I'm writing a report on the most interesting trends in e-learning corporate training.
I identified these following topics:
- Gamification and serious games;
- Adaptive learning;
- Adaptive testing;
- Mobile web learning vs. learning app
- Storytelling
Do you agree with this list or have any suggestions?
I would agree, but I would separate gamification from serious games, and put simulations and serious games in the same group.
Gamification, while built on a foundation of game design is really quite a different thing from using games and sims for learning.
In first place is very important to establish that, accordingly to literature, there exists: 1) Simulations, 2) Serious Games, and 3) Highly Interactive Virtual Environments (HIVE's). Gamification is a very different concept; gamification is about creating or using a ludic approach to solve a common problem, like Lego Serious Play, where they try to achieve a certain number of competencies (or competences, depending on the continent) through the use of Lego bricks.
So, going back to your question, which the most interesting trends are:
Here is why:
Thanks. If I understand correctly your contributions, gamification can be an approach to build learning objects. While other trends are themselves learning objects. Is it correct?
Another question on Adaptive Learning: I've read that can be achieved in several ways, I am interested adaptability in relation to the adult cognitive styles
Is actually feasible?
There is a very large number of definitions for Learning Objects, but they have 5 common elements: 1) Learning objective, 2) Contents, 3) Learning activities, 4) Assessment, 5) Metadata. So in this context, the first 4 elements can be design in any way, including many approaches. Even some reseracher could consider serious games as learning objects. So, are the other trends learning objects, not neccesarly.
And yes, it is feasible developing educational resources taking into account three aspects:
But this task is highly complex. Fourtunately, there is a researche, Antonio Silva Sprock, who has developed a methodology an a tool for achieving what you are looking for, the next link shows his work. I recommend you to read these two papers:
The second one is exactly what you need.
http://scholar.google.com/citations?user=YV3w_nsAAAAJ&hl=es
http://scholar.google.com/citations?view_op=view_citation&hl=es&user=YV3w_nsAAAAJ&citation_for_view=YV3w_nsAAAAJ:maZDTaKrznsC
http://scholar.google.com/citations?view_op=view_citation&hl=es&user=YV3w_nsAAAAJ&citation_for_view=YV3w_nsAAAAJ:WJVC3Jt7v1AC
Kinaesthetic Learning is the best for corporate training since it requires the participants to 'move around' and 'do' the tasks as assigned and targeted on them. This can also be part of Active Learning where the learners experience the tasks as in the real work environment.
in vocational area = train and place = work process based learning.
And what do you think about social learning? Is it really possible and valuable its application in business training?
Social learning can work effectively in business training if you implement a gamifacated approach but you must be very careful at the time of defining the reinforcement and punishment schema because you could end up punishing an individual or a team for an unconscious behavior (the most difficult to change) and the training would turn into a nightmare for them.
I think that if you define correctly all the aspects, the social learning is great because you are embedding your trainees into a very specific context. This context can be as specific as you want, the office, the market, a country, etc.
In public education, digital storytelling appears to work with the younger crowd. The business community will take it seriously. However, students in Title I schools will ignore it. I agree with your list. You might want to add virtual worlds. They can prove to be simulators that have more advanced training tools than games.
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