Tag: elearning

17 Jan 2023
Challenges in a VILT course

What are the challenges in a VILT course?

VILT might be a cost-effective proposition for companies because so many employees don’t have to be assembled at the same place. They get taught virtually, and anyone can come other than arranging a venue for them. Apart from not arranging a venue, the organizations are also saved from the hassles of arranging accommodations for traveling students and teachers. This is advantageous for the company.

There is also a work-life balance for employees because their time to travel to the training venue is eliminated. They can easily attend the training from any place.

But since the employees are logged in from their homes, they can also get distracted by family members. There could be guests arriving at their homes and children who want their parents’ attention.

These are the ways in which the problems of a VILT session can be mitigated:

  • Onus on teachers:

So it’s the teacher’s responsibility to ensure employees concentrate completely during VILT sessions. The trainers can ensure that the employees turn their cameras on during work. If they don’t, they can be during other activities during the session.An employee can mute himself, turn the camera off, and do something else while attending the session.

The trainers can also ask employees questions to know whether he is present or not. The trainer should also include games and polls so that the learners don’t feel bored in the sessions. Instead of lecturing the learners, the documents should be used in teaching them. They can be explained with the help of a whiteboard where the teacher can draw on them. This way, the learners feel engaged throughout the session.

Another way is to use infographics that contain the information in brief. Even animated videos shown during a webinar/VILT session are a better way to get the learner’s attention.

VILT should not be long sessions because this way, the learners’ attention can deviate.

Hence it’s better to have short sessions.

A trainer must be best prepared for the session and know the learners’ first names. If the trainer feels that the learner is not paying any attention, then he should be asked to explain all the concepts to the whole group. This is known as the teach-back option.

The organizations also have much software, allowing them to easily manage employees for such webinars. They can notify them in time and also schedule the trainers.

  • Companies’ Responsibilities:

VILT allows you to deal with a colossal workforce living in distinct parts of the world. They can’t reach the venue at the same time due to traffic and other constraints. But can definitely attend the webinars.

However, VILT does not do away with the difference of time zones, and learners have to attend the session even if there is a night in their country.

If the learners don’t feel they have the best possible concentration during a certain time interval, they can watch the recorded session.

Although the learners might be willing to take the lessons in different time zones, this may lead to a compromise in their quality of work due to lack of sleep. Hence it’s the company’s job to ensure that such learners can log in late for work if they have attended a VILT at night.

If still, it’s not feasible, then the company must be willing to provide housing arrangements for those who have to travel to another time session.

  • Conduct sessions in the UCT (Universal coordinated time):

It’s also better that sessions are conducted in different time zones for both kinds of participants. The native and the foreign participants should have VILT sessions conducted at their convenience. This is only possible when the participants are willing to collaborate with one another.

Instead of using the IST or the EST for holding such sessions, it’s better to use the universal coordinated time. Using such time is better because it does not mean sacrificing any sleep for both kinds of participants, i.e., those living on either side of the equator. Therefore, attending sessions per the UTC is feasible for all participants.

Also, all participants should be ready for the VILT session because if they are not, it means explaining things to them. This means wasting the valuable time of the other participants who might have to leave for a business meeting after attending the VILT session.

27 Dec 2022
future of elearning

What is the future of elearning in 2023?

Elearning will see a big change in 2023 because it will tremendously involve virtual reality now. So far, elearning has been used in a linear format with hurdles.

In this format, the learners must attempt a quiz before reaching the end of the module. Such tests are important to ensure whether the users have learned anything. After every 3–4 modules, there is a knowledge check to verify whether the learner has absorbed anything. When the learners are unable to clear any quiz, they can’t proceed to the second lesson consisting of more modules and hence have to go through the first lesson all over again. Including such tests can only ensure that learners can be trusted with work because they have completed a certain elearning assignment. In the future, following trends will be a part of the L&D:

  • Classroom training will be extinct:

Self-paced training will be the need of the hour because the employees prefer to work and learn from home. This has also become easier with so many elearning authoring tools becoming available so that the learning can be designed as per the course’s difficulty levels. Therefore, elearning is the need of the hour, and the days of classroom training are over.

