Camtasia Studio 8 Tutorial: Introduction to Quizzing This Camtasia Studio 8 Tutorial covers the following topics: 0:00 - Intro 0:15 - What to do before adding quizzes 0:40 - Quiz View / How to add a quiz 1:50 - Building quizzes / Quiz options 3:20 - How to edit a quiz 3:40 - Quiz production settings 4:15 - Quiz reporting options 4:45 - Adjusting the quiz appearance 5:55 - Wrap-up / Next tutorial The post Camtasia Studio 8 Tutorial: Introduction to Quizzing appeared first on VivaeLearning: The Best Free Video Tutorials Online.

In my previous blog, we have discussed about the magic wand in Articulate Storyline-the trigger wizard. We explored the two drop-down menus Action and When; and how each option in these menus changes the other fields in the wizards. Today in this blog, we will explore this magic wand in more detail to know the other important option- Trigger Condition. What is a trigger condition? As the name implies, this option allows us to add one or more conditions to the trigger execution. The When drop-down menu in the trigger wizard may however tellwhen should the trigger be executed, but the trigger condition specifies under what condition the trigger should be executed. For example, the below screenshot of the trigger with a condition tells you that the trigger will be executed (Jump to next slide) when the user clicks the next button under the condition that the Variable 1 is True. This means that the trigger will be executed when you click the next button only if the variable is true. If the variable is false and you click the next button, the trigger will not execute. How to add a condition? I want my trigger to be executed (Jump to next slide) when I click the next button, but the condition would be ─ only when the timeline of the slide ends. If I click the next button before the timeline of the slide ends, the trigger should not be executed. So, let’s see the steps to add such a condition. Step 01: First, I will create a small rectangle outside the slide. Step 02: Set the initial state of the rectangle to Hidden. Step 03: Create a trigger (as shown in the screenshot below) that would change the state of the rectangle to normal when the timeline of the slide ends. Step 04: Now, again open the trigger wizard and set the option for the trigger you want to add the condition to. I want to navigate to the next slide. So, I have set the options as shown in the below screenshot. Step 05: Once you set all the drop-down menus in the trigger wizard, click Show Conditions. Step 06: Click the green plus mark to open the Trigger condition wizard. Step 07: Choose any of the three categories displayed in the wizard - Variables, Shapes and Window. I have selected Shapes as I want my condition to depend on the state of the rectangle I’ve created outside the slide. Step 08: Set the options as show below. This condition specifies that the trigger for the next button will execute only when the state of the rectangle is normal. Click OK after setting the required options. This is how the trigger wizard of a trigger with a condition will look like. You can add more conditions to this trigger, but remember to use the AND/OR field cleverly according to the requirement. Similarly, you can add different types of conditions to the triggersto create complex functionality within no time. So, what are you waiting for? Start creating complex functionality and enjoy developing eLearning courses with Articulate Storyline. Have anything to say? Please do share through your comments. Related PostsHow to Combine Your Adobe Captivate Projects Into Single Course?Rapid E-learning through Storyline Tool: 5 Infographics Sharing Key FeaturesTrigger Wizard - The Magic Wand in Articulate Storyline - Part 1

