We’re going to the IITD National Learning & Development Conference, are you?

Visit our exhibition standIt’s an important date in the Irish Learning & Development calendar and we’re part of it!

This year we’ll be exhibiting at the IITD’s National Learning and Development Conference on 7th December 2017 in Croke Park.

The theme of this year’s event is ‘The Workplace of the Future: Learning & Development Leadership for a New Era.’ The IITD have lined up a fantastic line-up of speakers this year including; Dr Daniel Susskind as Key Note Speaker, discussing the future of work, as well as HPC Partner, Oliver Johnston, chairing a panel debate on topics including; how do L&D professionals step-up to the mark and act as catalysts for change?

Aurion will be there to share our latest learning and development insights as well as demoing our award-winning learning technology solutions and new customisable online training product, CourseKit

We’ll also be running a special event offer to all attendees, offering 15% off any CourseKit titles or 25% off for existing clients.

Looking ahead to the event, Client Services Director, Gavin Woods said:

“We look forward to meeting with delegates and showcasing how Aurion is bringing the future of workplace learning closer to reality.”

With over 200 HR and Learning and Development professionals attending, the conference is shaping up to be another great event.

Registration is now open for the IITD National Learning & Development Conference. If you’re attending and want pre-book a demonstration with an Aurion Learning expert, get in touch, we’d love to hear from you.

We will also be tweeting throughout the day, if you’re missing out this year, follow #IITD17 for the latest updates and news,

See you at Croker!

Is your eLearning in need of a refresh?

Refresh your e-learning

We love spring. It gives you an opportunity to dust off your goals and start afresh. Temperatures are (almost) into double digits and signs of green are literally springing up everywhere, but have you fully embraced the new season and spring cleaned your eLearning?

 

Unfortunately for many of us, daily demands and distractions defer us from staying on track and laying those best laid plans of revisiting our goals. Often eLearning courses and training materials only get updated when new software is released or when new budget become available! So to help inject a little spring into your learning and development, we’ve highlighted a few things to help refresh your training plans.

Review

If you’ve multiple courses, resources and programmes all on the go, it can be hard to know where to start. But if you don’t take a step back and review your current eLearning offering, you won’t be able to tell the wood from the trees and you’ll easily fall into the trap of doing more of the same.

  • Review your current courses, programmes and resources and ensure that they are still relevant and doing the job intended.
  • Make sure your content is up to date.
  • Have you got the right learning technologies for the job in hand?
  • Are you making enough of your existing eLearning materials and resources? Many can be re-used in multiple forms or similar areas.
  • De-clutter – determine what you want to keep and what you want to archive –  less really is more!
  • Have you completed your organisational needs analysis – if you have all your training ducks in a row, brilliant – you know what to prepare for the year ahead. But if you have the difficult task of reactionary training, then now is the time to find out what training requirements are expected of your organisation for the year ahead.

Prepare

Once you reviewed your current inventory, resources and assets, start compiling your next stage – preparing for what needs to get done.

  • If you are developing a new E-Learning course or programme or updating an existing one, do you have the necessary content ready? If you have a scary amount of information and training materials that are in raw form, it is worth taking the time to define the key learning objectives.
  • Have you got your subject matter experts ready to rock? When starting a new eLearning project or reviewing an existing one, your SME’s are so important. Be clear with them from the start of the project and communicate what you need from them and more importantly, in what format is required.

After reviewing a programme, you may find that it is in need of a restructure or there are elements that you’d still like to keep, but you are unsure if it still educationally effective. Know when to delegate! If you have the time, resources and skills in house to treat your programmes with sound instructional design – fantastic! If however, like many, you run the risk of overwhelming yourself with this task, knowing when to outsource and delegate certain areas or tasks can be hugely beneficial, allowing you to concentrate on the task at hand.

Engage

Having buy-in and engagement for eLearning in your organisation is key to its success. Inform and involve your managers and team leaders about your eLearning. Don’t forget to sell the benefits of the training and of e-learning as this will help you get buy-in and support. Similarly, don’t forget to report on the success of your new revitalised e-learning programme!

Whether you want to update an existing course, create a new programme, transfer classroom training materials online or looking to develop new skills to design and deliver e-learning in-house, we can infuse a little spring into your learning and development. Get in touch with us today.

