5 Killer Examples Of Learning Strategies To Design Corporate Training For Millennials

Ready To Design Corporate Training For Millennials? 5 Examples Of Learning Strategies To Help You

To begin with, let’s answer the following question:

Who Are Millennials?

Millennials are the generation of people born between early 1980s and early 2000s. Also known as Gen Y, they are the demographic that followed Gen X. They constitute a significant portion of the global workforce today, and are estimated to grow to occupy 3/4 of the global workforce by 2025.

Why Should You Redesign Your Learning Strategies To Factor For Millennials In Your Workforce?

With a significant presence in the global force, Millennials are a force to reckon with. Learning strategies that worked for older generations (that is, Gen X and Baby Boomers) are not likely to resonate with the Millennials.

While investment on learning is on a high priority for them, they work with different motivators, operate differently, and seek very different gains from work.

It is therefore important for L&D professionals to reassess and redesign their learning strategies to create corporate training for Millennials, by factoring where their interests lie, what puts them off, and what catches their attention, to be able to craft learning experiences that will help Millennials learn “their way”.

Why Are They important To Organizations And L&D Teams?

As the number of Millennials in the workforce increases at an exponential rate, employers and L&D teams are shifting their focus toward understanding the way Millennials lead their everyday lives, mainly because:

  • This generation has grown up differently and deserves to be treated differently.
  • Learning strategies that worked for older generations won’t appeal to Millennials.

Looking at it from a different perspective, a Millennial-centric survey conducted by EdAssist has presented some eye-opening statistics.

  • 60% of Millennials would pick a job where there’s great scope for professional development, over a high-paying job offering steady economic growth.
  • 58% expect their employers to provide them with continuous learning opportunities related to their job.

Organizations and L&D teams should create engaging corporate training for Millennials by crafting awe-inspiring learning experiences and finding the right approach to make them feel at home as they take the training. Later in this article, I share 5 such examples that will resonate with your Millennial workforce.

Why Traditional eLearning Approach Lacks The Connection To Millennials?

To find the answer to this question, we must first understand what sets the Millennial generation apart. While traditional learning suits the preferred learning style of Baby Boomers and the Gen X demographic, Millennials are not so fond of this approach.

Take a look at the generational differences in this table, and you will see why learning strategies for Millennials need to be remarkably different.

Generation difference details

What Does This Mean For Training? What Can Be Done To Make It Work?

To begin with, we need to identify their traits and learning preferences. We need to incorporate them in the learning strategy to create effective corporate training for Millennials, that would engage them, and motivate them to apply the learning on the job.

While the focus of traditional learning is on ensuring that learners are able to “remember and recall”, the focus area of Millennial-centric learning is to provide access to precise nuggets of information, and to facilitate quick application of the learning.

What Are Top 10 Tips And Strategies To Design Corporate Training For Millennials?

  1. Make the training mobile ready through mLearning or mobile learning; the training must be accessible on multiple devices, such as smartphones and tablets (besides laptops and desktops).
  2. Use microlearning to promote short, bite-sized learning that is fun to go through.
  3. Use videos extensively, and offer learning nuggets in high-impact-creating, rich media formats to keep the learners glued.
  4. Provide Performance Support Tools (PSTs), such as videos, PDFs, etc. to make the training material readily available and accessible within their workflow.
  5. Set sharp and well-defined outcomes (that resonate with the learners’ need).
  6. Extend your training to Social or Collaborative learning.
  7. Engage the learners through gamification of eLearning; this will grant them a sense of reward and recognition as they progress through and complete the training.
  8. Personalize the learning to offer learners the flexibility to “pull” what they want, rather than be “pushed” toward what they must learn – offer a learning path-based approach.
  9. Make room for learner contribution through content curation, and promote inclusive learning.
  10. Make use of wearable tech to offer PSTs.

Now, let me share 5 examples of Millennial-centric strategies that demonstrate how to engage Millennials in corporate training.

5 Examples To Engage Millennials

Take a look at this video that showcases these Millennial-centric strategies, and how you can integrate elements of gamification, personalization, microlearning, and Social Learning in corporate training for Millennials to create an engaging learning experience, and double the impact of learning.

Same details are also captured here.

1. Mobile App For Learning Offered In A Microlearning Format – Includes Gamification And Personalized Learning

We have developed a mobile app for Millennial learners who are on a path to self-discovery, and are looking to enhance their personal skills. The app, which featured principles of gamification, personalization, and microlearning, was designed to help the learners identify their strengths, mitigate their weaknesses, and thereby establish their own personal brand.