No-Nonsense Reasons To Track Learning 1. Tying Training to Results (and Promotions) If you aren’t measuring it, you can’t manage it. Results When your employee finishes a lesson or course, you should be pushing that data to your CRM and tying it to their everyday performance goals. In sales, you might tie your prospecting course to the number of cold calls a rep makes in a day, or the average number of meetings they are set before training versus after. In customer support, you might tie your customer service lessons  to the number of cases a rep closes, pre-training versus post. If you aren’t seeing the lift in results that you expect, now you know, and you can tweak your approach. If you do see the lift you expect, you can double down. Either way, if you're tracking results, you can manage results. Promotions People will take training seriously when you show them the tangible benefits it has on their career. No promotion should go unannounced without a reference to the member’s outstanding adoption of training practices (and, of course, his or her resulting performance). 2. Know Who to Help (and How to Help) When you track training, you can provide pre-assessments to subjects; for example, you might ask your reps to write out their current voicemail strategy and email messaging. Once you get their responses, you can fast-track the A-players to more advanced training while giving those who are struggling a more hands-on approach. This is critical. Can you imagine if an NFL coach gave his first and third string players equal playing time? That team would probably fail before its first down. In the same way, as a manager, you need to know who is struggling so you can help them out and let your stronger team members shine on without being dragged down by too much training. 3. Make Feedback Loops a Part of the Process Tracking your training doesn’t just mean providing assessments and quizzes; it also means creating a flow of dialogue between the company and its learners. You might be happy just shooting around PowerPoints, trusting your people to engage with the material, and maybe they are. But did they understand the material? Did they give it a critical thought? Are they clear on the best way to implement the learning into their current processes? You will never know if you’re not tracking. If you make it difficult (or even less-than-super-easy) for your learners to provide feedback, they won’t. Make feedback a part of your training process by building it right into your training. This post was first published on eLearning Industry.

No matter whether you are a novice or an experienced eLearning professional,there are certain rules to be followed in order tostand out among eLearning professionals. Many educational psychologists have acknowledged many principles of learning (also known as rules of learning). The same rules,when followed in eLearning, enable you to teach your learners more efficiently. Let’s see them. Law of readiness The first law speaks about learners’ enthusiasm. It is an accepted truth that learning happens only when there is a will to learn. Generally, an individual learns more efficiently and with more indulgence only when he is ready to learn. So, as an eLearning professional, it is your job to develop a course that creates enthusiasm to learn. In order to create readiness about your courses, as a designer,you should create a course that is captivating and engaging and creates an intrigue in learners. The course should also tell what the learner will be able to achieve after completion.  Law of exercise The second law is about repetition. We all know that practice makes aman perfect. It means doing something regularly makesone perfect. In the eLearning context, when the learner comes across the same content at different instances, he is able to reinforce his learning better. So, as an eLearning professional, you need to give multiple opportunities for yourlearners to revise their learning. Learner reinforcement can be done by providing them with the activities, knowledge checks, hand-outs, quizzes, summaries etc., Law of effect The third law is about learners’ encouragement. It is undeniable that learning happens only when the learner feels satisfied and is rewarded for his knowledge.You,as a developer, must create positive emotions in order to encourage the learners. For this, you need to add a few elements to your course such as confidence, credibility, trust and interest.Provide rewards and feedback on the learners’ performance which in turn keep up their motivation levels. Law of primacy The fourth law is the ‘law of primacy’ which speaks about the opinions of the learner.It is a well-known fact that the first impression is the best impression. Generally, when a person learns something, it becomes problematic to persuade him for something different. In order to teach information that is contradictory or different to learners’ imagination, you as an eLearning professional must make sure that you teach the right information. When your intention is to change the behavior of the learner, you need to address both the old knowledge and new information, and then explain why the new information should be considered. Law of recency As per this law,people often remember the most recent things they have learnt.So, eLearning designers must include unit reviews in order to build on the previous knowledge of learners. This enables the learners to revise their materialsbefore answering the knowledge checks. Also, provide them with asummary which contains the old as well as the new information, which in turn reinforces their learning. Law of intensity This law states that you have to develop innovative courses in order to dive into the learners’ concentration. To make the learner stay tuned with same zeal and attentiveness throughout the course, you as a designer should develop the course that is both engaging and captivating. As a designer, you have to come up with creative and innovative ideas depending on the nature of the content. For example, if you want the learner to relate himself with the information, choose the scenario-based approach. This increases the learners’ level of concentration.  Remember these laws and apply them while designing your courses. It will surely yield the best results to the learner. Please share your opinions on the same. Related Posts4 Effective Ways of Presenting Scenarios in E-learning CoursesWhy Training is Important for Instructional Designers?Using Consequence-based Learning in E-learning Courses

Camtasia Studio 8 Tutorial: Receiving Quiz Results via Email This Camtasia Studio 8 Tutorial covers the following topics: 0:00 — Intro 0:15 — Quiz settings 0:30 — Production settings 0:50 — Quiz reporting options 1:35 — Quiz report emails 2:05 — Email report information 2:35 — Detailed quiz reports 2:50 — Summary quiz reports 3:50 — Wrap-up / Next tutorial The post Camtasia Studio 8 Tutorial: Receiving Quiz Results via Email appeared first on VivaeLearning: The Best Free Video Tutorials Online.

