TNW USA 2015 'Smart attendees, provocative talks, and masterful execution’ For the third edition of TNW Conference USA, 1500 people are coming to New York to secure new business with the world's most innovative technology companies - both large and small. Meet the world’s hottest entrepreneurs, watch 20 curated keynote talks and do valuable business with the industry's leading decision makers. TNW USA 2015 stands out from the rest of your events calendar. We put curation at the heart of everything we do: from our selection of speakers to the 100 carefully chosen early-stage startups that will pitch on stage and present in the business area. Our goal is simple - we want to minimise the effort it takes for your to secure maximum results. The Next Web 2015 Conference (TNW USA 2015) will be held at the Hammerstein Ballroom & Grand Ballroom on November 18, 2015. This post was first published on eLearning Industry.

The 2 Approaches To Personalization Of eLearning   Personalization of eLearning process could be done using two approaches: We can adapt it to individual needs by creating some logic which will automatically change the learning path. We can rely on people giving them a chance to manually change the learning path. Adaptive Learning - Let Computer To Decide For People  The technique of adaptive learning assumes that at the very beginning of an eLearning module we place a pre-test which assess the level of competencies taught within this module. After concluding such a test every learner gets either a personalized learning track, which consists of only these parts of the eLearning course that are corresponding with competency gaps, or personalized recommendations regarding how to "consume" this module (which parts of it could be skipped and which should be taken with special attention). Such an approach lets not only to create an eLearning course truly corresponding with one’s learning needs, but also to optimize the time needed to build one’s competence. It influences an ROI in positive way by cutting down the costs of consumption of an eLearning offer (I wrote about it earlier in The Hidden Cost of Learning Consumption). Freedom In eLearning Course - Let People To Decide For Themselves I have seen many eLearning processes in which learners were forced to take the course screen by screen. In such an approach many people use to treat this process in a pure mechanical way just clicking the "Next" button. Using such a course by competent or half-competent learners is a pure waste of time… If we want to optimize an eLearning process we should assume that learners are reasonable people and give them freedom to choose which part of the course they want to take. We should pass to them responsibility for their professional development. Of course, such a responsibility should be controlled with appropriate testing or quizzing functionality giving information about gaining new competencies not only to the learning process administrator, but also to learners. Such a feedback for learners should be not only informative, but also supportive and motivational. Final Thoughts Sometimes people ask me whether eLearning is better than traditional ways of building competencies. Well - sometimes it is, and sometimes not. However, one of the unquestionable benefits of eLearning is the possibility of delivering individualized learning intervention which you can’t deliver during typical workshop as you have to keep many participants on the same learning path in the same time. Using these two approaches in the eLearning world you can create a truly personalized learning solution. This post was first published on eLearning Industry.

Synchronous vs Asynchronous Learning: How To Integrate Them Into Your eLearning Course Design Synchronous learning happens in real time. The learners typically log on to an eLearning platform, such as a web conferencing or webinar tool, and engage with the instructor and peers. This can even come in the form of an online chat room where learners gather at a specific time and date to broaden their understanding of the topic. It is an ideal option for distracted or unmotivated learners who need a more collaborative online experience, as well as self-guided learners who require a higher level of support or direction. This is the exact opposite of asynchronous learning, which can occur at any time. Learners are able to complete modules whenever they like, regardless of whether other members of the online class are logged on. They are given the tools and information they need, but must decide when and how they will use these online resources to achieve their learning goals. With that being said, there are usually deadlines and schedules that a learner must follow. For example, they may have to turn in their online assignments by the end of each month or have to participate in at least one online discussion per week. Asynchronous learning courses often have a common space where learners can post questions, turn in online assignments, or engage in eLearning activities. 