Scientific study has proven that humans forget 50% of what they learn within one day of learning. After completing an online course, even the brightest minds cannot remember every piece of information presented.

We tend to forget information over time if we do not apply it to our daily activities. The Ebbinghaus Forgetting Curve commonly represents the effect.

Small is the new big, and corporate learning is no exception. Learning is no longer limited to classroom environments or heavily structured learning. People, especially professionals, prefer learning on-the-go or in spurts to support their multitasking endeavors and convenience.

This ease can be achieved with modularized learning that is to-the-point and interactive. One technique, Microlearning, breaks large chunks of information into bite-sized nuggets to make content more comprehensible and to promote better employee focus.

In today’s environment, companies need to rely more and more on education and training programs delivered through a digital platform. The switch from face-to-face to virtual meetings, while not without associated difficulties, has proven to be an effective and, in some cases, a more inclusive way to provide information. From this experience, there is a growing understanding of the benefits of self-paced, non-instructor lead computer-based training (CBT).

Companies need to continually train and upskill their workforce for better performance and results.

Many of them use a gamut of upgraded tools and a mash-up of training styles to make their employee training sessions productive and engaging. People learn best when they can view and relate to the shared material or the trainer. This promotes student-focused and process-oriented learning.

Building highly responsive designs has become more of a norm rather than a trending exercise today. Additionally, many other factors contribute to user experience like ease-of-use, appeal, discoverability, simplicity, and above all, the ability to drive emotions toward a product or service through design.

One of the biggest challenges for organizations is what happens after the training. Typically, training is seen as an isolated event. Afterward, many learning development professionals and supervisors find themselves asking, “why is the employee not using the information from training” or “why hasn’t the employee’s performance increased following training.” Questions such as this suggest that knowledge transfer did not occur after the employee left the classroom or virtual training session.

Business leaders often experience the heat to remain competitive, deliver quality-driven products and services, optimize costs, and improve productivity.

Many of them are leaning on Business Process Management (BPM) software to make their daily operational processes adaptable, agile, efficient, and reliable to remain relevant in a dynamic tech marketplace.

Complex learning involves the integration of qualitatively different knowledge and skills along with their relationships and interaction rules. All the following tasks are complex:

Instructional designers all have the same essential mandate to design educational interventions that result in closing performance gaps. For decades now, technology has been used to redefine the way we train. The recent pandemic has accelerated the application of technology to transform traditional classroom training into remotely delivered, blended experiences.

Measuring training effectiveness is one of the many responsibilities for learning and development professionals and one of the many priorities for senior leadership in workplaces. According to Statista Research Department, every year, U.S businesses collectively invest more than $80 billion on training their employees, and global spending on training and development has increased by 400% in 11 years. This investment cost emphasizes the importance of measuring training effectiveness and business impact.