How To Use Microlearning To Train Your Multi-Generational Workforce

L&D teams face the challenge of training a multi-generational workforce with 4-5 distinct profiles. In this article, I outline how the microlearning-based approach can provide a unique mode to address the common aspects as well as personalized learning.

Ways To Use Microlearning To Train Your Multi-Generational Workforce

In 2019, more than ever before, L&D teams are facing the challenge to train employees across divergent profiles, given the multi-generational workforce which we see in most organizations. A typical team today may comprise of employees across 4 generations:

  1. Baby Boomers
  2. Gen X
  3. Gen Y
  4. Gen Z

It is quite likely that certain industries and organizations may even have a fifth one; the Traditionalists.

The multi-generational workforce presents a challenge of creating trainings for each of these profiles. Not only should training excite each one of them, but it should also provide the optimal mode of learning to each profile. Adding to the challenge, it is a fact that an approach that would excite one profile may be frivolous for another, and so on.

How Can You Address This Challenge?

Despite notable differences, there are several commonalities across generations. For instance,

  • They all want to learn so that they can perform better.
  • They want feedback that can help them improve further.
  • They want to be part of a continuous learning process.

So, the answer lies in using a flexible approach that would excite and engage each profile of your multi-generational workforce. One of the possible options uses microlearning-based training to train your multi-generational workforce and offset this challenge.

In this article, I show you what microlearning strategies can help you train your multi-generational workforce.

What Are The Common Factors That Excite All Profiles And Can Be Used To Design Training For Your Multi-Generational Workforce?

As I have highlighted earlier, despite differences in each profile of the multi-generational workforce, there are several common aspects as well. L&D teams need to begin the exercise by taking note of what works with most of the employees.

With our experience at EI Design, we see the following wishlist across customers, geographies, and industry verticals. Most learners (across the multi-generational workforce) want the following aspects in their training:

  1. The training should be personalized.
  2. The learners should have the flexibility to pick up training “anytime and anywhere”.
  3. The training must be interesting and should be offered in new formats (not the obvious formats).
  4. The training should mesh with their lifestyle and should allow them the flexibility to learn effortlessly during their day, for example, while commuting, during waiting periods, or over the weekends. They do not want to block large chunks of time during work to accomplish this.
  5. The training should feature short, focused learning assets that can be consumed “on the go”.
  6. The training should be easy to access, and it should be available within the workflow, exactly at the moment of their need,, rather than having to access it over the LMS all the time.
  7. They should have the flexibility to consume on the device of their choice, and they should be able to move seamlessly across devices.
  8. The training should have the required mix of learning and reinforcements.
  9. The training should also have triggers to nudge the learners to review and should have room to practice.
  10. Based on each learner’s performance, there should be recommendations for further learning or remediation aids.
  11. The learning journey should provide a sense of achievement and recognition.
  12. The learning environment should provide learners with avenues to contribute and be recognized for this.

What Strategies Would Work To Design Training For Your Multi-Generational Workforce?

From the common factors, we can derive the training and learning strategies that would work across your multi-generational workforce, and the following aspects clearly stand out:

  • Interesting and new formats
  • Learning on the go
  • Personalized learning
  • Flexibility to pull learning nuggets by choice rather than be pushed by mandated trainings
  • Just-in-time learning
  • Room for collaboration and social learning
  • Self-directed learning

Microlearning-based training for your multi-generational workforce, delivered across devices (notably, smartphones and tablets to laptops or desktops) provides an effective approach to meet the diverse expectations of each profile.

Microlearning based training features short focused learning nuggets, often 2-7 minutes long but always associated with a specific learning outcome. Designed to be delivered in high-impact formats, it facilitates a highly sticky learning experience.

You can use microlearning to map to each of the multi-generational workforce profile’s training needs as:

  1. Formal or structured learning
  2. Performance Support Tools (job aids or learning aids)
  3. Support to ILT

To meet the expectations of the diverse profiles, you can offer microlearning for your multi-generational workforce as:

  1. A standalone nugget, meeting a specific learning need as a just-in-time learning aid or job aid. This could support an ILT program or a traditional eLearning program.
  2. A series of nuggets in a learning path (for formal training as well as for reinforcements and practice).