Are you getting the most out of E-Learning in your organisation?

Masterclass-email-image

As L&D professionals we tend to be busy bees. Planning, implementing and tracking training and development initiatives takes time. Often though, this results in little opportunity to lift our heads from the day to day busy tasks to take stock of where we are in our overall strategy.

Ideally, what we should be doing is taking a leaf out of our own books and practice what we preach.

Next month we will provide busy Learning and Development Managers, Learning Consultants, Trainers and Facilitators the opportunity to attend a free morning of e-learning. Our free-to-attend, half day e-learning masterclasses will provide attendees with a better insight into what’s happening in e-learning and how it can help improve learning and development throughout their organisation.

Held in Edinburgh, Dublin and Belfast throughout October, these events will also deliver  a quality programme of content and real-world speakers from organisations in Ireland and the UK will also share their insights deploying e-learning, and how the team have embraced the new challenges and opportunities.

What’s more, our masterclass events will also offer an unrivalled opportunity for networking.

Like-minded attendees with a passion for E-Learning looking to get the most out of it and optimising its potential for the future have already signed up, meaning there are no shortage of chances to expand your professional network with the right contacts.

Whatever stage your online journey is on, you’ll also get practical tips and techniques on how to put a plan in place to make informed decisions on the best learning design, tools and technology for you and your organisation. It’s a morning of e-learning not to be missed.

So busy bee, what’s stopping you? Take a look at what you can learn at these free events.

Register for free and find out more.

E-Learning Motivation Made Easy: How To Keep Learners Engaged

E-Learning Motivation Made Easy: How To Keep Learners Engaged

We think E-Learning is great. It’s cost-effective, time-efficient and ideal for delivering standardised training to huge groups of learners spanning even greater geographical areas. However, it does not come without its challenges. One of the key issues with E-Learning lies in its struggle to retain, engage and motivate learners. Today, we’ll tackle the topic of motivation, giving you sound advice and simple ideas to help you excite and motivate learners.

At some point in our education, we’ve all sat in a classroom or lecture hall, tuned out the voice of our teacher and let our thoughts drift off to other things. Many traditional classroom trainers find it difficult to recognise when students are there in person but not in mind. Often it is not until assessments are introduced that they discover whether learning has occurred or whether all of the knowledge they have so painstakingly put together and delivered has went in one ear and out the other.

With online learning, however, the difference is often much clearer. Learners who are not engaged or enthusiastic can be recognised easily because they simply close their browser and fail to complete their learning. A key worry faced by many E-Learning practitioners is whether or not E-Learners will be motivated enough to complete their programmes and have a greater understanding at the end.

Luckily for us, we are not the first people to face the challenge of E-Learner motivation. Today we’ll explore some tried and tested techniques for learner motivation and give you some advice to help you avoid common pitfalls. The ARCS model of Motivational Design by John Keller is a useful starting point for the basics of motivational theory in learning and can be applied to E-Learning. The model outlines four ways of motivating learners; Attention, Relevance, Confidence and Satisfaction. We’ll cover each element in more detail now:

Attention: In order to motivate learners, it is important firstly to gain their attention. Keller proposes two main ideas for achieving this; through perceptual arousal or inquiry arousal. In other words, attracting learners’ attention by doing something out of the ordinary or else by appealing to their inquisitive nature.

Relevance: If learners are to deem content worthy of their attention and the application of their motivation, then the learning must be grounded in real life applicability. This can be achieved by giving examples of the learning’s relevance or even by profiling individuals who have already used the learning for their own betterment.

Confidence: By instilling a sense of achievability and by ensuring learners are aware that the work they put into learning will reap merit, it will give them reason to fully apply themselves. It’s important to map out the learning journey they are about to set out on, give guidance on how much work will be involved and directly link this to potential success.

Satisfaction: Each of us needs to feel like the efforts we are making are worthwhile if we are to continue to replicate them. If you are able to develop a meaningful rewards system for your learners, it will reinforce the relevance of their learning and recognise that their hard work has paid off, thus creating motivation for further learning.

