I would like to pick your brains with a quick question on compliance assessment. In your experience with assessing compliance topics, is it OK to let learners keep repeating a quiz until they achieve 100%? OR Is there an industry best practice where you let them run through a few times, and if they are still not 100%, coach them further? When it comes to developing online courses to deliver compliance training, we forget that our learners are adults and they love freedom. We are only paranoid and interested in getting our records aligned for meeting legal and compliance requirements. Rightly so, compliance training is critical to meet all the government regulations. Here is what one of our Fortune 500 clients follow for all compliance courses. The course starts with a video of the compliance office stating the importance of taking this training and abiding by the law. Making the courses more engaging and effective by using scenario-based learning. All learning has restrictions, and the learner has to complete each slide in order to go forward. The quiz gets activated ONLY when the learner completes all units. If learners do not get 100%, they can review the sections where they went wrong, and then, take the quiz again. The questions are randomized, and each time the learner takes the quiz, a new set of questions appear. Course completion would be recorded when the learner scores 100%. Compliance training is mandatory and should be repeated at regular intervals. These courses can be translated into multiple languages to reach all employees. Related PostsUse Scenarios for Compliance Training Through Articulate StorylineTips for Initiating Legal Compliance Training Program - Free Presentation5 Tips to Impart Excellent Compliance Training - An Infographic

Lectora Inspire V11 Tutorial: Discover the Powerful Authoring Tools in Lectora V11 e-Learning Software This Lectora Inspire V11 Tutorial presents the powerful authoring tools in Lectora V11 e-Learning software including Snagit, Camtastia and Flypaper and begin creating stunning screen captures, video tutorials and flash animations. The post Lectora Inspire V11 Tutorial: Discover the Powerful Authoring Tools in Lectora V11 e-Learning Software appeared first on VivaeLearning: The Best Free Video Tutorials Online.

  Did you know? In 1885, Herman Ebbinghaus, a German Psychologist defined the exponential nature of forgetting. As you see from this diagram featuring the "Forgetting Curve", we forget 80% of what we learned in 30 days! How can we improve stickiness of learning? By following innovative learning strategies outlined in this article, you will be able to create the required "Chain of Impact".   How can we improve stickiness of learning? To create the "Chain of Impact," we need to adopt ways to ensure the learning sticks. Sticky learning is the learning that lasts over time. This can be achieved through many approaches. One of the significant approaches is adopting learning strategies that: Focus on action ("to do" things rather than "seeing" how they should be done) Build on the current schema of the learners (draw upon what they know) Allow exploration (enable self-discovery) 5 Tips to improve stickiness of learning through innovative eLearning development We have a range of solutions that improve learning, recall, and retention. These are rendered through our innovative eLearning development framework. My top 5 tips are: 1. Use Gamification for learning   You can use the power of games to deliver specific learning outcomes in your learning and performance strategy. You can opt for: Overlay of a gamification concept on your content to have the whole course gamified through levels, board games, or challenges Partial Gamification of inline checks and assessments 2. Use Interactive videos (particularly for micro-learning) Today, several options are available to convert linear videos to interactive videos that can create an immersive and engaging experience. The passivity of the videos can be overcome by providing learning interactions, knowledge checks, and feedback. 3. Use Decision-making branching simulations You can use branching scenario simulations to move the learning process from mere knowledge acquisition to its application. These simulations can complement the scenario-based approach and should be used when learners need to deep dive into multiple related facets or handle a far more complex situation. This approach helps learners work in a safe environment (where they can practice and also easily recover from the mistakes they may have made). They can evaluate different aspects and get a sense of what impact their choices can have. 4. Use Story based learning (Storytorials) A proven approach, the story-based approach (Storytorial) combines the principles of Instructional Design with the compelling power of a story. The dual impact enhances the quality of learning, resulting in an immersive learning experience. Storytorials are strung together in a fictional narrative and generally have a beginning, body and an end. While a story may have multiple plots based on the content, you need to make sure that the central theme of the story sticks to the content and avoid redundant material that has little or no contribution to make to the training. 5. Use Scenario based learning As per ATD (Association of Talent Development), Scenario-Based Learning (SBL) is a proven method to build expertise in tasks that are unsafe or infrequent in the workplace or to build critical thinking skills. You can use scenarios to create learning activities where learners are presented with a real life situation or problem and they must work through it to achieve their goals. Although most of these interactions help hone learners’ cognitive skills, there is always the option of adding an emotional element for greater learner engagement. An example of this would be simulating a real-life situation where every decision that the learners make has a direct bearing on themselves or their colleagues. I hope this article featuring innovative eLearning development provides the required cues that you can practically apply to create a "learning retention and recall curve" for your organization. This post was first published on eLearning Industry.

