Tag: elearning

25 Aug 2022
HR training

What is the best training for HR to retain employees? 

The employees are the primary tools for a company. Hence, companies are investing in human capital management. The Great resignation highlighted the importance of human resources, which has complicated things for US companies.

The training for HR is necessary in this regard so that your company does not become a victim of employees resigning. Hence, the companies must provide employees with ample development opportunities which can report continuous results too.

Training for HR is crucial to stop this phenomenon of Great Resignation because the employees have more knowledge about the available openings due to the large-scale use of social media. They are more in touch with their peers in the same profession in other companies and are aware of the salary gaps.

Why did the Great Resignation happen?

The employees have been quitting jobs since 2021 when they discovered the benefits of working from home. The main reason why this trend of mass quitting their jobs by the employees happened was that some of the jobs were not required anymore.

The change in technologies due to lesser offline sales made some jobs obsolete; as a result, employees have to be trained to work alongside technologies.

Accordingly, the role of HR has escalated due to the pandemic, which has made employees realize how vulnerable their jobs can be. Hence, they have recognized the need for frequent learning. HR has to think about how they can influence employees to stay in a company. Hence, their role now consists of training programs for employees that focus on strengthening the soft or hard skills demanded by their designations.

Employees also want better salaries because the pandemic and the ongoing war have made them realize how tough it is to cope with unprecedented attrition. Hence, skill development is the main priority for them.

The companies must also allow employees to switch from one team to another if they are eager to retain them. So retraining such employees is essential who enjoy your company’s culture but are not satisfied with their roles. The aim of HR should be to see which employees have the talent for their roles to be changed.

Training for HR is imperative to stop the trend of Great Resignation.

They must ensure that employees have freedom while working.

Change in the management structure: Make it lateral rather than completely vertical

So, companies need to give up their hierarchical structure of management. The HR must be trained to help the organization transcend from a hierarchical management structure where the employees are just supposed to take instructions and do the work assigned to them. In companies where such management style prevails, the employees have no scope for giving feedback, leading to resentment.

If a company has to be successful, employees must have an equal say in how they would like to work.

Advantages of a hierarchical/vertical management structure

But in a hierarchical management style, since all the processes are standardized, there is a lesser possibility of committing mistakes by employees. However, the high turnover in such a management structure is also due to no tolerance for mistakes.

Since an employee’s work is predetermined, there is no scope for growth. An employee has to adhere to the decisions taken by the management, which might not be so beneficial for the company. If a wrong decision is implemented, everyone, including the employees, must bear the brunt.

What is a lateral management structure?

On the other hand, leaders are like mentors in a lateral management style that is the opposite of a vertical structure. They encourage employees to work hard and lead by influence and example rather than power. The employees are responsible for their decisions and mistakes too. They are not admonished for their mistakes, but an empathic approach exists that they ingrain knowledge from them, and mistakes are a part of a learning curve.

Apart from the change in the management style, the training for HR can help the leaders detect the following signs of burnout in employees:

Lesser social interactions: If an employee does not attend any social event organized by the company to finish a project, he is overworking and can become a victim of burnout. This means that the employee is working on a scheduled holiday, and HR must stop it. The employee will soon resign, leading to a lesser workforce and more workload for the remaining employees.

Check their wellness: HR must take steps to ensure that the overworked employees are prevented in time and rectify their schedules. If they are hesitant to speak to you about their problems, then it’s better to have a third party on board who can talk to all employees and form wellness reports. Through these reports, you can find employees who are overworking due to understaffed teams.

Hire crucial resources: Training for HR has also been necessitated to ensure the company gets the right resources to cope with overwork. Suppose employees are handling several projects and have to work overtime due to this reason.

In that case, a project manager can be hired who can schedule the different workflow of employees as per the priority of projects. He can communicate with various clients and ensure that the employees’ work hours are not overstretched to complete simultaneous projects on time.

Cut down on slack activities: The training for HR can also help them communicate with managers more effectively to know whether certain meetings are necessary. If employees can update their work status on tracker tools, then informing managers through in-person meetings isn’t necessary.

For example, a pregnant woman can be given an aide to help her combat her hectic work schedule.

Hence, it’s quite a major responsibility for the HR that an employee feels 100% valued in a company and does not quit.

 

10 Aug 2022
accessible-training

Why is accessible training crucial during the recession?


The employers must realize more than ever the benefit of hiring disabled workers.

