Tag: elearning companies

20 Jun 2022

What is the role of a moderator in a VILT session?

All over the world, the VILT sessions are happening at a rampant pace. It’s an aftermath of the pandemic, but conducting such sessions is not easy. The companies were looking forward to changing to the virtual training method due to the excessive costs of classroom-based training. But the change has been expedited by the pandemic.

Gen Z also cannot concentrate in-classroom training sessions and prefers VILT sessions where they can log in at a preferred time. It’s because it’s easier to focus when you are alone rather than with others in a classroom.

What is so peculiar about VILT that such sessions require both a trainer and a moderator?

  • Participants are not face-to-face:

The biggest loophole of a VILT session is that since the cameras of the attendees are off during such sessions, the trainer can’t see their facial expressions. Such expressions help trainers understand the difficulties of a learner. Hence, there can be a major communication gap between the VILT instructor and the participants, which the moderator bridges.

Hence, if the trainer does not know that his teaching speed is not acceptable for the attendees, there is a cognitive overload, i.e. too much information gets passed on to the learners in a short time.

The problem of not seeing attendees’ faces is a huge obstacle in synchronous VILT sessions to result-oriented communication.

It’s because, in such sessions, the trainers and students have taken out time from their over-packed schedules, and when they cannot comprehend each other, it is futile.

  • Helps the trainer in preparing for the session

It’s because there can be problems with a VILT session when large uploads are happening at the teacher’s end. The internet speed can get slow when live screen-sharing happens because, during this process, a stream of your video gets sent to the server from where the browser downloads it to the learners’ PC. Internet content upload speed is slower than the download speed. Hence during screen-sharing, the quality of the video call is average.

So it is better that if software screencasts are getting sent to the learners during the session, it’s better to record them beforehand rather than during the class. A moderator can help the trainer in recording a screencast video before the VILT session.

A moderator is someone who helps the trainer but is he required so essentially in the VILT sessions.

These are some situations that can arise during a VILT session for which the moderator’s help is needed:

  • The trainer can’t handle large sessions:

Another loophole in such a session is that sometimes trainers get nervous in large sessions and face technical issues.

For example, the learners might be unable to log into the meeting URL through their browser. So, they might send the trainer a message to resolve this problem. When so many participants send chats to the trainer, it’s tough for him to respond. That’s where a moderator helps to facilitate and responds to the learners’ confusion.

The moderator can access the meeting through a remote desktop and has no problems responding to the participants. A moderator must be an experienced IT person so that he can solve any technical glitches in time when a participant can’t access the VILT meeting URL through his web browser because it’s not compatible; the moderator can help him rectify the situation by switching to a different browser.

For example, the internet explorer is an outdated browser that does not work with web versions of the video conferencing software.

  • Preventing anyone from creating a nuisance during the meeting:

It’s a tough task to manage participants in remote learning sessions because sometimes, they may share some unwanted content.

Hence, a moderator can help the VILT trainer prevent the participants from sharing their screens if they send irrelevant content.

The moderator makes sure that such a participant is removed from the meeting. A remote moderator can immediately do this task for the trainer. So, the moderator can help the trainer block such a participant or change the options where no one can share screens except the host.

  • Makes sure that the trainer is not disturbed:

It can be ensured that the trainer is unaware when any participant leaves the meeting due to the lack of any notification because the settings can be enabled for the same.

However, the moderator calls the participant to enquire why he has left the meeting. A moderator can also mute a participant if he starts speaking between lectures. They can mute and unmute participants when needed based on whether they are talking about anything pertinent. If a participant is not allowing others to express their opinions, he can be muted.

  • Preventing latecomers to the meetings:

Moderators can also lock meetings to ensure that nobody unknown joins the meeting or any employee joins after a certain time. The meetings can be locked since they begin or after a certain delay after their beginning. This can help prevent any late entrants to a meeting.

In the end, the moderators allow the meetings to go unhindered, save the trainer from solving any technical and human problems, and focus on his topic during the session.


15 Jun 2022
elearning courses

How to make employees hooked to B2B elearning courses? 

Elearning is now creating huge waves in the corporate world. B2B elearning courses are bought by companies to train customers and employees.

The B2C scenario involves the learner signing up for the course; it could be a student or an employee looking to broaden his horizons. But the company is not responsible for the course fees.

However, in the B2B elearning, the company gets a course created for all its employees and other stakeholders. Everyone working for the organization has to complete the course. The business incurs the fees of the course and hence wants an ROI.

B2B elearning is quite different from the B2C version because the company has control over the course here. There is no choice before the learner whether or not he should go through the course because it is mandatory for him.

The business needs to provide course access to so many employees, and for renewal, it must pay a monthly fee if more employees join the company. Since the businesses spend so much on getting such courses for their employees, attention needs to be paid to engagement.

The elearning courses need to apply the Hook model created by erstwhile Stanford professor Nir Eyal so that the learners feel motivated to finish the course. This model explains how the learners become ardent about using an online product in 4 stages, trigger, action, reward for the effort, and finally investment, so the product is now more suited for the learners.

