The eLearning industry has taken learning to an entirely new level in terms of flexibility, cost-effectiveness, and accessibility over the past few years. Many organizations have transformed their businesses with eLearning. Any business/organization requires trained employees for their business to grow and hence, the need for online training exists.
Training employees has come a long way from traditional training methods like classroom training. Today, training employees on various subjects and providing on-the-job learning experiences has become an automated process. However, it is important to measure its efficiency to ensure the training courses are working for that particular set of learners/employees. It could be possible that a few training courses are well-designed with excellent features but are not right for the chosen set of learners. Hence, measuring the effectiveness of eLearning courses will help training managers to decide whether these eLearning courses are effective for their teams.

What makes eLearning effective

What makes eLearning effective?
Effectiveness of eLearning courses depends on various parameters. When eLearning helps companies achieve the defined goals and business objectives such as increasing the ramp rate of product revenue, increasing the turnaround time, improving customer satisfaction, enhancing productivity and efficiency of the employees at work, the eLearning is said to be effective. Measuring the effectiveness of eLearning courses can be done by analyzing the impact of a certain training course on the learners. There lies no benefit in providing the most expensive eLearning courses to your employees if they cannot help them enhance their productivity at work and help them do well in their jobs.
Here is a checklist to measure the effectiveness of your eLearning courses:

  • The Result or Outcome
    The first in the list is to check the overall outcome of eLearning. It is important to align the outcome to your eLearning objectives. For example, employees undergoing a certain training should able to achieve certain goals as a desired outcome of the training. The eLearning course won’t be considered effective unless it fulfills the purpose as defined.
  • Knowledge Implementation
    Another aspect that is a must for the eLearning training to be effective is to measure how well the learners are using their knowledge at the workplace. Your eLearning courses must aim at not only sharing knowledge with the learners but also helping them improve their decision-making skills and responding to real-life situations likewise.
  • Perceived Learning, Skills, and Competency
    A good understanding of the learning perceived by the learners, their acquired skills and competency can be helpful in measuring the effectiveness of your eLearning training. Comparing these aspects with their previous perceived learning, skills, and competency gives a fair understanding of how effective your eLearning courses are for their overall productivity. If a considerable improvement is seen in these aspects, then your eLearning programs can be considered effective.
  • Attitude
    The effectiveness of eLearning courses can also be determined by the levels of interests shown by your learners for the program. An effective eLearning course will attract more learners for further courses as they would want to train themselves better in various professional fronts. Ineffective eLearning programs would not lead to learners wanting to take more courses.
  • Learner Satisfaction
    Satisfaction of learners also counts for effectiveness of an eLearning program. An effective eLearning program needs to be designed in a learner-centric way such that it gives them a satisfying learning experience. The knowledge shared with the learners should be relevant to their job and which can be implemented at workplace. This will enable them to assess their knowledge and improve in the required fields of work. An effective eLearning course will offer a high level of learning satisfaction to its learners.
  • Skills Acquired
    The skills acquired by your learners after taking an eLearning course has a direct correlation to the effectiveness of the program. It would be ineffective if they do not acquire any skill even after taking the eLearning program.
  • Learning Content Retention
    eLearning programs need to be designed in a way such that they are not only provide the required knowledge and skills to the learners but they also provide content that is easy to retain for a long period of time. Even an excellent eLearning course is of no good use if its content is difficult to retain for the learners.
  • Completion of Courses
    The number of learners who have taken the eLearning courses and completed it also forms an important aspect of measuring the effectiveness of an eLearning program. Many times, due to various reasons like less engaging content, lack of relevancy of content with the learners’ profiles, etc., learners do not complete the courses. When the number of learners who do not complete the course is high, it shows the ineffectiveness of the eLearning program.
  • Learner Motivation and Engagement
    Effective e-learning motivates and engages the learners. Courses need to be engaging, motivating, and learner-centric to provide them with a good learning experience. Use of graphics, videos, quizzes, and games are a few ways to keep your learners engaged to make the eLearning course more effective.
  • Cost-effectiveness of eLearning Courses
    One way to measure the effectiveness of the eLearning course is to compare the cost taken to create an eLearning course and the impact or result it has produced. If the results are satisfactory and the eLearning courses have helped the learners to improve their skills, knowledge, and productivity, the courses are termed as effective. Measuring the ROI of these courses can also help you analyze the overall effectiveness of the courses.

