Gamification and the world of immersive games are increasingly being adopted by educational institutions and corporations. They have realized that the traditional modes of classroom and instructor-led trainings have not had complete effectiveness and also are left wanting in the realm of teaching some precise skills. As organizations continue investing in developing the talent of their employees, they are seeing a need to formulate learning strategies of real value. In this aspect, an immersive learning environment has particular edge over many other forms of learning, because: Immersive learning does not need co-location of its learners - workforce can be fragmented, across levels, age groups and skill levels. Learning depends on the structure of the immersive world design, its game play, and its goal and based on that its learning experience. The learners can live in this virtual world and learning can be asynchronous, user prerogative allowing for learners to participate when it’s convenient to them. The fun aspect of games have been explained in many articles and case studies. Learning gets a boost when there is a story narrative at its base and the avatars or actors in play have a goal to achieve as part of this learning. Immersive world allows a feature- and content-rich environment that not only helps the learner get new skills but also allows them learning in a world that is different from their daily rigmarole. Immersive world provides instantaneous and corrective feedback when compared to on-the-job training. In on-the-job training, the trainee or learner has to be a passive learner whereas in the immersive world he/she is an active participant and they get engaged with the topic on hand at an executor level. Virtual worlds allow scope for error, fatalities and learning from mistakes which will be costly and dangerous in the real world. A learner who has to work on an oil rig or a high tension zone like air traffic can work best in an immersive virtual world till he is confident enough to work in the real world.  Virtual worlds also allow the learner to experience varying levels of difficulty, and based on this, plan their next move. This enables employees and students to keep challenging themselves in their current area of expertise and also pick up skills of a higher degree of complexity. Device proliferation of wearables, smart phones, game consoles, VR headsets are also making adoption and growth of immersive learning. Thus, organizations have come to realize the need for quality learning and are now adopting this idea of an immersive world into their training curriculum. Further, learning managers and instructional designers are making conscious efforts to showcase that world as something beyond the superficial layers of games. Read our article on Immersive Learning.

Tata Interactive Systems (TIS), a global provider of learning solutions, is pleased to announce that it has been selected as a "2015 Top 20 Training Outsourcing Company" by TrainingIndustry.com. The Top 20 list honours leading training outsourcing companies for their consistent, high quality services and comprehensive capabilities. "TIS has been featuring in this list for six consecutive years and this is a testimony to the company's ability to deliver large-scale outsourced learning services while continually innovating to meet client needs. At TIS, the focus has always been on offering a broad range of solutions, which are highly valued by our clients," says Kshitij Nerurkar, Chief Operating Officer, TIS. He further adds, "In fact, TIS has been quick to effectively adopt new technologies introduced in the market to create effective learning applications - from MOOCs, augmented reality, internet of things, mobile learning apps to SaaS. The company has created newer immersive and award-winning learning formats like virtual 3D worlds, multiplayer simulations, gamification, learning nuggets and story-based learning. We have a proven track record of delivering tangible learning outcomes." Selection to this year's Top 20 Training Outsourcing Companies List was based on the following criteria: Industry visibility, innovation and impact; capability to deliver multiple types of training services; company size and growth potential; strength of clients and geographic reach. "This year’s top 20 training outsourcing companies shows the dominance and staying power of some of the core brands in our industry," said Ken Taylor, president, Training Industry, Inc. "Client needs are continuously evolving and these organizations are able to demonstrate a commitment to innovate and meet their needs."