Furthermore, to meet each of the multi-generational workforce profile’s training needs:

  1. With the microlearning approach for your multi-generational workforce, you can design the nuggets in multiple formats. You can opt for apps for learning, Video-based learning, dDecision making scenarios, interactive PDFs, and interactive infographics and so on. This ensures that the expectations of each profile are met.
  2. Additionally, you can offer the same learning in different formats so that employees have the flexibility to use a format that works best for them. For example, a video-based nugget can also be made available as a downloadable PDF.

You can use the following 10 creative strategies to offer microlearning-based training that would appeal to your multi-generational workforce:

  1. Personalized learning paths (based on proficiency or interest)
  2. Gamified learning paths
  3. Gamified quizzes
  4. Gamified challenges for proficiency validation and practice
  5. Video-based learning
  6. Interactive video-based learning
  7. Scenario-based learning
  8. Story-based learning
  9. New immersive approaches: AR, VR, MR, and wearable tech
  10. Leverage on AI to recommend further learning

It is given that each profile will embrace these learning strategies differently. Yet, microlearning-based training for your multi-generational workforce does provide an effective approach to address the common factors and the unique aspects that a given profile may require.

I hope this article does give you some pointers that you can use to offer a microlearning-based approach to train your multi-generational workforce.

Originally Published in: https://www.eidesign.net/how-to-use-microlearning-to-train-your-multi-generational-workforce/

The post How To Use Microlearning To Train Your Multi-Generational Workforce appeared first on eLearning.

Empower eLearning Courses by Implementing Video-Based Learning

Do you know how many hours of YouTube videos are uploaded every minute? You will be amazed by the stats. Approximately 500 hours of YouTube videos are uploaded every minute!!! Video-based learning is the most effective method now-a-days. Recent studies show that a few organizations are leveraging video-based learning to develop engaging videos for their…

Moving on up

A few of my recent blog posts have started with a lyric from a track I’ve listened to on the radio or on my iPod. This is no different. This morning it’s the turn of the 1993 hit ‘Moving on up’ by M People.

‘Cause I’m movin’ on up, you’re movin’ on out
Movin’ on up, nothin’ can stop me
Movin’ on up, you’re movin’ on out
Time to break free, nothin’ can stop me, yeah

While I’m sure the original message of the track has nothing to do with my work, January or the winter blues, it did make me think back to the last 31 days of January. For me it’s about a tough (and very long) January moving on, a new (and cold) February arriving and being able to put some things behind me and concentrate on some new, invigorating work to come.

Here are a few thoughts and articles I’ve read and/or talked about:

  • Foldable phones … will these have the same hype afforded to curved TVs, and eventually be seen for what they are: technologically advanced, but actually pretty useless?
  • I started following and reading articles by Melissa Milloway on LinkedIn, in her series ‘This Side Up’. Her latest one is a list of seven resources she finds useful when looking at and thinking about eLearning.
  • Details of the Senior CMALT (#SCMALT) scheme was released in January, which is of direct interest to me in my new role(s) … it is “aimed at more experienced professionals and those whose role includes management/leadership or research focus.”
  • I had a couple of days intensive workshops with colleagues from a partner institution at the Australian Deakin University, working on our joint fully-online PG Cert in Entrepreneurship. Wonderful to meet face-to-face and spend time with people who so far have only been on webinars, skype calls or emails. While working and collaborating remotely together can be very productive and useful (see below), nothing beats being in the same room!
  • The topic of remote working, working from home, or ‘location independent working (LIW)’ keeps coming up again and again. The recent bad weather (by the UKs standards) has meant the need to be flexible in whether myself or colleagues can get to work, so we need to carefully consider how we’ll continue to work and collaborate when not in the same room.
  • This from Australia, posted to the WonkHE website, discusses the themes and benefits (or pitfalls?) of microcredentials“The world of education is changing and changing fast. The era of the microcredential is upon us and now governments and regulators have to scramble to catch up. But as far as I can see, it’s good news for consumers who will not be hidebound to a particular institution or qualification and will be able to mix and match courses to suit their interests, budgets and emerging careers.”
  • I thought about meetings, and whether they’re always necessary or useful. What are your thoughts?
  • Is there a correlation between learning design and student wellbeing?
  • Reading Lorna Campbell’s post learning to love your blog, which led me to revisit an old idea, and . …
  • A new idea for a series of blog posts, maybe one a month or maybe even more regular. More soon as I flesh out the ideas …
  • My last highlight is this, posted by Jane Hart, about three smart things top performers do to stand out at work.