If you have identified similar issues with your eLearning courses or have come across certain responses of learners towards the courses you conduct, it’s time to analyze the effectiveness of your eLearning programs based on the parameters mentioned above. If you have any queries related to any of these aspects, comment below or connect with us today!

A blended learning approach can be defined as a strategy that combines the personalized attention of traditional learning methods with the flexibility of digital methods. This approach emphasizes on improving the levels of learning achieved through face-to-face or online courses through blended instructions.

When it comes to training your sales team, there are multiple aspects that you need to consider about their job as it’s not an easy one. Sales professionals are required to multitask to be successful in their jobs. They need to aggressively source new businesses, engage in quality customer interactions, and manage reports to achieve their targets. Their job demands thorough knowledge and understanding of the product and services your organization offers to your clients. Complete information should be at their fingertips to be able to talk to their potential customers.

Sales Training

An organization expects quality output from their sales team based on the targets defined for each of them. This can be achieved efficiently when they are trained well. However, we are aware that the sales team is constantly on their feet, and providing them with fruitful training becomes a challenge to the organization. They not only need to be trained on useful product information and market insights, but also on soft skill development. Hence, your sales learning strategy needs to relate to these aspects in detail.

Ideally, a sales learning strategy should provide a blend of all these three factors, packaged in a way that catches the attention of sales professionals who are mostly running short of time. Blended learning is an effective way to meet all your sales training needs. Here is how this can be done:

  1. Efficient use of employees’ time.Efficient use of employees’ timeProvide your sales team with digital notes and training material well before you conduct a classroom training session with them. You can utilize the valuable time of classroom training to further build and improve their understanding of the knowledge gained from the digital training material. This ensures that the team is progressing in the desired direction of learning and are also gaining practical insights on how to put that learning to use. Clearing their doubts about the digital material also happens in real time and this makes the training timeless and impactful.
  2. Sharing of information just-in-time.Sharing of information just-in-timeWhile on the field, sales employees are on their own. There is a possibility that they may not be able to give their best when they are about to meet a big client. During such times, recollecting classroom training knowledge can be difficult. In such a situation, having just-in-time information on mobile devices can provide the required performance support to the team. These short mobile courses can help them quickly run through their classroom or e-learning course material to back their meeting with factually correct information. It gives learners need-to-know information in tiny and digestible bites that are easy to read and absorb. This also increases knowledge recollection and improves the chances of closing the sale.
  3. Up-to-date learning.
    Up to date learningThe advantage of including digital learning in blended learning is that it provides the latest information and learning updates in no time. Organizations dealing with products can make the most out of this as products get outdated within a very short time. New versions and modules need to be updated at a faster pace that makes it difficult to go by the traditional learning approach. An LMS is a good means to update courses effortlessly with just the click of a button.   This ensures that your entire sales team has access to the latest courses and information at any given point in time.
  4. Benefits of both, classroom and digital training.Benefits of classroom and digital trainingClassroom training provides sales professionals the space to enact sales-scenarios using role-play games. These encourage them to conduct quality discussions with peers to frame an effective sales-strategy and also develop an analysis of competitors. eLearning courses, on the other hand, make it easy for the learners to grasp information through the effective use of multimedia like videos, audio, infographics, animations, etc. Hence, blended learning brings the best of these two methods of learning together, making it an extremely effective medium for providing knowledge and quality training.

So, if you are opting for a blended learning approach to train your sales team, prepare a fair blend of training courses and material to overcome most of the challenges faced in training sales professionals. To know how you can ready your sales force for the harsh market outside using a blended approach, connect with us today.

“Design is not just what it looks like and feels like. Design is how it works.” – Steve Jobs

Do you agree?

Designing has a lot to do with how well one understands people. The art and science of designing has recognized behavior patterns of people including their habits and actions in their everyday life. Design is as good as the level of understanding designers have about their people. Designing eLearning or online training courses is a lot about paying attention to detail, keeping in mind the psychological behavior of the learners. Use of effective images, videos, and content have an important role to play in measuring the overall efficiency of learning programs.

