ICATEOET 2015 aims at providing a platform for researchers, engineers, academics, Students and industrial professionals to present their recent research work and to explore future trends in various areas of E-Learning and online education technology . The ICATEOET 2015 will be a showcase of relevant research that addresses these challenges and opportunities in E-Learning & online education. During the conference, there should be substantial time for presentation and discussion. ICATEOET 2015 is the 3rd in very successful series of Events, previously held in Abu Dhabi, UAE on 2013 and Munich, Germany on 2014 . After the great success of first and second series of ICATEOET , Now 3rd Series of ICETEOET is going to be held in Bangkok, Thailand on July 21 - 22, 2015 . It's our great pleasure to invite and welcome all from around the world.     This post was first published on eLearning Industry.

Michael W. Allen, in his book "Leaving ADDIE for SAM", defines a prototype as a rough and incomplete tangible embodiment of an idea or concept. But, why should we consider prototyping in eLearning development? Today, in this blog, we will see how prototyping helps us in the eLearning design and development process. What is a Prototype in E-learning?  A prototype is an embodiment of the instructional strategy we plan for a project. A prototype is developed to ensure the alignment of our understandings with the expectations of stakeholders. So, the functionality of the prototype is only to a level where you can witness key and proposed interactivities. How Many Prototypes?  Michael W. Allen recommends that even if we like the prototype, we need to develop at least three prototypes. Use your creativity and develop the 1st While developing the 2nd prototype, do not include the ideas used in the 1st During 3rd prototype, try to design something new. In this, if necessary, you can use some of the design intents from the 1st and 2nd  Sometimes, we may have another iteration. But, whatever the selection may be, we will be confident that we have a good design ready. Benefits of Prototypes  A prototype helps us find the problems we will face while developing the final product. Problems of functionality and compatibility become very critical to resolve at later stages of development. Once you resolve the problems in the prototyping stage, you will avoid the process that had created the problem, while developing the final product. This will avoid rework to a great extent. So, it shortens the overall process time dramatically. As we develop at least 3 prototypes, it provides opportunities for us to be more creative and we start talking more constructively about design. As it is a collaborative process, it helps us analyze our learners’ needs and how those needs can be met. So, always prototype an idea or a concept of your instructional strategy before you start completely devoting your time, resource, and budget on implementing the idea for developing the final eLearning product. Have anything to say? Please do share? Related PostsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An InfographicSAM - Why is it the Preferred Model for E-learning Development?ADDIE: Does this eLearning Model Need Innovation?

If Google Chrome is your browser of choice (which is highly likely according to the latest W3 schools stats), then we are pleased to announce that gomo is now featured on the Google Chrome store. Active gomo users, installing the app will install an icon and quick-link shortcut to the gomo authoring tool within your Chrome Apps directory and the Google App launcher for desktop. This makes accessing gomo authoring tool easier and quicker than ever. If you are using Chrome and would like to download the gomo app, click here. Google Chrome Apps directory Google App launcher for desktop To find out more about what gomo is, register for an upcoming webinar to see how you can create multi-device e-learning content today. The post gomo authoring tool is now available via the Google Chrome store appeared first on gomo Learning.

