Friday, 4 December 2015

How Effective Is Your Online Training Software


Learning through online training software in an organization is a constant activity. However, it is important to implement training as well as assess it on a continuous basis. There are many ways to ascertain how effective online training software is across an organization. With the right kind of LMS and various interactivities incorporated within the content, there is a lot that can be measured.
  • A good and effective LMS has the online training software that should be able to track user data and give inputs on the courses started, finished or left mid-way. Modern LMSs are also equipped to ascertain the learners’ activity within a course and point out sections in the course where the learner spent more time or skipped altogether. This provides a guide to the learners’ preferred learning styles and can help chart a more personalized learning plan for him or her to increase the effectiveness of training. 
  • Informal assessments like quizzes and short tests are commonly used within an e-course to ascertain its effectiveness and also e-courses help learners monitor their own progress. Mostly, the results are given instantly and this helps re-enforce learning. Most online training software allow multiple attempts of a particular test or quiz. By assessing the results of a learner’s scores, his or her progress can surely be measured effectively. If the scores are low and the difference between initial scores and final scores is not much, it could be an indicator that the training is not making its due impact and a different learning path might be best for the learner. 
  • Most e-courses are designed to deliver pertinent knowledge to a learner-group. To make sure that the knowledge transfer has been successful, formal tests are conducted that constitute multiple-choice questions, true/false and cognitive assessments. Formal assessments are also an eye-opener to the effectiveness of leaning within a group of learners. Comparing scores of different learners with online training software can point to the need gaps of training for certain kind of learners within the group. 
  • Finally, we can also use the age-old mechanism of measuring the impact of learning – by asking the learners themselves. Going by Donald Kirpatrick’s popular training evaluation model, we can gather data on four levels – 
    • Reaction: How do learners respond to the course?
    • Learning: What did they learn?
    • Transfer: What changes will they make while back on the job?
    • ‘Result’: What are the business outcomes that are seen resulting from the learners’ performance? 
Questionnaires can be created to ascertain effectiveness of the online training software. Most modern online training software can successfully conduct surveys or polls and can quickly analyze them to provide a suitable measure of effectiveness of an online training.


Assessing effectiveness of the online training software not only helps to ascertain if the training objectives have been achieved but also helps create better learning resources for the organization. 

Monday, 16 November 2015

A Way To Engage The Learner : Game Based Learning





Game based learning is now heralded as the new way of engaged learning – even for adults. Here are a few myth busters about Game-based learning:



·  Games are only effective for a young audience: Games have traditionally been created keeping the younger audiences in mind – who are more aligned to newer technologies and are open to explore more. L&D managers who procure e-learning services are often not sure if Game based learning will fit into their audience profiles – that include mid-level or high level executives.  There is now proof that game-based learning can be designed for olderaudiences also. If a game has enough challenges and is able to provide through worth of learning – learners of any age can enjoy and learn from it.

·     Games cannot provide serious learning: Many games are built for serious learning as well. There are simulations that teach high-end medical procedures and skills like flying an airplane. Similarly, high end games can be built to impart serious learning as well. For instances, quizzes on a myriad of subjects can be built – where the learner can be challenged on different issues. In addition to sparking interest and creating a sense of competition, they hone the skills of assimilation and recall. Serious games can also be built with a small learning nugget that provides information or knowledge prior to the beginning of the game. This helps the learner get better prepared for the game as well as utilize the learning nugget to acquire knowledge – utilizing both mediums equally.

·  Game Based Learning is a costly proposition: Though building a game takes some amount of logical thought and time, games can be built within tight budgets as well. Simple interactivities built with development tools like Flash, to engages the learner. Many free tools are also available on the internet that can help create simple games of learning like word-building, cross words and so on. Utilizing these e-learning services, companies can create games for corporate learning. A series of simple games can be created over time to provide sustained learning.

Wednesday, 21 October 2015

How To Develop Far-Reaching Mobile Content Faster

Mobile learning (m-learning) has found a strong footing over the years, especially in the corporate circles – where learning-on-the-go has become an essential need for the learners. The popularity of m-learning brings with itself a growing need for mobile-compatible content – that is readily available and easily accessible to the learner. In this scenario, the turnaround time for developing m-learning content is a growing concern in the industry. Developers often have to work with challenging timelines and large volume of content. In this scenario, creating courses with rapid authoring tools is the preferred way to go.

Rapid authoring tools have been used to develop e-learning content for many years now. Over the last few years, authoring tools like Articulate Storyline and Lectora have evolved to develop content which is ready to be rendered on the mobile learning platform as well. As a developer, the advantages of creating mobile-compatible courses with these tools are many and there is availability of a wide variety of such tools, in terms of all that you want to do.

