Today, the pressure is always on increasing the level of interactivity in learning. In eLearning, interactivity drives engagement. Interactive elements help the learners actively participate in the learning. This, in turn, improves learning outcomes and facilitates better knowledge retention.

Why Use Interactivity?

The objective of using interactive elements is to facilitate learning, best explain the topic to the learner, and keep the learner actively engaged. Several studies show that the use of interactive elements improve learning outcomes and facilitate better retention of the learning objects.

Interactivity in eLearning can extend from simple click-to-reveal kind of actions, to creating situations and scenario reproductions, and creating decision tests. With the use of interactive elements such as gamification, multimedia, video, simulations, digital avatars, virtual reality etc. the learner can develop a deeper comprehension of the subject via a protected, experimentation-like environment.

However, not all interactivity levels are created equal. Organizations must apply interactivity levels in their eLearning programs according to the nature of the content, the technological infrastructure and environment, the desired outcomes, the target audience, and the budget.

The level of interaction is the metric that refers to concepts such as learning complexity, user interaction levels, and sophistication level of the eLearning course.

Interactivity in eLearning is broken down into the following levels:

Level 1

Low-Level Interactivity/Page Turners

Level 1 or Page Turners is a very basic level of interactivity. Here, the learner watches a video or recording or receives the text on the screen with minimal media use. Media used here is in the form of photographs or icons. While the learner has minimal control of the learning environment as the level of interactions here are quite passive, this level of interactivity is still better than PowerPoint presentations since the content is broken down into smaller, bite-sized pieces, and each section could be followed by a basic assessment. Video provided by the client can also be cropped and embedded in this level and may or may not use audio. If audio is used, then it is used verbatim.

This level of interactivity can be used effectively if the aim is to build awareness, is procedural in nature, or when the learners just need a ‘show me how to” kind of a presentation.

Level 2

Medium to High Interactivity (Audio-Driven)

In this level, the learner is allowed more control, thus making this level the most favored approach to delivering eLearning. The use of animations, graphics (like photographs, icons, and infographics), and interactivities such as click-to-reveal activities like clickable tabs, icons, infographics, etc., roll-overs can be found in this level. This level can also employ audio and video elements such as introductory videos and product demonstrations for better learning. In this level, interactive elements appear at regular intervals, say every 5 screens. In this level, the learner must demonstrate the knowledge acquired from the content as the emphasis is on application objectives.icons, infographics, etc., roll-overs can be found in this level. This level is more audio-driven where the learner does a little more than just watch, read or navigate the learning material here and can associate with the learning conditions through “problem areas” employing interactive assets such as movement, sight, and sound. The navigation in this interactivity level expands to glossaries and links to external resources, and often has exercises such as quizzes, identification components, drag and drop, matching, etc.

This level of interactivity is apt for eLearning situations that are focused on on-the-job-performance improvements such as process and product training and skill development, rather than just knowledge transfer. Because of the more media and audio-driven approach taken, content overload is not a concern and the learner can take in digestible chunks of information, at their own pace.

Level 3

Medium to High Interaction Using Conversation/Stories/Games/Branching, etc.

Higher interactions are best suited for courses that have a moderately high degree of complexity, demand active learning due to the multiple inter-related concepts, and multidimensional problems that require authentic representation, and advanced practice. Graphics, animations, custom illustrations (characters or backgrounds relevant to the story or theme being used), and gamified quizzes are employed at this level. This learning method could also use multiple paths or branching to enable active learning.  The learner has a higher degree of control over the course environment.

The content is presented in the context of real business problems and employs audio, videos, and simulated environments with interactivity appearing more regularly, say on every 3rd screen. The content also has a flexible or customized navigation structure and employs more complex and narrated animations.

There are more complex practice opportunities by using custom animations that test the learner’s investigative capabilities. This method is best suited for training on problem-solving capabilities such as performing financial calculations, introducing menu-driven applications or new software environments etc. This learning method also provides a ‘safe’ environment to learners as they can learn the impact of their decisions in a simulated environment. The emphasis is on application, knowledge transfers and retention. The learner here must make complex decisions and in case of poor performance, they receive immediate remediation.

Level 4

Advanced Interactivity (Videos/explainers)

This level employs a high level of instructional and visual design, using an animated explainer or video-type approach. Simulations, high-impact graphics, complex animations, highly recharged interactivities, self-checks and practice sessions with a higher degree of sophistication. This level employs a story line with characters and may also have interactive elements.   The creation of personalized or dynamic environments using real-life scenarios and digital avatars to teach complex theories or concepts with a professional run-through enable better comprehension and deliver a better learning impact. This approach works great for presenting how-to videos, product demonstrations, change management, story-telling, etc. This level of eLearning is a good learning option when the objective of the course is to help learners understand complex and multifaceted business problems or teach them high-level or advanced decision-making skills, or even to bring about in change in attitude and behavior. Live recordings of customer interactions, for example, can be used to training customer-facing teams where they get to see an actual or simulated interaction, thus helping them up their skills in a faster more relatable set-up.