Example 1 - Mobile App for Learning offered in a Microlearning format

2. Microlearning-Based Approach To Help Learners Learn The Bite-Sized Way

We developed a series of microlearning nuggets to help tour guides of a popular zoo learn how to enhance their skills, and engage their visitors. Here, we used engaging visuals with a rich blend of several learning elements to achieve a high level of learner engagement.

Following the initial rollout of the course, the organization (the zoo) conducted a survey, which indicated that tour guides who completed the first set of nuggets received visitor ratings of whooping 8–9 on a scale of 10.

Example 2 - Microlearning-based approach

3. A Fun-Filled Learning Nugget On Human Resources Benefits

This project involved the development of a gamified portal that presented an organization’s HR policies and benefits to its employees in a fun and engaging way. The gamified course was story-based, and was split into various levels that the learners had to go through, and this introduced the element of challenge, competition, and excitement. Upon completing the levels, learners were awarded badges and points, and leaderboards were displayed, which helped promote competition and recognition, and prompted the learners to keep coming back.

Example 3 - A fun-filled learning nugget on HR Benefits

4. Content Curation Platform With Elements Of Social Learning

We have created a demo of a content curation platform, an online portal that is designed to find, group, organize, and share the most relevant content on specific topics organization-wide. The portal empowers learners to contribute to learning pathways, and build communities that promote continuous learning.

Example 4 - Content Curation platform

5. Interactive Parallax-Based Scrolling

We developed an informal microlearning nugget on data security in a responsive web-based training format. This nugget, “A date with Data Dave”, features interactive parallax-based scrolling, engaging visuals, and conversational language, which engages and takes the learner through three offices with varying levels of data security. Along the journey, the learner is provided tips and best practices to protect data.

Example 5 - Interactive Parallax-based Scrolling


I hope these 5 killer examples of Millennial-centric strategic provides you insights on creating highly effective corporate training for Millennials.

At EI Design, our practice of Millennial-centric solutions also addresses the related need for strategies that you can use to step up the engagement of your existing, traditional eLearning, so that it can engage your Millennial workforce. If you have any queries or need any specific support, do contact me at



How To Measure The ROI Of Online Training?

Today, most organizations use eLearning as a significant part of their training delivery. As traditional eLearning moves towards mobile learning or mLearning and provides learners the flexibility to learn on the device of their choice (notably tablets and smartphones), the eLearning adoption is gaining further momentum. eLearning and mobile learning provide several benefits to organizations. However, the focus is now shifting to determining its impact and the Return On Investment or ROI of online training.

Measuring The ROI Of Online Training

In this article, I will begin with a quick summary of the benefits that eLearning offers, what ROI is, and how you can measure it. I will also outline the ROI methodology we use.

What Are The Advantages Of eLearning?

I am quoting extensively from my earlier article Return Of Investment (ROI): Are You In?. This article had originally appeared in CrossKnowledge’s Learning Wire Blog. It also outlines the measures to maximize the ROI.

Over the last two decades, most organizations have made investments in eLearning primarily for the following benefits:

    • Anytime, anywhere access (on demand availability).
    • Self-paced, interactive, and more engaging learning (learner perspective).
    • Less disruptive delivery (in contrast to ILT).
    • Cost-effective (particularly when reaching out to a large audience).
    • Consistency of message and easy updating of content.
    • Easy tracking of learner progress and completion (business perspective).

While the eLearning advantages are well accepted, increasingly organizations are seeking ways and means to determine its impact on learners as well as on business. Let’s see what Return Of Investment (ROI) is and how you can assess if your eLearning or online training initiatives are generating the required ROI.

What Is ROI?

ROI is the return on investment that an organization makes (ROI = Gain or Return/Cost). It can be determined through two factors namely the Investment made (or cost incurred) and Value/Gain accrued (or return).

A successful eLearning initiative should be able to demonstrate gains that are more than the investment.

How To Determine Costs And Access Returns?

Costs are fairly easy to define and would normally include the cost of eLearning course development as well as associated costs of team members (including teams that are associated with the development process and Subject Matter Experts).

Typically, there would also be associated costs of the supporting delivery (Learning Management System, Administrative cost of managing the initiative, and other related infrastructure required for delivery).

Determining the “value” or “gain” is far more tricky. We nail this by looking at the gains for the organization as well as for the learners.

