As we head into these steamy summer months, we have assembled a group of articles to cap off our focus on mobile learning. We encourage you to take a quick read even if you’re on the go with travel. The keynote article provides an update on the approaches companies are taking with implementing mobile learning options. In another entry, one of our relationship managers offers valuable insights on company culture. And our webinar article provides an excellent summary of how problem-based and game-based learning can be accomplished through micro instructional design.
We invite you to check out the top L&D events coming up in the third quarter and also to listen to a handful of the best radio interviews on mobile learning – brought to you by TrainingPros’ partnership with Business RadioX. We always look forward to hearing from you – please enjoy this issue!
Mobile Learning - Ways to Go
With 64 percent of American adults owning a smartphone and 42 percent owning a tablet, Americans are learning a great deal on their mobile devices. They’re solving the mystery of the gold/white or blue/black dress, they’re getting inspired to dress their pets in pajamas after watching the baby goat-dancing video on YouTube, and they’re assessing their knowledge of all things “Mad Men.”
But how much professional learning is going on that it valuable to their jobs, meaningful for their companies, and helpful to their customers? Not as much as you might think, but it is growing according to a study conducted by the Association for Talent Development (ATD) and the Institute for Corporate Productivity.
Of the more than 400 learning and business professionals surveyed, only 34 percent of organizations have mobile learning programs in place. That’s almost double the amount reported in 2010, but not the higher figures as one might expect.
One of my favorite topics is company culture. I find it completely fascinating in my job as a Relationship Manager. I envy anyone that is able to do culture work with large companies - working with senior leadership, to analyze, change, or define corporate culture. Sometimes, I think that a career change is in order for me!
I have always believed that if large companies paid more attention to and worked to understand and define a culture that would attract and retain the best talent, so many “training” issues would be solved or at least improved. Hiring the right people starts with attracting them.
Even the hot summer months bring about conferences for learning & development enrichment especially in the areas of employee engagement, government workforce learning, and software innovations. Check out these great L&D events that take place during the 3rd quarter:
Instructional design is both a process (macro) and a strategy (micro). Micro instructional design models should provide a formula for designing user experience, engagement, and interaction that supports learning. On March 30, I facilitated a Learning Views webinar where we explored Micro Instructional Design for Problem- and Game-Based Learning. View the recording of the Micro Instructional Design webinar.
We compared instructional design to economics and discussed macro vs. micro instructional design compared to macro vs. micro economics. Existing micro instructional design models like Gagne’s Nine Events of Instruction, the ARCS model, Bloom’s Taxonomy, and Kirkpatrick’s Levels of Evaluation were considered and weaknesses identified. The Pebble-in-the-Pond micro instructional design model from Dr. David Merrill’s First Principles of Instruction was explored as the primary focus of the webinar, including examples of problem-based instructional solutions. Finally, we made a connection between problem-based instructional design and game-based learning, and it was emphasized that problem-based instructional design is a pre-cursor to serious game design.
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