True Or False Questions In eLearning: What eLearning Professionals Should Know

True Or False Questions In eLearning

A true or false question consists of a statement that requires a true or false response. There are other variations of the True or False format as well, such as: “yes” or “no”, “correct” or “incorrect”, and “agree” or “disagree” which is often used in surveys. Effective true or false eLearning questions are factual based, rather than opinion-oriented, and are designed to quickly and efficiently test learner knowledge about a particular idea or concept.

Best Practices For Developing True Or False Questions

  1. Concentrate on one key idea or concept.
    Every true or false question should focus on one specific topic. The primary reason for this is that true or false questions are limited. They do not call for a short answer response, nor are there multiple answers to choose from. The learner is simply being asked to declare whether or not the statement or assertion is based in truth. For example, “all employees must wear their approved uniforms and carry the sales handbook with them at all times” should actually be broken up into two separate true or false questions. It covers two distinct topics and one might be true while the other is false.
  2. Statements must have a clear, verifiable answer.
    Each statement must be entirely true or false. There can be absolutely no room for doubt or debate. If the question sits in a gray area and isn’t supported by facts that are found in the eLearning content, then it probably isn’t the best fit for the True or False question format. To create True or False statements that are based in fact, it’s a good idea to go through your learning materials and highlight the key elements of the online lesson. Use these notes as a guide to develop true or false questions that center on the highlighted concepts, rather than trying to cover all aspects of the online lesson in a lengthy True or False exam.
  3. Link it to the learning objective.
    Every true or false question should relate to the core learning objectives. Figure out what you are trying to assess before you create each question so that you can align it with the desired outcome. For instance, if you want to determine if a learner grasps the key terminology, develop a series of true or false questions that consists of words and definitions. Ask your learners to determine whether the definitions are, in fact, accurate or inaccurate.
  4. Include a good mix of True or False answers.
    It’s best to have an equal proportion of true and false answers. If 1 out of every 10 questions is false, your learners are probably going to see the pattern and be able to guess their way through the True or False exam. Review your questions before uploading them to ensure that there is a balance between the two types of responses.

How To Use True Or False Questions In eLearning

  1. Avoid qualifying words that give the answer away.
    “Always”, “never”, and “every” are examples of “qualifiers”. These words can allow the learner to guess the right answer even if they don’t know the subject matter. “You should always examine returned merchandise” contains the “always” qualifier. A corporate learner might automatically choose false due to the fact that some merchandise may not require an inspection. Keep in mind that qualifying words take the True or False statement to the extremes, which immediately calls its validity into question.
  2. Do NOT use “NOT” when crafting True or False questions.
    Many test writers may add the word “not” to a true statement simply to trick the learner. This is known as a “negative” question. Negative questions typically try to conceal the correct answer by convoluting it. For instance, “owls are nocturnal creatures” is an example of an effective positive True or False statement, while “owls are not diurnal creatures” is negative. Proofread each question to verify that it is in the positive form and that is clear and direct. Creating vague questions will only confuse learners who know the subject matter, instead of tricking those who do not.
  3. The fewer words the better.
    Avoid using an abundance of words in your true or false question in order to make it more challenging. In fact, the ideal true or false statement should consist of a simple sentence that lacks commas or semi-colons. You should also minimize your usage of complex words or jargon, unless you know for a certainty that your learners are familiar with the term. To determine their level of vocabulary, conduct a focus group or pre-assessment to get a better understanding of their background and preferences.
  4. Keep statement length homogenous.
    Try to keep all of your true or false statements a similar length throughout the online assessment. Statements that are longer or shorter than others tend to give learners hints about the correct answer. For instance, a longer and more detailed question tends to be false, as it typically contains ideas or wording that contradicts the rest of the statement.

Despite the fact that learners have a 50/50 chance of guessing the right answer, a well-constructed true or false question can be a quick and efficient assessment tool. For best results, try pairing true or false questions with multiple choice and short answer to test a learner’s all-around knowledge of the subject matter.

Also, interested in learning how to track learners’ progress while they are taking the eLearning course? Read the article Formative Assessment In eLearning: What eLearning Professionals Should Know to find out 6 different types of formative assessment and 4 tips on how to use formative assessment in eLearning.

