Monthly Archives: September 2018

Why do we use digital learning?

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Why do we use digital learning?

E-learning, social learning, blended learning, etc. An increasingly rich language is enhancing the world of training. And this world is constantly changing. But what is the role of digital learning? How is it changing training codes? What are its challenges and its potential?

WHAT IS DIGITAL LEARNING?

Digital learning means all the digital tools dedicated to training and supporting learners. Its purpose is to help them achieve their training objectives faster and more smoothly. But be careful not to confuse digital learning and e-learning. Digital learning can be used at all stages of training (distance or face-to-face). It can, for example, be deployed before distance training to stimulate a desire to learn through the medium of e-learning. It can also be used at the very heart of face-to-face training and bring added value by virtue of its dynamism or interactivity. It also makes it possible to evaluate the concepts learned during training and to assess the level of the learner.

WHAT DIGITAL LEARNING HAS TO OFFER?

Interactivity at the very heart of your training makes it even more effective and attractive. Learners and trainers are becoming players in the learning process. Your teams can be distance-trained or trained through shared or collaborative learning. Social learning even allows you to use your in-house resources to develop the knowledge of your workforce. The human dimension is important in the digital process. The information gathered during the sessions can be pooled and analysed and you receive practical feedback on your training, allowing you to adjust the learning to your objectives.

Integrating digital learning into your existing training is essential for optimising your company's performance. Some sectors are moving very fast and training is becoming of paramount importance. Employees can access digital training content at any time. Media such as microlearning or serious gaming greatly increase learning effectiveness.

In conclusion, digital learning breathes new life into your training, as well as delivering real expertise. It has many advantages that are not insignificant: enhanced data security, simplified media backup (cloud), in-house collaboration, information sharing between employees, staff involvement and mobilisation, etc.

HOW DOES IT WORK?

Digital learning involves a vast number of tools and types of teaching resources. The self-contained (or asynchronous) training modules are the most widely used. Serious gaming, video and microlearning offer innovative solutions in terms of interactivity. Conventional e-learning modules are themselves enhanced by these tools that can be perfectly integrated.

The virtual classroom provides training via videoconferencing and tools such as whiteboards or chatting. Finally, learning also takes place through interaction between members of the training space (learner to learners or learners to tutors/trainers).

DIGITAL LEARNING STATISTICS?

In 2018, the Higher Institute of Training Technologies (ISTF) carried out a study of more than 400 organisations representing 1.3 million learners.

What is the percentage of digital learning usage?

 

The 10 digital learning trends

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The 10 digital learning trends for 2019!

Technology and its impact on work perception are changing. The development of automation and artificial intelligence has impacted on professional training, involving new strategic thinking for companies. We offer you a brief overview of digital learning trends that should be making news in 2019.

At a time when technology is becoming increasingly important in companies, training is bringing us closer than ever to people, with tools that are becoming more and more relevant and customised. Therefore, enhancing learning methods and promoting collaborative learning that does not solely focus on immediate skills are key issues in an increasingly competitive economy.

01 ///
ON-THE-JOB TRAINING
WORKPLACE LEARNING

Training and distance are no longer necessarily related. And of course, digital tools, which are used on at least one in every five training courses, provide innovative solutions.

They make it possible to offer job-related operational training and open up to a wider audience, in particular by targeting more diverse levels of training (especially for the least qualified employees). 70% of such training is delivered by a member of the company.

Learning is a two-stage process:

  • Learning new skills
  • Analysing the process and consolidating learning with an in-house trainer or workplace tutor.

02 ///
SOCIAL LEARNING
LEARNING BY SHARING

"We are stronger together" is a phrase that everyone knows and social networks are an ideal medium for sharing all the knowledge within a company. This is known as collaborative learning.

Unfortunately, it is still underrated. However, often the tools are in place, but there is no strategy for implementing them and motivating these communities.

It is now time to train and mobilise teams of distance learning instructors, experts, e-tutors, learning managers or relays within the learning community. The abundance of expertise greatly increases the effectiveness of your training, which means that the potential can even be said to be unlimited.

