In my previous blog, we have discussed a new method to create a closed caption in which each line of the transcribed text comes in sync with audio similar to movie subtitles. But this method becomes lengthy when your course has a large number of slides. So today, in this blog, we will discuss a simplified version of the same process. Step 01: Go to View tab>click Slide Master. Step 02: In the slide master, where you have already designed your customized interface, create a button or an icon (depending on your interface requirements) that can be triggered to display the closed captions. Step 03: Again, in the same slide master, add a new layer for the transcribed text. Step 04: Create a text variable as shown in the below screenshot. Step 05: Now, in the new layer, add a box where the transcribed text can be displayed and write the name of the text variable you have just created, between 2 percentage marks. Step 06: Coming back to the base layer of the slide master, create a true/false variable to help display the CC layer. Step 07: Adjust the variable as shown in the screenshot below. Step 08: Now, add triggers to the CC button to display and hide the CC layer. Close the slide master after adding these triggers. Step 09: Create small rectangles outside the slide. Number of rectangles depends on the number of breaks you give for the whole transcribed content. Step 10: Timeline of the rectangle patches must be aligned as shown in the screenshot below. (It depends on the ‘readability time’ you give for each sentence.) Step 11: Now, adjust the text variable as shown in the screenshots below. That’s it! Preview or publish and check the functionality. You must be wondering why I say this process is a simplified version of the second method. It is because in the second method you need to repeat the whole process for every slide. But, in this method, as you have created the CC button in the slide master, you only have to repeat half of the procedure on every slide. Hope this post is helpful to you. Please share your thoughts through your valuable comments. Related PostsHow to Combine Your Adobe Captivate Projects Into Single Course?How to Add and Sync Closed Captions/Subtitles in Lectora?Creating Closed Caption in Articulate Storyline - Method II

It’s important for all professionals to improve their knowledge and skills and training managers are no exception. Organizations want to hire training managers who have good knowledge of the latest trends in the L&D world and can act as strategic advisors. It is common knowledge that imparting training in an engaging manner is challenging. Training managers need to constantly update their knowledge of learning technologies to deliver the best experiences to their learners. The SlideShare is a treasure-trove of learning resources. But if you’re short on time, we’ve done the homework for you and handpicked 8 presentations which are very popular with the corporate training community. Here they are: 1. Importance of Training Need Analysis It is well-known that competent workforce is vital to the success of modern organizations. So, training managers need to think creatively to enhance competencies. Get a step-by-step guide on how to perform a comprehensive analysis to identify specific training gaps. 2. Presentation on Role of Humor in Training - CommLab India Training managers are constantly trying to figure out ways to ‘create a bond’ between training programs and learners. CommLab India has created a presentation to reveal the secret of making learning an enjoyable experience. 3. Benefits of Training When Streamlining Operations We all know that streamlining of operations plays a crucial role in improving the efficiency of business organizations. In the SlideShare presentation, we’ve explained how to streamline operations effectively. 4. Using an LMS to Evaluate Training Every training manager wants to track their training programs. This presentation explains how an LMS can be used to evaluate training in an effective manner. Even if you came across this presentation before, it’s worth revisiting. 5. Presentation on Need of e-Learning in Organizations - CommLab India This is a must read for all training managers who are new to eLearning and have many concerns about adopting it. We love this topic so much that we even wrote an eBook about it. 6. Cost-Effective Training to Avoid Non-Compliance Penalties Okay, may be your knowledge about compliance training isn’t that bad, but this presentation has some useful takeaways. It explains how organizations can ensure their employees receive mandatory training in a cost-effective manner. 7. Imparting Excellent Training to Your Gen-Y Workforce When you develop a course, you want to ensure all generations of learners to take the course. But, how can you ensure that it appeals to your young learners? Don’t worry. This presentation provides all the information you need to develop an engaging course for the Gen-Y. 8. Most Widely Rolled Out Training Programs Through eLearning Need inspiration to deliver training through eLearning for the first time in your organization? Make sure you flip through this presentation. It lists the training programs that are mostly delivered through eLearning. Did you come across any other presentations that have helped you in your job? Do share them. Related PostsTips for Making a Business Case for E-learning4 Questions to Ask While Initiating E-learning in Your Organization - An InfographicCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An Infographic

How Facebook Can Support eLearning  There is no doubt that internet has changed the way people search for information, interact, buy products or services, and even learn. Before seeing why and how use Facebook as an eLearning tool, let us have a look at some internet and social media trends. UK Internet Trends According to the Office for National Statistics, in 2013 36 million adults (73%) in Great Britain accessed the internet every day; that is 20 million more than in 2006. Furthermore, 72% of all adults bought goods or services online, up from 53% in 2008 (Office for National Statistics, 2013). Another change is the plethora of devices used nowadays to perform those activities. Half of UK adults now use a mobile phone to go online and more than 1 out of 10 use a tablet computer, games console/ player, or portable media player (Ofcom, 2013). Britons Second Most Prolific Facebook Users In Europe Britons are the second most prolific Facebook and Twitter users in Europe with a fifth of over 65s now using these sites (Mail Online, 2013). In general, Social networking continues to grow in popularity; 2 out of 3 (64%) internet users now have a social networking site profile, an increase from 59% in 2011. 7 out of 10 (72%) of those with a social networking profile visit these sites daily, and half of them (50%) visit more than daily. On average, those with a social networking profile estimate that they have 237 friends or contacts listed on their main social networking profile, with a far higher average for 16-24s (352) than for those aged 45 and over (126) (Ofcom, 2013). Thus, eLearning providers should follow their audience and make full use of what the social media platforms can offer by constructing a well-planned social media strategy. Facebook As An eLearning Tool Facebook is mainly used for social connectivity and as an entertainment outlet, but studies have shown that it can also be used for facilitating learning activities. Universities across the globe are currently using Facebook to monitor, recruit, or dismiss students. Faculty members find it easier to approach their target audience via Facebook, and in many cases students prefer using Facebook for interacting with their classmates or downloading course material and communicating with lecturers than using their University’s official software (Bosch’, 2009). How To Use Facebook As An eLearning Tool Upload articles. These articles will support personal development, for example career tips, selfassesment tools, and industry news. Additional resources. Offer free eBooks, videos, presentations etc. to assist students in successfully completing their current courses and getting them interested about starting new courses within your brand. eLearning to user interaction. The eLearning provider and learner interaction could assist in motivating users to finish their courses and resolving any bottlenecks in order to limit the number of potential user queries by providing additional guides and instructions. User to user interaction. Allow users to interact with each other to build a co-learning space and an engaged online community. This way, learners can share stories and experiences and limit the time you will need for provoking participation. Why Use Facebook As An eLearning Tool  You spend fewer resources on customer research. The eLearning provider and learner interaction could assist you in gaining valuable insights about what technologies/platforms your audience prefers and what activities they value and enjoy the most. You spend fewer resources on product development. You can use your Facebook community for testing new concepts before fully developing a new service or a course. Also, you can identify learners’ satisfaction from your services, and get ideas for developing new courses. You reach your target audience on a low budget. One of the best assets of Facebook is that you can promote yourself with no or a limited budget. For example, you can launch contests, offer coupons or a free resource to get more likes, or get your current followers to share your content. You build a "social" brand name. Creating a very open and social profile for your brand will allow people to learn more about you and your services and assist in building trust towards your resources. Putting a face behind your company logo is crucial, as users want to know about your story and vision. Conclusion  It can be concluded that using Facebook for supporting your eLearning services has many benefits for the eLearning provider and for the end user. The eLearning provider can connect in a fast and cost effective way with his target audience and gain valuable insights. The learner can have access to exclusive content, connect with other learners, and learn in a social way. As an eLearning provider, you should always make sure that you promote truthful and accurate information and promote real offers via your social media channels, as bad news travel faster than good news, and negative comments and reviews can shutter your brand image beyond recovery. This post was first published on eLearning Industry.