Level 1 and Level 2 interactivity is well suited for training that needs frequent updating such as new hire orientations or company policies. It is also great for larger training programs where budgets might also be a constraint.is to help learners understand complex and multifaceted business problems or teach them high-level or advanced decision-making skills, or even to bring about a change in attitude and behavior. Live recordings of customer interactions, for example, can be used to training customer-facing teams where they get to see an actual or simulated interaction, thus helping them up their skills in a faster more relatable set-up.

Level 3 and 4 are ideal for situations where the learners need to be motivated to take the course, if they need to improve productivity, and where their actions have a direct business impact. Evaluating the technical environment such as bandwidth, software etc. is essential for employing Level 3 and 4 interactivities.

When it comes to interactivity, sometimes less can be more and vice versa. The learning objectives and the desired outcomes must drive the level of interactivity your course needs. Consider your learner personas, their level of comfort with online training, their job requirements, and of course, your budgets and business needs, before applying a certain instructional and visual design strategy. Consult a Learning Solutions Specialist to help you define what is the best approach you need to take.

At eNyota we strive to deliver the best experience your learners can get. Our interactive courses are based on the levels mentioned above and are designed and created to provide an optimal level of learner engagement and completion rates. If you’re interested in knowing more about the next course you want to build and how it can be achieved, reach out to us at Contactus@enyotalearning.com or click here to fill a form, and one of our representatives will reach out to you.

Not All Interactivity is the Same - Decoding Interactivity Levels


Happy and motivated employees often create successful organizations, especially in the retail and hospitality industry. Here their role is critical in ensuring customer satisfaction and drive value. Businesses with a strong learning culture enjoy 30-50% higher employee engagement and retention rates than those that don’t. It is also true that in industries like retail and hospitality, empowering and equipping employees with the right skills is essential to create an outstanding customer experience. Although modern training programs can positively drive organizational revenue, contrary to popular belief – online retail and hospitality training through mLearning initiatives may not deliver the expected results. Let’s find out why!

What makes online retail and hospitality training different?

The retail and hospitality industries are extremely fast-paced and are characterized by several distinct features that make them very different from others.

Retail

Hospitality

With customers becoming increasingly demanding, employees have to constantly be trained on the latest in the market – technology, processes, marketing tactics etc. Attrition levels are extremely high, that makes training employees a challenging task.
As eCommerce cuts into the brick and mortar retail market, demotivation and dissatisfaction among retail employees is ever-present. The fast-paced nature of the industry offers very little time for skill upgrade and training.
Since many retail jobs are entry-level, training generally focuses on getting them ready for the job as quickly as possible, and not on honing their skills for the long term. Because a large part of the workforce is temporary, investing in training programs is, at best, a temporary measure.
With employees expected to possess a variety of skills – from product knowledge to communication skills, product availability to customer service, business awareness to selling skills – training every employee on every skill is not easy. Since the workforce comprises people from various educational backgrounds, they have to be trained on myriad different skills
As large retail organizations set up stores across geographies, getting together all employees for a training session is not possible. Considering the fact that employees are distributed across several locations, offering a unified training program is a herculean task.
During Thanksgiving and Christmas, seasonal workers constitute a major portion of the workforce. This is a training challenge in terms of timing as well as scale. With a sizeable population working part-time, expecting them to take up training courses after their work hours is not feasible.
Multi-location retail employees also have to be trained on the appropriate language skills – which is extremely time-consuming. With the regulatory and compliance landscape getting more and more complex, regularly training employees on new requirements is challenging.
With customer experience being one of the most critical factors for success, employees have to constantly be trained on innovative marketing, communication, and customer service techniques. As new jobs are being created at an alarmingly high rate and employees are expected to be multi-taskers, providing the required training to every new employee is quite a task.
As new products keep coming in, training every employee on the features of every product is certainly an arduous task. With a large percentage of the workforce comprising millennials, training has to be extremely engaging, intuitive and interesting.

Why mLearning will fail?

Due to the distinct characteristics of retail training and hospitality training, both face several hurdles and challenges. mLearning has been thought of as a natural training avenue in this scenario -after all, everyone has a smartphone, this lends itself well to self-learning, and content can be made fun and engaging. But there is a high chance that mLearning will fail.