It’s because, in this job market where there are not sufficient jobs for everybody, such people are likely to be more unemployed. They are ignored for jobs over their more “competent” counterparts, even when the former have college degrees like them.

The companies can also benefit by providing accessible training to such resources when they are facing a labor shortage caused by the Great Resignation. There are positions open with companies, but they cannot close them due to rising wages and the lack of talent in the labor market.

Moreover, the recession has hit America, so employers can’t afford to pay exorbitant salaries. Hence, people with disabilities can’t be ignored and should be given equal opportunities to get hired. Organizations also benefit from the different opinions of such workers on business matters and make effective decisions.

Companies must look forward to having the most accessible training for their learners. All the employees should be able to benefit from this training.

Employers must take enough steps to ensure that the company hires disabled people. Hence, the other employees must be compassionate towards such employees to create an inclusive ambiance for the latter.

Accessible training can benefit a company by ensuring that it makes use of unutilized disabled resources. The managers must recruit such employees, which is possible when websites that provide opportunities for such resources are consulted. The employers must ensure that when hired, these resources are given ample opportunities to prosper in the company. There should be awards meant exclusively for disabled people so that they feel appreciated for being a part of the company.

Accessible training also benefits employees without disabilities. It’s because they develop confidence by helping employees who have problems comprehending English. After all, it’s not their native language. Explaining things to such staff improves the communication skills of employees.

Companies that provide accessible training earn more goodwill than others.

But, how to make the workplace accessible for those with a physical disability?

Employees with movement issues often need a service animal to execute simple commands, like bringing lunch from the refrigerator. Hence, they should be allowed to bring them to the office for an easier work routine.
When companies have ramps so that employees with wheelchairs can quickly move around, they are also used by parents who have to bring their toddlers to such places due to a lack of a babysitter.

What is accessibility learning?

Accessible training and tests for physically disabled people:

There can be employees with a physical disability who consistently can’t commute to a training location. It’s better that virtual training is provided to enhance their capabilities.


Such a disability can be since birth or arise after an accident. It means that the person can’t move his limbs completely, which causes him to require help while holding and lifting things. Since this kind of disability affects limbs, it can also cause problems with motor movements.

Employees with disabilities also have problems taking written exams due to the inability to type.

Hence, it’s better if the companies provide such employees with speech-to-text devices for entering answers in exams in accessible training.

Such employees can also be given touch screen keyboards and PCs to eliminate the use of the mouse. They can also be given additional time to complete such tests, but it’s better to attempt it in front of the webcam to thwart any cheating.


Training for those who have low vision:

People with visual disabilities also include those with low vision problems. So, such people can’t see text unless it is of a particular font size, which should be taken into account while designing accessible training. Hence, screen enhancement software should be enabled in the LMS so that they can increase the text size while reading it. This software increases a part of the screen, so the user can see it clearly.

With such software, the employees can sit straight in front of a screen without bending to read the text. They also can see the text even if they are viewing it from a certain distance. It’s because sitting too close to the computer to read the text can affect their eyesight.

Screen enhancement software is sufficient for employees with low vision, but those who can’t see need a screen reader that reads out anything written to them. This software can also read out the questions to such people, expediting their completion of tests.

Hence, this is how companies can provide accessible training to people with disabilities.

30 Jun 2022
elearning health

How is elearning health getting better through augmented reality?

Over time, medical practitioners are facing many challenges in the workplace. It’s because they have to upgrade themselves with the dynamic compliance laws. But elearning health ensures that such professionals are taught through an efficient and effective method.

Elearning health is needed where surgical students pursue surgical education through remotely located specialists and perform better surgeries in the future.

Telehealth is useful in this case because sometimes, the students don’t have colleges available where they live however elearning health systems provide sufficient training to them.

Through AR-based smartphones with OS including AR 7.0 or iOS 11 or higher available at the student’s place, their live feed using surgical tools is transmitted to the specialists who then analyze it. When the students have completed surgeries on dummies, they can get a score from the specialist and a demo of how to use the tools properly. The AR-enabled devices can capture images from 0 to 65 meters.

Elearning health is useful for live surgeries where the doctors can see a 3D monitor showing a specialist how to use a tool on synthetic skin.

Elearning health aids in the remote inspection of surgeries and patients through AR:

The surgery in remote areas is successful even when a doctor can’t visit such a place in person. These devices are highly useful in the patient’s case because the doctors can infer data from the patient’s biometrics sent through AR glasses worn by the operating doctor. Moreover, By wearing AR glasses while examining the live video feed of patients, the doctors can watch the relevant medical record stored in the patient’s electronic health records.