This model has the 4 following stages:

  1. Trigger
  2. The first stage of this model is the trigger, where employees need to be given a push to apply for the course. Every employee needs a different kind of external trigger, such as the course signup link sent in an email, to get enticed into signing up for a course.

    When users start using a product or service for the first time through a trigger, they get attached to the service. It’s just like giving the trigger to a learner through banner ads about new courses on the company’s intranet.

    Once he gets curious about the course due to the banner ad, he will watch its preview on the LMS by clicking on the ad.

    Thus, the learners become emotionally associated with the product evoked every time it is used. Hence using this product soon becomes a habit because the users develop an internal push to use it due to their emotions.

  3. Action
  4. Since the user has already started an internal urge to use the product, how to ensure he takes the necessary action. The companies can ensure that taking action is relatively easy for the user; hence the app must have a simple user interface. Thus, taking a user’s ability into consideration is crucial while designing elearning courses or an elearning app.

    Hence, the elearning courses library must be designed in mind that it’s a smooth experience for the users. They should face no barriers in signing up for the course after they have a glimpse of it. Hence the LMS must have an easily accessible search button.

    Also, the learners can be motivated to finish the elearning courses when it’s in the form of easily understandable and short modules that don’t require much time commitment.

    Employees also need notifications about how much of a course is left and what’s the deadline for mandatory elearning courses.

  5. Reward
  6. The course might not require much effort from the user to access it, but the user must also be engaged with the course. It’s only possible when the user gets a reward that gives him a due reason to pursue the course.
    For example, when learners are acquainted with the benefits of finishing a module which implies scoring better elearning assessment grades than others, they feel excited to go through a course.

  7. Investment

The user is now asked for some form of contribution from him. This means he is required to give feedback which ensures that the elearning courses will be created per his needs. So the next time he is given an external trigger in the form of the course link, he will click on it too.

The user can be asked for his detailed opinion about the elearning courses and how they led to his professional betterment. The learners also have to show some solidarity with the course, and as a result, they can share the course link with their friends and get some points for referrals. Such efforts show the course creators how much learners have liked the course. When users express their preferences regarding the course, it offers a better option to the course creators for future modules.

14 Jun 2022
knowledge transfer

Is knowledge transfer necessary for sustaining performance?

Knowledge transfer is happening so rampantly in industries now because retired employees need to provide information to the younger generation.

Therefore, corporate leaders should ensure that the knowledge transfer happens properly before these managers’ tenure is over. Without this kind of knowledge transfer, organizations can’t work smoothly.

When an organization allows its older employees to retire without ensuring they pass their inherent knowledge, it can cause trouble because the newer employees lack competitive skills. As a result, an organization can completely lose its edge in the market.

Why is knowledge transfer crucial?

Knowledge transfer can’t be done through training because although information can be passed on to younger employees, they might not be able to apply it. Any employee can’t provide his experience to the younger generation because they need a means of communication. Apart from that, the younger generation needs to draw from the experiences of older employees to learn lessons not contained in theory.

Apart from theory, this process of knowledge transfer consists of invaluable knowledge of the older employees for which simulations can be developed. This can be done by an elearning team for whom such experienced employees can act as subject matter experts. The younger employees could have been trained in the theoretical principles, but they need to develop the ability to apply them to practice.

How can a lack of knowledge transfer affect a business?

Any business can ensure that the baby boomers’ knowledge is transferred to the newer employees by preserving it. This can be done by making it a part of standard operating procedures. It can also be done that sharing knowledge becomes a part of the organizational culture, with such employees giving lectures to junior employees every morning.

They can also do job shadowing, supervise the junior employees and help them improve their job performance. When such employees observe new employees at work, it helps in hands-on learning.

Knowledge is the most important asset of a company, and the organizational leaders have to ensure that the tacit knowledge which is just stored in the minds of an employee becomes explicit to others.

It can be made a part of the documentation or implemented in the form of procedures. Knowledge transfer is critical because it means that an organization improves its manufacturing and delivery of products and services.

When clients fail to find any USP in a company’s product and services because an employee has retired, they go to someone else. Hence, knowledge transfer must happen right before a business loses its stake in the market.

Difference between explicit and tacit knowledge levels

Knowledge transfer happens for two kinds of knowledge in a company. The first is the tacit knowledge that an individual might not know about. For example, he might not know that he has developed an understanding of doing things that differentiates him from others. It includes all the experiences and abilities of an individual he has acquired during his tenure.

The owner of such knowledge must help the elearning expert to formalize such knowledge when he has devised ways to pass it on to others.

But on the other hand, explicit knowledge is easy to be shared because the owner knows about it. That’s why it can be conveyed by him/her and written down in manuals and documentation.

Difficulty in transferring tacit knowledge

Tacit knowledge is tough to convey because it has become a core aspect of a company’s procedures. An employee acquires such knowledge when he has spent sufficient time working on the procedures of a company and hence knows the results of his action. He knows how to expedite the processes because they are a part of his memory and consequently has become efficient at his job.