This post was first published on eLearning Industry.

5 Ways To Develop An eLearning Culture In Your Organization

How To Develop an eLearning Culture In Your Organization

Across the world, organizations spend millions of dollars on eLearning to meet the learning and development needs of their employees. To ensure the success of their eLearning initiatives, organizations rely on various means such as using the latest eLearning technology and creating engaging content. However, in spite of the efforts, organizations still encounter challenges like low rates of completion or low participation in eLearning.

In 2012, organizations across the world wasted nearly $131 billion on unused workplace training. A key reason behind this wastage is the absence of an eLearning culture in most organizations. In this article we will look at some ways in which organizations can develop an eLearning culture.

  1. Focusing on ease-of-use of learners.
    One way to encourage employees towards eLearning is making eLearning highly user-friendly. This includes things like creating learner-centered designs that are easy to navigate, as well as creating shorter duration courses that do not overwhelm the learners. Organizations also need to remember that most employees have a resistance and fear towards eLearning because they are very much used to face-to-face training. This issue can be addressed by providing technical support and guidance on how to use eLearning. When learners know that they have someone to help them when they get stuck, dropouts can be reduced and participation in eLearning can be increased.
  2. Enthusiasm of top management.
    Traditionally, the push towards eLearning has only come from departments that have training as their direct KPIs (Key Performance Indicators). These are usually the Human Resources or Learning and Development departments within organizations. However, if eLearning has to get a real boost within organizations, it needs to be embraced by the top management. For example, if the chairman or the CEO of an organization endorses eLearning and regularly uses eLearning to develop new skills, the middle managers also start adopting the same. And this enthusiasm can flow down to all employees.
  3. Creating time for learning.
    While most organizations understand the need for constant learning and development, on the ground they do not provide employees with enough time to learn. In most cases, employees are expected to devote time to eLearning while also meeting their productivity or sales targets. If organizations are really serious about developing a culture of eLearning, they need to look beyond the short-term. For instance, organizations can have separate learning targets and provide attractive incentives for those who meet the learning targets.
  4. Linking learning to appraisals.
    When developing eLearning courses, typically organizations focus on their own goals, such as growth in sales and profits. However, employees have their own professional aspirations as well. Yet, many eLearning courses don’t take into account the professional aspirations of learners. If organizations wants to create a strong eLearning culture, the courses should serve the objectives of both the organization as well as the learners. For example, if eLearning can lead to real career gains such as promotions or pay hikes, more and more people will be attracted towards it.
  5. Creating a learning-friendly environment.
    Be it school education or corporate education, the social environment has a big role towards encouraging learner participation. If organizations can create an environment where there is peer pressure for learning, employees will be driven to put in more effort. For example, organizations should share eLearning success stories on a regular basis.
    Likewise, employees should also be encouraged to share their knowledge with their co-workers. Too often employees like to “hoard” their knowledge, because they fear that sharing their knowledge may put their jobs at risk. Organizations should try and convert the knowledge-hoarding culture into a knowledge-sharing culture by incentivizing employees to share their knowledge and by using eLearning to simplify the process of knowledge transfer.


In today’s competitive times, every organization needs a strong eLearning culture. Organizations need to remember that eLearning is not only about individual courses or programs, but rather more about sustainable processes and systems. Only a strong eLearning culture can pull employees towards eLearning on a sustainable basis, thereby providing long-term benefits to organizations.

This post was first published on eLearning Industry.

LTG acquires Eukleia

Learning Technologies Group (LTG) is pleased to announce that it has agreed to acquire the entire issued share capital of Eukleia, a provider of e-learning to the financial services sector, in keeping with its ‘buy and build’ strategy to create a global leader in e-learning in excess of £50m of revenue.

Harness the power of video and increase student engagement

Earlier this year I was invited to contribute to a guide for teachers on the flipped classroom, concentrating on the inclusion, or rather availability, of video to increase student engagement (flipped classroom or not).

