Todays education systems are mainly remaining in models from the 19th Century. But there are initiatives and innovations around that could make it Fun & Engaging to Learn...
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The world keeps rapidly changing and, unfortunately, change can often feel very painful! How can organizations support employees through these transitions more effectively? What are some of the considerations for a successful intervention? Let’s find out together!
This post was first published on eLearning Industry.
That master slide has one Fluid box (parent fluid box) but no child fluid boxes. It is set up as ‘Squeeze in a Column’, and vertically and horizontally centered. Weird is the fact that you cannot even insert child Fluid boxes. Because each new project, using the default theme White will start automatically with a Title slide, this has caused already many frustrations when starting with the use of Fluid boxes. If you want to use fluid boxes on the first slide, you have to change the master slide from Title to Blank (exception Blank theme which starts with a Blank slide).
Look at the setup of the Fluid boxes on the master slide: the parent fluid box (FB_15) has two vertcial child FB’s (FB_16 and FB_17). The top one is meant for the Title placeholder:
The bottom Fluid Box has 4 child FB’s, (FB_19,FB_20, FB_21, FB_22), which are set up to wrap Symmetrically (when width is too small, two FB’s will move to the next row), and have a padding both vertically and horizontally to have some spacing between the FB’s. Each of them has a placeholder for an image.
Play with this responsive movie (will open in a new window) which has only 3 slides: Title slide (with inserted Next button, and taking over my name from the main master slide), a slide based on Content04 master slide, with a lot of tweaking, and an End slide. On the content slide you are supposed to click each of the 4 buttons in the top. The Next button on that slide will only appear when you have clicked all available shape buttons and seen all the content.
Sure, I have several advanced actions in that movie, but that was not the goal of this post. No explanations here about those actions.
eLearning professionals and eLearning companies worldwide are constantly looking for effective ways to make learning stick. It is well-proven by now that microlearning facilitates knowledge retention and that’s why modern eLearning courses are designed for short bursts of knowledge. In this article, I’ll present 6 steps to design microlearning activities that boost knowledge retention in your online training program.
This post was first published on eLearning Industry.
With more than 500 Learning Management Systems now available, people shopping for a new LMS can be overwhelmed by the number of options and features to choose from. One of the prominent dilemmas lies in the choice between an Enterprise-Class vs Basic LMS. In this article, I’ll present some important questions, and insights, that will guide you towards your best LMS solution.
This post was first published on eLearning Industry.
Your educational materials are often unique, may have taken years to put together, and are invaluable to your work and your students. But are you limiting yourself by treating them as property? Can you compete with the free content revolution taking place online?
This post was first published on eLearning Industry.
I believe that great design and high production value can greatly help with making eLearning more accessible, effective, and fun.
This post was first published on eLearning Industry.
To deny an education to generations of children is to deny our own future! The purpose of this article is to propose a potential solution to breaking the cycle of war through an innovative use of global eLearning. We have the technology and we have new and engaging pedagogy, but do we have the will?
This post was first published on eLearning Industry.
Besonders weiterbildungsaktiv sind die jüngeren Altersgruppen bis zum Alter von 50 Jahren, aber auch die Generation 50plus hat in den letzten zehn Jahren ihre Weiterbildungsbeteiligung kontinuierlich gesteigert. Auch bei den über 65-Jährigen nimmt immerhin noch jeder Fünfte an Weiterbildungsmaßnahmen teil. "Weiterbildung lohnt sich in jedem Alter. Sie ermöglicht es uns, unser Wissen und unsere Kompetenzen an die sich ändernden Lebens- und Arbeitswelten anzupassen", sagte Bundesbildungsministerin Johanna Wanka.
Besonders weiterbildungsaktiv sind die jüngeren Altersgruppen bis zum Alter von 50 Jahren, aber auch die Generation 50plus hat in den letzten zehn Jahren ihre Weiterbildungsbeteiligung kontinuierlich gesteigert. Auch bei den über 65-Jährigen nimmt immerhin noch jeder Fünfte an Weiterbildungsmaßnahmen teil. "Weiterbildung lohnt sich in jedem Alter. Sie ermöglicht es uns, unser Wissen und unsere Kompetenzen an die sich ändernden Lebens- und Arbeitswelten anzupassen", sagte Bundesbildungsministerin Johanna Wanka.
Was bedeuten die neuen Strategien beim Wissenserwerb für Führungskräfte? Ist der Führungsstil, der vor einigen Jahren noch Erfolg hatte, heute zum Scheitern verurteilt? Und wie können innovative Software-Lösungen in der betrieblichen Aus- und Weiterbildung unterstützen?
In einem konstenlosen 30-minütigen Webinar zeigt der eLearning-Experte Jörg Wachsmuth von Talentsoft Learning Deutschland, wie man
