Workplaces nowadays are hit by a huge wave of knowledge transfer, mostly because Baby Boomers are approaching retirement, and the fast-paced business environment pressures employees to always work with the latest updated information. Only technology can help companies successfully manage this transfer of knowledge between employees, and LMSs are almost always a part of the solution.
Recruiting and hiring new employees that are eager to learn is not everything a business organization needs to be successful. Aside from getting trained, employees need to be engaged into the whole learning process. So how do you engage the modern learner, which has little or not at all time and patience to sit down in a conference room and listen to a trainer for three hours?
AR technology works just like the power of imagination: it helps create imaginary learning scenarios by adding an extra tech layer to reality. Three popular and already interesting training methods that can largely benefit from the AR technology are case studies, simulations and scenario-based learning.
Studies related to the learning process at work show a lot of patterns and models of learning. The 70:20:10 learning model is one of the most valued. According to this model, 70% of learning at work comes from on-the-job experiences; 20% comes from interacting with others, and the rest of 10% is obtained through formal learning. But is 70:20:10 right for your organization?
The world has more mobile devices than it has people. From corporate CEOs, managers and fearless entrepreneurs, to busy-bee knowledge-based employees and agricultural or industrial workers, everyone seems to own one or more mobile devices — and use them while at work. Companies just can’t ignore m-learning any longer.
The Reusable Learning Object Methodology is a great way to design blended learning efficiently and effectively. This methodology has plenty of advantages, among which are a shorter development time, a greater control over module versions, and an easier way to adapt courses for both online and face-to-face instruction.
Online Educa Berlin is a global, cross-sector conference on technology supported education and training. For the 22nd time, this conference gathered together in Berlin thousands of stakeholders from business, education, government, research and NGOs to explore many important areas of learning and technology. The CYPHER LEARNING team was proud to be part of OEB 2016.
Here are seven e-learning trends that will be around in 2017: mobile learning, gamification, personalized learning, machine learning, social media learning, bite-sized learning, and video-based training. What else would you add to this list?
Games can be an important asset when it comes to company training programs because they attract learners and make them connect on a deeper level with the content. And let’s face it, people like games. They like the challenge, the competition and the gratification it offers. But if we want to use games at their highest potential, we must keep in mind that the purpose of games in training is to aid the process of learning.
Most online courses don’t have to win an international prize for design; they just have to deliver new knowledge in a nice visual way, to help learners better remember it. You don’t need to draw anything by hand, but you do need to keep in mind a few ground rules about design when you start to add visuals into your course.