According to a survey conducted by the eLearning guild in 2013, Articulate Storyline is the most preferred rapid authoring tool. However, despite its immense popularity, there are several useful features of this tool that many eLearning designers, online course developers and training managers are not aware of. In this post, I would like to share 4 such features. 1. Adding selectable content Do you know that we can add selectable content (the content which we can copy) in our eLearning courses, using Articulate Storyline? This can be done by adding the content as HTML file (as Web Object). Follow the steps mentioned below. Step 1: Create a HTML file with your content. Note: Save your HTML file with the name index.html in the folder (from which you select to insert the Web Object). You can apply any text formatting within this file using styles. Step 2: In Articulate Storyline, select the Insert tab and click on the Web Object option. Step 3: Browse for your index.html file or paste the location of your folder directly and then click the OK button. Step 4: Publish your eLearning course and open the Story_html5 file to view the output. 2. Knowing your eLearning course duration Do you know that we can know the duration of our eLearning course without calculating? Follow the two steps mentioned below. Step 1: Publish your eLearning course to the LMS. Step 2: Open the published folder. You will find an XML file with the name meta.xml. Step 3: In the meta.xml file, you will find the duration property. You can find the total course duration here. You can even reset this value here itself (within the quotes). This doesn’t have any effect on the source. Articulate Storyline, by default, rounds the time value based on the fraction of a second. Have a look at below image to understand how Storyline rounds the time values. Note: Storyline, by default, ignores the timeline of slide layers. 3. Setting your eLearning course duration I have explained how to view eLearning course duration. Now, I will explain how to set the duration of an eLearning course in Articulate Storyline. Step 1: Open the publishing window and click the button beside the title. Step 2: Click the dropdown beside the Duration option and type the duration, based on your course. For instance, you can type About 2 minutes. 4. Inserting tables Though Storyline is considered as one of the best authoring tools, it doesn’t have an option to insert tables. But, we can add a table easily through a web object. Create a table in HTML and save it with the name index.html and insert it into Storyline as a Web Object. Note: Inserting a web object was explained in point 3. Hope you find this blog useful. Have anything to say? Please do share. Related PostsHow to Combine Your Adobe Captivate Projects Into Single Course?4 Tips for Developing E-learning Course Using Rapid Authoring ToolsRapid E-learning through Storyline Tool: 5 Infographics Sharing Key Features

Six-Figure Instructional Designers You may not have seen any help wanted ads with that headline. But companies are on the hunt for Instructional Designers (IDs) with an entrepreneurial bent and a creative flair. And who are willing to work for a salary in the $130,000+ range. Sound like a fantasy or a scam? It’s not. And not only are IDs getting the higher salaries, they’re increasingly getting director-level titles. "Creative, high-tech eLearning instructional designers are the new content marketers," according to Jessica, a recruiter for the health-care industry who didn’t want to give her last name because she feared being overwhelmed with emails from job-seeking IDs. In an email interview, she told me employers are after the unique skill-set of instructional designers. "My clients no longer want solely writers or marketers to create consumer education and marketing campaigns. They want someone who knows how to change behavior through education—not just someone who focuses on information delivery without behavior change. They want someone who knows that gamification isn’t about meaningless points and badges for completing an activity, but that true gamification is about embarking on problem-solving quests through resource acquisition and management in a simulated environment. Company managers finally started saying, ‘Hey. Those are the things instructional designers do.’ That’s why there’s such an uptick in these higher-level positions for instructional designers." "Then why not just hire instructional designers with those skills, pay them well, and call them instructional designers?" I asked. "Why offer director-level titles?" "Most IDs with those skills are freelancers, own a boutique eLearning agency, or work for an eLearning agency," Jessica explained. "Most freelancers and boutique owners wouldn’t consider working full-time for someone else without a high-level title. After all, they’ve earned it after owning their own businesses. And IDs working at agencies with those skills are on a development track to get those titles in those agencies. So, companies had to offer those VP and director titles to entice the IDs with the talent and skills they need—even if it is only for a one-person department." A New Hiring and Recruiting Trend Instructional Designers are increasingly sought after for Director-level positions of single-person content creation departments. I can personally attest to this hiring trend. In the past four months, I have received three unsolicited "cold call" offers for interviews from recruiters working for large companies.  