According to Forbes, the eLearning market is poised to grow to a whopping $325 billion by 2025. Whether you’re a large company or a startup, providing your employees with the best possible training to improve their productivity must be on your mind. Most agree that this is key to grow the business and remain competitive. Considering how geographically dispersed modern organizations are and how different the training needs are, setting up a training program is not easy. A one-size-fits-all approach will invariably fail. You need to create a learning organization that addresses the unique enterprise training challenges that your employees face.

Here are 5 of the most common enterprise training challenges and how eLearning can help address them

Hectic employee schedules – no time or energy for training

In today’s extremely fast-paced business world, daily tasks, meetings, deadlines, goals, and a slew of other demands are draining employees’ energy. To expect them to undergo training is borderline unfair. What’s even worse is trying to intrude on their personal time with training sessions—that is surely going to make them resist, and even resent training.

How can eLearning help?
eLearning is a great tool to overcome this challenge.

  • Through microlearning, you can deliver useful and relevant content in bite-sized chunks for better understanding and retention.
  • Short videos, checklists, graphs, and infographics are simple formats that make training easier to consume and retain.
  • By prioritizing short, straightforward assessments whenever possible, employees can be given opportunities for feedback on their progress.
  • eLearning programs that are optimized for the mobile make training even more convenient. It allows employees to access training content anywhere, at any time—on the way to work or even during their lunch hour.

A dispersed workforce—impossible to get everyone together

The steady rise in distributed teams gives rise to new challenges in training and development. As the workforce is dispersed across locations, enabling access to training materials for employees in different locations is challenging. Coordination is hard, physical gathering for classroom training is impossible, and the difference in time zones can spell havoc for the training team.

How can eLearning help?

For a highly dispersed workforce, eLearning can help create the perfect culture of continuous learning and ensure employees have the right skills to do their jobs at all times.

  • Mobile learning courses can be made available to staff at any time and in any place and can be accessed throughout the day, without any constraint on time or on training room or trainer availability.
  • Using video conferencing, webinars, online forums, and social tools, the decentralized workforce can learn and train at their own pace and in the environment of their choice.
  • Employees from various locations can get trained in real-time, and foster trust and empathy between each other.
  • Instant connectivity to subject matter experts, regardless of where they are located, helps employees to voice concerns, raise questions, share experiences, and fill gaps almost immediately.

Unique training needs—different cultures, different learning habits

When you provide any kind of training, it’s important to consider learner preferences and habits to accelerate the rate of learning. This is easy when you have to train just a handful of employees. But when you have learners in the thousands, each from a different culture, with a different learning style, and unique training needs, training becomes a herculean task.

How can eLearning help?

eLearning can dramatically transform the way your employees learn and consume content. Personalization is a great way to enable your workforce to hone their skills and improve their productivity.

  • A thorough needs analysis focuses on identifying the learning preferences, especially with respect to tech savviness. You can use these findings to design your training program.
  • By carefully understanding the learning styles and preferences of the workforce across different geographies, you can personalize content in a way that suits their needs the most.
  • Different content types like video, notes, graphics, gamification, and Augmented and Virtual Reality can cater to the needs of different generations and their individual learning preferences.
  • eLearning communication forums can open up communication channels and make it easy for all learners to ask questions and receive content as well as technical guidance.

Lack of engagement—poor knowledge retention

Over the years, training has often been looked down upon as a hindrance to productivity mainly due to how tedious and un-engaging training content has been. However, engagement is an integral aspect of any training program, a lack of which can result in poor commitment, passive or forced learning, and poor knowledge retention.

How can eLearning help?

eLearning leverages modern and highly engaging technologies to make the learning experience intuitive, exciting, and real. By using gamification and technologies like AR, VR, and Artificial Intelligence, it ensures employees are fully engaged and immersed in learning.

