How Adoption of eLearning for Product Knowledge Training Helps


Major stress points faced by an employee in an organization have a direct correlation with the work he/she must perform on the job. To counter the stress, training and counseling sessions of the employees can be conducted by the organization to improve their product knowledge that can help the employees perform on the job.

Major Issues Faced by Employees Owing to Lack of Product Knowledge

Lack of product knowledge training results in employees facing the following hurdles:

  1. Inability to provide accurate or expected end results
  2. inefficient performance on the job
  3. Lack of proper data or product knowledge to work with
  4. High work stress owing to steep targets set by the management
  5. Issues adapting to the ever changing market requirements and standards.

With proper product knowledge training, employees can face the challenges on the job with ease, which helps boost employee morale. In case of substandard performance on the job, the management needs to consider the reason could be inadequate product knowledge.

Consider a case where you happen to buy a washing machine and the company representative arrives at your place to provide a product demo. During the process, if the representative is unable to provide a satisfactory demo and to resolve consumer queries in regards to the usage of the washing machine, his performance will have a major impact on the company as the user review to his/her peers and contacts will result in a bad feedback and a negative public image for the company. The result will be a negative feedback from management to the employee, which will increase work stress and lower morale to perform on the job.

Effects of Low Employee Morale

In future projects, past feedbacks to the employee can have a cascading effect on his/her overall on the job performance. The results could range as follows:

  1. Loss of work-life balance,
  2. Low motivation to perform,
  3. Higher stress levels leading to health concerns, and
  4. Lack of employee satisfaction.

Hence, it is critical for the company to invest in proper product knowledge training of its employees, to ensure optimum performance on the job, which will attract positive feedback from the customers. On the flipside, product training can be a resource intensive program, owing to which the management can opt for e-learning training solutions. They are lighter on the pocket and beneficial for the employees.

How Adoption of eLearning for Product Knowledge Training Helps?

Adopting eLearning for product knowledge training ensures that the employees can be well prepared and informed about the products, resulting in increased confidence and better preparedness to tackle any challenges head on. The eLearning course can provide the demo person an in-detail walkthrough of the workings of the washing machine, for example, and the audio-visual resources can help the employee learn the proper tact of interacting with the customers and providing a detailed demo. The eLearning course can allow the employee to retain a major part of the training and this can help clear the concepts about the working of the washing machine, which in-turn can help resolve all customer queries regarding the product.

Lower investments on employee training and the added advantages of eLearning offers attractive performance figures for the employees and a higher ROI for the company. The good market performance will boost employee morale that will then be inspired to provide better service and maybe even try for the employee of the month award. The reinvigorated employee morale also has a cascading effect of its own in improving the performance on the job substantially, resulting in better job satisfaction, low stress levels, and an overall career boost.

eLearning might seem like a small entity in the entire process, but it is much more effective than the conventional training methods such as the classroom or the use of reference material. The use of multimedia files will impact the employees’ retention capability positively.  The time discretion provided to the employees to complete the training program and the flexibility associated with eLearning makes a strong case for its implementation at the workplace.

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Employee Training Program with Lower Investment and High Efficiency


Say you have a company with a workforce of 100 employees divided into five units of 20 employees each. Your industry takes a turn for the good as a new technology is launched requiring you to adopt it. This means having to develop an employee training program to train all your employees from all units individually based on their functional role. The default mode would be to hold a classroom program to train all the teams based on a time table and you manage to finish the employee training program within 45 days. Post the training session what is the performance of your employees? How much of the training have they been able to incorporate into their role? Is the company’s growth and direction proportional to the investment made for the training for the employees? These are some of the most basic questions for any SMEs and/or large enterprises.

How would you feel if you find out that there was a method by which you could train all your employees a lot more effectively in about 30% of the total investment you might end up with originally? Yes, opting for eLearning could make this happen. The concept is catching up—fast. Major enterprises are moving their employee training programs to the eLearning method to reduce costs and improve performance. However, it doesn’t end here—eLearning has more advantages which could enable your company grow at a faster rate. We have listed down the advantages of adopting eLearning for your employee training program as follows:

  1. Seamless Accessibility

eLearning allows your employees to access the training program wherever they want, whenever they want. The decision to complete the training program lies solely at the discretion of the employees, allowing them improved flexibility. They can access the training curriculum on their office computer, home computer, or hand-held gadgets whenever they need it. This not only allows the employees to complete their training more effectively, but the end result is advantageous for you as a company as the training is being applied on job more efficiently.

  1. High Retention Levels

With a classroom program or training coursework, the enthusiasm of the employees can vary depending upon their state of mind which affects the output based upon the individual retention levels. Opting for eLearning provides the employees greater flexibility and an interactive coursework which makes the training interesting, and results in the employee being job ready. The ability to complete the coursework at their own pace allows the employees to retain a higher amount of information which is then applied on the job.

  1. Cost Efficient

Digital learning material is a one-time investment for the company. This reduces the company overheads in terms of cost of external teaching resources, classrooms, and coursework material. The cost becomes multi-fold in case of recurring training sessions resulting in higher investment levels when compared to eLearning.eLearning course material is digital, allowing for reuse and redistribution among the employees without worrying of the overhead cost to product multiple copies of the coursework.