  • Organizational perspective.
    Let’s begin by re-looking at the gains most organizations seek when they adopt eLearning and see how many of these translate to reduction in costs and hence improvement in returns.

    • Less disruptive delivery.
      This translates to man-days available now to the organization that would have been allocated to travel and training in the ILT mode.
    • Reduced travel costs.
      These can be determined easily.
    • No associated costs for trainers.
      These can be identified easily.
  • Learners’ perspective.
    Next, let’s take a look at the gains that accrue on account of effective eLearning course designs:

    • Immersive and engaging learning translates to better assimilation. This in turn leads to proficiency gain and a tangible increase in productivity.
    • More learners across the organization can be trained in lesser time (while they get the flexibility to learn at their own pace).
    • Coupled with tracking, the eLearning initiatives can be scheduled and completed faster as compared to ILT sessions.

What ROI Methodology Can Be Used?

Most of us are familiar with Kirkpatrick’s model of evaluation. In today’s context, adding Phillips’ ROI calculation as the fifth level makes this framework even more useful and relevant. By using Level IV evaluation data, we can convert the results into monetary value. Then we can easily compare them against the cost of the eLearning program and determine the ROI.

EI Design Kirkpatricks Model

To give you a sense of how it can be practically used, let me summarize the approaches we typically adopt:

    • Level 1:Reaction is measured by taking feedback from learners. We have used online surveys in the past but now we add features of “Like the course” and “Recommend the course” options within our eLearning course framework.
    • Level 2: Learning can be easily measured through scoring patterns in the end of course assessments.
    • Level 3: Behavioral changes are certainly more difficult to assess. We use a combination of techniques to assess how much of the newly acquired learning is being applied on the job. This could be measured through improvements in efficiency or doing the same task with a new approach.
    • Level 4: Business impact is generally measured through productivity gain, impact on quality measures through reduction in re-works, getting higher number of work assets first time right, and so on.
    • Level 5: ROI is normally calculated by converting the business impact gains (as shown in level 4) to a monetary value.

I hope this article was useful in understanding the ROI definition and more significantly, what ROI methodology will enable you to measure the ROI of online training. At EI Design, we do workshops that can enable you to adapt the standard ROI methodology to your organization. Do reach out to me if you need further details.

Read More:


How Can You Measure The Learning Effectiveness Of Online Courses And Create A Positive ROI?

While it is obvious that Learnability or learning effectiveness of online courses has an impact on ROI, its measurement is rather a tall order. This article outlines how you can use our framework to predict, measure, and validate the learnability or learning effectiveness of your online courses.

What Is Learnability Or Learning Effectiveness Of Online Courses?

Learnability or learning effectiveness of online courses can be defined as the ease and speed with which the learners can acquire the required information/knowledge/skill. There is an associated aspect that you need to be mindful of, that is, the scope of learnability. Once this measured, we can assess the progress from knowledge acquisition to application reflected as performance gain.

The scope of learnability evaluation can be looked at in two ways:

  1. Initial Learnability: Initial Learnability applies to the performance over a single, short term usage period.
  2. Extended Learnability: Extended Learnability applies to the performance change over time.

What Is The Significance Of Learnability Or Learning Effectiveness Of Online Courses?

The significance of learnability is evident. Only well crafted courses with the right learnability can help learners perform better and help organizations meet their goals.

Studies have revealed that learners lose up to 40% of their time due to “frustrating experiences”with courses. The common causes being missing, hard to find, unusable, and irrelevant features of the course.

Similarly, a study carried out by Federico Borges found that learners get frustrated due to a variety of reasons including the learning strategy used, lack of prompt feedback, the company culture, the learning material that was designed, and so on.

Does Learnability Impact The Computation Of ROI On Training? Is This Impact Direct Or Indirect?

Kirkpatrick model of evaluation - EI Design

Most of us are familiar with Kirkpatrick’s model of evaluation as shown here:

  • Level 1 – Learner Reaction – Was the course relevant, useful, and worth my time?
  • Level 2 – Learning – Did the course lead to increase in skill/knowledge? Did the course meet the required cognition level?
  • Level 3 – Application of learning – Was there a performance improvement or change in behavior based on the learning?
  • Level 4 – Business impact – Was there a tangible and demonstrable value after the training?

This model can be extended to measurement of ROI on training by mapping monetary value to the final gain (business impact).