This is what I wrote:

“Believe it or not YouTube has only just turned 10 years old. Yes, that’s right. So much has changed in that time that it’s often easy to forget just what the rate of change has been. Video has always been something that could be used in classrooms or for teaching and learning, but it was often a bulky CRT television on a trolley, with a VHS player and a multitude of knotted cables that the teacher could never unravel to get it near the wall socket. Therefore, in my experience, my teachers often gave up and tried something else instead. Not only was the actual technology / hardware itself difficult to use, the materials we were shown would be old programmes, not always relevant or interesting, and more often than not of poor quality that only a few in the class would be able to see and hear it properly.

Now fast forward to today and look at what you have. We have access to hours of genuine, original television programmes to choose from. The quality of both the video and content is as good as it’s ever going to get (even the self-produced materials), and the opportunities to create and share our own material has never been easier. With personal computing and audio/video equipment as cheap as it is, and with the growth of mobile computing still climbing, there really isn’t any excuse for a teacher to not find something to use in their classroom.

If you needed convincing, how about these examples? What if you wanted to show, instead of explain, how truncated spurs are created over millions of years by water or glacial erosion? What if your students can’t contemplate the distances involved when dealing with the planets in our solar system, or beyond? What about trying to help a student who’s struggling to understand a complex mathematical theory, such as the Brouwer’s Fixed-Point Theorem?

This is the power of video as part of a teaching and learning programme. For me there really is no reason to not include video in your teaching materials. Sometimes it’s serious, sometimes it’s to introduce complicated or difficult concepts, other times it could be to relieve stress or boredom.

Whatever, there is a reason, you just need to find it!”

Download the PDF guide and read from myself and other leading educators on flipped classrooms and other techniques for enhancing student engagement in the Teacher’s Practical Guide to the Flipped Classroom.

The Seven Ages of Information & Knowledge Management

Schon 2004 hat David Skyrme zurückgeblickt und fünf Phasen in der Entwicklung der Disziplin “Knowledge Management” ausgemacht. Vor einiger Zeit hat er diese Chronologie aktualisiert und zwei weitere Phasen hinzugefügt: “Era 6: Social and Emotional IKM” und “Era 7: Big Data and Analytics”. Im vorliegenden Artikel stellt er diese Phasen vor und ergänzt sie um ein “7 Ages Maturity Model”. Abschließend hält er fest:

“From the early days of KM I have maintained that knowledge management and the learning organization are two sides of the same coin. As you apply KM you learn new knowledge, and as you learn your knowledge assets increase.”
Ach ja, und die letzte Referenz gilt Douglas Adams …
David J Skyrme, 2013  (via David Gurteen)

Engage Your Learners with Digital Storytelling

Let’s Talk About The Basis Of Storytelling.

The earliest example of storytelling is mythology. In The Power of Myth, noted American mythologist and lecturer Joseph Campbell defines the function of a mythology as the provision of a cultural framework for a society or people to educate their young, and to provide them with a means of coping with their passage through the different stages of life from birth to death. In the same way, you can use a myth or story to teach a business strategy or policy and provide your team with the knowledge they need to successfully cope with different business challenges.

Famous filmmaker George Lucas has told interviewers that Campbell’s research and work on The Power of Myth directly influenced the creation of the Star Wars films. If you’re looking for a powerful example of storytelling that captured the hearts and minds of multiple generations of viewers, the Star Wars franchise is a prime example. It started in 1977, and it’s still going!

My dad saw the first movies in theaters when he was in college, then years later bought the original trilogy—on VHS, does anyone remember those?—as a Christmas gift for my older brother, who watched them with cute little me in our basement on an old tube TV that occasionally flickered so badly you couldn’t see the picture unless you smacked the side of the television. I’d say we were pretty engaged in the movies if we put up with that! This Christmas, the cycle might come full circle with the three of us watching the new movie together in theaters. Now imagine if your eLearning could have an impact like that.

Digital Storytelling Carries A Message Across All Mediums.

This technique gives learners multiple points of entry into the content. They can begin a training course on their desktop in the office, reference a related performance support PDF on their tablet while commuting to a lunch meeting or take a quick quiz on their phone when they have five minutes of free time. Consider including technologies such as facial recognition, augmented reality, geo-location, motion sensors, and data visualization to truly make an interactive experience across platforms.

eLearning developers can take inspiration from director Lance Weiler’s storytelling project Pandemic 1.0, unveiled at Sundance 2011. This digital story is part film, part interactive game, and part sociological experiment.

