“We need to bring learning to people instead of people to learning.” Elliot Masie, Masie Center
Major stress points faced by an employee in an organization have a direct correlation with the work he/she must perform on the job. To counter the stress, training and counseling sessions of the employees can be conducted by the organization to improve their product knowledge that can help the employees perform on the job.
Say you have a company with a workforce of 100 employees divided into five units of 20 employees each. Your industry takes a turn for the good as a new technology is launched requiring you to adopt it. This means having to develop an employee training program to train all your employees from all units individually based on their functional role. The default mode would be to hold a classroom program to train all the teams based on a time table and you manage to finish the employee training program within 45 days.
“The only thing worse than training employees and losing them is to not train them and keep them” – Zig Ziglar.
Learning objectives and learning activities are two crucial pieces of ammunition in the eLearning provider’s arsenal. They have a role in making lessons engaging and fruitful. Here, we explore the binary relationship of learning objectives vs learning activities by discussing the difference and understanding the importance of both.
First, I make no apologies for this article – it is an unabashed fan letter listing the many ways in which technology benefits learning and is making it more engaging and effective.
Modern technology is disrupting the way we live and work. New gadgets, new technologies are enabling experiences that even a decade ago were incomprehensible. Today, however, this technology is in the hands of the everyday man and is a part of his everyday life. The smartphone, for example, has become an extension of our brains. It does almost everything for us. Most of us would definitely feel lost without our phones, even if it was for a couple of hours. Take FitBit as another example. Could you even imagine counting 10,000 steps in a day a decade ago… or monitoring your heartbeat, or getting a reminder from your wearable device to take a medication? Today, this is common. Wearables and gadgets have become living organisms in the human ecosystem that are helping us become better and do more. Here are 4 ways in which you can use wearable tech in corporate training for more effective learning experiences.
The eLearning market is always buzzing with inventiveness and excitement. Technology is the great enabler, and Learning and Development teams in enterprises are looking towards eLearning for creative ways to enhance training experiences. Here are 4 ways to increase interactivity in eLearning and address the employees’ training and development needs.
With the advent of computer, notebooks, laptops, and other modern gadgets, the medium of learning for school and colleges has become quite easy. Whether you want to opt for distance learning or you wish to learn a foreign language, now all happens at your finger tip. In just a few clicks, you get an opportunity to learn whatever you want. The method of learning education or any kind of learning through an electronic device is called eLearning and it is becoming extremely popular everywhere. So, how can you, as a learning professional, create an effective eLearning experience?
Millennials are the first generation to grow up entirely with technology and is truly comfortable using it and being around it. For them, technology is not an extra… it is an integral part of their live, almost like an extension of themselves. Millennials want technology to make their lives easier, faster, better, flexible, and more interactive and have a more pervasive presence. While we might not want to generalize, the millennial generation wants technology to be a part of their homes, their community, and their jobs. However, if you go online you’ll find a number of articles branding this generation as shallow, undisciplined, non-aspirational, and extremely demanding. Now that, according to me, is where the gross generalization starts.