The doctors can also use the AR-enabled Smartphone to view this feed and analyze the patient’s condition.

Useful in emergency conditions: 

This technology is highly useful for immediate post-operative care needed by an accident victim. The doctors can get all the information about the victim through his AR-based Smartphone, like his vitals, previous health records and location.

The EMS team, which might take time to arrive at the scene of the accident, can ask someone to help the patient because the former has his vitals like his blood pressure and can see his injuries in depth through the 3D-based incoming video stream etc. The AR technology works on the software installed on the AR device, which can be a Smartphone, a headset or a tablet. The software then evaluates the incoming video stream for all kinds of possible data sources on the internet.

Necessitated due to pandemic:

The need for elearning health has been imposed due to the remote consultation sought by the patients due to the pandemic. The patients have been getting themselves checked through telemedicine. In fact, during AR-based virtual calls, a doctor can inspect a patient for any presence of conditions through physical screening. Through AR, the doctors can ask a patient to take his medicine once his vitals show increased blood glucose levels or blood pressure.

Elearning health helps in telemedicine for chronic conditions:

Patients need doctors to resolve their queries virtually. There are also chronic diseases that have no cure except for the patient to take his pills regularly so that his condition doesn’t get adverse. This is possible in the case of an affliction like Alzheimer’s, where the patient can forget to take his medicine. But smart pill dispensers ensure that the patient can take his medicine at the right time without anyone reminding him. An email or a text message alert is triggered to the doctor in case a patient has not taken his medicine. Also, if the patient consumes his dosage, the dispenser locks itself, preventing the patient from consuming the medicine any further.

An inbuilt alarm in such a dispenser rings at the patient’s time of taking his dose.

The telemedicine approach includes appointments between the patients and the doctors via a video conferencing tool. Since the doctor can see the patient in the video calls, he can assess his environment to know whether anything specific is causing the allergy.

Telemedicine is also useful for mental health patients because the caretakers and other family members can attend their calls. Such calls are useful for such patients because sometimes they cannot leave their homes and travel to the doctor’s clinic for a visit. They are also useful when a doctor is out of town due to any reason. Some patients have low immunity due to their age or conditions like pregnancy, and it’s not feasible for them to come for a clinic visit as their health condition can get compromised. But a virtual call with a doctor saves them the danger of getting infected.

Telemedicine is also useful in the case of pediatric counseling for children when their parents don’t have time to take them to a doctor due to their chock-a-block office schedules. But with such professional services, they can attend their child’s meeting with the doctor through a video conferencing-based call.

09 Jun 2022
learning analytics

Measure whether your employees have become better through learning analytics 

Learning analytics can now ensure that the elearning content gets used by learners. So the people should be helped to increase their skills for retaining them in the company. But some problems arise in collecting such analytics.

Why is learning analytics needed?

Every job has a key performance indicator(KPI), and the training aims to ensure that these parameters related to a job improve. But, unfortunately, if they didn’t improve, the training didn’t impact them.

The KPIs are measured in terms of job functions and include whether the employee grasped the working of new software and used it successfully to handle clients. It could also be related to meeting new revenue goals for an employee. Hence the major targets of an elearning program are these KPIs. Every training program aims to improve the performance of employees in terms of KPIs so that they become worthy of appraisals.

And the targets of a training program help a company know what learning analytics should be captured for it. For example, if they are a part of a desk-based job and need better retention of hard skills related to software, the employees must score more than 80% in all elearning tests. This should be the key learning analytics measured for them. But are the test scores enough? Read more…

Learning analytics are useful for a business because there is a need for employee participation for L&D to be successful.

The elearning team has to check the completion rates, but the learners might not have learnt any skills from the course despite completing it. Moreover, the learners might be scoring high on tests, but the course might not affect their job performance.

Hence, companies must know which data to collect and measure for their learning program to be effective.

    • Test results might not reveal the truth.

The businesses need expert LMS admins to extract the data related to a training program. It’s not easy because the admin might not know when to collect the data.

The LMS admins have to get learning analytics even after a program has finished.

