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text 2021-11-24 11:18
6 Counter Strategies to fight Online Learning Fatigue


It’s not uncommon for companies to cut corners or go overboard for staff training and development during specific months of the year. With remote working becoming a norm rather than the exception, a new syndrome known as ‘online learning fatigue’ has emerged. Virtual learning tiredness results from L&D teams and HR experts attempting to impose too many training, reskilling, and upskilling requirements on their employees.


Yes, sometimes it’s not possible to have too much of a good thing! So how can you ensure that you deliver engaging online learning which does not tire your learners?

Well, before getting there, let’s try to understand how remote learning, at times, proves overwhelming for employees.


7 Strategies for Creating Engaging Online Learning to Combat Remote Fatigue


The learning design techniques listed below are essential for maintaining student engagement and avoiding learning weariness. To assist you in dealing with learning overload, here are seven learning design strategies:


Strategy 1: Access And Flexibility


Enable pull-based learning


Instead of enforcing training, offer remote employees the option to explore what’s available and allow them to choose what aligns with their learning needs and work-life schedules.


Balanced blended learning


Instead of favoring one specific training mode, pre-recorded sessions, live-streamed, or video-chat-based training, use a moderate blend of synchronous and asynchronous (also called poly-synchronous) training to add flexibility to your remote employee training program.


Strategy 2: Social Learning


Remote personnel frequently become depleted as a result of their isolation. Being in the company of others gives people vitality. You may help by including connection opportunities in your training.


Making each lesson a social experience is another approach to re-energize learning and get away from static screen time. Employee collaboration adds a layer of engagement that combats feelings of isolation.


More hands-on involvement with the material makes it more remember and impactful. Incorporate collaborative learning activities or group projects that encourage people to talk. Learners will grasp and retain more information when they think more deeply about the practical application with their peers.


Strategy 3: Comprehensive L&D Platforms


A learner who is more absorbed and engaged is less worried or exhausted. Immersive learning tactics like branching scenarios, gamification, and next-gen strategies like virtual reality (VR) and augmented reality (AR) alleviate rather than worsen online learning fatigue.


Employees might sometimes be re-energized in their learning by a little healthy competition. Use the various Learning Management System tools to incorporate gamification elements into your training.


Leaderboards that allow students to compare their progress to their peers can keep students interested and energized. Consider allowing students to earn badges for completing tasks or additional points for completing quizzes to keep them engaged in the learning process.


Strategy 4: Flexibility


The ability to self-pace is another feature that makes e learning management system so enticing. Employees can log in and complete training on their own time, thanks to remote training software. For distant learners, having that kind of freedom can relieve a lot of stress.


It is not a hardship on employees’ already hectic schedules when choosing how and when they complete their training. They can schedule it during downtime during the day — or even outside of business hours if it is more convenient. 


Strategy 5: Engaging Content


Ensuring that your training attracts and maintains learners’ attention is one of the best things you can do to prevent them from zoning out. Examine your material to discover how you might make it more interesting.


Consider factors such as learning modalities. Do you have a lot of text-heavy slides in your training? To engage different types of learners, include movies or dynamic graphics.

Alternatively, include interactive components such as quizzes, practice, and branching scenarios. Learners’ energy is focused on accomplishing something, such as answering questions, clicking on a screen, or practicing a skill. Interacting with the subject keeps them engaged and prevents training from becoming tedious.


Strategy 6: User Interface


When it comes to improving the user experience, content isn’t the only factor to consider. Please take into account the design of your courses and make them suitable for screen-weary students.


To prevent eye strain, for example, use minimalistic fonts. To assist learners in grasping the same piece of information in less time, try substituting presentations or manuals with informative info graphics. Also, make sure your Learning Management Software is simple to use and navigate, so staff don’t waste time or become annoyed while completing their training.


Final Thoughts


We hope that this article will assist you in using the suggested ideas and approaches in your remote staff training and successfully overcoming online learning weariness. Meanwhile, if you have any additional queries, don’t hesitate to get in touch with us or leave a comment below!

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text 2021-11-19 10:27
5 Popular eLearning Content Types


You’ve been assigned to create your first training course, and the deadline is approaching quickly. So, what’s next? That’s a bit abrupt beginning sentence for an article, but that’s how it can seem when you get your first e learning content production project. Where do you begin? What kind of final output is needed? What is even possible within the project’s schedule and budget constraints? There are numerous issues to be answered, but one of the most important is, “what type of material will you choose from the various eLearning content types?”


