Tag: elearning

20 May 2022
Is informal training always to be preferred?

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
What is self directed learning and how it can help?

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
Why should L&D activities consist of podcasts?

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
WhyWhy do businesses need to 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.

27 Apr 2022
3 ways to make sure your training is equitable

3 tips to make sure your training is equitable  

Training has become a key need of companies in recent years because of the multiple changes in the workplace. But sometimes training has to be adapted to the participants’ needs to be effective for them. You can’t have the same training solution because that is inequitable training. Such training might not cater to the needs of the minorities because they are not as experienced as the managers. Hence the training needs to be created as per the requirements of different groups of people.

Hence the Learning and development managers need to take into consideration the following requirements of various groups before coming up with training programs:

  • Include everyone 
  • There should be the inclusion of everyone in the training program because a knowledge upgrade is required. Hence, it’s discriminatory if someone is not asked to attend a training program because he is not at a senior rank or of a certain gender. Not only for the participants but the trainers also it’s better that different people attend such a seminar. It’s because they have different opinions about the topics taught to them. Such opinions enrich the training experience for every attendee who benefits from the pool of diverse experiences and educational backgrounds. 

    When a company does not include minorities in its training programs, it can lower morale.

    It can hurt their productivity, which is least desirable. But it’s also true that you can’t just include one participant from a minority group for inclusion. If he is a foreigner present in a room full of natives, he will experience a lot of hesitation in speaking in front of others. So due to his awkwardness, he does not bring anything new to the table as needed. 

  • Prepare diverse content 
  • The content must also be created as per distinct requirements for equitable training. The participants should get to hear such language in the training program with which they can relate.
    Hence participants from minority groups should be included in the content development process right from stage 1. As learning and development consultants, you can’t assume that you know the nuances of every culture. The L&D team should include people from diverse backgrounds so that no problems arise at a later stage. Also, complicated local language should not be used or complemented with English words that non-native speakers can understand. A participant’s confidence is boosted if his language needs are catered to in a training program. 

    There could also be people with disabilities attending the training program, and hence their needs are important. Someone with a vision problem gains nothing if a training program does not have audio narration. Sometimes, hearing problems are also there; hence the narration should also be accompanied by text bubbles on the screen. All these disabilities in the attendants must be included during the program development only for its success. 

  • Facilitate delivery for everyone 

Equitable training also depends on how a program is delivered. It’s because, during facilitation, participants who can’t move between different places such as their homes and the office must be taken care of. The program must be prepared in a virtual format to cater to such remotely situated participants.

Hiring an appropriate trainer is also crucial because he understands the cultural differences between participants. Also, he knows when something culturally inappropriate has come up during training and how to handle it. He makes sure that such a topic is taught calmly without hurting anyone.

The unavoidable quality that any facilitator must have is modesty which makes him understand the opinions of everyone in his room. He does not get annoyed when people ask him questions in the middle of a lecture, although not frequently. The job of a facilitator is to make others learn and imbibe something from others in the process. Such facilitators know when their knowledge is not so full-fledged and ask someone with a different viewpoint to explain them. Thus all the attendees benefit from such training when a two-way exchange of knowledge happens. When made to face intolerable situations in someone telling things unknown to them, they don’t panic or get angry and let the other person speak. Equitable training is delivered when no one’s opinions and factual knowledge are ignored during a session. 

 

25 Apr 2022
Is hybrid learning a better way of instruction than traditional classrooms?

Is hybrid learning a better way of instruction than traditional classrooms?   

Hybrid learning is now an inherent part of the workplace nowadays. The need for such training was felt due to the pandemic.Schools all over the world have shifted to this way of teaching. It’s beneficial because students cannot be in class because of the imposition of a lockdown in their area.

Hybrid learning happens when two categories of students need to attend class together, but it can’t happen because someone does not have time to be in class physically.