Companies need to analyze the elearning test results once the employees fail to perform well post-training. The LMS admin can ensure scheduled reporting so that the intended test result report is delivered one month after the data is captured. Through the scheduled reporting, the crucial reports are sent frequently and automatically to the stakeholders through the LMS. Employees clear assessments by learning everything in an elearning course, but if they fail to apply skills, it’s useless in their jobs.

Hence, after 1 month, if problems are discovered in employees’ behaviour regarding implementing knowledge of a completed course, the course must be modified.

Cramming theoretical knowledge is not a way to impart practical skills to employees; instead, memory association games are needed, making employees apply such knowledge in real life.

    • Ask employees and managers about their training feedback.

Apart from checking employees for their knowledge retention by getting reports 1 month after the test scores, the LMS admin can also get information about whether employees liked the elearning or not. The employees can be sent surveys through Google Forms sometimes after the course. It might be true that although employees are employing the new skills at the workplace, they are not yielding the relevant results.

If they are facing any problems in using the skills imbibed through the elearning course, a review session can be arranged for them so that any doubts are clarified.

If employees cannot be contacted for any feedback about the training, managers can be asked for their post-training feedback. Some employees might have trouble applying new skills because they cannot synthesize knowledge. In the case of hard skills, this is an important step.

  • Inability to synthesize knowledge.

The learners need to be able to arrange the theoretical knowledge taught to them in a practical way which is possible when they are asked to construct a flowchart based on the skills of a procedure.

But if this step is missing, some learners might have trouble applying the skills. Hence, they should be asked for feedback after assuring them that it will be confidential, so they don’t become objects of ridicule. Getting feedback from the employees must be a constructive process because if training needs improvement, it does. Employees must not be blamed for their lack of understanding.

The aim of the HR that is collecting the learning analytics is to make employees better at their jobs and improve the ROI of the company. Hence it should encourage employees for their feedback.

 

 

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.
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  • 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.

25 May 2022
learning solutions

Should a company implement learning solutions for IoT? 

There have been so many technological innovations around us, and no company can afford to stay aloof when a company plans to use IoT in its devices, it’s better to implement learning solutions for employees to learn the usage.

These learning solutions can be developed with the help of creators of IoT devices who can create video tutorials about the same and even live demos.

Only such people know how the wrong use of such devices can cause any problem.

In the retail industry, technology has made real progress. No, there is the Internet of things in this industry to facilitate the shopping experience for customers. Hence the companies have to provide their employees with learning solutions to use this technology.

Need for IoT devices

  • Better customer experience: When there is so much intense competition in the retail market, the business owners have to prep up to deal with it.

Faster shopping is the need of the hour when customers don’t have time to shop in person due to hectic corporate lifestyles. They can pick up products through driveways once the store informs them of their availability due to IoT(Internet of things) sensors. All such online shopping apps work through such IoT technology only when customers place orders, and a store clerk checks through the app whether the product is there or not. The customer does not have to call any store owner to check the product’s availability, and he gets notifications on his mobile app.

The biggest benefit of the Internet of things is that it helps customers expedite checkouts, and no human cashier is required. They can easily use such technology through UPI-based payment apps which calculate and receive their bill. This saves the need for them to stand in the long queues to make payments. The products have sensors through which all the items customers pick up in the store aisles are added to their virtual cart in the IoT-based UPI app. Once they leave the store, they pay for the products purchased through the app.

Since the retail stores have tie-ups with such IoT-based UPI apps, they get data about the product purchased by a customer and can create a consumer profile based on this information.

  • Easier store management: The use of IoT-based sensors has also eased working for the employees because they can track the product validity through them. Once they have kept all such information in a database through IoT sensors, they are automatically reminded when the product is expired through notifications on mobile apps.

Moreover, the retail store staff doesn’t need to check the shelves manually every time to check the product’s availability. They are sent notifications through the IoT app when a product is finished.

The IoT-enabled devices automatically inform the business owner when maintenance is due.

For example, when a new product is scanned, all its information is stored, and store conditions are assessed to determine whether the product needs a certain temperature for storage. When a refrigerator has an IoT sensor in a retail store, it can easily let the store manager know when the temperature can fluctuate due to equipment failure leading to product damage. Hence preventive maintenance is ensured to eradicate any possibilities of such damage. The power fluctuations can also cause temperature changes informed to the owners on time through IoT sensors, which are integrated with mobile apps.

How do such devices work?