4 Tips For Designing A Successful Asynchronous Learning Strategy Variety is key. Integrating a wide range of online activities and exercises not only avoids dreaded learner boredom, but it also caters to a broad range of learning preferences and styles. For example, offering a text-only online course might exclude learners who prefer to learn via eLearning videos and simulations. This is why it’s essential to include a good mix of learning materials into your asynchronous learning strategy. Bear in mind that self-guided learners are more likely to disengage from the eLearning experience if the online course fails to grab and hold their interest. Develop a solid support structure. One of the downfalls of asynchronous learning is that it lacks face-to-face instruction. As such, you must have a solid support system in place to assist those who need additional help with the subject matter, or even the learning management system. If they encounter a glitch or cannot log in to the eLearning platform, they should always have a way to get in touch with someone who can offer assistance. Create a collaborative online community. Self-guided learners who are participating in asynchronous learning experiences run the risk of feeling isolated. They are not engaging in real-time discussions on a regular basis. Thus, they are not able to collaborate with their peers and benefit from their experience as often. To alleviate this, consider building an online community, such as a forum or blog, where learners can meet and share their ideas, concerns, and questions. You might even want to think about developing online exercises that require learners to team up, via web-based project management platforms, to complete the online assignment or solve a common challenge. Make it easily digestible. Your asynchronous learners are probably going to be accessing learning materials on-the-go. Therefore, you need to make the modules bite-sized, so that they can get the info they need as quickly as possible. This also gives them the ability to pause once they’ve completed a module and then pick up where they left off at a later time. Digestible learning materials help to avoid cognitive overload, as well, which is always a plus. Be sure to include a course map that allows learners to track their progress and quickly view which module is up next. 3 Tips For Designing A Successful Synchronous Learning Strategy Set the tone. The key to an effective synchronous learning course is creating the ideal learning environment. Since your learners are going to be participating in a real time discussion or online presentation, you need to have their full attention; this means removing all distractions from the room when they are accessing the eLearning course, and setting aside enough time in their schedule to sit in for the entire online discussion. Make them aware of the expectations well in advance so that they know how to prepare for the event. Don’t overload learners with text. Only include text for the key takeaways of the online presentation. Don’t overload their mental processes by writing out your eLearning script word for word on the screen, or giving them text passages for each story that you share. The only exception to this rule is, of course, when you have hearing impaired learners in your audience. If this is the case, then you may want to consider adding optional subtitles that can be turned on or off during the event. Create a flexible schedule. Unlike asynchronous learning, synchronous learning courses typically stick to a schedule. However, this doesn’t mean that learners should have to put their lives on hold in order to participate in a virtual discussion. Try to make the schedule as flexible as possible, and record your online events so that absent learners can still get the information they need at a later time. Before you begin the eLearning course, conduct a survey to figure out the best days and times for your learners, so that you can create a schedule that works for them. Also, keep their busy personal and professional lives in mind when creating the deadlines for online assignments and eLearning assessments. To determine which approach is right for your learning goals and objectives, as well as your audience, conduct surveys, focus groups, and needs evaluation analysis before you begin developing your curriculum. If you’re still on the fence about whether an asynchronous or synchronous strategy is ideal for your learners, you may want to think about utilizing a blended learning approach that offers the best of both worlds. Looking for an affordable way to reach out to online learners and boost peer-to-peer collaboration? Read the article 6 Tips To Use Google Hangouts For Synchronous Learning to discover how you can use FREE Google Hangouts in your synchronous learning strategy. This post was first published on eLearning Industry.

