For years, the ADDIE model was the uncrowned king of the eLearning development world. However, its reign is fast coming to an end as increasing number of companies are moving towards the agile process of online course development. The linear nature of the ADDIE model and its inflexibility to accommodate changing needs of clients effectively can be cited as the main reasons for the growing use of the agile process which helps organizations to meet the dynamic requirements of organizations and ensure a quality eLearning product. Here is an info-graphic that lists the 4 important benefits of using the agile process to develop eLearning courses. Hope you find this post interesting. Do share your views. Related Posts4 Tips for Developing E-learning Course Using Rapid Authoring ToolsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An InfographicAnalysis Phase - Key To Effective Training

What Are The Roles And Responsibilities Of A Modern Trainer Traditional Roles Of A Trainer Let's take a look at trainer's competency model based on the traditional approach. Below you will find a summary of standards which had been created and implemented in House of Skills - the biggest soft-skills training company in Poland. These standards are divided into 8 roles and define behaviors in each of them. The following summary is only a brief overview of them. There is nothing wrong with these roles and responsibilities. But new training methods, new technologies, new ways of building competencies and new expectations of trainees create the gap between what is perceived as a good set of trainer's competencies and what is demanded by the market. The Gap Of course, every trainer is free to deliver the training based on traditional roles and responsibilities. The Internet revolution brought, however, many additional possibilities of influencing learners. These should be taken into consideration by a modern trainer while thinking about one's own development and role in the industry. Let's take a look at the map below. Every modern trainer should be ready to enter into the role of Content Curator. There are many pieces of valuable content available - some of them could be used by trainees as a pre-work, stimulus for a reflection, implementation tool, etc. To curate content a trainer should be ready to search, choose, describe, validate and update his/her selection. Such activities require good understanding of Internet space in terms of search engines usage, IP issues,  communities of practice which are available, spaces of open content, etc. A modern trainer should understand at least the basics of eLearning. Having such a knowledge is important during designing learning intervention. By understanding eLearning pros and cons modern trainers can choose the best methods of training. eLearning instructional design competency and even basic knowledge of eLearning content development tools and techniques will help him/her for valuable engagement in the design and delivery process of eLearning courses. It is also very important for a modern trainer to see the whole picture of training methods and tools. Such a competence will help to find the best way of delivering training taking into account not only one's own preferred methods but also time, cost, efficiency, needs of trainees and organization, etc. Only good understanding of all available methods lets to design optimal blended learning process. Traditional trainer is usually a master of personal presentation supported by visuals. Nowadays, however, visuals themselves start to play a very important role during learning intervention. A modern trainer should know the principles of information architecture - should be able to create visuals, infographics, knowledge pills, learning maps, etc. Even if they are not artistic - they should be good enough to effectively transfer knowledge. A modern trainer should be also prepared to communicate with trainees in written and visual form.  His/her editing competency (in terms of building statements, grammar and spelling as well as using authoring tools to create messages) should be much higher than traditional trainer's who uses mostly one's voice and body language. A modern trainer understands also that the training sometimes is being delivered remotely. Knows the remote learning tools (from the most primitive ones like e-mail to the most sophisticated like virtual presence solutions) and knows how to effectively use them in the training function. He/she can manage the challenge with lack of face-to-face contact with trainees. It is also important for such a trainer to know the etiquette and rules of remote communication. Blended learning processes are usually much more complicated than traditional ones. They utilize numerous tools and methods, they use to be longer, and they use to engage more educators. A modern trainer is ready to take care of the whole training process - not only for the very small part of delivering a workshop or a seminar. Such a trainer also understands the whole process and endeavors to the goal even if he/she is engaged and responsible only for a small part. Remote learning of people requires constant stimulation. Learners should be motivated and supported. A modern trainer should be ready to enter into the role of a Stimulator - a person who understands the challenges of trainees and who takes care of them with proper engagement and competencies. And, last but not least, rapid changes in the training industry force a modern trainer to constant development. Traditional training has been performed on a basis of the same principles from ages but new training and working environment requires frequent updates of trainers competencies. This post was first published on eLearning Industry.

Being a training manager, you may be looking for proven ways to make your training and development initiatives a sure success. You put all your efforts in making a good curriculum to develop an effective online training program. But, there is one problem. You don’t have any control over the number of employees who will benefit from that program. So, what can you do to bring about a change in the way online training programs are perceived and received by your employees? How can you make sure that your employees are engaged and involved in the learning process even before it begins? Well, here are 3 tips that may come in handy in making employee training a success. Hope you liked this post. Do you want to add some more points? Please do so. Related PostsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An Infographic3 Tips to Make Employee Training and Development Program A Success5 Ways to Make E-learning Interesting - An Infographic