How was your January?

Image source: Roel Wijnants (CC BY-NC-2.0)

6 Amazing Examples of Using Micro Learning Videos in Corporate Training

Learning strategies have been developed for the past few years to adapt to the changing learner dynamics. Organizations are increasingly making use of eLearning videos in their corporate trainings to create a better impact on learners. Specifically, using Microlearning techniques in combination with eLearning videos amplifies the impact to a whole new level.

Microlearning Videos are short and focused and can be used as a standalone nugget that offers a specific learning takeaway; it can also be utilized as part of a longer learning path. Learners favor visual formats, such as videos, over plain text. When paralleled with other media, videos are known to create more engaging and sticky learning experiences for learners. Videos can create narratives that can be easily related to by learners, and the usage of Video Based Learning is shown to generate higher recall and retention. Microlearning can be combined with videos to offer learners a just-in-time learning format and can also be a part of a bigger learning path that can be consumed in shorter nuggets. Additionally, Microlearning Videos can be used to offer learning aids that help learners exactly at the moment of their need.

Here are 6 amazing Microlearning Video examples that organizations can implement in their training strategies.

Investing in Microlearning Videos can have multiple positive results for both the organization as well as the learner. Microlearning Videos help L&D teams with agile training development and deployment. Organizations can pick from a wide array of tools that enable quick development. They can also  quickly update and re-deploy these microlearning videos with frequent information changes/updates. The Videos achieve a specific learning outcome in a fraction of time, offer higher recall and retention, are less expensive to develop, and hence result in better ROI.

From the learners’ perspective, Microlearning Videos offer an engaging and immersive learning experience. They can be taken on the go, and short but focused bites ensure faster assimilation. They offer the required support exactly at the moment of the learners’ need, and they can learn in accordance with their varied learning needs including learning something new, diving deeper into a given aspect, solving a specific problem, practicing to gain proficiency, and applying the acquired learning.

Source: https://www.eidesign.net/6-amazing-examples-of-using-micro-learning-videos-in-corporate-training/

The post 6 Amazing Examples of Using Micro Learning Videos in Corporate Training appeared first on eLearning.

What Is Microlearning: A Complete Guide For Beginners

When your training is too hard to digest and gives your learners heartburn, a bite-sized approach is an adept solution. Read our full article to learn more about what microlearning is, and how you can use it to boost training engagement and knowledge retention! This post was first published on eLearning Industry.

5 Ways To Use Microlearning In Compliance Training

Compliance training is mandatory and crucial for organizations. However, although it is essential and cannot be avoided, no employee loves it. In this article, I showcase how you can use microlearning to make your compliance training engaging.

Microlearning In Compliance Training: 5 Possible Approaches With Examples

Policies, procedures, and guidelines (from government and regulatory bodies) are typically the reasons to have compliance training. The training is crucial for organizations and needs 100% conformance.

However, even though it is a mandatory training, employees have no intrinsic motivation to take it. Also, more often than not, the compliance trainings are rendered in a rather obvious (preachy), prescriptive (boring) format.

But, this should not be the case. There are several ways to create an engaging compliance training using immersive learning strategies and supplement the primary compliance training with additional measures that will keep the learners cued in. Increasingly, microlearning-based techniques are being used to enhance the impact of compliance trainings.

In this article, I show you how the usage of microlearning in compliance training can provide you a wide range of options that can help you meet your mandate.