The active RFID tags enabled with such IoT sensors care are helping businesses capture so much useful about the product. When businesses are shipping products to their customers, they can trace the speed of a vehicle through such sensors so that the customers can be informed about delivery. The weather conditions on the way are also relayed to make the business know whether any delay might be helpful to escape any accidents. So, businesses can make sure that the products don’t get damaged during delivery to them or customers.

When companies have all the information about the customers, they can provide personalized experiences to customers. For example, when companies have sold such IoT devices to customers, they get a lot of information about them. For example, how such an IoT enables the customer to use the device is known to the company. For example, if a customer experiences frequent power outages and a device does not suit him, he can be suggested a more power-friendly option.

Why is there a need for learning solutions for IoT?

All kinds of employees have to be given learning solutions to deal with IoT. Such learning solutions can empower them to deal with such technology. Well, companies should ensure that employees are digitally literate before hiring them. It’s better to train existing employees rather than replace them with new staff when a company is thinking of using IoT. It’s essential that the existing staff is trained in such technology because they understand the working of the organization and the context in which such technology is employed.

The employees must have a learning solution for them because IoT collects many sensitive data. Once such software is accessed, a lot of critical information gets into the wrong hands. Hence they should be taught how to change passwords on software like mobile apps. All the employees can’t be given mobile phones containing IoT-based apps.

There should also be a secure network when such software is accessed. They should not be accessed through public Wi-Fi. Since all the customer profiles are stored in such software, any data breach can cause massive business losses.

Also, there is a case of data corruption in such software. So, employees must have proper learning materials about accessing the database in such software.

There should also be a device management strategy under which only certain employees should be allowed access to such devices where such software has been installed. Everybody also can’t access cameras and refrigerators that have IoT enabled because they can cause damage.

Hence learning solutions must inform employees about how to handle such devices properly.

20 May 2022
informal training

Is informal training always to be preferred due to a human-centric approach? 

Companies now understand the importance of informal training. It’s the best way of making humans learn. It’s because of the natural way of learning when you pick up skills yourself.

There are, however, many advantages and disadvantages of such a training process:

  • No tests: The foremost benefit of informal learning is that adults don’t like giving exams. When they undertake informal training, they are relieved from that burden. They are exhausted because of giving exams to prove their worth.
  • Internships are excellent ways of making employees learn. The employees enjoy them because they are paired with mentors who coach them on a one-to-one basis. The best part is that informal training pays them, unlike formal training, where employees are not paid. These sessions don’t have a structure; hence employees can learn at an individual rate without adhering to a curriculum. Informal learning ensures that employees are supported by other personnel and even the organization when they are trying to learn.
    Although informal learning does not contain any exams, one of its cons is that the employees can’t be tested for what they have learned.

    Hence the companies must include testing modules so that employees are at least aware of the compliance rules. The companies can ensure that employees don’t flout such rules intentionally or unintentionally, incurring losses with evaluation.

    • No need for an instructor: Informal training does not require a company’s dependence on an instructor, but still, some training materials are needed that the employees can consult. The employees can be given access to virtual resources that they can browse through to deepen their knowledge. The login credentials of this digital library can be provided to all employees to consult at any time required. This is where the problem with informal learning lies. Since the course is not structured, the employees don’t have any learning path handed over to them. They can go overboard with their learning and waste the company’s hours. Hence a company still needs to monitor such activities as formal learning.

    The best part about compliance training is that the content is static in the formal training unless the company plans to change it all the time. But informal education can always be updated, which is beneficial for the company.

    It’s simpler to add materials to informal training rather than formal training.

    If a mentor is using social media to impart knowledge to the mentee, social media can be updated. Also, a mentor is always more aware of the industry’s current trends rather than some static material.

    • It’s spontaneous: Informal learning is useful when someone needs information just in time. Sometimes, a new employee can waste time looking for something that needs simple software instruction. It is a common problem for companies where databases are maintained for storing soft copies of files. Employees must know how to query through such databases to get a file. Also, although a senior employee might not feel particularly happy with sharing his information with a fresher, things have changed because cameras are installed in companies to monitor such behavior.

    When informal training is imparted, the juniors can ask questions on the spot. It’s because they are working with software, and in the event of facing any trouble, they can immediately question the supervisor. This is not possible in the case of classroom training, where so many employees are present, so everyone can’t be attended to during the class itself.