Here’s why. Despite the fact that online retail and hospitality training through mLearning courses can be accessed from any device and from any location, a vast majority of retail and hospitality establishments have stringent guidelines around the use of mobile devices during work hours. Since success in these industries depends on the effectiveness of interpersonal communication and customer service, employees cannot be glued to their mobile phones when they are actually supposed to be interacting with or servicing customers.  Most organizations do not permit the use of mobile hours during work hours – employees can only access them before or after work, or during breaks. Also, since most workers are paid by the hour -the organizations cannot expect them to access training materials over the phone on their own time.

With such restrictions on mobile phone usage, offering an mLearning training program is potentially a recipe for disaster. Instead, opting for other forms of online retail and hospitality training that can be accessed on computers and personal PCs is a better option. Making these workers train outside their usual working hours definitely sounds bad; but, is there another solution to this? Training cannot be downplayed for any reason, if your employees are being paid for the services they offer, it is important that they offer their best. And, this can only be achieved through training.

What you can do?

We all agree that eLearning is an indispensable part of every retail and every hospitality organizations training strategy. That said, a solution to the mLearning problems is to offer a modern, mobile-like interface on a dedicated PC or a tablet for training. These are also online retail and hospitality training solutions; it is just that they aren’t mLearnign or mobile learning.

  • By providing every employee with a distinct login, you can enable individual access to training content and resources based on their convenience and availability.
  • You can include all levels of content across all jobs and enable high responsiveness through the use of modern eLearning elements like augmented and virtual reality (AR/VR), microlearning, gamification, machine learning and analytics and more.
  • Through constant updating, you can align the training program to suit the needs of the role and the market, while simultaneously making training flexible and efficient.
  • Employees across departments and locations can log in on the dedicated device whenever they get time and complete the courses that have been assigned to them.
  • Personalized notifications and alerts can remind employees to take the upcoming course, be on top of their work, and ensure great customer experiences.
  • Such self-directed courses can enable staff to learn at their own pace and reach learning objectives in their own time.
  • Using self-assessment tools, employees can even receive instant feedback and drive focus on improving in areas that need more attention.

With the retail and hospitality industries working 24×7, an eLearning approach like this is the best way to enhance the skills of your workforce and get trained on their job most efficiently. It’s mLearning -just not as you know it!

At eNyota we provide multiple online retail and hospitality training options for your organization to choose from. We believe in guiding our customers along the right path, and ensuring your success is our foremost priority. Do drop us a mail at contacus@enyotalearning.com or click here and one of our representatives will connect with you to better understand your needs.CTA_Banner


Half the year has flown past us in the blink of an eye. We’ve reached the point when the inevitable prep for the impending holiday season has to start. “What! Now?”, you say. “Isn’t it too soon? The holiday season is a good 4 (or is it 3) months away”. We say, well begun is half done. Especially in the retail and hospitality industry which employs a large seasonal workforce to meet customer demands. To manage the shopping frenzy occurring between Thanksgiving and Christmas and to manage seasonal peaks in tourism, the retail and hospitality industry must ensure that they are ready for the holiday season well before Santa starts loading his sleigh.

Bringing in this temp workforce is a smart strategy and has been a trend in retail and hospitality. However, training procedures often have to be shortened to get these workers up to speed with their job roles. These workers also have to be cross-trained to maximize resource utilization. This temporary workforce is thrown in at the deep end at the busiest time of the year and is expected to perform. It, thus, becomes essential to ensure that that the ‘temporary’ nature of their jobs does not impact their engagement levels and leave them disinterested in their jobs. With the whirlwind of activity that happens during this season, here’s a look at what organizations can do to ensure that these seasonal employees are battle ready for the holiday season.

Optimized onboarding

Firstly, the hiring of the seasonal workforce should not be left until the last minute. Preparing early by understanding the anticipated demands of the season is a good place to start. With the temporary workforce hired, optimizing onboarding experiences becomes critical. Retail and hospitality work environments are challenging and setting up onboarding schedules when you expect the temporary workers to hit the ground running can be taxing. However, using an LMS, organizations can create separate onboarding programs for the workers with their own learning pathways. The workforce can then access these programs from the comfort of their desktop or even a mobile app and complete the onboarding exercise.

Mobile training

The world is now mobile and Learning and Development (L&D) has to be the same. Assigning temporary workers permanent desktops can be quite a struggle and inconvenient. With people becoming more proficient using smartphones, using the mobile to disseminate training material can prove to be a welcome relief. Mobile learning (mLearning) can be utilized to train workers on processes and protocols, push content to them when necessary, send notifications and reminders, and also disseminate campaign-based content that is more tactical and specific to the needs of this workforce.