Several of my freelance instructional designer friends have also been contacted by recruiters for similar positions. All of these offers were over the six figure salary mark (the range was from $130,000 to $180,000), and all titles were director level except for one, which was a VP level.  (Fortunately, for now, I’m deliriously happy at my current gig so I’m not looking to move. On the other hand, one of my freelance buddies is in the final stages of interviews for one of those six-fig gigs, and another has already accepted a Director of Instructional Design position!) Those unsolicited calls to me and my ID colleagues made me think I smelled a new hiring trend in the eLearning industry, and that prompted me to do some investigating. After a few cursory web searches, I discovered that many companies now seek out high-level IDs for high-level positions. Revenge of the (eLearning) Nerds From learning nerds to department heads: Instructional Designers are sought after by training and marketing executives alike. Once considered the red-haired stepchildren of corporations, instructional designers are finally going from no-respect Rodney Dangerfields to super cool content heroes. Organizations now value these high-performing individual contributors by giving them titles like "Director of New Information Products"  (this title is found mostly in the healthcare and biotech sectors), "Director of Educational Products" (found mostly in K-12 and higher ed organizations), or "Director (of VP) of New Information Products" (found most often in health care and financial services). Other six-figure titles that required an ID background include: "Director of Learning Innovation," "Director of Instructional Design,"(found in the banking and software industries) "Director of eLearning," "Internal ID Consultant," "Director of Adult Education Products," "Creative Director," "Director (or VP) of Digital Education Publishing," and "Director of New Product Marketing" (found mostly in the medical devices field). For the most part, these are positions that do NOT have direct reports; they are one-person departments—which is exactly the type of position most IDs crave. Most highly experienced instructional designers I’ve spoken with over the years say they don’t want to manage people, but they feel trapped by a system where the only advancement opportunity for high-level individual contributors is through people management. It seems as if the more progressive companies have finally realized that and are giving IDs what they want, while at the same time meeting corporate growth and revenue goals. It’s interesting that some titles (such as "Creative Director" and "Director of New Product Marketing") were once the sole domain of graphic design, advertising and media professionals. But as more organizations discover the effectiveness of online courses in building brand loyalty and revenues, they seek people who have experience in interactive online course design and development. Millennials Driving the Trend to Hire High-Level Instructional Designers Millennials want eLearning that is innovative, uses multi-media, and has strong storylines and enteratainment value. Companies aren’t just hiring instructional designers with gamification experience for content and consumer marketing. They’re also hiring them to create the highly interactive, highly entertaining employee training programs that Millennials demand. My friend, Clive, who is interviewing for a Director of Digital Innovation position in the oil and gas industry said his potential employer needed to up his game because younger new hires just couldn’t relate to the traditional eLearning programs with a few branching activities and some drag-and-drop interactions. They want interactive gamified movies with real story lines that directly relate to their jobs. "My potential boss said they were losing good employees because of bad training," Clive told me during one of our "Pizza and Skype" chat sessions that we have once per month on Sunday evenings. What it Takes to Get These Gigs Although a college degree is required for high-level ID jobs, you don't need an instructional design-specific degree. Experience and portfolios count more than the specialized sheepskin, except in academia. Surprisingly, only the director-level positions in education (K-12 and higher ed) required an ID degree and/or an advanced degree; all other positions required an average of eight years as an ID consultant or agency owner, or someone who has managed multiple clients and projects while being responsible for revenue goals. In other words, companies are looking for people with entrepreneurial skills who are accustomed to working with no supervision, who can quickly and accurately identify customer needs, and who have marketing experience. Nearly one-third of the director-level ID positions required some experience to marketing courses and adult market; about