  • The biggest advantage is the savings that you make – of time, effort and money. The same course can be developed and rendered across a variety of delivery platforms – PC, mobiles and tablets. For the end-user, it provides multiple opportunities to access the content, as per his or her schedule – anytime, anywhere.

  • No special or separate efforts are needed to make the course mobile-compatible. The course fits automatically, as per the screen size of the mobile device. Shell features of the course, such as Navigation Buttons, Seekbar, Menu, and Volume On/Off are also supported, with no additional changes.

  • The developed courses can be made available on the Web and can be accessed through any popular mobile browser. Since most mobile browsers now support HTML5, the content created can be accessed by all the learners – irrespective of the model and make of their mobiles. This increases the reach of the content exponentially.

  • Courses that are made available online can also be downloaded and read offline. Due to the lightweight structure of the courses, they take up very little space on the learner’s device. Thus, the learner can access the course content, even when internet connectivity is limited or unavailable.

  • The courses that are created with rapid authoring tools conform to the SCORM and AICC standards, ensuring that tracking is made possible through any new-age LMS. Irrespective of how a course is accessed – online (if the course is on a web server), offline, or while hosted on the LMS – the tracking mechanism remains the same and is synched accordingly, even when the learner is using multiple devices to access the content at different times.

  • A variety of interactivities can be built in the courses to increase its appeal for the learner, including slide transitions, illustrations, scrolling panels and so on. These features are the chosen interactivities in most e-courses, and render in the same manner on the mobile platform as well – ensuring a uniform learner experience, irrespective of varying delivery devices. Other interactivities like Drag and Drop, Text/Data entry fields and Surveys can also be built, opening up the opportunity to create a variety of tests and assessments for the learner, which can be taken on the go.

  • Rapid authoring tools also ensure that the audio element is synchronized and renders well on the mobile platform. This provides the opportunity to create mobile content, which has a strong audio element and creates a powerful connect with the mobile audience. For instance, when reading text on a small screen is a problem, the learner can choose to just ‘hear’ the course and gain instant knowledge. 
There are various types of mobile content to suit theneeds of the modern learners. By utilizing newer ways of mobile content creation, we will be able to create impactful content – within stipulated budgets and time constrains.

Friday, 16 October 2015

Custom e-Learning can bring in Business Success

Custom e-learning solutions have been increasingly popular over the last decade. With advances in communication and development technology in the e-learning industry, using technology for learning has become not only affordable, but also more available. A variety of custom e-learning solutions can be developed to suit the learning objectives well and align to the needs or learning preferences of the intended audience. 

But how do organizations choose the best out of the many varied facets of technology-aided learning? E-learning solutions have to fit the corporate culture and strategy to derive positive business results and achieve Return on Investments (ROI).

A few tips to ensure the success of e-learning solutions:
  • When working with available content, the first step is often to redesign the content to suit the strengths and benefits of the technology-enabled platform. It is wise to consider that lot of them may not have exposure to computer-led trainings.  Keeping the language simple and inserting strategies like generic themes and easily-recognizable figures can help the learners connect more with the course content.

  • It is tedious to read a lot of text online, so the textual content should be kept minimal. Instead, a lot of graphics can be utilized to impart knowledge. Audio voiceover can compensate for the minimalistic onscreen text, which makes the course easier to consume and retain for the learner. It is best to create courses that are no more than 15–30 minutes long, and which- mainly consist of graphics, animations and audio.

  • In addition to the e-content, it is also a popular strategy to include downloadable offline learning material that summarizes the main learning of the course. This allows the learners to study offline and refresh the main learning from the course, without going through the course all over again.

  • Most organizations are now widely spread. Taking the regional diversity into consideration, the learning solutions can also be localized into regional languages and all cultural references should be neutral in nature – to ensure that the learners from all regions can relate and understand the e-content well.

  • The structure of an e-course also contributes to its success. A simple structure ensures that the learners are able to maneuver their way easily through the course.  The course can be made easily-accessible and easily-consumable by making sure that the number of clicks is reduced. Efficient developers include only purposeful clicks – giving the learner more time to concentrate on the course content, rather than the details of navigation.


  • Marketing the learning initiative is as important as launching it. E-Mailers, banners or other promotional messages should be circulated among the learner group before the launch of the e-learning solution – to make sure that the learners’ interest is aroused and they are prepared for the learning opportunity.


    The ways to ensure business success of a custom e-learning solution should take into consideration the needs of the organization as well as those of the learners
    . While taking into account the available budgets, it is also important to make sure that the budgets are utilized into creating e-learning, which suits the end audience and empowers them to do their work better. 