How To Use Positive Reinforcement In eLearning By definition, reinforcement is the act of strengthening a certain behavior so that it is more likely to be repeated. Typically this involves a specific stimulus, such as a reward, recognition, praise, or appreciation. When used correctly, reinforcement has the power to motivate, inspire and engage your learners, so that they are empowered to learn and get the most out of the educational process. In this article, you’ll learn the differences between positive and negative reinforcement, and discover tips you can use in order to integrate positive reinforcement into your eLearning courses. Positive Reinforcement vs Negative Reinforcement Positive reinforcement strengthens desirable behaviors by presenting the learner a motivational stimulus, such as a reward or praise. This makes it more likely that the person will exhibit this behavior in the future. For example, if learners are successfully completing an online scenario, praise would reinforce their behavior and encourage them to repeat this behavior in the real world. Negative reinforcement also involves a positive stimulus, but this time this positive stimulus is removed every time an undesired behavior is expressed. For example, every time learners answer incorrectly an online multiple choice question, no extra points are added to their total score, as they do not get rewarded with the extra points assigned to each question (positive stimulus). This removal of desired stimuli serves as feedback to the learners, making them understand that this was not the expected behavior. Therefore, learners who want to improve their score know that they have to study harder and pay more attention to the questions in order to answer correctly and be awarded with all the points they need to pass the test. Negative reinforcement should not be confused with punishment. Although they both try to extinguish an undesired behavior, the first has to do with removal of a positive stimulus, though the second with the presence of a negative one. Negative points (negative stimulus), could serve as an example of punishment, as undesired responses on learners’ behalf would result in lowering their total exam scores. Therefore, in the first case of negative reinforcement, learners' scores would remain the same, given the absence of positive stimuli (extra points), though in the second case of punishment, points would be subtracted from their total score up to that point, making them experiencing the negative consequences of their undesired behavior by seeing their total exam score falling. 6 Tips For Using Positive Reinforcement In eLearning There are a number of ways you can incorporate positive reinforcement into your eLearning course design. Here are few tips you can use to encourage positive learning behaviors: Personalize your praise. Offer custom tailored praise to students who exhibit particularly positive learning behaviors, and avoid offering general praise to all members of your audience. While it’s perfectly fine to give them all a virtual pat on the back when they work well together or all earn high scores on their exam, it is more effective to praise each learner individually and personalize the praise. Be as specific as possible and let them know exactly what they did right, so that they know which learning behaviors earned them the praise. Offer positive constructive feedback. Rather than letting your learners know what they did incorrectly at every turn, try to offer them encouragement, inspiration, and motivation. If a learner is continually stumbling over a particular simulation, offer them positive constructive feedback and attempt to figure out why they are repeating the same behavior time and time again. If they can see that you are willing to give them the benefit of the doubt and actually help them resolve the issue, then they are more likely to correct and repeat the desired behavior. Reward positive behavior immediately. You must reinforce the behavior immediately after it occurs. If you wait until the end of the eLearning course to reward the desirable behavior your learner simply won’t be able to link the behavior to the reinforcement. Their brains probably won’t make the connection between the act and the reward, which means that there will be no positive effect whatsoever. Design eLearning activities that focus on progress and improvement. Your learners should always be aware of the fact that you aren’t asking for perfect, just for them to do their very best during the eLearning course. This is why it’s so essential to focus on improvements and the progress they have made while you are presenting the positive reinforcement. Let them know how far they’ve come since the beginning of the eLearning course, or praise them for correcting a certain behavior and specify how they have been improved. You can also encourage them to set goals while doing this by offering feedback on how they can strengthen the behavior in the future or develop necessary skill sets. Don’t offer rewards on a regular basis. You can have too much of a good thing, especially when it comes to rewards. It’s best to surprise your learners with rewards, rather than offering them so often that they grow to expect them. For example, instead of giving your learners a reward whenever they complete a unit, only present them a reward if they successfully complete a challenging scenario or get a high score on an exam. This element of surprise will not only motivate them, but make your praises and rewards more meaningful and powerful to them. Recognize top learners by integrating leaderboards or other reward systems. Human beings are competitive by nature. Even those of us who don’t necessarily think of ourselves very competitive  are motivated by the fact that we excel in a particular subject. This is where leaderboards and rewards systems come into play. Not only do learners get rewarded when they exhibit favorable behaviors, but they also receive the recognition and appreciation they are looking for. The key to this, however, is that learners should not be performing the behavior just for the sake of earning a tangible reward or avoiding a negative consequence. Ideally, the reward should just be a secondary source of motivation. It can be tricky to know the difference between negative and positive reinforcement in some cases. However, follow the above tips and offer your learners the praise and support they need without centering their eLearning experience on extrinsic motivation factors. Motivating your learners to become active participants is just as important as positively reinforcing desired learning behaviors. Read the article 5 Tips To Enhance Motivation In eLearning to discover 5 top tips that can help you create motivational and memorable online courses for your audience. This post was first published on eLearning Industry.