Hence, in a hybrid learning class, some students are present in person, whereas others attend it online. Therefore, hybrid learning uses video conferencing technology to teach the students remotely.

There are a lot of advantages of this kind of learning which are:

  1. Better way of learning:
  2. Schools all over the world have shifted to this way of teaching. It’s beneficial because students cannot be in class because of the imposition of a lockdown in their area. But they can still have classroom experience because they can engage with their classmates and see what a challenging topic is. They can also better understand complex topics when someone present in the class asks teachers questions about them. They can talk with their classmates to have conversations and work virtually on presentations. Afterwards, when the hybrid learning session is over, the academic bonds formed are transferred online when students chat on Facebook or on discussion forums created by the authorities. It is not necessary for the teacher to give instructions to students; he gives chances for self-study by presenting the pre-recorded lectures. If any of the students present in person or virtually does not understand anything, they can ask him questions.

  3. Classroom model of teaching:

In hybrid learning, online classes are more inclusive than blended learning, in which students listen to lectures or webcasts asynchronously in their homes. So, online students attend virtual classes in a hybrid model, which makes them ask questions from teachers. The students in a hybrid learning model log onto a SaaS-based model and attend classes where other students are present online or offline.

Difference between hybrid and blended learning

Blended training, however, ensures that students can either do the exercises independently from the house or study alone.

In the former situation, when students study asynchronously, they can get help from the resources posted online by the teacher on the school LMS (Learning Management System), consisting of articles, podcasts, and videos. Such resources help the students eradicate any confusion and save time for the teacher.

Students also do not have to compete like in brick-and-mortar sessions, and since they study privately have a better confidence level. In the latter case, when students attend a classroom session, they are given the assessment materials to be submitted online.

Hybrid courses do not burden the teacher because he can teach students online and in virtual classrooms. Unlike in the flipped classroom model, the classes are held with other students, so they study the material online and then come for a review session in the class. Students can also interact with teachers individually through discussions in a hybrid learning model. Although the hybrid learning model is more online than a blended learning model, it is quite advantageous compared to a completely asynchronous online learning scenario where there is no interaction between teachers and students. Hybrid learning is the best option for working students whose travelling time in attending classes is saved because they can attend them virtually. Moreover, since the classes are held online in a hybrid course, the students get the feeling of belonging to a class.

Teachers must plan more in a hybrid learning model

Planning is an integral part of the hybrid learning courses so that the teachers know for what portion of the syllabus the students need synchronous online classes and what they can resolve themselves. The teachers must hence plan for this kind of learning much before the beginning of the course, at least 3-6 months. They should go through similar courses to check if some material is suitable for face-to-face interaction or not. The teachers must consider the learning objectives, for which the students need instruction synchronously and for which they need the resource material.

There are also problems for teachers in planning students’ schedules between synchronous classes and asynchronous assessment activities. It’s because the students need to be handed down a timetable.

A lot of technology usage is involved in hybrid learning since everything happens virtually, the lessons and the assessments. The students also must be assessed for their participation in the virtual classes and their submission of assessments. So, the grade structure must be decided by the teacher accordingly.

Students also have problems navigating through technology in a virtual class and uploading assessments, and the teacher must be prepared to help them. Sometimes the e-learning module shown to students in a virtual class is inexplicable, so it is the teacher’s responsibility to adapt the instructional methodology.

Hence, hybrid learning can change the direction of education in the future where due to world environment, holding offline classes for everyone seems to be getting cumbersome.

11 Apr 2022
Is blended learning really advantageous in K12 teaching?

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.

 

15 Feb 2022
elearning content

Should seductive details be used in elearning content? Yay or Nay  

The companies are now experimenting with so much change in technology adaptations in learning and development. Elearning is one of them.

But how to make sure that your eLearning content does not end up wasting up the time of the target audience or they find it too humourous because the content has not been formulated with the proper research and hard work.