Keller’s theory is easy to understand and for many L&D practitioners components of it may seem fairly obvious. However, often in practice many people deviate from these principles in favour of more superficial or gimmick-filled learning solutions. It is important both when planning your next E-Learning programme and also when assessing its success to consider whether it meets Keller’s four principles of motivation.

How can you avoid gimmicks and inspire real motivation?

In pursuit of the latest trend, it can be easy to get carried away and forget about the simple and effective ways of motivating learners. By adopting a range of intrinsic and extrinsic motivational techniques, you can expect to see more leaners completing your courses and applying the learning within your organisation. We’ve identified three areas where you should be particularly cautious:

1. Gamification

Like many others in the industry, we’re excited about the rise of gamification in E-Learning. In our blog about the gamification of E-Learning in 2015, we predicted that it is to become more practical, more integrated, more fun and more common. Because of the hype created around gamification, however, many have raced to embrace it without fully understanding how to utilise it in a learning context. When we adopt superficial games with low relevance to learning content, we distract from learning instead of encouraging it. Our advice is to carefully consider how you can use game mechanics and gaming narratives to motivate your learners.

 

2. Badges and Reward Systems

A potentially useful way of motivating learners is through awarding badges or by developing a rewards system. It can serve as a form of intrinsic motivation by appealing to the learner’s sense of achievement and is useful as a type of extrinsic motivation because it can give the learner status amongst their peers or qualify them for a reward or promotion. The counterfeit cousin of a good reward system is one which recognises trivial achievements with meaningless rewards. In order to use badges and reward systems to truly motivate learners, it is essential that the achievements are tangible and worthy of recognition and that the rewards are meaningful and roughly equivalent to the amount of work the learner has put in.

 

3. Graphics

The rapid advances within graphic design and constantly growing industry of web-design means that people are increasingly used to highly-stylised web-content with high-quality images and beautifully presented content. This is exciting because it means that we can produce digital learning that is easy on the eye and attention-grabbing. However, in order to maintain learners’ engagement and motivation, ensure that the instructional designer holds the reins in decisions about layout and that content design is not decided by graphic designers. The work of graphic designers should complement the aims of the instructional designer. For more advice on using graphics in E-Learning, download our recent infographic, The Six Golden Rules for Using Graphics in E-Learning.

Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.

The difference between chimpanzees and us: Social Learning?

The difference between chimpanzees and us: Social Learning?

Our ability to learn from one another and build upon each other’s wisdom (known as social learning) means that we can find new, quicker and more effective ways of doing everyday tasks. In this blog, we’ll explore why social learning is one of the things that makes us unique as humans and discuss why it is so exciting.

We recently watched biologist, Mark Pagel’s TED talk, How language transformed humanity and were blown away by the things he had to say. There are few better ways as a learning and development enthusiast that you could spend your next 20 minutes, so watch the talk now:

It’s difficult to sum it up more succinctly, so we’ll have to quote Pagel:

“Each of you possesses the most powerful, dangerous and subversive trait that natural selection has ever devised. It’s a piece of neural audio technology for rewiring other people’s minds. I’m talking about your language, of course, because it allows you to implant a thought from your mind directly into someone else’s mind, and they can attempt to do the same to you, without either of you having to perform surgery.”

Our capacity to communicate ideas, thoughts and feelings through language means that we can connect with others and work together to achieve mutually beneficial goals. In his talk, Pagel explains how chimpanzees can use simple tools to feed themselves but lack the ability to learn from each other and to innovate. This prevents them from building the social and physical structures (such as supermarkets, for example) which would allow them to feed themselves more easily and efficiently. Our ability to innovate and grow through social learning is a remarkable gift which allows us to achieve things which our monkey counterparts could simply never realise.

Social learning allows us not only to pick up good habits and useful knowledge from others but it also allows us to form close-knit groups of people who we can bounce ideas off and pursue innovation with.

We often talk about learning as if it were an individual pursuit to be undergone at a lonely study desk or whilst sitting by ourselves in front of a computer screen. Academics Lave and Wenger speak about learning in a different way. They talk about communities of practice which are “groups of people who share a concern or a passion for something they do and learn how to do it better as they interact regularly.”