Success in the business requires training and discipline and hard work. But if you’re not frightened by these things, the opportunities are just as great today as they ever were. -David Rockefeller The challenge of any training manager is to ensure the employees complete mandatory training courses. These training courses help to enhance the ROI of the organizations. The better training, the best outcome. Compliance training is the important training for new employees of every organization to be success. The Towards Maturity Benchmark Survey stated that about 98% of organizations prefer technology-based compliance training. Taking the importance of compliance training into consideration, how to do ensure that you learners actively participates in the course. What strategies can be used to design courses to make compliance training effective? Let’s see a few instructional design strategies to deliver effective compliance training program. Here is the info-graphic which shares a few instructional design strategies to deliver effective compliance training. Hope this info-graphic is informative. Please do share your views. Related PostsDesign Strategies for Creating Compliance Training Courses4 Instructional Strategies to Create Learner Delight - An InfographicE-learning Instructional Strategies for Performance Management Training

One of the most important trainings in any organization is compliance training. Technology-enabled training works best for compliance training. Since technology is being used for these trainings, a few design strategies should be considered while creating compliance training material. Let’s look at some of the strategies to design an effective compliance training course. On-screen agents: Introducing a character adds human element to the course and forms a relationship with learners. The on-screen characters transform a boring subject into an interesting one. They enhance the quality of learner engagement by retaining his attention. We have used an avatar, Adam, the Income Tax Accountant in a course to explain various concepts of income tax accounting such as fundamentals of ASC 740 and guide learners throughout the course. Case-study approach: A case-study approach involves using a case and teaching the content using this case throughout the course. The case presents problems occurring in the organization, such as not complying with the processes/ procedures, not maintaining quality etc. The course then presents the best practices or guidelines to solve these problems. The case can then be used for checking the learner’s understanding and decision making capabilities. We have used a case related to food safety in an organization and how the organization was not maintaining hygienic standards. The course used this case throughout to explain various standards and laws to maintain hygienic food conditions. Videos: Videos are informative and provide a high level of interaction and capture the learner’s attention. Merely embedding a video into the eLearning course doesn’t serve the purpose of effective learning. The video has to be woven into the eLearning course with some additional information. For a fire safety course, we received a long video on different classes of fire, types of fire extinguishers, the band colors of fire extinguishers, etc. Instead of showing the entire video,we divided the video into small bits and showed these bits under relevant sub-topics with some additional information. This worked well making learning very effective. Other strategies include: Using interactivities to break the monotony of imbibing information through seeing. Using the audio element and right tone to reinforce learning and bring behavioral change. To conclude, these are some of the strategies to make boring and dry subjects interesting and engaging. Hope you find them useful. Related Posts3 Instructional Strategies to Deliver Effective Compliance Training - An InfographicOnline Product Training Design StrategiesInstructional Strategy for Global Roll-Out of Product Trainings