You might ask if there is a perfect roadmap for creating relevant and exciting eLearning content. Still, given the unique circumstances of each project, it’s impossible to cover

everything in one strategy.


The following are some of the various factors:

  • The size of your group
  • Quantity of content
  • The topic at hand
  • The appropriate form of content distribution
  • The knowledge of the audience
  • Your company’s objectives


Let’s look at the various eLearning content types to decide which ones best suit your eLearning project.


What Are the Most Popular eLearning Content Types?


Slide-based Content


When most people hear the term eLearning, they immediately think of slide-based courses. They entail the user participating in a self-paced course in which they examine slides with interactive units and the narration and other multimedia features. These courses frequently resemble PowerPoint presentations in appearance and feel.

In a myriad of scenarios, this type of information may be advantageous. Consider using it


if you’re looking for a way to: You may already have online learning resources in the form of presentations, documents, PDFs, or other formats that you can quickly convert into an online course.


  • You need to convert some offline training to an online version quickly.
  • You want to put onboarding new employees on autopilot.
  • You need to obtain some fast refresher training on a new product or service.




Quizzes, exams, assessments, or knowledge checks – whatever you choose to call them – are an essential part of nearly any eLearning course. Why? Quizzes help you to keep track of your learners’ knowledge and guarantee that you meet your training’s learning objectives. They’re also a fun and interactive method to break up the content in your training modules and provide a natural breakpoint between important subjects that helps learners feel like they’re progressing through the course.




Video content is now viral, and for a good reason: it’s always more interesting than just text or photographs. You can incorporate video content in your eLearning in a variety of ways:


Videos that can be used in silos: You can only use video as a form of content. You

could, for example, make a series of films on a soft skill like conversations during a meeting.


Embedded videos: In your eLearning course, you can include videos. The video could feature original content, public domain footage, or stock footage. This methodology has the advantage of allowing you to use video for specific sections while also incorporating more interactive aspects within the course.


Interactive Videos


Learner apathy or lack of involvement can disadvantage traditional training films, especially in lengthier formats. This is where interactive videos come in handy. We can now deliver video interactions such as hotspots and quizzes thanks to advances in technology. This is the perfect choice when you want to provide consumers the ability to interact with the video’s content by allowing them to click, drag, scroll, hover, gesture, and perform other digital actions.


Samsung designed an interactive film that takes users through the camera’s various capabilities and navigation buttons. An interactive menu allows viewers to select whatever topics they wish to learn more about and instruct them on how.


VR and AR


Virtual and augmented reality are two new and successful techniques to give students real-world experience. Virtual reality is ideal for learning both human relationships and practical skills in real-world circumstances. Simulations allow you to practice reenacting real-life incidents and choose the best course of action.




As instructional designers or training developers, you strive to create corporate learning solutions that will assist your learners to improve their knowledge using the most effective approaches. It is critical to provide content that is simple for the learner to comprehend and remember. We hope that our blog has offered some valuable insights on how to develop your eLearning content.


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text 2021-10-04 11:01
A Detailed View of Today's Workplace Learning Team Structure

In the current business scenario, workplace learning teams must be made up of the right people armed with the correct information. The roles of the concerned teams are shifting in tandem with the evolution of learning and development. To take on these increased duties, leaders must have the necessary skills and competencies. To comprehend how modern L&D teams should be constituted, you must first gauge what employers seek in new workers. Additionally, you must try to understand what the L&D function means to experts. While some L&D specialists want their employees to be familiar with the organization and the environment, others wish their team has an innate drive to learn. Digital proficiency, on the other hand, is a must-have. Let's now explore these points in further detail.


What Does the Learning Team Structure Look Like in a Contemporary Organisation?


If you consider the L&D job market, one aspect is crystal clear. Most of the recruiters are searching for the correct mentality and soft skills in their candidates. Some of these qualities include proactivity and innovation. On the other hand, L&D professionals should not hesitate in giving quantitative numbers to their influence and contribution. In the hard skills domain, the most critical elements are project management and analytics. Hiring requirements include several aspects. And L&D professionals must both be pros in playing a leading role in coming up with initiatives and reporting on their progress using data-driven analysis. Moreover, several companies opt to recruit people with an HR background for their L&D function.


The Evolving L&D Structure and Changing Expectations


Previously, it was widely assumed that content developers and program administrators alone should make up corporate learning teams. However, they are nowthe architects of a learning ecosystem. The L&D teams play a vital role in workforce development to keep the ecosystem going. The result?They must always be ready to become change drivers. They must also be proactive in putting in a lot of effort regarding accountability and responsibility. Traditional L&D competencies have been transformed because of these changes in the role. Hence, workplaces should pay close attention to the skilling of their L&D team structures.