Now, when does that happen? The eLearning aims to ensure that the learners are engaged to the tee. Hence seductive details are included in a course, such as GIFs, images, and music, which are not related to the learning objectives but to make the course entertaining. They are added to a course to get the audience’s attention. There are many seductive details like: 

  • GIF images to ensure that the learners understand the situation involving a character.
  • Fun facts to make sure learners don’t get bored with all the details  
  • Providing background information about somebody to set the tempo 

Seductive details are added in an eLearning course to make it enjoyable, but sometimes they steal the limelight or ruin all efforts. It’s because an image makes the audience feel shocked because it has been added for that effect. Or the background music takes the learners’ attention away from the course. 

So how to ensure that the delightful aspects of the course continue to stay but don’t push the audience away from the course. 

What is the seductive details effect?

The instructional designer has to understand that sometimes such elements drag the course. So, the instructional designers must follow these principles to ensure that such elements are added, but they don’t overdo it.

Research has shown that such content in the course leads to poorer recall later. This is because the learners’ working memory gets clogged up with such content, and they can’t bring to mind the essential details when needed. When learners’ minds are supplied with so many details, they can’t process the vital information in such eLearning content. So, when seductive details, aka the junk, occupy the working memory, it does not reach the long-term memory, and hence a learner learns nothing worthwhile from the course except some amusing GIFs.

Working memory has a limited storage capacity, and when too much is fed into it, it does not pass to the long-term memory, which has an unlimited capacity preventing recall later. 

The lack of recall of important content is known as the seductive details effect. It is because such extra elements or seductive details occupy our working memory and affect the evocation of information.

It’s because the working memory holds information for a brief time and is crucial for making decisions by working on stored information (long-term memory) in the brain. It’s because our brain can only work on a short amount of memory at a time. Due to seductive details in content, nothing vital gets passed from working memory(WM) to long-term memory(LTM), and nothing useful gets transferred later from LTM to WM.

Why does it happen?

The learners have a way to organize information in their minds to be remembered later. It is done through schemas but when irrelevant details are included in such content, the learners can’t form proper mental schemas. So, although funny content in the eLearning modules might increase engagement, it can hamper retention.

Does the seductive details effect happen with everyone? 

Working memory levels 

 But the effects varied between people with different working memory levels. People who have high working memory are not affected by the seductive details effect. Such individuals don’t look much at such elements, as shown in an experiment by Sanchez and Wiley where eye-tracking was done. People with low working memory capacity don’t have good reading abilities; hence their attention is often captured by the seductive details rather than the text. It is also better to include seductive details when a lesson is about to finish because studies have indicated that they have the least effects. A study done in 1998 by Harp and Mayer had shown that when such details were added at the end of a chapter, a learner’s performance was not much different to the one who has was given a chapter with no such details. 

Cognitive load 

The use of seductive details in reducing the recall also varies with the cognitive load level of the eLearning content. For example, in 2011, a study done by Park proved that when students were given low cognitive load biology content with seductive details, they performed better than without it. Cognitive load means the working memory resources used during a course. This depends on the intrinsic load, which implies the intricacy of the material like rocket science has a high cognitive load than accountancy. In such conditions, the use of seductive details increased students’ motivation levels. But the same is not true for high cognitive load conditions where the inclusion of seductive details proved to prohibit recall. 

How to prevent this effect?

Decide on the learning outcomes.

Hence the eLearning companies must ensure that the instructional designers develop learning outcomes. These are goals the learners are supposed to learn from the eLearning content. These learning outcomes must be designed as per the audience’s personality to see what they are lacking and how eLearning can help them gain it. 

When the instructional designers have an idea about the educational levels of learners, it helps them design the eLearning content in a proper language understandable for the latter. 

Conduct the content audit 

When you have such a learning outcome in your hand, you can include the content with caution. If any content does not help the learners attain their outcomes, it better not be included. So, any irrelevant content(seductive details) which does not pass this test can be excluded. It is also better, that someone other than the instructional designers is used for conducting this content audit to have a neutral opinion. They won’t be biased towards the content because they have created it. So, all the useless GIFs can be discarded. 