Hence tacit knowledge can only be transferred through mentorship when a senior sees a junior doing a process and can guide him on how to do it more efficiently. But communication is an important part of such knowledge transfer to happen. Anytime the junior has become proficient at his job, the senior should not discontinue mentoring him.

Companies must understand that they can’t ignore the skills of the baby boomer generation. Due to any lack of knowledge transfer, there has been a considerable fall in the growth of jobs in the manufacturing sector. The talents of the baby boomer generation in the manufacturing sector have to be passed on because it has been tough to find rare skills in the millennial population.

The employees can use their knowledge to ensure that the organization delivers a regular performance without interruption. That’s why organizations employ routines, so the performance status of all the employees is the same because routines include tacit knowledge.


07 Jun 2022

How has the pandemic made implementing LMS necessary for drug manufacturers?

The pandemic has made it necessary for pharma companies to deal with clients on a special basis. The pharma industry has indeed faced a lot of pressure due to the pandemic over the years.

Because of the coronavirus, the role of the medical sales staff became quite challenging because the drugs requested by a doctor have to be delivered by courier. In fact. Once the delivery was done, it had to be confirmed through the doctor’s credentials like his name, signature, and address. The doctor also had to submit a written request for getting a drug.

Challenges before the pharma industry

The pandemic exposed the pharma industry to face unanticipated challenges like never before. There were restrictions on medical trials to ensure that the researchers were not exposed to the Virus.

But apart from that, the salespeople also had to follow regulations like they could not sell medicines by meeting doctors in person.

Hence, there was a shortage of people willing to work in this industry, due to which companies had to ensure that the existing labor was retained.

Due to this, there was a large-scale use of pharma LMS to ensure that the labor employed in sales and manufacturing departments was made abreast of the new laws and regulations.

The companies have to ensure that an LMS is implemented to upload any updates made in the compliance laws immediately. If such content is not provided to healthcare workers by pharma companies, they can face heavy penalties caused to violation of such laws.

LMS helps in RIE

For example, during the Covid-19 problem, pharma companies could not cut down on their output because the authorities were not available for in-person drug approval as they could not visit the drug manufacturing sites in person. Hence they approved drugs through the process of remote interactive evaluations. Hence the employees have to be trained on how to ensure that the drug is approved in an RIE. The LMS can be used to train employees with the requisite knowledge for this purpose.

FDA grants drug approval before it is manufactured and marketed. The FDA conducts PAIs(Pre Approval Inspections) to ensure that the manufacturing of a specific drug is approved. But due to Covid-19, such in-person site inspections were not possible. Such critical inspection ensures that the drug can be manufactured at the concerned site as per CGMP practices or whether the drug is safe for human consumption through clinical trials.

But during the pandemic, such inspections are conducted in remote interactive evaluations(RIE) because travel restrictions have been imposed due to this virus. The authorities at the site must know how to ensure complete cooperation with the FDA staff during such inspections. The FDA also uses its own technical equipment for conducting such RIE, including the FDA Microsoft teams, FDA adobe Connect, and FDA Zoom for Government. The FDA requires a lot of evidence about the safety of manufacturing practices, including showing proper records to them. Apart from that, the staff must ensure that the FDA gets an idea about the site’s manufacturing and testing facilities.

How does an RIE happen?

The drug manufacturing site has to consent to its capability to participate in such an evaluation and must be willing to share documents through a teleconference or screen-sharing facility. The site will indicate its consent for such an evaluation in response to a request filed by the FDA.

FDA conducted the PAIs through RIEs, and once the sites were found to be eligible for this process, the site operators are notified through emails. A site cannot request an RIE and it’s at the discretion of the FDA to request the procedure. The FDA uses the registration file of the site to establish any correspondence with it.

What happens during an RIE?

The employees of such a facility can show a live video of their facilities during working hours, including how the types of equipment are cleaned and how the samples of a drug are taken and tested, the setting up of medical equipment, and the sanitization practices, etc.

Hence before the remote interactive evaluation, the staff at such facilities should ensure that there are no connection issues, and the FDA should be able to watch the working practices at the facility with ease. Once the FDA has assessed the manufacturing processes, it will approve the drug.

The staff of such facilities must take such inspections quite seriously. Its because such inspections determine the fate of a drug. During a Remote interactive evaluation, the FDA can ask for documents via email it has requested before. The pharma company must share such documents via email during an RIE or share them through a screen-sharing tool. Such documents are protected by password as they are confidential and should be disclosed to authorities for their review. If a pharma company can’t provide any requested document in English during RIE, it should provide a translator to aid the FDA officers in understanding the document.

How does an LMS help in an RIE?

An LMS can be a source of communication for the site officers to communicate about the impending RIE and ensure that it goes as per procedure and that there are no lapses. An RIE is not a substitute for on-site inspection because if any problems are detected during the former, the latter can still happen.

However, when a warning letter is issued to the pharma company after any faulty manufacturing methods are discovered during an RIE, they can be uploaded on an LMS for immediate action. The warning letters could be issued to drug manufacturers when they refuse to comply with records requests during an RIE. i. e if they fail to show any requested document.