Bite-sized modules

Time is a big constraint when it comes to training the seasonal employee. Given that these employees will be joining the organization at the busiest time of the year, fitting in even an hour-long training into their daily schedule can often be impossible. When even taking a full lunch-break is a luxury, how can one take out an hour a day for training? Creating training modules that are specific, personalized, customized, and yet shorter so that they can be disseminated in a device-agnostic manner would be ideal. Bite-sized training modules that can be completed quickly to ensure greater knowledge retention and consequently better training outcomes can do the trick.

Continuous training

They might be your seasonal workforce, but you need them to be as skilled as your regular workforce without giving them the luxury of a learning curve. The training of these workers thus has to be continuous. This means giving the respective departments the capability to curate their own training programs to fill the skills gap. This also helps create a learning culture and empowers each department to proactively manage their learning and development needs proactively.

Curate engaging content

Storytelling, animations, gamification are just a few of the many things that you can use to curate engaging content. These help in fostering greater engagement with the training, make learning more effective. They reduce the cognitive overload that new workers face. For example, using a game to get an employee to learn about all the promotional offers is likely to be more effective than handing him/her a list of offers to memorize. Using storytelling to familiarize a seasonal employee with a property is likely to deliver better results than expecting him to remember it from a brochure.

Be customized and feedback driven

Since we can only manage what we can measure, the training for seasonal employees also has to be measurable and feedback driven. When it is so, learning and development departments know the areas of improvement and they can then push the relevant training programs to them. Ineffective training modules can be identified and tweaked.  Proactive feedback is also more effective and leads to better knowledge retention. So, an employee is more likely to remember what he did wrong and what the remedial measures are while he is still using the module rather than after. eLearning and mobile learning are of great help here as it makes it easier for organizations to track user behavior and make the needed changes in the training modules.

Additionally, HR departments must ensure that they have specific policies in place for the temporary staff so that they can track and compensate them for their hours spent in learning and development using eLearning.

Whether it is to capture as many sales as possible, make customer interactions smoother, processes faster, balance merchandise flow in retail or provide exemplary customer experiences in hospitality, getting temp workers up to speed for the holiday season can be a tough challenge. For shoppers and travellers, the holiday season can be pure heaven. It’s up to the businesses to ensure that they have their seasonal staff upskilled in time so the season doesn’t become a version of hell for them.

At eNyota we have designed and created over 10,000 eLearning courses used by corporate giants to train their seasonal staff globally! We provide you with a free consultation and our team of experts ensure you get the best service for your investments. To know more reach out to us at contactus@enyotalearning.com or take the time to fill out this form and we will get in touch with you shortly.
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~Your customer doesn’t care how much you know until they know how much you care – Damon Richards, Customer Care Expert.

In a customer-centric world, it’s hardly surprising that everything starts and ends with the customer: from your product or service idea to the markets you serve, down to the marketing channels you use, and, especially, the customer service you offer. Now think of United violently dragging a passenger out of an overbooked flight or Starbucks’ getting involved in a highly criticized racial scandal – in this social media age, the outcome of such scandals is not just a public backlash but also a loss of customer trust – something businesses just cannot risk.

The Importance of Good Customer Service

It’s a competitive market. It takes months to find a customer, but only seconds to lose one. Aberdeen reports that companies that deploy a well-crafted customer service approach enjoy retention rates of over 92%! It is well-acknowledged that customer service is an indispensable part of any business, and more so in the service industry. Since there is no time gap between production and consumption, quality becomes paramount. One shoddy service experience may be remembered lifelong! Today, word of online (replacing word of mouth) can spell doom if there is negative feedback. But the inverse is also truer! Take for instance Southwest Air, who consider customer service as their core pillar. “We like to think of ourselves as a Customer Service company that happens to fly airplanes (on schedule, with personality and perks along the way)”. Or Amazon. “We see our customers as invited guests to a party, and we are the hosts. It’s our job every day to make every important aspect of the customer experience a little bit better”.  Or Apple. “You’ve got to start with the customer experience and work back toward the technology — not the other way around.”