A Successful Workplace Learning Team's Three Pillars


In L&D teams, one of the critical aspects is to have a diverse set of profiles. Now, what's the ideal recipe for a successful learning and development department? A mix of professionals possessing skills in data analysis or UX development. We should also have individuals with a keen understanding of psychology and behavior. Finally, we must include people from the business itself.


Business Profiles


Individuals with expertise in business and customer service possess a sound understanding of the needs of the company. They are in a better position to convert their knowledge into L&D policies more efficiently and have a clear idea of communicating with leaders, deciphering technical jargon, and understanding the organizational culture.


Data Analysts and Software Developers


The profiles mentioned above enable you to reap the multiple benefits of data analysis. You can take the help of the right analytics to aid in ensuring accountability of the organization's workplace learning team. How? Number crunching and analysis are used to assess the effectiveness and impact of training programs. User Experience, aka UE, and user-friendly platforms are other segments where UX and software engineers come in handy. As a result, they can nowdevelop new ideas and approaches to improve the learner's experience (LX). "An L&D function with outstanding standards on EX (employee experience) is scarce on the market, even if it is an essential component of its impacts," says David Hindley, former HRD for Danone and Disney. It is pretty necessary.




Profiles of psychologists or those with a social science background thoroughly understand human behavior and learning processes personally. Such experts can swiftly assess what triggers can be used to accelerate people's learning curves and knowledge acquisition. To better understand the organization's culture, mindset, and behaviors, you can provide them coaching sessions and assist them with learning frameworks and co-development processes. Psychologists also guarantee that the content created by their L&D team is pedagogically sound and reliable. They are the ones who will support people's development and help bridge the gaps in a workplace learning team framework.


An Exploration of the New Roles in a Workplace Learning Team


Aside from the changing responsibilities in today's environment, L&D competencies will also alter shortly. Companies are currently focusing on an employee's experience in a learning setting, for example. They do, however, seek employees with a UX development background. This combination could lead to the formation of the following profile:


Employee Learning Experience Designer 


These experts turn the knowledge that needs to be learned into better learning experiences. They are well-versed in the many learning methods and platforms (digital and offline) that may be used to optimize learning, and they have even designed some of them.


Data Analyst + Performance Consultant


This position will have a significant impact on the L&D department. Dual abilities are required for such a profile. The first is to examine data from business intelligence and learning and development. The figures should then be combined to report the effects of the workplace learning team's activities on business executives.


In short, the builders of a system that encourages the learning attitude make up the modern workplace learning team structure. So, what does this mean? The management must become involved to ensure the long-term viability of the structure. Keeping this in mind that the Community Engagement Manager's role will ensure that L&D teams take responsibility for ensuring the learning community's long-term viability. Second, content, communications, and fresh learning experiences must be updated regularly,so the employees remain interested.


Rounding it Up 


The new L&D organizational structure does not imply that established responsibilities will be eliminated. However, it indicates that in-demand skill sets will change. Organizations should commit to creating and acquiring the L&D attitude, as mentioned above, to meet these evolutionary needs. In a nutshell, the primary aspects of a successful L&D team will include expertise in organizational growth, change management, systemic thinking, and digital upskilling. Do you want to learn more? At PlayAblo, you can speak with one of our professionals. We're only a phone call away! Read more: e learning platform

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text 2021-09-09 07:32
A Brief Insight into Designing a Corporate Learning LMS for Millennia’s and the Gen Z


The young generation is the digitally native Gen Z and Gen Y. While the former comprises people born between 1995 to 2015, the latter, also called the Millennia’s, consists of individuals born between 1980 and 1995. Millennia’s, currently, account for the largest chunk of employees in companies. And numbers are here to prove our claims. As per PEW Research,


More than one-in-three American labor force participants (35%) are Millennia’s, making them the largest generation in the U.S. labor force. The Census Bureau projects that the Millennial population will peak at 75 million. At that number, a high rate of labor force participation would be needed to reach a labor force of 66 million.” The same applies to the Gen Z-ers as well, who are rapidly taking up new positions in companies.