An LMS keeps the medical employees of a pharma company updated about the consequences of an RIE because it includes an RIE report that includes all the FDA authorities’ observations during it. This report can be shared with the pharma company employees when it has been taken from the FDA through a disclosure request filed by the company.

Pharma companies have to use an LMS because the FDA is not facing any pandemic-related travel restrictions but has to use RIE to deal with the extraordinary application backlog created because of the Virus.

03 Jun 2022
interactive PDFs

Are interactive PDFs useful for busy learners?  

There has been a revolution in the eLearning industry now. The vendors are coming up with new solutions to retain the learners and reduce the bounce rate.

When the learners drop out of a course, it reflects poorly on an eLearning vendor.
Hence, the eLearning vendors are now using PDFs to prepare interesting courses for learners. Interactive PDFs are getting used nowadays, allowing their creators all the facilities such as hyperlinks and embedded video files. The learners can also add information to the forms, part of the PDF. Moreover, such PDFs are of immense use in eLearning because learners can benefit from scrollable images.

But the eLearning vendors should find ways to make such interactive PDFs entertaining:

  • Using arrows for moving between pages: The eLearning companies can make use of the fact that instead of just using buttons in a PDF, they use colorful buttons or even arrows, which get the user’s attention much faster than next or back buttons.
  • The eLearning vendors can use all kinds of information hints in an interactive PDF so that learners do not face any hindrance while understanding information.

    If they are, they can click on the “hint” popup and get the meaning of a specific word. They can also be linked to an online dictionary website where users can search for the meaning of the complicated word.

    When the social media icons are included in such a PDF document, the learners can be directed to the social media profiles of the content owner.

  • Use hyperlinks: Moreover, the users can also be directed to audio clips through clickable photos, making the former more interesting. For example, the national flag of Canada can include the YouTube hyperlink of the national anthem of Canada.
  • Hyperlinks can direct a user to external websites or PDFs stored on the server, but they often point to subsequent pieces of text also. The users can click on a term and be directed to the next paragraph where its meaning has been explained. It’s better to have internal links in the course because this way, the user can be made to study the complete eLearning module, and he can also access such links without having an internet connection which happens when the course is browsed through after office hours. It saves the user from the extra expenses on mobile data.

  • Make PDFs entertaining for users: Interactive PDFs can be entertaining for the learners because if the learner is on a train journey and he is not in the mood to read the PDF documents, he can listen to the audio file. This way, the learner can skip reading some portions of the document and instead listen to them. He can select the parts he prefers to read by muting their audio. There can also be audio files to which the user can listen so that the entire PDF document is not too boring. For example, when he clicks on a new chapter, he can be provided with an audio recording of a song.

  • Adding worksheets to a PDF document: The users can also have downloadable worksheets in the PDF document. A worksheet is just a form where the user can add his answer to the given questions. So, various choices can be provided to the learner, such as text fields, radio buttons, and even a signature button.

When the user has such options, he can add his opinion about the module or even submit his response to an MCQ (Multiple Choice Questions) quiz through radio buttons. When a user is required to choose multiple alternatives, he can be given a checkbox instead of a radio button.

These forms are ideal for creating checklists for confirming whether all the things required for a certain condition are fulfilled, like whether all the requirements are met for growing vegetables in a home garden.

The submission of such worksheets is easy because there can be a hyperlink to a server added to the submit button. So, the user’s data can be sent to the server, where it can be checked for accuracy. The data can also be sent to an email address when the user is submitting a job application. The hyperlink can be added to the submit button by choosing an action option when this button is clicked. The user can also reset the form once he is not satisfied with his choices.

Interactive PDF forms or worksheets are excellent options for users because, unlike non-interactive PDF forms, which cannot be filled out online, they are easier to fill in and can be printed out too. While adding such a form, all the fields can be exported to the server for which the user has entered any data or only those that the user has filled.

The latter category of forms must be downloaded, printed, filled out, scanned, and then emailed, which is quite time-consuming.

Interactive PDFs are a good option for sharing sensitive company data for training purposes because they are password protected. You can ensure that only the employees are supposed to open them because they are protected with their credentials.

Hence interactive PDFs are a new revolution in Elearning.

17 May 2022
VR training

How must a VR training vendor be selected?  

VR training is getting popular day by day due to its impact on changing the entire education scenario in the corporate world.

This technology is nowadays used to provide the most advanced training to the employees, including taking them to VR-based simulations where they learn the crucial skills from their offices. The initial VR training video should be short, which can then be followed by longer videos. Retention is better when the 1st video is short, leading to better involvement with the second video, which is more complex.

But there should be certain precautions exercised by a company before hiring a VR training vendor because it costs so much money.

The companies should also check the portfolio of the vendors to see that they have the right graphic designers with them because they can create realistic images. The clients can also ask for a sample before proceeding. It can be a VR video of 2-3 minutes only.

Moreover, any VR training vendor must know the compliance laws. He cannot create training modules based on it without knowing about such stuff.