According to Wenger, there are three distinguishing features of a community of practice:

 

1. A shared domain

Members share a discipline or sphere of interest.

2. An active community

Members interact, assist one another and impart information to one another.

3.    A shared practice

Members form a way of functioning. Through past experiences, they decide how to deal with future challenges.

 

Without realising it, many of us already belong to communities of practice; in our work units, sports teams and even our social circles. Social learning can often feel a lot more natural and appealing than formalised, traditional learning so it’s helpful as E-Learning practitioners to find ways to incorporate it into our teaching. Fortunately, there are limitless possibilities to introduce social learning online, including forums, group assignments and blended learning approaches.

The inclusion of social learning in E-Learning is exciting because if we are able to form communities of practice free from geographical boundaries and limitations, we can equip people to learn at any time of day, gaining knowledge from any number of sources so that they can use it immediately within our organisations. Social learning is interactive, attention-grabbing, inexpensive and potential filled.

Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.

15 E-Learning Statistics You Need To Know For 2015

It’s the beginning of a new year and 2015 looks set to be an exciting one for E-Learning! Just before Christmas, we brought you 10 Key E-Learning Trends for 2015 and today we’ve compiled for you a handy infographic with the fifteen E-Learning statistics you need to know for 2015.

The digital learning scene changes and expands so fast, it can be hard to keep up sometimes. We hope our statistics will help give you an idea of the power of E-Learning and the traits of leading learning organisations!

Infographic contained text from the blog article below.This infographic is available to download here.

  1. The number of types of learning technologies available has doubled in the last five years.
  2. 42% of leading learning companies say online learning has led to an increase in revenue and 56% say it has improved productivity.
  3. 81% of learners are responsible for managing their own personal development and 82% like to learn at their own pace.
  4. Organisations where L&D teams align their KPIs with senior management are 13 times more likely to report increased revenue and 50% more likely to see positive changes in staff behaviour.
  5. 91% of L&D leaders think learning technology should enable a quicker response to changing business conditions and organisational change.
  6. 3/5 organisations cannot implement a technology enabled learning strategy due to lack of skills.
  7. Only 49% of organisations have the Instructional Design skills they need. Only 28% have L&D staff confident in using new media in learning design. Only 31% have staff capable of developing digital content in-house.
  8. In 2015, 98% of organisations are predicted to use E-Learning courses as part of their learning strategy.
  9. By 2016, 83% of organisations are predicted to use video as part of their digital learning.
  10. In 2015, 50% of organisations are predicted to use games and complex simulations as part of their E-Learning.
  11. Currently, 74% of people use mobile devices for E-Learning, this will rise to 81% by 2016.
  12. By 2019, 50% of all classes will be delivered online.
  13. 42% of the public sector use MOOCs to achieve L&D goals.
  14. Leading learning companies are 33% more likely to use more varied and interesting media in their E-Learning design, twice as likely to encourage knowledge sharing and twice as likely to create knowledge repositories.
  15. The compound annual growth rate of the worldwide self-paced E-Learning market is 4.4% and is set to be worth $53 billion by 2018.

Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.

Learning is Evolving: 10 Key E-Learning Trends for 2015

Image of a tablet computer, surrounded by educational icons and accompanied by the title "10 Key E-Learning Trends for 2015"

It’s that time of the year again, and no, we don’t mean office parties or writing our letters to Santa – I’m sure you are super organised and have that fun task completed already! It’s at this time of the year, when we take stock on what’s likely to be occurring for the coming year ahead and predict what the 10 biggest E-Learning trends of 2015 will be.

We think it’s pretty fair to assume that E-Learning is no longer a new concept!

The development of effective instructional design and online pedagogical practice as well as time and cost savings means that digital learning is here to stay. In fact, research company Global Industry Analysts estimate that the market value for E-Learning will reach a colossal $107 Billion in 2015.

So what’s in store for the coming year then? Some of the ‘trends’ you will find popping up also feature from previous years, so technically they may not be a new trend, but we’ve kept them on our list as some of them have been slow to adopt and still hold a solid presence and form the topic of many a conservation by the water cooler.