Wednesday, 2 September 2015

How Online Training Software Is Changing the Face of Learning

Online learning is now an easy and efficient way of training and learning for varied audiences – be it school children or corporate employees. In corporate circles, online training software has been fairly accepted as it saves a lot of time and money. But as   technology advances, the expectations from online learning are increasing as well.  While until a few years ago, simply making learning available and accessible to learners through a trusted online training software was enough. But today e-learning and online training software is changing how corporate employees choose to learn and more importantly, bringing significant changes in how training is perceived in the corporate sector.

  • With online training systems, it has always been possible to monitor and store learner responses within the course. But with advanced learner analytics technology of modern learning systems, it is now possible to record how much time a learner spends on a page, how many external links he or she clicks within the course, how many times does he or she refer a course. This gives a comprehensive report on the efficacy of the course – which emerges from different experiences within the e-course and not just the result of a quiz or test which measures retention.
  • From the exhaustive learner data churned out by the online training software it is also possible to identify if an e-course or a portion of an e-course is not working very well. So, if the learners are taking too much time over a portion or just skipping it due to disinterest, that section can be revised and redesigned. Instead of revising the entire course, developers can quickly change the content to create ‘adaptive’ learning for the new-age learner. The changes make a remarkable change in how the e-course is received by the learner and the participation automatically increases as well.
  • From studying user experience analytics, it is also possible to identify learning activities that are successful for the majority of the learners. L&D professionals can then provide learning, which provide these activities to all learners and encourage them to succeed as well.  For instance, in social learning, the number of posts or contribution a learner makes is indicative of how involved he is in learning. More learners can be encouraged to follow the same path to ensure success of the whole group – within the platform and at work, where it matters the most.
  • Newer technologies ensure that comprehensive learner data can be transferred from the online learning management system to other systems within the organization, for instance the HRMS. This helps in creating better compensation packages and takes supportive measures for employee retention as well. 

Making use of learning analytics is beneficial for learners, managers and the organization as well. But at the same time it is important to consider that this is not a completely fool-proof system. Along with the voluminous data churned, there will be emerging patterns which may not have much relevance to learning preferences or impact of learning. Correlation between emerging trends has to be scrutinized before making changes in the learning objective or the course itself.  While online training software has a multitude of benefits, they have to be utilized intelligently to create online learning for the modern learners. Only then can the online trainingsoftware truly be a viable solution for the corporate organization – through positive ROI and better work standards through sustained training. 

Sunday, 2 August 2015

Mobile Learning is Perfect for Just-in-Time Learning: An Industry Example


E-learning is being adopted by all leading industries in the world. The Banking and Financial Industry has been an early adopter of technology-aided learning. Over the last few years, increasing competition, newer regulatory bodies, as well as a tremendous impact of information technology has changed the way this industry conducts business. There is a growing demand for newer products and services, which has brought on significant changes in the operations as well as thestructure of the BFSI

Many BFSI organizations have already adopted mobile-enabled solutions by providing pre-loaded hand-held devices for their employees – particularly, the sales staff. However, there is another benefit that can be derived out of mobile devices – that of training and learning. Mobile learning solutions can be developed, keeping in mind the needs of the learners as well as the strength of the mobile platform.


  • E-Courses via Mobile Learning Management Systems: Creating a Mobile Learning Management System makes learning accessible to the learners at all times. Thus, an appropriate development tool should be chosen to build the LMS, which ensures seamless accessibility across varying mobile devices. A mobile LMS developed with newer technology like HTML5 can be uniformly accessed on a laptop, smart phone or tablet even if these devices run on different OS or have different web-browsers. This makes learning easier to access for the learners. For the BFSI sector, which often has to train extensively within limited timelines, it is the easier and cheaper option to enable cross-platform delivery of media-rich mobile content. In addition, the employees of the BFSI sector come from a higher educational background and are well aware of the technological developments in IT. They have to come to expect the same from their learning as well. With intuitive design strategies like floating panels and tiled structure, it is possible to create a compact yet visually attractive UI that enhances the learner’s experience with the platform and takes it to the level of other IT-enabled platforms that learners often work with.


  • Video/Audio based learning solutions: Both audio and video align very well to the mobile platform. Contrary to popular belief, creating audio-visuals does not have to be a very expensive proposition. Short videos can be created very easily, with the help of modern animation tools. These provide an opportunity of impactful visual learning and can be developed easily, even on minimal budgets. Even when the learning time is limited and there are plenty of external stimuli, an impactful video can impart knowledge successfully. This makes it most suitable for mobile learning delivery, even when the topic is complicated or dreary. Similarly, audio can also be utilized to create mobile learning solutions. Though, listening to a podcast might not be as impactful as watching a learning video, audio can be utilized well when external stimuli is limited – like waiting for a sales call. This is the time when most learners need to refresh the learning and an audio learning solutions will be apt for this situation.