The shift has happened. The focus has moved from "learning" to "performance". "Training" as a panacea for all ills - from lack of productivity to lack of motivation, attrition, and lost profits - is losing its power. The industrial era required the completion of standardised work and obedient workers who would follow pre-defined processes. So, a loop of training followed by application of the knowledge and processes learnt became the norm. It was "learn, then work." to focus on their part of the process. With the passing of the industrial era, the ground began shifting under everyone’s feet. Training neither taught the meta-skills of learning nor did it foster the abilities for creative thinking, innovation and pattern sensing - all necessary 21st century skills. Most importantly, training couldn’t capture tacit knowledge and nor could it prepare the employees for a rapidly changing landscape. And so, training wasn’t necessarily leading to the desired performance outcome anymore. Frameworks like the 70:20:10 has espoused this for many years now. So I won’t repeat any of those points. I will instead focus on a few other aspects that we (L&D) miss out or don’t focus on enough when thinking of workplace performance in the Knowledge Era. We know that effective learning leads to visible behaviour change. That is, it has a direct impact on performance. People should start to do things differently. However, we also know that a training program - even a well-designed one - doesn’t guarantee any behaviour change. Training is an event. The effect of the Forgetting Curve sets in soon after the event is over. For visible performance outcome, we need to enable paradigm shifts. This in turn requires the fostering of a growth mindset and a letting go of limiting beliefs - both critical paradigm shifts. Add to this a fear of failure and unwillingness to expose one’s ignorance, and sharing and collaboration - the pillars of social learning - fall apart. A quick summary of each of the paradigms mentioned above shows how these could probably have an impact on the overall performance of each individual, and on the organisation as a whole: Growth mindset - Carol Dweck, in her research, differentiated between Fixed Mindset and Growth Mindset. For someone harbouring a fixed mindset, it could be difficult to see how engaging in social learning and collaborating could make them perform better. Since they believe that intelligence is static, this can become an obstacle to change in behaviour. On the other hand, people with growth mindset are likely to take every opportunity to pull the resources they need to perform better. They are usually the ones to volunteer information, ask questions and try out new ways of doing things. Recognising those with a fixed mindset and providing them with the necessary support and coaching could lead to better performance. Limiting beliefs - Related to fixed mindset, limiting beliefs constrain us in many ways. While as learning designers we may well think that someone’s personal limiting beliefs are not within our purview of work, it’s a reality that limiting beliefs can often adversely impact the outcome we expect. Hence, as L&D, we need to dig deeper and check for this, and if necessary, enable employees to overcome these through coaching, mentoring, job rotation, and so on. Even a well-designed program will fail to achieve the desired performance outcome if not supported through other means. Fear of failures - This could directly stem from the organisational culture and environment. An organisation that’s intolerant of mistakes, reprimands failures and discourages risk-taking is not likely to see a whole lot of change. Employees will find it safer to stick to the old ways than experiment with new ones. An enterprise collaboration platform might lie unused because employees don’t wish to display their ignorance. It is important for L&D to recognise and take into consideration some of these so that when facilitating the learning-performance loop in organisations, they can focus on enabling the required changes. By facilitating an ecosystem that goes beyond training, L&D can enable performance change. The training represents one component - the formal one - of such an ecosystem. The knowledge and skills acquired via training could be supported through other means - informal and social - which is illustrated below:   These are just some of the associated factors that can have an impact on the overall performance of an organisation. While organisations strive to design effective programs, create performance support tools, facilitate enterprise-wide collaboration by putting in place social platforms, and encourage transparency and sharing, they may still encounter less-than optimal performance and resistance. Probing may reveal some of the causes to be related to what is discussed here.      -          Sahana Chattopadhyay, Consultant - Instructional Design, Tata Interactive Systems

Tata Interactive Systems (TIS) celebrates 25 years of Excellence in Learning by providing the Tata Interactive Learning Forum (TLF) on June 10, 2015 at Bombay Brasserie, London. This year’s TLF will focus on blended learning and explore the potential for the analytics of Big Data in a learning environment. The TLF is a ‘by invitation only’ event for senior executives with an interest in the latest learning trends. Clive Shepherd, ‎Founding Director at The More Than Blended Learning Company will deliver the keynote address on ‘more to blended than 70:20:10’. Following case study presentations there will also be a panel discussion on ‘How Business Analytics can be applied in a corporate learning environment.’ "The last eLearnity 9-box grid identified TIS as a potential leader in the UK. We’ve resurrected this forum to push the boundaries of innovation in Learning & Development and share best practice from our global client base," says Will Chadwick, Vice President - UK, Tata Interactive Systems. TLF events have been successfully held in the US, UK, Australia, Middle East and India for the last 10 years. Click here to read more.    

