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.

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.

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).

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.

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.

One of the most influential psychologists in the 20th century, Abraham Maslow, released a paper in 1943 called, ‘A Theory of Human Motivation. The paper’s central idea was that human needs could be categorized into a pyramid-shaped hierarchy called the ‘Hierarchy of Needs. It’s a revolutionary theory that is still referenced by researchers today, but what does this have to do with design?

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.