  • Social learning on the Mobile Platform: Sales personnel spend a lot of time outside office and there is a definite lack of peer interactions, which can create gaps in learning. The mobile platform provides a forum of learning together as well as from each other. BFSI employees can share documents or files with pertinent information on their learning – customer feedback or selling techniques, which have worked for them. To encourage increased sharing behaviour, video/audio sharing can also be included. This saves precious time and effort as learners can simply record short videos or audio on their mobiles and upload them on to the platform. From time to time, managers and higher management personnel could also share organizational beliefs and visions as well give the learners a morale boost.
By adopting the right combination of technology, learning strategy and delivery mechanism, mobile learning solutions can becreated for the learners across diverse industries – as illustrated in the example above.

Tuesday, 7 July 2015

Game-Based Learning Engages Learners and Achieves Learning Objectives

Training and Learning in the workplace is being taken seriously more than ever now. L&D managers are always on the look-out to find ways and means to excite and engage learners into a training activity. In an instructor-led classroom there are many ways of engagement. But with the widespread adoption of technology-enabled learning, there is a strong need to find ways of engaged e-learning as well.
Game-based learning is now heralded as the new way of engaged learning – even for adults. It is a good way to engage the learners and achieve learning objectives set out by the organization as well.

  • A popular misconception is that games are only effective for a young audience. Games have traditionally been created keeping the younger audiences in mind – who are more aligned to newer technologies and are open to explore more. L&D managers who procure e-learning services are often not sure if game-based learning will fit into their audience profiles – that include mid-level or high level executives.  There is now proof that game-based learning can be designed for older audiences also. If a game has enough challenges, learners of any age can enjoy and learn from it.
  • Another misconception is that game-based learning cannot provide serious learning. Many learning games are built for serious learning as well. There are simulations that teach high-end medical procedures or flying skills to air pilots. For corporate training, quizzes on varied subjects can be built – where the learner can be challenged on different issues. In addition to sparking interest and creating a sense of competition, they hone the skills of assimilation and recall. Serious games can also be built with a small learning nugget that provides information or knowledge prior to the beginning of the game. This helps the learner get better prepared for the game as well as utilize the learning nugget to acquire knowledge – utilizing both mediums equally.
  • Also, game-based learning is not always a costly proposition.
    Though building a game takes some amount of logical thought and time, games can be built within tight budgets as well. Simple inter-activities can be built with development tools like Flash, to engage the learner. Many free tools are also available on the internet that can help create simple games of learning like word-building, cross words and so on. Utilizing these, e-learning services companies can create games for corporate learning. A series of simple games can be created over time to provide sustained learning.
There are many benefits of game-based learning and once you get past the mind-block, organizations can utilize them to the fullest. Games can engage even the most reluctant learners. They can breathe in life into the most boring and mundane learning topics. Learners who are withdrawn in an actual classroom might open up in a competitive scenario like a game. Games provide instant learning benefit – as the learner engages with the game and learns from the experience. Assimilation is fast and knowledge gained can be utilized immediately.

Tuesday, 30 June 2015

G-Cube CEO Manish Gupta Interviewed by Balaji Chakravarthi

How G-Cube Started?

Manish Gupta Co-Founded G-Cube along with Kapil Gupta and Sayan Guha in their final year at Kurukshetra Engineering College. The startup was funded by taking small loans from families, and insights were provided from all entrepreneur acquaintances.... Read Full Interview

Thursday, 25 June 2015

Localization Improves the Reliability of e-Learning Materials

The need for impactful e-Learning development is growing across the corporate sector. With more and more training budgets directed towards e-learning, companies are able to reach out to their global employees and ensuring same standards of learning across the organization. However, there are some considerations that must be taken into account when creating e-learning content for a global audience. Developers need to make sure that the content is as per the requirement of the audiences. E-learning content Localization comes in at this point – making e-content suitable for specific audiences as per their individualistic requirements.
E-learning content Localization is the process of creating content keeping in mind the different local and cultural preferences of the intended audience. It may include Translation of written or spoken text. However, this is not all. E-learning contentLocalization is much more than just changing the language so that the learners can read up the e-course. While saving time and money it also increases the reliability of e-Learning content, as just one sample of content needs to be verified – and then localized into different modules for a far-reaching global learning strategy.


  • The first step to effective e-learning content localization is to understand the learning behavior, preferences and needs of the target audience. While the diverse audience may have many different preferences, there has to be a common learning objective. This needs to be identified before the course development in the source language.

  • Cultural biases towards icons, figures or colors needs to be kept in mind. Local experts can attend to language translations and bring in the right cultural flavor to the text. This makes sure that the e-content is as per the cultural preferences of the audience. 

  • When the e-course is developed, e-learning content localization experts should make sure that the text is concise and crisp. It is important to avoid alliterations and descriptive passages that will confuse the local translators. The use of slang or jargon should also be avoided to make the content free of culture-specific references.