If there is a problem with the computer, the employee can access the learning courses rather than sitting idle and zoning out. The scope of zoning out is even more in classroom training, where the environment is noisy, and not everyone can focus.

  • Necessary implementation of elearning due to a hybrid work culture: 

We have embraced digital literacy since a long time now. Employees have started realizing that being digitally literate is no longer just a privilege but a necessity because companies are using hybrid work ways. Companies are now shifting to using more digital technologies at work, due to which employee training is also necessary.

Companies had to adopt a hybrid work model in 2022 despite the pandemic taking a backseat because the employees were not willing to rejoin the offices. In fact, they were leaving their jobs when asked to come to the workplace. 49% of employees consisting of millennials were not ready to rejoin offices, and the companies had to shift to a hybrid work approach because these people form a majority of technical employees. 

When the employees don’t have any knowledge of the new software used to facilitate a hybrid work model, the companies can suffer. Hence, empowering employees is the only way before companies.  

This is a serious problem because the employees seek those opportunities which provide them with growth opportunities. When the employees can’t get the knowledge they need to perform and grow in a job, they can quit. Every large-scale organization is providing employees with learning opportunities, either through an external vendor or a tie-up with an elearning partner that prepares the course. If the companies don’t focus on training the employees and retaining them, they are very much capable of doing it on their own.

  • Use of immersive technologies in elearning:

In 2023, extended reality(XR), which involves using AR, MR, and VR, will be used more. It’s because, in the coming year, employee experience will be at the center of learning. Employee training will be done using this technology for all kinds of industries.

In fact, since customer training has taken so much importance in these years, XR will be used for this purpose too. This kind of technology is useful when teaching people about dangerous jobs because it does not involve inflicting any harm. It is also less expensive, unlike actual equipment, getting used to training people for jobs such as operating flights.  

  • Spread of gamification and mobile learning :

Moreover, mobile learning applications will increase because the consumption of mobile phones will enhance even more now. Even language learning applications are now using mobile phones.

Due to such easy accessibility of smartphones, gamification will assume increasing popularity in 2023. Games also provide a person with rewards, which is why people engage with them more to win points, which boost their pride also. It has been popular with people irrespective of age, a trend that will strengthen in 2023.

Immersive Games are getting used now to make people learn any foreign language. For example, gamers can see the background color of an environment change once they guess a new word. Since this involves a color change effect, the gamers are able to retain the word.

  • Cybersecurity training:

The elearning will become more employees centric in the future because employees are quitting jobs when not allowed to work from home.

With increased digitalization of processes, there will also be a high focus on cybersecurity training because the systems contain much more data than before. The entire customer and employee data is now present in a system that was not the case earlier. Hence, when a company’s systems are compromised, its servers can be used to get the payment information of customers.

Although employees will be trained in using digital processes, they will also be trained on how to keep the systems safe from any attacks. Due to this, cybersecurity training will form a major portion of elearning now. Companies can’t ignore the need for mobile learning solutions because they can be easily accessed by the work from home employees.

When its courses are not accessible in such a format, the work-from-home employees can feel that they are secluded, and the organization does not treat them as equal to the work-from-office employees.

  • Extensive focus on soft skills training for leaders:

Companies have to make employees stay and provide them with appraisal so that the former doesn’t bear the brunt of quiet quitting. It’s a troublesome scenario for a company when the employee is not willing to perform more than what is needed on the job. The employee has not resigned, but he is doing the least just in order to preserve his job and not be fired. In a Gallup survey that happened in 2022, 50% of the workforce was of quiet quitters.

Companies need productive employees who are willing to do more for them in times of recession rather than just stick to the job. Hence, when the company invests in the elearning of an employee, it’s a win-win situation for them because the employees feel associated with the organization.