Last week, we looked at when to consider both web and native apps for your learning. We’re following up with a look at the options you have and how easy it is to publish learning content in gomo once it’s created. Whether you have an LMS or need to upload directly to an internal website or server, gomo makes for easy and convenient publishing with little to no developer or programmer input. Publishing learning content to an LMS with gomo You can easily begin the publishing learning content within gomo’s main projects view or the project structure view of a course. Upon selecting publish, gomo will take your content, apply the theme you’ve selected for it and create a multi-device HTML package with all the wrapper code needed to communicate with a SCORM 1.2-compliant Learning Management System. When the publishing is complete, your course is ready to download as a .zip file from the gomo cloud. There’s absolutely nothing else left to do but upload it to your Moodle or SCORM 1.2-compliant LMS. Publishing gomo content to a website If you don’t have an LMS and don’t need to track your learners’ scores, you can still publish learning content a public or internal website with gomo to be accessed by learners. As above, select publish from either gomo’s main projects view or the project structure view of a course to package your course. Once you have downloaded the finished .zip file from the gomo cloud, unzip to reveal its contents. You’ll see that your project consists of a variety of HTML, JavaScript and CSS files as well as all of the image, audio and video files you incorporated into your course. You can upload the entire contents to your web server and create a link to the index.htm file from wherever you want it to appear on your website. To create and publish learning content for yourself, why not sign up to our 21-day free trial. This will give you access to gomo 2.1 and all of its easy-to-use features which make truly multi-device, adaptive learning content a reality. The post Publish learning anywhere, easier than ever appeared first on gomo Learning.

Frontline managers need to frequently interact with employees and possess excellent technical skills. They are responsible for creating reports, enforcing rules and regulations, signing approvals etc. They should lead from the front and motivate their team members to acquire the required skills. According to the "McKinsey Survey", conducted in 2010, about 81% of frontline managers are dissatisfied with their own performance. This is because training programs are not tailored to the needs of front line managers. But, what are the training needs of a typical frontline manager? Here is an info-graphic which shares 5 training needs of frontline managers that can’t be ignored. Hope this info-graphic is interesting. Do you wish to add to this list? Please do share. Related Posts5 Training Needs of Your Frontline Managers that You Cannot Ignore5 Steps to Create Top-notch Safety Training Program - An InfographicLearning and Development Strategy that Meets Employee Aspirations

gomo is a multi-device authoring tool, producing content that works seamlessly across desktops, laptops, tablets and smartphones. gomo content automatically responds to the size of the device, filling the screen, no matter what the resolution or orientation. We love to know where our website visitors come from and what they’re using so we can provide the optimal user experience, and it really hammers home the multi-device nature of the modern world. It shows just how vital it is that 21st century content is available across devices and operating systems: What do gomo visitors use to access our website? As we might expect, Windows is the dominant operating system, but the website is accessed by users in lots of different environments. Which browsers do gomo website visitors use? Chrome users account for more than half the visits to the gomo website, followed by Internet Explorer and Firefox. We also know that we need to account for users of Safari and browsers on mobile devices. Which screen resolutions do visitors view the gomo website on? The range of screen sizes accessing the website is something to behold. Fortunately we have a responsive website that can handle all these screen sizes automatically. We apply the same principle to our multi-device learning content. gomo-created content is also able to handle all these screen sizes, with courses filling the screen. Imagine having to size your course for all of these resolutions - less than ideal! With gomo, a course that works on an iPhone5 today will work on an iPhone6 or iPhone6 Plus tomorrow. Want to see how our content looks on all your devices? It’s easy - take a look at our sample course, entirely created with gomo, and watch it automatically adapt and respond to whichever device you’re using. To see how your own course will look, sign up for your free 21-day trial of gomo today to see your content transform before your eyes. The post The multi-device world of gomo appeared first on gomo Learning.

How To Infuse A Culture Of Innovation When faced with the challenge, it is a bit like being handed the Schopenhauer Conundrum and asked to solve it. The German philosopher Albert Schopenhauer who used parables to describe his philosophies back in the nineteenth century used this puzzle to prompt people to consider how to change their mindsets: "A man of correct insight among those are duped and deluded resembles one whose watch is right while all the clock in town give the wrong time. He alone knows the correct time, but of what use it this to him? The whole world is guided by the clocks that show the wrong time." When you sit around a boardroom table discussing attitudes of innovation, you may find yourself feeling that the safest road to take is to just surrender to those who say you should stick with the "tired and true", and forget that you know you need to change. But where would that leave all of the employees when the real truth is finally known? If they have not moved their minds into a sphere of openness to change, they will inevitably be moved out of the organization. That is not a worth result for the human resource professional. Instead, somehow, you must bravely find the means to explain to everyone that their watches are telling the wrong time. You cannot force them to change, for they will do so in front of you and then revert to their old ways the minute you turn away. In their hearts, they still believe they are right and you are wrong. When you have to be part of the team for change in your organization, you must instead consider a logical, three-device toolbox to help you solve the conundrum of persuading employees that your timing is correct. Here are three tips: Gather all the data that supports your position and learn it well. You will be challenged on this, and you need to be sure of your facts. Clarify your thinking. Know precisely why doing what you have always done won't always work. Have examples. Have counter-arguments honed and ready. Keep your attitude easy-going, calm and open. To a great extent, people will change if they believe that they and their opinions are respected. Acknowledge their knowledge, their expertise, and the innovations they have already introduced or accepted. Invite them into the conversation and use all your communication skills to encourage an open-minded sharing of information. You cannot just go along to get along when you want to foster change, but you can get along to get around objections. Make the benefits of innovation and change obvious to employees. Let's suppose that the employees really must turn their watches back an hour so your company functions at the same time as your customers. You can illustrate to your team how they will personally benefit from this adjustment. Point out that they will be able to sleep in one hour later in the morning and arrive to work more refreshed, for example. Few people embrace change eagerly. But they will embrace it openly if the benefits are obvious. Share with us your experiences or tips on how to embrace innovative thinking in the workplace! This post was first published on eLearning Industry.

