How to Design a Successful Gamification Strategy?

The underlying concepts of happiness and fun are what keeps us all intertwined with the nature of activities we prefer to perform. What if we could turn our learning materials into an entertaining piece of knowledge that can keep us motivated when we are learning?

Yes, the idea of ‘gamifying’ the learning materials can go a long way in keeping the learners motivated to learn and understand the material without feeling overwhelmed or bored.

 

Here are few tips that can elevate your gamification strategy:

 

Recognise your target audience

Despite the impressive statistics of gamified learning, no gamification method can be guaranteed to function with all learner demographics. As a result, a successful gamification approach must begin with a thorough understanding of the target audience. The correct solution is determined by factors such as their average age, job description, technical competency, and even cultural concerns.

Explain the concept of selections

Post gaming routines are sometimes too familiar, causing learners to lose interest quickly. The learner should control some parts of the experience as part of your gamification approach. Individual avatars, roles, and environmental choices, for example, are an excellent starting point. You can also consider offering trade-off options to make the experience more intriguing and, in the end, more rewarding.

 

Constantly provide feedback

Although delayed feedback and satisfaction may be more beneficial, a gamification tool is perfect when learners feel that their learning experience is “active”. Constant feedback in the form of clues, suggestions, and advice makes the learner feel as if the question they’re dealing with is speaking directly to them, increasing their engagement. You should also provide compelling reward components such as badges, trophies, and leaderboard positions to the learners.

Increase the stakes

The last and most crucial aspect of creating a successful gamification strategy is to avoid monotony. Gamified solutions frequently require learners to repeat the same task repeatedly, spanning several rounds/levels. As the effects wear off, this becomes tedious. With each new phase of the solution, you must continue to increase the complexity and challenge.

 

In short, when strategised correctly, gamification can paint colours to rather bland learning material and keep the learners on their toes in learning, providing them with a sense of achievement.

At XpertLearning we create high impact and engaging custom content for your organisation’s learning and training needs, using gamification strategies that revolves around challenging and rewarding learners as well as motivating and training them at the same time.

 

-Writations

Up-Skilling Your Business Communication Skills: A Mandate in the 21st Century Business World

In an increasingly globalized world, the fluency to communicate in a perfect business language is becoming very important to the success of any business. Lack of language skills may lead to misunderstanding and dispute between multinational teams, suppliers, and clients, which can negatively affect the organization.

Developing a corporate language training plan is essential to removing communication barriers and for creating a truly global and collaborative firm. Strong language and communication skills are beneficial to companies across all industries, regardless of their size.

According to the British Chamber of Commerce, business language and cultural abilities can enhance export sales by 45 percent, These can also improve staff efficiency, communication, and customer satisfaction.

It is becoming increasingly critical for organizations to develop effective corporate language learning programs. However, a large number continue to spend their resources on individual tutorials, company and group classes and face to face language coaching.  All of these solutions are prohibitively expensive, difficult to track and sometimes do not meet the needs of your team.

The need for an effective, individual-focused business language skills training plan is greater than ever. Examine a few notable advantages of training and growth in this area:

Incorporate a learning culture into the work environment

No one wants to work for a firm that does not appreciate its people. As a professional in Training & Development, one of your major goals is to help each person advance their career via ongoing training and education.

This is why continuing education initiatives (having a continual process of obtaining information and skills) are important.

To ensure success in tomorrow’s workplace, you must provide an environment that inspires individuals to gain the abilities that meet current demands. If you’re up to speed, it won’t be that difficult. Your job as a training manager is crucial in creating (and maintaining!) this culture. You can do this by:

• Making sure your staff is aware of the available training resources. Inform your staff regularly that they have access to training opportunities. Because of their hectic schedules, they will be more likely to remember and engage in the program that you are offering them when reminded.

• Providing them with access to a learning library. Make sure your learning resources are structured, easily available, and searchable to encourage individual study. It makes it easier for them to find out what they need when they need it.

Help with Change Management

Most employees find it difficult to adapt to change.  Continuing learning initiatives, in general, may introduce new workplace changes and help employees achieve their goals.  Even though it may not always be possible to anticipate change, it is possible to prepare for them and adapt as you go.

It becomes imperative, then, to implement a Business Communication program to upgrade your talent pool’s skills and mitigate the impact of the challenges of today’s highly-innovative and ever-changing workplace.

Give the Employees a Competitive Edge

Occupational skills gaps are becoming more apparent in firms as trades change more rapidly than ever before. It turns out that many HR professionals believe that their organizations have substantial skills gaps, as evidenced by a 2019 survey by WestMonroe.

Some  of today’s sets of skills and abilities are likely to become obsolete within the next 3-5 years, making growth and development opportunities more important than ever to keep them current.

Through training, companies not only help improve and refine the workers’ professional skills but also communicate the message that the company is willing to invest in their role in the company’s future.