Companies will also have to focus on leadership training so that they can prevent this trend of quiet quitting. Employees must get a positive environment at a workplace where the seniors are willing to listen to their problems genuinely. In that case, they can expect them to stay longer rather than leave at the first opportunity. So, leadership training, which ensures employees have positive and compassionate experiences at the workplace, is necessary.

12 Dec 2022
storytelling in elearning

Six benefits of using storytelling in elearning

Storytelling is an intrinsic part of human culture. Generations have shared stories as heirlooms. So, it’s no doubt that it has become an inevitable part of elearning. The learners may not remember graphs and charts and their assimilated data. But they can remember a story because of its structure.

Moreover, storytelling is an interesting way to engage the audience because it takes the learners to a different environment. Employees are enthralled through simulations as they get some time away from the monotonous office environment. It’s also easy to get someone’s attention through a story because they have an element of intrigue in them.

Elearning content development companies also help organizations cash on this benefit of stories by curating those pertinent to their work processes.

Stories ensure people remember facts better; in fact, 63% of learners imbibe the data better in their minds when it’s interwoven with stories: These are the advantages of using storytelling in elearning:-

  • Get the audience hooked:

The elearning content development companies can prepare interesting storytelling scenarios for their clients.

Employees today face a lot of pressure at work for upskilling. But when the elearning module is not interesting enough, they don’t gain any knowledge. The learners’ interest can be grabbed at the beginning of the lesson when a story is told to them about another learner’s experience.

When learners listen to this story, they can learn how a subject working in a similar position faced a challenging situation.

The scenarios can help learners understand how complex situations can arise at the workplace because they contain relatable characters, or such stories can come straight from the horse’s mouth. When learners listen to someone’s experience who works in the same role, this has a profound impact on them.

Anecdotes can also be used in a module to inspire the learners because they can ensure that employees can learn how their seniors overcame problems. When senior employees share their experiences about solving problems by following a solution, they take an interest in upskilling themselves.

  • Explain facts: 

It has been found that when facts are put into stories, learners retain them better; the retention rate is as high as 20 times. You can’t attempt to influence the learners by just stating facts to them through PowerPoint slides. Therefore, storytelling is an effective medium when the management has to affect the learners to modify their behavior radically.

With genuine stories, the learners are likely to be persuaded rationally and strongly to change their work practices. The company can narrate facts to the learners about how a certain skill can increase their productivity, but when they listen to someone’s similar experience, their perception of the same skill changes.

When seniors come out in the open about professional mistakes, the learners have the highest retention. The leaders and seniors inspire others to adhere to the company’s values.

Sharing such experiences is a positive way for organizations to make employees bond with each other. Employees prevent others from committing the same errors they did through such experiences. Hence, storytelling is the best way to teach others to escape such situations scot-free.

  • Spread awareness: 

News can also be used to inspire learners. Such news can be any compliance lapses, including cybersecurity events in any organization, and have led to serious consequences for them. They can be video clippings of any real-life incident. You can teach compliance training interestingly through such videos because once learners have the backstory of how not following rules can cost a company; they are bound to be interested. 

  • Explain the relevance of laws: 

Detailed videos can also be shown to the learners, which let them know why a law came into place and how it can prevent negligence.

For example, a law regarding cybersecurity can be introduced to the learners about how it can prevent hackers from accessing the systems. It can prevent unauthorized access by only allowing designated personnel to use certain systems.

Through news bytes, the learners can learn how not following such rules has led to ransomware attacks in organizations. 

  • Instill an understanding of the company’s values:

Stories can also be used to let the learners understand why an organization follows a certain set of values. There is always a reason why an organization believes in a specific value. When the organization’s history is portrayed through simulations, employees become empathic about the values and start believing in them. Sometimes certain values of an organization are very valuable for it because they have led to its success and hence should be followed by employees at all levels. 

  • Stories spread easily:

 Also, stories do get a word of mouth publicity rather than data. Once an employee attends a training   session, he is bound to let others know about it, giving an incentive to the upskilling initiatives of the   company. An organization can’t give data to people and expect them to remember it. But they will   always remember it if data has been interspersed with a story.

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.

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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.