These are the categories in which a vendor should be tested before providing his services to a company:

  • VR knowledge:
  • The vendors should be checked for their knowledge of this domain. Virtual reality vendors must have a portfolio through which the interested clients get a complete idea about what the former is capable of. Virtual reality technology is evolving, and the vendors need to ensure that it can produce such effects.

    Virtual reality will soon amalgamate artificial intelligence so that the user will be taken to a world he has seen before.

    Also, the headset will be more powerful with an 8K processor, allowing it to show better images to the user. These processors will produce better images for the user because they will recreate the current 4K content and then use upscaling algorithms to produce pictures with less burring. This artificial intelligence will be used to assess images stored in the database of the VR hardware.

    For example, motion sickness can be caused by people wearing a virtual reality headset because they get introduced to a unique environment. There is also a problem with such technology known as clipping. Some solid objects are also shown properly in the virtual world, and the user thinks he can pass through them. There are also other developments in this field about which a vendor must have thorough information. The VR training vendor must ensure that his output does not have such problems.

  • Adherence to the deadline:
  • Virtual reality is a crucial part of any company’s training calendar, but it needs to be delivered on time by the vendor. So, he must be informed in advance about the deadline. When he is not, problems can arise because the company can’t launch the necessary training in time. It can cause losses for the company because the employees will not be informed about the new compliance rules. The VR training vendors must ensure that if any changes happen in preparing such content, which can set the clock behind schedule, they inform the client.

  • Creativity:
  • Virtual reality vendors must also have creativity in their team because they can work wonders through it. They must be able to create fictional scenarios and avatars based on real-world situations. Apart from having a flair for storytelling, their storyboards must also serve the purpose of training the users.

The company can also help the VR training vendor in preparing a storyboard. They can give a specific job duty to the vendor and provide him with something specific to concentrate on. Asking the VR training vendor to create a storyboard for a particular job situation is easier than asking them to cover the complete job description in a single VR training video.

For example, we might be required to cover multiple job tasks as part of our role but focusing on one task in one video provides detailed coverage for the learner. Such videos encourage the learner and get better retention because you cannot expect them to learn everything at once.

The managers and employees from your company will narrate their experiences to ensure that the vendors produce relatable storyboards. Sometimes the vendor might not know your niche, but still, he can create something of your domain. So, his portfolio is only an indicator of his technical skills, not his acumen. Hence taking a sample is necessary to evaluate the combined intellect of his team.

Hence, it is important to assess the skills of VR training vendors to ensure whether they can create an entertaining virtual reality experience for your employees.

When a company is outsourcing its work, the vendor is given a huge responsibility. The company’s managers risk a lot because they must be answerable about the budget. Hence, they should look for someone who can implement their ideas within a budget and has ample experience.

The vendor can also answer other crucial questions as to whether a company needs an XRS because it can be integrated with the headset to record the training activities of the user. An XRS (extended reality software) is software that has separate costs from the headset.

It helps the organization track the key indicators of a user’s performance on a virtual reality system, and all the data is delivered to the dashboard. Since it captures individual user data, new XRS software is needed for each user.

Such software is installed in the headset of each user and can send all the data to the PC of the VR training administrator.

The VR training vendor team can help you procure the headsets and the XRS software. He knows which headset is more compatible with your developed courseware. For example, courseware with better resolution graphics needs a headset with wires (tethered headset) and not a non-tethered headset.

Hence keeping these considerations in mind a company should select a VR training vendor.

11 May 2022
elearning companies

How can businesses encourage psychological safety for elearning companies?

Elearning companies are now supplying the aptest solutions to businesses. But there are many things that a business must take care of to get the best output from them.

The buyers must take care of the psychological safety of the elearning companies. Managers must make sure that the elearning company can take risks without having to get a backlash about it. When they are given the freedom to take risks, the elearning company can deliver more excellent solutions because it’s free for experimentation.

The vendors must be considered credible because they have experience. Also, without the clients’ trust, the elearning companies can’t proceed. They have to adapt continuously to provide the best solutions to clients because the training needs are changing rapidly.

So, the businesses must stay in continuous touch with the client to ensure that they can implement changes quickly. The vendors must not wait too long to get a business approval to introduce any new concept in the project.

When vendors are encouraged, they can be dynamic and provide amazing ideas to their clients, resulting in better execution of the projects. There can be a technology change even when the project is in the development phase, and hence there might be a need for a consultation with the client.

Suppose the elearning companies know that the business management is too conformist and not open to answering any questions that they can shy away from clarifying their doubts. Sometimes, they can’t understand a client’s needs and make ambiguous assumptions about the same, which can cost a client. A business needs to respect its elearning vendor and never doubt the intelligence of its team.

Sometimes, the budget can also exceed the limits because the client does not want to solve any doubts, leading to the elearning content being developed and redeveloped. Any elearning company can have important queries about the target demographics and would want to meet them in person too to develop an effective solution.

Hence, empathy is the most important aspect of the relationship between elearning companies and their vendors because a training solution can result in many positive repercussions for a business.