Understanding the reasons behind what people do, gives designers the insight they need to ensure the right information is shared with them, and the right message is conveyed through the eLearning content.

Online Learning

Good design forms the foundation of your eLearning courses to create effective learning solutions for your learners. It is important to understand the tendencies of the people interacting with your training courses so you adequately address their needs.

Susan Weinschenk’s book, 100 Things every designer needs to know about people has brilliantly communicated the importance of having a clear understanding of people while you work on eLearning designs. The book subtly helps you tap into the psychology of your learners to change the outcome of your training courses through thoughtful design. Out of these 100, we bring to you the 8 most important things that will help you understand why learners behave in a certain way, and how you can increase the effectiveness of your eLearning courses.

#1 – Familiar faces help.

Familiar faces help

People respond to familiar faces or people who look like someone they know or think they know. In short, people like people. Use of images, graphics, texts and messages from leaders, or graphics/animations related to your learners’ profile can enhance engagement and make the training more effective.

#2 Stories are compelling.

Stories are compelling

Presenting data in large chunks of information leads to information overload. Supporting your eLearning with a story will help illustrate your content to convey the message more effectively. Sometimes data can be misinterpreted which is least desired by any organization. Stories help in presenting information in a clear manner, ensuring emotional involvement of your learners, and a more active participation as well. This gives them an effective learning experience.

#3 Use information or lose information.

Use information or lose information

Our brains cut short information that is not required or of no use, in order to make room for new and more relevant information. Good eLearning design thus provides learners the chance to use new information so that it is stored and retained for longer. This involves repeating the information, allowing application of the information, and relating new information to existing knowledge. Understanding of the existing level of knowledge of your people helps in creating information that is relevant and useful for them.

#4 First impression matters.

First impression matters

People make judgments about everything they see based on how it looks and feels. Hence, creating an impeccable first impression is crucial to get your learners attention and gain their trust. A lot of attention needs to be given to the presentation of information and overall look and feel of your design. Even though it is important to ensure the design works best, it is also important to present it in the best possible manner for the design to work i.e. conveying the right message and making it last for long. The use of right fonts, images, layout, and navigation is critical here as these need to draw the learners in and not deviate them from the training.

#5 Order and organize information.

Order and organize information

You may have designed numerous courses but weren’t happy with the results. Why do you think that is? Perhaps the data wasn’t organized in the right order to make its way to the learner’s brain. Organizing and managing your content in the right order can help your learners extract the right message from the course and make it less likely for them to form their own perceptions that may not be right.

#6 Keep the fun quotient alive.

Keep the fun quotient alive

Fun, excitement, and surprises are a great way to grab your audience’s attention and keep them engaged in the course. Adding fun and engaging elements such as weaving a story using the story-arc model, interspersing interactivities and questions with a gamified touch, creating a dynamic, vibrant, and enthusiastic narration with a little humor, using interactive discussion boards for enabling incredible social learning experiences, etc. are great ways to grab the attention of your learners. These help learners develop different perspectives to a situation and interact with the world. Incorporating new ways of looking at information that learners may have come across repeatedly, pleasantly surprises them and broadens their outlook, thereby making it easy for them to remember that information. However, a balance of consistency and surprise is required for the design to be relatable, yet unique in some way.

#7 Retention of maximum information.

Retention of maximum information

It is difficult to retain a lot of information. Hence, it is important to prevent learners from filtering information from the training you have designed. For this, you must make the learning targets prominent and impossible to ignore. A few things like increasing the font size, changing colors or including a bit of animation can grab the attention of learners to the decided learning targets. eLearning design also gives importance to using tiny details such as using bullet points to breakdown information into digestible pieces.

#8 Progress is always encouraging.

Progress is always encouraging

The feeling of achieving something has a great impact on one’s approach. Who doesn’t want to succeed in anything they attempt to learn? We all love to see ourselves growing and improving. Hence, progress reports that update learners on a regular basis about their achievements and goals, are of great importance. Providing learners this information will encourage them to continue and complete the course they have taken up.

All these aspects form an integral part of eLearning design. Meaningful, engaging, and successful eLearning experiences are created with a thorough understanding of these 8 principles.

If you want to know how we can help you make your eLearning design more engaging and meaningful, get in touch with us today! For any other information about our eLearning services and solutions, connect with us here or follow us on Facebook , LinkedIn and Twitter.