Pandemic 1.0 imagines that adults in a rural town are succumbing to a mysterious virus. The town’s youth soon find themselves cut off from civilization, fighting for their lives. The players (Sundance attendees) on the ground used NFC-equipped Nexus S’s and a specially developed Microsoft Surface display to find artifacts around the city, sometimes directed by online participants working remotely and piecing the story together all the while.

Gizmodo reviewed the project and commented that “as the devices we carry with us every day get more and more powerful, it’s exciting to see that they might allow us to play a more active role in the entertainment we enjoy.” While Pandemic 1.0 was more of an art experiment, it could easily translate into a training program for an organization like the CDC or FEMA teaching how to handle a situation like Weiler’s hypothetical pandemic in real life.

What tools do you need for successful Digital Storytelling?

I won’t lie; the examples I’ve shared have clearly had huge special effects budgets and some serious pros working on them. But that doesn’t mean you can’t use projects like Star Wars and Pandemic 1.0 as inspiration for your own eLearning—even if you’re on a tight budget. Here are a few value-packed tools that will help you with all your digital storytelling endeavors.

  1. An authoring tool that publishes to HTML5, so your storytelling content displays well on any device.
  2. Sweet graphics, like the ones in the eLearning Brothers Cutout People Library or Stock Assets Library.
  3. An app for delivering and tracking mLearning, so you don’t miss out on learning that happens away from the desk.

See—that’s only three things! And I’ll let you in on a little secret. If you buy Lectora® Inspire, you can check off items 1 and 2 on that list, because the eLearning Brothers Cutout People Library is now built into Lectora Inspire!

So, what stories will you create for your next eLearning project?

This post was first published on eLearning Industry.

Trust And Online Training As A Two Way Street

A Two-Way Street: Trust And Online Training

Here are 3 tips to help you build trust between you and your employees in online training.

  1. Pay Attention.
    As a manager, be conscious of your training methods. Whether you’re learning eLearning software or on-the-job training (we recommend a combination of both), it’s important to keep up with your trainees. Track their learning with the training software, and if they’re new, keep a checklist for the onboarding grounds covered.Tracking learning in online training can consist of frequent quizzing, feedback, accuracy, and plain old general response time; who did what, when, and how well. This kind of information allows managers to know who is excelling and who might need help.The important takeaway here is asking. The ability to track learning gives the opportunity for you, as the manager, to go to your employees with guidance instead of expecting them to come to you for help. If they’re doing well, pat them on the back. If not, ask them what they’re struggling with.
  2. Know What You’re Training About.
    How else are you supposed to answer all the questions that might be thrown your way? Let’s go back to the trust test. Employees might know the basics of their role, e.g. a sales reps makes sales, and a nurse helps sick people, obviously, but when it comes to specifics, employees can fall blindly. You have to be the body of knowledge to catch them.When you know what you’re talking about and are able to answer the oddball questions effortlessly, it establishes credibility. Even if you haven’t been in their role, the knowledge to know each detail about it will make it seem like you have. Sharing stories of your past experiences will help too. Like stories when you:

    • Trained groups of people.
    • Were the one being trained.
    • Learned about the dos and don’ts of training.
  3. Online Training Is A Two Way Street.
    Training is collaboration. It’s a manager’s means to have an open conversation with employees. Ask if something isn’t working. Make sure you find out. If employees are too shy or nervous, ask through eLearning with open-ended questions. Go further for new ideas. Be able to provide insight on why something will or won’t work.When I’m training a new employee, I always do my best to share stories of how myself or those I’ve managed have found both success and failure. In addition, I make sure to ask if the individual has had a similar experience and what they learned from it.Create common ground. Lifting your employees to the next level means they will be able to become safety nets to save future employees from metaphorical concussions.

What is your opinion on trust and online training? How have you built trust within your team?

This post was first published on eLearning Industry.

ICEM 2015

ICEM 2015: Any Time, Any Place Learning

The 21st Century comes with new challenges in regard to past decades. Shaped by mass media, new technologies of information and communication, ideological reconfigurations, permanent political organization reforms and diversified productive systems, today’s society is taking paths that have never been explored before. Education, historically and as a subject on its own, is at the core of the changes; it is not, however, always able to keep up to the rest of the world’s rapidly changing pace.

