As someone who cares about the prosperity of your business, you want your employees to be able to apply the knowledge acquired from the training programs to resolve real problems at the workplace. You have invested time, money, and effort to train your employees; you want to make sure that they DO and not just recite theories, quote statistics, and recount case studies. You want your employees to be able to figure out what is wrong with a machine and fix it, than just know the troubleshooting tips. Unfortunately, transferring learning is easier said than done. According to research, packing your courses with punchy content does not always deliver the knockout effect you desire.  Learning transfer is challenging because human beings are complex individuals and every person is different from the other. It is difficult to predict how each of them will respond to a course. One game that appeals to the intelligence of one learner might be too challenging for another one. Again, someone may comprehend an idea very well during the training but may not be able to apply his knowledge to solve a real-world problem. The most powerful reason why learning transfer is ineffective is that 90 percent of training is designed without a well-defined strategy that facilitates it. There are various other factors that determine how efficient the transfer of learning will be. Read this paper to find out. When you have an idea of the variables you have to work with, you can design more effective eLearning programs. As a training manager and a course designer, you have to provide a COMPREHENSIVE learning experience. You have to keep in mind that learning does not start and stop with the training session. You have to take care of all the stages of learning transfer: before, during, and after training. 

Changing old training methods to suit current learners’ needs isn’t just about taking technology and shortened attention spans into consideration, it’s about empowering today’s workforce with the tools they want and need to be satisfied with their jobs and to be better assets to the company as a whole.  Getting to this point means doing away with old methods like lengthy lectures and dense presentations, and acknowledging that no one really likes being talked at. Not only is it boring, but it's also not effective. 

We have access to virtually unlimited information at our fingertips these days. Sound instructional design takes all of this information that is whizzing by in all directions and creates structure around it. This structure focuses on concepts consistent with how people learn. Traditionally, this occurred through macro learning opportunities like classes, degrees, and classroom training programs. Advancements in technology have allowed two disruptive innovations to emerge: Microlearning and Personalized Learning. These developments are of interest to learning leaders and L&D professionals who aim to equip their employees with the most relevant information while reducing the time, and ultimately money, that is spent on workforce development. At the same time, employees are looking for ways to engage in asynchronous instruction that is tailored to their current knowledge and builds towards complete mastery.

Artificial Intelligence (AI) isn't just a buzzword!

Your company has just upped the training budget and rolled out a new set of eLearning courses. You are upbeat and confident that these courses will help your employees be on top of their game. And then comes this shocker: the surveys reveal that your employees think your courses are not hitting the mark! They report not feeling motivated to take them. Worse, many amongst those who went through the training felt they wasted their precious minutes and hours.  Can you fathom what went wrong? After all, you invested so much time, effort, and money into their development. It is natural for you to want to know before you launch a new set of training programs. According to the findings of a study published by CLO report, 45 percent of workers report that the training they go through is not relevant to their job needs. This is a piece of statistic that will make every training manager around the world sit up, shudder, and wonder aloud, “Have we been creating and dishing out content worth hundreds and thousands of dollars for nothing?” 

64% of students say the ability to access courses on their phones is a must. Therefore, implementing training programs on mobile devices is no longer an option, now it is a norm. Therefore, one of the biggest challenges in 2021 is to improve the effectiveness of corporate learning programs, and for this, you must be where your students are. It's that simple!  Mobile device usage has expanded. But, in 2020, device usage increased significantly due to the coronavirus. If you haven't taken your training programs mobile yet, we urge you to start considering it, as it brings benefits such as: Learners can have access to information at any time, anywhere. More than 70% of employees use search engines to learn what they need for their jobs; will unlock their smartphones 9 times an hour, and watch videos for no longer than 4 minutes. Higher engagement:  Its ability to include more interactive and collaborative content, leads to higher participation. Online communities and social media features in mobile learning environments are a great way to keep learners interested and engaged. A learning process that adapts to modern needs. Removes formality. Mobile learning removes the sense of formality attached to education that non-traditional learners find unattractive. Before you start your journey in this world, it's important to know what the challenges come with mobile learning and, of course, how to deal with them. Read on and find out.

The essential responsibility of every Instructional Designer is to ensure a high-quality learning experience. That has not changed in our increasingly multi-device world. The basics, from audience analysis to writing to the objectives, are still important. However, the role of the instructional designer has evolved and now involves a new mindset to adapt and thrive in a multi-device world.

What is "Just-In-Time Learning"? It is walking down to the desk of a more experienced co-worker to ask for a solution when you get stuck on a project. It is looking up Wikipedia when you come across a novel concept during your browsing sessions. It is calling up mom when you want advice on a recipe. Just-in-time learning is having access to knowledge just when you need it. It is not having to wait till the formal training happens or you can catch hold of a subject matter expert.