Employee retention has now become a prominent issue in large organizations. There is no dearth of good opportunities for qualified candidates and getting the best candidate onboard is a mammoth task in itself. What lies beyond this effort is retaining them. Attracting talent and getting them to stay is a big challenge for organizations today.

The stats reveal that it costs 150% of a mid-level employee’s annual salary to replace them. And the cost increases with seniority. Hence, employee retention turns out to be of great importance. The below graph shows the Cost to Value of an employee in an organization.


From the above graph, it is quite clear that if an employee quits the company soon after joining it, it can prove to be very expensive for the organization as the organization is back to square one and the entire process of recruitment-onboarding-training will have to be redone. Such increasing attrition rates lead to reduced profitability of the company as a lot of time and effort goes into hiring new candidates at a high frequency.

So, how do you retain employees?

One of the most effective ways to achieve this is through eLearning. Employees who believe they are not getting proper training and learning opportunities in an organization are likely to look for better opportunities in other organizations as compared to companies that offer excellent training programs.

Qualified candidates don’t just look for higher salaries—they also look for professional growth in terms of acquiring new skills. The brutally competitive nature of the market today pushes the recruiters to a huge extent to get the right candidate onboard and hence, it becomes imperative that the organization offers everything it can to retain good talent.

Here are 5 ways robust eLearning can help with employee retention and utilize the talent development platform to its maximum potential:

  1. eLearning over traditional learning


eLearning courses are comparatively more flexible than traditional training. It allows employees to get trained as per their convenience—whether they are sitting at their desks or while on the move. Use of attractive and interactive learning elements such as animations, infographics, videos, etc. make it more appealing for employees. This, in turn, pushes them to give their 100% and have a better understanding of the subject, along with a good eLearning experience. Customized training courses as per your recruitment training requirements allow employees to feel positive and connect with the organization in no time. This encourages employees to stay loyal to the organization for a long time as they do not feel left out at the beginning.

  1. Quality of training equals the quality of productivity


Training employees through tried and tested training courses that comprise sound instructional design principles help retain information and skills among employees in a much more efficient way. The better the training, the better the productivity. Providing effective training to employees corresponds to improvement in their skill-set and boosts overall performance. Employees with a target-based job can witness a huge improvement in their numbers, as effective training empowers employee satisfaction and makes it a preferable place to work for them.

  1. A step ahead of learning and growth in the organization


It is rare that salary is the only reason why employees leave an organization. There are various other parameters which can result in loss of interest among employees to work in an organization. These include a platform to learn and improve skills, professional growth that maintains their excitement of working, and opportunities that are created for them to move forward in the organization. Employees who see further development in their skills, also see a future for themselves in the organization and hence, their retention becomes easy.

  1. Empower employees and boost their morale


Stagnancy in work and learning in an employee’s professional journey is a demotivating factor for them to continue working in the same organization. New and dynamic training programs that engage employees with the organization are a good way to break this monotony.

Quality training courses increase employee morale, creating a virtuous circle.

Great training –> high employee morale –> high engagement levels –> better productivity –> employee satisfaction –> reduced attrition rate –> repeat.

  1. Develop a standard, well-structured training system that is flexible


Training is the core component in working relationships and retaining your employees. Hence, a great learning system with a thoughtfully planned structure in place should be the primary concern of an organization.

The flexibility of these online training programs encourages employees to take up training any place, any time. Hence, this ensures that your training provision is of the highest possible standard. This elasticity also enables employees to start from where they left off the last time and not miss out on any training session.


It is well known that majority of organizations do not have a proper training system in place and conduct onboarding training for employees while they work, resulting in high attrition rate. Hence, offering flexible, effective, and well-structured training programs to employees is crucial for organizations. This will ensure they get the right talent and build a team that not only believes in the organization but also want to stay with it for a long time ahead.

How engaging is your online training?

Do your employees connect with the training you provide to them?

Have you ever measured the real value your eLearning courses are offering to your employees?

Employee Training

Every organization aims at developing online training programs that are worth the investment. However, not all succeed in measuring the efficiency of these training programs with regard to the skills and knowledge these must provide to the employees.