  • Audio accompaniment is often an integral part of most e-learning courses. The Localized audio should be in sync with the accompanying text, graphics or animations. If using human-voice for voice-overs, choose a suitable mix of gender and ethnicity, keeping the target audience in mind. Here too, choosing local voice-over artistes is the best option to bring in the right cultural flavor in the audio.

  • Remember that cultural bias towards graphics and icons are the strongest. It is a good idea to create graphics with common tools like Photoshop, which allow ‘layering’ that keeps imbedded texts separate in source-files (.psd format). This allows changes to be made in the text, while the image can be left the same.


  • Many modern organizations which have a regular and continual need to localize their trainings often prefer to outsource the process of content creation as well as localization to an e-learning company which has all required services. Not only does it centralize the process, the training content is prepared keeping the needs of Localization in mind.

With E-learning content Localization, global organizations can reach out better to their employees without spending unnecessary money on creating different training courses for different offices. Instead of creating separate training content for different groups, e-learning content Localization is the better option as it saves time and costs.  Reliability is also affirmed as the same verified content can be refurbished across different offices.

Tuesday, 9 June 2015

On-the-move Workforce Represents a Great Opportunity for Mobile Learning in India

Technology has evolved rapidly over the past few years and so has the way we work. The workplace has changed scene from traditional desk spaces to a large and fluid area where people are connected to each other all the time through technology. Employees have moved on from desktop computers to laptops and now, tablets and smart-phones. India too has witnessed immense technological advances over the years – especially in the area of mobile usage. It now ranks 2nd in the world, only behind China, in the number of mobile devices in use across the country. As of February 2015, the number of mobile devices in use in India is 960,579,472 (Source: Wikipedia).


With the rapid increase in the use of mobile devices, mobile learning (mlearning) has also made a powerful contribution in the area of training – making it available as per the needs of the learner, anytime and anywhere. mLearning is suitable for a wide range of learners in different industries. mLearning in India can be very successful on account of the workforce becoming increasingly mobile. mLearning can provide short learning nuggets, audio or video-based learning and even performance support. Here are some ways that the mobile learning platform can be utilized:

  •  To enhance and support the learning imparted in class or through an e-course, course notes can be shared after an instructor-led session or once the learner completes an e-course. This reinforces the learning and increases its impact drastically. The learners can refer to these notes from time to time and refresh their learning, which then reflects on their performance as well. Similarly, checklists can also be prepared for courses or sessions which highlight the crux of the learning through tabulated pointers. Through the mobile devices, the learners can refer to these anytime and anywhere – especially during the course of actual work.
  • Another performance support tool can be sent as practice assignments so that learners can practise newly acquired skills outside of the class as well. The assignments can also be sent after the learner completes the e-course. The added advantage is that the learner can read up an e-course on the mobile learning management system and then the same system provides practice assignments to develop the skills gained.
  • Short audio recordings or podcasts can also be developed that provide performance support at the time of need. In-house podcasts can be developed by instructors or the learners themselves to encourage sharing and peer-learning.
  • Similarly, videos can also be created to gain the instant appeal of all the learner groups. Videos are a great way of providing performance enhancement tools through mobile learning management system as it delivers just-in-time learning – which can be accessed as per the emerging needs of the learner. Videos can encapsulate concepts or topics in a way that appeals to the learners as it has minimal text and attractive graphics. It helps the learners gain quick knowledge quickly and apply it instantly onto the area of work. Organizations can encourage knowledge sharing by providing learners with simple devices with built-in cameras to record videos themselves and share it with the fellow learners.
  • It is important to keep in mind that in mobile platforms the reading space is constricted. Also, the opportunity to read is when the learner is on the move. In this scenario, infographics can be utilized to convey information. Infographics can be easily created and easily disseminated among the learners providing encapsulated and tabulated knowledge in an attractive way. Infographics use graphics and minimal text to create visual representations of concepts, which works very well for the mobile platform. Also, infographics are image files that are compatible with all learner devices and learners do not have to download any other supporting programmes. They also take up very little hard-disk space and thus can be saved or stored in the device for further utilization as per the perceived need of the learners.

To help and support the learners to apply the learning on to their work, it is necessary to provide learning as per their needs – as and when they need it. The time is ripe to utilize the mobile platform for learning, and all countries -- including India -- can benefit from the vast opportunities that mobile learning provides.