Introducing new processes and software applications can be quite a daunting task. Employees are not receptive to change and teaching all the details and minute steps can be time consuming. Conducting classroom sessions might not be a very beneficial solution. Learners will need to set aside time from their busy schedules, and often, this might not be feasible. The limited number of facilitators will also slow down the learning process. Facilitators will also need to travel extensively to teach learners spread all across the globe. All these arrangements take up considerable efforts, time and financial resources. Also, with this approach, learners do not have the flexibility to learn at their own pace or spend more time on topics of concern. In additon to these issues, there are other challenges faced by employees. Employees often do not have a clear idea of why new processes are being introduced. They are told they need to learn and adopt the new system. Since adults have a need to know how the new learning will help improve their performance, not being told why they need to implement the new system makes them hostile towards it and leaves them with nagging doubts. Learners also tend to become familiar with the old systems and processes. They do not see the need to upgrade when the existing system is answering all their needs. In this context, eLearning or technology-enhanced learning can be your best bet. This mode of training offsets all the issues associated with classroom training and provides value for money. With online learning, the entire process can be explained by technology experts through screen captures. This is a great solution offered by eLearning course authoring tools such as Adobe Captivate and Articulate Storyline. The entire process is recorded in screen captures which can be used to demostrate the process. On-screen callouts and audio narration can be used to make learning more meaningful. The online courses, once developed, can be rolled out to any number of learners, at any time, across the globe. This provides learners the flexibility to take up the learning at their convenience and learn at their own pace. If the courses are to be delivered in the native languages of learners, getting the courses translated is a very easy option. To sum up, online courses are a very effective medium to facilitate process trainings. They save efforts, reduce costs and ensure that all employees are trained simultaneously, in the language of their choice if needed. So, the next time you roll out a new process, eLearning is the way to go. Isn’t it? Related PostsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An InfographicThe Autonomy of E-learning Curriculum -A 6 Step ProcessHow To Train Geographically Dispersed Workforce Quickly And Effectively?

Google for Education Video Tutorial: Teacher Tips- Using Hangouts and Google+ to Communicate This Google for Education Video Tutorial presents the benefits of Google Hangouts and Google + across the school and beyond. The post Google for Education Video Tutorial: Teacher Tips- Using Hangouts and Google+ to Communicate appeared first on VivaeLearning: The Best Free Video Tutorials Online.