  1. Higher Return on Investment

With lower investment and savings, along with efficient employee training resulting in improved performance and fast growth is a perfect recipe for a higher return on investment compared to the traditional training program. For example, if we consider the earlier return to be 20% higher after heavy investment, then moving to eLearning could boost this rate to over 35-40% for the same training program. The numbers are higher which is a clear proof of the advantage eLearning platform provides over traditional training methods.

  1. Green Initiative

Paper needs cutting of trees, but usage of digital files do not, unless you are going to print everything. But this is a practice you can refrain from. Moving to the eLearning platform helps save the environment by cutting down on the use of paper for the distribution of the training material. Not to mention it helps boost the company’s brand by lowering the company’s carbon footprint.

  1. Real-time Assessment

eLearning allows you as a company to review your employee performance in real time whenever you wish to. As the employees access the training material on a digital platform, you can track the course completion progress in real time. As the employees undergo evaluation post the completion of training, the management can check their performance which makes it easier to understand their needs and help them improve.

  1. Easy Editing and Updating

One major issue with working in a volatile industry is the quick development of new resources that need to be incorporated in the functioning. This could become a very tedious affair for the company to conduct training sessions for its employees. eLearning offers the companies a simple solution where the training program can be tweaked or updated to meet the latest requirements. This makes sure the workforce is updated on the latest on-job requirements which is eventually advantageous to the company.

  1. Reusable Content

Some training programs are constant for the companies such as the induction and orientation program or some basic training in the field for a new employee. The ability to reuse the content already available makes it easier for the company to reduce expenses.

  1. Consistent Experience

In case of a classroom training program, the external teaching resources employed for the employee training program will provide a varying teaching experience over the number of batches being conduction. This makes for an irregular training experience over the workforce that can affect the employee performance on-job. Moving to an eLearning platform provides a consistent experience for the employees in terms of training which results in a uniform training. The results are also advantageous for the company in terms of uniform and efficient application of the training on the job.

  1. Better Suited for Tech-Savvy Workforce

Most of the workforce today is tech-savvy. The penetration of smart gadgets is at an all-time high among the working class. The use of the internet and handheld gadgets for accessing information is rising at an unprecedented rate resulting in the changing preference of the employees to be able to access data in the digital form. Using the eLearning platform makes it easier for the employees to go through the employee training program. With so many advantages on offer, moving to the eLearning platform for your employee training program is pretty much a no-brainer. Many companies are taking a leap and you should too if you haven’t yet. But do not just take my word for it—give it a try yourself. It is just like testing a car, if you like it, you buy it, else you move on. The concept is transferable, so don’t hold yourself back.

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The Benefits of Customer Education and How eLearning Can Help


Post launch of a new product or concept, begins the vicious cycle of customer acquisition followed by a tutorial to get the customer familiar with the product. This is a major challenge for every organization, failing which, the consequences could be dire leading towards inefficient usage, poor user experience, frustrated consumers, and falling adoption rate, among others. A study by a professor from MIT Sloan School of Management, Massachusetts showed that among the 9,000 new products that achieved broad national level distribution, about 60% were discontinued within three years and a few suffered negative perception of utility. This is an indicator that uneven usage is among the major reasons for their failure. This issue is a matter of concern for enterprises and start-ups alike in terms of when a new technology with lack of precedent is launched. It would be a tragedy if the product fails to generate critical mass, not because the product lacked the necessary features but because the features and their correct usage was not conveyed to the end user.

Traditionally, businesses have relied on lengthy manuals, brochures, and other marketing material to educate their customers about the product – but it is fair to say that these methods have challenges. Such content is lacks interactivity and engagement for the user, resulting in the adoption of eLearning. Without bombarding the users with sugar-coated marketing material or technical jargon, eLearning allows users to familiarize themselves with the product concepts and working. Additionally, eLearning offers a great value addition by educating the user and making them familiar with not just the product but the brand as well. Following are some benefits of customer education and the use of eLearning for this.

Make an Easier Learning Curve

The learning curve of a new product for a novice customer base is quite steep during the initial stages until the product reaches critical mass and establishes in the market. This is a critical phase as a negative user rating, undesirable customer experience, and/or product abandonment may be a major issue owing to lack of product information for understanding the product intricacies. eLearning helps alleviate this issue by letting the customer indulge in interactive and visual modules to gain familiarity with the product. Customer videos, “How-to” guides and FAQs available for the consumer to access at their own discretion can go a long way to making learning easier.