one-fourth required hands-on gamification design and development experience. And, of course, the ability to work with subject matter experts (SMEs) was listed as a requirement in most position announcements. Clearly, the portfolio and the experience were more important than a degree- except in the educational field. For that market, you’ll need a Masters in Instructional Design or a related field. But other industries- corporations- wanted demonstrated results and proof of experience over the sheepskin. One caveat: nearly all of the director and VP level positions required both design and development skills; not one or the other. Creativity, Tech Skills, Marketing and Vendor Management Experience Valued Top skills employers want when hiring instructional designers for director-level jobs. Top skills mentioned in the job descriptions for these ID Director-level positions were innovation and creativity. Tech skills such as HTML5, CSS, JavaScript and JQuery don’t hurt, either. You don’t necessarily need to know how to use those programming languages, but you have to know the capabilities and limitations of each. Why? Because here’s another trend: ahead-of-the-curve companies are getting away from the development restrictions of rapid development tools (and some of the browser compatibility headaches that go along with those tools) and are turning to native development. And a few are turning to hybrid solutions: develop part of the course in something like Storyline2, and then use gamified elements created with JQuery (or something else) and include that in the final product. Managing vendors and freelancers was another skill highlighted for high-level ID positions. Because these directors are one-person departments for the most part, they usually need to outsource some of the work. This is another reason why companies looking for candidates for these who have entrepreneurial experience; freelancers and agency owners have extensive networks already developed of people with 3D animation, programming, video and voice-over skills. That means the company doesn’t have to spend time hunting for those resources. Other skills mentioned were the ability to work independently, budget managment, course marketing and course profit tracking- again, mostly skills gained as an entrepreneur of freelancer. Telecommuting Encouraged Although some director-level ID positions seemed to be for on-site jobs, about 65% were 100% remote positions—which allows you to work from home. As Jessica told me: "They (companies) realize it’s difficult to find eLearning professionals with all of those skills (gamification, video, script-writing, vendor management, programming and ID), and they also realize that people with those skills are going to likely be people who are accustomed to working from their homes as freelancers or small agency owners. To get those people to budge, companies are increasingly discovering not offering a remote work environment is not an option if they want the best candidates." Question to Freelancers: Would you Do it? Would you give up your freelance ID gig for a full-time six-figure job? Take the quiz. All of this fancy-title-high-income talk is great. But it got me wondering about something else: Would freelancers (or boutique agency owners) go full-time if they could have a six-figure income, do the highly creative work they love (instead of mind-numbing, low-budget productions), not have to manage employees, and could work from home? Does the idea of paid vacations, paid holidays, partially paid insurance, matching 401K contributions and a regular paycheck pique your interest? Or, is the deep satisfaction that comes from owning your own business too great? Is the call of freedom (freedom to work when you want) and the ability to work with many different types of clients—rather than just one—too powerful to give it all up? For all of you freelance (or boutique eLearning agency owners) out there, we want to know what you think. If you have 60-seconds, please click here to complete an anonymous survey. We’ll post the results on my blog when survey results are tabulated. Or, if you want to be notified directly, just drop an email to: vicki@digitalwits.com with "Send Survey Results" in the subject line. Like this content? Want to get free resources, regular tips and tricks on brain based learning, or be the first to learn of new eLearning trends? Then visit our blog to read more or join our community of 10,000 instructional designers and corporate edu-preneurs.  This post was first published on eLearning Industry.