  • By communicating the learning outcomes upfront, learners can understand the objectives of the program at hand, and also associate the relevance to their everyday job.
  • Programs that make use of VR can transport reps to a highly interactive world that mirrors their real-world environment and provides the required context to understand those aspects of their job better.
  • Practical learning activities like case studies, scenarios, and role-plays can engage learners in active problem-solving and contribute to better cognitive engagement.
  • Discussion forums and other informal social spaces can enable learners to engage emotionally with other learners, as well as with the training process.

Evaluating training outcomes—measuring and tracking skills development

As customer demands change, employees need to be constantly upskilled. Although you might provide training to your employees, as a “task” in your list, how will you measure the effectiveness of your training programs? How do you measure and track skills development? How do you ensure course completion?

How can eLearning help?

A modern eLearning solution allows you to monitor individual completion and achievement rates. It also enables you to get feedback on your courses and understand the gaps that can be filled in the future.

  • Built-in analytics allow you to pull up reports and analyze learning data, track course completion, and create assessments to test skill levels.
  • Established metrics and goals reflect exactly on the courses the employees have taken, enabling you to keep track of their progress on a continuous basis.
  • Employee feedback on the course can make them feel responsible for their own development.
  • With continuous insights on what worked and what didn’t, you can make the necessary changes to ensure your content remains current and relevant.

eLearning for improved productivity

In a world where competition is pushing organizations hard, high employee productivity is imperative. After all, it is only when your employees are engaged and empowered in their jobs, that they can do their jobs well. eLearning is a great tool to ensure your employees are equipped to perform. Not only is it engaging, but it also ensures the training content is relevant, interesting, and contextual. When applied and practiced well, the end result is, unquestionably, improved productivity.

Reach out to us at contactus@enyotalearning.com or click here to schedule a call if your organization is facing a set of enterprise training challenges. Our group of experts are always happy to assist you!

Enterprise Training Challenges


Learning and Development initiatives contribute greatly to keeping the employees happy, engaged, and empowered by giving them the assurance that the company is invested in their growth aspirations. With millennials making up 75% of the workforce today, we have to take into account that 87% of this segment believes professional development and career growth is very important to them. Ceridian reports that 91% of top performing employees rate learning and development opportunities as very important. And then there is the statistic that shows that companies that invest in employee training and learning and development initiatives enjoy 24% higher profit margins as against companies who don’t. Learner experience is about providing the opportunity to learn and grow through avenues that excite and engage learners.

A great learning and development strategy doesn’t just ensure that your employees remain content with their jobs. It also ensures that they remain committed, enthusiastic, involved, and ultimately, productive in their job roles. Those organizations that understand this are focusing on actively creating a culture of learning and have effectively employed eLearning to drive the same. However, worrying trends are also visible. According to reports, the current average completion rate for MOOC’s averages out to only 15%. Other studies reveal that the dropout rates for online courses stand as high as 70%. Given the investment that goes into the learning initiatives, it is time that we re-evaluate the way learning is disseminated.

Taking a Learner-Centric Approach

Organizations are realizing that they need to amplify their learning initiatives to engage employees, improve productivity, and close the skills gap. However, we need to take a close look at how learning is being delivered today. Instead of an administration-centric approach, we need to adopt a learner-centric approach to achieve the desired results from these initiatives. This can only be achieved when we begin to focus on learning experiences to enable continuous learning.

Training and development initiatives thus must move beyond the traditional PowerPoint presentations, eBooks, and generic training videos. We need to now look at evaluating ways that help the learner become the driver of their learning and development. For this, it is imperative to focus on learning experiences and evaluate how to enhance them to compel the users to complete courses, improve training outcomes, and drive knowledge retention.

Focus on Frictionless Experiences

Learning experiences have to become absolutely frictionless. In a world ruled by consumer-grade experiences, it is unfair to expect an individual employee to like something that will be challenging to use. Learning Management Systems thus have to be designed keeping the end user’s standards in mind and to create a frictionless experience.