What Is Microlearning, And Why Is It the Flavor Of The Season?

Microlearning based training is the flavor of the season and for several reasons.

  • It uses bite-sized learning nuggets (between 2-5 mins long and normally not exceeding 7 mins).
  • However, microlearning is not just eLearning lite (it is not just having shorter pieces instead of a longer run length course), but each microlearning nugget is designed to meet a specific learning outcome.

Microlearning would have the following key characteristics:

  • It provides learners the flexibility to consume content across devices (ranging from desktops/laptops to smartphones and tablets).
  • It can be rendered as a stand-alone nugget, but is more often a part of a learning path.
  • It uses rich media formats (notably videos), and different nuggets in a given learning path can have different formats that can present the content more effectively.
  • It is action-oriented and encourages the usage of varied formats to learn, practice, solve a problem, and apply the learning on the job.

How Can Usage Of Microlearning In Compliance Training Add Value To The Compliance Mandate?

Microlearning can be used in compliance training to effectively provide following offerings:

  1. Higher engagement.
  2. Higher completion rates (within the stipulated time).
  3. Long-term retention.
  4. Triggers to behavioral change (leading to the right behavior, in line with the compliance mandate).

Specifically, the benefits it offers to the learners are:

  1. Flexibility to take the training on the go.
  2. Flexibility to take the training across devices and on the device of their choice.

The compliance teams can use the microlearning-based approach to create higher impact training’s through the following two approaches:

For the main compliance courses: Use the diversity of available formats in microlearning to offer courses that are engaging and create sticky learning experiences.

Support/supplement the main compliance courses: Use the core strength of the microlearning technique to:

  • Connect with the learners prior to the formal compliance training (create awareness of the significance of the compliance training and their role in meeting the mandate, and so on).
  • Provide room for reinforcement or practice (post the formal compliance training).
  • Create “communities of compliance practice” to sustain the compliance focus and keep the learners cued in (rather than the discrete connections through annual compliance trainings).

How Can You Uplift The Compliance Training Mandate?

We have adopted an integrated approach to compliance training to create higher impact, as shown here:

  • Adopt strategies that create a sticky learning experience: Over the years, we have worked closely with the compliance teams of our customers in creating engaging courses that feature learning strategies including gamification, scenario-based learning, storytorials, and so on. These approaches have helped us create highly sticky learning experiences.
  • Supplement the formal compliance training through microlearning: One of the aspects we have used extensively is the usage of microlearning to support the compliance program (pre- or post-formal training). This includes campaigns that include newsletters, posters, and teaser videos prior to the formal training, as well as reinforcements post the formal training program that keeps the learners connected to the compliance mandate.
  • Redesign the formal compliance training in the microlearning format: Increasingly, the compliance programs are being designed as a learning journey featuring multiple micro learning nuggets.

Here Is A List Of 5 Possible Approaches That Show You How You Can Use Micro learning In Compliance Training:

Example 1: Micro learning In Compliance Training

An integrated approach to compliance training – This is a case study where we used various formats of microlearning at various stages of the training life cycle to instill the spirit of compliance into learners.

  • Prior to the training, we used an animated video format to introduce the compliance mandate and build awareness.
  • During the training, we used short scenario-based nuggets like “Choose the right path” where the learner was put into a situation and had to make choices, which made learning more experiential.
  • Post training, short learning summaries were shared with the learners in the form of sharp info-graphics that provide key takeaways from the training.

a. Animated video: Introduction to the concept

b. Online course: Overview with a focus on “Doing it the right way”

Online course: Overview with a focus on Doing it the right way

c. Poster: Sharp summary

Pre-Formal Training (Assets To Support The Formal Compliance Training)

Example 2: Microlearning In Compliance Training

Using infographics – Infographics can serve as a great microlearning asset to provide training overviews before the formal training commences.

This example of training on data security shows how we used relevant infographics in a scrollable webpage format to generate interest and provide a prelude to the actual training.