You could argue that the platform and delivery of your e-learning content is the most crucial part of learning and development. After all, if learning content is strewn across several locations, platforms and systems, it’s going to be more hassle than it’s worth for your staff to seek anything out. In this instance, courses end up getting lost and forgotten past their launch despite the effort (and cost) of getting them created and live. With the platform, delivery and access of learning being so crucial, the marketplace is vast with hundreds of possible solutions out there. Course management systems, virtual learning environments (VLE) and learning management systems (LMS) all offer things that are similar in premise, but very different in reality. It all depends on how far you want or need to take it, which obviously affects the cost and complexity of the implementation. Course management system What we’re looking at in this particular post, however, is how a cloud course management system can save you time, effort and of course, money. A course management system is more flexible and focused around securing delivery of content, giving learners easy access to learning via a cloud-based portal. It’s not as feature-rich as an LMS and is probably slightly less formal, curricular or even HR focussed. After all, features are great, but only if you know you’ll use them. A cloud course management system is for the organizations who are hellbent on getting learning content out quickly and don’t have time for the hosting and RFPs (or cost) associated with implementing an LMS. If you don’t want to feel tied down by investing in infrastructure, like the idea of multi-device and BYOD access to your content and want somewhere to analyse what learners are up to, a cloud course management system might be the ideal solution for you. The good news is that this sort of solution can save you money, too. Here are six ways a cloud course management system can save you and your company money. If curriculums, events, chat and other LMS functions are wasted on you If you opt for a traditional LMS or course management system, every feature you have available is going to increase the cost of your overall contract. That’s all well and good if you have plans to put everything to use, but if not, it’s going to be eating into valuable budget that could be put use elsewhere. As we’ve suggested in this post, make a list of requirements and stick to it when speaking with LMS or course management system vendors… this will keep your selection focussed and cost where it should be. If getting courses out there is your #1 priority A cloud course management system is the ideal solution for the organization looking for a flexible vehicle to get your courses in front of your learners, as quickly and as easily as possible. Learning teams login via their browser and upload courses and push them live and make them available to learners. Learners login via their browser and courses are ready and waiting for them. This goes hand in hand with the above - if forums and hand-ins are going to be no use and you’re focussed on the speed, simplicity and getting courses out there, a cloud course management system could be the solution for you.   Distribute courses instantly with gomo’s cloud course management solution If you can’t keep up with all of the devices in your offices (but want to put them to use) The devices sat on desks across your organization are a great (and increasingly important) tool for learning. With app such as Gmail, Slack and Google Analytics making our access to work a whole lot easier, it’s only right that learning is on hand, too. Because cloud course  management systems are based in the cloud, they can be accessed from anywhere with an internet connection. If globally dispersed staff know they’re just a login away from resources and support, there’s a good chance they will begin to take advantage of it. All staff need is a login and a link, putting them just minutes away from learning and development support whether they’re in a meeting, with a client or working from home. If you’re put off by being tied in for the long-term Cloud course management systems and cloud solutions in general usually work on a software as a service (SaaS) model, meaning you pay for the system on a rolling basis to keep using the web-based tool. This gives you the freedom to up and leave whenever it suits, keeping you in control of your contract, usage and budget. An LMS isn’t the sort of thing you can replace easily, the amount of curricular info they contain along with the physical hosting and annual contracts makes it difficult to up and leave as freely as you can with a hosted solution. If you’re tentatively stepping into the world of e-learning management, a SaaS course management system might be the ideal solution for you. If you like the idea of staff having constant access to learning Especially great for organizations working in different time zones or locations, a cloud hub of learning resources leaves you safe in the knowledge that everyone can access the same stuff easily, regardless of location. It takes away some complex IT and network stuff, too, as staff only need an internet connection to access a cloud course management system, which makes it easy to implement. It’s important your staff the world round are following the same procedures, on brand and using the same terminology to avoid crossed wires and confusion to keep things moving across offices. Enjoy the read? Share it with your community. If a flexible, cloud course management system sounds like a solution you’d like to explore, read a little more about gomo’s hosting and distribution solution here, or join an upcoming webinar with Managing Director Mike Alcock to see it in action. The post 6 ways a cloud course management system can save you money appeared first on gomo Learning.