The principle of ‘don’t make me think’ also plays into designing great learning experiences. LMS’s have to focus heavily on enhancing end-user satisfaction. Factoring in things like accessibility, usability, and fun in the interaction between the course and the user are some good starting points. We have to start looking at the learner experience with the LMS in the same lens as User Experience Design in product development. The UI thus has to support and enhance learning outcomes, and learners have to be kept at the core of the experience. Cognitive elements have to be employed suitably to enhance learner retention and concept application.

Contextual Customization and Personalization

Understanding the learners, their job roles, specific needs, assessing and understanding their existing skill sets and knowledge levels helps in taking the learner-centric approach. Observing patterns such as how they prefer to consume information, the devices they like to use to access information are also important points of consideration. The core has to be to create meaningful learning experiences that help learners perform their roles better. The millennials, for example, are extremely comfortable with technology. Designing mobile learning experiences for them will yield better results than classroom training or learning delivered through one-way lectures.

Enabling Continuous Learning

This age of ‘anytime, anywhere’ also has to drive learner experience. A diverse workforce, changing everyday needs, and distributed teams and employees, are reason enough for learning solution providers to ensure that they drive learning experiences that are easily accessible. Learning must be continuous and enabling. This means, if a salesperson has to access a certain piece of information during a meeting, they can easily do so from their learning repository. Thus, focusing on mobility becomes critical in driving learner experience.

Ease of Use is a Great Learner Experience Driver

The LMS in use simply cannot drive learning experiences if it has a steep learning curve. The learners should be able to navigate the LMS easily to fulfil their training needs and immediate objectives. If learners log in to the LMS and have to ask too many questions, then that’s a problem that needs to be addressed immediately.  Employing gamification and interactive elements such as AR and VR organically increase the ‘fun’ element of the learning program. It also helps drive richer learning experiences by engaging the users in an appealing manner. This helps them learn faster and enables better learning outcomes.

The new learner experience demands that eLearning has to evolve from ‘telling’ to making the learner feel more ‘involved’. We have to move away from providing isolated learning experiences that lead to learner attrition. By focusing on the elements that drive learning experiences, we can curate learning programs that fill the existing knowledge gaps and can enable continuous learning, anywhere, anytime. Most importantly, by focusing on learner experience, we can design a learning strategy that the learners would actually want to be a part of.

icons, infographics, etc., roll-overs can be found at 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 exercised such as quizzes, identification components, drag and drop, matching, etc.

At eNyota we strive to help deliver eLearning that makes a difference. Our courses are designed for the learners first. Ensuring learner experience is at the core of your course helps in a successful training initiative. Try adding a little animation or interactivity to your important topics and watch how learners respond with greater interest. This is the true essence of learner experience and we know how to deliver this. Reach out to us at contactus@enyotalearning.com or click here to register yourself for a callback. We assure you it’s worth it.

Deliver the Best Learner Experience

 


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


With new technological advancements happening every single day, the eLearning landscape is just not what it was even five years ago. Reports suggest that eLearning will be a $37.6 billion market by 2020. The biggest technological change was brought about mobile technology – that used smartphones and other hand-held devices for delivering interactive and engaging content. In the next wave, technologies like Augmented Reality (AR) and Artificial Intelligence (AI) may take eLearning to an entirely different level. These new technologies could dramatically change, and in many ways already are changing, the way learners are learning, consuming content in a more personalized and concise manner.

Technology Trends

The impact that technology has on everyday life is beyond dispute. It is influencing the way we communicate, work, socialize, and learn. In the eLearning game, technology is causing a paradigm shift in the way content has been delivered and consumed. These trends are enabling those creating eLearning to visualize new and innovative content and formulate solutions that blend modern technology with personalized learning experiences. Let’s look at 5 technologies that are sure to have a massive impact on eLearning:

  1. Microlearning: In a world of millennials with short attention spans, the popularity of microlearning is already irrefutable. As learners become more and more finicky and demanding, they expect content to be short, relevant, contextualized, and specific. microlearning offers much value in the eLearning space with its small and context-based learning experiences that allow learners to learn from their own personal environment. Learners can be in control of what content they want to consume and how they want to learn it. By delivering just the right burst of information, microlearning helps learners quickly close a skill gap or meet a specific learning outcome and perform the task at hand with ease. Being learner-centric and easy to use, it is widely accepted and has a positive impact on learning outcomes.
  2. AI: AI provides effective learning solutions for industries with dynamic learning needs. Since every individual processes content and learns from it in different ways and at different speeds, AI can help organizations curate content that fits the individual needs of learners –neither too fast (or too slow) and not too confusing at the same time. Organizations that need to update their courses on a continuous basis can benefit from AI. They can drive efforts in improving content at periodic intervals. eLearning solutions, when equipped with AI can automatically recognize the individual learner’s understanding of a concept and guide them to the next stage of learning depending on the current level of understanding – enabling everyone to absorb content at their own pace.
  3. AR/VR: AR and Virtual Reality (VR) can make eLearning engaging and fun at the same time. According to a report, VR in education is predicted to be a $200 million industry by 2020. By bringing learning closer to the sensory world, AR/VR eLearning solutions provide learners with a hands-on experience, enabling them to feel and experience specific aspects of their daily jobs. This enables trainees to take part in simulations that imitate real-life conditions as opposed to learning in a traditional classroom environment with textbooks and PowerPoint presentations. Using AR/VR, companies can effectively train people across a variety of industries: for eg., flight crews can be trained on how to use cockpit equipment, shop floor workers can be trained on critical equipment, and new doctors can be trained on medical procedures. AR/VR make the learning process more realistic, interesting, engaging, and easier to grasp.
  4. Chatbots: Chatbots interact with learners in a human-like manner and help in creating an interactive learning experience – similar to the one-to-one learning experience with a teacher in a classroom-based environment. They can be trained to provide basic knowledge, assign projects, respond to queries, analyze learner behavior, keep track of their understanding and progress, and aid in enhancing the skills of individual learners. What’s more, chatbots can also send regular reminders and notifications to learners and enable them to complete tasks and assignments in time. Since they can adapt to the speed of individual learners, they can initiate effective workplace interactions to boost employee collaboration and workplace productivity. Chatbots can serve as the perfect platform to drive learners in the right direction.
  5. Analytics: As business and technology evolve, continuous learning is what will help organizations outpace rapid change. Analytics in eLearning can help boost the impact of learning in today’s digitally inclined world. by analyzing data about learners and unearthing actionable insights from individual interactions. Trainers can personalize content, refine learning modules, and improve the efficiency of eLearning programs. As learning gets distributed across several devices and locations, analytics can play a significant role in optimizing learning mechanisms. What’s more, analytics can also gather individual learner performance data and alert trainers in case any learner needs more attention.

Technology Drives eLearning Outcomes

Technology is causing a revolution in the eLearning industry. Although mobile has long been the leading light in the eLearning space, today, several modern technologies like microlearning, AI, AR/VR, chatbots, and analytics look set to become real game changers for the eLearning industry. With the capacity to greatly improve and personalize learning experiences, these technologies are what organizations must focus on to stay relevant in a rapidly changing business environment. Are you ready?

We at eNyota have 11+ years of experience in driving your training and development needs using technologically advanced courses! Reach out to us at contactus@enyotalearning.com or Click Here and one of our executives will get in touch with you shortly on how we could help!!
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eLearning has gradually evolved to a large-scale industry over the last few years. 2017 witnessed reinvention of various learning technologies and allocation of more budget and investments in eLearning programs, learning management systems, and various educational tools for training employees.

A similar shift was observed in the learning and development departments of various organizations in 2017. Trends like mobile learning, social learning, microlearning, etc., are expected to continue evolving eLearning experiences for learners in 2018. Organizations will also explore new opportunities and approaches such as artificial intelligence, interactive video-based learning, etc.