JoomlaLMS Beyond the Basics- Advanced Options of JoomlaLMS Beyond the Basics session builds upon the options introduced in the Study JoomlaLMS Principles webinar. During the question and answer session you are welcome to enter questions in the chat or ask in person and you will get an answer and necessary clarifications from JoomlaLMS support team. The post JoomlaLMS Beyond the Basics- Advanced Options of JoomlaLMS appeared first on VivaeLearning: The Best Free Video Tutorials Online.

One of the most useful features of MOODLE LMS is the activity completion tracking system. It enables the training manager to check the course completion status of the learner. By default, it is not enabled. To enable this feature, you need to follow the below steps. 1. Go to site administration block and click advanced features. Then, check the Enable Completion Tracking option. 2. Then, go to Courses option in the Site Administration. In it, click Course Default Settings and set course completion tracking option as Yes. 3. Then, go to Course edit settings and enable the completion tracking option there. See the following screenshot. 4. Course Activity Settings: Every activity has an option for completion tracking, so that you can set the completion status as per your requirement. Here are the default options. Do not indicate activity completion Students can manually mark the activity as completed Show activity as complete when conditions are met. (Reference: moodle.org) Please see the following screenshot for activity completion. 5. For every course, you need to check for its activity and whether it is enabled or not. All activities must be enabled. See the following screenshot. Once you complete the above 5 steps, you need to cross check Cronjob whether it is running properly. Usually, the Cronjob will run every 5 minutes or 10 minutes. Finally, the LMS administrator can see the course completion status of learners who have enrolled into the course. Go through the below navigation to get information about all enrolled users. Here, you can view all enrolled users and all course activities that you enabled for completion tracking. If the user completes an activity, then you can see a tick mark besides the activity, and if the user completes all the activities, then you can see that the last column i.e. course complete is ticked. Hope you find this post useful. Do share your views. Related PostsAdministrator Level Customizations Possible in Moodle - Part 2Restricting E-learning Course Access In MoodleMoodle: What Makes it The Most Popular LMS?

MOODLE is the acronym of Modular Object Oriented Dynamic Learning Environment. It was developed by Martin Dougiamas, a computer scientist and educator. MOODLE is an incredible Learning Management System (LMS) with exceptional features, and it is used extensively in the corporate training world. But, why is MOODLE the choice of organizations worldwide? What are the features of this popular LMS that help you deliver and manage training in a cost- effective manner? Let us see. Hope you like this post. Do share your views. Related Posts8 Power- Packed Features of Moodle to Deliver and Manage Your Training [Infographic]Collaborative Learning through Moodle [Infographic]Tracking Learners Activities: 10 Useful Reports Generated by Moodle LMS [Infographic]

As instructional designers, it is very essential for us to understand that learners should gain knowledge from eLearning courses and apply the learning to their work. We definitely make courses that effectively impart knowledge to learners, but what exactly can we do to check whether they can apply it or not? Scenarios are the best way to check how much the learner has understood the concept. They help him relate with the situations faced by him and allow him to make decisions if he were in such a situation. Here are three proven tips to make good scenarios for your online courses. 1. Relevance Before making the scenario, it is essential to analyze what the learner needs to perform in his job. Teaching it in an eLearning course gives him a rough idea of the concept. Presenting it in the form of a scenario gives him a proper understanding of how to apply it. For example, if your module teaches the learner how to hire new employees, you explain the basic steps that need to be followed for hiring them. Create a scenario based on a real life situation where a manager conducts an interview. This can give the learner a clear understanding of how he needs to hire the employees. 2. Application Think how a learner would respond in a situation and allow him to make a decision. This will improve the learner’s thinking and decision-making skills. For instance, consider the above example where the learner can play the role of the manager. Show him all the possible situations that can occur while conducting an interview, and then, ask him a question based on them. 3. Feedback The best part of a scenario is that even if the learner makes a wrong decision, it does not cause much damage. It will only help him understand what exactly he needs to do in such a situation. For example, consider the above situation. Even if the learner chooses the wrong answer, give him a proper feedback saying why he is wrong and what he needs to do to get it right. This would help him when he actually encounters such a situation in the real life. These tips help you create effective scenarios for your course. I hope you find this blog informative. Please do share if you have anything to add to the list. Related Posts5 Ways to Make E-learning Interesting - An Infographic4 Tips for Developing E-learning Course Using Rapid Authoring Tools3 Tips to Make Your E-learning Course Engaging and Effective - An Infographic