In any online training course, learner engagement is a crucial parameter to analyze the efficiency of the training program. Effective online training experiences help employees bridge gaps, build necessary skill sets, and improve overall productivity. The content of the course is responsible for driving the interest of the learners and helping them establish a personal connection with the training content. The simple logic of relevancy applies here. If the training course content is relatable and relevant, it is easy to memorize. Hence, this translates into increased learning ROI for the organization.

Here is a step by step guide to creating relatable, memorable, and meaningful online training courses.

Step-01: Know your corporate learners.

Know your Corporate Learner

Not all learners will perceive online training in the same way. As they undergo an online training experience, they develop a perspective which may vary from one individual to another. The training might be interesting and meaningful to a few learners, while others may not be of the same opinion. So, the first step to creating a training course is to research about your learners. This includes building an in-depth understanding about their backgrounds, personal interests, and experience levels. Learning about their goals, ambitions, and expectations will help you create more relatable content for them. Also, it’s not a one-time process that you must do. It is important that you re-evaluate your research about your audience to ensure if your training content is still relevant and relatable.

Step-02: Pick relatable images and graphics.

Pick Relatable Images

Visually compelling content ensures that learners are taking interest and are more likely to remember the training content due to the incorporation of relatable graphics. Use of more visuals establishes an emotional connection with the learners. Photographs, charts, icons, infographics, etc. improve knowledge retention and helps break down the content into digestible chunks. Like how we remember logos of brands, similarly incorporating metaphors into your training will help your learners associate that metaphor with a piece of learning. Too much text on screen and not enough imagery will also make the content boring and harder to digest.

Step-03: Create objective-oriented online training activities.

Create Object Oriented Online Training Activities

For employees to be able to participate with interest and extract meaningful information from online training, your training must focus on their personal areas for improvement. Online training activities should concentrate throughout on the defined objective of the course. For example, an online training course based on task management will help employees fine-tune their task management skills with a focused approach.

Step-04: Assess corporate learners to identify gaps.

Assess Corporate Learners to Indetify gaps

eLearning assessments are a must to analyze the strengths and weaknesses of your learners in order to develop more interactive and personalized online training courses. For this, you can use a few assessment techniques that can help you assess corporate learners effectively and identify gaps:

  1. Online Training Simulations and Branching Scenarios
    These are a great alternative to your on-site observations. These techniques help you test the ability of your employees to apply their knowledge in the workplace. Online training simulations and branching scenarios enable you to provide meaningful online training experiences to employees based on their requirements.
  2. Self-Evaluations
    Self-evaluation is an integral part of assessment of any training. This way of assessment enables you to allow your employees to determine their knowledge, experience, and skills. Being more self-aware will help them provide you with honest feedback, thereby ensuring you create meaningful online training resources.
  3. Quantitative Exams
    Quantitative assessment techniques include multiple choice questions that help you test the existing knowledge and understanding of the subject of your employees. These can help you develop more effective online training courses based on their existing knowledge on the subject.

Step-05: Include personalized course maps and online training paths.

Personalized Course maps and Online Training Paths

To personalize online training experience for your employees, you must allow them to chart their own online training path. Clickable course maps are a good way to help employees align their online training activities with their goals. However, personalized online training paths enable employees to customize and make necessary changes to their own development goals and plans. Hence, both approaches add to the value of the online training courses.

Step-06: Provide microlearning online training resources.

Microlearning Online Training Resources

Your employees need access to quick bites of information that can be easily digested and help them be more productive. Microlearning is the solution to this need. These short training modules add to the overall benefits of an online training program as they provide ‘just-in-time’ support to your employees. These can help them hone their skill sets whenever convenient and develop skills as per their personally defined goals. Some microlearning online training resources that you can add to your online collection are:

  1. Infographics
    These are text and visual aids to improve understanding. These often comprise important aspects of any subject, task steps, or compliance issues that employees can refer to and learn quickly from.
  2. Task Demos
    These comprise every step of the work-related process. Employees can refer to these to understand real-life situations they may encounter and apply them on the job. Task demos are of great help in learning about product features too.
  3. Games
    Games are a fun and engaging way to help your employees learn anything online. Providing online training for anything from essential skills to task-based activities through games is a good idea. Here you must focus on key aspects such as a memorable storyline, characters, and relatable challenges. Incorporating game mechanics like leaderboards and badges to encourage employees to participate can help create meaningful training courses you’re your employees.