The instructional designers should not completely refrain from using ludicrous content in the course. It does engage learners, but they must not use too much. It’s because humans have a natural propensity to learn new things. So, even if your content does not have memes, the learners will still complete it. You can include storytelling in your course, but it should provide instruction. Also, make sure that you include awe-inspiring pictures pertinent to the course content. 

28 Dec 2021
elearning

How should companies start 2022? 

The New Year is going to arrive, and the companies are gearing up to get the better out of employees. Right now, the employees are on vacation, and once they are back they are going to be in work mode. Now, the companies have to put employees through the grind once they rejoin. Here are some steps through which employees can be guided to start the year on a positive note:

Set clear goals:

The employees should be provided with goals so that they know how they have to work. With the right kind of instructions before them, they can chalk out their plans. It’s also beneficial because the team members what kind of responsibilities they have to undertake to attain the company goals. This way, quarterly performance reviews become easy because employees have their objectives and performance parameters laid out. The companies also have to set some e-learning goals for the year 2022. The best part is that when employees are given their performance goals, they are also assigned to some e-learning programs which they feel are relevant for their skill gaps.

Have time to interact:

Apart from precise, measurable goals, companies should also see to it that open communication is happening with employees. It’s because if the employees are facing some problems regarding these goals, they must have someone listen to them. When the team has someone to listen to, issues get resolved in them and goals are achieved. A good leader has to also appreciate employees for their work-related efforts so that they continue to perform. The managers should take time out to listen to employees about how the company can help them grow. The employees must be having some career-related aspirations and might want to try on some new projects for mutually beneficial growth. Once employees know that their ideas are recognized by a company, they feel acknowledged.

Employees also need positive feedback from managers when they have performed well. Negative feedback is always given by the seniors when the employee is coming late to the office, but they never appreciate the junior’s efforts. That appreciation could be in the form of words like an email, or even monetary rewards like gifts.

For extracting excellent performance from their employees, you can train the managers. It’s because managers can help retain the best talent in the company, whereas the bad managers will make the talent leave the company. It’s because the former communicate, and the latter don’t.

Similarly, the learning and department employees also require inspiration to create good material for the company.

Hence, meetings must also be scheduled with them by the C-suite of the company whenever possible. The L&D team can also ensure that the top executives want to meet them, so they must be prepared with data such as the e-learning course completion metrics. The managers are interested in knowing about metrics such as how many people have taken part in and completed the course. And how higher e-learning completion rates mean faster onboarding for companies means the recruits have been sent to their roles such as attending calls and the call dropout rate is 0. The L&D department must also have ideas about the e-learning content because they know how whether a certain training topic can increase employee performance. SMEs are experts in this knowledge domain, and hence the training department of a company must give its inputs when a topic is being finalized.

Provide a good work-life balance :

Companies must also make sure employees are not overworked because that can cause burnout. Employees have started resigning from jobs that don’t allow them to take leaves and even work during holidays. But companies must ensure that employees get a work-life balance. Once the employees know that they can work from home, their productivity improves.

Moreover, the worst part is that companies call employees even when the latter is on leaves because they don’t trust them. This kind of behavior is unacceptable for employers.

Make employees a part of the decision-making

The employees sometimes have better ideas about how to entice customers because they know the demographics better than anyone else due to their practical experience. Hence, instead of always telling them what to do, managers can also ask them about their opinions about a certain marketing idea. When the employees are told about sales goals, they might have a more realistic knowledge about how to achieve them. Hence, allow employees a greater stake in the decision-making process because the company’s success also matters to them. They can suggest ideas and also provide strong rationality behind why they will work.