The Benefits of Training

Most customers’ express loyalty as a result of good customer service by recommending brands. That, and almost half of those customers stay loyal to those recommended brands. How is this loyalty earned? And how can consistently good service be ensured? Well, through training! Since the service industry relies heavily on its people, well-trained staff forms the backbone of the service industry. People may forget what you said, forget what you did, but never how you made them feel. If you want to create a niche for yourself in the service industry, focus on recruiting the right staff and training them so they can perform their tasks brilliantly. A few tips on how:

  1. E-learning: 24/7 is the buzz-word today. Bring it to your training! E-learning courses can be made available to learners at any time and in any place; they can be accessed when needed – without any constraint on training room availability, trainer availability or time. Your staff can learn and train at their own pace and in the environment of their choice. In addition to enabling teams from various geographies to collaborate on problem-solving challenges in real-time, e-learning also offers other advantages like instant connectivity to mentors and subject matter experts, regardless of where they are located.
  2. Mobile learning: In a digital age, the mobile is in! And hence, it is critical your staff be trained via their mobile devices. Mobile learning solutions can offer high responsiveness and on-the-go learning for your geographically distributed staff. It gives your staff great flexibility in what they learn and when they learn it – on a device they are comfortable using and that’s always with them. Push notifications can alert and update learners to take an upcoming course, intuitive user interfaces can enable greater engagement and interaction, and location-specific modules can offer a deeply contextual learning experience.
  3. Custom learning: Each industry and each organization has to be exceptional in its own way. And indeed, so is each individual. Custom learning solutions, specific to your situation, needs, and learners help you manage your training workflows across devices and operating systems and support your distinct training needs and goals. From learning portals to customized learning management systems, classroom training systems to assessment frameworks – custom learning is a great way to equip your staff with exactly the skills and capabilities they need to serve your customers in the best possible manner.

Improve Customer Service

No matter what industry you belong to, all your products, services, and experiences must be supported by highly effective customer services teams. The way they interact with your customers can mean the difference between retaining or losing a customer or boosting or ruining your company’s reputation. Do you know? Think Jar reported that acquiring a new customer costs around 6 times more than keeping an existing one. And for customer service to be exceptional, you need to educate and train your staff at the right place, at the right time, using the right tools. By incorporating a comprehensive e-learning, m-learning, and custom learning strategy, you can ensure your customer service interactions impact your bottom line in the right way and your company is perceived in the right manner.

Relish having the spotlight on you, make a difference, show your customers you care: all with the best training of your staff! Entrepreneur Jim Rohn said, “If you make a sale, you can make a living. If you make an investment of time and good service, you can make a fortune” We suggest that it’s time to make that fortune yours.

To know how we can safeguard your organization against any untoward incidents, reach out to us at contactus@enyotalearning.com


A mobile sales team is often essential to meet sales targets. These sales pros not only make meaningful actions on-the-go but also always stay on top of fast-moving deals with the liberal use of real-time updates and dashboards. These road-warriors can enjoy working from anywhere and anytime while ensuring productivity – it’s easy to see why mobile sales teams have never fallen out of fashion. In fact, IDC suggests that mobile employees will account for 72% of the total workforce by 2020.

Top Challenges

Mobile teams do enjoy the freedom to work from anywhere they choose, have easy access to relevant information, and can drive more natural customer relationships through dynamic and real-time insights. That said, leading a mobile sales team isn’t easy. When your pros work from different locations, you’re not just managing individuals, but also different time zones and communication hurdles, all while trying to keep your team engaged and empowered.

Let’s look at 5 of the biggest challenges of leading a mobile sales team-

Challenge 1: Communication

As a leader, it’s your job to keep all your employees informed. While it’s simple to effectively communicate with staff members you meet face-to-face every day, the same can’t be applied to mobile employees who are out on the road most of the time. According to a study by Zogby Analytics, 38% of mobile sales staff report the lack of information from management and the timely availability of that information as the biggest obstacles to working remotely.

Since employees collaborate best when they have personal connections with each other, having a reliable communication medium is essential for sales teams to virtually connect with one another as well as other teams or departments. In a study by Salesforce, 73% of sales teams said that collaborating across departments was absolutely critical or very important to their overall sales process. Efficient processes and tools like shared storage and cloud-based project management software could help a scattered mobile sales team work together efficiently.

Challenge 2: Sales training

With so many smartphones and software solutions in the market, effectively delivering training to the mobile workforce through a dedicated mobile environment is a must. But challenges persist because of device complexity, course effectiveness, and usability issues.

With some estimates that mLearning is expected to become a $70 billion industry by 2020, sales training courses that can be used from any device and from anywhere in the world are the way to go. Courses with easy-to-use interfaces and rich visuals are imperative to fill knowledge gaps, for they include all levels of information about the latest sales techniques, product information, customers, promotions and more. The mobile must let the mobile sales pros access just the training they need, right when they need it -no more.