Improving Product Adoption and Customer Buy-in

When customers are presented with an innovative product or feature, they typically try to link it with some familiar concept that they already know. The challenge of using a product has a direct correlation with how quickly customers will adapt and accept it. As indicated in the MIT Sloan study quoted earlier, there are several products which would have benefited the customers, had they learned to efficiently utilize the product, understand its nuances, and accepted its functioning. eLearning helps users unlock the value a product can offer, which otherwise might potentially be neglected due to a lack of understanding of how things work. Products are using innovative approaches including adding simulations and an element of gamification to help customers learn faster. There are examples of airline and systems maker Dassault Systems offering software-based simulations that operators of their systems can use to train themselves. There are similar examples in the consumer space as well—Garmin GPS receivers have been popularly quoted as offering simulated “rides” enabling their customers to get familiar with their GPS receivers.

Improved Customer Self-Service

Apart from facilitating product adoption, another major benefit of customer education is lesser customer enquiries, troubleshooting, and service requests as customers are able to solve their own problems. This goes a long way in reducing operation and maintenance costs for the company as they can pass the onus of troubleshooting certain kinds of problems to the customers. Companies are refreshing their product tutorials with the inclusion of graphical depictions and simulation videos to improve the product knowledge of the customer. Companies are also taking to user forums and social media to answer questions posted by the users. Points are rewards motivate customers to self-troubleshoot and assist others in solving common issues. This element of greater engagement helps to improve customer experience as they do not have to go through the hassle of requesting and obtaining customer service.

eLearning provides visually appealing educational value addition to end users, and is a welcome deviation from conventional marketing material and mundane user guides and manuals. That apart, a big positive is the opening of a communication channel between the user and the company. This is the best way to create a feedback loop that the company can leverage as a rich source of information on the needs, problems and usage patterns of the user.  It is thus no surprise that a lot of businesses are now opting for rich content driven eLearning for customer education in a bid to enrich the customer experience, improve product usability, and strengthen brand image and recognition.

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eLearning: How Big Should You Go?


“The only thing worse than training employees and losing them is to not train them and keep them” – Zig Ziglar.

Most enterprises across the globe today realize the importance of training and development programs to develop their most valuable resource – their people. With apt corporate training programs, organizations can ensure that their workforce can sharpen their skills, develop new skills, improve performance and increase their productivity. These initiatives also help in increasing an employee’s engagement levels and thus have a positive impact on the company bottom line. Having said this, it is also true that corporate training requires time and resources—both of which are scarce commodities in today’s fast-paced business landscape. Balancing multiple schedules of individual workers, high training costs and reducing downtime during the training process are some of the challenges that organizations continue to face in today’s dynamic business environment. E-learning has emerged as a viable solution to mitigate the challenges faced by organizations to meet their training needs. It is because of the immense value that eLearning can deliver to an organization that a reported 77% of companies in the U.S have adopted eLearning to meet their training requirements.

As eLearning becomes a corporate mainstay, organizations also have to decide the scale at which they implement their eLearning programs. Should eLearning be implemented on a full-scale across the organization, or should they take one step at a time and implement eLearning on a smaller scale. In other words, when planning on adopting eLearning as a viable corporate learning solution, how big should you go?

To begin with, let’s answer the question whether eLearning can or cannot take care of all the learning and development needs of an organization. The answer to that is, most likely, yes! Today with the advancements in education technology, it is possible to utilize eLearning to shoulder more or less all training requirements. Great Learning Management Systems, Blended Learning programs, adept use of multimedia resources such as audio, video, virtual and augmented reality etc., and adoption of mobile learning are making it possible to increase the scope of training with eLearning within an organization. Given the demand for interactivity and personalization, eLearning is leveraging technologies such as big data to tailor courses for individuals. Organizations are also looking towards big data to identify what kind of training an employee needs and how much training should be provided. This data also helps organizations weed out unnecessary costs that accumulate due to under-utilized resources and redundant processes. Courses and modules in eLearning can be highly customized and can be delivered across different devices, from desktop to mobile, according to the preference of the employee, making course consumption simpler and hence more effective. By integrating a social angle, eLearning can also make learning collaborative and ensure greater engagement of the employee.

While full-scale eLearning implantation has its advantages, it can only reap positive rewards if the organization has a well-defined eLearning strategy. This involves identifying the nature of training that needs to be provided, the best manner in which it should be disseminated, assessing the time to complete the learning program and identifying the stakeholders who will contribute to and benefit from this implementation. If an organization has experimented with eLearning before and is aware of its workings, knows how to use it within the organization and has the required systems such as Learning Management Systems and Instructional Designers in place, then full-scale eLearning can have a positive ROI impact.

Having said this, I believe that before going full-scale on the eLearning implementation, it is wise to look at the small scale approach as a starting point. As the name suggests, in small scale eLearning an organization implements one or a few courses using eLearning. These can be implemented across one or multiple departments depending on the need of the hour. Small scale implementation is best when an organization wants to test the eLearning waters, identify how to work with it, discover what kind of resources—both time and human—are required, and assess if the investment required to scale these courses across the board can deliver a satisfactory return on their investment. With these implementations, organizations can be flexible to change and tweak the courses or training modules and strategies quite easily. Given that there is only a contained section of training that is conducted via eLearning in small-scale implementation, the effort, and the results to be analyzed, also gets divided into smaller sections making it easier to manage. With this approach, organizations can continuously assess the value being delivered. They can determine the value of the eLearning program by conducting experiments with the course content, implementation methods and user base to assess where the course can deliver maximum value. Change management in small scale approach is also relatively easier since the number of modules are lesser and the stakeholders are fewer as compared to full-scale implementation. It is also easier to measure the success rates of small-scale implementations as the courses are implemented in small sections. Since this approach does not require a large investment the ROI is gained more immediately. At the same time, the small-scale approach can also be relatively more expensive than full-scale implementation as an investment needs to be made for each training module every time.