The most productive and sustainable organizations are those that enable their people to grow and develop.

XpertLearning is a well-known and trusted provider of language solutions that utilize the newest technology. We work with you to offer the best and most effective language programs for your needs— depending on your objectives, desired outcomes, timeframes, learning styles, levels, and budget. Discover our solutions to find the perfect fit for your industry and interests.

 

-Writations

Self-Paced Learning Strategies and the Benefits

Today, where we are forced to work from remote workplaces, most organizations have been concentrating on work performance and time management. Quite often than not, as an organization, we tend to ignore the benefits of learning and development.  An organization should drive its employees towards Self-Paced Learning (SPL) in remote workplaces. Employees who are thriving to learn independently and are motivated enough to embark on this learning journey can imminently become the organization’s strength. Ultimately, we would need to ask the big question.

How to enable Self-Paced Learning?

SPL requires precise strategies by Learning & Development (L&D) teams to make it happen. This is not something that will occur on its own overnight. Learners are the focal points of any successful SPL strategy. L&D teams are required to build platforms and channels around the learners to allow them to explore, learn and develop.

 

Here are a few pointers that can help your organization build accurate SPL strategies:

1. Are your employees aware?

Employees are primarily focused on work performance. It is easy for them to ignore the importance of self-improvement.  The first step in creating the best SPL strategy is to make your employees aware of the importance of learning.  They should understand that self-paced learning ultimately will allow them to grow in an organization.

2. Do they have available resources?

The employees themselves drive SPL. To not hinder their pace, make sure you have the required learning resources to access at their own pace at all times.

3. Do they have an ample amount of opportunities?

The employees are mainly concentrating on their work. The best part of a successful SPL strategy is to make learning a part of their daily routine. This requires sufficient learning support tools, such as job aids, micro-learning nuggets, and fun-filled gamified learning materials and so on.

4. Are you aware of the benefits of informal learning?

In today’s digital era, informal learning has become an integral part of the industry. The experts say that 70% of learning occurs through informal or on-the-job learning, 20% through mentoring, and the remaining through formal learning (please see Association for Talent Development (ATD) at www.td.org and search on 70:20:10). The informal learning opportunities can be created through continuous learning culture, moderated learning forums, microlearning content etc.

5. Did you know that social platforms can help your employees in learning?

The way we all work is through collaboration. The best way to enable your employees to collaborate and learn on the go is to enable social learning platforms. Allowing them to discuss, compete and share ideas will ultimately result in a great SPL strategy.

 

6. Do you have hand-picked content for your learners?

Providing content that is not curated and handcrafted for your employees can hinder their performance and dampen the overall learning pace. Always make sure you have the learning materials which are attractive enough to motivate SPL.

7. Are you evaluating your strategies?

Constantly evaluate the strategies you place for your employees to learn. Continuous and multi-faced feedback sessions can allow you to acquire enough data to understand how to plan for the future.

In conclusion, Self-Paced Learning can increase the skills and proactiveness of employees, allowing them to thrive at their own pace. Existing corporate training materials can only help in achieving baseline proficiency. Our Custom Content Solutions incorporate cutting edge learning techniques that allow the learners to pick up their growth at their own pace. For quick solutions, we often recommend our clients a more accessible way out in the form of Off-the-Shelf courses. We have a wide array of learning techniques in our arsenal that can go hand in hand with any corporate L&D requirements.

For further details, you can always contact us or leave a comment below.

 

-Abhilash Rao

My Internship Journey with XpertLearning

My name is Noor Abdulrahim and I’m from the United Arab Emirates. I am a senior Marketing student at the American University of Sharjah and was an intern at XpertLearning for three months.

In March, everything seemed to be going as planned. I started my senior year with flying colors and was hoping to land myself an internship to gain some on-hand experience with the professional world. However, when April came around, everything changed and most of us were living in the unknown, unsure of what would happen in the next few days and weeks. With the news of many employees losing their jobs or being furloughed, most students were frightened with the prospect of not landing an internship and thus delaying their graduation. Thankfully, XpertLearning came through and was my saving grace in a time when most companies were not entertaining the idea of taking interns in.

I chose to do my internship with XpertLearning because they were the only company to reach out to me and provide me with a compelling proposition to work at the company. They showcased a genuine interest in helping me grow as a person and a future marketer. As someone who never worked in the business and/or marketing field professionally prior to this, I had fears that I would struggle with the transition from being a student to an employee. Fortunately, my mentors and colleagues made the transition seamless and explained every process along the way to ensure that I was on the same track as them.

As a Marketing intern, my main task was preparing content for our social media pages. In addition, I took part in conducting research for the firm, creating and aiding in the creation of monthly newsletters, writing blog entries, accumulating information for our internal website pages, as well as creating images for our social media pages. This allowed me to integrate my creativity with my love for writing and research into my daily professional life.

