Elearning! Magazine: Building Smarter Companies via Learning & Workplace Technologies.
Issue link: http://elmezine.epubxp.com/i/224037
Trendlines Trend How Do Careers Develop? Best Mobile Learning Practices Still Needed, ADL Research Finds Here's the conclusion that a new mobile learning survey reaches: "Mobile devices … are not being fully utilized in the design of learning. Furthermore, mobile learning is not being accounted for in traditional instructional design (ID) processes or training models." Some conclusions and observations reached by the four-person research team, taken verbatim from the 50-page report, available as a PDF download from www.adlnet.gov: >> There is a need for resources that educate designers on all of the considerations in presenting learning on mobile platform, and consideration of much more than just the variety of screen sizes and touch interactivity. >> Best practices within the context of following a design process, ID model, or learning theory must be identifed. >> While some of the education and training community feel that a new process/model could improve their abilities, there will most likely be an equally large number of people that will always feel restricted or limited by following a new process or model. >> There are an increasing number of design implications as well as hardware expansion capability diferences between smartphones and tablets. It may not be possible to address all of the attributes of both tablets and smartphones without encountering a substantial amount of distinct diferences that may require exponentially complex considerations for each device type and form factor. The researchers believe that knowledge gaps and missed opportunities have led to the following outcomes as they apply to mobile learning and mobile learning design: 1) "Many designers and developers converting existing e-learning courses by only resizing them to account for the smaller screen and interface diferences." 2) "There is no consideration for optimizing the learning experience by leveraging the capabilities of the mobile device or by utilizing alternative approaches." Authors of the report were Peter Berking, Marcus Birtwhistle, Dr. Shane Gallagher and Jason Haag. —Source: Advanced Distributed Learning Co-Lab, www.adlnet.gov 10 December 2013 / January 2014 Elearning! A new Insala survey fnds that traditional training courses, mentoring, and special projects and situational challenges are the most efective career development methods used by organizations in 2013. The survey sought, among other things, to determine if there is a discrepancy between the popularity of career development methods and their efectiveness. What's most notable is that mentoring does not rank in the top fve most-used career development methods, but ranks as the most efective method for all employees who are not director level and above, and as third-most efective for director level and above. Conversely, e-learning ranks as the second-most-used method, but is not one of the top fve most-efective methods for either population. Holding steady in the top fve most-used methods, as well as in both top fve most-efective lists, are traditional training courses and special projects or situational challenges. A whitepaper detailing all fndings will be released by Insala in early 2014. —More info: www.insala.com Most-used Career Development Methods Overall Traditional Learning Courses 78% E-learning 70% Special Projects or Situational Challenges 58% 360 Feedback and/or Assessments 51.5% Continuing Education 51.5% For Director Level and Above 360 Feedback and/or Assessments 46% Special Projects or Situational Challenges 37% Mentoring for High-performers 17% Coaching for High-performers 17% Networking Events 16% For All Other Employees Mentoring for All Employees 36% Traditional Training Courses 31% Special Projects or Situational Challenges 30% Coaching for All Employees 30% Employee-initiated Career Discussions 23% —Source: Insala