Pre-Formal Training - Microlearning In Compliance Training Using infographics

Pre-Formal Training - Microlearning In Compliance Training Using infographics

Example 3: Microlearning In Compliance Training

Using videos – Videos are a very high-impact medium, and they can be used to support compliance trainings in many ways (as teasers prior to key programs and as reinforcement post the main program).

This example was a training on workplace safety, and it was important for the participants to understand the adverse consequences of non-compliance. An animated video that presented real-life situations and crisp messages to draw attention was used to drive the learners to take the right action.

Pre-Formal Training - Microlearning In Compliance Training Using videos

Pre-Formal Training - Microlearning In Compliance Training Using videos

Post-Formal Training (Assets To Support The Formal Compliance Training)

Example 4: Microlearning In Compliance Training

Reinforcement video – Featuring the whiteboard animation technique

Post-training refreshers are critical to helping learners retain the key takeaways of the training better. Microlearning helps us do this in various formats, significantly through the use of videos.

Here, we used a whiteboard animation video approach that uses hand-drawn graphics animated with synced audio. It helped provide novelty to the whole viewing experience of this short nugget on the key takeaways of a “Conflict at workplace” training.

Pre-Formal Training - Microlearning In Compliance Training Reinforcement video

Example 5: Microlearning In Compliance Training

Cheat sheets – Featuring the kinetic text-based technique

Cheat sheets in the form of checklists, best practices, and guidelines can serve as great takeaways from any compliance training course. These short microlearning nuggets can be in the form of infographics, simple text, and supporting image formats or animation videos.

This is an example of a cheat sheet that shows a checklist using the kinetic text-based animation video approach that the learners can access on their smartphones (in line with the compliance mandate).

Microlearning In Compliance Training Cheat sheets

I hope this article provides insights on how you can use microlearning for compliance training. As the featured examples show, you can use microlearning to support the primary compliance training. But this is not all; you can use the microlearning based approach to craft your primary compliance training too.

Source: https://www.eidesign.net/5-ways-to-use-microlearning-in-compliance-training/

The post 5 Ways To Use Microlearning In Compliance Training appeared first on eLearning.

The 10 Best Microlearning Platforms

You’ve heard the hype. Microlearning, in all its forms, is the new black. But how do you know which microlearning platform is right for you and your organization? In this article, you’ll find our analysis of the 10 best microlearning platforms out there. There’s one for all training needs and all budgets. Let’s start! This post was first published on eLearning Industry.

Conversations

At the moment I’m celebrating some, online, 10th anniversaries – in October 2008 I started blogging, I joined LinkedIn in November 2008 and I joined Twitter in January 2009.

These are quite special, I wasn’t aware of this achievement until I started thinking about something else: conversations. 

When I started blogging and tweeting, and connecting on LinkedIn, I was all about the network and conversations. I was building an interest and understanding of my role (learning technologist), my work place, and the kind of ‘things’ I needed to understand. Now, ten years down the road, 901 blog posts and 50,000 tweets later, I realise that my use of these systems and the networks I’ve built there, are changing. 

Back in March 2017 (“Dear Twitter. It’s not me, it’s you”) I wrote about my disappointment at changes to Twitter; not necessarily about the platform but how it is being used by the user base and my network. What started out, for me and many more like me, it was all about the conversation; the links and collaborative nature of being connected to likeminded individuals on a global scale, the ability to search and question and learn from others in different organisational and societal cultures, to connect and engage with senior or specialists ‘experts’ in the field of EdTech. The conversations and engagement I used to get in the early days of Twitter and LinkedIn have, I’ll admit, help me grow personally and professionally into the senior role I have. I would not have produced, managed, edited and published four books, nor would I have gained the peer-reviewed CMALT qualification, the invitation to be a trustee for the Learn Appeal charity, or the various accolades I’ve collected over the years.

What I get in my timeline feeds now is very different. There are fewer conversations in and around the work or collaboration. What conversations there are seem to be more broadcast approach rather than sharing. Being connected through Twitter or Facebook or other networks has obviously had an affect on us, we are all more informed (?) about world politics, the environment, culture, etc. and this is what most of my timeline is about now. That’s fine, I often add to the noise too, but my primary purpose for Twitter, etc. is work. I want to learn and help others learn about online/distance learning opportunities, be they MOOCs, SPOCs, online degrees, short courses, micro-learning, etc.