The School of Education of the Polytechnic Institute of Setúbal (ESE / IPS) is organizing the 17 th edition of the International Symposium on Computers in Education (SIIE 15) SIIE 15 is an international forum for presenting, discussing, reflecting and sharing of research about the use of ICT in Education. The different SIIE editions have elapsed between Portugal and Spain and have provided an important forum for debate and reflection between researchers, institutional representatives and educators willing to share their views, knowledge and experience. SIIE 15 Themes ICT and teachers’ professional development; ICT and new approaches to the teaching/learning process; Design, framing and evaluation of digital educational resources (RED); Computers and learning; Mobile/ubiquitous computing in education; Games and Simulations in Education; Educational robotics; Social and learning networks; Massive Open Online Courses (MOOC) and distance learning However, these themes should not be considered exclusive. There are also accepted other relevant studies that are not included in the topics presented but can be integrated in other themes regarding the use of ICT in Education. SIIE 15 Keynote Speakers Karen Brennan is an assistant professor at the Harvard Graduate School of Education. Her research is primarily concerned with the ways in which learning environments -- in and out of school, online and face-to-face -- can be designed to support young people's development as computational creators. Many of Brennan's research and teaching activities focus on constructionist approaches to designing learning environments -- encouraging learning through designing, personalizing, connecting, and reflecting, and maximizing learner agency. Claudio da Rocha Brito is Professor of Electrical and Computer Engineering. Currently is the President of Science and Education Research Council (COPEC), President Elect of IEEE Education Society (2015-2016), President of Fishing Museum Friends Society (AAMP), President of (Brazilian) National Monitoring Committee of "Internationale Gesellschaft für Ingenieurpädagogik" (IGIP), Vice President of International Council for Engineering and Technology Education (INTERTECH), Vice President of World Council on System Engineering and Information Technology (WCSEIT), Vice President of Safety Health and Environment Research Organization (SHERO) and Vice President of World Council on Communication and Arts (WCCA). José Luís Ramos0 is an Associate Teacher and researcher at the Social Sciences School, University of Évora and coordinator of the ICT Competence Center. His professional activity focuses on the integration of ICT in the curriculum, initial and teachers’ professional development and the design, development and evaluation of software and digital learning resources. He has published scientific and educational articles in these areas. He was the coordinator and co-author of several national studies on ICT in Education. He has participated in national and international projects in this area. The 17th edition of the International Symposium on Computers in Education (SIIE 15) will take place in Setúbal, from 25 to 27 November 2015. This post was first published on eLearning Industry.

What Is Surgical Simulation Training?  Surgical training is essential for maintaining quality patient outcomes and ensuring surgeons can perform routine and complex procedures. Standard education and training activities are a normal part of a surgeon’s continuing education; but as this training is both time and cost intensive, practitioners searching for robust supplementary models are turning to virtual reality surgical training. Virtual reality simulated training can teach basic skills to surgeons by using a computer generated environment to improve their efficacy at performing procedures like laparoscopic surgery. These tools are then used to evaluate a surgeon’s competencies for performing specific tasks. Let’s take a closer look at what it means to adopt surgical simulation training and education for practitioners. Surgical simulation training uses a computer software program to train surgeons through video simulation drills. Surgical training fosters growth in cognitive, technical, and clinical aptitudes. Simulation helps to offer standardization of skill competencies and educational and training requirements for surgeons or surgical residents. Simulation developers consider costs, computing power, fidelity, and real time response in the creation of their products. The costs of the simulation training range from 5 to 200 thousand dollars depending on the complexity of the training module and the software requirements. Although there is evidence that this type of training will reduce the reliance on cadavers and other expensive training methodologies, it hasn’t yet been proven to be better than these traditional methods. One example of surgical simulation training deficiency is that the simulator cannot prepare practitioners for handling surgical smoke. Since the environment is simulated, smoke cannot be produced. As the technology develops these innovations may change and improve to integrate important safety conditions like surgical smoke into the training simulation. Benefits Of Using Surgical Simulation Even though surgical simulation training has not been proven to be better than other training methodologies, there are a number of benefits to using these simulation tools. Most notably, they have been shown to enhance patient outcomes. In one study of 16 surgical residents, the use of virtual training decreased errors during gallbladder surgery. Residents who were not trained using simulation