Imagine yourself relaxing with a hot cup of coffee on a rainy day and a book by your favourite author. You enjoy perfect bliss, reveling in the atmosphere. Suddenly, you spot a spelling error - how will you react? Maybe you won’t get all agitated, but the spell is broken. You become wary and focus on the spellings carefully for a while before you lose yourself in the story again. But, what if the typos are recurrent? What if suddenly you come across a page where a line of text is printed in a zig-zag manner and overlaps with the text below it? Such things will make you wonder at the sloppy work done by the author and his editors. You tend to lose your patience and may end up discarding the book altogether. The same truth holds good even for our eLearning courses. The course may be very effective in conveying information to learners and improving their performance, but if simple, basic issues such as spellings and text alignment are overlooked, it will lead to undesirable consequences. Such issues irk learners, distracting them from the learning and hence reduce the overall effectiveness of the course. Learners may even tend to give up, exit the course and leave. Even if such drastic things do not happen, they will have a negative impression of the person(s) who developed the course. These issues can be avoided by a little effort on our part. They may require a little extra time, but the benefits far outweigh the time and effort expended. Let us now see a few guidelines which will help us steer clear of such issues and deliver error-free, smooth learning experience to our learners. Check spellings and typos Check alignments of text/titles Check images’ placement 1. Check spellings and typos Read through the entire course carefully to identify and correct any spelling mistakes/errors. This might cost you a little extra time, but it will save you the embarrassment of receiving negative feedback from your clients. It also stops you from delivering slipshod work. 2. Check alignments of text/titles Go through the entire course to ensure that all the text and titles are aligned properly. Ensure that they do not overlap and obscure each other. Also, ensure that the colors used for backgrounds and the text contrast properly and provide maximum readability. 3. Check images’ placement Check all the images in the course to ensure that they are properly visible and labelled appropriately. Also, ensure that they do not overlap any text, thereby obscuring it. Check the colors to ensure that they are appropriate, soothing, and not glaring. Following a consistent color theme/color palette is a good idea. As mentioned earlier, check your eLearning course for these basic issues. They will enable you to deliver high-quality, effective products. Have a list of such basic issues to make eLearning courses error-free? Do share with us. Related PostsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An InfographicAsk Yourself These Questions Before You Launch Your ElearningTraining Several Distributors in a Short Span

Next Generation Corporate e-Learning "Engage The Learner" Congress Engaging multi-generational workforces, particularly millennials, in non-compliance enterprise e-learning programs is a crucial challenge facing corporate learning and development strategists. At a time when the nature of learning itself is being transformed by social media, mobile devices and evolving expectations, the role of e-learning has never been so critical. To fully leverage the benefits of innovative e-learning tools, techniques and technologies, learning and development strategists need to benchmark the functionality, practicality and costs of mobile, social, gamification, video and content solutions. This will enable them to realign their strategic objectives with the ever-evolving learning environment to increase workforce engagement and drive business performance. Learning and development professionals within Fortune 500 companies require a vendor-neutral forum, facilitated and led by learning and development strategists in which they can share best practices and benchmark the cost-benefits of e-learning solutions on the market. Taking place in Chicago, the Next Generation Corporate e-Learning "Engage The Learner" Congress will deliver over 20 corporate case studies from learning and development strategists on integrating the latest e-learning technologies to measurably improve learning and development budget ROI. Speakers will unveil how to apply gamification strategies and mobile learning tools to increase millennial and multi-generational workforce engagement in enterprise e-learning programs and maximize ROI. They will also share valuable insights on how to develop a comprehensive social learning strategy and optimize on-demand learning, live remote learning and online performance support formass-scale enterprise e-learning programs. Find more at: http://www.engage-the-learner.com/ Case Studies Specific To Learning and Development Strategists Will Be Unveiled On Topics Including: Gamification Strategies Providing real-life case studies on how Fortune 500 companies have implemented gamification strategies into their e-learning programs in ways that resulted in a tangible ROI. Mobile Learning Explaining how to cost-effectively implement a mobile learning strategy to increase interactivity and multi-generational workforce engagement in enterprise e-learning programs. Tablet Learning Examining strategies for tailoring enterprise e-learning programs to maximally harness the increased functionality that tablets offer and deliver a more dynamic and