Impact of Learnability on ROI on trainingLearnability or learning effectiveness impacts each level of Kirkpatrick’s model, eventually helping you maximize ROI on training.


  • Learnability impacts level 1 and 2 directly and enables application of learning in level 3. Once these three are in place, the business impact is likely to be met. Subsequently, the ROI on training can be calculated (mapping the business impact to a monetary gain).

How does this really work to impact the ROI?

  1. A better and meaningful user experience increases the stickiness of learning.
  2. It also increases the learners’ motivation to take the course leading to higher completion rates.
  3. Once these are in line, you can expect to see an increased application of the learning and this in turn will lead to the desired impact on the learners and business.
  4. By evaluating your online courses for learnability, you can predict its impact as well as identify measures to increase it. This will go a long way in achieving a positive ROI on your training spend.

NOTE: Validation of the learning experience is important when it comes to determining ROI on training. As suggested by Keri Bennington of UNC Kenan-Flager Business School in a report, “ROI measures should be related to performance after the Learning and Development experience and, according to some, tied to a dollar figure. For example, time saved or increased output (or both) as a result of improved performance following participation in a development program can then be compared to a dollar figure.”

Can Learnability Be Measured?

Yes, learnability or learning effectiveness of online courses can be measured but there are several challenges associated with this exercise:

  1. There is a maze of parameters that influence it.
  2. Adding to the volume of parameters that can influence learnability is the second challenge that not all parameters are measurable.
  3. The significance of each parameter changes with each training type.
  4. Finally, the feedback can be objective (easy to implement) as well as subjective (often difficult to fix).

How Do We At EI Design Measure Learnability?

In spite of the fact that measurement of learnability is a tall order, at EI Design, we offer a unique framework that you can use to predict, measure, and validate the Learnability of online courses (for new or legacy courses).

Our Approach: We began our exercise by looking at various building blocks of a course and how learners view them or interact with them. Using these cues, we created 6 metrics which map to each of these to help us evaluate the learnability or learning effectiveness as shown here:

  • Metrics 1: Interface Design.
  • Metrics 2: Course Information and Instructions (navigation).
  • Metrics 3: Content Structuring (to meet the required level of cognition).
  • Metrics 4: Task Performance (to interact and learn).
  • Metrics 5: Usability (overall experience).
  • Metrics 6: Feedback on Design Elements.

Measurement: Our framework also allows you to dynamically assign the criticality based on the nature of the course, content, or learners. Then the aggregated Learnability Index is generated.

Take a look at an example of the Learnability Index of an existing course and how we upped it by enhancing it through our Learnability guidelines.

Learnability Measurement Parameters - Before

Learnability Measurement Parameters - After

Validation: This can be validated by the learners and the feedback can be used to enhance the learning design further, if required.

Take a look at some reports that show how the course fared with learners (validation of the predictive learnability).

Learnability Analytics UI - EI Design

How Can You Use Our Framework To Maximize ROI On Training?

You can use our framework to predict the learnability of the courses you are developing. You can also use it to evaluate the Learnability of your legacy courses and then uplift it. Through our learnability framework, you will be able to:

  1. Get access to a predictive methodology to build learnability in your new courses.
  2. Use it to evaluate the learnability of your existing courses: You can diagnose issues that reduce the learning effectiveness and hamper performance and step up the Learnability Index to the required levels.
  3. Validate your assumptions with learners: You can check if your courses pass the litmus test by validating the impact of the courses from the folks who matter – the learners!
  4. Gain crucial insights for future learning interventions that can enhance the effectiveness of the training curriculum and performance for the learners.
  5. Improve learning retention and meet the prescribed cognition level.

With these, you will be able to have greater clarity on demonstrable gains for learners as well as the business and maximize your ROI on training.

How Can Our Learnability Framework Help Learning And Development Teams?

Learning and Development teams can use our learnability framework to:

  1. Predict, measure, and continuously enhance the learning effectiveness of trainings.
  2. Have a robust framework in place to constantly improve learning and performance.
  3. Have a data driven approach to address user experience related issues in learning (actionable learner feedback).
  4. Demonstrate a positive impact on ROI on training.