Friday, 15 May 2015

Cloud LMS Provides Flexibility and Customization Capability for Corporate Training

Training and Learning is necessary for the corporate workplace as knowledge and skills of employees have to be continually revived. So, it is important for corporate employees to learn and get trained throughout their careers. With e-learning, training courses can be made readily available for the learners anytime and anywhere. This provides flexibility of learning and aligns it as per the needs of the learners. Learning Management Systems make learning available in an easily accessible manner as well as help in keeping track of the learners’ progress. Of late, Cloud LMSs have been put in place, which are helping organizations to reduce additional hardware or implementation costs to provide hassle-free learning. 
  • Cloud Learning Management System makes e-courseware available to learners in a seamless manner. With clean design and intuitive as well as logically structured UI, Cloud LMSs make sure that learners get used to the new learning system very fast. This increases the impact of learning, as the learning curve is reduced considerably. This also encourages learners to interact more with the LMS – find more content and other capabilities to increase the utility of the LMS.
  • Most Cloud Learning Management Systems have built-in ‘search’ facility that help the learners find pertinent content within the course catalogue of the LMS. The utility of the Cloud LMS is further increased as learners can look for what they want and find it easily.
  • Cloud LMSs have a lot of built-in flexibility that provides options for learners to have a personalized feel to the learning environment. The UI can be customized in terms of color, images or theme. Being on the Cloud, Managers or administrators can log on anytime and assign different groups with a different ‘look’ even when out of office or travelling.
  • Cloud LMSs can also be accessed on mobile devices and the learners can log on with multiple devices as per their ease. Thus, they can choose to learn ‘on the go’ and utilize the e-content better, as and when it is most needed during the course of work.
  • Even when the LMS does not reside on premise, the security concerns of the data is maintained thoroughly. Through appropriate measures like encryption and firewalls, the data residing in the LMS is kept safe.                                              
  • Implementing the Cloud Learning Management System, the amount of data residing on the system can be increased as per the growing needs of the client. No extra costs or infrastructure is needed – saving costs as well as time. This gives the clients complete freedom to upload as much content as they deem fit for their learners. The learners too are given more freedom to choose what they want to learn and when.
  • The number of concurrent users on the Cloud LMS is also flexible. This is a boon for smaller organizations that often experience an increased number of learners who require quick and efficient training. The benefit of Cloud LMS is that with growing number the system does not slow down at all.
Cloud LMS is a flexible system which helps the learners access e-learning better and makes learning a part of their everyday life.

Monday, 27 April 2015

How LMS Software can help your Organization Succeed?

As e-learning is gaining popularity in corporate circles, organizations are making sure that they have the right platform to deliver the learning – effectively and seamlessly. But it is important to consider that implementing a LMS system across an organization is an investment and the best results are seen only if it is utilized well. Createdwith the right Learning Management System software, a LMS can streamline the entire training process of an organization. Modern Learning Management system software can make learning available as well as provide deep insights into the effectiveness of the learning across a varied group of learning organizations. Here are some key features that a Learning Management System software should have to deliver effective training.

  •  At the very basic level, a LMS manages learners, instructors, courses and available resources. In addition to this, most Learning Management Solutions of today have some basic features, which cover the rudimentary essentials for learning in an organization.  
    • Automated Reporting: Reports can be churned out, as per pre-designed formats and sent to relevant stakeholders. The whole process can be scheduled as per the requirements of the training managers.
    • Inbuilt assessments -- CYUs, quizzes or question banks.
    • Automated notification emails which inform the learner of upcoming training events and help them plan their respective schedules better.
    • Scheduling of all training events – Scheduling of e-learning courses and other training events like classroom sessions can be done automatically.
  • In addition, new-age Learning Management Systems also have enhanced features that can be utilized to for different organizational learning needs. These features are best-suited for organizations that are open to exploring newer modes training and believe that their trainees will benefit from them. Some of the enhanced features of new-age LMSs are:
    • Social learning: Learners can learn from each other and collaborate and learn together.
    • Mobile Learning: Learners can access courses through mobile devices – including smartphones and tablets. Their progress is synched automatically within the main system and the learner can thus take up learning from where he or she left it – even if they are accessing learning from multiple devices.
    • In-built video player: Access to instructional videos, 3D simulations or webinars within the confines of the LMS.
    • Automatic notification through SMS 
  • Flexibility: The structural architecture of a Learning Management System should be flexible enough to accommodate the changing needs of the organization.
    • With an increase in the number of learners, concurrent load on the LMS can increase and the structure should be robust enough to support that.
    • Learning material within the LMS also increases with time. The Learning Management Software should be able to support that.
    • LMS should also have the flexibility of add-on features, that can implemented as per the needs of the organization.


LMS softwareis evolving to provide a seamless yet interactive learning environment. It is best to choose the best-suited LMS that aligns to the needs of the organization as well as the audience profile.