It’s well known that efficient instructional design is the heart of an effective eLearning course. But, how will you make sure this instructional design is learner-centric? In this post, we will look at some tips to design learner-centric eLearning courses. Ask questions: For needs analysis, ask the right questions. A leaner-centered design focuses on asking the right questions and getting right answers. Some of the questions include "What should the learners be able to DO after completing the training? What challenges will they face along the way? Are the activities aligned with learning objectives? Are they practical and applicable to real life?". On the other hand, a content-centered approach focuses on questions such as "Is all the content covered?", "Is the slide too heavy?", "Are the colors appropriate?". Plan the design: Instead of directly jumping to the development phase, first design a plan or make an outline. Any training usually starts with a plan. Ensure that everyone is on the same page before developing the actual deliverable. The outline sets the tone and order of your course. This makes it easier for both the learner and the designer to segregate learning screen by screen. Use various approches: Think of different instructional approaches, such as storytelling, scenarios, role-plays, guided learning activities, etc. Depending upon the content type and target audience, pick the correct approach. Motivate the learners: The next important tip is to motivate your learners. We know that when learners are motivated, they find a way to learn. So, how do we motivate them? Simple, make the learners think critically by providing them some challenges. Once they discover the solutions to these challenges, provide rewards in the form of feedback to the learners. To conclude, these are some tips that add value to your eLearning course. Hope you find them useful. Related Posts4 Effective Ways of Presenting Scenarios in E-learning Courses4 Tips for Developing E-learning Course Using Rapid Authoring Tools3 Effective ID Techniques for Performance-Based Outcomes

In August, we introduced gomo 2.1 to you, the first major update to our multi-device authoring tool - just three months after its initial release. We’re excited to announce that gomo 2.2 is just around the corner, bringing a cluster of new features to make e-learning development with gomo more elegant, simple and effortless than ever before. gomo 2.2’s public release will take place at DevLearn on October 29 - 31 in Las Vegas, so be sure to visit us if you’re attending the event. Over the coming weeks, we’ll be revealing more information about the release on twitter @gomolearning but for now, we’d like to take this opportunity to share gomo 2.2’s features with you… Perfect your menus With the all-new ‘slide out menu/ table of contents’ extra, you can have a persistent menu available throughout your course, allowing students to access any part of the course at the touch of a button. Headers and footers Header and footer navigation bars allow you to provide greater user interface customisation across all devices. You can now have persistent top and bottom bars on your courses for an ‘app like’ feel on desktop, tablet or smartphone. Inline actions The gomo text asset now supports inline actions (e.g. launch sub-screen, navigate to a page, link to an external website), giving you even greater control and interactivity from your text assets. New drop down list asset Create a simple quiz with a drop down list of selectable answers in seconds with this new asset. New numeric input asset Want to test your student’s maths? Set questions and answers with the numeric input asset. Advanced animation controls Now you can animate all content assets in gomo. Fade your text, slide in your images, bounce in your videos. Sliders and delays allow you pinpoint control of how your pages feel. Orientation options in preview for tablet and smartphone views gomo courses have always been responsive and adaptive, so they work on tablets and smartphones in any orientation. Now you can test this in the gomo preview window, switching between landscape and portrait instantly on any device. Sharing is caring gomo courses are developed in the cloud. Now you can share them with your colleagues who aren’t using gomo. Let them preview your courses as they’re being built with the gomo ‘share’ button. No uploads, no downloads, just share. Join gomo MD Mike Alcock for a webinar on Thursday 6th November to find out more about the latest version of our responsive, adaptive multi-device authoring tool. Mike will take you through gomo 2.2 and show you how the above features and much more come together to make e-learning development with gomo easier than ever before. The post gomo 2.2 - beautiful multi-device e-learning development just got even better, faster, easier… appeared first on gomo Learning.

IC5E 2015 serves as a platform and gateway for people involved in eBusiness, eCommerce, eManagement, eLearning and eGovernance to exchange the latest research ideas and practices. The conference will draw together researchers and developers from academia and industry. All accepted papers will be published in the proceedings having the ISBN number of 978-81-929742-8-6. Each paper will have individual DOI numbers. There will be a range of events from keynote addresses, technical and poster sessions, workshops and tutorials. The 2nd International Conference on eBusiness, eCommerce, eManagement, eLearning and eGovernance 2015 (IC5E 2015) will be held in London on July 24-25, 2015 This post was first published on eLearning Industry.