You can take a look at this video of our Webinar on How To Predict, Measure, And Validate The Learnability Of Online Courses for more in-depth insights:

I hope this article provides cues on how you can use our framework to measure and enhance the learnability or learning effectiveness of your online courses, how you can validate the predictive Learnability with your learners, and see if you are on target or what further measures will help you hit the bull’s-eye. If you have any queries on this, do contact me at

Also Read:


How To Convert Legacy Courses Into HTML5 The Right Way

You have decided to adopt mLearning (or mobile learning) and are ready to move your legacy courses to HTML5. Obviously, this involves a significant budget and you want to be certain that you have chosen the most efficient approach to convert your legacy courses into HTML5. In this article, I will share some case studies to outline how you can manage this migration into HTML5 the right way.

Convert Legacy Courses Into HTML5

In my earlier article 8 Tips To Convert Flash to HTML5 That Will Help Your Business, I had highlighted the challenge (associated with legacy courses) and the solution (how HTML5 addresses the challenge). Let’s begin with this recap:

  • The Challenge.
    Over the years, all of us would have created courses that predominantly used Flash for development. With increase in demand to offer mobile learning, you would have realized that Flash courses do not work on most mobile devices. As a result, you need to plan to migrate the existing legacy Flash content to HTML5.
  • The Solution.
    HTML5 supports all mobile devices (tablets and smartphones). Additionally, the more recent browsers support HTML5 enabling you to run the mobile-ready courses on desktops and laptops as well. This flexibility now allows a single build to work seamlessly across all devices starting from desktops/laptops to tablets and smartphones.

In the same article, I have outlined what you should watch out for during the migration of legacy courses to HTML5. Additionally, I have shared 8 tips that will help you create an efficient transition to HTML5.

In this article, I will share two case studies that reflect dynamics that will resonate with most organizations and will provide the pointers on what approaches will help you design an efficient and effective migration strategy and convert legacy courses into HTML5 the right way.

Convert Legacy Courses Into HTML5: Case Study 1

    • Background.
      For one of our customers, the existing Flash courses met the learning mandate (that is, no further changes to content and visual presentation were necessary). So, the look and feel of the existing courses had to be retained in the HTML5 version. The objective of migration was to provide extended access to learners by making these courses accessible on tablets. We had to convert 80 hours of eLearning to mLearning or mobile learning(adaptive approach that includes tablet support) in 4 months. The courses needed to be tested on varied target devices, so that the migrated courses would be compatible with Windows XP and 7, iPad (varied iOS versions), and Android 10” and 7” tablets.
    • Our Approach.
      Considering the volume, timeline, and complexity of testing with varied devices, we started by firming up the process that would help us in meeting the mandate.

      • We created a team dedicated for this task. The team comprised Solution Architects, Visual Designers, Programmers, and Quality Assurance personnel.
      • The Solution Architects created the adaptive framework using Adobe CS6 with CreateJS, which could support multiple devices and create templates for easy reproduction of screens by the development team.
      • A prototype was prepared and tested across devices in the first three weeks and delivered to the client for review and sign-off. The prototype was signed off in a week’s time.
      • During the development stage, multiple, smaller teams were set up to manage 15-20 courses each.
      • We followed the factory floor approach to bring in efficiency at work. We did group activities within the team members so that the outcome from each team was ready for testing and shipment to the client. This approach helped us to move along the development cycle within the specified time and we completed the project by the scheduled date.
  • The Results.
    • We met the delivery timeline for the project. As a result, our customer could launch the courses on time.
    • Our customer was the first to release mobile courses supporting multiple devices in this domain. It helped them to further strengthen their position as market leaders.
    • Their mobile courses are taken by more professionals now. As a result, they are meeting the project goals very effectively.

Convert Legacy Courses Into HTML5: Case Study 2

  • Background.
    This customer wanted to redevelop legacy Flash compliance courses (a total of 26 hours of eLearning) to their globally spread out workforce with extended support for tablets. The existing Flash courses had been designed over several years and many of them looked dated.
    The need was to completely redesign all courses with a modern look and feel, bring in a consistent look and feel to all courses (as the legacy Flash courses had been designed over the years with varied design approaches), provide HTML5 support, and test it for tablets. The entire exercise had to be completed within 6 months.
  • Our Approach.
    • Here too a dedicated team was set up comprising Solution Architects, Instructional Designers, Visual Designers, Programmers, and Quality Assurance personnel.
    • The Instructional Design team began with the analysis of the existing legacy courses and tagged them into what level of enhancement was necessary. This mapped to complete overhaul or partial enhancements (that is, some aspects of the existing courses could be reused).
    • The Solution Architects created an adaptive framework using Lectora and the required templates library that could address both requirements identified by the Instructional Designers.
    • The Visual Design (Product Strategy) team then created multiple design packs for development that could be mapped to each course. This was then used to create key prototypes.
    • On sign off of multiple prototypes, the development process began.
    • Multiple, smaller teams were set up to handle a series of courses.
    • The testing process was less tedious on account of tool selection (Lectora).
  • The Results.
    • We managed the project effectively to create an effective suite of compliance courses with a new look and feel plus the extended access on tablets.
    • The project was completed on time and provided a significantly superior learning experience to the learners.