The businesses can ensure that there is psychological safety established for e-learning companies through the following steps:

  1. Encourage vendors
  2. There should be proper communication which includes a genuine response to the vendor’s problems. If you feel that the vendor is not suggesting something right, you must let him know, but politely so that he does not refrain from giving any ideas next time. Suppose the vendor is demotivated from giving any inputs. In that case, there will be no interaction between you and him during the time between the assignment of the project and its delivery.

    This could be a potential sign of danger for a business that the vendor is not willing to experiment because he is not feeling psychologically safe.

    Even if a business gets some not so favorable news from the vendor, it’s a good sign. It might be possible that the vendor is finding problems in creating a module and finds it better to come to you with this problem. If he does not communicate, you might not find the result to your satisfaction.

  3. Be open to being rejected
  4. The business should make sure that it’s receptive to new ideas and provides its suggestions, which can lead to a better end product. Since the senior managers are dealing with the target audience themselves, they know how to make training better for them, i.e. what kinds of games can be included. These managers are also in the best position to explain what kind of elearning content is needed to deliver the maximum impact in terms of the changed performance of employees.

  5. Two-way communication must be there

Vendors might be confused about the expectations of the client. So, the company should not hesitate to let the vendors know if the work-in-progress has some flaws. That’s why the company must be open to continuous feedback. With proper response from your end, they can deliver the end product which completely meets your needs. So, communication is the essence of getting an elearning project prepared that meets the mark.

Businesses can also ensure that they are open to criticism so that vendors can become more open to offering a correct judgment too. They must not be scared to criticize their clients when they know something is not executable in terms of technology.

Vendors need to be agile, and without two-way communication from the client’s side, it’s impossible. The deliverables have to be changed during the project execution only when there are changes in government policies or technology.

21 Apr 2022
online training

Is online training a perfect solution to employee attrition? 

The companies are worried about employee turnover.

They are coping with the problem of employees leaving jobs. Hence the only way to solve this problem is to think about why employees are dissatisfied with your company. When you can come up with a reason, you can see that employees need more training to have advanced career options, making them worthy of a promotion. The other reason could be facing harassment at work, for which a belonging audit is necessary so that they reveal everything.

Online training can solve attrition in the following ways:

  1. Detailed onboarding:
  2. Online training can be the perfect answer to all your employee advancement problems. The employees get a fair idea of your work ethics during the onboarding process. Hence, onboarding is critical in the company because when employees don’t properly understand the work procedures, they feel biased. Hence they are likely to leave the company when the onboarding process is not carried out properly or the trainer is rude.

    The online training for the onboarding process must include all the effective details like the location of the restrooms and the canteen in the office. Mentoring where employees are paired with knowledgeable seniors is also useful apart from online training. Onboarding should be done properly because until it happens, the employees have no idea what it’s like to work for you because during hiring them, you don’t discuss such details.

  3. Microlearning:
  4. It’s also important that employees are offered just-in-time resources for all the possible difficulties they might face at work. If they feel lost at any time, they should be connected to someone as soon as possible. It’s also required that regular surveys are done among new employees to know what their training needs are. If an employee has some needs, a 3-4 minute microlearning module can be prepared for him. If his needs are not met, he might look for another job. Tending to employees’ personal learning needs through online training goes a long way in retaining them.


  5. Lower Response time during training:
  6. It’s another thing to provide onboarding training for employees and train them for the job, especially the top talent. Hence it’s vital that the training is not lopsided. This kind of training happens when the trainer delivers the lecture and employees just listen to him. There should be ample scope for interaction throughout the training, both with fellow trainees and the trainer even in synchronous learning.
    The same problem lies with asynchronous learning also is that it does not help the learners in real-time. Therefore, employees need to tell someone how much they understand, and hence an individual session with the virtual trainer is inevitable. Moreover, email support is necessary, but the LMS can have chatbots where learners can ask questions 24/7. There should also be course guides containing animated videos so that it’s easier to retain the steps of the procedures.


  7. Quizzes:
  8. Quizzes could also be given to employees to understand their retention. Once the results of such online quizzes are delivered, employees know where they need more clarification. When employees are shown the flaws in their skills, they are willing to take the online training course once more through such tests. The employees should be encouraged to improve themselves and be offered positive feedback on their assessment results. The companies should know that retaining the top talent is a key priority now because you have used a lot of your resources on them. Hence through moral support, you can ensure that they are committed.


    The company must make sure that the senior employees of the company should not feel isolated because they might think they can be replaced with the Gen Z. Hence when they have any queries while pursuing an online training course, they should be helped in time without revealing such doubts to any other employees. Hence, social media support is useful for them, but the moderator of such chats should ensure confidentiality. This privacy rule applies to new employees who also don’t want someone to know about their lack of knowledge.

  9. Customized training:

Employers can’t always be worried about attrition and hence impart mass training programs. The training has to be customized to ensure that it only deals with relevant topics and only takes the least possible time for a busy employee.