    But informal training also has another problem, i.e. it’s not all standardized. A mentor does not use a script to impart such training. Sometimes, the mentor is busy, due to which an intern is given a brief lecture. The mentor’s training also depends on his state of mind. So, all the interns get different knowledge about the company’s work procedures, and problems can ensue because they don’t adhere to compliance rules. The mentor might miss out on critical work procedures which have to be performed in a certain way to ensure compliance. Informal training is an excellent process for the mentors to answer the queries of mentees whose problems are not the same as others. Also, the understanding levels of employees are different, and they can’t always be clubbed together without making the fast learners bored. When a formal training session takes place after an informal event, learners are already equipped with a lot of knowledge.

    What’s the best solution for a company: formal or informal training

    Companies need to recognize the importance of informal training. The senior employees have developed some work-related specializations which they can only share. Such events in the handling of which they have developed a competency need to be integrated into the training material, but it’s not always possible.

    Hence Soufflearning is an important technique for companies where employees are paired with mentors during their first few workdays. The new employees don’t have to wait for an event to happen to learn what’s to be done after making a big mistake. Learning through experience is not always the best possible solution, especially when mistakes are costly.

09 May 2022
self directed learning

What is self-directed learning, and how can it help? 

These days, companies are focusing so much on making employees feel valued in an organization. Making them get better at what they do by allowing self-directed learning is a part of such appreciation.

Self-directed learning can help companies give much-needed encouragement to employees. Employees have become more oriented towards their careers nowadays. There is a considerable difference between the employees of earlier generations and those of today. Generation Z prefers learning through its ways, which has intensified because it has so many sources.

It has smartphones that have Social Media and YouTube available for it to absorb information.

Self-directed learning makes sure that the company does not restrict the employees from completing their eLearning modules within a certain time. Self-directed learning also helps companies save money on supervising the learning activities like tracking the LMS activities of employees.

What is self-directed learning?

In broad terms, self-directed learning means a learning process in which people take the liberty themselves to evaluate what they need to learn and, hence, decide their objectives for the process.

Once they have decided on their goals, they evaluate what resources are available at their disposal, both human and nonhuman. Henceforth they create some learning methods and check whether they have learned enough.

Direct learning, where a teacher gives students instructions, is completely different from this concept, where students only consult teachers when they have problems.

In a hybrid workplace where remote employees can’t come to the office to attend lectures, self-directed learning is an important solution. The main goal behind self-directed learning is to boost the confidence of learners. They decide their learning topics without being forced by the organization.

Hence their levels of interest in this process are better. They also have to take responsibility for meeting their learning objectives because they choose the learning topics themselves. When learners don’t fail after learning something in a formal training environment, the L&D department is blamed for not choosing the right topics.

Self-directed learning also makes sure that employees don’t resign because they can’t keep up with the training schedules of the company.

In self-directed learning, learners have complete autonomy for upskilling or reskilling themselves. Once a company introduces a culture of self-directed learning, it should be ready to reap its benefits in the long run. Such learning improves the technical and communication skills of employees, but it also makes them ready to battle any change in technology through such learning. They embark on a road of self-discovery and self-reliance. Companies with such individuals can expect the latter to upgrade their skills whenever needed.

Also, individuals don’t like to attend classes like young children after a certain age, unlike in self-directed learning.

Its most important benefit is:

Reduced work for L&D: The L&D teams also benefit from such autonomy given to the learners because it saves their time in planning learning schedules for employees. Instead, they get feedback from learners about whether they need more resources to support their learning. If the employees need access to more experienced persons or books for self-directed learning, HR can arrange that.

But organizations also have to see to it that when they are guiding employees towards self-directed learning, certain elements are taken care of:

  • Proper learning technologies: The organization must have proper learning technologies like the LMS so that the employees can embark on these self-directed learning paths. Hence, the companies must ensure that the employees have access to the organizational library of resources, including senior managers. Discussion forums can be set up for communication between the inexperienced and the veterans in the workplace.

    Such resources include human beings and technical assets, such as simulations and animated videos offering instructions for different procedures. When employees have such resources, they can easily learn independently without requiring an instructor.

  • Raising a need for such learning: Apart from providing access to resources for self-directed learning, it’s also the organization’s job to see whether the employees feel a need for it. That’s why employees have to be given an idea of their knowledge gaps through scenarios with similar job roles as theirs. The employees should be given continuous feedback by employers on their performances rather than yearly or six-monthly feedback to understand their gaps. Learners could be given skill blocks developed by their seniors, but the level of the block to be mastered by them must depend on their tenure in the company.