Both these case studies reflect using some of the tips I had outlined in my earlier article 8 Tips To Convert Flash to HTML5 That Will Help Your Business.

Specifically, we used the following aspects that helped us convert legacy courses into HTML5 the right way:

  • Identify the need: Technology update vs. complete redesign.
  • Select adaptive vs. responsive designs and tools.
  • Plan for sampling to test user experience.
  • Ensure readiness of supporting aspects.

I hope this article provides the pointers that will help you to convert your legacy courses into HTML5 the right way. At EI Design, we have a very strong mLearning or mobile learning practice and we have migrated or developed over 400 hours of HTML5 learning. If you have any specific queries, do contact me.


3 Traditional Learning Theories and How They Can Be Used in eLearning

Learning Theories are frameworks that are extensively used by Instructional Designers to meet the requirements of the target audience and the situation.

To do justice to this mandate, an Instructional Designer must first understand the Learning Theories in order to apply them. Once they understand the strengths and weaknesses of each Learning Theory, they can optimise their use.

In this blog, I provide an introduction to three traditional Learning Theories, namely:

  1. Behaviourism
  2. Cognitivism
  3. Constructivism

Furthermore, I show examples that illustrate how they can be used in designing eLearning courses.

Before I outline how Learning Theories can be used in designing eLearning courses, let me highlight a couple of foundational aspects on:

  • Why we need Learning Theories
  • How Learning Theories influence learning.

Why do you need Learning Theories?

Learning Theories are conceptual frameworks that describe the manner in which the information is absorbed, processed and retained during learning. Often, the same content can be presented in different ways. Learning Theories provide a framework for such learning solutions.

What factors influence learning and how do Learning Theories help influence it?

The factors that influence learning are:

  1. Cognitive
  2. Emotional
  3. Environmental
  4. Prior experiences

Learning Theories impact learning practices by:

  • Prescribing the right methodology and formats of learning
  • Making it effective, meaningful and engaging for all types of learners

What are the key Traditional Learning Theories?

From the range of options that you can pick from, I will focus on three key traditional Learning Theories, namely:

  1. Behaviourism
  2. Cognitivism
  3. Constructivism


  • Behaviourism is based on observable changes in behavioural patterns.
  • It focuses on a new behavioural pattern being repeated until it becomes automatic.
  • The learner depends on an instructor for acquisition of knowledge.

Example: In an online learning course that required learners to memorise the capital cities of states:

  • Learning outcomes tested how effectively learners imbibed the information.
  • Practice opportunities were provided to the learner using a simple game-based approach.
  • Appropriate feedback was provided.


  • Cognitivism is based on the change in behaviour through sequential development of an individual’s cognitive abilities.
  • It indicates the thought process inside the learner’s mind.

Example: In an online learning course that involved two sets of audiences with varied knowledge levels taking the same application training:

  • A pre-test was used to define the appropriate learning path for each learner profile.
  • A visual organiser was designed, which allowed the learners to explore the topics relevant to their knowledge levels.
  • The cognitive flow was determined as per the existing skill-sets and the content was accordingly chunked into relevant topics/lessons.


  • Constructivism explains the manner in which knowledge is constructed.
  • It focuses on construction of knowledge when the information obtained comes in contact with the knowledge acquired by experiences.

Example: In an online learning course for Instructional Designers on how to write effective storyboards:

  • A real-life perspective was provided through the use of a character who is an ID.
  • A “story” was created, and the character was placed in real-life situations where she had to understand and tackle different aspects of storyboarding.
  • Practical tips and guidelines were provided to help learners apply their learning in actual work-environments.


Typically, one Learning Theory may not be adequate as a stand-alone framework and often strategies promoted by different theories would inevitably overlap.

You can pick from a wide range of options to test the learner’s knowledge and decide on the most appropriate strategies and solutions to meet a variety of learning situations.