Given the variables at play here, organizations looking at adopting eLearning to meet their training and development requirements need to take a balanced approach and see how far ahead they are on the eLearning matrix. Before implementation, they need to map their requirements to the last detail to evaluate where eLearning will truly deliver value. I am reminded of a famous proverb that makes a big point, “How does one eat an elephant? Well, one bit at a time.”

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5 Considerations for Creating Accessible eLearning Content


“Accessible design is good design – it benefits people who don’t have disabilities as well as people who do. Accessibility is all about removing barriers and providing the benefits of technology to everyone.” – Steve Ballmer

A simple access to the Internet and the whole wide world is literally at our fingertips. It isn’t really hard to understand then, why eLearning has taken root. That said, though, does everyone really have the same kind of access to certification programs, training programs, and eLearning content that we take so much for granted? This is where accessible eLearning comes into the picture.

Accessible eLearning implies giving a fair online platform to any individual, from any sector, to gain knowledge. It involves removing barriers a person may face due to age, disability, and the like, and make acquiring information off the Internet, say via an online course, a smooth and functional process. In this regard, the content needs to meet the requirements set under the Web Content Accessibility Guidelines (WCAG 2.0) which is internationally followed as well as the Section 508 Standards, generally followed within the US. These are basically global standards to ensure that individuals with even physical disabilities have web accessibility. Implementing assistive technologies such as screen readers form a vital part of such course materials. Let’s list here some points which can assist in an error-free information transfer between the content creator and the audience in these situations.

  • Styling – Uncluttered screen will automatically make the text easier for the reader to grasp. Font style, text color, text size, contrasts (especially for images), spacing, formatting are some of the issues that shouldn’t hinder the effectiveness of the content. For text matter, readability has to be given its due importance. It will further be better enhanced with proper screen layout. If there are pop-ups, then the time duration for which they will remain on the screen will matter as well.
  • Audio/ video performance – For any content, a learner should not have to strain himself to grasp what is being said. It can be a huge deterrent if the audio quality is poor and would defocus the learner. Also, poor imagery can limit the access to the content leading to a reduction in the ability of the audience to grasp the content. Providing captions where complex terminology is used will facilitate the learning flow. Synchronized captioning is also important for learners with hearing impairment and assuring such sensitivity only goes on to highlight the values the company professes.
  • Navigation – Complex navigation will just confuse the learner. He or she needs to move from one page to the next rather effortlessly so that the information flow remains continuous. Also, processing of the content will be smooth and result in better learning, which is the primary aim of the facilitator. Labels, buttons need to be clearly noticeable and should function correctly. Using HTML tags at least for basic functions such as ‘back’ and ‘next’ is also a good idea for the ease of navigation using the keyboard. At the same time, ALT tags with a description of an image will greatly help learners to cope with the information.
  • Language – Clear, simple sentences simplify the entire learning process. It will help accommodate native as well as non-native English language speakers, thus giving an impression that the company is aware of its audience requirements. It is also imperative to be sensitive towards the audience demographics and avoid words/negative expressions which might hurt their religious or social needs.
  • Avoiding Flash – Though it was much in use earlier, Flash isn’t a preferred choice anymore as it does not support assistive technologies much. Rather, HTML5, JavaScript, and the likes are more in demand as they support all kinds of web browsers and mobile devices and are also much faster.

Of course, quality content is of utmost importance. Hence, the very first thing to tackle would be to identify and define the target audience, understand their learning needs, and then accordingly develop content. After all, knowing which options can make the information reach a wider population will go with the basic premise of creating accessible eLearning materials.

In closing, let’s hark back to the Ballmer quote. The fact is many of the considerations that go into making content more accessible are likely to be just as useful in making the content more legible, readable, and navigate-able – that’s good practice even if you are not specifically setting out to improve accessibility!

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Learning Objectives Vs Learning Activities: What’s The Difference?

Learning objectives and learning activities are two crucial pieces of ammunition in the eLearning provider’s arsenal. They have a role in making lessons engaging and fruitful. Here, we explore the binary relationship of learning objectives vs learning activities by discussing the difference and understanding the importance of both.

Learning Objectives Vs Learning Activities

Emploring The Learning Objectives Vs Learning Activities Dichotomy 

“A goal without a plan is just a wish” – Antoine de Saint-Exupéry

Positive learning outcomes are the desired goal for any learning program. However, in order to ensure that this happens, taking a structured approach to designing learning plans becomes essential. Learning objectives and learning activities are two crucial pieces of ammunition in the eLearning provider’s arsenal. They have a role in making lessons engaging and fruitful. Learning objectives and learning activities might seem like two sides of the same coin that ultimately have the same objective, that to enable better learning, but they are also vastly different. In this article, we will discuss the learning objectives vs learning activities premise, as well as understand the importance of both.