Challenge 3: Sales Enablement

Empowering mobile sales staff with the skills needed to sell requires one-to-one coaching, which is more difficult to achieve with a remote team. As the very nature of the mobile sales team demands employees to travel and not stay in the same place for extended periods, the potential for coaching is naturally curtailed. With personalized eLearning courses, mobile sales staff can get one-to-one coaching through their remote computer, tablet, or smartphone from anywhere in the world. Personalized e-learning courses are designed to deliver tailored knowledge and specific learning for sales professionals at all levels and make sales enablement more efficient.

Challenge 4: Keeping up with change

In the business world, change is the only constant: organizational cultures evolve, consumer behavior changes with time, and products and services have to adapt to changing market dynamics. Mobile sales team have to be equipped to accept change to survive, and if the company is unable to communicate the latest information as soon as possible, sales teams will be found wanting where it matters, in the field. Providing training through mLearning courses can help mobile sales teams stay updated in real-time. A Burrus Research study revealed that 72% of companies found that by embracing mLearning, they had become more responsive to market changes. Since training and resources can be instantly updated and changed to suit the needs of the role and the market, such training can be made efficient and flexible. Teams can simply take out their smartphone and complete the most recent and relevant training module and get all the information they need for quick closure.

Challenge 5: Tracking productivity

When leaders don’t physically see their mobile sales teams every day, tracking the amount of work they complete can be difficult. While many remote workers are motivated self-starters, there are others who might take advantage of the fact that there’s no one looking over their shoulder. Tracking the productivity of mobile workers is always a challenge. With a productivity tracking app, you can track a remote worker’s productivity just as you would with the rest of your team; since such apps have established metrics and goals, they highlight exactly the impact each mobile sales employee has delivered and the contribution he/she has made.

Although the benefits of having a mobile sales team are many, leading and managing sales employees is easier said than done. Offering an enabling ecosystem with regular and timely learning, and personalized training ensures that the mobile sales staff is always updated on new products, promotional campaigns, customer needs, and market trends. Effective mLearning and eLearning courses allow sales teams to get all the information they need immediately. This allows them to spend more time focusing on pursuing opportunities and achieving more sales. And isn’t that their primary role?

If you would like help with enabling your high-performing mobile sales team, please do drop us a line at contact@enyotalearning.com or fill a form our Sales Team will get back to you!


Every aspect of our lives, from the way we communicate with each other, shop, bank, to the way businesses are run, there is hardly an aspect of life that remains untouched by the mobile revolution. With the number of mobile-connected devices on the planet exceeding the number of people, the mobile revolution continues to grow.  Gartner predicted that by 2020 more than 45% of businesses will have a BYOD policy in place and with mobile devices already surpassing desktop unit sales figures, it is hardly a surprise that corporate L&D teams have jumped on the mobile bandwagon as well. Mobile learning or mLearning seeks to address the new age challenges of a global, technologically savvy and mobile dependent workforce. mLearning may well be the future of corporate learning.

mLearning – What it is Not and Why it Matters

Contrary to the obvious definition, mLearning is not eLearning on a mobile device. mLearning involves self-paced, on-demand learning that is delivered in bite-size pieces across contexts. Owing to the impact that mLearning has shown in the effectiveness of content delivery in a convenient and flexible manner, it is expected that mLearning will account for almost 57% of learning technologies. But why has mobile learning become so popular among L&D heads? Here’s why.

Flexibility Meets Convenience

By some estimate, more than 37.2% of the global workforce is mobile because of the nature of their jobs. mLearning gives this workforce the flexibility to consume learning modules at the convenience of their own time. The content delivered in mLearning is done in smaller, bite-sized nuggets, making it easier to comprehend and learn. Even those employees who are not mobile prefer to access learning information while on the go. mLearning helps training and learning and development programs become more accessible and continuous and available to a wider audience (think geographically distributed teams, or frontline workers with less time to spend in classrooms etc.) mLearning also gives the learner the convenience of setting their individual training schedules around their travels.

On-Demand Learning

mLearning facilitates on-demand learning especially for employees stationed in locations with poor computing infrastructure. Be it the sales force who is always on the go or employees who are stationed in, mLearning can easily fit into these dynamic schedules. With the power to learn anytime-anywhere, mLearning puts the power of learning right into the hands of the professionals.

Better Information Delivery

It is expected that the millennials will comprise 50% of the global workforce by 2020. mLearning fits in naturally with the needs of this millennial workforce who are proficient and more comfortable in communicating and working on their smartphones. Surveys reveal that 58% of the workforce would be more likely to use an organization’s training tools if the content was broken down into short, easily-accessible, micro sessions. mLearning dispenses information in bite-sized nuggets using strong scripting assets that make the learning module more relevant, and available. With such microlearning, professionals also gain the advantage of setting their individual learning goals and allow L&D teams to make their learning initiatives more targeted, contextual and personalized.