How To Make Sure That Your Blended Learning Solution Is Effective Technology and Innovation today open the way for corporate learning and limit classroom-only approaches. Gone are the days when training was limited by distance and cost; employees can now avail themselves of multiple learning modules to enhance their learning. Most organizations are not, however, completely abandoning traditional modes to favor newer models such as online learning. Blended learning is often a preferred route where the best delivery methods available are utilized for a specific objective. This includes online learning, classroom-based instruction, electronic performance support, paper-based, and formalized or informal on-the-job solutions. There is evidence that a solid blended learning design makes sense both instructionally and economically; however, there are various challenges that can sabotage learning success. Here are some of the most common problems of implementing blended learning and the ways to overcome them: The Problem Of "Too Much Too Soon". As learning technologies evolve they become increasingly accessible. As developers of learning solutions, we always feel the urge to use either all of them at once or the one that has the most features. However, just creating learning solutions with the latest technology doesn’t mean that your learners will succeed while using it. Putting out too much technology can make blended learning programs appear too flashy, and participants may not take them seriously. Also, with newer technology, glitches can be expected. If learners encounter too many technical difficulties which cannot be easily fixed, the content may be abandoned completely. This lack of technical efficiency can lead to the failure of the whole learning program. To minimize the challenge, don’t include all available technologies at once; rather utilize the simplest technology possible, especially when introducing online learning for the first time. Also, make sure that technical support is available for your technology aided learning platform, and that the facilitator who is leading the learning initiative can answer basic queries as well. The Problem Of The Traditional Mind-Set. Learners often have the preconceived notion that traditional classrooms are more effective because they believe they can be more successful in a familiar environment. They understand the classroom nature and assess their inputs in terms of behavior, effort, and participation. Technology aided learning changes these parameters, as there is too much of the "unknown". It takes effort to make a self-directed learning program successful; Learning and Development professionals, managers, and facilitators should have the confidence to fully support the program. Participants should be properly introduced to the entire learning program - including having directions about how to install and use technology, as well as participation and attendance/completion requirements. Managers should have an orientation about what their employees will be experiencing, and how they can ensure that learning takes place. Facilitators should be comfortable with the concept and help the learners within and beyond the classroom. The Problem Of Managing And Assessing Learner Progress. Trying to keep track of learners’ progress can be the most difficult challenge to address. But this aspect of blended learning cannot be ignored; learners may complete an online course, but if they don’t have a deep understanding of what they have completed, the learning impact will be nil. Both classroom and self-paced components of blended learning have to be tracked in order to ensure learning success. To ensure that learning takes place, assessment should be introduced for online as well as classroom lessons. Results can be monitored, tracked, and used to ascertain that all learning requirements have been met. Also, facilitators or online administrators should interact with participants to make sure that learning outcomes are understood and thus expectations are met. The Problem Of Misdirected Strategies. When the creation of an eLearning course begins, usually most attention is paid to technology implementation and the actual design of learning content comes second. Learning designers may have neither the time nor the budget to create a successful program; when a learning strategy is discussed, the biggest part of it is concentrated on the ways of adopting technology to make learning content available. The conversation is about "how to deliver" and not "what to deliver". It is important for eLearning designers to go through a design process and determine the portions of the learning content that requires face-to-face time, the portions that require collaboration, and what learning content can be self-directed. Only after careful segregation the learning content should be developed for multiple channels of delivery. The Problem Of Bringing All Blending Elements Together. Blended learning programs have multiple layers and last for extended periods of time. It is important to have proper coordination and oversight, or learners will tend to complete either only the "easy" parts of the learning program, or only the scheduled/compulsory components. Too much information may put an unnecessary load on learners, making it less likely for them to be motivated to complete self-paced learning requirements. Too much information will spill over the classroom platform and the facilitator may be overwhelmed by the amount of items that need to be managed. A course map and schedule for online as well as classroom learning events can help learners plan better their learning: These can be put up on the organization’s Learning Management System, including links for content, virtual classroom schedule, and other supporting learning materials. The contact information for the facilitator and technical support should also be included. A "Frequently Asked Questions" section can provide answers to common questions and help learners work through technical or logistical glitches. With adequate planning online learning can be successfully implemented for organizational training. With all aspects -technical, organizational, and instructional- taken into account, the benefits of blended learning will be truly enjoyed by learners and the organization alike. This post was first published on eLearning Industry.

One of our customers is a leading company in the automotive industry and provides products and services globally. Their business strategy involves sourcing auto components and systems and creating benchmark value for investors. They have created eLearning courses for their customers and personnel. To make their eLearning courses better, they wanted to enable their learners to Like and Unlike each slide. Furthermore, they also wanted to enable learners post comments on every slide. This would help the learners give their feedback and improve the online course. As we have the expertise in developing eLearning courses, they requested us to implement this feature in all existing courses. Challenges:  Designing a 5 hour course in 6 weeks, which engages the learner Tracking the user feedback on every slide. We have followed following steps to complete project quickly. Designing a 5 hour course which engages the learner This eLearning content is heavy, and it was a big challenge for us to develop the online course. We created an eLearning curriculum and divided it into 15 units. The duration of each unit was 20 minutes. We used Gamified assessments to make the learning effective and interesting and presentation patterns such as click and learn and scenarios to facilitate easy understanding. We developed a unit and sent it to the client for approval. Once that unit was approved, we made a standard template and checklist based on the client feedback. We followed the same standards throughout the curriculum to maintain consistency and ensure quality output. By following this process, we saved time and avoided rework. Tracking the user feedback on every slide The client had a unique requirement - they wanted users to provide feedback on every slide of the eLearning course and to track it through the LMS. We have created Like, Unlike and Comment buttons on every slide to enable users to provide feedback. By using PHP and JavaScript, we have linked the buttons in the course to the LMS. When the users give their feedback on the slide, it will be tracked on the LMS and generate user-wise and topic-wise reports. These reports helped the client improve the eLearning course further. Have anything to say? Please do share! Related PostsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An InfographicWhy E-learning for Retail Employees - Five Reasons - An InfographicTo Start eLearning in Your Organization - 5 Steps to Consider

