The demand for eLearning is increasing with each passing day because online courses help enhance the productivity of the workforce. That’s the reason why many organizations are now willing to use online courses to train their employees. Organizations now spend billions of dollars every year on employee training. According to Global Industry Analysts Inc. (GIA), corporate training is a $200 billion industry and the share of eLearning is $56.2 billion. Why is the demand for eLearning solutions skyrocketing? What are the various benefits that the online training medium can offer? Well, here is an infographic that lists the advantages of using this format to equip your people with the needed knowledge and skills. Hope you find this post interesting. How do you train your workforce? Please do share your experiences with us. Related PostsWhy E-learning for Retail Employees - Five Reasons - An InfographicWhy do You Need to Go Beyond ‘E-learning Development Cost Per Hour’?The Growing Demand for E-learning to Train Employees

As the creators of an e-learning authoring tool, we understand that many businesses take the traditional approach to e-learning and learning infrastructure, looking for an authoring tool to create content and an LMS to host it. There are a load of alternatives, but an LMS is certainly one of the most popular ways to do it. If you’re tasked with finding and implementing an LMS, however, it can be quite a tricky process - there’s a hell of a lot of LMS vendors out there who offer a lot of similar but also very different products. Bare in mind that an LMS isn’t the sort of thing that’s easily changed once it’s in place, though, so it’s super important that the fit is right before you’re tied in. What is an LMS? There a load of ways to look at an LMS, but at its most basic, an LMS hosts your e-learning content, with front end access for your learners to login and learn. It can be as a bare-bones as that, simply acting as a portal to access and track e-learning, or it can get as big and as complex as an organisation requires. Some LMS’ are capable of storing and supporting a whole curriculum of learning, connecting events and lessons with a load of online learning. This is the kind of thing that universities and school districts manage their students progress, giving you an idea of just how big you can go. Do I need one? You might think you need an LMS, but if you are looking to keep things basic, there’s a chance that all you need is a content repository for your e-learning - somewhere to store courses that can be accessed in a way that suits your learners. After all, each and every extra feature that comes as a part of your LMS package will cost you, so if you aren’t using it to it’s full potential, it could prove a costly business expense. Of course, if you have a large or very specific requirement, then an LMS may be exactly what you’re looking for. As covered by our sister company LEO, over a third of LMS customers are dissatisfied with their choice of learning platform, so it’s important that you make the right decision. Finding the right LMS As an e-learning authoring tool, we’re very used to being asked about how our courses will play with an LMS. Authoring tools, like gomo, generally output SCORM files, which can be uploaded and played on a SCORM compliant LMS. SCORM is a standardized form which allows completely unrelated authoring tools and LMS’ to work seamlessly together. SCORM is also what allows a level of tracking (not too much, though, if you want a lot of that, you should look into Experience API), so all in all, it’s probably pretty important that your LMS is SCORM compliant. Here are some further high level pointers to consider as you evaluate what you need from your learning platform… What e-learning content do you have/ what do you plan on building? What file types do you need to upload? Cost of ownership - you may find what looks like a cheap while you only have a few users, but what happens in the future as you need to increase your package? Cloud, in-house or external hosting? Hosting can add a recurring cost, so it’s important to factor this in or consider a SaaS solution, which will cover the hosting cost as everything is based in the cloud. What data do you need back from your learners? SCORM/ Experience API? - if you’re looking at multi-device courses and access then you are probably going to need Experience API tracking, as this will track across devices and not just per course per sitting. It’s worth mentioning that this is more of an authoring tool output requirement, but certainly something that will inform your platform choice. User experience and usage - it’s important that the LMS is easy to navigate and your workforce will want to use it to their benefit. Multi-device access - even though the world of learning technologies lags behind more than some industries when it comes to embracing mobile and multi-device, your learners will expect to access learning content when they’re away from their desk or on the move. This feeds into the usage and experience of your LMS, but it’s certainly an issue of its own. You’re not going to get the same experience on mobile as you would on a desktop, but it’s important that the key features are there and that the experience is great. On top of this, it’s good to make a list of key features that you need, would like and don’t need your LMS to do in order to keep you focused during what can be quite a confusing selection process. Calendars, grading, blogs, forums/ community, instant messenger… the list of possible features goes on. Putting in some time to work out exactly what you need can make things much easier for you and your team further down the line. Found this useful? Read our last post The Evolution of gomo, which outlines how gomo can be used with or in replace of an LMS to deliver multi-device learning content to your workforce. The post Finding the right LMS for you appeared first on gomo Learning.