were five times more likely to injure the gallbladder, while the mean errors for the simulation-trained group were six times less likely to occur. The use of virtual simulation improved the overall outcome for the patient. The use of virtual simulation also improved the time required to perform procedures for those who were trained. In the study referenced above, residents who were trained using the simulation model dissected the gallbladder 29 percent faster than those who did not receive simulation training. Surgeons are also beginning to understand how surgical simulation can be useful in their learning and how this video-game-like experience can offer students a "test drive" of the body. "It's just amazing to see every little opening in the skull where a nerve goes through", says Dr. Neil Martin, chairman of University of California Los Angeles’ department of neurosurgery. "On the image, I can see the carotid artery going through the margin of the tumor. [...] Rather than have that all of a sudden appear as I'm removing tumor, I'll know exactly when I'm going to encounter it", Martin continues. "That is a big improvement." Pilots often fly simulated trips to aid in their training and multiple industries have used virtual reality. Now its prowess and effectiveness for healthcare practitioners is being touted. How Surgical Simulation Will Change Education Surgical simulation training will likely change several areas of surgical training and education. Surgical training has typically followed an apprenticeship model, in which a surgeon follows a more senior surgeon to watch and learn how the surgeon handles their work. The introduction of virtual simulators may change how a training surgeon learns to perform surgery, as the use of these modules creates a standardized framework that could be applied to surgeons who are trained and who practice. For now, surgical simulators are often used as supplementary training experiences rather than primary training tools. Some studies have indicated that the use of this training in laparoscopy in particular helped to reduce suture times and increase surgeon accuracy. However, using the model alone may not provide socialization and other skills needed to function in the surgical environment. Surgical simulation training and education is an exciting technological development with a lot of promise. Developers will continue to improve and create better and more enhanced surgical simulation training modules as technology advances are achieved. Healthcare organizations and physicians will likely continue to use this tool as an enhancement to the educational process. Future research will reveal how these models impact surgical training and how they compare to other training and education modules. This post was first published on eLearning Industry.

How To Engage And Inspire Millennials In eLearning: 8 Tips For eLearning Professionals Millennials are the first generation to truly grow up with technology. According to Neil Howe and William Strauss, authors of "Generations: The History of America's Future, 1584 to 2069", learners who were born between the early 1980s and the early 2000s fall into the millennial generation. They are classified as highly collaborative and ambitious individuals who thrive in online social environments. Millennials also want learning anytime and anywhere, as well as educational experiences that are rewarding and personally fulfilling. So, how do you check all of these boxes and create engaging and inspiring eLearning for your millennial audience? Tap into the power of social networking. Millennials feel right at home on social networking sites. They spend a fair amount of time chatting with friends, communicating with co-workers, and even conducting business via social networking. By incorporating social media into your eLearning strategy, you are not only offering them an invaluable social learning experience, but you are leveraging the power of educational technologies in your eLearning course. Ask them to start a forum that explores the subject matter, or encourage them to research a project using solely social media, such as LinkedIn and Facebook groups. Always include a learning motive. Above all else, the millennial generation needs a reason to learn. They will only become active participants if they have a valid motive and know that it ties into a real world purpose or goal. This primarily comes from the fact that they are pragmatic. These learners want to be able to apply all of the information they have learned and put every skill to use. Theories and ideas are all good and well, but millennials need to be able to see how every piece of information translates to the real world. Offer them a real challenge. The millennial generation isn’t typically interested in mundane experiences, they want an adventurous journey that tests their mettle and teaches them something about themselves or the world, preferably both. This is why it’s essential to offer them a challenge, an obstacle that they must overcome. It can come in form of an interactive branching scenario or a story that evokes emotion and ties into a real world problem. The main goal is to make it compelling and unconventional so that they can put their problem solving skills to work. Consistent feedback is key. While some generations may shy away from feedback, especially when it’s not necessarily favorable, millennials, generally speaking, actually expect it. They are constantly exposed to other people’s thoughts, ideas, and comments thanks to social media sites, and they expect to get the same feedback in their online learning experiences. Give them constructive