So, in no particular order, the top 10 E-Learning trends for 2015 are:

 

1. Mobile learning

Making it onto our list year again! Market Research firm Ambient Insight in their 2012-2017 Worldwide Mobile Learning Market Report predicted the five-year compound annual growth rate (CAGR) for the mLearning market to be 18.2% and estimated global revenues would be at $12.2 billion by 2017. A mobile consumer report by Google and Ipsos MediaCT found that 80% of users won’t leave home without their smartphone. This level of market penetration coupled with a global digitisation effort reinforcing the indispensibility of mobile devices necessitates the consideration of mobile learning in every L&D strategy.

 

2. The use of video

With the increase in popularity of mLearning and the startling statistic from Google and Ipsos MediaCT that 67% of smartphone users watch video, and 14% use video at least once a day, it comes as no surprise that the use of video in E-Learning is on the rise. Accompanied with an influx in the use of digital storytelling as an educational tool, videos are a fun approach to creating bite-sized and engaging E-Learning modules.

 

3. Tin Can API

Following on from an incredible year in 2014, Tin Can API is likely to continue to grow in popularity and adoption in 2015. Tin Can is a Learning Record Store (LRS) capable of tracking a learner’s progress as they engage in traditional, formal learning as well as informal, social learning. Tin Can is set to overtake SCORM as the go-to industry standard LRS.

 

4. Big data

Most L&D departments are required to quantitatively prove the worth of their learning strategies to stakeholders with accurate statistics and in-depth information. As well as demonstrating the effectiveness of digital learning, the increased adoption of big data will allow E-Learning administrators to personalise learning content, provide timely motivation and test the effectiveness of various learning theories and strategies.

 

5. Gamification

In the Ambient Insight 2013-2018 North America Mobile Edugame Market Report, it was estimated that with a CAGR of 12.5%, the revenue for game-based mobile learning products in North America alone will be $410.27 million by 2018. Growth in the use of game mechanics is fuelled by the expectations of digital age students to be entertained and have content delivered in interesting and attention-grabbing ways.

 

6. Augmented Reality

In the fast-paced world of technology, it can be easy to overlook the repercussions of individual technological advances. Augmented Reality’s (AR) ability to effortlessly overlay the real surroundings of a learner with virtual images that can be interacted with enables us to create E-Learning that is more interactive, engaging and entertaining than ever before. The emergence of affordable and therefore widely adoptable AR devices such as the Oculus Rift means that 2015 could be a landmark year for learning using AR.

 

7. In-house content authoring

Technical advances, cost savings and a wider selection of rapid authoring tools means that L&D practitioners at all levels of technical capability can create their own E-Learning content. An indicator of the growing potential of authoring tools lies in the release of Articulate Storyline 2 and the increased functionality that comes along with it. If you want to build in-house capability and take advantage of serious cost savings, read our recent blog ‘What are Authoring Tools and which one is right for me?

 

8. LMS

With organisations increasingly keen to monitor both formal and social learning, Learning Management Systems (LMSs) are set to be a big trend for 2015. Forecasts show that Learning Management Systems will grow at a rate of 25% for the next 5 years, reaching $7.8 billion in 2018.

 

9. Learning as a lifestyle

The L&D sector as a whole is shifting from thinking about organising individual learning events to creating learning campaigns. In 2015, organisations will be looking for new ways to connect with their learners through social, informal and creative methods that transform learning into a lifestyle rather than a compartmentalised activity.

 

10. Leadership training

In their Global Leadership Forecast for 2014-2015, talent management consultancy Development Dimensions International earmarked learning without practical application or relevance to the job as one of the main barriers to leadership development. With many business looking to invest a large proportion of their L&D budget in leadership, 2015 has the potential to be a year when online leadership training comes to full maturity.

 

Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.

Selecting the right Learning Management System for your organisation

Image of a computer fashioned as a shop window with the blog title, "Selecting the right Learning Management System for your organisation"

With organisations increasingly keen to monitor both formal and social learning, Learning Management Systems (LMSs) are set to be a big trend for 2015.

In a market saturated with over 600 learning management solutions, (yes, that many!) choosing the right LMS for your organisation can be a daunting task but will reap huge benefits in terms of money savings, time efficiency and the ability to deliver innovative and effective learning campaigns.