According to the United States Occupational Safety and Health Administration (OSHA), safety training programs should be implemented across companies to reduce injuries and deaths at the workplace. But, how can you deliver good safety training, at low cost? Well, you can use the online medium to equip personnel with the needed knowledge of safety policies and procedures, in a very cost-effective manner. Let us now see 7 instructional techniques to design an effective online course to deliver safety training. 1. Ice-breakers An ice-breaker is a good way to start your safety training course and grab the attention of the learner. It can be used to ‘warm-up’ the discussion among the participants. 2. Scenarios Scenarios are used for introducing risk-based situations, to employees, as they help them identify the threats to safety and encourage them to think of the best possible solutions, in a given situation. In scenario-based training, learners are presented with various scenarios. The background for each of these scenarios will be based on incidents or accidents that happened earlier. 3. Quizzes Quizzes can be used to test the knowledge of the learner that has been gained during the program. You can present quiz questions using games, such as Hangman, very effectively. Most employees are familiar with these games, and they go a long way in emphasizing the importance of safety equipment and procedures to be followed. 4. Videos  Bite-sized videos can be used as reminders to follow safety procedures. Various safety procedures can be demonstrated in the form of videos. Videos add a ‘realistic look’ to the course and give the learner a clear understanding of various safety measures. 5. Storytelling Stories are very effective tools to connect with your learners emotionally. You can use them to create a ‘high impact’ safety training course. For instance, you can base your online course on the story of a factory worker who has lost his limbs as a result of not adhering to the safety procedures. Stories with animated characters transform a ‘dry’ safety training program into an engaging learning exercise. 6. Case studies Case studies are very effective instructional tools to train workforce on safety. They enable them to understand why safety procedures are important, and this helps prevent their violation. For example, while designing a course on the norms stipulated by the Occupational Safety and Health Administration (OSHA), you can include case studies of employees which violated these norms and as a result suffered serious injuries. 7. Infographic training do and don’ts  Info-graphics are very useful to present the dos and don’ts of safety in a visually appealing manner. Thus, we see that these 7 instructional techniques can be used to develop a highly effective online course to deliver safety training. How do you use eLearning to impart safety training? We’d love to know. Related Posts3 Reasons Why Problem-based Learning Is Effective Learning7 Benefits of Converting Your Safety Training to E-learning5 Features of E-learning That Make Safety Training Effective

How To Get True/False Questions Right True/false questions are favored by educators first and foremost because they take little time to construct, but also due to the fact that tests comprising of such questions are very easy to grade. Many see the results obtained with the help of true/false questions as dubious because of the high probability of a learner guessing the correct answer. However, in fact, the chances of getting a passing grade while relying purely on guesswork are slim, provided that the test contains a sufficient number of questions. Like with other concretized questions, answers to true/false questions are harder to guess correctly than those to multiple choice questions. This being said, course authors often do true/false questions a disservice by not putting any effort into constructing them. In addition, incorrect answers to true/false questions give no indication as to what knowledge the learner is missing and the reason they have answered incorrectly. True/False Questions Advantages Enable you to cover a wide area of knowledge. Can be constructed out of a few words, which makes them less dependent on the learner’s ability to read carefully. Take very little time to be answered. On average, a learner can answer 3-4 true/false questions per minute. Assist learners in acquiring and retaining new information. True/False Questions Disadvantages Care must be taken as to not make the questions too simplistic. It is hard to accurately gauge a learner’s actual understanding of the material judging by the results of a test composed of true/false questions. Learners have a 50% chance to guess the correct answer to every individual true/false question. A test containing nothing but true/false questions has to contain a significant number of them for the results of the test to be relevant. True/false questions are very handy when you need to check whether learners hold any misconceptions about the material or misunderstand it. Make sure that the questions cover every key point of the material, and the lack of understanding of specific areas of knowledge will be plain to see. Best Practices For Constructing Tests With True/False Questions The first rule for constructing tests that consist of nothing but true/false questions is that you need to have significantly more questions than, for example, a test constructed of multiple choice questions. It is recommended to use no less than 75 true/false questions in a test. In addition, you should keep the following guidelines in mind: State your questions as clearly and unambiguously as possible. Keep your questions short and to the point. Never try to cover multiple ideas or notions with a single true/false question. Every question must present itself as a statement that is unequivocally true or false, and that does not allow any exceptions. Avoid using negative constructions in questions. Common misconceptions make fine true/false questions (example: "The Great Wall of China is the only human-made object visible from the Moon: true or false?"). Use them to check the learners’ understanding of the material. Construct your questions in such a way as to make incorrect answers appear more tempting to learners who do not know the correct answer. Randomize the order in which questions based on true or false statements are presented. Do not introduce ambiguity to your questions by using words such as "sometimes", "the majority", "most likely", "some", "usually not", "best", "worst", etc. True/False Correction A more advanced variety of the true/false question exists, and is called true/false/correction. Such questions demand that the original statement be corrected if the answer to the question is negative. Thus, to score full points for the question, the learner also has to produce a word or phrase that replaces a part of the question, turning a false statement into a true one. This way, even if a learner guesses correctly that "false" is the correct answer to a question, the answer will not count unless they manage to come up with the correct "key" as well. The author of the test decides what part of the question will act as the key and underlines it. Here is an example to help you better understand the concept of true/false/correction questions: Monarchy - a form of government based upon the principle of collective decision making. True / False Correction _____________ In Conclusion True/false questions is the most common question type, and it is widely used in testing. Such questions are the easiest to construct, but at the same time present the most potential pitfalls that must be avoided. Learners can spot patterns in the way questions are constructed and guess the correct answers based on the questions’ grammatical makeup and other indirect hints. Tests consisting exclusively of true/false questions can be successfully used as a learning trigger to engage the learners and presents topics for discussion. This is probably where this question type shines the most. In addition, it can also be successfully used in daily tests that can be employed to: Motivate the learners to further study the material. Help refresh the principal information delivered in earlier lessons or courses. Serve as a basis for discussion regarding the points of contention in the material. Keep in mind that every question type has its own strengths and weaknesses, and that none is ideal. By following the best practices, you can improve your tests and make them more effective. Take the best every question type has to offer, use their strong suits and avoid their drawbacks - and you will see the effectiveness of your tests and the accuracy of their results skyrocket. This post was first published on eLearning Industry.