The training should also be voluntary because employees are likely to be more interested in it. The employees can feel punished if they are mandatorily asked to pursue courses. If employees have to go through training despite their objections, they can seek jobs at any other company.

For increasing employee motivation for training, it’s better to make them realize its benefits, i.e. how much it can lead to a better career.

Other reasons for attrition:

Poor Work culture: Employees might not be happy with their compensation, but toxic work culture is the strongest reason employees resign. It’s because employers fail to take care of employees from diverse ethnicities, age groups, sexual preferences, and genders. It’s the senior management’s job to detect such biased behavior and prevent it in time to stop someone from leaving.

Increased layoffs: Layoffs also lower an employee’s morale, and hence he is likely to leave the job. He might lose his confidence in a company’s future, leading him to seek an employer with better prospects. Managers resort to termination when they don’t find a company getting better revenues in the future. The restructuring of the manpower also increases the workload for the remaining employees.

No appreciation for diligent employees: Employees are also likely to quit when they see that the companies don’t recognize their high performance. Some employees work harder than others and expect recognition in terms of money and acknowledgment in front of others. But when the company does nothing to differentiate between high performers and laggards in terms of reaping praise and criticism, the former look for more deserving employers.

Hence online training is not the only solution to combat the resignation of employees.


11 Apr 2022
blended learning

Is blended learning really advantageous in K12 teaching?

Blended learning has become more popular because it allows learners to understand the content and then ask questions. There are many benefits of this learning technique, due to which it is getting preferred all over the world. These are the benefits of blended learning:

  1. Ease of learning: The learner has a lot of freedom in this teaching methodology because he can decide on his training method. He is free to learn from any option, be it VILT or in-person method. Since learners can choose the method depending on its feasibility, they have higher motivation to complete the course. They are not bound to attend regular classes if they don’t want to.
  2. Easier recall: The learners can also forget the learning material soon after finishing the course.

    But the blended learning method makes sure that the learners reminisce the matter easily because different training methods, such as webinars and classroom modes, are used.

    Hence, the learners have heightened attention spans during all times. The same learning method used repeatedly can cause monotony for learners.

  3. More suited or working students: The trainer is needed in a traditional classroom or the VILT method. But in blended learning, this restriction is overcome because the learners can select the most convenient time according to their country and schedule their online classes. Blended learning is preferable for working professionals, who can opt for virtual sessions when they are busy working during the day and attending college on weekends. Blended learning is an optimal solution in cases where the entire course does not consist only of theory but some practical aspects. Hence, the students need to attend college.

    The most significant benefit of blended learning is that since the learners have to attend the synchronous classes once in a while, either through VILT or in person, they get feedback. This feedback can be in the form of polls during Zoom calls or breakout rooms where they discuss complicated topics with other learners. Such programs are more effective than the asynchronous and synchronous sessions because the learners don’t get an instantaneous response in the former. And in the latter, they are restricted to attending classes with fellow learners.

Blended learning holds the same advantage as elearning because the learners can use computers to find about any confusing topic. Their concentration is much better than when they are studying through books or attending classroom sessions. Elearning content is designed in a much more entertaining way than books consisting of games and animations. They even have pop boxes to present exciting facts to users, lacking in printed material.

Since students are given more autonomy in blended learning, they grasp information better and develop critical skills such as digital literacy. The teacher aids students by providing them with enhanced resources to expedite their learning process. Blended learning has different kinds of versions:

  1. Flipped classroom: In the flipped classroom method, the students study the course material at home and solve their doubts in the brick and mortar class with the help of other students and teachers. So, this involves flipping what students are doing at home and in class.
  2. Enriched virtual: In the Enriched Virtual method, the students don’t meet with teachers regularly but on a need basis. They complete the course online. Hence, in this model, the teacher’s meetings are less frequent compared to the flipped classroom model.
  3. Flex Learning: In this learning model, the students study online asynchronously, and if they need any instruction from the teacher, they have to attend the educational institution. They can get individual tutoring from teachers by visiting the campus if needed. The students can switch from the online to offline learning modules when they desire.

What is rotation learning?

The rotation learning model includes both in-person and online learning. Teachers decide the schedule on how much time will be spent on each of the processes. The students can study in classes, but online tutoring is individual. These are the three sub-models of this learning methodology:

Individual rotation model: This model is used when the students want educational pathways and the teachers decide. So, the students study in a lab at the campus as per their schedule. There are learning routes selected for different students in this method, so they don’t cover every module (station). They have a playlist assigned to them that contains the modules to be covered by them.

Station rotation: In this model, the students study all modules in a fixed schedule decided by the teacher or his consent, including methods such as one-to-one class and group projects. But here, students have to study at least one module in the campus lab. Unlike the individual rotation model, the students have to cover all the modules.

Lab rotation-In this model, the students don’t study through offline mode, but only in the lab of their school’s campus to cover all the modules.

This is how blended learning can benefit your organization.


04 Apr 2022
continuous learning

How can management encourage a culture of continuous learning?

Companies are working hard to make their employees work hard to attain goals. But it’s not so easy because only continuous learning can make them the best. The companies can ensure that employees put their energies into learning, which is not an easy task, especially with remote employees.