criticism that can benefit them in the long run, and ask for their feedback in return. This gives you the chance to identify the strengths and shortcomings of your eLearning course, making their input an invaluable tool. Gamify the eLearning experience. Virtually every generation enjoys a good game, but millennials grew up immersed in a gaming culture. Gaming consoles, such as Nintendo, PlayStation, and Xbox were all the rage while millennials were growing up. Offer rewards, badges, or just the opportunity to track their progress in an online game-like environment. They are also particularly fond of leaderboards, primarily due to their friendly competitive streak. Just make sure that their motivation is more intrinsic than extrinsic when you’re designing your eLearning gamification strategy. Keep eLearning bite-sized. Millennials don’t usually have the attention spans or time to sit around and complete an hour long eLearning course. This is why it’s vital to keep your eLearning bite-sized by creating modules that take minutes rather than hours. Shorter lessons also help them to more effectively retain the information, as it prevents cognitive overload and allows them to focus on one topic at a time before moving onto the next online lesson. Make eLearning fun and flexible. Learners from this generation want their learning to be fun, fast, and flexible. They are generally pressed for time, so they want to make the most of the little learning time they have. Include a diverse range of online activities to keep their attention and give them the chance to complete online modules when it’s most convenient for them. Don’t spend too much time on any screen, but still ensure that they have enough time to absorb the information and retain it for future use. Encourage online group collaboration. The millennial generation thrives in social environments. They enjoy interacting with their peers and working together to solve a common problem. This makes them ideal candidates for collaborative eLearning strategies. Ask them to form a group and complete an online assignment using an online project management platform, such as an online presentation or website. This also enables them to benefit from the eLearning experience and skills of their peers, as well as get that all-important feedback we discussed earlier. Create an eLearning experience that millennials won’t soon forget by using these top tips. Make the most of their "tech native" sensibilities and hold their undivided attention, so that they can achieve their learning goals and reap the real world benefits. Also, bear in mind that millennial learners are from diverse cultural and educational backgrounds. As such, when you’re creating your eLearning course you should target a diverse demographic. Do your research to gauge what is appropriate and what is not, as well as their preferred technology tools and devices. Want to discover more tips and techniques for engaging adult learners? Check the article Tips To Engage and Inspire Adult Learners to discover 11 tips to overcome the obstacles that are often associated with training adult audiences. This post was first published on eLearning Industry.

Why Storyboarding Is Important Before Jumping Off To Development  Did you ever think what would a house look like without a blueprint in place? Yes, something similar would be the resulting eLearning course without a storyboard. Here are 8 reasons why storyboarding is crucial for any eLearning development project: Will the concept work? A storyboard reveals whether a concept will work or not. A concept is typically verbalized in a couple of paragraphs. A storyboard helps the client or the course owner validate whether the concept is working or not, and determine the direction the course is going to take. Will the action work?  Storyboards contain notes to developers like what media to be used, what elements get synched with which part of the audio narration, which elements would be clickable, and the resultant reaction. This gives a comprehensive idea of how the course would flow in its entirety. So, the storyboard serves as the blueprint for the module and guides not just the developer, but also the quality controller on how the visualizer has envisioned the module screen by screen. Utilizing the budget effectively. In case of complex animations where it takes a lot of time and budget to develop the final product, it is always better to have an approved storyboard from the client in place. The storyboard helps to envision what the final product would look like. In the meantime, if the client decides to make some changes in the course, they can very well share their inputs during this phase so that it does not affect the production budget. Identifying errors at an early stage. It is during the storyboarding phase that most of the errors related to narration, media, and other relevant details are identified. This saves the much necessary time, effort, and cost that could disrupt the production phase. Deciding on appropriate media. It is essential to get the most relevant and appropriate media into the course. The storyboarder does their best to identify these when they visualize, but they might not hit the mark every time. For example: Are the media complementing the content well, are they appropriately representing the content, are the required elements in the media available, are the required ethnicities represented, etc. At the storyboarding stage, these can be identified and corrected before development starts. Hitting off with punch lines or dialogues. It is while creating the storyboard that you can test if certain punch lines or dialogues would