Compliance training is very important for insurance staff. This is because if an insurance company violates the applicable rules and norms, then it could face serious problems. So, how do you deliver compliance training, and which learning format is ideal? The Towards Maturity Benchmark Survey stated that about 98% of organizations prefer technology-based compliance training. This is because eLearning is cost-effective and can be used to reach wide audiences. It also helps maintain learners’ records, keep track of the their performance and so on. Now, let’s see a few instructional strategies to deliver effective compliance training. 1. Have a Curriculum: Curriculum-based learning will be more effective than learning through standalone courses as it covers all topics, right from the basics to advance concepts. A curriculum can have short modules. For instance, we can have a module which introduces the learner to compliance issues and another short module on licensing requirements of insurers. We can also include a module on unethical sales practices. Dividing the course into various modules is more effective because the cognitive load on the learner is reduced. Moreover,the learner will know what is going to be covered in the online training program. 2. Use Case-studies: Case-studies are ideal tools to train the employees on compliance issues. They enable them to understand the nuances of laws and regulatory norms effectively, and this helps prevent their violation. For instance, you can include a case-study of a company that has violated the provisions of Life Insurance Act 1995 - C2014C00510 and as a result, was penalized. The case-study helps your learners clearly understand the norms and consequences of their violations. This will be very useful to prevent similar violations in your organization. 3. Provide a checklist of dos and don’ts: It is advisable to provide clear instructions on what the learners should do and what they shouldn’t, regarding compliance to statutes and regulations. For instance, while imparting training to the members of your legal team on the provisions of Insurance Act 1973 - C2014C00564, you can provide a checklist of the things to avoid. The legal staff members can use the checklist as a reference whenever they are in doubt. These tips go a long way in the making of good compliance courses to train the personnel of insurance companies. What do you think? Related PostsWhy do You Need to Go Beyond ‘E-learning Development Cost Per Hour’?Why to Use Authoring Tools for E-Learning Development?How to Create Section 508 E-learning Course Using Flash

 The pharmaceutical industry today faces lots of challenges from the market. If I try to list those challenges, they can be listed as follows. Dynamic nature of the market: Getting new drugs into the market. Competing with other players: Survive in the race when there are many other competitors. Effective pricing of products: There are other players in the market who are ready to deliver a product at a much lesser price. High ethics: Regulatory agencies are very aware and cautious about keeping their intellectual property rights in safe hands. Information to physicians: This is one area where we have to market the product. Make the doctors aware about your product line. Content enhancement: Content management is another very important thing. Every now and then, you need to upgrade the content as per the marketing needs.  So, if we consider each of these challenges as obstacles - then how can we provide effective solutions to them? It is very interesting to know how eLearning solves these problems. Solutions:  E-learning to meet the demands of market dynamism  People working in clinical research are exposed to eLearning. With eLearning courses and certification, they are well aware of the standardization of procedures and how to comply with the various international and national regulatory bodies. Thus, with all this knowledge, they can do better research to bring new drugs into the market. Moreover, with beautiful, engaging and animated courses, we can demonstrate a particular phenomenon of drug development. Thus, these interactive courses help refresh and reinforce the knowledge of the learners. E-learning to sustain in the ethical market E-learning needs to sustain in the ethical market. A company might get sued if it is discovered that they have violated some of the patented rights of another organization. Here, eLearning can help by giving all the requisite knowledge on regulatory norms and compliance issues. Employees can understand when a patent infringement really occurs. Here, I am sharing a small case study on patent infringement. A Washington court ruled against Illumina ($ILMN) in a patent lawsuit Thursday, finding that the sequencing giant infringed on Syntrix Biosystems’ intellectual property and ordering the company to pay out $96 million in damages. The suit covers Illumina’s BeadChip array, used in DNA and RNA analysis, which the court deemed to have infringed on Syntrix’s similar technology. The $96 million figure