The Learning Tech

Top Three Reasons Why Your Company Should Offer Mobile Learning

August 29 2019 | (1) Comment

INTRODUCTION by Susan Distasio | Marketing Manager |ePath Learning

Thanks to cloud computing, we have become a digital society with an ever-increasing reliance on mobile devices. As the adoption of mobile devices has grown, there have been fundamental shifts in the way we live and work, and also how we learn. Our expectations have changed, particularly in the way that we can find, access, and consume relevant information at the time of need. Whether in our personal or professional lives, we’ve come to expect immediate sourcing and gratification via our mobile devices. As such, to meet growing employee expectations, training departments need to consider mobile learning as a viable learning strategy.

If you’re asking why your company should offer mobile learning, Cindy Pascale, CEO, and co-founder of Vado presents you with three great reasons to adopt mobile learning as well as some bonus tips for mobile learning content development.

#1 Higher Course Completion Rates in Less Time

If your CEO asked you how to get higher e-learning completion rates in a shorter amount of time, would you know the answer? One answer:  Mobile Learning. According to a case study conducted by Merrill Lynch, mobile learners had a 12% higher completion rate than courses completed on a laptop. Also cited in this study is that the learners completed the training in 30% less time. The reasons for these two great success statistics can be attributed to two interesting statistics:

  • Mobile learners study 40 minutes more each week by studying everywhere they go.
  • Students with smartphones are twice as likely to study between 6 a.m. and 8 a.m.

#2 Easily Deliver Your 70:20:10 Strategies

If you ask most Human Resources, Training & Development, Occupational Development, and Talent Management leaders, they will be familiar with these statistics: 70:20:10 which means:

  • 70% of development happens on the job – it happens by doing
  • 20% of development happens through coaching and mentoring
  • 10% of development happens through formal training which includes instructor-led workshops and e-learning courseware.

Most companies spend the vast majority of their training budgets on formal training rather than on focusing where they can get the biggest return on their training investment – on the job. According to a study titled “Bridging the Gap – Integrating Learning & Work” conducted by Towards Maturity, they found that “94% of respondents seek to speed up the application of learning back into the workplace and only 23% feel that they achieve this”.

Clearly, the respondents in this study would like to adopt the 70:20:10 and the majority are looking for solutions to accomplish this. If you are part of the 94% that are looking to speed up the application of learning back on the job, you need to consider a mobile learning strategy. When you do this, your learners can learn on the job, while they are working on a specific issue or problem and need a solution (some call this “the point of need”). They can access their mobile learning course and then implement the solution in real-time. By providing learning content that can be accessed while on the job, companies are leveraging the natural way a person develops—on the job. So, to deliver on your 70:20:10 strategies, you will need to adopt a mobile learning strategy.

#3 Engage your Millennial Employees

In 2015, Millennials became the majority generational group in the workforce. These workers have grown accustomed to using their handheld devices for all their social needs, including watching YouTube videos, gaming, banking, shopping and much more. And they have come to expect the same mobile convenience with their on the job training.

Companies are responding by bringing the training to them—on their mobile device—where they are comfortable and familiar. As a result, they will be more engaged with the training. By providing your Millennials with learning where they are comfortable and familiar with the delivery method, they will be more engaged with the training.

Bonus – 3 Mobile Learning Content Design Tips

So, theoretically speaking, by now you’ve decided to adopt mobile learning and you’re ready to create or purchase learning content. Can you simply take your current e-learning courseware library and ask your mobile learners to use those courses? The answer is, probably not. Mobile learning content needs to be designed with the audience and intended use in mind. Here are 3 tips to consider when creating or converting your learning content into mobile learning content:

  1. Short, bite-sized learning content. To enable your 70:20:10 strategy and to keep a learner engaged on a small screen, your mobile learning courses need to be short—2 to 4 minutes of learning content. This means one discreet learning objective at a time.
  2.  Videos-based training. Not just videos, high definition HTML videos. Without getting into the technical details, HTML will work on the i-products whereas Flash videos will not (Reminder: By the end of 2020 Flash will no longer be supported). And you need high definition because your Millennials are accustomed to high definition video games and they have come to expect high definition videos in their learning courses.
  3. Job Aids. Again, to enable your 70:20:10 or performance support strategy, provide Job Aids. This will help learners apply learning content on the job, as well as provide something tangible to use once they exit the course.

If you incorporate these three design principles into your mobile learning strategy, you will be delivering mobile learning courses that will meet your mobile learners’ needs, leading to higher completion rates in less time. Another benefit: while you cannot deliver your e-learning courses as m-learning courses, you can get a dual benefit and deliver your mobile learning courses to your e-learning learners, increasing your return on investment for all mobile learning courses created or purchased.

If you are looking for mobile-ready learning content, ePath Learning has a long-standing partnership with Vado. Vado’s courseware includes well over 300 management development and employee soft skill development courses that are optimized for the mobile learner. Contact us today to learn more.

Cindy Pascale | CEO and co-founder | Vado

About the Guest Author: Cindy Pascale is the CEO and co-founder of Vado and has 16+ years of HR, Training & Development and Occupational Development leadership experience and more than 12 years running talent management, development, and assessment companies. Vado is the e-learning courseware provider ‘changing the face of learning’.