QuizBiz gives players valuable insights into their knowledge gaps and at an organizational level helps align Learning & Development activities to topics that are needed the most. It also addresses the Ebbinghaus Forgetting Curve with refresher training providing better reinforcement and retention. Tata Interactive Systems (TIS) is launching QuizBiz - a new social game solution for mobile devices that can be used by corporate and educational organizations to create their own social game to be used in the organization.   QuizBiz features a Game App that players can download to their mobile devices and challenge friends and colleagues and a Game Engine that allows the organization to manage users, author & edit questions and games, besides viewing analytics. The game mechanics are based on popular trivia games on smartphones and tablets. Rati Menon, Managing Director, Tata Interactive Systems AG, says, "Through QuizBiz, we wanted to do three things. First, we wanted it to be really easy for an organization to create questions on topics of their choice and set up a social quiz game for the users. Second, we wanted the game to be really fun and addictive. With QuizBiz, users can challenge each other to a mini game on their knowledge across various topics. The social nature of the game along with the elements like leaderboards help engage users far beyond normal learning programs or quizzes. Third and the most important aspect is the Analytics available. Players too can view their position on the Leaderboard and also view detailed analytics on their performance. The My Performance Section allows a user to evaluate his performance across all the topics and get an insight into the gaps. Organizations can aggregate and analyze this data to understand the areas to spend their training dollar on. It also allows for customization and personalization of the learning programs." "The QuizBiz game is dynamic and easily modifiable as well as scalable to the needs of the business. Organizations can easily set up and change games, questions and users.  This can be deployed by companies in a wide range of situations - around a corporate initiative, training and sales and marketing to customers." adds Rati.  The game is designed as a secure, cloud-based SaaS service and is available in multiple languages. Click here to read more. 

Tata Interactive Systems (TIS), a global provider of learning solutions, has for the fifth consecutive year, been named in the ‘Top 20 Content Development Companies’ list by TrainingIndustry.com. This initiative is part of TrainingIndustry.com’s mission to continually monitor the global training marketplace for the best providers of training services and technologies. "Content development is not rocket science anymore. TIS has the ability to design innovative product formats that address personalised learner needs, diverse business challenges and multi-platform technology expectations that differentiates our recognition.  For example, our teams have developed engaging solutions using simulations, animation, games and learning nuggets for many years. We now enhance this experience with features like mobility, augmented reality, personalisation and social learning. The unique experience of working for both Learning & Development organisations and educational institutions provides a further edge to our capabilities as a content developer for life-long learning," says Kshitij Nerurkar, Chief Operating Officer, TIS. The selection of this year's "Top 20" list was based on the following criteria: industry visibility, innovation and impact, capability to deliver multiple types of content, company size and growth potential, depth & breadth of subject matter expertise, quality of clients and geographic reach. "The Top 20 Content Development list serves as a source of innovation and new ideas every year," said Ken Taylor, president, Training Industry, Inc. "The companies on this year’s list continue to create superior and engaging content for all modalities."    

Tata Interactive Systems (TIS) has released a new white paper "Learning Analytics in Enterprise Performance Management". This white paper has been developed as part of its ongoing effort to improve the performance standard of an employee by formulating a strategy of proactive training and reactively supporting with ‘as per need’ information at work. TIS’ data analyst and training consultants have done significant work on the learning and performance management analytics model. This integrates the highest level of maturity in measuring predictive human errors and develops prescriptive immersive learning and performance support systems. In the paper, TIS says, "Learning analytics is focused on building systems that are able to adjust content, levels of support and other personalised services by capturing, reporting, processing and acting on data on an ongoing basis. Hence, learning analytics seeks to combine historical and current user data to predict the kinds of services that users may find useful." The white paper also focusses on TIS’ recommendations for incremental steps in implementing learning analytics. TIS recommends an organisation to have a two-pronged approach while implementing analytics in its learning management: 1. Focus on quick wins 2. Develop a well-designed roadmap for the next 3-5 years with milestones defined for each objective To read the complete ‘Learning Analytics in Enterprise Performance Management’ white paper click here.

Tata Interactive Systems’ (TIS) Nursing Simulation for Learning Strategies International Inc. (LSI) has won the APEX 2015 Award in the Electronic Media - Education & Training category. TIS developed a solution that provided a learning tool to the Chinese nursing students that enables risk free practice of clinical decision-making, prioritization and communication skills in a virtual hospital setting. The simulation has been created using Autodesk Maya, 3D Max and Unity 3D Game engine. The use of patient simulators in nursing education is a relatively new instructional methodology that brings the learner into an immersive setting and allows him/her to take decisions and learn through their consequences. Through patient simulation scenarios, essential elements of patient safety can be emphasized, such as prevention of medication errors, promotion of effective communication, and the importance of teamwork. Learners can be exposed to critical care scenarios and have the opportunity to respond without fear of harming a live patient. "We are very pleased for the recognition of our collaboration with Tata Interactive Systems in the design and development of our education prototype. What we know about how students learn squares beautifully with the use of the simulation technology. That combined with TIS' creativity and expertise in graphic design is bringing our vision of the Virtual Hospital to life," cites Donald J. MacIntyre, Chairman and CEO, Learning Strategies International.  "The Virtual Clinical Simulation Tool addresses the present reality of the lack of face-to-face clinical placement options and limited access to high fidelity manikin-based simulation training. This product completes the suite of clinical experiences necessary to prepare today's nursing workforce," adds Lora Claywell, Senior Curriculum Designer, Learning Strategies International. Read more.

