With the eruption in the digital technology, it is important that we improve in how we do things in order not to be left behind in this advancing world. This includes the use of digital technology in training delivery. Videos have been linked to being a highly contributive factor when it comes to effective training and organizations that have not been leveraging this tool are definitely missing a lot.

Micro learning is being increasingly used by numerous organizations whether it is for formal or informal learning. It is the favorite of all users as it consumes less time and is available to them exactly when learning is needed (just-in-time). Furthermore, its rich media formats ensure greater learner engagement and superior information retention. The micro-first model for business training simply makes sense.

With corporate education becoming almost entirely learner-centric, one solution is personalized adaptive learning. Of course doing things that are familiar and somewhat cozy (like popping lasagna in the oven) is easier but at times it can prove counterproductive. Implementing adaptive learning in the organization (or cooking that broccoli) takes but a small amount of effort compared to what it brings to the table.

Corporate learning specialists tend to spend a lot of time and effort on providing quality e-learning content and expect employees to just jump at the opportunity to enroll. Even with the best programs available engagement scores are rarely as high as L&D managers would like. But with the use of simple marketing strategies, that can change.

For corporate L&D departments it is getting increasingly challenging to keep track of all workplace learning. Implementing xAPI allows L&D specialists to make very informed decisions about what the learning path of each employee should look like, identify performance gaps in real-time and intervene rapidly to correct it and above all build the necessary bridges between employee experience and the company’s key objectives.

There are two things that come to mind when thinking about the disruption Millennials bring along at work: the demand for equilibrium between personal and professional life and the desire to continuously develop professionally. A great blended learning program takes the best of face-to-face, instructor-led training and e-learning, and blends everything to meet Millennials learning needs and more.

Since the way things look play such a great part in a person’s decision to buy or go through with something, it puts instructional designers in the position of paying a lot more attention to how training courses look rather than focusing mainly on the learning objectives and information to be delivered. So here are a few ideas to put into practice for those who want a better graphic design in their e-learning courses.

It’s always been a challenge for instructional designers to answer the “what’s in it for me” question that every learner asks themselves at the start of a course. Getting someone to study requires a lot more that the logical explanation of why they should do it. Developing a coherent incentive system to go with corporate e-learning helps a lot with this issue as well as with increasing employee engagement and retention.

Many organizations that are not required to do so by law choose to be 508 Compliant as this provides greater inclusivity. Since this section is directly referring to all technology driven software, this also applies to all virtual learning. For companies this means that all e-learning programs should abide to the rules and be easy to access by anyone in any circumstance.

Generally people are prone to respond well to those who appear to like and, most importantly, understand them. For e-learning designers this means they need to know who they are designing it for and what makes that particular target audience (or audiences) tick. Using personas (or learner profiles) is a good way to make sure that the end user is always minded, right from the blueprinting stage of a course.