After three months of working at XpertLearning, I have learned a substantial amount. Firstly, I got a glimpse of what it felt like working in a professional environment, even though I was working from home. Secondly, I learned how to organize my time more efficiently to ensure that I complete tasks on time. Both of those takeaways will help me in my professional and academic life for years to come! For many of us, this was our first glimpse into working remotely. However, it did not seem like it was their first rodeo, given how well they handled me and the internship as a whole. I can only preach the gospel about my time here, and I’m so thankful for XpertLearning since they took me on at a risky time. I will definitely hold these past three months, XpertLearning, and their entire team close to my heart for the rest of my life for trusting me, taking me into their bubble, and contributing to my growth as a person and a professional.

Noor Abdulrahim

Why Digital Badges Should be Considered in Your eLearning Strategy

In this day and age, learners are eager to show off their newest skills to their social media community. Most of the time, it comes in the form of shareable online certificates. In a professional world that is extremely competitive, employees are constantly reskilling and new skilling in order to grow and have the ability to do multiple jobs at once. These certificates are physical proof that they have put the time and effort required for developing themselves and their skillset. This is when Digital Badges comes into play.

A Digital Badge is a verifiable, sharable, and visual image that represents the completion of certain courses. These badges could be shared on various social media pages, such as Twitter and LinkedIn, to showcase your new skillset to your connections. It contains metadata within a Blockchain that validates and states who earned the certificate, when they earned it and for what course. In essence, Digital Badges motivate and encourage learners to continuously expand their knowledge and skills and drive learning engagements.

Digital Badges follow the 3P’s: they are personalized, progressive and portable. In this segment, we will explore how the implementation of Digital Badges are considered a crucial feature for your eLearning strategy.

  1. Digital Badges engage and motivate learners. It aids learners in having a complete history of what they have learned throughout their lifetime. It is extremely hassle-free, as you could download your Digital Badge no matter where you are in the world. If you published it on your social media pages, you will never have to worry about losing an authenticated badge that verifies your knowledge.
  2. It provides learners with an opportunity to share their accomplishments in the digital world. More often than not, you will find at least one certificate of completion while scrolling through LinkedIn. Digital Badges allow learners, who have invested their time into their growth and development, to showcase their accomplishments to their network, as well as potential employers who might be browsing their page looking for the perfect candidate to fulfill a vacant role.
  3. Digital Badges can be independently verified. A common hassle for employers is verifying a potential candidate’s certificates. With physical forms, it is quite simple to fabricate information and would require a few hours of an employer’s time to reach out and validate the information. However, with the introduction of Digital Badges, all that worry is no longer present. Employees can access the metadata in each Digital Badge to verify who completed the course when it was completed and they could even retrieve the course content and learning outcomes. In addition, the badge can be verified outside of the platform it was earned from, making it easily accessible to the employer.
  4. It encourages continuous learning to eradicate any skills gaps and effectively promote a learning culture within the organization. Learners thrive over recognition and rewards upon completing an arduous task, which further highlights the importance of implementing Digital Badges in your organization. When employees witness the recognition others receive after taking a course or learning something new, they will feel inclined to do so as well. This cycle will encourage all employees to invest time into sharpening their skill set and their growth. Organizations that utilize and accept similar forms of recognition are creating an environment of continuous learning, growth, and collaboration.

 

As of February 2020, our partner Skillsoft has announced that Percipio courses will begin handing out Digital Badges to learners who have completed their courses.

Digital Badges

This will provide them with the opportunity to share their accomplishments with their friends and colleagues. These badges are always accessible to the learners, no matter where they are in the world, and even if your course expires.

If you need more information on our courses with Digital Badges and how it works Request a Demo

 

Noor Abdulrahim

Launch Of Our New Website and Sub-brand XpertCareers!

We are delighted to announce the launch of our new website, Xpert-Careers.com, a sub-brand of XpertLearning! It’s another step in our plan, to help you turn your aspirations into learning goals. The portal features the latest look, easy course information, and user-friendly navigation for you to look quickly and buy online.

XpertCareers is part of the region’s leading eLearning solution provider, XpertLearning. At XpertLearning we train more professionals than any other training provider through our business-to-business agreement. Our goal with XpertCareers is to provide individuals and SME’s with easier access to a portfolio of highly demanded courses and give user-base purchase options.

This new site explains Who we are, What courses we offer, Description and Resources that give the program outline, and our most popular courses that are in demand. Our courses are packaged with access to multiple subjects from:

  • Digital Transformation
  • Leadership
  • Technology & Development
  • Business courses
  • And many more…

These collections give you great value for money. The courses are highly recommended and popular among organizations for their employees’ learning paths and career growth.

We hope this new website will help you with your career goals and aspirations.

We can’t wait for you to visit our website www.xpert-careers.com. For easy access to the website, you can also click on the button ‘BUY COURSES ONLINE’ on the top right of this page. If you have any questions or feedback, please let us know by emailing us at: info@xpert-careers.com.

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