It is well known that telecommunications is one of the most vital sectors. According to a report by Infonetics Research, telecom operators generated approximately $2 trillion in revenues, globally, in 2013. Telecom companies have realized that the customer needs to be trained on the products offered by the firms because providing good customer service is the ultimate goal of any industry. The telecom industry comprises of employees from different educational and socio-economic backgrounds. So, it is very essential to develop an eLearning course according to the learner’s profile. But, how could you impart excellent online training to the personnel of telecom firms? Well, here is an info-graphic which explains how eLearning courses can be delivered effectively to train the staff of telecom firms. Hope you find the post interesting. Please do share your views. Related PostsWhy E-learning for Retail Employees - Five Reasons - An InfographicE-learning: Helping Telecommunication Companies Impart Training BetterBlended Learning for Effectively Meeting Challenges in the Telecom Sector

The Why eLearning Modules Are Dead Case "Who would commit such a horrific crime?" I hear you yell as one... well, I'm sure one of you at least thought it... Maybe. Anyway, let’s start our investigation with the unassuming victim. eLearning Today The best of today’s eLearning modules have learnt from past excesses. They still embrace an engaging, highly visual approach, but also incorporate recent understanding of cognitive load, strategically combining text, audio, and images for greater effectiveness. From an instructional perspective, they use knowledge checks, scenarios, branched narratives, and gamification. They extend rapid eLearning tools to the limit, so they can increase interactivity and reduce the dreaded "Next" button fatigue. Some even allow learners to assess first, so they can access the support they actually need rather than going through the entire "sheep dip" experience. In effect, eLearning modules have matured through their heady "Flash driven teenage days" and are in the prime of their life... which makes their inevitable demise even more tragic. Enter 70:20:10 Stage Left (Armed and Dangerous) When we get past the distractions of debating ratios, we can focus on the fact that 70:20:10 is essentially a mindset change, championed by the likes of Charles Jennings and Jane Hart. It represents a growing understanding that learning is not something that primarily happens to people at events or in front of eLearning modules; it's something that people own and experience continuously, with other people, in their life and work. New Challenges for Learning And Development Learning and Development professionals are beginning to support this change - creating learning ecosystems that empower learners by deepening experiences and reflect on them, while encouraging rich interactions with peers/ mentors/ and coaches. Many in Learning and Development have embraced the fact that formal learning doesn’t do the heavy lifting in learning, but let’s not swing the pendulum too far because formal learning still has an important role to play. In part, formal learning must become the scaffolding to support learners as they develop the mindset, skills, and culture to be continuous learners. But more than that, the real challenge lies in how we can liberate formal learning from its existing confines (in an Learning Management System or classroom) and allow it to seep into the moments and places where learners actually learn: in their workplace, with their peers, and in the time of need. Done right, formal learning can add tremendous amounts to a blend, including: Priming mindset and/or directing focus of learners; Introducing high level core concepts or frameworks (possibly through case studies or worked examples); and Providing just-in-time and just enough performance support. Those of you paying attention might have noticed the clue to our murder case... we now have motive. eLearning Modules Are Dead (The Motive) Consider your own experience. You’re about to do something new or challenging - where do you go for help? Maybe you’ll ask a colleague? More of us would Google it; from there we’d seek out summaries, tips, or even short instructional videos. Have you ever, in your life, used an eLearning module as a just-in-time resource? Have you ever voluntarily gone back to do an eLearning module just to reinforce its learning? I've been asking these questions of clients and I keep getting a resounding "no". It’s not the eLearning modules fault, it's hard not to look cumbersome and tired in a world where: Wearable technology is bringing forth new opportunities for contextual learning; The Experience API offers the enticing prospect of closing the loop on learning and performance; and Initiatives like Deakin University and IBMs Watson project hint at how intuitive, continual learning technology can support us in ways we never thought possible (or, for those who are a little more paranoid, how it might become Skynet and wipe out humanity in a post apocalyptic Terminator like scenario!). Having rattled off those amazing advances. I’m going to highlight the obvious pitfall: We won't create 70:20:10 experiences by focusing on technical fixes, but they’ll certainly play their part in supporting the required changes. From The Blended Learning Trenches From a personal perspective I’ve found that my work designing digital elements of 70:20:10 inspired blends at DeakinPrime has begun to lead us down the path of mobile apps rather than traditional eLearning modules. But even from a low tech perspective, I’ve found myself focusing on creating online checklists, cheat sheets, and short videos. An eLearning module might serve as the initial container of these resources -providing context, motivation, and a demonstration of how they might be used via an engaging scenario- then, like cracking an egg, the module is disposed of and the assets become part of the learner's ongoing toolkit. eLearning modules, despite their many strengths, seem too "closed" and inflexible to fit into the more pervasive learning era we are striving towards. They’ll probably live forever in small pockets such as compliance, but for large blended programs that support 70:20:10 I’m starting to think that the trigger has been pulled and their days are numbered. This post was first published on eLearning Industry.

As instructional designers, we use scenarios while creating online courses to deliver compliance training. They help explain regulatory norms and legal terms in a simple manner, and this goes a long way in enhancing the efficacy of the course. In addition to these, scenarios also help in creating a variety of situations figuratively, where different compliance laws are implied and make the learners understand those laws easily. So, how can you use scenarios effectively for developing online courses to impart good compliance training? Well, here are a few very useful tips. Hope you find this post interesting. Do share your views. Related PostsWant to Create Winning E-learning Courses? 6 Tips - An Infographic5 Elements of Effective E-learning Design - An Infographic6 Handy Webinars to Help Solve Your E-Learning Design and Development Problems

According to Ambient research, the market for game-based learning is expected to grow from $1.5 billion in 2012 to $2.3 billion in 2017. Generally, people get bored in 10 to 15 minutes after taking up an online course but they can play games for long hours. This is because games motivate them and are fun. Incorporating games in your eLearning assessments helps the learner remain engaged. Gamification is the process of including game-based mechanics in non-gaming contexts such as work and training. It is an effective and interactive tool that helps the learner understand and recall complex content easily. Moreover, games help measure the performance of a learner as they automatically track the learner’s progress in the assessments. But, how can you use games in your eLearning assessments to create a good and interactive course? Well, here is an info-graphic which lists some gaming mechanics for designing your eLearning assessments. Hope you find this info-graphic useful. Do share your views. Related Posts3 Motives to Use Games in Your E-learning CoursesAssessment Strategy for M-learningHow to Use Gaming Mechanics for Designing Your E-learning Assessments? - An infographic