With this gradual transformation in workplaces, we need to be clear about one thing. Both the Gen Z and Gen Y have grown up using technology. They are so tech savvy that their entire world lies online -- on their mobile devices, iPads, desktops, or laptops. They also have distinct learning styles. In both cases, you must have a corporate learning LMS for Millennials and Gen Z, which is fully equipped to match each generation’s preferred style of learning. But before understanding how to design the perfect LMS, let’s get an idea of both these generations’ behavioural traits.


The Differences Between the Learning Traits of the Gen Z and Gen Y Employee


According to the Way to Work survey conducted by Adecco, here are the key differences between Millennia’s and Generation Z when it comes to workplace behavioral patterns:

  • Members of Gen Z are more concerned about the cost of education (21% of respondents) than Millennials (13% of respondents).
  • Millennials value stability (34%), while Gen Z puts more emphasis on finding their dream job (32%).
  • More Gen Zers follow their parents’ influence (42%) than their Millennial counterparts (36%).


Now, the next question might be -- How do you address these traits and develop a dynamic curriculum that addresses Millennial and Gen Z workers’ distinct user preferences? 


When you start with the Learning Management System framework for Millennials and Gen Z, you need to give the prime focus to your end-users. This is an experimental, repetitive, and iterative process. Again,  once you have access to all the information regarding your young learners’ specific needs, you can start carrying out detailed research on industry-specific courses that will give the required value addition. Now, you can decide where your Corporate Training Platform for Millennials and Gen Z needs improvements.


After your E Learning Management System development team has selected the areas of improvement in your existing LMS for Millennials, your next step is to hold sessions — which include your design squad and internal stakeholders. Before arriving at the final design, consider all ideas that can enhance the entire LMS experience. Now, you need to experiment and turn ideas into a curriculum. You can then organise for a beta test before the full launch. Finally, once you are confident about your prototype, share it within your organisation. Give users plenty of scopes to provide honest feedback. Once you have the feedback ready, use this information to finalise your new curriculum.

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text 2021-09-09 07:28
Switching to a New LMS? What Are the Factors to Consider?


If you are reading this blog, it means you already have an LMS in place -- to address your corporate training needs. However, if you are considering to embrace a new E Learning Management System, your current software must have certain downsides. But will the new LMS be sufficient in closing the gap areas? After all, when you introduce a new system to your workplace, you need to ensure that your employees learn and embrace the software within the required time frame. Again, you will be required to transfer your old legacy content into the new LMS.


Therefore, to make sure that your switch to another LMS is the right decision, you should keep some important factors in mind. And our blog will help you in making the correct choice.


Five Factors to Consider When Switching from Your Old LMS to a New One


Identify the Gaps in Your Existing eLearning Management System


You are advised to kick off your LMS search by first researching the gap areas in your current LMS. Have detailed discussions with your trainees, content developers, designers, and the L&D leadership. Only then, you can shortlist the key pain points in your existing Learning Management System. Now, you can think of making the switch -- by establishing the main criteria for success. When your end goals have clarity, choosing a new corporate training software should be easier.


Compare the Features You Have Vs. the Features You Want


Your current LMS must have some features that are highly essential for the operations of your business. Now, make a list of those features that don’t have much impact on your overall learning culture in the company. Create a comparison table and then, start your new Learning Management System shopping process. You cannot neglect a software just because it does not have a certain function. There is a good chance that there may be an alternative or you may simply not require that feature.


Consider the Engagement Quotient


This is an important consideration. The contemporary time-crunched, modern workforce won’t enroll in an eLearning Management System that is boring. Therefore, your new LMS must allow you to curate content that’s engaging. Check if the software has interesting features like gamified quizzes, feedback-based assessment systems, reward-oriented courses, and multimedia for enhancing the visual experience. Your courses should also be mobile-optimized and must be developed in brief, micro-modules to enhance the absorption and retention rates.


Check the Option of New Content Creation


Make a list of all the content creation features that are not present in your current LMS. Creating new corporate training modules uses a lot of resources. See if your new LMS has the option to re-use old and existing legacy content. Again, check if the new LMS allows you to create rich and interactive content. Finally, make sure that the new platform has the option to allow the migration of content, users, and enrollments from the older version.


Consider the Time and Cost


Finally, consider the overall time that is estimated for the switchover. Hence, invest enough time to calculate the number of days that would be required for the transition process. Also, the total cost of ownership for an LMS includes licensing and infrastructure expenses + additional costs. You will need to consider the expenditures involved in training users, managing content, and creating reports. Pick an LMS that makes these processes more efficient as compared to your old LMS.


Well, that’s it. If you think that there are any important factors we have missed out, do not forget to leave a comment below!

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