03 ///
ADAPTIVE OR CUSTOMISED LEARNING
TARGETED, RELEVANT LEARNING!

We are all different, as are our learning abilities. This factor must be taken into account if you are to optimise the effectiveness of your in-house training.

Digital learning now makes it possible to adapt the course and teaching methods to the individual's profile and level. Nowadays, we can provide targeted training that takes the needs and expectations of the learner into account. Implementing adaptive learning applications that analyse the statistics produced by learners allows learning to be adapted to their results.

These solutions facilitate knowledge recall and take account of any errors made by learners to help them retain information.

04 ///
ONLINE COACHING
OR HOW TO REDEFINE IT...

Coaching is opening up to new digital learning methods to meet the need for flexibility and reactivity. New ways of learning are therefore emerging:

  • Distance coaching lesson packs. They supplement the actual support provided by the coach.
  • Theoretical assignments or case studies are posted online before or after face-to-face sessions (group or individual).

05 ///
CHATBOTS AND INTELLIGENT PERSONAL DIGITAL ASSISTANTS
DO YOU HAVE A QUESTION?

You are surely familiar with the names Siri and Cortana. These little mascots that are part of our everyday lives are our day-to-day assistants in many different tasks. But how could such a copilot be used for training purposes?

Experiments in this area are ongoing, but some platforms have already started to introduce intelligent voice assistants or chatbots that are compatible with Machine Learning. This technology therefore has enormous potential and we can already imagine how social learning and training individualisation can be developed.

06 ///
MICROLEARNING
WHEN TIME IS AT A PREMIUM!

Microlearning or "nuggets learning" is a solution for training modules that are sometimes too long. Nuggets in the form of small modules, short videos, quizzes or games make your training process more effective, without impacting on work or production time.

It is not intended to be used for training on complex procedures or for problem solving, but to achieve a particular, specific training objective. It addresses an immediate need and allows the learner to assimilate or review a particular piece of knowledge. That is the advantage of microlearning: it is fast and effective.

07 ///
GAMIFICATION
WHEN LEARNING BECOMES A GAME

Learning by playing: at first sight, this idea seems as exciting as it is fanciful. And yet, the results of gaming in training are already well proven. Of course, it's not about getting sidetracked: we mean "serious gaming".

Transposing the codes and mechanics of video games to digital devices that capture and hold the learner's interest is not just a preconceived idea. This approach is particularly appropriate for statutory and mandatory training, the content of which is often regarded as daunting.

08 ///
INTERACTIVE VIDEO
BECOME A PLAYER!

Looking for tutorials on Youtube is very common practice in companies. Trainers and employees are well advised by training managers to create and share in-house training videos. But these videos can be made to have a greater impact by means of interactivity. Interactive videos elicit learner participation.

They may be a step-by-step guided tutorial or a free scenario in which the learners' choices will lead them to make decisions and assimilate knowledge through experience.

09 ///
VIRTUAL REALITY AND AUGMENTED REALITY
LARGER THAN LIFE!

What has long been science-fiction is now reality, opening up interesting possibilities. There is now talk of immersive learning and in this field, ideas are coming thick and fast. These technologies, which previously seemed to be hindered by practical or financial issues, are gradually becoming accessible.

Using a smartphone is the first step to entering this world. Scanning QR codes to access additional information was already a precursor to this technological revolution.

10 ///
ENHANCED FACE-TO-FACE SESSIONS
CLASSROOM TRAINING 2.0

At a time when digital tools are flooding into the world of training, face-to-face sessions have not been left behind, quite the opposite. Classrooms still have a bright future ahead of them.

The enhanced face-to-face principle consists in integrating the digital tool into classroom activities. Many varied solutions can be used to stimulate and give variety and rhythm to training and to involve and motivate learners. You can now organise quizzes, surveys, create virtual post-it walls, co-construct documents and synthesise ideas, all with or without wifi, using dedicated "box" tools.

This also involves rethinking classrooms and making them modular and adaptable to the activities that will take place there.