Diagnostic Assessment In eLearning Diagnostic assessment, which is often referred to as pre-assessment, is designed to test a learner’s knowledge BEFORE they begin an eLearning activity. These assessments can also identify incorrect learning behaviors, misconceptions the learner may have, and skill sets that need to be developed. At the end of the eLearning course, the results can be compared to the final summative assessments to see how far a learner has progressed. A diagnostic assessment also gives you the opportunity to learn as much as possible about your audience, so that you can create more meaningful and memorable eLearning experiences. 6 Types Of Diagnostic Assessment Online journals. Learners begin a reflective online journal in which they write down their expectations for the eLearning course and their goals. They can then jot down insights and ideas after completing each one of the eLearning activities or exercises, detailing what they learned and how they felt about the overall eLearning experience. Online quizzes. A brief online assessment that serves as a diagnostic tool before the eLearning course or lesson. The instructor can choose to create questions that determine how much a learner currently knows, or questions that they should be able to answer by the end of the eLearning course. They can then repeat the quiz after they complete the eLearning experience to track their progress. Online scenarios and simulations. While online scenarios and simulations are often associated with performance assessment, they are also invaluable diagnostic tools. Participating in a branching scenario or a simulation before the eLearning course begins, gives learners the chance to identify which skill sets they may need to improve, as well as what key pieces of information they will need to acquire. It also provides instructors with a better understanding of how they can fill their knowledge gap. Mind Mapping. The instructor gives each learner an online mind map activity, which features a topic in the center circle. The learners are encouraged to add as much as they know about the subject, using short words or sentences. Surveys. Learners complete an online survey prior to taking the eLearning course that determines their level of interest, expectations, and their current knowledge base. eLearning professionals can use the results to create eLearning courses that cater to individual learning needs and achieve learning goals. Focus groups and online interviews. The facilitator meets online with learners using a web camera, either in a group setting or one-on-one, to learn as much as possible about each learner’s background and learning needs. The learners are also given the opportunity to provide their input and discuss their expectations for the eLearning course in advance. 4 Tips To Use Diagnostic Assessment in eLearning Use diagnostic assessment to conduct periodic "knowledge checks". While diagnostic assessment in eLearning is typically associated with the beginning of the eLearning experience, it can also be used to determine learners’ level of knowledge in between eLearning lessons or modules. Ask your learners to complete a diagnostic quiz before they move onto the next eLearning module, so that you are able to make necessary changes to your lesson plan accordingly. For example, if they are heading into an eLearning module that may be particularly challenging, or requires prerequisite knowledge, a quiz can give you a good indication of what they already know about the topic and how you may want to present the new information. Timing is everything. If you are planning on using diagnostic assessment to polish your forthcoming eLearning course, you need to be sure that you have plenty of time to make the necessary changes. For instance, if the eLearning course is going to begin in the summer, you may want to send out quizzes or surveys in the early spring to give yourself plenty of time to modify the eLearning content and online materials. You also have to bear in mind that some learners may need more time than others to complete diagnostic assessments. Fine tune your eLearning strategy based upon the findings. The primary purpose of a diagnostic assessment in eLearning is to give the instructor the learner data they need to provide the best possible eLearning experience. If you notice that many of your learners have pre-existing knowledge about a particular topic, then you may want to modify your curriculum to make it more challenging. On the other hand, if the diagnostic assessment reveals that your learners are not as advanced as you thought, you will have to cover the basics in the beginning of your eLearning course to bring them up to speed. Try to identify trends or a common thread that can help you design a powerful and memorable eLearning experience for every member of your audience. Create an action plan for your learners. The data that you collect from diagnostic assessment can also be used to help individual learners as they progress through the eLearning course. For example, if a learner is lacking a necessary skill set, then you can encourage them to create a plan of action that allows them to develop that skill throughout the eLearning course. You can also identify strengths and weaknesses that may need to be addressed, as well as learning behaviors that the learner may need to work on in order to get the most out of the eLearning course. Take advantage of diagnostic assessment in eLearning to create an online learning strategy that fills the gap and offers your learners the chance to monitor their progress by using it as a powerful source of eLearning motivation. Remember, diagnostic assessment in eLearning is only helpful if you know how to use the results to your advantage. One of the most effective diagnostic assessment tools you have at your disposal is an eLearning focus group. The article 5 Tips For Running A Successful eLearning Focus Group features 5 top tips that can help you run a successful focus group for your next eLearning course. This post was first published on eLearning Industry.

……This is why we need immersive eLearning. The term immersive learning environment can be described as creating an artificial or simulated environment that allows your learners to be immersed as though they are experiencing a real learning environment. There are lots of ingredients that go together to make the perfect dish, and this applies for eLearning courses. But, at the end of the day, the only that defines success of an eLearning course is by answering this question. Are learners able to learn something and apply it in any given relevant situation? In this post, we will explore the elements that will help you create an immersive learning environment that will be more than just Click Next! Hook your learner with some drama.  Here’s an example. Starting with a problem-based scenario is bound to add some interest for your learners. Start your course with a ‘big bang’ to create the maximum learning impact. In this era of distraction, it’s hard to keep the learner engaged. Such interactions are best suited for introduction screens. Apart from drama, you can also use elements such as humor, storytelling and problem solving to keep your learners hooked! Give them real looking environments. Anything that is real will connect with your learners. Realistic and relevant settings can have a great impact on the learner’s psyche. For instance, if your course is about engineering and automation, your course setup can resemble an automation factory. This creates a sense of belonging to your learner, imitating physical environments enhances learning experiences that in turn add a great recall value of the learning. For example you can recreate an automation workshop floor for a course on automation safety or a tool. Take a look at how an automation floor was recreated for an immersive learning environment. Surrender total control to your learners. Never ever restrict your learner. Making him dance to your tunes will only put him off, and we know that adults don’t like to be told what to do. Hence, whenever your course has exploration, it is best to leave the control in your learners’ hands and let them learn on their own accord. The ability to control the learning environment allows learners to absorb and learn about all elements on the screen. Have a look at an example. This screen shows more than one exploratory element. Yet, the learner is restricted to choose an element of the designer’s choice. Such instances kill the whole idea of exploring and learning. An ideal explore and learn situation leaves the learner free to choose the element of his liking. E-learning is moving to a new frontier with immersive learning. Emotional connections and realistic expectations are the order of the day. By making use of one of these immersive elements, your eLearning course will not only have high instructional value but also an immersed learner. Related Posts4 Effective Ways of Presenting Scenarios in E-learning Courses5 Ways to Make E-learning Interesting - An InfographicCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An Infographic