Step-07: Gather eLearning feedback from your corporate learners.

Gather eLearning feedback

Feedback is a very crucial aspect when it comes to validating the online training courses developed for your employees. And what better way than asking them outright? The best way to find out how meaningful, relatable, and relevant your online training courses are to gather feedback from your employees. Polls, surveys, feedback forms, webinars, etc., are a few ways to get the opinions, questions, and ideas of your employees about the online training courses provided to them.


Online training helps organizations with improved customer service, sales, employee satisfaction, and employee retention. To drive employee engagement and motivation, creating meaningful online training programs is clearly an important thing today. For any skill to be improved among employees and increase their efficiency at work, providing meaningful online training to them in digestible pieces is necessary.


TIME—a major concern for most eLearning professionals who are developing courses. There are a variety of engaging mechanics like quizzes, badges, leaderboards and interactive activities in eLearning courses that you may want to add to your course. But, time becomes a constraint.

So, what do you do to offer your learners the right incentives without going over budget and still ensuring on-time delivery of your course?

The answer to this is rapid authoring tools! Today, rapid authoring tools have grabbed the attention of learning professionals as these tools help them with designing interactive and immersive eLearning content.

What are rapid authoring tools?


These are nothing but design platforms that are either web-based or hosted locally. These tools allow you to design meaningful designs that include engaging content and multimedia, thus providing an effective eLearning experience to your learners.

Here are seven benefits of using rapid authoring tools:

  1. Easier repurposing and editing of existing eLearning content


The online world is a slave of constant change in content. In corporate organizations, eLearning courses need regular updates to meet the everchanging demands and needs of the learners as per the growth chart of the organization. For any change in business requirements, learners need to be updated about these revisions. Rapid authoring tools come to the rescue of course designers and developers when it comes to implementing these unplanned changes and amendments in the courses. This way, the learning journey is made seamless with these tools. These help eLearning professionals to develop courses for corporate companies that aim at delivering targeted knowledge to their learners to help them achieve their goals.

  1. Accessible and available for all

Undoubtedly, this is one of the best advantages of rapid authoring tools. One does not need to rely on anything to access these tools. Once installed on your desktop or through the Web, these tools can be used by anyone at any point in time to create engaging and alluring eLearning content. Irrespective of whether you are thorough with designing or don’t have any experience, these tools are your saviours! They hold the power with which you can create unique courses, multimedia presentations, and interactive learning materials on any subject/topic for your learners. These rapid authoring tools have easy-to-use features that can help you get your job done in no time. If you know what features you will need to create highly immersive eLearning material, picking the right rapid authoring tool will not be a tedious task anymore.

  1. Swift packaging and deployment of eLearning content

Not only is creating eLearning material a time-consuming task, deployment of these courses to every individual becomes a hectic job too. However, rapid authoring tools ensure that after creating or making amendments to the courses, you can easily deliver and deploy these to every learner in your audience. It gives you control over deploying courses to the masses effortlessly, across platforms such as eLearning websites with the help of a Learning Management System and devices such as mobiles, tablets, and PCs.

  1. Reduces eLearning development time

One of the most significant benefits of rapid authoring tools is speeding up the development process thereby saving both, time and cost. You will agree that most of the time is consumed in developing layouts. The templates, themes, and predefined interactions in rapid authoring tools brings down the development time as these can be easily integrated into courses. This is of great benefit for building comprehensive courses for learners in corporate organizations.

  1. Cuts down eLearning development costs

As we all know, time is money and saving time saves cost. Apart from this, rapid authoring tools eliminate the need of additional software and media. LMS platforms that have rapid authoring tools integrated within, helps you with its built-in assets. If you think this is it to cut down your costs, read on.

Rapid authoring tools allow you to create eLearning courses that are short and easy to digest for the learners. Hence, the seat time of learners is reduced and they can dedicate more time to their work. This improves their productivity and efficiency at work.

  1. No development from scratch. Update and upscale with ease.

You may have to think twice before you plan to redesign your entire eLearning material and develop multimedia activities without using rapid authoring tools. For growing organizations, these tools are useful in updating your existing compliance training courses wherein you can just add the most current information instead of developing a new compliance course from scratch.