I also acknowledge that I have been part of the above problem too, which is why I’m annoyed. Annoyed at myself for setting sucked in and annoyed that I’m getting annoyed at the changes. Change is OK, I don’t have to like it or like what it’s changing to, but I should be able to step back and reassess what it is I want from my networks. That is what i am now doing … reassessing my use of online social tools, Twitter, LinkedIn, this blog, etc. I’ve already dropped a few (and not really noticed), will I drop those too … ?


Conversations are powerful learning opportunities. So why am I annoyed that social networks have changed the conversation?
Click To Tweet


There, semi-rant over. Thanks for reading.

Thanks for Sheila MacNeill for inspiring me to blog again. I’ll try and do it more often now; it’s good for the reflective soul searching and a good way to focus and unpick my very full and random thought process. I’ve missed it.

Image source: FHKE (CC BY-SA-2.0)

Virtual Reality In eLearning – Using VR As A Microlearning Nugget For Induction And Onboarding

In this article, I share a case study on Virtual Reality in eLearning. It uses a microlearning nugget featuring Virtual Reality (VR) for induction and onboarding (using Adobe Captivate 2019). It shows you how the VR based approach can create an immersive learning experience.

How Can Virtual Reality Or A VR Based Approach Add Value To Online Training?

Earlier in the year, in my eBook on eLearning Trends and Predictions for 2018, I had highlighted the potential of AR/VR to create immersive learning experiences. Here is the extract from my eBook:

AR/VR For Immersive Learning

  • Without any doubt, AR/VR provides one of the most immersive learning experiences. Although this has seen considerable traction in 2017 and shows promise in 2018, it does come with a hefty price tag (and longer lead time to develop).
  • With the early adoption in training intended for hazardous workspaces (Health and Safety training) or complex simulations, we are already seeing the beginning of the usage of mobile apps that embed AR features.
  • Now, it is anticipated that this will eventually substitute scenarios, including branching scenarios as well as video based learning for behavioral change. This will open doors to its application in soft skills and potentially open doors to the wider application for corporate training.

As I was composing the eBook, I distinctly recall thinking about the fact that for the usage of Virtual Reality (VR) to see wider adoption in eLearning, we need authoring tool providers to offer this flexibility.

Adobe Captivate 2019’s VR capability: During this year, my team worked on Adobe Captivate 2019 (beta release), and we experimented particularly with its VR capability to create formal and informal learning solutions. The case study featured in this article uses Adobe Captivate 2019.

  • VR Capability: The tool allows you to integrate basic Virtual Reality (VR) in eLearning solutions fairly easily through 360-degree images.
  • Interactions: You can add varied interactions through hotspots (to reveal more info in varied formats) and questions.
  • Impact: You will see microlearning nuggets featuring Virtual Reality (VR) create a higher engagement quotient, better recall, and a more interesting and immersive learning journey.

How Can Virtual Reality Or A VR Based Approach Add Value To The Induction And Onboarding Program?

Now, I share a case study that shows you how we integrated a Virtual Reality (VR) microlearning nugget into our induction and onboarding portal.

To show you the impact of Virtual Reality (VR) usage on the learning experience, as well as information recall and retention, I have used a “Before” and “After” approach.

An overview of our induction and onboarding program: Nearly 80% of our total workforce are Millennials. We had designed a learning portal based approach to offer our induction and onboarding program a few years ago. The program was up for a refresh this year, and we evaluated options to make the learning journey for the new inductees more engaging and immersive.

The current approach features new formats including:

  1. Virtual Reality or VR.
  2. More engaging formats for explainer and animated videos: I have selected 3 more assets that underwent changes in the design approach. The new approach resonates better with our millennial workforce.