Better Learning Outcomes

Unlike traditional learning modules that depend on large and voluminous learning or training content, mLearning makes information absorption easier by making the content easier to consume. Research suggests that smartphone users finished courses 45% faster on an average.

The flexibility to learn anytime, anywhere in a device agnostic manner also serves as an incentive to complete learning programs. mLearning also helps in diversifying learning by allowing L&D teams to curate courses designed to address different learning styles of the users – be it the use of gamification, video content, face-to-face workshops, webinars etc. learning needs can be customized easily for delivery in the mLearning format thereby leading to better learning outcomes.

Since mLearning transcends the formal learning space by enabling learning on-the-go, it empowers the learners to take charge of their own learning goals and thereby proves to be more effective than more formal learning. Research also shows that mobile learners typically study for 40 minutes longer than students using a desktop or tablet

Meeting the Next Frontier of Personalized Learning

Personalization has been one of the great benefits of mLearning. With technological advancements, mLearning has paved the way for competency-based learning, the next frontier for personalization. Competency-based learning empowers the users to self-pace learning and build professional competency using videos and simulators. This learning method leverages data to assess student progress and focuses on continuous improvement in a proactive manner.

Collaboration

In the age where social media interactions sometimes overtake personal interactions, mLearning gives L&D teams the opportunity to integrate social networking into their learning modules. This works well since today’s mobile workforce is connected to their social networks also through the mobile. This integration helps in boosting collaboration as the users can then create groups and events to discuss, brainstorm and share knowledge across social platforms. This social integration assists in crafting more engaging learning experiences that also contribute to better learning outcomes.

It’s fair to claim that mLearning gives organizations the clear opportunity to focus heavily on employee enablement and create an ecosystem where the learning and development needs of the individual can be addressed proactively to coach them for success. And most acknowledge that engaged employees contribute positively to the organization’s bottom line. And it works. A survey conducted by CSE Software, Inc., shows that more than 70% of organizations that implemented mobile learning strategies reported greater adaptiveness to market changes than before. Over 75% of these organizations witnessed business growth and more than half reported improved business outcomes after implementing mobile learning strategies. Given all the benefits of mobile learning, it is hardly a surprise that L&D heads and the mobile are new BFF’s.

Drop us a line at contactus@enyotalearning.com if you would like to know how mLearning can become your BFF too!


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

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

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!

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

With the rise of mobile devices and numerous other devices having varied screen sizes, mobile learning has now become a major attraction in the learning industry. Facts reveal that 47% of organizations are now using mobile devices to support formal learning. This has led to the need of having courses with a responsive design to create multi-device learning more effective, as learners now prefer to access eLearning courses from their choice of devices. This requires eLearning designers to develop courses that are responsive, to enhance learning experience of the learners.

Both, responsive and adaptive eLearning designs are based on the web design principles. To understand these two variations of design, in this blog, we are going to talk about pros and cons of a responsive design and adaptive design in eLearning course development.

What is Responsive Design?

It is defined as a process that fluidly alters its layout to fit the environment in which it is being viewed.

Responsive Design in eLeaening

A responsive design is a type of design that runs swimmingly across all devices like desktops, tablets and smartphones. It involves development of only one design which is coded in a fashion such that it suits the display screens of the device the learner is using. The device could be a PC, a tablet or a smartphone.n one hand, creating responsive designs make it easier to access information irrespective of the device they use, while on the other hand, it can be a tough task for a designer to make changes to the design for only a particular device. The challenge for the designer here is to ensure that these changes do not affect the design for other devices.

Like a coin has two sides, below are some pros and cons of having a responsive design.

Pros of Responsive Design

  • Responsive design: If an eLearning course developed is responsive, there is no need to have multiple designs for different devices. This makes it easier for the user to manage and monitor one course across different devices, unlike having two or three different course designs to manage. Hence, responsive courses require less development.
  • Single point distribution: Developing responsive courses will have one single point distribution from your LMS.
  • Scope for customization: Responsive eLearning courses can be easily customized and content changes can be done in a hassle-free way.
  • Content Accessibility: eLearning courses that are responsive come with an added advantage of providing content that is as per the guidelines of WCAG 2.0 (Web Content Accessibility Guidelines).
  • Cost effective: Undoubtedly, designing and developing only one version for all platforms/devices is way too cost effective than having multiple versions of the course designed to suit multiple device displays.
  • Requires less resources: Designing and developing responsive eLearning courses demands less effort, less resources and a smaller team as compared to developing adaptive courses.