The What And Why Of “Learning Objectives”

Having clear learning objectives is the first and perhaps “the” most important tenet for designing a great eLearning course. Learning objectives describe the goal of the learning program and define what competencies the learners have to achieve after completing the program. Only when you have clear learning objectives can you build a structured eLearning module and design learning activities that make learning an engaging and interesting proposition.

At the same time, it should be mentioned that learning objectives and learning goals are not the same things. Unlike learning goals which define what the learners should be able to do at the end of the learning module, learning objectives are a great deal more specific, defined, and measurable. The objectives will define in great specificity the individual elements that the learners will have to master on course completion. To put it simply, the “goal” is the destination, while the “objective” is like the road that takes you there.

In order to define learning objectives, it is essential to have a clear idea about the learning audience and their cognitive skills. However, when defining learning objectives you do not need to include information regarding the audience base or the strategy used to develop these objectives. What, however, is important is to employ a framework such as Bloom’s Taxonomy to understand the order in which your target audience will process the information. It then becomes easier to divide the objectives into subcategories when needed, to successfully quantify them to make it measurable and to make learning less overwhelming for the learners.

Having clearly defined learning objectives helps in better assessments and evaluations and ultimately in better learning outcomes. In order to make the learning objectives successful it is essential that these objectives are supplemented with the right tools. This brings us to the second part of this article – learning activities.

The What And Why Of “Learning Activities”

Learning activities are the resources that help in achieving the learning objectives of an eLearning program. It is only when a learning program is engaging and immersive that it will promote better learning. Learning activities motivate a learner to participate more actively in a learning program. There is a vast number of ways in which learning activities are being incorporated in the eLearning program. Engaging learning activities can turn dull and cognitively heavy learning modules into interesting and meaningful learning experiences.

In order to be effective, learning activities have to account for the experience level of the learners and identify the goals that you want to achieve with the activity. You also need to determine the optimal amount of time that you would want to spend on each particular activity to achieve the desired goals. Using storytelling, gamification, virtual learning, augmented reality, etc. to create learning activities can promote better learning. These tools can be used for creating learning activities that can be employed to reduce the cognitive load of the learners and promote better learning. However, when it comes to designing learning activities, you need to remember that much like everything else, learning activities also have to have the right context. For example, developing a game for compliance training would perhaps be less effective when compared to using an interactive infographic or quiz as the latter would be contextually more relevant.

Using learning activities to create branching scenarios, comparative case studies, creating group collaborations via the social network, feature rich eLearning games, creating personal learning paths, etc. are just some of thelearning activities that help in achieving lesson goals. Identifying what media and technology you want to use to create an effective learning activity also becomes important contributors to its effectiveness

Using technologies such as big data can now be immensely helpful when creating learning activities. Data helps you design more personalized learning material, identify loopholes in previously created learning activities, assess which kind of activity is right for a particular module and come up with alternate activities when the effectiveness of the same is in question.

In order to use learning activities appropriately and impressively, it, therefore, becomes imperative to align these with the learning objectives. To put it quite simply, learning objectives are the guide to draw up learning activities which assist in achieving the goal for the particular lesson which collectively lead to better student engagement and learning.

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How Technology Benefits Learning

One of the greatest contributions of technology to make education more effective is the data it generates. But there are countless other ways in which technology benefits learning.

How Technology Benefits Learning

An Ode To Technology And Its Critical Role In Making Education More Effective: How Technology Benefits Learning 

First, I make no apologies for this article – it is an unabashed fan letter listing the many ways in which technology benefits learning and is making it more engaging and effective.

Technology is making our world more interesting… it is changing our perspectives… it is redefining previous definitions of normal. Technology has become the great disruptor; the magic wand that gives us the power to make or do things that were previously unthinkable. Technology has changed the way we work and the way we interact. A life without technology today is beyond comprehension. To the millennial generation, technology is a natural extension of their selves. So, naturally, there has to be a technology angle to everything that has anything to do with them. Oliver Wendell Holmes, the US author and physician, said: “Man’s mind, once stretched by a new idea, never regains its original dimensions.

Technology And The Learning Industry 

Technology in our lives is that idea that is giving us the opportunity to do better and be better. It is changing the way we process and understand things and is changing the way we learn. The learning industry fell to the charms of technology an age ago – and the affair has only bloomed since! Technology benefits learning by taking it out of physical classrooms and putting its controls in the hands of the learner. Considering that there are more mobile phones than people on this planet and that more than 45% of the world is connected via the internet, learning providers have more avenues to make learning more effective using technology.

The rise of mobile devices and greater internet connectivity has certainly changed the way learning is disseminated, whether it is in the conventional classroom or in online learning. Computers and mobile devices such as iPads are now an integral part of classroom teaching and are allowing students to work at their own pace and use online and digital applications to do complex work. Right from kindergarten to higher education, mobile technology is engaging and enabling the student to learn better.