Arrange training for retention:

Managers also must respond to the career goals of employees. Employees could be asked about their future objectives in an email, and hence it’s a great time to ask the L&D department how they can contribute. This kind of learning is crucial for the ’90s born millennials who are quick to jump to new jobs once they get better pay. When employees pursue some courses on their own, it’s different, but when a company pays for their training, they feel responsible to stay back.

 

21 Dec 2021
elearning

What will happen with e-learning in 2022?

Yes, indeed, e-learning is here to stay with or without the pandemic and its growth in the corporate domain would be by 250% till 2026.

Why is e-learning here to stay?

E-learning became popular in the early 1990s when the internet was invented, and since there has been a growth of 900% in revenues.

E-learning has been growing in the years before the pandemic and as compared to 1995, instead of just 4%, 80% of employers are reliant on e-learning since 2011 which is phenomenal growth.

Even before the pandemic struck the world in 2020, e-learning had already made significant progress because 77% of US companies were using it in 2017. By 2022 e-learning industry is forecasted to reach more than $240 billion USD. 

There has been a rise in the gig economy due to the pandemic, hence e-learning has become more crucial for teaching employees some relevant skills. Learning through e-learning also requires lesser employee time by 60%, hence they have more time for other activities.

When the learners’ attention span is lower thanks to working from home, video-based learning becomes a necessity. In a survey(Wyzowl, 2021), 69% of users have said that they like to consume content through videos as compared to text or an article(18%).

It’s because videos capture the attention of users, especially the interactive ones. The learners stay hooked to the video because it contains assessments too for testing their knowledge.

No lack of consumer demand in 2022

Although Omicron has been detected, its spread has not been so fast due to which the economic growth won’t be hindered. Companies are now used to consumers shopping online, and hence their business is not going to be affected by the pandemic. Offices have now started adopting the hybrid work place models and, there won’t be any supply-side problems because manufacturing would continue despite the new virus variant.

Hence, Artificial intelligence will play a crucial role because online shopping will continue to happen. It’s because the companies will have to use it for targeting online ads according to individuals based on which portal they use etc. Artificial intelligence will also decide how much data gathered through website forms is useful, and the rest would be discarded.

Hence, companies will be able to scrutinize data and base their marketing efforts on it using factors such as website visitor demographics etc.

E-learning trends in 2022

  • Higher use of artificial intelligence:

The e-learning is going to get a boost in 2022 because of the increasing corporate focus on re-skilling because of an anticipated change in compliance laws due to this new virus. So the businesses have to be prepared to provide any kind of training to employees. Hence, the companies are deciding how to shape up their strategy for growth, where e-learning plays a crucial factor. E-learning has always been a favorite with corporate for teaching employees because they are dispersed all over the world.  Companies are now dealing with extraordinary volumes of data regarding the learning behavior of employees, and only artificial intelligence can help in capitalizing on it.

It’s because they have such huge data available before them through the internet, but they have to organize it before creating a storyboard based on it. So, due to using artificial intelligence, the course creators don’t have to go through each piece of data, trying to fit it in a larger hierarchy.

 

  • More microlearning:

Companies will have to modify the format of their course content depending on the availability of time with the employees.

The essence of e-learning in 2021 was microlearning where information was presented in short length so that it had easier accessibility for employees. It’s because increased competition means employees can’t waste any time in getting their hands on super-vital information because any delay means lost customers.

 

  • Greater use of VILT with increased learners communication too :

Synchronous sessions will be used in 2022 because learners must be given an opportunity to talk too. 

The facilitator will have to play an enhanced role in such sessions in 2022 where they will have to allow one learner to speak at a time and answer their questions. Hence, VILT will be there, but it will involve more interactivity.

However, asynchronous learning will also play a vital factor in 2022 because due to increasing VILT sessions, organizations won’t have enough trainers for everyone. Therefore, blended learning will be more popular in the future where learners are given opportunities to get rid of befuddling queries through sessions with trainers but study the materials such as PDFs whenever they have time.

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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.