require more encouragement or have difficulties learning if they focus too much on competition.


Ames, C. (1992). Classrooms: Goals, structures and student motivation. Journal of Educational Psychology, 84(3), 261-271.

Deutsch, M. (2006). Cooperation and competition. In M. Deutsch, P. T. Coleman, & E. C. Marcus (Eds.), The Handbook of Conflict Resolution: Theory and practice (23–42). San Francisco: Jossey-Bass.

Farrell, J.N. (2017). A Model of Gainsharing: Culture, Outcomes and Employee Reactions (March 12, 2017). Social Science Research Network.

Tjosvold, D., Wong, A.S.H., & Chen, N.Y.F. (2014). Constructively managing conflicts in organizations. Annual Review of Organizational Psychology and Organizational Behavior, 1, 545-568.

Dweck, C.S. (1986). Motivational processes affecting learning. American Psychologist, 41, 1040-1048.


Luis Molinero – Freepik | Man Doing a Bad Signal Over White Background

Freepik |  Smiling Worker Showing a Positive Gesture

Freepik |  Two Mimes Fighting

Jcomp – Freepik | Young Business Woman Stressed from Work Sitting Staircase

Freepk | Team Watching Phone in Office

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7 Must-See Corporate Induction And Onboarding Training Examples Featuring Strategies That Work

In this article, through 7 examples, I show you how an online or blended approach can enable you to create corporate induction and onboarding training programs that will help you induct your new employees effectively and swiftly.

Your Guide To Successful Corporate Induction And Onboarding Training

Did you know that within the first 45 days of joining a new organization, one in 5 employees decides if they should opt out?

Recruitment is an expensive as well as a time-consuming process. Once you get the right candidates, it is imperative to have measures in place to induct them as swiftly and efficiently as possible.

This clearly affirms the need for a well-structured and an equally well-executed corporate induction and onboarding training program to ensure that the new employees are not disenchanted. In fact, it should serve to enhance the positive image of the organization.

The traditional face-to-face approach to render induction and onboarding programs is normally the approach most organizations opt for. This is of high impact, and the human touch goes a long way in helping new employees learn the organization culture, its value proposition, and how they can contribute very effectively.

However, this approach does have some challenges that can hamper the impact it aims to create. Increasingly, organizations are evaluating a transition to a blended or fully online approach to impart corporate induction and onboarding training.

In this article, through a set of 7 examples, I show you how you can transform your existing corporate induction and onboarding training program to gain a higher impact through an online or a blended approach.

What Are The Advantages Of A Well-Designed Corporate Induction And Onboarding Training Program?

A well-designed corporate induction and onboarding training program provides the following benefits to the new employees:

  • Enables the new employees to become productive fast and in the planned timeframe.
  • Provides new team members with a quick understanding of their role and what the organization/employer expects from them.
  • Establishes a strong foundation that enables new employees to identify how the organization works and how they can align with the organizational goals.
  • Enables a better new employee engagement and helps them settle down faster.

From an organizational perspective, a well-designed corporate induction and onboarding training program provides the following benefits to the business:

  • Well-designed corporate induction and onboarding training programs ensure that the new employees are inducted within a short time.
  • They have a better understanding of not just the organizational aspects but how exactly they can align with the organizational goals in a shorter time.
  • An effective corporate induction and onboarding training program also helps the business by channelizing the productivity of employees in a company in a short span saving the organization the trouble of waiting for the new employees to familiarize themselves with their jobs.
  • It also proves beneficial in reducing lower employee turnover due to lack of information or clarity in expectations.

What Are Some Challenges Associated With The Traditional Face-To-Face Approach To Impart Corporate Induction And Onboarding Training Programs (Largely Face-To-Face/Facilitated)?

The value of human interaction to learn the ropes cannot be over-emphasized. It is a great way to help new employees understand the new organization, its dynamics, and how they can align to the corporate goals and create their own success stories. However, there are a few challenges associated with this approach that can impede the impact this approach aims to create.

  1. Inadequate time spent by managers
    All of us are strapped for time and in spite of planning, often, the managers are not able to allocate the required time. This can impact not only the quality of the interaction with the new employees, it may also delay the whole process.
  2. Inconsistent messaging
    This challenge is not just applicable for corporate induction and onboarding training programs but is true for all face-to-face or facilitated sessions. How good the session is depends largely on the quality of the presenter. The impact of such sessions often suffers from inconsistent messaging.
  3. Delays in timely completion
    Again, due to time constraints and changing priorities of managers, corporate induction and onboarding training programs tend to get extended. If the number of new employees is small, allocating time is a challenge, and it may be several weeks/months by the time this gets completed.
  4. Data and information overload
    From the employee’s perspective, there is a huge amount of information coming their way in the first few weeks of joining and there is just not enough time to sift through, analyze, internalize, and apply. On the other hand, they may not have access to the required information once they are on the job and really need to access it.

What Are The Benefits Of Moving Your Corporate Induction And Onboarding Training Programs To A Blended Or Fully Online Approach?

Specifically, the combination of online and face-to-face corporate induction and onboarding training program offers the following benefits to employees:

  1. Flexibility for learners
    Instead of a massive data or information overload, they now get the flexibility to consume the content at their own pace. More significantly, the online resources enable them to go back and review and refresh, as required. They can be offered across devices ranging from desktops/laptops to tablets/smartphones. This too provides additional flexibility to the learners.
  2. Higher engagement quotient and sticky learning experience
    The online training can be designed to facilitate high recall, retention, and more sticky learning experiences. It can be designed not only to offer formal structured training but also additional job aids that can facilitate an effective induction and onboarding of the new employees.