Learning Trends in 2018

In this blog, we will talk about the top custom learning trends to look out for in 2018.

  1. Augmented Reality (AR) and Virtual Reality (VR)

In 2017, AR and VR were quite popular as training implementation modes. Although virtual reality has been out in the market for some time now, augmented reality and mixed reality are expected to bring new possibilities in creating deeply engaging learning content. Traditionally used for gaming and movie experiences, AR and VR can bring about a paradigm shift in the way learning takes place. While VR can be effective in teaching skills and risk-management tasks, and performing complicated actions, AR can be a game changer in providing just-in-time learning. These scenarios will be helpful for learners who want to learn more about tools, technology, or devices. Scanning a QR code can give them instant access to the desired piece of information.

Both VR and AR will contribute towards the betterment of training and development, and simplify onboarding processes, thus resulting in easier collaboration among teams and remotely based employees.

The reducing costs of wearable technology will be an added advantage for organizations who wish to explore AR and VR possibilities for immersive learning for their employees and learners. We may also see various other applications of AR and VR throughout the year.

  1. Gamification and Game-Based Learning

Gamification is one of the biggest trends in the eLearning industry today. It is becoming a quick and easy way to engage learners, get them on board, and help them reach their goals faster. Learners can practice real situations and challenges in online environments to develop skills. In 2018, organizations will continue to invest in developing gamified training courses to keep their learners engaged and retain interest in learning with fun. Gamification has set new standards of delivering learning experiences that are smoother and more relevant to learners.

  1. Artificial Intelligence

The use of Artificial Intelligence in improving the learning experiences of learners is an interesting wave to watch out for in 2018! With iPhone bringing Siri (chatbot) to assist its users, people are keener to see and interact with more chatbots and intelligent assistants. 2018 will be an interesting year where chatbot conversations may become ‘real’ with evolving applications of artificial intelligence in the eLearning and training space.

  1. Microlearning

2018 is expected to be the year of content that can be readily consumed within a regular working day. Bite-sized learning will ensure delivery of training with a targeted approach that is more objective-specific and does not demand a long commitment from the learners. Microlearning encompasses a range of learning techniques such as short games, videos, quizzes, or interactive infographics. It is now expected to become a mainstream method for corporate training, instead of remaining just a supportive learning solution to eLearning. In 2018, microlearning can be seen as a potential training delivery method that will blend with a focused approach on experience-based learning and performance support in corporate organizations.

  1. Digital Learning—Webinars

Webinars have been in play since the past couple of years. However, what has changed is the way organizations are utilizing webinars to train their employees for an in-depth understanding of their products and services. Conducting demos to educate teams, clients, and end-customers through multiple batches or sessions of webinars will be a good trend to watch out for in 2018.

  1. Social Learning

In 2018, social learning will continue to be an add-on for keeping learners engaged via interactive and sharable learning content. Features in Learning Management Systems like digital badges, leaderboards, course management, learner performance tracking, advanced analytics and reports, etc., will provide meaningful data for customization and personalization of training based on learner-needs. Providing learners with the ability to interact and compete with other learners on training will boost learner engagement and keep them motivated to hit their training goals on time.

  1. Content Curation

Delivering the right content to the right learner in the right format is the key to effective training. Content curation will be as powerful in 2018 as it was in 2017. It is here to stay, to give learners the right learning experience through custom and responsive learning solutions. Curating content is an integral part of any learning and development strategy to build a strong learning culture across the organization. Content libraries augmented to ensure learners have everything they need to know at one place will lead to knowledge sharing, better collaborations, and innovation across teams within the organization.

  1. Interactive Video-Based Learning

More engagement, more involvement, and more learning is what 2018 will witness through interactive video-based learning. Involving learners in learning videos and engaging them on internal sites and networks with video content is an effective way to make learning happen. With the increasing consumption of video content, we can expect more video sharing activities among employees. Live streaming through video platforms can also be a good aid for training in 2018.