is based on a royalty rate of 6% of BeadChip sales from 2005 to 2012. Illumina maintains that it did nothing wrong, however, and the company plans to file post-trial motions in an effort to vacate the court’s decision. (Source: FierceBiotech) E-learning enables sales professional to sell the product in the market  Today’s market is already flooded with lots of other competent players who are aggressive enough to sell any product. Therefore, to survive in this market, you need very good marketing skills and the knowhow to sell a product. We can reap the rich dividends from eLearning by training the sales professional on product features and benefits. Thus, with eLearning, we can find solutions for all the challenges and pave beautiful solutions for each of them. The pharmaceutical workforce should be better equipped with all these facilities of eLearning. What do you think? Related Posts4 Tips for Developing E-learning Course Using Rapid Authoring ToolsHow to Add and Sync Closed Captions/Subtitles in Lectora?5 Types of Training for Sales Representatives of Pharmaceutical Firms - An Infographic

Multi-device learning, both in practice and in theory, is everywhere in our industry today. Beyond that, it’s the way our world operates, and it’s how your learners will grow to expect to consume your learning content. Here are six reasons why you should (if you aren’t already) look to invest in multi-device learning. Responsive design is everywhere Websites today are built to look great on our laptops, smartphones and tablets… responsive web design, which takes on the functional heavy lifting to create this seamless experience, is crucial in today’s connected world. Responsive web design allows us to create one version of a website in order to service each and every device, browser and operating system. As more and more technology is able to access the web, we expect nothing less than a tailored experience, however we might be accessing it. All digital ‘things’ like videos and apps are expected to follow suit and work seamlessly across multiple devices, and there’s no reason why your organizations learning should be any different. The future of devices Creating multi-device e-learning is as much about covering the legitimacy of your content for the next wave of technological innovation as it is about serving todays. By repurposing traditional, desktop learning for a multi-device world, you can be safe in the knowledge that your e-learning will respond and adapt to any and all devices which are released in the future. It’s one thing to have mobile ready content, but another that it’s truly responsive and adaptive. The responsive and adaptive bit is crucial here as this is what makes it look great in any sized screen. If you’re multi-device learning can respond and adapt to it’s surroundings, you can be safe in the knowledge that when it comes to new iPhone or tablet releases, your e-learning has the capability to perform, regardless of what devices and screen sizes are in use. Enjoying the blog? Tweet it to your community. Fixed delivery is a thing of the past Ten years ago, there were no smartphones or tablets. All learning practitioners had to deal with was desktops and laptops, which were pretty much the same device when it came to running e-learning content. Learning isn’t just a fixed thing that we are told to do for 1 hour of a week anymore, it’s something that sits much closer to how we operate, taking on an increasingly diverse form, spreading across devices to reach us at the time we need it. With that in mind, people don’t care what learning is built in or why it doesn’t work on their smartphones, they just want to be able to access it quickly to support them. Investing in multi-device learning gives your learners access to more materials, improving the support you can offer them and ultimately how they perform. A mobile workplace It’s increasingly common for businesses to promote flexible and mobile working, or in some, forward-thinking cases, to not even have a centralised office at all. Speedy modern internet and mobile connectivity (4G and the like) allow us to take advantage of multi-device learning and working, and it isn’t going away anytime soon. We could well be moving into a time where the ratio of mobile to laptop work skews further and the majority of what we do takes place on a mobile device. It’s best to get ahead of the game and put the foundations for multi-device learning in place to ensure you can empower and upskill your workforce using the medium they are increasingly turning to. Reap the benefits of BYOD If you have invested in multi-device learning, you can allow your employees to use their own tablets, smartphones and laptops for learning in and out of the workplace, while you can rest in the knowledge that all browser/ device/ operating system combos will work beautifully. This is a ‘bring your own device’ (BYOD) approach, which not only increases access in time and space to the right materials, but will bring huge cost savings, which is never a bad thing, right? Multi-device