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The demand for the development of high-quality eLearning programs and immersive learning simulations is high. Business leaders understand the dramatic and immediate impact technology can have on learning opportunities and employee performance. Generation X and Y workers, like many boomers, have grown up with technology, so the latest tools, apps and gadgets are essential to keep employees engaged and active in their learning. Your job as an instructional designer can be made much easier if someone in a position of authority in your company understands the power of eLearning and how you want to use it. Whether you’re new to eLearning or a grizzled eLearning veteran looking to reevaluate your current training options, here are eight tips to help your eLearning strategy succeed.
How To Make Training More Interactive
Who needs to be trained? What do they need to learn? When do they have to learn it? The answers to these questions will help you identify any training gaps. Plus. those who control your company’s budget will be happy that you’ve done your research and have a strategy BEFORE you ask for development funding.
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Keep your learners in mind when designing eLearning courses. Consider their exposure to technology and educational concepts appropriate for beginners and experienced learners. Never “empty” your course for beginners. Challenge them.
One of the first questions in your research phase is “How will users see the course?” Know the features and limitations of your distribution system before developing a course.
Attitude is everything. Students who enter education with a positive attitude tend to learn more than those with a negative attitude. Make eLearning courses engaging, interactive, and relevant, and promote personal and professional benefits that motivate users to participate in — and most importantly, complete — training.
It is important to get as much benefit as possible from your development investment. When creating an eLearning course, develop components such as navigation menus and buttons. page layouts and quiz design so you can use them in future courses. Reusing components saves time. trouble. And of course. monetary.
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Today, people get the information they want, when they want it, and they expect to access educational material in the same way. Break your training content into short micro-learning objects (5-15 minute chunks), each focusing on a single topic. so users can understand information better and fit more learning into their busy schedules.
The real world is not passive. so why should education be any different? Create eLearning courses with interactive elements that challenge learners. Course components should challenge learners to use their knowledge and critical thinking skills to solve challenges and solve problems.
When creating quizzes or immersive learning simulations, provide immediate and targeted feedback that explains why a decision is right or wrong. By tracking user performance (through the tutorial system), you can also evaluate student progress and the overall effectiveness of the course by looking at areas that may be too easy or too difficult.
Stay up-to-date with the latest eLearning news, articles and free resources sent straight to your inbox!Home / Other Infographics / 6 Ways to Make Your SumTotal LMS Landing Page More Interactive with Learner-Centric Dashboards
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An instant way to make your LMS news page branded and engaging is with leamer-centric training dashboards. They capture the learner’s attention with a comprehensive overview of training information and a. offer a personal experience right from the start.
Planning is the first step towards success. Displaying a practice schedule on your dashboard encourages students to plan ahead.
Provide one-click access to your training library to facilitate the current training process and help learners achieve their development goals.
A quick way to notify your learners of all updates, such as educational initiatives, company news and industry trends, so learners never miss anything important
Virtual Training Courses
When students quickly see their priorities, it helps them move forward. A graphical view of your lesson plans and their due dates allows learners to achieve their priorities.
A quick way to notify your learners of all updates, such as educational initiatives, company news and industry trends, so learners never miss anything important.