A company has to understand that self-directed learning is so crucial in a company because everyone has a different learning path depending on their intended growth trajectory. Everyone cannot be taught through a homogeneous course that presents everyone with the same material.

Hence this is how an organization can excel at self-directed learning.

 

04 May 2022
L&D

Why should L&D (Learning & Development) focus on podcasts? Are videos not enough?  

The L&D industry is getting revolutionized now. Employees are getting incentivized in every way to receive training with pleasure.

Podcasts are prerecorded audios, and many people find them a better way to increase their knowledge base without straining their eyes. Moreover, many important guests can become a part of such a podcast, and apart from listening to the host, you can also get their opinions on a topic.

Podcasts can be a useful resource for a company when its employees are coming back from work because instead of listening to a music channel in the car, they can listen to a podcast. Bluetooth enabled headphones have been invented, and you can easily listen to podcasts while driving the car.

But all knowledge cannot be delivered when it is a podcast because the listener might have questions they cannot ask. They must email the L&D personnel to ask such questions. But there is also an advantage that such podcasts are prerecorded because they can be recorded multiple times before perfection is attained. Hence, there is no irrelevant content in such podcasts because the host knows that anything, not fitting in won’t interest the audience.

Podcasts have become a true need of the learners because the pandemic still exists. So, it is the best way to train remote employees who cannot be called to the office. They can understand the company rules through a podcast and later post their queries to HR (Human Resources). These are the reasons why podcasts are getting popular:

  • Increase in podcast users
  • There is also a surge in the number of podcast users. US citizens have been taking a keen interest in learning through podcasts. The estimated growth of podcast listeners will be up to 125 million by 2022. The remote employees find podcasts an excellent way to assimilate knowledge when doing the mandatory household chores.

    Also, more and more employees are shifting to work from the home method, they have become so attuned to it during the pandemic.

    Due to the pandemic, workers are still working from home because of the Omicron variant. There is a nationwide rise in Omicron cases in the US. At the end of April, these cases had increased in all of the US, barring three states. Apart from the pandemic, remote work is still happening because people feel inclined for it now apart from their relocation to another area. Hence, it is not possible to work from the office. The pandemic in 2020 has awakened people to the benefits of working from home. So, the remote work option is here to stay.

    Moreover, podcasts are ideal for connecting with remote employees who feel annoyed because they never interact with their fellow workers. They might need a personal touch in communication included in a podcast, especially when they are addressed by the HR or the company leaders about their key goals.

  • Better retention of podcasts

Podcasts are getting popular because they do not contain any graphic content and are easier to retain.

Podcasts can also engage the employees much more than documentation. They might not have the patience to go through PDF manuals and emails, but a podcast is not boring for them. It has been revealed that documentation has lesser engagement rates, but podcasts have 60% engagement. It has been proved that podcasts have better comprehension rates than written text. People understand 38% of the material in podcasts, rather than only 7% in written text.

So, the L&D department must know that podcasts are result-oriented to deliver urgent information like compliance changes.

How should the podcasts be created?

A Podcast’s success depends on the host’s hard work.

Selecting the right speakers: The podcasts can include many insights when the industry leaders are called. In training audio, people want to hear the reasonable opinions of those not at the C-suite level positions. Podcasts can feature anyone, be it frontline workers who understand the problems of a common employee. The success of a podcast depends on a host’s expertise in the matter so that he can ask very expansive questions from the leaders. He can make sure listeners hear the answers to the most relatable problems in their work domain.

Before recording a podcast, it’s also crucial to see that the guests called to contribute must be the most relevant experts on the subject. The guests must be recognized in their field, like writing a PhD dissertation. So, such guests might take some time to fix their time for the podcast, but booking them is essential for its success. The L&D professional must ensure that such guests are approached well to get their confirmation.

Every podcast episode must have a theme introduced at the beginning, so the listeners know what’s in store for them.

The podcasts meant for employees are excellent for training them because they contain information about relevant changes in the company and political and economic conditions affecting the business. They can also contain inspiring messages during critical times.

Podcasts should be downloadable so that the employees can access them outside the office too. There should be a library of podcasts in which the users can search through keywords. The users must also get regular updates when a new podcast series episode is launched.

Are podcasts the perfect way of training? Depends on the situation

There are also limitations on whether podcasts are suitable for all forms of information. It must contain a story for a podcast to be interesting. All subjects don’t lend themselves to a storytelling format, except historical knowledge. For example, a podcast is insufficient when explaining human anatomy to a medical intern because graphics like video and images are required.