work as you have imagined before. You can write these dialogues and share them with the stakeholders or course owners who have a higher visibility into the curriculum and can guide you about the mindset of the audience you are targeting at. Alternatively, you can also try this tactic with a test audience or pilot participants to see how it works. Need changes to be made later? So, you’ve deployed your course and learners are taking it. Six months down the line, you need to update it. How do you do so efficiently and without creating version issues? Pick up the latest version of the storyboard, make changes in it (in track), and share it with anyone with the latest source files of the module. Continuing to use the storyboard as the blueprint for the course, any developer will be able to take the task up and make the changes without errors and version issues. Need your course in another language? Imagine your English course needing to be translated into Portuguese, but your developer doesn’t know the language! Would you hunt for a developer who understands the second language or give it to the best developer for the job? A well-drafted storyboard can come to your rescue again by providing the English developer with instructions in English, along with content for text on screen, and the narration in the language to be localized into. The developer will refer to the English instructions to complete the localization without errors. Final Verdict  It can be very well concluded from the above pointers that storyboarding lowers the production risk in more ways than one. Have a storyboarding phase for your project to not only communicate visualization ideas to clients and developers, but also truly use it as a blueprint to keep your course updated in the future and also localize into languages not understood by the developer. This post was first published on eLearning Industry.

ICHCILT 2015 is set to become an exciting event with the potential for continued growth throughout the years. The 4th Internationa Conference on Hunman Computer Interaction and Learning Technology (ICHCILT 2015) aims to bring together leading academic scientists, researchers and research scholars to exchange and share their experiences and research results about all aspects of Human Computer Interaction. It also provides the premier interdisciplinary forum for researchers, practitioners and educators to present and discuss the most recent innovations, trends, and concerns, practical challenges encountered and the solutions adopted in the field of Human Computer Interaction. As well as this conference is to provide a worldwide forum, where the international participants can share their research knowledge and ideas on the recent and latest research on Learning Technologies and map out the directions for future researchers and collaborations. Researchers and graduate students are welcomed to participate in the conference to exchange research findings in the frontier areas of Computers in Education. This is especially important since these fields can largely benefit from increased collaboration as human computing is becoming a rather dominant field of technology. ICHCILT 2015 will be held at the RAMADA Hotel- Dubai ( Al Mankhool Bur Dubai, Dubai, UAE) on November 25-27, 2015.   This post was first published on eLearning Industry.

Online Testing In The Workplace The only way to truly gauge the effectiveness of your corporate training strategy is to have a solid assessment plan in place. Online testing gives you the opportunity to gather valuable data and track employee performance. In this article, I'll discuss the benefits and basics of online testing in the workplace, including tips for how you can use this assessment strategy in corporate learning environments. 3 Benefits Of Online Testing In Corporate eLearning Measures performance goals. One of the most notable benefits of online testing in the workplace is the ability to measure goals effectively. Some goals can be difficult to quantify, such as developing customer service skills or honing sales techniques. However, if you create online assessment that center on these skill sets you can get a better idea of how far your employees have come and how far they need to go in order to achieve their performance goals. This is particularly true if you use more interactive quizzing methods, such as scenarios and simulations. Emphasizes key ideas and concepts. One of the challenges that many corporate learners face is information overload. There are so many compliance  regulations, company procedures, and new product features floating around in their minds that it becomes difficult to focus on the key takeaways. This is where online testing comes into play. By creating a test that centers on the key ideas and concepts, your learners can direct their attention where it needs to be and concentrate on the information that they should bring away from the online training experience. Identifies organizational weaknesses and strengths. Online testing offers two-fold benefits when it comes to identifying strengths and weaknesses. Firstly, it gives organizations the opportunity to figure out where their online training is lacking and where it excels. For example, if multiple employees aren’t grasping the task feature in the second training module, then they know that they may need to fine tune that aspect of the eLearning course. It also gives employees the chance to determine their key strengths and areas of improvement. If they struggle with the online assessment, that may be an indication that they should focus on that training module and use supplemental training resources to help them improve. 