Camtasia Studio 8 Tutorial: Scorm Content Packages This Camtasia Studio 8 Tutorial covers the following topics: 0:00 - Intro 0:15 - Choose SCORM with quizzing or without 0:30 - (Quizzing) Creating a quizzing package 0:50 - (Quizzing) Production Wizard walkthrough 4:20 - (No Quizzing) Production Wizard walkthrough 7:00 - SCORM Package file overview 7:30 - Reporting details 7:50 - Wrap-up / Feedback The post Camtasia Studio 8 Tutorial: Scorm Content Packages appeared first on VivaeLearning: The Best Free Video Tutorials Online.

As instructional designers, we always come up with new strategies and innovative ideas to create storyboards. We put our best to make the storyboard look different and engaging to the learner. When doing such things, we should try to check whether our efforts are reaching the audience effectively or going in vain. This is important because we often tend to miss out a few basic things that are essential, when we concentrate on the formulation of various strategies. In this blog, I will discuss ten things that every instructional designer should remember and put in practice while working on storyboards. Here we go……… Know target audience: Our goal is to reach the learner. So, the first thing that you need to know is who your target audience is and why they are taking the course. This helps us set effective learning objectives, select the images that suit learners, decide appropriate instructional strategies (scenarios, storytelling etc.) and do much more. Analyze the content: Analyzing the content is the second important thing that needs to be done. Once we receive inputs from the client, we need to thoroughly go through the content, identify the gaps if any, work with SMEs and fill the gaps. Then, we need to organize the content in an order and create an outline. This helps us give a proper structure to the course. Set appropriate learning objectives: Setting clear objectives is very important as it gives the learner a clear understanding of what he would gain after completing the course. So, it is essential to keep in mind the reason for taking up the course. Then, create objectives based on it. This gives the learner a reason to go through the course. Ensure proper chunking: When putting the content on the screen, we should be able to differentiate the "need to know" content from the "nice to know content". This helps us arrange the on-screen content easily. The need to know content must be shown on the screen whereas we can give the nice to know content as "more information". Have good visualization: Good visualization keeps the learner engaged. So, we need to make sure that the content is represented appropriately. The images used should be meaningful and placed in a proper position. This enhances the look and feel of the course. Provide effective audio: Audio plays a very important role in eLearning. The course will be incomplete without proper audio. So, we should be careful while making audio for the course. Not all content on the screen should be read in audio. The audio should give a brief description of the on-screen information. Align summary with Learning Objectives: While summarizing, we provide a gist of information that we feel is important to be revised. But, we often forget to align them with learning objectives. We should make sure all the learning objectives of the course are being taught and summarized accordingly at the end. Align assessments with Learning Objectives: In order to determine whether the learner has reached the objective of the course or not, it is essential to align assessments with the learning objectives of the course. There must be at least one question based on each learning objective. This helps us assess how far the learner has achieved the goal. Provide feedback effectively: There is always a chance that the learner might have guessed the correct answer. So, while giving the feedback, we need to explain why the selected answer is correct if the correct option is selected and why the selected answer is wrong if the wrong option is selected. This keeps the learner motivated and helps him retain the information. Review it properly: Finally, you need to remember that there is always a chance of errors creeping into the storyboard. So, there is nothing wrong in re-checking the storyboard. Make a checklist of things that need to be cross-checked and review accordingly. There is no doubt that we always need new instructional strategies and innovative ideas in our storyboards; but, when we include new things, we shouldn’t neglect the basic things. I hope you find this blog informative. Would you like to expand this list? Please do so. Related PostsHow to Create Learner-centric E-learning Courses?What Does It Take to Design Top-notch E-learning CoursesE-learning Design: Instructional Design Models Vs Strategies