The ALT Annual Conference 2015 theme is "Shaping the Future of Learning Together" As the leading Learning Technology conference in the UK, the ALT Annual Conference 2015 brings together practitioners, researchers and policy makers from across education to share their research and experience. The programme will reflect the theme of shaping and sharing learning through breaking down the traditional divisions between stakeholders and between their roles, with a focus on: Harnessing the power of the crowd - collaboration and connectivist learning Social media in learning and teaching Open educational practice Learners as agents of change Participatory approaches to the development of learning technologies The ALT Annual Conference 2015 will be chaired by Amanda Jefferies, University of Hertfordshire and Liz Masterman, University of Oxford. The Association for Learning Technology Annual Conference (ALT Annual Conference 2015) will be held at the University of Manchester, UK on September 8-10 2015. This post was first published on eLearning Industry.

5 Questions You Need To Ask Before Creating E-Learning The 5 questions you need to ask before starting any e-learning project. The post 5 Questions You Need To Ask Before Creating E-Learning appeared first on VivaeLearning: The Best Free Video Tutorials Online.

Every organization needs to follow a set of rules and procedures to avoid huge penalties. To do this, employees have to be trained effectively on the applicable rules and procedures. About 98% of organizations want technology-enabled compliance training to help manage risk more successfully (Towards Maturity, 2013). Why do you need to create and deliver a highly engaging online compliance training course? What if you receive negative responses from your learners? Why are compliance training courses boring and unappealing? Poor instructional strategies could result in boring and unappealing courses. 67% of organizations say user engagement is the top barrier to adopting technology- enabled compliance training (Source: www.towardsmaturity.org). Well, you can create and develop engaging online courses to deliver good compliance training by following these three tips. Make Use of Scenarios  Compliance training can be made interesting and engaging by using scenarios in courses. As an instructional designer, you should be able to include situations which your learners are likely to face in their jobs and explain what they need to do. Use simple language to explain laws, so that employees can understand and remember them easily. Make sure to give them plenty of opportunities to implement learning at their workplace. You need to provide them explanatory feedback stating why a particular option is right or wrong. With the help of rapid authoring tools (Articulate Storyline and Adobe Captivate), we can develop highly engaging scenarios. Make Use of Games Compliance training can be made interactive and interesting through gamification. Games help learners understand regulatory norms and complex statutes in a fun-filled manner and retain the learning for a long time. Make sure to use games that are challenging and rewarding for the employee. Provide explanatory feedback stating why a particular option is right or wrong instead of merely indicating whether it the learner’s answer is correct or incorrect. Here are some games developed using Articulate Storyline. Make Use of Assessments  Compliance training can be made effective through assessments. Assessments must be framed in such a way that they challenge employees to apply what they have learned already and cover all kinds of situations that employees may face during their jobs. This helps them relate to those situations immediately. Assessments should be challenging and reinforce learning, so that employees can relate to the situations at the workplace. Provide feedback for both correct and incorrect answers and explain why a particular choice is correct and incorrect. With the help of rapid authoring tools, we can develop assessment questions based on scenarios. Thus, by following these tips, you can create well-deisgned online courses to deliver highly effective compliance training. Do share your thoughts. Related PostsHow to Make a Compliance Course Learner Centric - An Infographic3 Instructional Strategies to Deliver Effective Compliance Training - An InfographicWhat Makes Online Compliance Training Effective? - INFOGRAPHIC

How Online Training Increases Productivity According to the American Management Association, programs that focus on future career development or improved work skills are effective in retaining employees and in heightening their creativity. They also increase their productivity. In fact, the National Center on the Education Quality of the Workforce found in a study of 3.100 United States workplaces that a 10 percent hike in workforce education level resulted in an 8.6 percent gain in total productivity. The Association for Talent Development (ASTD) surveyed firms to discover that companies with the highest productivity levels invested almost twice as much in training each employee as companies with more mediocre performance levels. Traditional forms of employee training were expensive and difficult to deliver if a company had extensive properties located far from each other. The advent of online courses has changed the ease and availability of training employees and brought it within the limits of most budgets. A strong argument can be made to suggest that companies embrace online learning as an effective means of heightening their productivity. There are a number of reasons for this: It reaches out to employees who, for various reasons, were often excluded from traditional training venues. That includes the single parent who wants to learn but must leave work promptly at the end of a shift to deal with family obligations and the physically impaired worker who requires specific learning supports that are available on the computer. Online training can be delivered more generously to all employees since courses generally cost less than bringing in an expert trainer or sending employees off-site to learn new skills and knowledge. Online courses can be developed with a high degree of customization to deliver precisely the needed skills of employees in specific situations. They allow for more flexibility. Employees can study during breaks in their workday or late at night or early in the morning from their homes. It is easier to find the time to study. Companies can create their own courses by developing specific content and delivering it easily through computers and tablets. The material can be easily updated and given to multiple users at once or delivered individually one at a time. One of the most comprehensive looks into the link between training and productivity was published by researchers Muhammad Mulmuna and Dr. Rashad Yazdanifard in the Global Institute for Research and Education. They noted that not only does training increase productivity in organizations, but it also enhances employees' resourcefulness and provides them with an opportunity to learn their jobs and perform them more effectively. It has a beneficial impact on their decision making skills, their ability to function within a team, to solve problems, and to have enhanced interpersonal relations, all of which also contribute to the growth of the organizations for which they work. Do you believe online training increases productivity? Share with us your opinions and personal experiences.  This post was first published on eLearning Industry.