Some of the rapid authoring tools/frameworks that are reliable for designing responsive eLearning courses include Elucidat, Evolve, Gomo Learning, Articulate Rise, Adapt, HTML5, CSS, Lectora 16/17, Bootstrap, Angular JS. However, rapid authoring tools such as Adobe Captivate and Articulate Storyline claim to create responsive designs, but the results are not always desirable; these authoring tools still need time to improve.

For corporates who plan to provide training via eLearning courses using gamification, storytelling or scenario based training modules, responsive courses are a big NO. Instead, app-based eLearning is highly recommended in these cases.

While there are so many advantages of having a responsive design, the disadvantages cannot be neglected.

Cons of Responsive Design

  • Technical inconvenience: Although responsive design is a work for devices with new technology, old devices may not respond well to this design. Old browsers or devices may take too long to open the courses & modules.
  • The User Experience: While designing an eLearning course, user experience is one of the main parameters to be kept in mind. Providing a satisfying user experience through desktop/mobile course is important. But, one must understand that desktop and mobile are entirely different user experiences. Pay attention to not losing both the users in attempts of trying to give a satisfying user experience to both. Hence, creating responsive course require more careful designing efforts.
  • Poor Content Adaptation: Responsive course design does not ensure your learning content for mobile is well adapted for mobile users and learning content for desktop is well adapted for desktop users. With hundreds of varied screen sizes and resolutions of devices, it is difficult to create a design that is responsive across all device screen sizes. Hence, a few devices may not display content as desired.
  • More loading time: This is possible among the mobile course as the poor or inconsistent data connectivity can lead to increase in load time of the course unlike on the desktop.

To conclude, creating responsive mobile learning courses is not just shrinking the content to fit various screen sizes, but following eLearning design principles such as maintaining user readability across all devices for better learning outcomes.

What is an Adaptive Design?

Adaptive Design in eLearning

Adaptive design can be defined as a set of layouts that are designed suited to each screen variation. Hence, it is less fluid in nature and consists of predefined layouts for various screen sizes. This means, for each different screen size, a layout needs to be designed. For example, if the content needs to be displayed across 5 devices with different screen sizes, 5 different layouts need to be designed to fit each of those screens. If you are targeting users on a particular device, then adaptive design is a good choice.

Pros of Adaptive Design

  • Efficient page loads: Adaptive courses are preferred over responsive designs as these are much better for load time performance and provide great user experience. This is because these courses are developed as per the requirements of running these courses flawlessly on a device, wherein only mobile-friendly assets are downloaded.
  • Tailor-made experience based on the user intent & context: Having an adaptive design enables you to provide learners with a finely tuned experience on an adaptive course which makes it intuitive and quick. This works in favor of companies who wish to provide an exclusive learning experience to their employees (working more often on field) who use mobiles for corporate training/learning.
  • Extensive control over design: Adaptive course design and development gives the designers complete control of designing the course as per the device for which the course is to be developed.
  • Increase reach: Having an adaptive course design enables you to provide training to maximum learners on the go.

Cons of Adaptive Design

  • Resource and budget heavy: Creating and managing adaptive courses needs a team of developers and budget, to manage the complexity of opting to develop and support adaptive courses. Hence, it is heavy on pocket.
  • Complex nature: Designing or developing too many separate versions of courses is extremely time consuming and is no less than a tough grind. Hence, the complexity increases with each newly designed course layout for each device.
  • Limited to specific devices: Designing adaptive courses can be done only for specific devices and hence, limits its functionality to these specific devices only.

At eNyota Learning, we design and develop eLearning courses as per the requirements of our clients for creating better learner experiences for their audiences. Although these two types of design approaches are different, the overall objective remains the same i.e., creating effective eLearning for a memorable learning experience for the learners.

So, which approach is more appealing to you with respect to your target audience?

Connect with us if you need interactive eLearning/training courses for your employees/learners. A meaningful conversation is never a waste of time!


Sometimes it seems that you cannot go a day without hearing a mention of mLearning (mobile learning) in our little eLearning world. The market opportunity being spoken of is truly huge – a recent report by research firm Markets and Markets pegged the total spend on mobile learning in 2020 at $ 37.6 billion. Pretty much every player in the space has to sit up and take notice of such numbers. There has been a lot written, including by us, about situations where mLearning should become the preferred choice. That being said, though, what are the downsides? What are the situations where you should consider not climbing onto the mLearning bandwagon?


In this technology-savvy world, the learners use multiple devices to stay connected with the world, and simultaneously use their free time effectively by browsing information on their smartphones, iPads, etc. Now to live up to this multi-usage expectation, eLearning specialists have to design and deliver courses for multiple devices; courses that effectively work across different resolutions, screen sizes, and operating systems. But this is not an easy task!