In today’s society, particular attention is paid to the way we can guarantee access to meaningful education and information. Considering what has afore been mentioned, and in response to the concern of imparting knowledge to those who need it most, deep changes in the methodologies, the times, the places, the policies and the technologies involved are in demand. It is necessary to widely discuss and transform the practices concerning topics such as curricula design, educational policy making, management and democratization, as well as permanent lifelong learning, educational practices shifting from teaching to learning, and the impact and usage of new technologies. Of utmost importance, however, are those educational models that will allow us to provide for the bettering of mankind.

In order to close the gap between the past and the present it is imperative to think ahead. We must therefore face challenges with a prospective outlook.

ICEM 2015 Objective

For the 65th Annual ICEM 2015 Conference, we encourage educators, trainers, developers and scientists to focus on, but not limit themselves to, Educational Management, Methodologies, Philosophies, Policies and Technologies whilst showing their most provocative, cutting edge, creative, transformative ideas and practices.

ICEM 2015 Academic Proposal

In today’s society, particular attention is paid to the way we can guarantee access to meaningful education and information.

In response to the concern of imparting knowledge to those who need it most, deep changes in the methodologies, the times, the places, the policies and the technologies involved are in demand.

ICEM 2015 Challenges

It is necessary to widely discuss and transform the practices concerning topics such as curricula design, educational policy making, management and democratization, as well as permanent lifelong learning, educational practices shifting from teaching to learning, and the impact and usage of new technologies.

Of utmost importance, however, are those educational models that will allow us to provide for the bettering of mankind.

In order to close the gap between the past and the present it is imperative to think ahead, and we must face the main challenges from a prospective outlook.

ICEM 2015 will be hosted by CEIPA Business College (Medellín, Colombia) during September 29 to October 2, 2015.

This post was first published on eLearning Industry.

From Kids To Adults: How eLearning Is Becoming A Game Changer In Education

The Need For eLearning 

With its first mention dating back to the year 1999, eLearning or online learning is in every part a story that defined all odds and escalated to the stature that it holds today. It truly is on top of the game and is edging to a spectacular future. For starters, it challenged a tradition that was in place for more than centuries; a tradition that made students the passive recipients of the knowledge sharing process.

A section from Dr. Martin Luther King’s article The Purpose of Education (published in Morehouse College Student Paper, The Maroon Tiger, in 1947) illustrates one of the grave dangers that we face today:

The function of education, therefore, is to teach one to think intensively and to think critically. However, the knowledge that stops with efficiency may prove the greatest menace to society.

What if the traditional whiteboard centered classroom filled beyond capacity fails to influence students on the ideals and mottos of learning? What if the learning process turns cumbersome and converts passive minds into drifters and daydreamers? As we rage into the day where Darwinism is more than an apparent reality, the fundamentals instigated long ago in the past require a much powerful and steadfast approach to learning; eLearning.

One Size Fits All

The internet is a vast reservoir of knowledge. With over 40% of the world’s population gaining access to the internet, learning over the internet is one of the ideal ways to impart and share engaging thoughts among individuals. Over the years, the internet has experienced exponential growth in the different avenues of eLearning such as Massively Open Online Courses, Learning Management Systems, etc. Online courses have taken away the brick and mortar classrooms and made it possible for students from any part of the world experience learning along with their global comrades. With the emergence of the mobile devices, students can learn on the go. The courses and modules do not target any particular demographic; anyone with exhibiting an intrigue towards the subject, irrespective of their age, locale, and other factors can benefit from this form of education.

The traditional learning approaches are all met by time constraints; the sessions sprawl over classes that range from 30 minutes to an hour. The instructors often race against time, overloading the students with information to meet the goals of the pre-set curriculum and thus defeating the real objective of learning. Online courses have the distinction of enabling learners to learn at their pace. These courses are neither governed by a pre-set time constraint nor are tailored to fit an overburdened time schedule. Students can avail the benefits of these courses any time of the day, retake the course/module, and complete it at their own pace.