While eLearning providers, rightly, place a strong emphasis on learning content, a great Learning Management System or LMS allows learning providers create, manage, and deliver better content, as well as monitor the performance of the learners with the help of tracking and reporting tools. Here too, technology is making learning more effective by assessing the capabilities of the learners, manipulating their learning pace, and offers learning providers the opportunity to easily upgrade their courses or modules as and when needed with the aid of strong data.

Virtual And Augmented Reality

Technology has also made the classroom more interactive. Technologies such as virtual reality, augmented reality, and gamification find a comfortable spot in the learning landscape. Today we find many schools adopting the Google Expeditions Kit to take students on field trips across the world and sometimes even across time zones. With the help of a Mattel View or a Google Cardboard, any smartphone becomes a Virtual Reality Device. With technology we also see gamification experiences become more immersive. With sophisticated game graphics, gamification is becoming an integral part of the Instructional Design as it makes content more compelling, engaging, and appealing and thus enhances learning. Gamification technology gives Instructional Designers the opportunity to make boring content more interesting and gives the subject more incentive to complete a particular module bringing in performance benefits.

Wearable technology too is working hard to make learning more effective. With greater adoption of mobile phones and tablets, wearable devices find themselves becoming more comfortable in the classroom. A study by eMarketer suggests that wearable devices will have 81.7 million users by 2018. Technavio expects the use of wearable devices in the classroom to grow at a CAGR of nearly 46% by 2020. This is so because this technology has the potential to take two-dimensional learning and make it three-dimensional. Wearable technology has specially made product training more efficient by providing more immersive learning experiences, providing real-time post training support.

Data And Cloud Technology

One of the greatest ways in which technology benefits learning is the data it generates. This data, big and small, is of vital use when it comes to identifying avenues to make their learning programs more engaging and more effective. Big Data is being leveraged in the enterprise to identify who needs training, determine the frequency of the training, assess how the students are interacting with the course and providing an opportunity to solicit real-time feedback from these students. With the advent of the age of personalization, Big Data is giving learning providers the insights they require to deliver better and more relevant content to their learners.

While we are on the topic of the role of technology in making learning more effective, how can we not speak of the omnipresent cloud? With the rise of cloud technology in education, the world is our classroom. The complementary relationship of mobile devices with cloud technology is placing the control of learning in the hands of the learner. With cloud technology, learning truly becomes anytime, anywhere since learning modules, documents, videos and other such learning resources can be housed in the cloud and accessed via mobile devices.

Final Thoughts

The learners of today are moving from being passive recipients of content to becoming more active participants in the learning process making learning more student-centric. The emphasis to provide great learning experiences thus becomes all the more important and imperative in the education eco-system as learners move away from the mold of being “content-receptors”. The future of learning is all about enabling learning anywhere by improving access and increasing collaboration, both locally and globally… And technology is the ultimate enabler in this regard.

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7 Do’s and Don’ts of Mobile Learning

Mobile learning is about disseminating information and learning through a mobile device. However, under no circumstances is mobile learning a compressed version of your eLearning module on a mobile device. Here are 7 dos and don’ts of mobile learning you need to keep in mind.
7 Do's and Don't of Mobile Learning - enyota

Do’s And Don’ts Of Mobile Learning To Have In Mind

A report on Mobile Learning at Work by Towards Maturity revealed that 47% of businesses and other organizations already use some sort of mobile devices for training and eLearning activities. With the mobile learning market reaching approximately $8.7 billion in 2015 and showing promise to reach $12.2 billion by 2017, clearly mobile learning is becoming increasingly popular in the online learning ecosystem. So, how do you approach effective mobile learning? There are various different ways; in this article, we cover 7 key dos and don’ts of mobile learning you need to pay attention to.

1. Do Develop Context

Why are you creating a mobile learning module? In mobile learning “context is king”. So the first thing that needs to be done when developing a mobile learning program is to identify and understand the context. Is it learning or performance support that you want to provide? What is the goal of the program? Is it the core program or a support module? Once the context is set by identifying the demographic and the goals that need to be achieved, you can start developing your mobile learning program.

2. Do Keep The Navigation Simple

Follow the KISS (Keep It Simple Silly) methodology when you want to develop a great mobile learning program, especially when it comes to the navigation. The user interface has to be simple and easy to navigate. The user should ideally be able to navigate the learning material with one thumb or two thumbs at the most. Instructional Designers have to bear in mind that as the screen size reduces navigation becomes harder as compared to a desktop. So creating proportional layouts and sizable buttons play an important role in creating a great mobile learning course. Additionally, learning providers also need to ensure that they keep the content easily searchable. This can be done by using obvious titles and making sure the menu is simple to navigate.

3. Do Reduce Scrolling

Yes, there has to be a certain amount of scrolling in every mLearning course, but a great mLearning course will keep the scrolling to a minimum. Ensure that the content created for the module does not exceed three scroll length. In the case of a longer module, it makes sense to break up the content into different screens with an identifiable “next” button. Learning providers also have to ensure that they minimize distractions on the screen. For this, they need to keep the low-relevance items such as legal information, copyright notices, or other links that are not key to that module at the bottom of the screen.