personal experience to your workforce. Social Learning Applying social learning tools to provide more organic, inclusive enterprise e-learning programs that increase interactivity, workforce participation and employee performance Live Remote Learning, On-Demand Learning And Performance Support Optimizing on-demand, performance support and live remote learning for mass-scale enterprise e-learning programs. Next Generation eLearning Technologies Evaluating cutting-edge e-learning technologies such as cloning tools, cloud-base platforms and advanced data analytics to determine which will have the biggest impact on improving ROI. Engaging Millennials Utilizing mobile, social, video and gamfication-based learning tools to increase the engagement of younger generations in enterprise e-learning programs Find more at: http://www.engage-the-learner.com/3/agenda/23/agenda/ Why The Next Generation Corporate e-Learning "Engage The Learner" Congress Is Unique As The Only Congress Focused On Integrating Next-Generation e-Learning Strategies Into Fortune 500 Learning Programs... Learning and development strategists are excited about an opportunity to benchmark mobile, social, gamification, video and content solutions out of the spotlight of a vendor-biased user-group and in a peer-to-peer environment where everyone is facing similar challenges. Featuring over 20 case studies, attendees can benefit in the knowledge that every discussion will be: 100% Devoted To Enterprises / Corporations Almost all other e-learning programs are either entirely for academic institutions or for a mix of academic and enterprise organizations; by focusing 100% on enterprise e-learning, our agenda delivers much more value to the target audience who face very specific challenges completely distinct from those of academia 100% Focused On Fortune 500 Companies Fortune 500 companies face completely different e-learning challenges to smaller organizations due to the scale and scope of their operations; the fact that all our case studies will be coming from peers of similar size ensures the content will be maximally relevant to them Who Should Attend At The Next Generation Corporate e-Learning "Engage The Learner" Congress? Meet Senior Decision Makers From: Fortune 500 Companies Large Enterprises With Job Titles Including: Chief Learning Officers, Vice Presidents, Directors and Managers Of: Learning & Development Learning Training eLearning Mobile Learning Plus Key Industry Suppliers Of: Bespoke Learning Solutions Learning Management Systems Authoring Tools Performance Support / Performance Management Software Gamification Platforms, Simulation Development & Game Design Social Learning Platforms / Enterprise Social Networks Mobile Learning Platforms & Applications Video Solutions Virtual Learning Solutions Blended Learning Solutions Find more at: http://www.engage-the-learner.com/ This post was first published on eLearning Industry.

A storyboard is the blue print of an eLearning course. It describes each element of the slide and how the content needs to be presented on the slide. It gives an idea of how the course is going to look. Rectifying errors at this stage minimizes errors in the later stages of the course development, thereby saving your time, money and effort.  Here is an info graphic which lists 5 questions which you need to ask yourself before reviewing eLearning storyboards. Do share your thoughts! Related PostsKey Elements of an Effective Storyboard in E-learning DevelopmentStory Boarding Strategies for Effective E-learningE-learning Design Process - An Infographic

A phablet is a half-smartphone/ half-tablet hybrid. It has the connectivity through 3g and 4g networks that a traditional smartphone has, but a screen size that is somewhere between a smartphone (around 3.5/ 4 inches) and a tablet (usually around 10 inches). Apart from Apple, the majority of smartphone vendors have been moving towards the phablet for some time. Take both the Galaxy and the Xperia, for example. Until earlier this week, Apple had always kept the iPhone firmly in smartphone territory at 4 inches or less, but the iPhone 6 and 6+ announcement sees Apple following suit and moving into the phablet world. It’s a significant step because of Apple’s market share and also because  it means that now all of the big players are all telling us that bigger is better. As we mentioned last week, it won’t take long for the smartphone landscape to shift significantly, and this week’s news is just another sign that it’s happening. It might feel like you have just got used to sharing your life with your smartphone, but the experience looks set to change again. For us, new screen sizes are just another great way to view our beautiful, HTML5 e-learning content. gomo’s output is responsive and adaptive, meaning that as a gomo subscriber, you know that all the content you create for an existing screen size or device will not only always display on new technology, but will give end users a great experience as well. A great way to see the power of gomo first-hand is to access our sample course on your desktop, smartphone and any other device you like to see how it adapts to each screen. Alternatively, why not sign up for an upcoming webinar to see how simple it is to create beautiful e-learning for all current and future devices? Here are some other gomo articles that might be of interest to you: Give your learners the best user experience Shaping the future of your e-learning authoring tool The post What does the rise of the phablet mean for multi-device learning? appeared first on gomo Learning.