The general perception about eLearning is that only courses filled with high-level interactivities, complex activities or media-rich elements are effective. It is often percieved that only courses with the "wow" factor, which draw"oohs" and "aahs" for their visual appeal are considered winners. Clients are delighted with such courses and stakeholders want them too to justify their investments in the training program. While it is true that complex activities or interactivities make an eLearning course very effective, that might not hold good always. In many cases, a simple, straight-forward presentation of the content turns out to be the most effective way. We need to strike a fine balance between using these two approaches. Selecting the appropriate way of presenting content is a delicate task. While there are no "rules" to guide you in this selection, the content itself will generally give you a head start. There are a few general guidelines that will help you in your decision making process. 1. Type of Content The type of content is the first and most important pointer which will help you decide the way to present it. If you have a complex topic such as the working of a mobile lift or an engine, you can use 3-D animations to show the parts present on the various sides of the equipment and explain the functionality. For slightly lesser complex, easy-to-handle subjects such as explaining the various parts of a latop or a balance, a hotstop interactivity can be used to present the learning. Conversely, your content might consist of huge amounts of text such as legal or complaince policies. Usually such content should not be alterted and must be presented verbatim. In such cases, adding interactivities just for the sake of having them will not add any value. In such cases, it is beneficial to present the text with supporting images. This csn be supported by scenarios or a case-study which will reinforce learning. 2. Learners’ Experience of E-learning Learners’ familiarity with eLearning is another factor which will guide you in selecting the presentation method. If your leaners are a young, tech-savvy group, you can have a course with complex animations and high-level interactivities. On the other hand, if they are an older workforce with little or no prior exposure to eLearning, a simple course with basic interactivities will serve the purpose. The level of courses can be enhanced as their familiarity increases. Similarly, if the course is intended for blue-collared workers, it would be better to have a simple course which will be easy to access and precise in its content presentation. So, the next time you develop an eLearning course, take a pause, consider these issues and then start your work. These issues will help you come up with an engaging, effective course without using activities or complex animations just to add the "wow" factor. Related PostsLevels of Content Chunking in E-learning7 Steps to Create Custom Invalid Answer Pop-ups in Articulate StorylineImportance of the Audio Component in E-learning

Compliance training needs to be imparted by all organizations. We talk all the time about the laws, rules and regulations that have to be followed by employees during the course of their work. A good compliance training goes a long way in fostering a better workplace culture by preventing violations of applicable statutes and regulations that could attract hefty fines or other legal sanctions. The hard part of compliance training when provided through traditional ILT programs is making trainers to travel across different geographical regions to train employees and disrupting employees work schedule to attend. The result is loss of precious work hours, considerable expenditure and little inspiration for the trainer who needs to repeat the same content over and over again. So, what is the best way to deliver compliance training? Well, the online medium is ideal to deliver compliance training. According to the E-learning magazine, almost 65% of the content delivered through eLearning is compliance training. Read the info-graphic below to find out the benefits of using eLearning to deliver compliance training and let us know your opinion in the comments section below the info-graphic. Related PostsCreative Ways to Present Click on Tab Interactivity in E-learning Courses - An Infographic4 Tips to Create Effective Online Compliance Training Courses6 Proven Tips to Develop a Remarkable E-learning Course - An Infographic

How To Set Up An Enterprise eLearning Program With Multiple Objectives The pedagogy that is deployed in an eLearning program depends to a great extent on the targeted audience. For instance, kids often have very short attention spans. Consequently, the eLearning programs targeted at them are designed to be fun and interactive - something that will keep kids engaged. For older age groups however, the type of eLearning program depends on the end-objective. For one-way discourses, mobile apps and video tutorials are most effective. On the other hand, courses that need interaction among attendees are effected through video conferencing and chat applications. In December 2014, our team analyzed the online learning setup deployed at one of the leading NetSuite partners in North America. Given that this is an Enterprise Resource Planning (ERP) program that is used in a multitude of industries, the target audience included CTOs, account managers, manufacturing executives, small business owners, retailers, etc. In each case, the audience was seeking information on how a software like NetSuite could help their specific work objectives. In the absence of a clear end-objective, popular enterprise eLearning systems like webinars can be a long-drawn, expensive affair. This is because every session would appeal to a specific section of the audience that does not have an incentive to return to subsequent discussions. Ultimately, audience acquisition could itself become a challenge for every new webinar session. So how would you design an eLearning program for an audience with unique objectives? Here are a few options: Case Studies. Educators do not typically consider case studies as part of an eLearning setup. But with enterprises, they are one of the most effective channels for awareness-building and education. With case studies you can narrow down the focus from specific functions to a handful of industries. This helps educators manage the end-objectives better. Another advantage of case studies is that different audiences within an industry can interpret learning in their own way. For instance, a case study about Enterprise Resource Planning in banking could provide marketing insights for a marketer while at the same time help a bank manager evaluate productivity improvements using Enterprise Resource Planning. Videos. While webinars only cater to a small group of attendees, video tutorials have a far wider impact. This is especially true if you are in an "evergreen" industry where content does not get outdated very quickly. Given the larger audience that video tutorials cater to, the costs incurred with producing videos may be better justified. Another advantage of video eLearning programs over webinar is that since these are not real-time, content produced may be reused in different forms based on the need. For instance, a "What is Enterprise Resource Planning" section that is made for a banking Enterprise Resource Planning video may be reused in videos produced for other industries as well. This is unlike webinars where the same content has to be produced uniquely every single time. Whitepapers. Whitepapers are the text-equivalent of videos. Like videos, whitepapers too could be used to educate target groups over a lengthy period of time, thereby justifying the production costs. Again, like videos, content sections produced for one whitepaper can always be reused in other whitepapers depending on context. Knowledge Bank. In an enterprise setup with multiple learning objectives, it is not possible to comprehensively answer all questions that your audience may have with one video or paper. Even if your content itself is evergreen, the questions that your audience may have would continue to evolve over time. For example, an enterprise software maker would have received questions about compatibility with Windows OS a decade back. But today there are likely to be more questions about compatibility on mobile and tablets. An effective way to deal with such situations is to build a knowledge bank. This is a repository of tutorials, Q&As, and other eLearning modules that have been developed over time. If you have a help-desk team, they may be put in charge or keeping the knowledge bank updated with answers to the latest questions. Over time, such repositories perfectly address all kinds of questions and concerns that your target group may have without the need for a dedicated production budget. Creating the objectives of enterprise eLearning is quite different from an academic setup where there are tangible metrics that may be used to measure success (annual sales, for example). Deploying the right eLearning platform is not only a vital asset from an educator's perspective, but is also a marketing tool aimed at bringing more sales and ensuring customer satisfaction. What are your thoughts? This post was first published on eLearning Industry.