I hope this blog provides a glimpse of traditional Learning Theories and more significantly, how they can be used in designing eLearning courses. If you have any queries, do contact me.

Need More?

Want more insights on Learning Theories? Schedule a call with our Solutions Architecting Team.


How to Conduct a Successful Training Needs Analysis (TNA)

As the name suggests, Training Needs Analysis (TNA) is the crucial starting point to identify the existing gaps or to meet the need of a new skill acquisition. This process can lead to solutions that include training as well as supporting activities to meet the required mandate.

In this blog, we look at the key reasons for conducting TNA and how to conduct a Training Needs Analysis.

What are the key reasons for conducting a Training Needs Analysis (TNA)?

Here are the key reasons for conducting a TNA:

  • To ensure customer requirements have been met
  • To be able to set appropriate objectives and achieve them
  • To create a benchmark for establishing comparisons
  • To enable people to evaluate and continuously upgrade their own performance levels
  • To highlight quality issues and determine focus areas

What are the Training Needs Analysis (TNA) process steps?

The Training Needs Analysis process comprises four phases.

  • Dividing the process into these phases will help you ensure that your solutions hit the desired goals.
  • It will also help you validate your training needs and analyse all reasons pertaining to performance problems.

Phase 1

Performance Gap Analysis: Performance gap analysis identifies performance gaps by comparing the current and desired operational results for employee performance. The discrepancy between the desired performance of your business and the actual business performance is known as a performance gap.

Phase 2

Root Cause Analysis: Root cause analysis determines the possible causes of performance gaps. It helps you figure out the possible causes of the performance issue (for example: lack of skills, capacity and motivation). Once the root cause is determined, it becomes easy to outline the appropriate solution to bridge the gap.

Root cause analysis can be classified into five categories:

  1. Skill/Knowledge
  2. Capacity/Environment/Resources
  3. Consequences and Incentives
  4. Motivation and Expectations
  5. Information along with Feedback

Phase 3

Needs Analysis: Needs analysis identifies the types of needs to address the root causes. Detailed analyses can help you design and implement the appropriate intervention for a performance issue.

This includes:

  • Audience Analysis
  • Job Analysis
  • Task Analysis
  • Environment Analysis
  • Cost-Benefit Analysis

Phase 4

Recommendations: Recommendations include the proposed solutions. TNA helps in determining whether training is always the right solution. Sometimes, training may need to be supported by other solutions.

Option 1 – Training is the best solution: Training might be the best solution when performance is an unsolved issue. Training might be necessary when there is:

  • Inadequate knowledge or skill deficiency
  • Lack of basic skills, such as reading, writing, technology and math skills
  • Law and order or policies requiring new knowledge or skills
  • Inadequate knowledge of new technologies
  • A customer requirement for new products or services
  • Lack of coaching on higher performance standards
  • Lack of motivation for new employees

Option 2 – Training is not the best solution: Training is not the best solution when the performance issue is a result of:

  • Recruitment, selection or compensation problems
  • Rules and regulations issues
  • Insufficient coaching and feedback
  • Lack of tools, equipment or resources
  • Physical setting problems
  • Lack of motivation for the new job

I hope this blog provides cues on how to conduct an effective Training Needs Analysis (TNA). If you have any queries, do contact me.

Need More?

Want more insights on the Training Needs Analysis process? Schedule a call with our Solutions Architecting Team.

The “InSight” suite of 15 online courses on Instructional Design is a testimony of our strong expertise in Instructional Design. The suite comprises courses on a range of topics related to Instructional Design, cutting across aspects of theory, application and emerging trends. It is a comprehensive resource on Instructional Design, designed the Creative Instructional Design way!


Why Moving Your Online Training Courses From Flash To HTML5 Makes Business Sense

While mobile learning or mLearning is being widely adopted, the challenge of how to handle the migration from Flash to HTML5 still persists. This article outlines how you can use this opportunity to effectively migrate your legacy courses and enhance your online training delivery’s impact.

Moving Your Online Training Courses From Flash To HTML5

While mLearning or mobile learning adoption for new requirements has gained tremendous momentum in the last few years, you still have the challenge of what you should do with your investment that is locked in your legacy Flash courses. As we all know, Flash does not support all mobile devices (most smartphones and tablets). Increasingly, browsers are blocking Flash content. While this sounds simple enough, there are several aspects associated with the migration exercise that you should watch out for. You can refer to my earlier articles that provide insights on how you can successfully plan your migration from Flash to HTML5:

Before determining how you should move with the migration effort, let’s take a look at:

    1. Some of the other, associated challenges that you must address.
    2. How you can use the migration opportunity to uplift your learning strategy to incorporate modern corporate learning featuring current trends like gamificationmicrolearning, and social learning.

