1.
Personalization
- 3 things to look for in learning-based technology
As new
technologies continue to evolve, L&D leaders need to identify ways of
getting the most of their technology spend. Here are some tips.
The rise of digital technologies has created a number of
opportunities in the corporate learning arena. Learners have access to different
kinds of online tools right from MOOCs, gamified learning modules, and
byte-sized learning tools to virtual classrooms. These tools bring a number of
questions to the fore about the efficacy, costs and learning retention
associated with each method. Apart from this, L&D leaders need to choose
technologies that enable personalization and practice of learning.
Leaders also need to understand which technology best addresses
the needs of which employee cohort. Which demographic group is the most engaged
in byte-sized learning? And how does one design a learning strategy that
prioritizes minimal cost and enables effective learning?
On the other hand, business leaders should also reflect on how
to choose learning technology that matches the philosophy and culture of the
organization while also accounting for their efficacy. At Cognizant, there are
three factors that we assess to understand whether a said learning technology
tool enables personalization – a key attribute that enhances user adoption and
engagement in learning related initiatives. Here are the three factors:
- Hyper engagement
- Gamification
- Analytics
2.
How learning
analytics can create better interventions
Learning
Analytics uses data about employees and their learning activities to help
organizations understand and improve their processes, and provide better
support to learners. In this article we look at how learning analytics can help
in creating better interventions.
- As an HR professional, do you feel perplexed about how to utilize the huge amount of data?
- Do you feel the need to create more effective learning interventions for your employees?
- Do you wish to see your learning and development programs yielding higher return?
If your answer to these questions are affirmative (even
somewhat), you certainly need to do something extra!!
Every time employees interact with their organizations- whether
taking online assessments or accessing eLearning courses- they leave behind
some traces of data. The question for most organizations and HR leaders is What
should be done with the huge amount of data? Learning analytics, an emerging
field, may be the answer.
How Learning Analytics
create better Interventions
Research suggests that any
intervention which is backed by solid analyses can lead to better outcomes –
for instance, data driven companies are more productive and profitable than
their competitors1. So let’s see some of the ways to leverage learning
analytics to create better interventions:
- Making more accurate predictions
- Improving on-going programs for the future
- Paving way for personalized experience
3.
Bringing
Social and Mobile Learning in action
In this era of digital
transformation where the number of mobile and social network users is
increasing with every moment, providing the just-in-time and just-for-me
experiences through social and mobile learning is emerging as a big opportunity
for HR professionals. Here’s how organizations can take few steps towards
institutionalizing social and mobile learning more
India will be the 3rd
largest smartphone market in the world - reaching 314 million mobile internet
users by 20171 and approximately a third of a million
social network users by 20202.
With the growing use
of technology in every sphere of life, people are relying heavily on their mobiles
and internet to carry out their daily operations - from paying their bills to
debating about current affairs to staying fit, people have almost everything on
their fingertips – opening a vast expanse of opportunities for
organizations.
As per the latest
study by Brandon Hall Group (2016)3, social and mobile
functions are being touted as the top two priorities for the organizations and
it will be a great opportunity for the organizations to leverage the new
technologies and platforms to create more of ‘Just-in-time’ and ‘Just-for-me’
experience for its employees. To keep up with the current trend, it is becoming
imperative for the organizations to harness the prowess of mobile and social
through particularly ‘unbound learning’ and ‘learn on-the-go’ to stay ahead of
the curve.
There are several
benefits of implementing social and mobile learning in organizations, some
being:
- Increased mobility and portability
- Easy Access to vast amount of just-in-time and on-the-go information
- More fun and engagement
- Information sharing and open communication
- Good aid for remote workforce
However, the big question arises, ‘How organizations can implement mobile and social learning’? Few steps which can be taken in this regard are:
1. Start with the top
2. Aligning mlearning
implementation with organizational strategy
3. Integrating existing
systems with mobile and social technologies
4. Sync mobile learning
with formal learning
5. Making social and
mlearning fun and engaging
6. Educate users about
using social and mlearning
Decide
on Devices and Platforms
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