![]() Game Mechanics Here are my notes on all the mechanics of the game, sorted by location. By optimizing the 4Ms, trainers can deliver engaging content, create motivated learners, increase comprehension, improve higher retention and drive better on-the-job performance.Book 1 - Water 1. To get the most out of your training, you must also collect and measure data. Memorable microlearning modules on a variety of platforms are necessary for effective training. By tracking data across multiple platforms, companies can identify employee patterns and utilize their findings to optimize both individual careers and overall organizations. John visited a website about marketing.įrom a “big data” angle, xAPI is on its way to becoming a game changer.Consider the following example as a method for tracking the path of employee training and subsequent success. The xAPI method plugs into many enterprise solutions and tracks three variables: a noun, a verb and another noun. While this sounds complicated, it's actually quite simple. However, the data collected via SCORM only tells part of the story.Ī few years ago, the training industry began to adopt the Experience API (xAPI), an advanced protocol designed to more effectively track employees' performance across online courses, simulations, videos, articles, conversations (with a trainer or mentor) and much more. ![]() Individual- and group-level data allows companies to evaluate learning behaviors, gaps and successes. For nearly two decades, the training industry has tracked a limited amount of employee performance data using a standard system called SCORM, which stands for Sharable Content Object Reference Model. The last "M" in my training recipe is for measurable data. ![]() The company also reported an increase in sales team effectiveness of 20% among those who played the training game. Bayer reported that some employees even played the game up to 30 times, representing significantly higher engagement than with other training methods. It also delivers real-time feedback on in-the-game versus in-the-field performance. The game provides a much more entertaining solution than the multiple-choice skills tests used in the past. This salesforce training simulation game was designed to help Bayer market Betaseron, a multiple sclerosis product. Appeal to people's emotions and, as a result, amplify their memories.Ī great example of game-based training is Rep Race, developed by Bayer HealthCare Pharmaceuticals. Drive trainees to interact with and reflect on the content.ģ. Provide a practice playground for real-world situations.Ģ. In my experience, games are more memorable than any other medium because they achieve the following:ġ. Multimedia capabilities and on-the-go learning keep employees engaged and active with your content and vastly improves learning outcomes.īy marrying smart instructional design and addictive game mechanics, companies can draw employees in and keep them focused on the content. Mobile learning is changing the way content is delivered and how the workforce is trained. A year after its launch, the revenue attributed to the program exceeded $50 million. The courses were available on tablets and smartphones in addition to desktop computers. By delivering your content via mobile, tablet and desktop, companies ensure that their employees can engage with it whenever and wherever is most convenient.įor example, Microsoft needed a new training approach for their global sales teams and chose to create a three-course program. The second ingredient needed to achieve great training is device-agnostic content. Microlearning lends itself to nearly any topic and caters to those who claim they don't have time for training or those who are bored by the way their training is otherwise being delivered. Whether you're creating videos, podcasts, animations, games or bullets, your content is most effective when delivered as micromoments, lasting no more than one or two minutes. Microlearning is affordable, accessible and easily digestible, and it lends itself to easy content updates over time. By posing daily questions about safety, they changed employee behavior on the job and decreased safety incidents in distribution centers by 54%. The big-box store wanted to create a safer work environment in its distribution centers so they started training employees using microlearning. Walmart’s training department relies heavily on this philosophy. By reinforcing small, short and specialized learning modules, companies can train their employees more effectively and drive greater retention. Ebbinghaus' forgetting curve shows the memory decline of what people learn within 30 days of learning it when there's no effort to retain it. ![]()
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