  1. Publishes to a wide range of eLearning platforms

Like the needs of learners have changed with time, so have the platforms to access information. Now, learners want to access their courses and information anywhere, anytime and rapid authoring tools have made this possible. Courses that are HTML5 based can be easily published across diverse platforms ranging from mobile devices and tablets to computers and laptops. What works in favour of rapid authoring tools is that they are updated based on the latest technology and hence, are easy to keep up with the latest eLearning technology trends. This way your courses are never outdated, neither in terms of content/information nor in terms of the technology required to publish your courses across the latest platforms.

While rapid authoring tools are a great solution for eLearning professionals, choosing the right one as per the functionality and features you need is a crucial decision to make. So, before you fall for these benefits, ensure that you research well about eLearning platforms to have an in-depth understanding of which of these solutions will be a good fit for your learning and development needs.

To know how you can make the right choice or which tool is the key solution to your learning requirements, connect with us today!

Mobile Learning is the fastest-evolving learning technology in the global learning tech industry today!

Corporate learning has now become one of the main business elements in organizations that want to focus on employee training. Over the years, corporate training has come far from classroom training. However, there still are a few aspects that need to be focused on to make it a universally adoptable and financially viable across geographies.
In recent times, the eLearning industry has undergone rapid improvements owing to the changes in the organizations to match to the needs and expectations of the learners. Today’s learners have moved beyond just a passive learning experience. Learning needs to happen in a way that engages them and provides them easy access to information on the fly. Learners don’t just want to learn. They want to experience learning.
While we speak of how there has been a paradigm shift in learning, let’s look at the changes 2017 has brought in the world of corporate eLearning.

Here are a few ongoing trends in corporate learning that have caught the attention of eLearning industry experts this year:

1. Microlearning


For those of you who are wondering—what is Microlearning, it is a short, focused learning chunk of information on topics that is designed to fulfill a specific learning objective. These modules are typically 3-5 minutes long. They could be shorter too, depending on your training objective.
So, if we say that modules of about 10-15 minutes in length have a completion rate of 97% approximately, what would you extract from this fact? It is important to offer learning to millennials who have arguably shorter attention spans, especially as their counts go up in organizations. Well, with research facts like these, it is quite clear why microlearning is now becoming a buzzword in the industry.

2. App-based learning

App Based Learning

Mobile-based learning is now being widely used to deliver training to learners. Recent statistics on usage of mobile apps also reveal that app-based learning has gained popularity in most organizations as it enables employers to easily connect with their employees/learners to provide on-demand online training.

Some of the proven benefits of app-based learning include effective implementation of microlearning, simulation and game-based learning, extensive control on tracking and learning management and, off-line performance support applications anywhere and anytime. Hence, with a shrinking attention span of millennials, and a growing workforce (particularly millennials) in organizations, app-based learning is a trend to look forward to for on-the-go training in corporate organizations.

3. Mobile Learning

Mobile Learning

It goes without saying that we want everything “on the go”. With an increasing number of mobile users across the globe, delivering their training to them on their devices, in addition to tablets and computers, is a continuous rising need.
Making your training available on mobile phones makes it accessible to about 70% of learners! That’s a huge number, and we only see that going up. That’s one of the reasons why mobile learning will continue to grab the attention of learners in 2017. With more content going online, learners can access information across different devices based on their location or needs.

4. Video Learning

Video Learning

2017 is also the time to incorporate video learning in your training courses! If it still does not convince you, think about the popularity YouTube has gained in recent years. The fact that our human brain processes videos about 60,000 times faster than text, there’s no doubt why we frequently reach out to training channels on YouTube to fill a knowledge gap!
A recent study revealed that courses with videos have a 51% completion rate while those without videos have as low as 36%! So, want to make your courses more engaging and interactive for your learners? Integrate video learning!

5. Social Learning

Social Learning

Social learning is not a newly introduced concept in learning, but it is certainly on the rise. This is because in most organizations, social learning or informal learning takes place through eLearning. This occurs based on the fact that not all individuals are solitary learners, and this is where informal learning or social learning comes into play. Collaborating and connecting with others who are taking the course benefits them while they interact.