is what we expect As a particular piece of technology allows us to do more, we begin to expect the same level flexibility across the board. The more we get used to leaving our desks and continuing to work from a mobile device, the more we expect that everything will allow us to do the same. Your learners will expect to pick up content at their convenience, whatever form that takes. In summary Multi-device learning is only going to be of increasing importance. It’s a valuable means of reaching a busy, diverse audience. Here’s a summary of what multi-device learning can do for your organisation… flexibility for learners boost engagement put downtime to use use across platforms digestible easy access aids the remembering process acts as glue to continue the learning journey between training sessions easy to track takes advantage of Bring Your Own Device (BYOD). Enjoy the read, why not tweet and share it with your community? The post 6 reasons you need to invest in multi-device learning (if you haven’t already) appeared first on gomo Learning.

What eLearning Professionals Should Know About Short-Τerm Μemory An eLearning course cannot be truly successful unless it is memorable. Learners must be able to not only complete the eLearning course, but also to recall that information when they need it. To do this, they must first store it in their short term memory banks. But how can eLearning professionals use short term memory when developing and designing eLearning courses? In this article, I’ll discuss the basic principles of short-term memory and I’ll share some tips to help you take advantage of the cognitive processes involved in short-term memory, in order to create eLearning deliverables that really enhance learning. Short-term memory is, in essence, the gateway to long-term information storage. When we learn new information or acquire new memories, these are first stored in our short-term memory before making their way to the long-term memory. Information that is not reinforced or not worthy of being tucked away for later use is discarded to make room for new concepts and ideas. Short-term memory is very frequently confused with working memory and many times these two terms are erroneously used interchangeably. Compared to short-term memory, that is just the temporary storage area, working memory is the mechanism that takes place within the short-term memory that manipulates incoming information and "decides" whether it is significant enough to get transferred into the long-term memory, or simply not useful enough and should be discarded. In other words, while short-term memory can be viewed as a temporary storage of information, it doesn’t entail its manipulation or organization; this is what working memory is responsible for. Learning actually takes place only when information is transferred into the long-term memory, and therefore can be retrieved again for future use. Storing information in the long-term memory is created by a conscious effort on behalf of the learners. The aim of eLearning professionals should be both to understand what exactly happens within the short-term memory in order to facilitate knowledge transfer, as well as to provide learners with the proper intrinsic incentives in order to motivate them to get more involved in the learning process. The Short-Term Memory Characteristics There are three characteristics to take into consideration with respect to the processes involved in short-term memory. These are: It's limited capacity. According to Miller's Magical Number Seven (1956), the short term memory has a limited capacity, being able to store 5 to 9 items simultaneously. Miller believed that our short term memory is not capable of handling more than 7±2 pieces of information before all of its "slots" are full. When this occurs we begin to experience cognitive overload, at which time we are no longer able to effectively acquire or retain information. It’s limited duration. As its name implies, short-term memory keeps data for a short period of time, about 20 seconds. After that, unless we make a conscious effort to retain the information just stored there, it disappears forever. Encoding processes. Information comes to our short-term memory through our senses. Encoding is referring to the way information is "registered" in the short-term memory. There is evidence that, for the majority of learners, encoding seems to occur as an auditory process, as the most frequently used strategy people employ in order to retain new information seems to be by mentally repeating it over and over. Another strategy some learners employ is visualizing the mental representation of the information stored. It is, therefore, not infrequent when talking about short-term memory to come across various terms such as acoustic or iconic memory, to refer to the mental strategy employed during the encoding process, depending on the strategy individuals tend to use for keeping new information in the short-term memory longer. To sum up, iconic memory is the human ability to hold visual information, like