4 Tips For Using Online Testing In The Workplace Have an effective feedback system in place. A winning online testing strategy is incomplete without an effective feedback system. Corporate learners require immediate feedback, so that they can fix incorrect behaviors and learn the correct information, instead of memorizing improper procedures. For example, if they are unable to identify each of the steps involved in a common work task, immediate feedback will help them to remedy the situation as soon as possible and master the task correctly. You should also take it a step further by telling them why their answer was incorrect or offering them additional resources that can help them if they are struggling with the topic. Focus on real world objectives. Most, if not all, training programs focus on ideas or concepts that can be tied to real world challenges or situations. After all, the primary goal of online training is to give corporate learners the tools and skills they need to boost productivity and fulfill their job duties effectively. For this reason, it’s essential to concentrate on real world objectives when you’re creating your online tests. Instead of focusing on the facts, put them into a real world context or show your learners how they can apply the knowledge outside of the training environment.  If you are creating a multiple choice or true-false test, quiz their ability to put the information and skills they have learned to good use on-the-job. For example, instead of testing them on their knowledge of a particular product and all of its features, give them a set of multiple choice responses that feature a customer and their needs, then ask them to choose which customer would benefit most from the product. They probably aren’t going to be listing all of the features on the sales floor regularly, but they are going to have to know which product is ideal for which customer. Develop sequencing questions to test task mastery. More complicated tasks or processes can be tested using sequencing questions. A sequencing question involves a series of events that are placed in random order. The employee must then put the steps in order to correctly answer the question. For instance, if you want to test their ability to repair a computer, write out each of the steps involved in the process, and then scramble their order. The employee must arrange them in their proper order, using their previously learned knowledge. Create scenarios and simulations to add interactivity. Scenarios and simulations are popular training activities, but they can also be valuable assessment tools. They can determine if the employee has mastered a specific skill or task, and even show them the consequences of their actions without any real world risk involved. Best of all, you can easily integrate real world challenges and situations into these online assessments, and even make it more personal by adding images of the workplace or co-workers. Integrate these online testing methods into your corporate training strategy to assess employee knowledge and stay up-to-date with compliance standards. Testing in the workplace will also enable you to fine tune your corporate eLearning courses, so that your learners achieve performance goals and build job related skill sets. Looking for additional tips on how to create mobile learning assessment for your corporate learners? Read the article 5 Tips To Develop Mobile Learning Assessments to find 5 tips that can help you develop on-the-go exams that track employee performance and identify areas of improvement. This post was first published on eLearning Industry.

Simformer: Business Simulation For Developing Courses And Training Sessions Gamification and the focus on fostering practical business skills are a growing market demand and a powerful trend in corporate training as well as academic environment.  Developing training and educational programs on the basis of a business simulations will guarantee their effectiveness and popularity. During an open online seminar you will learn everything about developing in-demand educational products on the basis of Simformer Business Simulation, a powerful multi-user online business simulation. We will talk about successful methods and technologies for creating practical educational programs as well as possibilities to promote educational products internationally through Simformer Platform. Registration is mandatory for this event. Please use the following URL to register for the event. About Simformer Simformer is a versatile and scalable business simulation platform. Simformer develops serious business games, simulations, e-learning courses, and training programs for businesses and educational institutions. A vast amount of functions and features of the platform provides opportunity to organize practical skill orientated training for both students and corporate clients in virtually all disciplines of business management. Simformer offers a rare fusion of capabilities in the fields of educational technology, game design, business development, HR, and design and development of complex computer systems. The company’s main focus is the continuous development and implementation of a new generation, educational, and practical skill-oriented online platform based on business simulations.  The platform is open to course developers, business trainers, and teachers who are now able to create unique educational products aimed at the development of skills, as well as provide simulation based training, which is proven to add to learning retention based on experience rather than theory. This post was first published on eLearning Industry.