Training companies have taken to integrating blogs, LinkedIn courses, and social media pages into their current training programs to ensure learners benefit more from these courses. Social learning may also include social polling where learners are encouraged to give their opinions and rate something such as a video, and later reveal what everybody else thinks about the video. This way, learners also explore the grey spaces that remained untouched by eLearning in the past instead of just focusing on the black and white spaces.

The 70:20:10 model talks about 70 being on-the job training, 20 being learning from peers and 10 being formal learning. This 20peer learning is actually in part largely from social learning whether they are within the organization or outside. Now this may be done via social learning on corporate social and collaboration tools or externally on social media networks like LinkedIn, even Facebook. Hence, social learning is a trend to watch and adopt in today’s corporate learning courses.

6. Gamification


So why is gamification here to stay in the list of trends for 2017? Well, that’s because its primary benefit is motivation. Offering incentives, certificates or badges upon completion of courses, encourages learners to complete their courses in a competitive manner. In addition to this, point systems, leader boards, and timed challenges/quizzes are a few ways gamification can play an important role in your training strategy.
Although Gartner had predicted that by 2015, 40% of the world’s 1000 biggest companies would implement gamification in their training modules, gamification has still not gained that level of popularity or preference. Thus, 2017 could be the year to fetch some real traction towards gamification!

7. Adaptive Learning

Adaptive Learning

Since the advent of the eLearning industry, there has been a constant growth in terms of its efficiency and effectiveness over the years. However, what was developed back in the late 20th century as static eLearning is now a concept that is outdated, and hardly has any impact on its audience. As the term suggests, adaptive learning is about customizing learning to the needs of the learners.
Adaptive learning programs are so much more than static learning. These programs focus on learner requirements and their current understanding of the matter. This helps them progress at a faster pace in the subjects that they are familiar with. Thus, adaptive learning has been of great importance for mobilizing eLearning to its full potential as it pays attention to the points of interest of learners through a more personalized training.
While developing a course, it is understood that no two learners are the same and hence, with adaptive learning, learners can learn at their own pace. It accelerates the learning along with reducing the cost of content delivery. This has made vendors optimize their resources to deliver maximum value to their clients.

Adaptive learning works both ways in corporate training. Low and average performers can utilize it to improve their performance with time, while high performers can quickly sharpen their skills with it.

8. Augmented Reality

Augmented Realty

Augmented realty is yet to be implemented on a large scale. Hence, it remains to be seen how widespread augmented reality will be used in the eLearning industry. However, industries with high-risk occupations will be seen utilizing augmented reality to its best potential in the coming time. These could be surgeons who can use technologies like Google Glass and Oculus Rift to polish their skills, without risking the lives of their patients.
Virtual reality has the potential to change the overall landscape of the eLearning industry via the immersive experience it provides to the learners. Complex subjects can be recreated in a life-like environment to explain it in an elaborate manner. Consider an example where a real-life case study based on leadership is created in VR and you can play a role from one of the various characters available. This will help you learn leadership lessons. Such VR case studies do not require physical presence of the learners and hence, can be accessed from any part of the globe. With minimal requirements of a fast internet connection, a computer or mobile device, and a compatible 3D headset for VR, these can help learners with advance eLearning solutions. Undoubtedly, this technique can prove to be the most powerful of them all if it is implemented effectively in the time to come. A strong component of your learning and development strategies in the very near future!

Innovations and experiments in the industry are responsible for the trends that emerge over time. With new methods coming up through advancement in technologies and consistent efforts towards making learning easy, engaging, and accessible to learners, these trends will gain popularity based on their efficacy. As an industry professional, you must pay attention to newer techniques being implemented and development in training on a regular basis. Thoughtfully drafted strategies can then be laid out based on these for business growth. You can follow the above mentioned trends in 2017 to keep up with the industry and plan your strategy to suit your business requirements.

Learning and the mode of consumption and accessing information is undergoing a paradigm shift. The learners are no more the passive entity in the process, owing to the ability to pull information from the corners of the web. Hence, qualifying eLearning as a push technique or a pull technique is debatable, and as far as the learner is concerned, completely conditional.

“We need to bring learning to people instead of people to learning.” Elliot Masie, Masie Center

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