Training tips that triumph
Memory science, microlearning and what actually makes workplace training stick.
PRESS RELEASE: Gateshead College partners with Wranx to deliver Functional Skills training
Gateshead College, rated by Ofsted as Outstanding in 2015, has partnered with Wranx to collaborate on a new delivery method for Functional Skills training.
Certainty Based Marking and how it improves employee training
Have you ever been uncertain of an answer for a multiple-choice test question, so guessed and got it right? It’s almost certain that you have – and therein lies the problem with traditional multiple-choice assessment. The learner’s knowledge appears to be sufficient for them to move on to a new area for learning, even though
What e-learning features are needed for effective training assessment?
For organisations that are keen to develop their employees, it’s important to know how to evaluate training effectiveness. Being able to do so allows organisations to identify what works well and subsequently refine the training they provide. It also requires organisations to assess the learning performance of their employees.
Spaced Repetition, gamification and microlearning: a glossary of terms
E-learning has done a huge amount to reduce the cost of training for businesses, make it easier for them to deliver and make it more convenient for employees to do. As it has exploded in popularity over the last 20 years or so, though, it has also spawned a whole raft of new learning approaches,
How e-learning platforms can show training effectiveness
We recently looked at how organisations can evaluate training effectiveness by covering Professor Donald Kirkpatrick’s four levels of evaluation:
A change is gonna come: Rippling the waters of corporate learning
Corporate learning professionals are facing the impact of a wind of change. The way we learn, and the way we think about the way we learn, is about to undergo a shift in shape and strength. In just a couple of decades, learning in the workplace has moved away from being an unpopular necessity and has become an industry in its own right. Technology has been the driving force behind this rapid development and it is technology once more that will bring the new changes we are now beginning to see. Just a couple of decades ago, our experience of training involved teams of bored colleagues, hotel function suites, bad coffee, and more interest in the biscuit selection than in the actual content of the training. Then, in the late 90s, technology came along to change the way we think about Learning and Development. Since those heady days, L&D has moved forward, always evolving alongside the technology. Companies and organisations have built Learning Management Systems (LMS) into their day to day operations. The L&D market of today has an estimated worth of $130 billion. It’s a world we all know, one we’re all comfortable with and it’s about to change
The Essence of Play: Utilizing Gamification in Business
We all love to play. We like to win, we need to achieve, and to move forward. These are simple, fundamental human emotions. Simple, but also powerful. We know that gamification plays a huge part in digital learning and in engaging and enthusing employees. We know it to be a powerful tool in learning and development. Gamification is a key element to Wranx, driving users forward through rewards, badges and leaderboards, encouraging competition between peers and teams. It’s a simple idea but incredibly effective, and certainly not just the latest fad. When we make work fun, we get better work. We can increase engagement and motivation in employees and also use gamification as a valuable tool when engaging with customers or clients. There are a wide variety of ways to implement it in the workplace, with an equally broad range of desired outcomes. Not all gamification methods are digital, though. In 2016, City University London, (in conjunction with the NHS and Focus Games Ltd) developed a board game for nurses called The Drug Round Game. The game was devised with staff members’ input, and its face-to-face nature allowed users to share best practice, experiences and knowledge – something not always
Can micro- & e-learning help with continuing professional development?
With a few exceptions, training is not something that should be done once and not revisited. Generally speaking, it should be carried out repeatedly throughout an employee’s career, not to just maintain a level of proficiency, but to improve an employee’s abilities overall – and, by extension, to improve the performance of organisations.
Three Strategies for Successful Employee Health and Safety Training
It goes without saying that health and safety is more of an issue for some organisations than for others. It’s fair to say that your average construction worker faces more potential hazards in the workplace than someone whose role is office-based.
How eLearning content complements an LMS
In the realm of business, the realm of learning and development comes with its own set of specialized terms and expressions. While these aid in effectively communicating concepts for those in the field, they can bewilder individuals lacking expertise, leading to misuse. Two often interchanged terms, “e-learning” and “learning management system (LMS),” hold distinct meanings. This confusion arises due to some overlap and their increased usage in the internet era. To distinguish the two, it’s crucial to note that an LMS focuses on managing learning processes, whereas e-learning pertains to the actual delivery of learning materials. Here are more detailed definitions: – E-learning: knowledge acquisition using computers or similar tech – Learning Management System: software for overseeing, tracking, and reporting learning programs An LMS is one facet of e-learning and requires content to manage effectively. This is where e-learning content plays a vital role. Though an LMS can handle various learning formats, it shines in e-learning content management. Discover how Wranx melds e-learning content with an LMS in our informative video. With e-learning’s structured digital format, learner progress is automatically monitored, and outcomes are often displayed in user-friendly dashboards. This data can be integrated into an LMS, aiding in precise
Our Five Favourite Exhibits From The Museum of Failure
Each and every day we find ourselves engaging with other people’s great ideas. We marvel at the simplicity of an idea and how well it works. We hope for inventions to address certain issues we all face. We just love a good invention. They help make life that little bit easier and, from the wheel to the smartphone, we wonder what we’d do without them. Inventors and developers spend their lives imagining new solutions and ideas and rethinking established inventions for a new use. Take someone like Trevor Baylis. Inspired by seeing a documentary in 1991 about the spread of AIDS in Africa and the need to educate and inform huge numbers of people of its dangers, he set about finding a solution. Radio was already the main method of communication across the continent, but with limited access to batteries it was largely ineffective. So, Trevor holed himself up in his garden shed to develop his idea. Pretty soon, he came up with his solution – the wind up radio. After initial rejection from suppliers, who didn’t automatically see the huge benefits of such a device, he finally secured a manufacturer. His invention eventually swept across Africa, where it is
How Microlearning and Spaced Repetition Fuel Employee Onboarding
Starting a new job can feel overwhelming, especially when faced with a wealth of information to remember. New employee inductions often cover organizational structure, HR procedures, health and safety, equipment overviews, job requirements, training programs, and meetings with colleagues. It’s unrealistic to expect perfect retention of all this data at once. Our brains are not designed to absorb vast amounts of information instantly or recall specific details easily. Despite this cognitive limitation, induction processes are slow to change. Companies frequently bombard new hires with information, hoping some will stick and filling in gaps later. While this may not be the most effective approach, integrating microlearning and Spaced Repetition techniques can significantly enhance the onboarding experience. Microlearning breaks down topics into bite-sized pieces, aligning with the brain’s preference for consuming information in manageable segments. For onboarding, microlearning can be delivered to new employees at their workstations or via mobile apps for convenient access. Building on this, Spaced Repetition involves testing learners on a topic, reinforcing information they struggle to retain and prompting them with content they’ve mastered less frequently. This method is particularly beneficial for onboarding due to the volume and complexity of information involved. By leveraging microlearning and Spaced Repetition,
Reading about it is the easy part
See what daily retrieval practice looks like running on your own training content.