From Kids to Adults: How E-Learning Is Becoming A Game Changer In Education

Where Learning Meets Interactive Media

Online courses and Learning Management Systems broke the stereotypes with their ability to incorporate various visualizing tools. Online courses connect learning and interactive media available to make learning interesting and engaging as possible. Over the period, textbooks and lecture notes helped students get past learning. With learners getting bored and distracted easily, the need to make the process of learning informative, engaging, and captivating became imperative. That is where online courses struck gold. From videos, presentation, and podcasts, to short docs, pop quizzes, and animation, your online course can do wonders to lessons based on complex ideas or courses that revolve around what otherwise would be a boring class on a regular day of school.

eLearning in a broader sense does not mean to remain restricted to schools and colleges. Nowadays, eLearning has slowly been replacing the trend in induction training methods. Modules are now created by recording the instructor in action during a training session. The recorded videos will suffice as the courseware for the upcoming batches. This way the course becomes reusable without losing the flare and the whole process turns economic since the organization does not have to fly with the instructor every time a session takes off.

Affordability And Applicability 

For the year 2015, it has been estimated that the average student loan debt is around $30,000, and 8.1% of the students drop out of high school. One of the major reasons for students dropping out would be financial issues. Online courses open the gateway to education for eager students who cannot afford a hefty tuition fee levied by schools and colleges these days. Learners require an active internet connection and an account with a Learning Management System, and they have access to hundreds of potential life-changing courses. These courses have the means to convert your regular living room into a classroom.

The result also seems to rise. A study mentions that 17% of the employers would favor an applicant who has an online course degree. These courses can be taken up by a single student or related to a hall filled with curious souls. Online courses target a wider group and are designed to be affordable and efficient. They unite learners across borders and bring them under a single roof. From the perspective of an instructor, creating a course in a Learning Management System is very straightforward. These systems are supported by simple authoring tools whose interfaces help breed familiarity over a short span of time.

Competition Is The Key 

Exams tend to agitate the competitive skills among peers and students. At the end of the day, it is all about who wins the race. However, sometimes it does not depend on the one who crossed the finish line first. Instead, it is about the journey that got you to the finish line. Competition over the virtual classroom gets healthy and turns the process of knowledge sharing fun among peers.

To bridge the interaction between peers, eLearning platforms today promote competition by enabling peers to challenge one another to complete courses. A peer board with rankings of all the learners also increases the rigor among learners and set them on a path to learn more and complete the courses quickly. These competitive inputs are added to motivate the students. However, at the end of the day, the decision lies in the hands of the learners as to whether they accept a challenge or decline it.

Interact, Acknowledge, And Appreciate 

Success is satisfaction. Motivation combined with success is bliss. An effective reward system translates to satisfaction, motivation, and happiness. Nothing compares to appreciation you receive when you attain the completion of a course. Earning rewards while you learn is found to boost the morale and promote a healthy and competitive environment among the learners. It has been discovered that an effective reward system is found to pose a positive effect on students, especially among the low ranking learners or the ones who face other learning impediments.

Various eLearning platforms have reward learners with merit points or course completion certificates. Some of them even go on to grace such occasions by rewarding pupils with points that can be traded for real time gifts etc. Online learning, though doesn’t necessarily involves real-time interaction with your fellow peers, makes up for the absence by involving the use of chat and personal message settings that a learner can take advantage of to interact with teachers and peers.

Instructors can use the inbuilt messaging system or other external applications to get in touch with the students and engage in an active conversation with them. Through text, email, and video calls, these online learning platforms help improve the instructor-learner rapport and maximize the attention a learner can benefit from. This form of communication also helps instructors to track the progress of a student and acknowledge the response of a learner towards the module.

Online learning and the platforms which support them have been a fast-growing market. The eLearning industry is alone set to make $107 billion in the current year. Clearly the support for this coming of age method of learning has poured in from the ordinary man to various corporate giants. Every day, eLearning looks at the next set of tools that would help you launch your creative online module.

If you have the skills to transform the time of a learner into an unforgettable experience with just the right tools available at your disposal, you can open the doors of your virtual classroom to a global audience. Stop thinking right now and set the stones of your plan rolling, for the world deserves a creator; not just any creator, but one who is an innovator too.

This post was first published on eLearning Industry.