Stay up to date with the latest eLearning news, articles and free resources sent directly to your email!Participation in the learning process should be active, not passive Effective learning comes from shared experiences Successful learning includes feedback from the instructor and other participants Maximum learning occurs when you can reflect, draw conclusions and to configure the application
Stożek Dale’a Ludzie pamiątają: Ludzie potrafią 10% tego co czytali 90% tego co vojące, dyskutują i prąją 70% tego co Sami wyżoć/piszą 50% tego co słyszeli i widzieli 30% co20scodzieli widzieli Grafika Oglądanie Wideo Oglądanie Wystaw Oglądanie Pokazów Interaktywny Workshop Projektowanie Interakcyjnych Lekcji Stworzenie/Symulacja Modelu lub Doswychdanie Projektowanie i Przedstawienie Prezentacji – Aktywne Działanie Przedstavić Zastosować Praktykować Analizować Oceniać Tworzyć Projekować Zdefiniować Wymienić Opisach Wyjaśnić
Learn How To Use Presentations Effectively For Online Training
What I hear, I forget. I remember little of what I hear and see. I start to understand what I hear, see and ask or talk to someone else. What I hear, see, discuss and do gives me the opportunity to acquire knowledge and skill. What I teach another, I master. Source: Lawson, K. The Trainer’s Handbook, 1998
Create a safe, positive, interactive learning environment in the following ways: Needs assessment Comfortable physical environment Structure and organization Moderate content High level of participation Minimal lecture A variety of methods Peer teaching Iterative process Real-world application Source: Lawson, K. The Trainer’s Handbook, 1998
7 Needs assessment Find out what the participants think and feel about the training topic in the planning of the participating activities: Pre-session surveys Pre-test questionnaires Phone calls On-site evaluations
Physically equipped room: Participation comfort Visibility The appearance of the classroom has a great influence on the success or failure of education
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Give clear, verbal and written instructions. Set time limits. Use flip charts, transparencies, handouts or slides. Creatively divide the participants into specific groups when doing small group work Give the exercises specific roles if necessary (recorder, timekeeper, announcer, flip chart writer) Source : Lawson, K. The Trainer’s Handbook, 1998
Consider “need to know” versus “nice to know” Balance cognitive, affective and behavioral domains of learning Clarify content and learning objectives Outline participant expectations Source: Lawson, K. The Trainer’s Handbook, 1998
Facilitating and leading the learning process Actively involve the participants in the training from the beginning: by having a discussion by reflecting by applying
12 Minimal lecture Use the lecture in small portions (10-15 minutes) to avoid confusion, boredom and low retention Do not move the participants to a passive role Make use of variations of the lecture
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13 Different methods Different methods that include all elements of active learning Small group work Brainstorming Creative work Games Presentations Case studies Role plays Simulations Demonstrations
Encourage participants to take advantage of and share their experiences with others. Allow participants to answer each other’s questions (not the instructor’s!) Source: Lawson, K. The Trainer’s Handbook, 1998.
15 Iterative Process Use activities that build on learned concepts and skills and that overlap: Reinforces learning Provides more opportunity to assimilate and integrate Source: Lawson, K. The Trainer’s Handbook, 1998.
Ask for examples of hypothetical or real problems. Relate the new learning to the participant’s life situation. Develop individual action plans to apply in the workplace If possible, make field visits
Visme For Training & Development
End of Program Start of Program (High Energy) (Low Energy) Source: Rice, R. and Rice, M. Train-the-Trainers: Instructor’s Guide, 2000
Improving Attitudes (Feelings and Opinions) Brainstorming Case Studies Creative Work Field Trips Open Discussions Panel Presentations Role Plays Source: National Institutes of Health, National Cancer Institute, Trainer’s Guide for Cancer Prevention, 2000
Web-based training Computer-based training Self-paced workbooks Audio/video tapes Audio/video conferencing Source: Arch and Ensz, Web-based Interactive Learning Activities, HRD Press, 2001
People are not homogenous: Gender, age, race/ethnicity, socio-economic status, education and religion Language, culture, traditions and beliefs “Learning cultures” Health care practices Skill and knowledge levels Levels of resources
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101 Ways to Make Training Active, Silberman and Lawson, Pfeiffer Publishers, 1995 The Trainer’s Handbook, Karen Lawson, Jossey-Bass Pfeiffer, 1998 Games Trainers Play, Newstrom and Scannell, McGraw Hill, Inc., 1980 Trainer, The Winning Trainer, The Winning Trainer Julius Eitington, Gulf Publishing Company, 1996 Facilitation Skills: The ASTD Trainer’s Sourcebook, Dennis C. Kinlaw, McGraw Hill, Inc., 1996 Training 101: All the Basics, Langevin Learning Services, 2000
In order for this website to function, we record user data and share it with the processors. To use this website, you must agree to our privacy policy, including our cookie policy. In years past, HR or L&D departments provided their employees with training materials painstakingly created in Microsoft Word. These guides were too wordy and too boring. For the most part, employees never looked at them again after the training was over.
Let’s see how we can create more engaging educational materials visually. You can then edit your own training documents using easily editable training templates and a simple online editor.
The training materials are the digital or printed content of the training program. These can be used for student or employee training and development – but for the purposes of this blog post, I will only cover business/business training materials.
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As far as I know, some of our templates are free to use and some require a small monthly fee.
In addition to presentations, training materials can be infographics, checklists, and more. This introductory infographic guides managers on how best to get new employees remotely:
From orientation to professional development, training materials
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