In this latest post, we’ll help point you in the right direction.

What is an LMS and why do you need one?

An LMS is a software application which will allow you to manage all aspects of your online learning; including administration, tracking learner progress and the delivery of learning content. A good LMS will make the organisational, technical and administrative tasks associated with delivering online learning into a simple, manageable process.

In his presentation: 7 Questions you must ask before purchasing an LMS, Business Development Manager at Aurion Learning, Gavin Woods outlined the seven key questions you should ask to avoid LMS disappointment:

  1. Is it easy to implement?
  2. Is it easy to customise and configure?
  3. Is it secure?
  4. Is in-depth reporting available?
  5. Does it have strong functionality?
  6. Is it scalable?
  7. Do I want to work with this vendor?

See the full presentation here.

In 2015, there are five industry wide trends that we predict will affect LMS choice and that you’ll want to take into consideration as you future proof your E-Learning:

  1. The widespread adoption of big data in E-Learning
  2. The emergence of Tin Can API
  3. An increase in self-directed, informal learning
  4. A further rise in mobile learning
  5. The integration of learning management and talent management

Ultimately, the aim is to find an LMS which is robust, functional and future proof, as well as being within your budget. Each organisation will have different requirements in terms of technical and functional requirements.

Before approaching any vendors, we recommend sitting down with representatives from across your organisation and discussing what you need to have and what you would like to have.

It’s likely that your LMS will be used by more than just your learning and development team, so remember to include colleagues working in management, human resources, marketing and anyone else who will use the LMS on a regular basis.

With so much LMS choice available, it can be hard to select the right one for your organisational needs. At team Aurion, we’ve selected three LMS solutions that we regularly recommend to a wide range of organisations and outlined which learner needs they meet most effectively:

NetDimensions Learning

Described by Brandon Hall as “bulletproof”, this LMS is notorious for its technical dependability and is ideal for high information or compliance based industries.

With inbuilt talent management integration, it benefits both the human resources and training department by tracking and recording learner progress as well as potentially reporting workplace performance. NetDimensions Learning is used all over the world and its translation and localisation capabilities make it ideal for organisations operating in several countries or using numerous languages. Customer service is reportedly helpful and quick.

LearnUpon

Recently named by independent reporter Learning Light as one of its top 8 learning management systems, LearnUpon is famed for being a simple, easy to set up LMS where administrators can quickly upload and share learning content.

With a transparent payment plan and ability to create new learning content at a fast pace, it is a favourite amongst training providers. As a cloud based LMS, it is highly competitive in terms of data security, accessibility and customisation.

Moodle

For many in the academic world, the word Moodle is synonymous with E-Learning. This open source, highly scalable LMS is seen by many as the unquestionable forerunner in the race for best LMS.

Also voted by Learning Light as one of the top 8 LMSs, it stands out from the crowd because of the cost benefits it offers, its consistent development and innovation and the community of developers who continually create new features and ways of delivering digital learning. It is great for creating mobile learning and is compatible with Tin Can API.

Although it is free, you will need to partner with someone who knows how to use it and will help you to keep abreast with the constant changes associated with a Moodle LMS deployment.

Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.

 

8 Ideas for Exceptional E-Learning Interactivity

An image of a man's mind with a light bulb in the middle and ideas flowing from it, accompanied by the title, "8 Ideas for Exceptional E-Learning Interactivity"

Interactivity is what differentiates dull and drab E-Learning from learning that provokes questions, draws in learners and captures information in a memorable way. If you want to create E-Learning that strikes a chord with learners and transforms learning from being a chore into something enjoyable, we’ve gathered eight ideas for exceptional E-Learning interactivity:

1.    Gamify your learning content

The gamification of learning is a trend that is on the rise. By introducing game mechanics to your E-Learning content, you can increase learner engagement and motivation.

2.    Tell a story

Storytelling has been a learning style long before the introduction of technology. By sharing either illustrative or real life stories with learners, it’s possible to relate your E-Learning to everyday life as well as entertain learners. You can create and share your own digital story for free using our own storytelling tool storee.

3.    Pose questions that require more than yes or no answers

Although they make great tools for assessing knowledge and understanding, it can be tempting for learners to race through multiple choice questionnaires. By incorporating open ended questions learners will receive the opportunity to consider what they have learnt and put it into their own words.