From an organizational perspective, fully online or blended corporate induction and onboarding training programs:

  1. Provide a consistent message, and the same program can be made available to a geographically spread-out workforce.
  2. Can be updated and redeployed quickly.
  3. Can be adapted quickly to changing business dynamics.
  4. Can be scheduled in advance, and the implementation will happen as planned.
  5. Can easily track and assess learner performance.
  6. Are a cheaper option and can be completed in lesser time.

What Learning Strategies Can Be Used To Create Effective Online/Blended Corporate Induction And Onboarding Training Programs?

At EI Design, we have a large practice to craft highly immersive online/blended corporate induction and onboarding training programs. These are highly customized to suit the requirements.

Most of the corporate induction and onboarding training programs continue to be blended. Although, in the last 2 years, we have noted that a significant component is delivered online.

The key learning strategies we use to craft online/blended corporate induction and onboarding training programs are:

  1. Mobile learning.
  2. Microlearning.
  3. Gamification.
  4. Video-based learning.

Additional value-adds that are typically part of these solutions include:

  1. Delivery through learning portals.
  2. Personalization.
  3. Social learning.

Now, I pick 7 examples from our repository that illustrate how you can transition your existing face-to-face corporate induction and onboarding program to a fully online/blended solution. In this article, I am highlighting the strategy used to create the online versions.

Example 1 – Virtual Reality Experience As Part Of Our Induction Program

  • Virtual Reality experiences using 360-degree videos with hotspots.
  • Made the induction program an immersive and engaging one.
  • Company section of an induction program was converted to a Virtual Reality experience.
  • Learners could virtually go through the office premises and interact in specific sections.
  • Get relevant and crucial information about the company in a fun and immersive way.

Virtual Reality Experience As Part Of Our Induction Program

Virtual Reality Experience As Part Of Our Induction Program

Example 2 – Induction Portal Of EI Design

  • Provided new team members with a quick understanding of their role and what the organization/employer expects from them.
  • The learning journey was broken down into microlearning nuggets like videos, infographics, interactive nuggets, activities, and games.
  • Learners were provided with the option to customize their profile, choose an avatar, upload their photo, and share a description about themselves.
  • Rewards and leaderboards made the learning journey rewarding and improved motivation levels.
  • Could be hosted on a cloud/internal server.
  • Allowed the integration of various learning elements such as videos, PPT decks, PDF documents, and other reference materials.

Induction Portal Of EI Design

Induction Portal Of EI Design

Example 3 – Induction Program For A Food Retail Brand

  • Course for a company providing high-quality, healthy food brands across the globe.
  • Company’s vision and market leadership were to use sustainable processes to develop its products.
  • Was a part of a larger blended induction program.
  • Included lot of videos, interactive exercises, and gamified assessments.

Induction Program For A Food Retail Brand

Induction Program For A Food Retail Brand

Example 4 – Developed For A World-Renowned Innovative Electronics Components Manufacturer

  • The module was a part of a larger blended induction program.
  • Vision, Mission, and Philosophy: high recall visuals and imagery based on brand specifications.
  • Infographics and illustrated diagrams presented processes and concepts related to learning objectives.
  • Focused on building an immediate connection with the audience through the bold visual styles.

Developed For A World-Renowned Innovative Electronics Components Manufacturer

Developed For A World-Renowned Innovative Electronics Components Manufacturer

Example 5 – Developed For A Seabed-To-Surface Engineering, Construction, And Services Company

  • International seabed-to-surface engineering, construction, and services company wanted to convert their existing ILT based induction program.
  • More engaging and immersive eLearning course.
  • Was a part of a larger blended induction program.
  • To take the learner through a journey of how the company functions and what are their values, organizational structure, and market philosophy.
  • Visual metaphor of deep sea exploration as the learner moved deeper into the content.

Developed For A Seabed-To-Surface Engineering, Construction, And Services Company

Developed For A Seabed-To-Surface Engineering, Construction, And Services Company

Example 6 – Developed For A Large Chemical Producer

  • Was a part of a larger blended induction program.
  • Made the target audience aware of the company’s values and principles.
  • Focused on leadership’s vision of the present and the future while driving the importance of principles and values in achieving this vision.
  • Included a character-driven story, lots of videos, scenario-driven activities, interactive exercises, and gamified assessments.

Developed For A Large Chemical Producer

Developed For A Large Chemical Producer

Example 7 – Developed For An Indian Industrial Conglomerate

  • To educate new employees on the history, the present, and the future of an Indian industrial conglomerate.
  • Was a part of a larger blended induction program.
  • Learners journeyed through a story in line with the client’s vision of itself.
  • The exploration was open-form; learners were allowed to explore in a non-linear fashion across the client’s different institutional and operational facets.
  • Included engaging graphics and narratives, modern writing techniques, and engrossing interactivities.

Developed For An Indian Industrial Conglomerate

Developed For An Indian Industrial Conglomerate

I hope this article provides you the insights you can use to transform your existing corporate induction and on boarding training program to a fully online/blended approach.


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