Before

The initial approach featured:

  1. Learning portal
  2. Blended training
  3. Mobile learning
  4. Learning journey
  5. Microlearning nuggets (featuring simple, people based videos, PDFs, and Interactive PDFs)
  6. Gamified assessments
  7. Leaderboards and stats to provide performance details
  8. Common assessment for both online and facilitated sessions

After

The revised approach builds on the same core but features the following new formats as we designed the microlearning nuggets:

  1. Introduction to the organization through Virtual Reality or VR.
  2. More engaging microlearning formats for explainer and animated videos.

Asset 1: Introduction To The Organization

Before: Video Featuring Team Members

We had used a simple video format wherein team members talked about what they do, how they work, and what value each team brings to the table.

After: Virtual Reality Based Microlearning Nugget

We used the Virtual Reality (VR) capability to showcase this crucial section. When new team members join the organization, they are typically given an office tour followed by an introduction to each domain. It is virtually impossible to remember so many details in one go.

The Impact Of Virtual Reality (VR) Based Approach For Microlearning

The usage of the Virtual Reality technique enabled us to create a more interesting and immersive learning journey. This experience creates a higher recall and provides a clear takeaway on what we do and how each domain is aligned to our success. It also resonates well with our millennial workforce.

The learning journey featuring Virtual Reality technique is as follows:

Learners get a virtual tour of the office. They go through an interesting journey and can explore and revisit places as many times as they want.

On clicking the hotspots overlaid on relevant sections, they get the following information:

  • About our organization (our global presence, our awards, and accolades).
  • Introduction to each domain, what do they do, and what value each domain brings to the table.

Virtual Reality Based Microlearning Nugget

Virtual Reality Based Microlearning Nugget

Let me also highlight 3 more approaches we adopted that further uplifted the engagement quotient of our induction and onboarding program.

Asset 2: Organizational Structure

Before: Text Based Approach

We had used a simple infographic presentation that showcased the organizational structure.

Organizational Structure - Text Based Approach

After: Animated Video

In this iteration, we changed the design approach to feature a millennial-centric design. We played with high-end graphics, animations featuring team members to create a much higher connect with new joinees.

The organization structure of the company was depicted using an engaging story based video. We used motion graphics and animation to create an impactful and easy-to-retain guide to the complete team structure.

Organizational Structure - Animated Video

Organizational Structure - Animated Video

Asset 3: How To Create Your Success Story

Before: Explainer Video

We had used a simple video based format to showcase the culture and success path to new joinees who begin work in the company.

After: Explainer Video Featuring A Guide

It is very important for new joinee to know what it takes to be successful in a company. So, it is important for them to view a story from an expert through a real situation, as depicted in this nugget. In the new avatar, we used an explainer video of a guide and associated key messages to drive in the culture and path to success in the organization.

How To Create Your Success Story - Explainer Video Featuring A Guide

How To Create Your Success Story - Explainer Video Featuring A Guide

Asset 4: Gamified Assessments

Gamified assessments are a great way to make any learning solution fun and engaging. We use these at the end of each learning stage as an interesting way to check-point the learning. A sense of challenge and competition among the learners to constantly participate with the induction platform kept the learners further engaged.

In the new avatar, we refreshed the formats of the gamified assessments to make learning more interesting.

Gamified Assessments

I hope this article provides you with cues on how you can use Virtual Reality or VR in eLearning. I do hope the featured case study shows you how you can enhance the impact of your induction and onboarding program by integrating Virtual Reality in eLearning.

On Oct 4th, 2018, I had conducted a webinar on 7 Learning Strategies To Transform Your Corporate Induction And Onboarding Training For Success.

This features a demo of Virtual Reality for eLearning (in the context of induction and onboarding). The screenshots featured in this article are from the same demo. If you are interested in finding out more about the webinar, please click here.

If you have any queries or need any specific support, do contact me at apandey@eidesign.net.

Source: https://www.eidesign.net/virtual-reality-in-elearning-using-vr-as-a-microlearning-nugget-for-induction-and-onboarding/

The post Virtual Reality In eLearning – Using VR As A Microlearning Nugget For Induction And Onboarding appeared first on eLearning.