Hence, eLearning forms a better option in this case. Podcasts have the highest accessibility out of all the eLearning formats because you can’t watch a video while jogging, but this is not so with a podcast. So, an L&D professional must have experience in developing podcasts. However, podcasts do not have interactivities, so how much information the user has retained after listening to them cannot be tested.

02 May 2022
convert Flash to HTML5

Why do businesses need to convert Flash to HTML5?  

Technology is the key enabler of Elearning now. It makes employees learn and grasp new knowledge. Flash was earlier used to produce marvelous special effects in educational videos. There were many reasons for the eradication of Flash from the elearning scene. The problem with Flash leading to its extinction is the lack of accessibility of its software on mobile phones. The coders also wanted to keep working while they were on the move. Hence HTML5 became a realistic option for them because it can be accessed on the phone.

Ability to write HTML5 code on a Smartphone

The coders can download any HTML editor app and comfortably write their code on it while traveling to work. It was no longer required for them to reach the office and log on to their PCs to start working on HTML5.

The need for elearning companies USA to convert Flash to HTML5 solutions was also there because of a heavy expansion in the elearning industry due to the Covid-19 virus.

Although there can be a Flash player downloaded on mobile, or you can allow it to be used on the Google Chrome app, it causes exertion on mobile phone batteries. Steve Jobs was the first to point out that using Flash was a cumbersome experience on mobile phones because they heavily used their batteries. Flash is slow in H.264 video decryption, and hence watching such videos used to become an agitating experience for the users.

Although the Google Chrome browser had built-in Flash, it was disabled by default, and the user could enable it. Even after enabling it, the user could still choose whether to permit sites to use Flash or not. However, another browser like Mozilla Firefox wasn’t enabled with Flash, so you couldn’t open Flash-based websites without the plugin.

Later, Flash was discontinued by big software companies such as Microsoft and Google because it could not be used on touch screen devices which are so frequently used in our era.

Why Flash is no longer used?

  • Flash could not work with Touchscreen technology

The main reason elearning companies opted to convert Flash to HTML5 was that Flash can’t be used on touchscreen devices, and customers can’t do without them. They can’t have the same experience using the elearning modules on a non-touchscreen device because its creator does want to convert Flash to HTML5 through the elearning authoring tools. Without this conversion, the elearning companies can’t find buyers for their courses and can lose clients to more technology-savvy vendors.

When the major browsers stopped providing an inbuilt Flash player it became impossible to play online learning content based on Flash on them.

It’s because Google Chrome no longer has an inbuilt Flash Player since 2020. And even Mozilla Firefox discontinued it in 2019. And no business wants its elearning content not to be used on mobile phones. Hence all the old companies are now making their elearning vendors convert Flash to HTML5. And HTML5 content can easily be accessed on all browsers, both on desktop and mobile phones.

Hence elearning companies had no choice but not to use Flash in their work. It’s because no one could access them. They had to create all their new work in HTML5 so that their new clients won’t suffer from the inaccessibility of Flash on mobile phones.Also, the old buyers of such companies who need courses frequently turn to those vendors who offer HTML5-based elearning modules.

The millennials are the major consumers of the elearning content. They want to browse the content even when they come to the office. Hence HTML5 provides better access in terms of mobile phones not possible with Flash-based elearning modules.

Use of a plugin to access Flash content

Other problems led to Adobe Flash soon becoming an obsolete technology. One of them was the plugins to support this technology on browsers. A website that used Flash couldn’t be accessed without such a plugin(Adobe Flash player) which used to be accessible through the Adobe website, but not any more since December 31, 2020 when Adobe stopped providing this plugin.

It could have been used to get confidential data from your browser. Such a plugin posed a danger to any sensitive information you entered into a website form. But the same is not the case with HTML5, which does not need any plugin to access its sites.

Why did businesses need to convert Flash into HTML5?

Businesses had no option but to convert Flash into HTML5 because otherwise, the redundant Flash-based resources had to be built from scratch, which is a costlier option. When the Flash content is getting redeveloped, a business has to experience downtime of its elearning modules because they can’t be watched on any browsers. So, when you choose an experienced elearning vendor to convert Flash to HTML5, you can get your content accessibility back on track in no time without any high costs.

Hence elearning vendors can provide extremely useful help to a business updating their Flash-based content to HTML5.

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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.