Why is continuous learning needed?

For companies to get extraordinary performance from their employees, it’s paramount that they are always learning because innovation can only happen then. For example, a company may want to add a better structure to its work, implementing new production rules and the accompanying software.

And this process upgrade happens occasionally; hence the companies must encourage continuous learning which is available on-demand for employees and happens when they are free from their scheduled duties.

Remote employees don’t come to the office, and it’s a challenge to stay in touch with them. Employees also don’t like to follow up on industrial trends because they consider them a waste of time. Hence, they have to be made to realize the importance of such news. They can be sent a digital newsletter informing them of the most contemporary happenings in the form of summaries of their sector. The remote employees can also be sent birthday cards and welcome letters to new joiners. There can be weekly Teams call where the employees are congratulated for their exceptional performance and areas where there is scope for betterment.

The remote employees might not have time to access the training modules. They might be traveling a lot, especially in a target-based job. Hence, make sure that they can access the training modules offline or get them better mobile data packages to get a signal wherever they are.

Sometimes, continuous learning becomes a problem when the employees hesitate to ask questions. It’s not a good company culture when the employees have such apprehension because it can affect their performance. Such shyness comes when it gets revealed to the whole group that a particular employee has asked a question. And when all the team members know that a certain employee has problems, they start answering his question simultaneously. The solution, in this case, is that the remote employee with a query must get someone working from within the office(mentor) to support him. Such queries by remote employees can be simple, like how reports have to be prepared, but their delayed resolution can be troublesome.

However, this mentor can also support the remote worker by providing him with help on how to use the LMS for his continuous learning because the latter might face problems frequently. This is how the management can foster a culture of continuous learning in a company:

  1. The job of managers
  2. Managers have to encourage employees for them to pursue their learning activities. If an employee is taking time out for his work, his manager should not take it as abstinence from work. The employee can better contribute to the job with his improved skills. By making a role model of such an employee, you can inspire other employees to do the same. A lot can be achieved in a culture of continuous learning through collaboration. The managers should popularize the belief that sharing is caring. So if an employee knows something, he should share it with others.

    Knowledge hoarding is a dangerous phenomenon because it does not help when employees conceal crucial information from others to get ahead. So, it is the manager’s job to see that knowledge sharing is given its credit and that such employees are acknowledged. Employees should not follow a practice of knowledge hoarding because they feel important when everyone asks them about work. A company should ensure that team victories are more important than personal success. This way, a worker hoarding knowledge will share it with the team.

    Sometimes, some employees have better access to resources than others because of their education or academic contacts. Moreover, the employees should be privileged to get a paid subscription to professional magazines. The management can pay for such magazines and hold discussions about what employees have learned during lunches. The employees can also be paired in groups (task-force) to share their queries with others and get competent answers through investigation.

  3. Social learning
  4. Social media groups are essential to continuous learning, but they can start veering from the topic. Hence, it’s the job of a moderator to see that no one posts irrelevant memes on Facebook. Also, when any can’t answer back a question in two hours, it must be directly reported to the seniors to provide correct answers. The learners who share the most strategic posts like simulations, podcasts, or an article must be rewarded for their efforts. They could have contributed such content themselves or got it through somewhere. But a worthwhile article link can solve the problems of employees who get a reliable resource. However, there must be a schedule by which employees share such information, like once every week. If every employee posts something every day, there can be cognitive overload, and employees might miss something. Again, a moderator must approve such posts.

  5. Weekly webinars

After an expert has conducted a webinar, the next round ensures that all the solutions are crystal clear to the attendees. There can be a moderator in their webinar-based question and answer(Q&A) session who has ample knowledge and can shortlist the important questions. Send emails to the employees about the time and the meeting link of the webinar. The script of such a webinar containing questions and answers can be given to the employees who didn’t attend the event.

In the same way, when any online discussion gets started, the moderator should inform all the employees about it. The new employees might be getting solutions to their problems, like how to tackle a tough client. When a discussion starts about an online post, the other employees should be notified about them. The employees become aware of any ongoing discussion when they click on the “Join” button. The employees who have started their jobs from home sometimes feel left out when they are not given a proper introduction. They can be given a virtual training session through an experienced manager, who can also listen to their problems online. Later, the employees can be sent an online MCQ questionnaire by the LMS admin, in which they can fill in their responses about the quality of the lecture. This survey can also contain a Likert scale where employees can rank the lecture from a rating of 1-10.

The employees also feel that providing feedback about virtual sessions is not so time-consuming in such a way. When the employees give the questionnaire results, the reports can be prepared in the form of charts and then shown to the manager, who can be given access to better resources to be a superior trainer for the juniors.

Ensure that if you have implemented an LMS for continuous learning, it sends notifications to employees as soon as an article or a video is published. If the employees have a Facebook group, as soon as someone posts a query on it approved by the moderator, he must send email notifications to all the group’s followers.

× How can we help you? Available on SundayMondayTuesdayWednesdayThursdayFridaySaturday

He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.