images or pictures in short-term memory, though acoustic memory is the ability to retain auditory information in short-term memory. Acoustic memory has been found to have bigger capacity than iconic memory, meaning that sounds can he held longer than visuals. Enhancing Short-Term Memory Processes: 5 Strategies For eLearning Professionals Chunk information to reduce cognitive overload. Information chunking, that is grouping of related information together, has been proved an effective strategy in order to prevent cognitive overwhelm. Given Miller's 7±2 principle described above, by chunking similar concepts or ideas together, we may be able to place more information in each memory "slot", thereby expanding the capacity of the short-term memory of our learners. Use auditory stimuli to improve knowledge retention and recall. As mentioned earlier, the short-term memory thrives on auditory stimuli. According to Atkinson and Shiffrin (1971), our short-term memory can hold information anywhere between 15 to 30 seconds. However, if we hear concepts or ideas repeatedly in audio form we can acoustically encode the information, a process referred to as "rehearsal", thereby committing it to our long-term memories. Believe it or not, our short-term memory even transforms visual data into sounds to memorize it more efficiently. When creating your eLearning course include audio presentations, narratives and music to boost knowledge retention and information recall. Encourage learners to apply previously learned concepts. When we encourage our learners to apply information they have already learned, this gives them the opportunity to decrease the amount of knowledge decay. The old adage "if you don’t use it you lose it" aptly applies to the short-term memory. When we don’t give learners a chance to rehearse and repeat information they have gathered, they will begin to forget key concepts within a matter of seconds. Scenarios, simulations, and end-of-chapter assessments are all exercises that involve information recall. Support key takeaways. Interestingly, our short-term memory is actually able to remember items at the beginning and at the end of a lesson more effectively than those in the middle. This is known as the serial position curve, which is comprised of two tendencies: primacy and recency. Primacy suggests that concepts in the beginning of a lesson can be more easily remembered because, as they are learned first, the short-term memory has the most time to absorb them. Recency refers to the other end of the spectrum, dictating that the concepts at the end of the lesson are stored in the short-term memory because no other concepts were learned after them. There were no additional items to serve as a distraction, so your mind could easily absorb them. You can take advantage of the serial position curve by placing important ideas or key takeaways near the beginning and the end of your eLearning unit. For example, you can highlight the most important concepts on the first page, and then review them again on the last. Grab their attention with stories and scenarios. Learners can more effectively memorize new information if it is somehow connected to real world challenges or situations. You can help to improve knowledge retention by offering them simulations, scenarios, or stories that tie into relevant and relatable issues or tasks they may encounter on a daily basis. This not only shows them the benefits of learning the information, but also directs their attention to the key points of the eLearing course. Thus, they will be less likely to forget the subject matter if they have formed a connection with it during the learning process. Short-term memory is the gateway to long-term knowledge retention. Designing eLearning courses that cater to the short-term memory can give your learners the opportunity to remember the key takeaways in their short run, so that they can put them to good use in the long run. What is the learning curve and how can you use it to design memorable and engaging eLearning courses? Read the article The Forgetting Curve in eLearning: What eLearning Professionals Should Know to discover everything you need to know about the forgetting curve in eLearning, so that your learners will always come away with the knowledge and skill sets they need to achieve their goals. Looking for more scientifically proven brain facts to take into consideration before creating your next eLearning course? Read the article 6 Scientifically Proven Brain Facts That eLearning Professionals Should Know and keep these interesting brain facts on hand to develop eLearning courses that offer the most value and benefit to your learners. References Atkinson, R. C., & Shiffrin, R. M. (1971). The control processes of short-term memory. Institute for Mathematical Studies in the Social Sciences, Stanford University. Miller, G. (1956). The magical number seven, plus or minus two: Some limits on our capacity for processing information. The psychological review, 63, 81-97. This post was first published on eLearning Industry.