Common eLearning Interview Questions You Should Ask One of the most challenging things about finding the ideal candidate for your eLearning project, or to become a permanent member of your staff for that matter, is knowing which questions to ask during the eLearning interview. After all, this is the time when you get to see the true character of the candidates and determine whether their eLearning experience and skill sets are what you’re looking for. Here are some of the most common eLearning interview questions you can ask when interviewing an eLearning professional. How do you typically handle the eLearning design process? Asking an eLearning professional candidate about their work process gives you the opportunity to gauge their knowledge about eLearning authoring tools, learning management systems, and processes. You also gain more insight into their workflow, and are able to see if they know the steps involved in designing an eLearning course. This is one of the most important eLearning interview questions to ask, in fact, as it allows you to determine what skills and talents they have, as well as what roles they might be able to fill. How have you expanded your understanding of eLearning principles and technologies recently? Ideally, you want an eLearning professional on your team who knows as much as possible about the field. This often entails continued education, such as attending workshops, seminars, and classes about eLearning. By asking them how they have expanded their understanding of eLearning principles and technologies recently, you can figure out if they are actively learning about the eLearning industry and if they are motivated enough to become the best at what they do. Do you have experience in this particular eLearning niche? Regardless of what eLearning niche you may be in, from the private education sector to governmental training, you will need to know if eLearning candidates can fulfill their job duties. You can do this by asking them about the prior experience they have in your industry, and encouraging them to emphasize on past jobs that have equipped them with the necessary knowledge and skill sets. If they do not have experience in your niche, but you feel they are still strong applicants, then you may want to ask them how similar jobs have prepared them for the task at hand. Have you ever had a disagreement with a co-worker? If so, how did you resolve the issue? Without any doubt, most of us have had at least one disagreement with someone we’ve worked with in the past. Asking eLearning candidate to elaborate on past conflicts and how they resolved the issue gives you the chance to see if they work well with others, how well they communicate, and if they possess conflict resolution skills. If they cannot mention a specific conflict, then give them a hypothetical situation and ask how they would resolve it. What past eLearning project you are most proud of and why? eLearning professional should take pride in their work. More importantly, they should be able to tell you exactly why they are proud of a particular project and what skills or eLearning authoring tools they used to get the job done. Someone who has great ideas is one thing, but a professional who takes those ideas and puts them into action to create a successful eLearning course is another. What do you consider to be your greatest weakness? It’s often difficult for people to admit their weaknesses, especially during an interview. This is one of the most common questions asked in an interview, mainly because it gives the interviewer an indication of the applicant’s honesty and resilience. If someone is unable to come up with a weakness, or disguises a strength as a weakness, such as claiming that they "are too much of a perfectionist", then this lets you know that they probably aren’t willing to admit their faults. However, this also means that they may not be investing in their own personal or professional growth, since they are unable to identify areas that may need improvement. If you could have any job in the world, what would it be? This is a bit of tricky question; eLearning professionals who are dedicated to their work and love what they do are, ultimately, going to say that this is their dream job. If they do give this answer, then ask them to elaborate by telling you exactly what they love about the eLearning industry. What is the best thing about being an eLearning professional? If there’s one piece of advice they could give someone entering the eLearning profession, what would it be? This question can actually lead to a series of spin-off questions, depending on where the conversation takes you from here. What expertise or skills can you offer that other candidates cannot? At the end of the day, you need an eLearning professional who will bring a unique set of skills and talents to the table. This person needs to be able to tell you how they may stand apart from the other candidates and what they can offer your organization once they become a member of your eLearning team. Ask them to be specific about their expertise, rather than giving you a generalized statement of their past work experience in eLearning. The answers to these eLearning interview questions can offer insight into the personality, work ethics, and previous experience level of your applicants. Remember that in addition to what they say, it’s also essential to pay attention to how they say it. Mannerisms and tone can tell you a lot about their authenticity. Looking for more eLearning interview questions to ask in order to find the perfect candidate to join your eLearning team? Are you an eLearning professional who need more questions to get prepared for the job of your dreams? In both cases, read the article How To Get Prepared For The eLearning Job Interview Questions to find out more eLearning interview questions and the proper way to answer them. Are you currently looking for the ideal eLearning professional? You can search for eLearning Professionals' resumes or upload your job for free, at eLearning Jobs "The Leading Source for eLearning Jobs - Free eLearning Job posting"! This post was first published on eLearning Industry.

Report building is one of the crucial activities in any training process. It helps the training manager track the learner’s performance and training outcomes. Earlier, this process was done manually. However, with technological advancements, this process has been automated. Now, using a learning management system (LMS), training managers can generate reports with just a click. If you are using Moodle for your training activities, here is an info-graphic which lists 10 types of reports that can be generated by Moodle. Hope you like this post. Do share your views. Related Posts4 Valuable Reports From Moodle8 Power- Packed Features of Moodle to Deliver and Manage Your Training [Infographic]Preparing Classroom Session Using Moodle Face-To-Face plug-in