  1. Workforce Enablement

Organizations are now more concerned about employee productivity and are exploring methods beyond automation. Workforce enablement is a crucial focus area. It will drive organizations to bring in employee engagement and training programs to keep them motivated and to build a learning culture at the workplace. Short attention span has been impacting knowledge retention among employees, thereby hampering their productivity. So, it is important to constantly motivate employees through regular interactive training sessions in the form of discussion forums, group chat sessions, etc. Constant learning interventions for workforce enablement will be a strong trend to keep track of in 2018.

  1. Open Platforms (LMSes)

LMSes and open platforms are expected to evolve in 2018 and become more flexible. LMSes are expected to facilitate easy integration with other systems and support the niche learning-delivery requirements of an organization. High-level customization to support specific needs of learners is a trend that we must look out for in 2018. Personalized learning will become easier with surveys and advanced analytics providing detailed insights about learner behavior.

  1. Performance Support

Development of learning aids based on conclusions drawn from analytics and reports of learner performances from an LMS will stand out in 2018.  Providing and managing training on the job for employees will be improved through performance support. Extending the formal training to employees while on the job will become easier through performance support. Creating a backup of employee knowledge and skills and using it for effective formal training to achieve job goals will be yet another trend to watch in 2018. Learning and performance support tools like Knowledge Reinforcement Tools, Sales Enablement Platforms, etc., will flourish. These will enable employees to perform tasks without any help from external resources, especially during the absence of formal training for new hires, thereby reducing the overall training time.

Over the years, eLearning has gained popularity with the advent of new training techniques and methods. Online learning has a promising future in 2018, as portrayed by the custom learning trends that we have mentioned above. These will drive new concepts and methods of training and development in organizations.

What other trends do you think will flourish in 2018? We’d love to hear your views in the comments below!
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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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It is common knowledge that Adobe Flash is not supported on iPhones and iPads. While Apple has been a long-standing critic of Flash, recently the software from Adobe found criticism from two more technology companies – Mozilla and Facebook. Recently, Mozilla’s technical team decided to block Adobe Flash from the Firefox browser. And a week before, Facebook’s Chief Security Officer had asked Adobe to announce the end-of-life date for Flash as the software is too vulnerable from a security point of view. In light of these developments, it is widely predicted that the future of Flash is at risk.


Smartphones and tablets are not anything new. And the increasing number of companies venturing into this domain stands testimony to the fact that people have become much more technology-savvy than they were until a couple of years back. Smartphones have become a preferred choice for learning on the go. Whether they are to be used as a new music system or new learning tools, smartphones are handy in their own ways. An increasing number of organizations are willing to invest in the Bring Your Own Device (BYOD) policy to encourage learning. It is exactly at this point it becomes important to convert Flash-based legacy courses into open-sourced technology, HTML5, so that they become compatible with mobile devices. Articulate Storyline is the preferred choice when it comes to converting legacy training material into HTML5 and in this article I’ll show you why.


Imagine a situation where you have attended a tool-related training course and have been asked to work on the tool a couple of months later. When you try to work on the tool, you do not seem to remember most of the content; here comes the need of performance support. We all know that we are hardly able to retain 30% of what we are taught within 48 hours of training. You scan through the web, ask people around you, and even contact the support team, but you can barely manage to solve the issue. Now, rewind and think of how much resources are wasted during the time it took you to access the information from various sources. Indeed, a lot!


It’s common these days for companies to have offices in multiple countries, and comforting to rely on tailored eLearning experiences that maintain the company’s missions and values, regardless of which side of the world their employees are on. However it can be overwhelmingly frustrating to develop a course with the intention of getting everyone on the same page, only to later discover the situation has been made worst through misinterpretation. Content being “lost in translation” should never be an excuse for the failure of reaching learning objectives and goals, and that’s why localization plays a huge role in the design of course development. Here are 7 tips for designing an eLearning for better localization: