eLearning

Instructional designers follow specific standards while creating e-learning courses. Thus, they can create courses that are educational and engaging. It starts with researching the material-based particular needs of the client. The instructional designer decides how to present the course. Though instructional designing is much work, it is a successful teaching method.

Do you know how to write the learning objectives correctly and how Robert Mager’s Performance-based learning objectives can be used? In designing an eLearning course, defining learning objectives is an important aspect. This is where Robert Mager’s Performance-based learning objectives come into play.

The world of e-learning has undergone a significant change in recent times. With new technology emerging at every turn, the Learning and Development domain has seen many innovative ways of learning. Adaptive learning, though nothing new, is being incorporated in the corporate world to make sure each individual with diverse learning skills, goals, preferences, and strengths gets equal access to learning. After all, if job-related training is effective, it leads to a better employee retention rate.

Organizations are now using social media in corporate training. Social media is used before, during, and after training sessions. So, how do you incorporate social media into your organization's learning culture? What is the role of social media in your organizations learning and development?

Rapid eLearning has emerged in these times as something of a savior. Today, many corporate companies prefer this as an alternative to the traditional instructional design methods adopted before. Many organizations are short on time and need quick learning solutions that would make their training modules easily accessible online, and rapid eLearning is the solution.

Since 1960, as technological innovation continued, blended Learning replaced the instructor-led training approach. In the corporate world, blended training has gained momentum and has successfully trained employees to a large extent.

Manufacturing training is an essential part of any manufacturing industry. According to a Deloitte (2015) study, 4.6 million manufacturing jobs will be needed in the coming decade, but out of that 2.4 million jobs are expected to go unfilled due to the skills gap present now. USD 454 billion might be the cost of a lack of qualified talent on the manufacturing GDP in 2028. Between now and 2028, a persistent shortage of skills will cause USD 2.5 trillion in reduced output.