Want to develop an eLearning course but confused which tool to select? Here are a few tips for using a particular tool, based on your needs. As you know, there are many types of eLearning development tools available. Among these, the most popular and extensively used ones are: 1. Articulate Storyline Articulate Storyline is one of the most widely used authoring tools for eLearning development. It has a number of features that go a long way in developing exceptional digital courses. According to a survey, conducted by the E-learning Guild, in 2013, most eLearning developers chose Articulate Storyline to develop their eLearning courses. With the new version of the tool, Storyline 2, which has a lot of new interesting features, we can create highly engaging courses. This is one such tool which doesn’t require any programming skills and has a very user-friendly interface. It also has different features such as screen recording, built-in templates, translation friendliness etc. 2. Lectora This is perhaps the first authoring tool which has the capability to publish courses to HTML5. Similar to Storyline, Lectora also has many pre-installed templates which can be accessed online. You can create customized interactivities, quizzes and templates using this tool. This is one of the ideal tools to use for content/text-heavy courses. It is also mobile-friendly and allows easy translations of online courses. 3. Captivate 8 Captivate 8 is the new version of Captivate, with user-friendly interface. This is mostly used to create simulations and Watch, Try, Do slides. It can be used to develop responsive online courses. You can also use responsive drag-and-drop interactions with this. Also, it is flexible and can be used to develop courses compatible with iPads, tablets, and smart-phones. The screen size can be adjusted to provide optimal viewing experiences. 4. Flash This is one of the best tools to work with; it is also available in other versions such as Flash CS3 to CS6. Flash can be used to create highly engaging courses; you can also create customized GUIs and interactivities. We use Flash to create complex effects such as controlling an object or audio, adding videos, etc. This can be done using action scripts. Here are the factors, based on which you can decide which tool is best suited for the development of your eLearning course. S.NO. NEED Right Tool 1 1. Quick product launch 2. Customized design,engaging and complex interactivity 3. Team: mostly trainers Storyline 2 1. Mandatory legal training, mostly text-heavy content 2. Quick translations 3. Highly customizable, interactive content 4.  Team: mostly IDs Lectora 3 1. Simulations: Watch, Try, Do 2. Need application training Captivate 4 1. Highly customizable 2. Interactive content 3. Team: mostly IDs and developers Flash Always remember that before selecting the tool for your eLearning course development, it’s important to reflect on the goals you’re trying to accomplish. Hope these tips help you choose the right tool for your online course development. Related Posts4 Tips for Developing E-learning Course Using Rapid Authoring ToolsWhat Makes Articulate Storyline the Best E-learning Authoring Tool - An Infographic Articulate Storyline for Easy E-learning Development - An Infographic

Lectora Inspire V11 Tutorial: Using the Media Library in Lectora V11 e-Learning Software This Lectora Inspire V11 Tutorial presents the Media Library. Media Library is your one-stop shop for all media used in your e-Learning course and all media that’s available. Tap into endless games, characters and animations in the Lectora Media Library and simply drag and drop into your course. The post Lectora Inspire V11 Tutorial: Using the Media Library in Lectora V11 e-Learning Software appeared first on VivaeLearning: The Best Free Video Tutorials Online.

Leading a Digital School 2015 is a digital education technology conference. IWBNet’s Leading a Digital School Conference ran in the marketplace from 2007 to 2013 inclusive. In that time thousands of school leaders and classroom teachers have enjoyed the networking, the ideas generation, the inspiration and the practical advice for delivering great educational digital technology initiatives in their schools. The conference name signifies the exciting work being undertaken by school leaders and influential passionate classroom teachers who are leading their schools and classrooms in a disruptive digital world supported by educational digital technology. Leading a Digital School 2015 conference will examine 3 mega themes in depth: BYOT Flipping Learning Change Now It is tightly focussed professional development for school leaders and classroom teachers (K-12). Wherever you are on the continuum of these 3 mega themes you will find this conference invaluable. You may be thinking of implementing the themes in your school, you may have just started, you may be a long way down the path, or you may wish to propose alternative points of view and contribute to the debate around these topics. Leading a Digital School 2015 conference will be held at the Crown Conference Centre (mebourne, Australia) on August 20 - 22, 2015.   This post was first published on eLearning Industry.