4.    Create discussion spaces for learners to interact

The emergence and widespread adoption of social media means that people are generally more willing to connect and search for meaning using online communities. Social learning offers learners the opportunity to extend learning outside the walls of the classroom and your E-Learning module.

5.    Include beautiful multimedia

Modern, well designed pictures, videos, interactive charts and quizzes will suggest to learners that the content you’re teaching them is up-to-date and topical.

6.    Translate your E-Learning into real world exercises

To successfully motivate learners, it’s vital to link the new information you’re providing them with to their day-to-day life. Real world exercises will prompt learners to consider the legitimacy and relevancy of your E-Learning.

7.    Build problem based scenarios as part of your assessments

Problem based scenarios present a perfect opportunity to encourage learners to grapple with difficult issues and to raise questions about the application of their new knowledge.

8.    Personalise modules by including learners’ names

Small gestures can go a long way. By using learners’ names and other personalised information you can put learners at ease and make them feel like the content was created uniquely for them.

Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.

5 Learning Apps that are changing the world

Blog Title Image, "Five Learning Apps that are changing the world" accompanied by an image of a hand and other eco imagery. Join the conversation on Twitter with #EndPoverty

The theme for the United Nation’s International Day for the Eradication of Poverty this year is to ‘think, decide and act together against extreme poverty’ so we’ve compiled a list of five learning apps that are working towards this purpose and making a positive impact on the world.

Mobile apps are increasingly popular because they allow learners to tap into on-demand, bite sized and just in time learning both wherever and whenever they want to.

The apps we want to highlight stick out because they deliver short, relevant pieces of information that either create awareness of the daily struggles faced by those in poverty or else provide users with the information they need to make informed decisions:

 

1.    My Life as a Refugee

This app is developed by UNHCR, the UN Refugee Agency and allows learners to gain an insight into the dilemmas and difficulties faced by refugees. The learner adopts the role of either Amika, Paulo or Merita, gets to hear their story and has to make quick fire decisions on how to deal with unfolding events. Using gamification, storytelling and problem-based learning, this highly interactive app educates learners on the complex and dangerous situations faced by refugees and hopefully provokes them to take action.

 2.    DataFinder Apps

The World Bank have developed a series of apps packed with extensive and reputable data on world poverty, health, jobs, climate change and much more. These apps allow users access to a previously unimaginable repository of information that they can dip in and out of and use on an informal learning basis. Having such important information on such an accessible platform means that the global community is now able to be more informed and take more action on justice and inequality issues than ever before.

3.    One Today

In a world where there are an overwhelming amount of good causes and charities to support, One Today educates and connects its users with one good cause each day. By including an element of social sharing, One Today allows the philanthropically minded to quickly and easily share new knowledge and findings with their family and friends.

4.    instead

Many people would like to give more to charity but don’t know where to start or what their money could be used for. There is a disconnection between the money in people’s wallets and an understanding of the impact it could have on the world. The instead app provides learners with information on what their money is worth in terms of aid. For example, by cooking at home three times instead of eating out, it’s possible to save enough money to provide HIV medication for one person for three months. By equipping learners with this valuable information, this brilliant app allows them to make decisions and engage with issues that previously seemed distant or difficult to understand.

5.    Save the Children Earthquake Response

Save the Children have been working in disaster relief since 1919 and designed the Earthquake Response app to educate learners on what the priorities and objectives are when they respond to a disaster. The app allows the user to take the place of an aid worker in the aftermath of a disaster. By educating users on the practical and life-saving work they do, they are able to communicate better with sponsors and attract new donors.

 

According to Cisco’s 2013 global mobile data forecast, there are almost as many mobile devices (7 billion) as there are humans on the planet! Because of this, the potential for learning apps in global development is both exciting and potential filled.

Learning apps are now becoming widely adopted across every sector. However, in the charity and development sector where creating awareness and sharing information is intrinsic to receiving support and engaging with live issues, learning apps really are a practical and tangible way of addressing and overcoming global issues. Mobile learning apps present a promising opportunity to ‘think, decide and act together against extreme poverty’.

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