According to research, employees are more than 75% more likely to watch a video than read text-based content—but what type of video should you use? The type of video you incorporate into your training materials will depend on a range of factors—and the options have expanded!
In April Limestone was invited to present at an annual online conference (virtual symposium) for Royal Roads University (RRU) for adult learners starting the Diploma and Master of Learning and Technology (LRNT) programs. The symposium began in 2017 and is designed as the opening event for the first LRNT course. It also forms part of the first assignment, where learners write a paper connecting ideas from the online presentations to readings.
More than ever, L&D professionals face an ever-expanding menu of tools and approaches to delivering training. And it all looks so delicious! But you can’t order (or serve up) everything on the menu—you’ll blow your budget. Best to choose menu items that deliver the best flavour for the best price. In other words, order the nuggets.
Training professionals always keep an eye on learning and development trends. Tools like microlearning and artificial intelligence have become big buzzwords, and the possible L&D toolbox keeps expanding! How do you know which tools are a flash in the pan and which ones are here to stay?
Creating online courses is one thing, creating courses that are both effective and engaging is another. With all the effort that goes into course development, why wouldn’t you ensure that the learning material is being well-received, and is effective? Effective and engaging eLearning courses are ones that deliver meaningful material, enhance learner interest and increase learner retention.
Whether it’s to inform, teach, improve, change or a combination of these factors, training should have a purpose. But how can you be sure you’ve done what you set out to do? Good training evaluation techniques identify and measure what learning has occurred during and after learning, whether job performance improvements have been realized, and most importantly, how organizations can get the best training value for their money and efforts.
Gamification makes learners think and engage, and that gives your programs more impact. It’s effective at driving learner engagement, reinforcing key concepts and building opportunities for learners to succeed in their overall learning experience.
Gamification has emerged as a significant trend in the field of learning and development in the past few years. By "gamifying elearning, you can harness the power of what people inherently love to do—have fun." Naturally, when your learners are having fun, you can eradicate any potential indicators of low engagement. But what is gamification and how can it be used effectively to motivate and engage learners?
The ability to measure the effectiveness of your organization’s training and development programs is critical to ensure your learning strategy is aligned to your desired business outcomes. However, having a system in place to accurately measure the impact of your learning programs can often be a complex challenge — One that organizations struggle with the most.
Whether it’s to inform, to improve, to change—or a combination of these factors, training must have measureable outcomes that contribute to larger organizational goals. Good training evaluation techniques identify and measure the impact of learning on job performance and ultimately, organization-wide business results. When it comes to measuring eLearning, Donald Kirkpatrick’s Four Level of Evaluation model is one of the most widely used and respected worldwide.
Gamification has emerged as a significant trend in the field of Learning and Development in the past few years. By gamifying learning, you can harness the power of what people inherently love to do—have fun. But what is gamification, and how can it be used effectively to motivate and engage learners?
Does your organization know how best to utilize your LMS for effective and engaging eLearning? If you answered “I think so,” “not really,” or “no”—then continue reading!