What Are The Other Factors You Should Consider As You Embark On The Migration Of Your Legacy Flash Courses To HTML5?

Instead of planning for just the migration exercise, do review some of the associated challenges and factor for them in your migration plan. This holistic approach will help you create the required impact on your ROI.

Organizational View: With economic volatility comes pressure on training budgets. Therefore, Learning and Development teams now more than before, need to demonstrate the impact of their training budgets on learners and business. With changing dynamics, they need to address following specific aspects related to mLearning or mobile learning like:

    • Facilitate learning on the go.
    • Facilitate application of the learning (not just knowledge acquisition).
    • Enabling aspects: Need to plan upgrades (Learning Management System, browsers), evaluate BYOD policy, and address security concerns.

Learner view: Over the last few years, the learner expectations and the way they want to learn have also changed significantly.


    • Change in expectations.
      They want to learn on device of their choice (preferably on smartphones and tablets). They want online training courses to be bite-sized (microlearning). They want the learning to packaged in a manner that is easy to learn and easier to apply. Additionally, they want the learning to be available to them within their work-flow (just in time training).
    • Change in demographics.
      Globally, the work-force is changing to include Millennials in significant numbers. The way Millennials learn is considerably different. They respond better to collaborative learning.

At the core, the migration is a technology uplift (from Flash to HTML5) but clearly this is not sufficient. Your migration plan needs to factor for measures that offset the challenges from the organizational view as well as align to the the way learners want to learn.

Here’s a short video on how you can engage your millennial workforce. It provides insights on the how you can manage the changing expectations of your learners.

Why Migration Of Your Online Training Courses From Flash To HTML5 Makes business Sense?

Migration of courses from Flash to HTML5 makes business sense because of:

    1. Intrinsic challenges associated with Flash courses (no support for most smartphones and tablets).
    2. Limited support from the browsers. There are browsers that support Flash based courses. However, to run on these browsers, a Flash plug-in is required. Learners prefer a hassle-free learning experience and HTML5’s compatibility with all kinds of browsers gives them just that.
    3. There is a fairly large investment on these courses that you need to recover.
    4. The shift from desktop learning to mobile learning is increasingly becoming evident with every passing year. In fact, the percentage of people using mobile devices had overtaken the percentage of desktop computer users globally in the year 2014 itself.
    5. Reports on upcoming trends in the learning space affirm that there will be a surge in responsive design-based learning, so much so that responsive design tools will be a “must-have” for learning organizations.

How Can You Capitalize Further On The Migration Opportunity To Enhance Your Online Training Delivery’s Effectiveness?

I see this as a great opportunity to uplift and redefine your learning strategy and online training delivery. All these aspects are relevant for your migration and can be used for new development.

At EI Design, we recommend an approach of modern corporate learning that:

    • Appeals to both traditional learners and Millennials.
    • Aligns effectively to impact ROI.

How You Can Achieve This?

  1. Some of the techniques we have used successfully to create learning experiences that will appeal to all sections of your learners and help you create the required impact on both learners and business are:
  2. Gamification.
  3. Microlearning (for both formal and informal learning).
  4. Responsive learning portals with learning paths.
  5. Social learning (content curation and collaborative learning).

You can also evaluate the trending new formats like:

    1. Learning apps.
    2. Interactive videos.

What Are The Gains You Will See?

Besides unlocking your investment and meeting the increased expectations (from business as well as learners), you will see the following gains. All of these are the reasons why migration of your legacy Flash To HTML5 makes tremendous business sense.

You will be able to:

  1. Provide sticky learning on devices of learners’ choice.
  2. Reinforce learning and offer remediation (as required).
  3. Provide just-in-time learning aids to facilitate application at the time of need (within the learners’ work-flow).
  4. Facilitate collaborative learning.
  5. Have an impact on short term and long term learnability (learning efficacy).
  6. Factor for changing learner demographics (increasing millennial workforce).

I hope this article helps you in using the migration opportunity to step up your online training delivery that will provide gains for both learners and your business. These pointers will be equally relevant for development of your new courses featuring mLearning or mobile learning. Do contact me if you have need any specific support in this endeavor.