Tata Interactive Systems (TIS) and Drexel University have won the Bronze Medal for their Forensic Health Care Simulation at the 2015 International Serious Play Award. TIS developed a suite of three self-paced simulation-based learning interventions for students at Drexel University to help them learn about foundational facets of Forensic Health Care. Two simulations were conversations between a forensic healthcare worker and a victim or offender and the third simulation was a decision-making exercise created in 3D. Dr Paul Thomas Clements, Associate Clinical Professor at Drexel University (College of Nursing and Health Professions) says, "The interactive nature of the simulated victim interview allows for, in a safe and controlled environment: exploration and discovery of therapeutic questions reflecting "best practices"; examination of individual interview questions for the level of effectiveness; and analysis of questions that represent "poor choices" that subsequently result in abreactions from the victim and ultimately thwart the entire interview process.  This is accomplished by feedback being provided for each selected question, both optimal and sub-par." "One of the most significant strengths of this simulation is the ability to navigate the interview as often as needed or desired to increase the final score/level of success, and level of comfort and confidence, based on feedback throughout the entire process," Dr Clements adds. Overwhelmingly, the student response, regardless of clinical practice background and level of experience, found the simulated interview to enhance their expertise when therapeutically and medico-legally engaging with victims of violence.  Click to read more.

Did you know that there are animation based learning programs to help workers evade disasters in cruise liners and oil & gas plants? Or that medical students can now see the complete process of human heart pumping blood through the entire body without ever having opened one? The answer to these and many more questions is yes. And making such amazing immersive and interactive E-learning content is Mumbai headquartered Tata Interactive Systems (TIS). Going 3D During its early days, TIS used 3D animation for intro or splash animations, which were created for different industries including Banking. Back then, these sequences were put together using 3D Studio 2, now known as Autodesk 3ds Max. However, going forward the company started setting its foothold in the education industry by creating e-learning animations for the school education market (1st-12th grade) in UK and Europe. As these solutions were meant for kids, they were always rich in animation. TIS did not limit itself to the education sphere alone; working with a Medical College in the UK, it provided its students with animation on critical health conditions like 'Child Birth’ and’ Cancer’. "Animation also fits very beautifully in topics like genetics which are shown at a microscopic level as these cannot be shot live. We use Autodesk Suite, which includes Maya, 3ds Max, Softimage and Mudbox to create all our 3D animations and virtual worlds. Our team is well trained on these software and they allow us to efficiently deliver high quality learning experiences for our customers across verticals," says Manisha Mohan Executive VP, Tata Interactive Systems. TIS forayed into virtual world creation with a project for Canada's largest retail pharmacy chain, ‘Shoppers Drug Mart’ (SDM). TIS created a virtual world for familiarizing the employees with the errors in the store environment and how to counter them. The project was built on a game engine with assets developed on Autodesk 3ds Max and Autodesk Maya, and the business impact created by it was immense. No surprise it also picked up the Gold at the Brandon Hall Awards for the ‘Best Virtual World’. "The store concepts which would have taken around 9 months of learning, were successfully taught in 3 months with our program, which I feel is the reason for winning this award," adds Manisha. One Solution - Multiple Platforms The future success of all of the learner centric programs does revolve around their ability to be compatible with multiple platforms. And here TIS uses ‘Responsive design’, which provides optimal viewing experience, easy reading and navigation with a minimum resizing, panning, and scrolling across a wide range of devices from desktop computer monitors to mobile phones. For most of its multi platform 3D learning solutions TIS creates less detailed, low poly CGI models and focuses more on textures. It optimizes the program to a level, which allows the content to load and display much faster. The game play takes prominence over visual detail for most mobile users, and TIS tries to achieve a fine balance between these elements to give the best user experience. New technologies and future focuses TIS is currently dabbling with newer ways to deliver learning solutions on Google Glass, Google Cardboard and Oculus Rift. Striving to make its roots stronger in the augmented reality space, it is also working on a program for the manufacturing sector, in which a worker would be able to see the internal functioning of a high-end machine by just holding the iPad against the given part of the machinery. This is an excerpt from a Case Study by Autodesk, Inc. To read more, click here.