In an earlier blog titled E-learning to Cater to Varying Digital Literacy Levels of Employees - Why?, I talked about why employees need to be divided based on their digital literacy and assign online courses accordingly. I had borrowed the suggestion from Ray Wang, founder and chairman of Constellation Research. In this blog, I will attempt to explore various eLearning design options that best cater to the needs of employees with varying digital literacy levels.E-learning courses involve engagement with the course interface, but the degree of engagement varies based on the way the course is designed. For a digitally savvy employees, complex interactivities and game elements may be incorporated. However, for digital novices, minimal interactivities and easy navigation elements are required. Let me explore them in greater detail based on the categorization of R Wang. Multi-device compatible, multiple learning paths and multiple formats for digital natives: These are employees who grew up surrounded by internet technology and have seen a multitude of gadgets within the short span of their lifetime. They adapt to new technologies very quickly and spend at least some part of their time in playing video games, online games and so on. They use multiple devices and switch between devices easily to perform their activities. So, how should eLearning courses be designed for them? E-learning courses can be designed such that employees can access them from anywhere through any device such as laptops, iPads, smartphones etc. Complex gamification strategies, scenarios and assessments involving a lot of interactivities can be used in the course modules. E-learning curriculum spanning multiple modules can be planned covering subject matter in depth.  Flexible learning options for digital immigrants and digital voyeurs: These are employees who are aware of the changes in technology. They would have sent their first e-mail well after their teens and have seen the rapid changes in technology being employed for communication at the workplace. Some have learnt to adapt to new technologies as demanded by the situation and work environment. Others may be reluctant to experiment beyond what is absolutely essential. E-learning needs to be less intimidating and more inviting. You can adopt the same strategy as done for digital natives but with relatively simpler interactivities, case-studies and scenarios. Multi-device access is still useful but the interface needs to be less cluttered with simple icons and instructions so that employees are not put off with an interface that is not user-friendly. Videos and bite-sized modules for digital holdouts and digital disengaged: Digital holdouts and digital disengaged are those employees who are not comfortable with technology and do not use it for their day-to-day activities. They, at best, use mobile phones, DVD players and watch television. They may be forced to interact with computers to a certain extent at work but computers do not constitute an essential part of their job profile. For such employees, learning can be in the form of ‘push learning’ to their mobile devices. This can be in the form of short, bite-sized videos or apps with user-friendly features and interactions. Short videos could also be developed and shown at workplace. For example, videos can be very useful to educate employees about workplace safety and best practices on the shop floor. These videos can be aired where there are display monitors or TVs. If you would like to read the blog that talks about why you need to consider digital literacy of employees when designing online training solutions, read my earlier blog titled, E-learning to Cater to Varying Digital Literacy Levels of Employees - Why? To learn more about Ray Wang and his views on categorizing individuals based on digital literacy, click here. Training need not necessarily be based on the age groups of individuals when we are working across multiple generations of workforce. When training is provided digitally, it makes a lot of sense to tweak instructional strategy based on the digital literacy of employees. Don’t you agree? Related PostsE-learning to Cater to Varying Digital Literacy Levels of Employees - Why?4 Tips for Developing E-learning Course Using Rapid Authoring ToolsHow to Convert PowerPoint Presentations to Interactive E-learning Courses: Free E-book

How To Personalize Your eLearning Program Using An LMS In an ideal world every eLearning program, independently from the delivery method, would be designed specifically in order to achieve the best retention rate (you can check this article to better understand the importance of personalized learning). Unfortunately this requires a tremendous expense in terms of money and time - which most companies can’t afford. Luckily in the past few years, also thanks to the flexibility and ease of use allowed by Cloud SaaS solutions, customization of the learning experience has become much simpler to achieve. Tools like customizable dashboards, multi-branding and white labeling, extended enterprise and more, allow companies to be extremely precise in the delivery of training by creating dedicated environments for each one of their customers or for specific user groups (such as users, administrators, power users etc…). To better explain my point, I am going to present you with a fictional case study. ACME Corp. has a