Friday, 10 April 2015

Responsive Design is leading the way for a Multimedia Approach in E-Learning

With more and more mobile users, organizations are now opening up to the option of delivering content on the mobile platform as well. The concept of mobile learning or m-learning is not new but with a variety of different devices including the BlackBerry, iPhone, the iPad, Kindle and so on, it is difficult to design different versions as per screen resolutions and other device functionalities. Developments in the field of Web design and development, are now geared up to keep up with the varying resolutions and devices. With a Responsive Web design the design of web-based content responds appropriately to the user’s environment based on screen size, platform and orientation. The practice consists of a mix of flexible grids and layouts, images and an intelligent use of CSS media queries. The user is free to switch from one device to another but the content automatically switches to accommodate for resolution, image size and so on. Thus the content can be utilized for responsive learning as it automatically responds to the user’s preferences and viewing devices. This eliminates the need for a different design and development for different devices, cutting costs as well as development time.

To create e-learning content with responsive learning design, there are three main technical features to be considered:
·         Media queries and media query listeners: Media queries allow the web page to use different CSS style rules based on characteristics of the device the site is being displayed on, most commonly the width of the browser.
·         A flexible grid-based layout: The fluid grid concept calls for page element sizing to be in relative units like percentages or ems, rather than absolute units like pixels or points.
·         Flexible images and media: Through dynamic resizing or CSS, flexible images are sized in relative units – up to 100% – to prevent them from displaying outside their containing element. A full image is downloaded on a user’s device and then resized to fit the screen.

Responsive web design can be developed with HTML5. Thus mobile content can be created and displayed across all devices – PCs, tablets and mobile phones – and is compatible with different OSs as well. HTML supports responsive design features to create e-content that can be accessed across multiple devices, with equal ease and equally effective visual impact.

The benefits of RWD in e-Learning are many:

·         There is no longer the need to maintain multiple versions of content. One version caters to all devices, browsers, resolutions and layouts, including PCs, Macintosh computers, tablets, e-book readers, and mobile devices.

  • Any program or application update can be done simply by changing the base code, and it will be automatically updated for all devices. Not only does this save precious time and moneys but it also gives room to update the program or application as per the changing needs of the client.
  • RWD shuffles content, application layout, images, and font size to adjust according to the screen size of the users’ device. The user can navigate conveniently, without the need to scroll or pan-in or pan-out unnecessarily. User experience is thus smooth and easy – across all viewing devices.
  • With RWD, it is possible to include a lot of multimedia content into learning. Audio-visuals as well as graphical content is rendered as per the functionalities of the user device and this provides the learner with heightened visual experience – irrespective of device capabilities.
Responsive learning is now paving the way for learning to be not only accessible on multi-devices but making sure that it provides a heightened sensory impact as well.  With the use of more multimedia content, developers are now able to create content that the modern learner wants. With further advances, RWD will continue to bring impactful learning to users – anytime and anywhere.

Monday, 23 March 2015

Mobile Learning has become a Popular Method for Skill Development

In the area of corporate training, the benefits of mobile learning are many and most organizations are open to the idea of making their trainings available on the mobile platform. Since the learning-content is available for the learner at all times, mobile learning can be a strong platform for skill development. The endeavor is learner-driven and this makes sure that the learners are engaged with the content and can utilize it the most when they need it. In the last few years, mobile learning has made lot of progress and mobile learning management systems now make learning accessible to learners at all times. One of the early utilization of mobile learning for skill development was through the Text messages or SMS that cater to the immediate learning needs of learners. Here is an example of how mobile technology can be utilized to increase the language skills of tourists in a foreign land:

  • To begin with, Language Support Information booklets can be given at popular tourist spots like airports, hotels, popular restaurants, and so on.
  • The booklets can be informative -- providing basic introductory phrases that the learners can have handy for use.
  • In addition, the tourists can register their numbers on to a help service to receive SMS updates as per their requirement.
  • The updates are then sent to their mobiles on a regular basis.
  • Learners themselves could also request a translation of a particular phrase to or from the language and will receive an instant reply.
This model has many benefits and can be replicated for corporate training as well to deliver skill enhancement trainings.

  • The learning endeavor did not set out to achieve huge milestones in learning the language. The knowledge of the language was just enough for the tourist to feel comfortable in his new environment and be able to self-sustain.
  • These words were regularly sent out to the tourists, several times a day. By reading out the words several times a day, the learner would slowly become comfortable using them in practical scenarios.
  • On-demand requests from the learners were dealt with as well by searchable repository of words and phrases. When a learner makes a request to search a particular word/phrase, the word or phrase is directed to a database and the relevant translation is then sent back via SMS.
There are many benefits of this model:
  • This model was a start to the long way of learning a language. It provided elementary support that can help the learner communicate on a very basic level.
  • Text messages could be saved on the learner’s phone, which helped them to refresh as and when they needed to.
  • Reading the SMS was not tiresome as the length was kept very short for instant use and utilization.
Mobile technologies have many utilizations and it is a strong platform for delivery of skill enhancement trainings as well. The mobile learning platform is a powerful medium that gives out continuous support – and is therefore best utilized by the learners.