4. Don’t Increase Information Density 

With mobile, everything has to be crisp… even the information. Content in mobile learning has to be bite-sized and segmented keeping in mind memory limitations, battery life, and short attention spans. Having a clear content plan at the beginning of each module helps in making the objectives of the course clear. It also sets the expectation of the learner. Furthermore, you need to consider the overall file size of the course. This will help you make sure it does not compromise the storage capacity of the device, can be easily downloaded, and can be used in both offline and online modes. Small, bite-sized nuggets of information become easier to view, consume, and process, which in turn contribute to the effectiveness of the learning program.

5. Do Use Multimedia

Multimedia elements immediately improve the effectiveness of any learning program and mobile learning is no different to this. However, it is essential to first analyze your target demographic. Then, you need to use only those multimedia elements that will enhance the effectiveness of the program. For example, using video in mobile learning is great, but you need to make sure that the video is not media heavy or too long as that might compromise its consumption. With mobile learning, multimedia should be used to highlight important elements to facilitate information retention and reduce the cognitive load.

6. Don’t Go Into The “Push” Mode

Mobile learning programs have to adopt the “receiver” mode rather than the “push” mode. So, the course has to be designed such that it is personalized, the users can self-diagnose what they want to achieve, set their learning pace, and get support when they need it. Instructional Designers creating mobile learning courses thus have to ensure that they create modules that the learners “interact” with. They also need to ensure that they provide the right back-end support to guide and help the learners. While creating these interactions, it is also essential now to include the social angle. Employing game-based learning strategies for assessments and tasks, providing the learners the opportunity to share their results on social media platforms, or enabling the use of social media platforms for discussions etc. also contribute to the success of a mobile learning module.

7. Do Use Mobile Friendly Technology 

This is an absolute no-brainer: When developing a course for mobile learning, making it responsive is not an option anymore. You also need to consider both landscape and portrait orientation when designing for mobile. Using technology such as HTML5 that is mobile friendly also helps in making mobile learning modules versatile, robust, faster, and responsive.

As the workforce continues to become increasingly mobile and the millennial generation takes center stage, learning providers need to create mobile learning programs that are engaging and immersive to facilitate better learning. With mobile learning, less is more. Here, with these 7 key dos and don’ts of mobile learning, we look at more granular designs, instructional solidarity, and above all an easy and satisfying user experience.

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The Rise Of The Microlearning Solution

The Microlearning solution breaks down the traditional long training or learning curriculum into easily consumable pieces of information by breaking it up. It takes a course or a module and deconstructs it to form building blocks of information that can be personalized according to the needs of the learner.


The Rise Of The Microlearning Solution

Consuming anything in smaller quantities is easier… Even the latest “it” diet plan focuses on six small meals eaten at regular intervals than over eating three large meals. eLearning is experiencing a similar shift where long and heavy modules are being replaced by shorter bite-sized chunks. Given that we have entered the mobile age and have a large mobile workforce, microlearning emerges as the perfect solution to provide continuous learning and knowledge to meet an extended learning goal. Microlearning disseminates discrete chunks of digestible skill-based knowledge which are delivered in short bursts of time. The microlearning solution enables learners to be nimble in their approach towards training and learning and development without compromising on their working duties.

Why Does Microlearning Work?

Microlearning breaks down the traditional long training or learning curriculum into easily consumable pieces of information by breaking it up. It takes a course or a module and deconstructs it to form building blocks of information that can be personalized according to the needs of the learner. With microlearning learners can set their own goals, learn at their own pace, and access the information from the device of their choice. This flexibility to learn on the go, anytime and anywhere, leads to greater absorption of the learning materials and hence consequently provides better outcomes. The Ambient Insight 2013 report suggests that the global mobile learningmarket will touch $12.2 billion by 2017. With increasing smartphone adoption and growth of mobile learning, the need for microlearning is only increasing, as lessons delivered on the mobile have to be concise for better learner experiences.

Since we are entering the age of personalization, microlearning also gives Instructional Designers the flexibility to design more personalized courses. It also gives the learners the flexibility to only access parts of the content that is relevant to them and skip the ones they do not require. In a business environment, personalized microlearning enables “continuous learning”, that helps in upgrading and closing the skills gap and achieving the learning and development goals of the organization.

Along with this, another great contributor to the rise of microlearning is the growing millennial workforce. This generation is extremely comfortable using technology and is more inclined to use resources that make life easier and more convenient. Research suggests that though the millennial generation is advanced in its use of technology, they are limited by short attention spans. For them consuming long and exhaustive training material is not only difficult, but also less likely to weld positive learning outcomes. Hence, microlearning which uses multimedia elements such as gamification, game-based learning, videos, audio elements, etc. to present precise, short, and consumable content is more likely to bear positive learning results.

