Lakshmi Puleti

According to LinkedIn’s global annual leadership survey, a top concern for the management is achieving employee buy-in. It is a big issue, as employee engagement is critically low. Individuals who are disengaged are less efficient and effective. Today’s modern workplaces are more geographically and genetically varied, and they frequently implode due to complex interpersonal issues that hinder growth. From the perspective of any organization, management that successfully gains employee buy-in despite these possible hurdles ensures continual business growth. Corporate training platform What is the Meaning of Employee Buy-in? In a commercial partnership, buy-in is a valuable product of trust. Employees will start to buy in to — commit to or own — their manner of operating together if they perceive their leadership has authenticity. The team is fully committed to the company’s goals, values, priorities, methods, and strategies. Why? Individuals become champions for it and a vital part of it after getting engrained in them. As a result, they go above and above, freely sharing their ideas and working as a team. Buy-in is similar to a purpose or drive that is larger than individual requirements and concerns. Benefits of Employee Buy-in When companies focus on employee buy-in for various activities, it leads to enhanced commitment. Of course, establishing this culture requires immense effort, diligence, and persistence. But the results are fantastic employee engagement and performance at a superior level. And an engaged employee is a valuable asset, as proved by these results from a survey by Gallup. Employee Buy-in for Corporate Training Initiatives Obtaining employee buy-in is critical when launching a new training program, as it ensures that all are on board and know what is anticipated of them. Not only is the benefit of training reduced without buy-in, but it could also seem like a time drain for workers. 6 Genius Tips to Ensure Employee Buy-in for Your Corporate Training Program Is your new learning program responsive, preventive, or proactive? Are you attempting to improve and upgrade specific functional areas, or are you hoping to fill in some gaps? Sometimes, you may be conducting safety training to minimize workplace accidents. Whatever be the case, your learners have the right to know if the session is beyond the regular box-ticking exercise. And why they should partake in it. Explain the complete process from inception to conclusion Each training initiative has its own set of procedures. Employees are more likely to participate actively in training if they understand exactly what that training entails. And besides, gaining employee buy-in necessitates participants’ understanding of what they’re getting into. Emphasize the outcomes It’s one thing to know why and how learning will take place; yet, there’s no purpose of training unless there exists a collection of desirable goals against which you can measure success. Trainees would like to know that their training will be beneficial to their team, or else it will feel like a pointless exercise. e learning management system Go for full-fledged internal promotion Using all the marketing resources at your disposal, promoting your new program is all about creating buzz and keeping the new approach fresh in your learners’ thoughts. This is your chance to entirely sell your staff on the training program and get them enthusiastic about getting started. If there exists a particularly appealing experiential activity they can participate in, now is a good moment to let them know about it. Be consistent throughout the process To enhance employee buy-in, you’ll need to create a training schedule that is regular and easy. Employees may be irritated by sessions that are canceled or booked at the last moment, generating fears that the training isn’t as critical to the organization or the individuals who are supposed to attend. Add interest to mandated training Workers typically roll their eyes and show resistance to mandatory training courses. Professionals, for instance, maybe aware that they must attend annual compliance training, but they put it off because it is something they are already familiar with. Employee buy-in is crucial in this situation, and it comes from the management, who must adhere to the very same, if not more, values as employees. Employees will offer their support if the C-suite demonstrates a dedication to corporate learning. Make training easy to access Provide bite-sized micro-learning sessions delivered just in time to make things easy for staff to access their training courses. Professionals can also get everything they need to complete their jobs with short and the point defencing choices provided as push notifications on their smartphones in the field. Allow employees to study at their own pace rather than forcing them to learn. Wrapping it Up Acquiring employee buy-in for training can be accomplished in various methods if well planned ahead of time. Efficient communication is maybe the most important takeaway, and it runs through all of the themes above. The more a person understands the new program and has power over it, the more is s/he to accept it and participate in it. corporate training platform | corporate learning

You’re already aware of the advantages of ongoing training for your employees. And you already know that adopting an learning management system streamlines and simplifies the process while also enhancing learner engagement. But did you know that tracking training with LMS reports is just as crucial as giving the training program itself? When it comes to staff training, the trip, as well as the destination, is essential. While the bottom line definitely should be to improve employee performance and meet your KPIs, keep in mind that training is a rewarding experience for learners and enriches the overall business culture. What Are The Key Metrics You Should Check In LMS Reports? Learner progress Learner progress LMS reports summarize the progress of all of your company’s learners and divisions, including how many courses have been finished, how many are late, and how well each user performs. All report processes revolve around learner progress. For example, you can use many filters to gather statistics on a specific department, group, or job. You’ll get an overview of your company’s training. You will immediately see if user engagement is low, and you will take action. This alert should be a red warning for you if the course started a long time ago, but users continue staying stuck at the beginning. Learner results When you look at the big picture, you might notice that someone requires extra encouragement to complete courses. You’ll be able to make sense of it if you use learner progress. Learner results provide you with a detailed view of a user’s performance. You may see all the courses assigned to that user, as well as their statuses, number of attempts, time spent, and other information. eLearning module metrics If many learners fail a course, something may be wrong with a specific area, such as one of the course’s modules. You can quickly see if any employees within a particular department have overdue modules and how far they’ve progressed through the curriculum. You can use the modules’ LMS reports to figure out why students repeatedly fail a particular course component. It enables you to clearly observe the issue and then inquire what is wrong with the content. It’s possible that it hasn’t been covered fully enough; in that case, it’s best to go over it again. Learn more about: e learning management system Department progress Department progress displays information about how your company’s branches and divisions are functioning, including the number of courses assigned, started, and completed, as well as overall department progress. If a department does poorly in training, you can investigate the issues and speak with the department’s chief. You may then uncover bottlenecks and threats in your organization by understanding the situation with learning in a specific group. Learning status You don’t have to manually track the data for each course if you’ve merged numerous courses into a learning track. You’ll see data for the entire program in this report, including which learning tracks have been begun, completed, or are overdue, as well as the learner’s progress on each track. Please keep track of how your students are progressing with their long-term programs. Learn more about: corporate training platform Enrollment This report will indicate how all users have used the learning track throughout time and how each student advanced through it each time. You may keep track of which mistakes were made repeatedly and work with the learner to correct them. Conclusion LMS reports are an excellent tool for relating user performance to corporate data. We’ve covered the essential LMS reports in this article. If you’re short on time and need to get something done quickly, try the following: e learning management system | corporate training platform | learning management system

The average per-employee global corporate training cost has steadily increased over the years. Employers worldwide, last year, spent on average USD1,308 U.S. dollars per employee on learning and development. Again, as per Training Industry, 14 percent of businesses planned to cut staff training costs in 2019. These values have increased by 5% year over year. It’s no surprise, really. What a year it’s been! Perhaps your training budget has been cut. Corporate Training And Its Related Factors Let’s start with a look at the factors that influence training costs. Three factors decide how much you’ll spend on corporate training: The size of the company One size does not fit all, and different firms may afford additional training depending on their earnings and personnel numbers. Industry Jobs in other fields, such as leisure and hospitality or maintenance, don’t require much skill or experience, and on-the-job training is usually enough. Other businesses, in turn, encourage substantial training—for example, Amazon, which retrained 100,000 non-technical employees to work in software engineering. Corporate Training Cost: What Are The Hidden Expenses? The hidden costs are non-obvious aspects that influence your corporate training platform cost and are something that you should anticipate. We can identify two major factors: turnover rate and productivity and profit loss. Turnover rate 31% of new employees leave their jobs within the first six months. So you may have paid to train your employees, yet a third of them depart. Your training efforts are at risk of losing effectiveness due to this turnover, and something needs to be done about it. How To Calculate Your Corporate Training Cost? How can you figure out how much money you will spend as part of your corporate training cost? Training demands may determine your training budget. The following is a typical list of costs associated with face-to-face training: • Cost of learning contents and external trainers • Fees for instructors • Travel and Accommodations • Amortization of software or equipment • Salaries for talent development teams 4 Smart Ways To Reduce Corporate Training Cost With eLearning E learning management system is a great approach to refresh your training by using existing sources. Let’s look at how you can use these forms of eLearning content to replace pricey training events: Videos Videos are an excellent place to start if you want to save on your corporate training cost. To begin with, finding curated content on the Internet is relatively simple. Second, you can always organize it into YouTube playlists for internal usage. The L&D team’s IBM Training channel is a well-known example. Department updates, town hall meetings, video lessons, interviews, and more are all available there. Employees can also be assigned MOOC video-based courses to take knowledge tests and receive certificates of completion. The problem is that the content from these sources may not be precise enough for your training requirements. It will also be unsuitable for skill training that requires a structured, practice-oriented approach. In-house course creation You can take current information or assets that can be ‘recycled’ as learning content and turn them into fully functional online courses. You can choose interactive courses that will serve as your ‘golden mean,’ combining theory and practice, covering the most prevalent training topics at a low cost. LMS A learning management system (LMS) is a platform that allows students to access the courses you’ve created for them. You may store courses, exams, and videos in an LMS, assign them to a specific student, group, or department, provide live help via an embedded chat, and track their training performance. LMSs enable you to oversee and control the entire training process without the need for outside assistance. Microlearning raining should not always focus on and educate major strategic issues. Minor tweaks can make a significant difference when it comes to learning. As a result, it can be tailored to a specific requirement, given on demand, and comprise a different technique — microlearning. Microlearning is based on the concept of learning nuggets, which are small chunks of information. They can be a quick (but comprehensive) online lecture, presentation, video tutorial, screencast, podcast, quiz, game, or other types of content. Microlearning courses are less expensive. However, you usually require a large number of them. Conclusion It is only logical that you want employee training to be effective and affordable. Using eLearning to start in-house training and relying on internal resources will be a good solution. You can significantly reduce your corporate training cost, and retain the effectiveness of training via eLearning. We hope you find this post helpful and that it provides you with a fresh perspective on training in your organization. e learning management system | corporate training platform

There are numerous advantages to holding an online discussion similar to a face-to-face setting. Through interactive interaction with their peers and the instructor, employees can extend their learning outside the classroom. An online discussion is similar to a face-to-face conversation in that it requires instructor moderating and active management, preparatory time, and summation of the concepts presented. Online discussion forums: A brief introduction All you could do in the past was post some e learning management system online and hope that your learners would find it. It wasn’t the best answer, but it was all the technology-enabled us to accomplish at the time. You can thank your lucky stars that educational technology has continued to advance. We now have the applications we need to support any training program we can think of. The main issue is that technological advancements have occurred so swiftly that humans have had little opportunity to acclimatize. Maybe you’re afraid to take a chance and try something new. Perhaps you are unaware of the possibilities accessible to you. Whatever the case may be, now is the moment to embark on a journey into the future of training. The Upsides of Online Discussion Forums High-quality work Given that employees have time to ponder their discussion contributions before posting, they can offer more resources and fascinating facts than they might in a face-to-face conversation on the same topic if the instructor makes the goals and requirements clear. Preparation Employees may or may not have prepared or read the material in face-to-face training. Still, they get enough time to look up the information and study the item before posting a response about it in an online discussion, especially for learners who may need extra time to prepare for meetings. Netiquette In the new millennium, we are all being forced to master a whole new set of social communication skills: properly debate subjects in an online format. The instructor plays a critical role in assisting trainees in developing their digital footprint via voices and personas in a polite and socially acceptable manner. This fosters a welcoming learning community for all. This is a skill that employees will apply in their personal and professional lives as technology for communication expands. Writing abilities Employees will have the opportunity to enhance their writing abilities if the instructor has high standards for the quality of the work that learners submit. How to incorporate online discussion forums in corporate training? Not all training managers are entirely out of touch with what’s going on in the industry. Some people have recognized that discussion groups can help them get more out of their training. Here are a few examples of how chat groups can be used. It’s possible that your training program already contains a group discussion that you’re unaware of. Keeping learners in the forefront It’s possible that the learners’ objective was not to form their discussion groups in the first place. Perhaps someone sends a WhatsApp message to a colleague, inviting another expert to join the group. They may also roll it out on LinkedIn or Facebook as more people are added. Before you realize what’s occurred, they’ve created a community of people passionate about the same thing. Familiarizing with the discussion board Employees will need some time to get used to the discussion board, especially if they are new to online courses or the learning management system (LMS) you are using. Introduce an LMS with a user-friendly discussion board. Provide advice on submitting posts and replies if yours is extremely clumsy. Even if you think your learners are tech-savvy, they may have little experience with this type of asynchronous, semiformal communication. Searching for SMEs Training managers can also use discussion groups to figure out who is the go-to person for any business-related information. Once again, gamification comes to the rescue! You can identify who has the most to say on any topic by adding a ‘top contributors’ leaderboard to each group. This simplifies the L&D department‘s job, and it also allows otherwise unnoticed people to be recognized for their competence. Conclusion Collaboration is exactly what your training program needs. You may add a social element to your training with relatively little effort. If your LMS already allows for group conversations, make sure you’re taking advantage of them. If not, you can start with an existing social app. That should tide you over until you can find the funds to invest in a feature-rich LMS like PlayAblo! online learning management system corporate training platform

Workplace Learning has been one of the most crucial aspects of business in 2021, despite all that has transpired. More than 40% of Americans have changed employment; reskilling and up skilling remain vital, and there are even signs that labor shortages in certain critical roles are resurfacing. What steps have businesses taken to deal with all of this? By making a significant investment in training their workforce. Corporate training has three major challenges: • Effectiveness: Which programs, techniques, and tactics will most effectively “move the needle” in terms of acquiring the necessary capacities and skills? • How can we eliminate waste, reduce noise, and keep L&D efforts focused on the most essential areas? L&D can quickly become cluttered and disorganized. • Alignment: How can we keep the entire L&D unit (and our learning strategy as a whole) focused on the company’s most pressing urgent and strategic issues? What is Adaptive Learning? Adaptive learning is changing the face of education. It alters the delivery of educational content and improves learning results. What precisely is adaptive learning? Adaptive learning uses technology to provide tailored knowledge by modifying each learner’s learning path and pace, increasing their chances of success. What Are the Benefits of Adaptive Learning? Personalized instruction Adaptive learning and its potential to give a tailored, online teaching experience at scale result from a collaboration between computer science and cognitive research. Adaptive learning delivers tailored feedback to learners and creates unique learning experiences for them. The system learns about the student’s needs and ability level through algorithms and responds accordingly, giving the impression of one-on-one education. It saves you time. No time is wasted by presenting content that the learner already knows since the course material is tailored to the student’s level of understanding and knowledge. Adaptive learning can help you finish a course in half the time. With this method, students can concentrate on content that will help them enhance their work performance, resulting in an overall improvement in the organization. Facilitates the training of a variety of organizations Adaptive learning is ideal for the instruction of various learners since it adapts to each individual. Adaptive learning adjusts to all differences between learners based on competency levels, age, experience, or corporate tenure. Concentrates on what must be taught Adaptive learning technology identifies what a student needs to concentrate on. The technology then generates content tailored to the employee’s specific needs. To ensure engagement and comprehension of the information, this tailored content can incorporate concepts, activities, and gamified content. Adaptive learning can aid in the creation of effective and time-efficient learning experiences that are unique to each individual while also contributing to favorable business outcomes in corporate training platform. What are the Adaptive Learning Organizations’ Practises? Sensing, decision-making, and innovation are the three categories. Adaptive Learning Organizations – Sensing Listening and Data Management: As we’ve discovered from the studies over the years, the most crucial component of alignment is knowing what to work on. This is something that ALOs takes seriously. They have learning councils, are involved with senior corporate learning, and are aware of industry-wide skills and technology trends. They also know what their staff is doing, how their programs are performing and continually research the talents and capabilities that their organization requires. Decide – Good Planning, Governance, and Alignment Characterize Adaptive Learning Organizations: Governance, planning, and decision-making are the topics of the second set of Adaptive Learning Organization practices. Decisions about where to invest the L&D dollars L&D (and where to outsource) are challenging but are critical to success. The goal is to give local L&D leaders the tools they need to create, adapt, and respond to learning demands. To identify performance concerns clearly and regularly, firms must build learning business partners, Capability Academies, and excellent performance consulting skills. Innovate and Experiment: Evolve – Adaptive Learning Organizations Innovation, experimentation, and technology comprise the third group of practices. As most of you know, learning and development is one of the hottest areas for new ideas and solutions, and Adaptive Learning Organizations are always on the lookout for them. Consider developments such as virtual reality and augmented reality, learning record stores, micro-learning, and learning in the flow of work. These aren’t just crazy ideas; they’re revolutionary new technology and solutions that will revolutionize the way people learn forever. Adaptive Learning Organizations research, test, and implement these technologies. Conclusion This new universe includes design thinking, journey mapping, and agile development (stories and sprints). But it’s more than just “adopting Agile”; it’s about “being agile” as a group. These concepts — agility, creativity, experimentation, and iteration – are essential for today’s success. Being adaptable in your L&D organization is now essential in this era of pandemics, economic and job transformations, and faster-than-ever digital transformation. Read more: open source learning management system

Creating an e learning course that doesn’t get the attention it deserves is one of the most annoying difficulties that eLearning developers encounter. You’ve carefully selected each piece of eLearning content and considered every detail of the design. However, you notice that attendance rates are low, sales are down, and you aren’t reaching your target audience after implementing e learning management system. 7 Things You Must Do After Launching an eLearning Course Conduct a Launch Analysis in Hindsight After you’ve finished your eLearning course, please take some time and release it to the audience to analyze the entire eLearning design process. Gather feedback from your eLearning team and determine how you might improve moving forward. You might even discover that there are components of your current eLearning course that you can immediately improve, such as fresh eLearning content found through the continuing study by the Subject Matter Expert. Create a Support Page Following the deployment of the eLearning course, specific online learners may want additional assistance. For example, they should be able to contact IT service if they cannot log in to the eLearning platform using their username and password. Similarly, online students who have difficulty with a particular area may require assistance from their online teachers or classmates. Create a presence on at least one social networking platform where online students can write comments, ask questions, and stay up to speed on eLearning course developments. Make A Promotional Connection Who doesn’t appreciate getting free information? A promotional tie-in can range from a free add-on module to a free eLearning eBook with helpful hints. Online students who have previously enrolled in your eLearning course will appreciate the bonus. In contrast, new online students will be more likely to join if they find the eLearning helpful resource. You can also utilize the promotional item to encourage people to join your mailing list. Continue to Interact With Learners Another issue worth mentioning is the significance of active learning. Students can become more engaged in their learning by relating knowledge to their own (or others’) experiences and applying it to their daily lives through active learning. Here are some suggestions for getting your students to communicate with one another and share their learning experiences: Forums, live sessions, and online group activities are all options. Use forums to talk about the eLearning course they’re doing, other training, or what they ate for the morning! Anything that stimulates and communicates will suffice, and that’s exactly what we’re looking for. All the better if you can get a handful of thought leaders from your company to participate in the forum. It Should Be Promoted So, before your course goes live, you should start promoting it. You must, however, maintain the momentum. Once it’s live, you’ll need to ramp up the promotion. Even if you’ve produced a stunning, functional, and practical eLearning course, you can’t hide it in a dark corner or bury it deep within your LMS’s murky depths. It would help if you communicated it to your audience, giving an “elevator pitch” on why it is worthwhile. Oh, and automatic email from the online learning management system with the subject ‘new course available’ does not count. But what other options do you have? Well, you have a few options, and knowing how to use them can help you enhance student engagement, course participation and ultimately deliver a return on investment for your company. Organize a Virtual eLearning Conference One of the most significant drawbacks of eLearning, particularly asynchronous eLearning, is the lack of a social component. The lack of a “face” that online learners can associate with the eLearning course, as well as a human element, may deter them from enrolling in the first place. This is especially true for more extroverted online students or those who require a boost in the drive. After implementing eLearning courses, you should hold at least one virtual eLearning event so that online learners can connect with peers and facilitators. Analyze Learner Feedback and Analytics Examine the results of all your eLearning surveys, focus groups, and interviews for patterns and trends. Are online students satisfied with their eLearning experience as a whole? Do they think there are any areas of the eLearning course that could be improved? What aspect of the eLearning course do they enjoy the most? It would help if you also looked at your existing Learning Management Systems and website analytics. Determine whether any components of the eLearning course design are too tricky or not tricky enough. Read more: corporate learning Conclusion Your audience will benefit significantly from your eLearning course if they locate it. Promoting your eLearning course is critical, as is utilizing the eLearning feedback you currently have to improve its marketability. Make sure your eLearning course gets off to a good start with these 9 suggestions and strategies.

Isn’t it true that we expect eLearning to be a huge winner? Why isn’t your eLearning course firing on all cylinders if this is the case? This question may have a more straightforward answer than you believe. A few fundamental issues appear to confuse eLearning practitioners regardless of their size or sector. How Can You Make Your eLearning Course Work? Learning Always Happens Both Ways Nowadays, it appears as if individuals are creating two types of material. It’s divided into heavy data about products or services and fluff. Both are incredibly upsetting, and people are becoming better at recognizing when to leave as time goes on. Here’s a challenge for you: Did you approach the course from a giving or a receiving plus learning viewpoint while structuring and designing it? The response is critical since it could be why your student is completely disengaged from the course, which would explain why they aren’t putting what they’ve learned into practice, or worse, why they aren’t even finishing the course. They will not accompany you on your journey if they do not see its worth. Read more: corporate learning Experiment With Active Learning Many business training materials are as dull as a rice cracker. It doesn’t have to be that way! Learners can become actively involved in their learning process by balancing passive and active content. The term “passive content” refers to content that the learner only needs to consume. Passive learning content includes listening to a podcast, viewing a video, and reading notes. On the other hand, Active content encourages learners to think, solve problems, and practice their knowledge and abilities. Have You Considered the Content? We’re very sure your e learning management system courses are jam-packed with high-quality content, but so are a lot of people’s favorite novels and movies. The capacity to digest something also testifies to its quality. No matter how valuable the material is, it won’t be regarded as good if no one can read it. So it’s most likely not what you’re offering, but how you’re sharing it. Consider All Types of Learners You only need to be trendy to create eLearning content that stays! Because it’s almost certain that students will have a wide range of learning styles and preferences. Some people are visual learners, while others prefer audio, and still, others prefer to dip their toes in the water. The best method to incorporate everyone in the learning process and ensure everyone feels involved is to balance visual, aural, and kinesthetic eLearning content aspects. Present skills, information, and concepts using a range of videos, visual, and written materials and activities, such as branching scenarios and group projects. What About Incorporating Recent Trends? If you recall, your workforce is constantly flooded with information, as we described before. You want to make sure this doesn’t end up on their to-do-later list. Because you won’t always be the one to express how important something is, exposing them to community chats or forums will allow them to connect with individuals who can help them see training as a way to progress. How applicable is this training to their day-to-day responsibilities? Your students should never feel as if they are wasting their time in your class. Keep things as relevant and to-the-point as possible, and they’ll want to participate and stay involved. What will happen, as we already stated, as a result of this? How soon do you think it will be? Your students are expecting specific things from your course. You must live up to these expectations. Read more: open source learning management system Be Unique We live in a content curation world. It’s easy to pick the stuff that corresponds to your themes and call it a course, especially with a limitless supply of amazing videos, articles, and online resources. Now, not all content curating is terrible. It can be pretty effective, and it often provides learners with a more diverse perspective and a fascinating set of learning activities. However, if you want your online course to take off genuinely, it must be unique Conclusion It’s hardly rocket science to create an engaging eLearning program that your audience will like. E-learning, when done correctly, can yield significant economic results by aligning with employees’ schedules rather than working against them.

The term ‘eLearning’ first came into the limelight in 1999 in Los Angeles, amid a seminar on Computer Based Training (CBT). Even with limited Internet access to the general public at the time, training course developers (primarily programmers and IT experts) managed to create eLearning courseware accessible through the intranet, CD-ROM, and – to a lesser extent – a few websites. However, next-gen eLearning is primed to take off, with rapid communication available to the public and cloud-based learning on the rise. We’ll discuss what it takes to produce next-generation eLearning in this article. What Are the Elements of Next-gen eLearning? The next-gen eLearning will take a holistic approach to learning rather than focusing on singular ideas like learning outcomes or course completion. As a result, the guiding principles for a future-focused eLearning environment will be more eclectic and derived from a cross-pollination of diverse educational perspectives, such as cognitive constructivism, behaviorism, and socio-constructivism. Dynamic and Concise This implies that your classes must be responsive to your students’ changing demands and schedules. Learners may expect assignment submissions via social media postings or text messaging to be accepted in the future. Also, the modern employee faces time crunches, which means you’ll have to create brief courses that are to the point. No Stereotypes The contemporary learner will want their eLearning to be more than the text-heavy, cluttered approach that most courses now take. Instead, you’ll need to create courses that can be tailored to the needs of individual students. On-the-go Learning This implies mobile, on-demand, anytime, anywhere courses that work across various platforms (desktops, cellphones, tablets, and TVs) and feature seamless transitions — for example, starting a session on a smartphone, continuing on the office laptop, and finishing on a tablet at home. Significant Trends that Will Shape the Next-gen eLearning Framework In the coming years, eLearning as we know it will alter dramatically. That’s because as technology advances, so will changes in social behavior, which will influence how learners consume training content. When building next-generation eLearning courses, keep the following trends and ideas in mind: Micro-learning Time will be one of the major constraints for the next generation of learners. As a result, eLearning will have to be lean and light, with content ingested in small chunks. Social Learning For the information, videos, news feeds, and live streaming events used in social learning, the respective eLearning courseware will need to be far more diverse. Your eLearning content will need to be available on various social media sites. Multiple Platforms Instead of only intranet or private cloud-based corporate infrastructure, the content will need to be built for sharing across public and open forums. Measurable Learning Core information in next-gen eLearning will need to be more measurable than available through learning management system capabilities. Course creators will need to integrate their content with advanced learning tracking and management tools such as predictive analytics. How to Deploy Next-gen eLearning in Your Firm? Instead of waiting until the next-gen eLearning becomes mainstream and more clarity emerges about where it is headed, instructional designers and eLearning developers can begin planning for the future of corporate training platform now. • Assess the current state of the organization’s eLearning skills and strengths. • Take a comprehensive inventory of all existing eLearning assets, including content, infrastructure, and personnel. • Brainstorm, ideally with the support of Subject Matter Experts (SMEs), where the organization needs to be in terms of eLearning skills in the next decade. • Create a detailed road map for preparing the firm to achieve its aim of being ready for next-generation eLearning. • Determine all strategic, program-specific, platform-centric, and infrastructure-related adjustments that you will require to support the roadmap. Budget allocation, sourcing, and timing will all be critical decisions. • Examine current corporate eLearning assets such as lesson plans, curriculum, video, audio, exercises, exams, and assessments, to see which ones need to be re-engineered or updated to match the company’s next-generation eLearning roadmap. • Create short-term plans to design or update appropriate e learning courses to complement the company’s overall next-generation eLearning strategy. Conclusion It’s vital to remember that, just as eLearning has grown from its beginnings in 1999 to what it is now, next-gen eLearning will continue to evolve. As a result, when businesses begin preparing for next-generation eLearning, their strategies must be flexible. Roadmaps, action and project plans, and learning programs will need to alter to keep up with learners’ technological and social behavioral changes.