Thursday, 12 March 2015

LMS Provides Customized Learning for the Modern Workplace

Though training and learning have always been part of the workplace, the way that people learn has changed over the last decade or so. With the advent of computers into the workplace, technology-aided learning has truly made its foray into corporate training. Learning management systems have been developed to make sure that learners can access training and a seamless system is in place to track their progress. But that is not all that online learning management systems can do. A modern learning management system is equipped to handle a lot – from content delivery, creating student evaluations and assessments, building online digital repositories, providing a platform of collaborative learning and so on. More than anything, a successful learning management system provides learning as per the needs of the learner – it is customized and personalized as required. This is what makes it a successful learning platform in the corporate scenario.


  • Most modern learning management systems have simple and logical structure. This does not deter the learner to interact more with the system and try out all its features to utilize it to the hilt. The learners do not have to learn the workings of a new system in order to access the e-courses. In addition, many learning management systems also have built-in features that allow learners or managers to customize its looks as per their linking. For instance, within the organization, a team can customize the look of the UI with in-built skins that make the platform more appealing, it also builds the solidarity of learners within that group.
  • In addition, Learning Management Systems can be integrated with existing systems which ensures that managers or administrators can assign e-courses to them on a single database – most commonly the HRMS and the learner can access it from the existing system itself. No extra sign-in are required from the learners’ end. This also suits the managers as they can prepare a learning portfolio for their employee – customized as per their learning requirements.
  • The learner themselves too can browse the learning management system and choose e-courses for customized learning. The learning management systems becomes truly beneficial when it allows the learner to decide and get the choice of learning as well. Most modern LMSs thus have a search function and catalogues within the system where learners can look for reference material, quizzes, assignments, discussions or even audio-visuals on a particular subject.
  • In addition to customization, e-learning developers should keep in mind that most learners have short attention spans. Thus text heavy and lengthy e-courses are a bad idea as they are just conversions of written training material into electronic format. To be impactful, e-courses should be segregated into smaller modules of information that the learner can access as per requirement. This helps them to retain better and access the Learning Management System for a series of short learning sessions instead of lengthy ones where they are sure to lose interest.
Learning management systems are beneficial for organizations as well as learners for many reasons. But the structure and features of the learning management system should also be created with a learner-centric focus as they are the end users of the platform. With customized learning, learner engagement can be increased and so can be the overall success of the learning endeavor.

Wednesday, 25 February 2015

Steps to Choose Successful Learning Management System Vendors

With growing training needs, corporate organizations now need a system of training delivery that delivers learning and tracks it on a continual basis. Modern LMSs not only deliver learner, but manage the entire training process of an organization – including assigning e-courses, management of classroom training or blended learning, populating regular custom reports as well as assessing learners. Thus, when choosing a Learning Management System Vendor, we need to keep some important points in mind – to get the maximum ROI and deliver impactful learning.


  • Learning Management System Vendor should provide a system that helps the learners find pertinent learning material quickly and efficiently. If the structure and navigation of the LMS is complicated, the Learning Management System Vendor may need to make necessary changes to suit the audiences. It is important to make sure that the LMS has features that support learning objectives. Extra functionalities make a LMS difficult to navigate and the complexity scares most learners.
  • Learning Management System Vendor should make sure that the Learning Management System is able to comply and get integrated with existing systems. When Learning Management System Vendor successfully integrates the learning platform with HRMS and other software it is easier to track learners and align their learning with other activities in the organization.
  • Learning Management System Vendor should also provide ‘on demand’ learning for the learners in an organization. L&D managers can generate collated reports of learner’s comments and suggestion. This can be shared with the Learning Management System Vendor, who can keep aligning the content as per their needs.
  • Learning Management System Vendor should also provide a LMS that is mobile-compatible to aid the needs of the modern learner who spends a considerable time on mobile devices. This increases the accessibility of the learner and also aligns it as per the just-in-time needs of the learner. With the mobile access of LMS, the learner accesses content not only when he ‘has to’ but when he ‘needs to’.
  • The Learning Management System Vendor should also provide ample choice and variety in terms of available e-content. They should also make sure that support is provided to new learners – especially in the initial days of LMS usage. This support can be made available through a phone hotline, live chat or even a dedicated email account. Learners can post their queries and doubts and the vendor should make sure that these are answered within a stipulated amount of time.
By following these points it is possible to invest wisely with a Learning Management System Vendor to ensure impactful learning as well as learner satisfaction. The true benefit of training can thus be permeated to the entire organization.