Mobile learning is a big deal! Every business is now focusing on mobile learning as a strategy to engage and train a remote and globally distributed workforce. However, as exciting as it may be, the decision to start implementing mobile learning takes time, effort, and adopting a new mindset. Embracing a mobile mindset means more than simply using mobile devices to train employees. It also means understanding the mobile behavior of your target audience and acting accordingly. The decision to move face-to-face training or desktop-only eLearning courses from a computer monitor to a small personal screen does require repurposing efforts too. Mobile learning can be extremely effective, but it's not a given. This "on-the-go training dynamic" is only useful when it’s done correctly. Below is a list of four basic mistakes to avoid while designing your mobile learning course.

If you're not yet as familiar with xAPI and LRS technologies, some of the following questions might be ringing in your mind right now: How do I know my company needs an LRS? Why do I need an LRS? Do I still need an LMS? The answers to these questions depend on your company's goals, goals, and resources. LRS technology is the result of the new habits that the technology context has fostered. And this means corporate leaders are pressured to implement training programs that adapt to the new learning expectations, behaviors, and needs of their employees. Learning is no longer happening in a fixed place, at a specific time, or even in a linear way. It happens everywhere and anytime. By implementing an LRS in your company, you will be able to capture the activities that occur by "learning in the flow of work". In other words, you will be able to collect and store every learning experience – from what happens online and offline, and not just within the LMS. Such information will be helpful to you to give a more detailed image of what REALLY happens in your training programs and thus optimize them accordingly. Read on and find out the key signs that will help you recognize if it's time to give a Learning Record Store (LRS) an opportunity in your company.

As a Learning & Development leader, there’s a good chance you’ve come up against employees’ lack of interest in training and development. Employee expectations and desires are changing, and there are new ways to engage them. If you’re still not using mobile learning or using it in a small way in the workplace, it is a missed opportunity to boost employee engagement.

Want to promote informal learning in your company? Need to keep track of online and offline training? Your main challenge when tracking a learning experience in your business is the lack of actionable data? Do you want to track each of your employees' progress at a detailed level, in real-time? Do your students access training content from multiple sources (from LMS to other third-party learning applications)? If you answered yes to one or some of these questions... Then you'll be interested to learn more about xAPI and LRS technologies in the corporate training environment. For learning and development leaders, getting acquainted with these concepts is key to implementing a training strategy that responds to the technological changes and new context we live in today.

If you have been in the eLearning industry for a while, you know that the platforms commonly used by companies to manage online courses are LMS (Learning Management System). However, in the last 5-10 years, the introduction of new technologies, such as cloud computing and artificial intelligence, mobile learning, microlearning, and social learning, has spurred the emergence of other technologies, which are certainly changing the eLearning landscape, for instance: Learning Record Stores (LRS). In this article, with the intention of informing organizational leaders about the new concepts, we will share a short explanation of the most significant specifications of each technology (LMS and LRS), their main differences, and why the LRS and the LMS are not opposite technologies, but tools that can be used in a complementary way to take corporate learning to the next level.

10 Seconds. About the time it takes to check your phone “real quick” is all the time you have to make a first impression. This goes for your eLearning course too. People who view your course may be looking to learn, but before they ever read any info you’ve written, they will judge it… and judge it quickly. Not only are first impressions fast in general but also with the ever-growing amount of information thrown at us online, you need make your impression fast and make it count.

Brain research opens up new opportunities eLearning designers should make the most of. One such opportunity lies in how people read online. By tracking eye movements and fixation points while readers look at web content, study after study found answers to questions like

Have you ever wondered why Nokia lost the game to Apple? On the face of it, Nokia seemed to have it all—a slew of phones (from basic phones that just let you make calls to those Lumia models that pack in a mean computing punch), an invincible reputation for churning out quality products (that seemingly indestructible Nokia 3310), and a loyal customer base (if you owned a mobile phone, it had to be a Nokia). And then came Apple, and the rest, as they say, is history. The answer is simple: Nokia lost because it failed to learn. Why do you think search engine companies have come and gone (okay, some like Yahoo and Bing are still hanging around in the shadows) but Google stayed on and is prospering by the day? There is a reason why Google is one of the most valuable companies in the world—it innovates. So what are the lessons for your company? Learn. Grow. Innovate. It is a dog-eat-dog world of business out there. To survive, flourish, and lead the pack, you have to innovate and stay a step ahead of your audience’s desires and preferences. You have to stay on top of change, which, of course, happens at dizzying speed. You need to create and nurture a “culture of learning” in your company.