How mobile learning is completely reshaping the future of eLearning

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How mobile learning is completely reshaping the future of eLearning

With more mobile phones on Earth now than there are people, it’s clear that the vote is in when it comes to how people want to receive, consume and share information.

Everything from social media, to entertainment and of course, work, is now centred around mobile.

For anyone involved in the areas of HR and corporate training, it’s now time to accept that ‘mobile’ is disrupting traditional ideas and approaches that have been in place for a very long time.

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So much so that eLearning, even as it looks today, is poised to look very different tomorrow.

Experiential learning

Mobility sits at the heart of one of the hottest trends currently in workforce training and education.

As its name suggests, ‘experiential learning’ goes beyond merely acquiring skills and learning processes.

It’s all about understanding brands, products and services and the customers you want to buy them on a far deeper level.

For example, experiential learning is considered highly-effective in helping to change attitudes, beliefs and behaviours where traditional learning methods fail. There’s a clear overlap here with the concept of ‘soft skills’ and how people improve things like empathy and understanding.

This flows on to better communications, engagement and ultimately conversions with customers. The other great thing about experiential learning is that it’s typically more fun and therefore engaging.

Mobile technologies including smartphones, apps and the ability to shoot and share rich content such as high res video have an important role to play in this move towards experiential learning.

People can now learn anywhere and at any time

Another example of how mobile is transforming eLearning is in the evolving space of so-called ‘micro-learning’, whereby employees are free to access learning materials when and for however long it suits them.

Unsurprisingly, given the strong influence social media is having on people’s lives, work training and education modules are becoming shorter and shorter as people’s attention spans narrow, and everyone has less time.

This also means that employees are being asked to take ownership and accept responsibility for their own learning.

Unsurprisingly, opinions are divided about whether people should be expected or even trusted to undertake training at their own discretion. And to be fair, it’s hard to imagine such an idea not being laughed down across boardrooms 20, even 10 years ago.

However, recent experience points to a definite shift. For example, employees who feel they are being scored and more importantly rewarded, whether that be with; better job satisfaction, promotions, bonuses or professional development, appear happy to manage their own training in their own time.

For many organisations, it may seem a long way off before mobile becomes all pervasive for training and development, but having the right technical foundations and cultural attitudes in place will ensure they’ll hit the ground running when required.

Data from the field

The exodus towards mobile technologies as the dominant platforms for workplace training is also creating new possibilities around big data.

Being able to collect data from staff using mobile devices for training in the field adds another valuable layer of information from which organisations can gain deeper insights into training activities, be it through the use of powerful new tools like artificial intelligence (AI) or machine learning (ML).

This marks a radical departure from traditional training approaches which tended to mimic the ‘classroom’ formula whereby companies sought to prepare staff for the real world in an environment largely divorced from it.

Talk to Workstar today about how your organisation can harness the incredible power of digital mobile technologies to better train and educate its most valuable assets.

By |2018-08-08T03:54:20+00:00June 29th, 2018|eLearning, future of elearning, Learning, mobile learning|0 Comments

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