E-learning course skins

This is from my Financial Crime course. It is a typical main menu page with a company specific header and links to various modules.

Menu

Another page from the same course has a button for the learner to navigate back to the main menu page using the home icon. There are next and previous icons to let the learner navigate accordingly.

screen2

This page is from my Treating Customers Fairly Course. It differs from linear navigation, the learner has the choice to select the area they would like to know more about.

screen3

Your thoughts on e-learning course skins. What should they look like? Do we need them as a template?

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User Experience Design (UXD)

User experience design encompasses all aspects of the end-user’s interaction with learning technologies.

Professional organisations

IXDA – Interaction Design Association www.ixda.com
AIGA – The Professional Association of Design http://www.aiga.org/

Useful resources

www.experientia.com/blog/category/interaction-design/
www.interaction-design.org
www.boxesandarrows.com
http://interactions.acm.org/
www.uxmag.com
www.uxmatters.com
www.alistapart.com
http://patterntap.com/
http://www.garrreynolds.com/preso-tips/design/

I’d recommend a book that I found during my university course – The Non-designers design book

Video in e-learning:

Use video for:

  • Expert views
  • Short pre recorded lectures
  • Demonstration (e.g. first aid)
  • Scenarios (e.g. interview to show body language)
  • Software simulations

Best practice

  • Keep videos short and to the point
  • Use videos for emphasis
  • Reinforce learning with activities or questions
  • Make videos interactive
  • Avoid autoplay
  • Provide media and volume controls
  • Provide progress and status info
  • Follow up with questions or a summary
  • Use videos to demonstrate how to do, or how not to do something
  • Include a transcript

Useful resources
http://www.powtoon.com A recommendation by Craig Taylor.

Here is a link to his blog Click here

Blended Learning for Induction and Orientation

Extracts taken from Kineo’s white paper

A blended strategy enables organisations to provide an experience which orientates learners with walkthroughs and interactive maps. It may include:

  • Face to face events
  • Online materials and e-learning
  • Supporting resources
  • Virtual classrooms
  • Coaching
  • A range of web 2.0 approaches to extend value and impact

 

Show them that they made the right decision through:

  • Strong and dynamic images of the organisation, often drawing on ad campaigns and other marketing and communications material
  • Positive messages about the organisation
  • Stories of personal growth and progression within the organisation
  • Glowing endorsements from customers

Stories and examples from people who’ve recently joined and how they’re fitting in and succeeding.

For example, you may design the learning so that new starters can listen to (or see) staff reflecting on each of your key values. An employee could explain the importance of health and safety or customer service. You could also involve clients giving their views on what makes your organisation different and why they work with you.

Comments and reflections included in this approach should be as authentic as possible. These can been conveyed as audio, text and even video-based vox pops.

If induction is about anything, it’s about telling the story of the organisation. That doesn’t mean just recounting the history of when the organisation was started, when offices opened, and so on – though you’ll want to include this of course. It means telling the stories of what it’s really like to work here, how we get things done, how we make decisions, and what the culture is like in reality.

Don’t be afraid to include examples of where the organisation made mistakes, got things wrong and learnt from it. Induction is a time for honesty with your new starters, If they feel you’re sharing the ‘warts and all’ version of the organisation’s life story, it’ll build trust and sense of inclusion too.

We want to show the learner that each issue relates to them on a personal level, a business level and a customer level. Begin each module with a number of surprising facts and figures that show how big an issue, for example, Health and Safety is and the potential impact poor practice can have on staff and customers.

Ideas

  • Your career at ‘company’
  • Pre-induction can bridge the gap between job offer and start date
  • Buddy up the new starter with an exosting member of staff
  • Have a jargon buster – access to a reference app to help understand acronyms
  • Make it look and sound great – talk to your marketing and recruitment departments
  • Provide opportunities to practice. At regular points throughout the scenarios the learner would be asked what they would do in this situation and provide the learner with a number of realistic actions to choose from.

Any good examples you’d like to share

Promoting an LMS and ensuring e-learning completion

Promoting an LMS

  • For engagement appoint LMS champions in your business
  • Have show them road shows
  • Start with a small group and get them to spread the word

To ensure completion of e-learning

  • Linking training to performance reviews
  • Make managers accountable
  • Provide accreditation
  • Set time limits
  • Track performance
  • Ensure content is relevant
  • Create social dimension to e-learning
  • Launch a communications campaign
  • Tell learners it’s important

Learning Management System

Shopping for a Learning Management System (LMS*) is hard work, what do you need to look out for? There are various areas, depending on the need of your business. Checklist courtesy of Mindclick

System Roles
Inbuilt user roles for admin, tutor, learner

Inbuilt user roles for manager, regional manager and assessor

Competencies and Organisational Roles
Ability to customise roles and permissions

Create organisational roles and hierarchies

Create competency frameworks

Map organisational roles to competencies

Map users to organisational roles

Map learning content to competencies

Submission of competency evidence

Automatic or manual evaluation of competencies

Individual Development Plan
View record of learning

View submissions, feedback and grades

View progress through learning programme

Personal learning objectives

Set priorities and due dates

Reporting
Sophisticated and flexible site-wide report builder

A rich set of pre-built reports

Ability to build own reports and report sources

Scheduled report management

Export to a variety of formats

Report dashboards based on system role

Calendar
Time-based events

Outlook integration

Filterable calendar of face-to-face training

SCORM (Not sure about Tin Can API as yet, as it’s still work in progress)

SCORM 1.2 compliant

Content Management
Web pages

User generated content (blog, forum, wiki)

Resources (links, documents, files)

Context-sensitive help

User Management
User profiles

Bulk processes

Profile field customisation

Synchronise user hierarchies from external HR systems

Manually assign users to an organisational role and team

Front Page
News items and updates

End-user system checker

Course content search engine

Landing pages for each system role

Course Enrolment
Manually assign users to courses

User course enrolment request form

Messages and Notifications
Notices boards

User messaging

RSS feeds

Learning Types
Collaborative learning activities

Online and offline activities

Synchronous and asynchronous activities

Individual learning paths

Activity Types
Individual assignments

Collaborative assignments

Quizzes and tests

Discussions

User surveys

Course Management
Course completion

Course templates

Course certification

Reminders based on Course

Course and category icons

 

*also known as a Virtual Learning Environment (VLE) in colleges and universities