problem. ACME is a global company with many divisions, specialized in many different sectors such as Food & Beverages, Health & Safety, and Sportswear. As you can imagine, all employees have some training in common, such as on-boarding, safety, compliance etc. On top of this group of basic courses, every division has specific needs based on their particular market and business challenges. To make it even better, because ACME really cares about developing its employees, every single business unit within each department has to take specific courses based on employee role and training gaps. You can see immediately how this kind of scenario poses some extremely complex challenges to your Learning and Development team. This kind of audience not only requires you to set up different environments with different access rules, roles, associated courses, branding and reporting, but also requires an LMS to be extremely lean and yet fully customizable, in order to avoid chaos. There are 2 elements that I think could help ACME to achieve this kind of detailed organizational scheme. I think the first necessary choice is to pick a Cloud SaaS Learning Management System, preferably developed in a modular way, so you can add on modules and enable or disable apps according to need. In fact, by choosing an LMS with strong core features and add-on modules, eLearning specialists avoid spending time cutting through unnecessary features that only make your system harder to navigate and manage. A system like this allows you to pick only the resources that you need, when you need them, reducing clutter and expenses. The second necessity is what we call an Extended Enterprise approach. An Extended Enterprise LMS has the same structure as an army. There are different vertical divisions or battalions, each one with different purposes and training needs, each one with internal managers, according to an internal hierarchy, which have similar roles across the different units and there are new recruits, who all need to go through basics and survival skills. Modern SaaS LMSs with Extended Enterprise features allow Learning and Development teams to replicate their company structure into the platform, personalizing every single branch with tools such as custom enrollment rules, custom domain, and branding with a dedicated login page for every branch. With this model it is possible to assign roles to managers within the unit, with permissions that can be the same across the whole company or custom based on the unit specific needs. Another important element of customization that can make your employee’s life easier (and yours too!) is the ability to modify your users dashboard or portal homepage in order to show them at a glance the items that matter the most to them, based on their roles. For example, standard users might need to have a quick overview of the courses they are enrolled in, their own progress, notifications and a calendar with upcoming courses or deadlines. On the other hand, managers are going to need a better understanding of how the learners are performing, or if someone needs some extra motivation. Just to give you an idea, you could create a custom report that highlights users that haven’t renewed or have failed to achieve their certification, with custom notifications associated to users failing multiple times. Obviously using this model means that we could assign different courses to different branches or sub-branches, using a vertical approach, or to company-wide groups, using horizontal approaches, or even hand-picking specific users of your Enterprise LMS, in order to achieve the perfect, customized, eLearning experience. If you want to have a better understanding of the Extended Enterprise (EE) concept or you would like to get a hands-on feel for it, I suggest you to take a look at Docebo’s EE model. This post was first published on eLearning Industry.

Imagine a situation where in an eLearning course is assigned to a busy employee. He completes a part of the course during his working hours on his desktop and the remaining unfinished part at home on his tablet. When he is accessing the course on his mobile, he expects the course to function the same way as on desktop. But, Is this possible? Yes, certainly, with responsive eLearning. But, what is responsive eLearning? Responsive eLearning facilitates the development of online courses that can be accessed efficiently on multiple devices with varied screen sizes - from desktop computers to smart phones. Here is an info- graphic which shares 5 proven tips to design and develop highly effective responsive eLearning courses. Hope you find this post interesting. Do share your views. Related PostsMaking E-learning Courses Mobile: 5 Aspects to Consider - An InfographicCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An InfographicAre E-learning and M-learning the Same…?

We recently ran a webinar with eLearning Industry on the fundamentals of adaptive and responsive theory. This theory underpins multi-device learning and allows us to view apps, websites and courses on much more than just our laptops and desktop computers. It’s the way our world works today and it opens up a load of really exciting opportunities for learners and designers alike! Check out the full recording from the webinar below… The post Webinar recording - multi-device learning in action appeared first on gomo Learning.