Other Microlearning Advantages

In microlearning the learning objectives are more defined. The learner has to focus on that “one” highlighted objective of the module to ensure that the knowledge is transferred. Microlearning content thus has to have strong scripting assets, is to the point, and is content rich. Microlearning content does not focus on the fluff which, externally, makes a piece of content “look” good. Additionally, training and development teams are under the constant pressure to roll out job aids and online courses faster and more economically. Microlearning enables Learning and Development professionals to develop shorter, yet relevant courses faster and in a cost-effective manner, and delivers a greater return on investment. This effectiveness and the variety of the training experiences increase learner engagement.

The microlearning solution is also becoming increasingly popular because of technological developments that are enabling mixed format experiences which are optimized by data. Lessons that earlier were of a 15-minute duration can be easily broken down into smaller segments using a combination of formats such as video, interactions, assessments, and study guides, all of which are not longer than three minutes each. Considering almost 60% of the employees use online courses to learn what they require for their jobs, microlearning is well suited for distributed practice and spaced repetition and an effective way to turn smartphones into textbooks. It helps you create eLearning programs that are as compelling for the employee as they are for an individual outside the workplace.


So whether it is to understand configuration management, learn about Scrum on a page, end-to-end processes, polices or products, the microlearning solution enables the just-in-time learning that leaners demand in a professional training program and allows them to implement their learning experience in their daily work.

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4 Ways To Use Wearable Tech In Corporate Training

Modern technology is disrupting the way we live and work. New gadgets, new technologies are enabling experiences that even a decade ago were incomprehensible. Today, however, this technology is in the hands of the everyday man and is a part of his everyday life. The smartphone, for example, has become an extension of our brains. It does almost everything for us. Most of us would definitely feel lost without our phones, even if it was for a couple of hours. Take FitBit as another example. Could you even imagine counting 10,000 steps in a day a decade ago… or monitoring your heartbeat, or getting a reminder from your wearable device to take a medication? Today, this is common. Wearables and gadgets have become living organisms in the human ecosystem that are helping us become better and do more. Here are 4 ways in which you can use wearable tech in corporate training for more effective learning experiences.

Wearable Tech In Corporate Training

Using Wearable Tech In Corporate Training 

Like wearables have infiltrated numerous arenas, eLearning and corporate training too are falling for their charms. Earlier this year, TechNavio reported that the classroom wearable tech market in the US is expected to grow at a CAGR of nearly 46% by 2020. Greater digitization and mass adoption of smartphones and tablets is further facilitating the penetration of wearable devices in the classroom. As wearable devices become more affordable, their adoption in the classroom in only going to increase as with wearables there is a greater degree of interactivity… and interactivity at any level improves learning. Corporate training too has undergone a huge metamorphosis over the past few years. Gone are the days when employees would have to undergo training programs stuck inside a physical classroom. Today, with increased globalization and digitization, corporate training programs have come a long way and are becoming increasingly personalized. The use of wearable devices only helps in taking this level of personalization further and becomes an invaluable corporate training tool. Here’s a look on how organizations can use wearable tech in corporate training.

1. Immersive Experience, Better Product Training

Wearable tech in corporate training can be used to provide more immersive simulations. By using virtual reality applications such as Google’s smart glasses or Cardboard, training providers can develop a story around the learning module and have the learners interact with the characters by stepping inside the story. Since the story will be customized to suit the workplace scenario, the training will enable the learners not only process information, but will also teach them how to “apply” what they have learned.

Wearable techn also improves the scope of product training to a great extent. Instead of providing a two-dimensional view of a product, the employees can interact with a three-dimensional example and view it from every angle. The specifications, functionalities, elements, and benefits can be highlighted at the tap of a button.

2. Instant Access And Real-Time Support

Even the best employees can do a little bit of post training help. While we focus on providing a lot of material and content during a corporate training, a little bit of post training support can go a long way, especially when done with the help of wearable technology. This comes in especially handy to the field force, such as supply chain or maintenance professionals, sales professionals, etc. who can leverage these manuals and tutorials when they need them real time. For example, a maintenance professional sitting in a rig can simply tap or swipe on the online resource to get complete insights into a particular product part. A sales professional can look up valuable information regarding a product or troubleshoot a problem using wearable technology quite efficiently.

3. Data – Immediate Feedback, Faster, And Better Insights

One of the greatest advantages of using wearable tech in corporate training is for the data that it generates. By leveraging this data, training providers can assess how the course is being consumed, identify false assumptions, provide proactive and immediate feedback to modify learning behavior and assist learning. With the help of this data, training can be made more personalized and engaging and also predict the success of the instructional material.

4. Better Collaboration

Using wearable tech in corporate training boosts collaboration within the participating group. With wearable technology they can collaborate on projects together, take real-time help from a supervisor or trainer irrespective of their location, access video chats or online videos, and instantly address any concerns that they might be having. Since all concerns are being addressed proactively with wearable technology, instead of reactively, learning becomes more in-depth and productivity post training becomes higher.

Use of wearable tech in corporate training is the next step in the evolution of mobile learning. From where we stand, wearables devices have immense potential to be the next big disruptor in eLearning. It will be interesting to see where we go from here.

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