There’s no doubt video is an essential component in your eLearning tool box. Video can enhance learning retention by accommodating multiple learning styles, including aural, visual, verbal, and even kinesthetic learning styles. So, more people can be positively impacted by your online training programs.
If you’re creating your first eLearning course with a new LMS, here’s a tip: Grab your slide deck (PowerPoint, Haiku Deck—whatever you use) and upload it. You can always delete this “test course” later. But in the meantime you’ll get a good feel—very quickly—for how your LMS works. And, you’ll also quickly learn that simply uploading an existing slide deck doesn’t (usually) create an engaging online course in and of itself.
A recent employee survey by Software Advice, a site that researches learning management systems, reveals thought-provoking data on how corporate learning programs can drive employee engagement. It’s logical that studies of employee engagement involve understanding training program satisfaction. Investment in employee training is viewed positively by employees and prospective employees alike, as indicated in lists of “the best companies to work for”, because it is viewed as an investment in people.
This article is a follow up to the Mindflash post “Terms eLearning Designers Should Know”. The original post discussed the terms: eLearning, Asynchronous, Synchronous, vILT, Blended Learning, Learning Management System (LMS), Learning Content Management System (LCMS), AICC, and Tin Can API.
This article is the second in a two-part series on mLearning. The first article, Why Mobile Learning is Here to Stay, covered why you should consider embedding mLearning into your overall learning strategy.
This article, which covers reasons why you should consider mLearning as part of your overall learning strategy, is the first of a two-part series on m-Learning. The second article covers how to create mLearning programs, and what mLearning “looks like”.
Often, we think of corporate online training as synonymous with employee development. Certainly, internal training is critical, especially in such learning areas as on-boarding, product training, leadership development, and closing the skills gap. But, companies are also creatively using online training to put external groups “in the know”, particularly partners/resellers/vendors and customers.
How do you know if your online training course content is engaging? More importantly, which parts of your course is less engaging? In traditional online learning, you don’t receive feedback until it’s too late, if you receive any feedback at all. And for those trainees who do provide feedback, it may be unique to their experience, which will make it difficult for you to view this information in aggregate. Another challenge for trainers is knowing which parts of their online course are engaging.
“According to i4cp surveys, improving employee productivity is one of the most important people-management issues, with almost 9 out of 10 participants predicting that the issue will grow in importance over the next decade.”