EI Design Mlearning A Must Have Strategy To Train Remote Employees in The New Learning Environment

mLearning
A Must-have Strategy to Train Remote

Employees in the New Learning Environment
Featuring 7
Examples to
Create an
Engaging Learning
Journey for Your
Remote Learners
By Asha Pandey
Chief Learning Strategist,
EI Design
About the Author
Asha Pandey is the Founder and Chief Learning

Strategist at EI Design. She heads the
organization’s Solution Architecting and
Innovation mandates. She brings in her experience
of 18+ years to help EI Design customers transform
their learning and keep pace with the changing
workplace dynamics. She also heads EI Design’s
newly launched Learning Consulting practice.
A regular writer for various global Learning

forums, Asha is one of the most recognized
thought leaders in the industry. She also shares
her insights regularly on a range of topics on her
blog at https://www.eidesign.net/insights
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A Must-have Strategy to Train Remote Employees in the New Learning Environment
Preface
With “lockdown logistics,” training
and development program managers
look for new ways to fulfill their
remote training delivery mandates.
In the changed workplace dynamics,

with a significant percentage of the
workforce working remotely,
mLearning is a must-have strategy
for the new learning environment.
A strong mLearning strategy offers

enticing value propositions for both
learners and the organization.
My eBook showcases mLearning

strategies and examples you can use
to train remote learners in the new
learning environment - with cues on
how you can craft learning journeys
from a distance.
Read on!
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Table of Contents
Section 1
Why Is mLearning a Must-have Strategy in the
New Learning Environment
Section 2
How Can You Leverage mLearning for Your
Training and Development Programs
Section 3
What mLearning Strategies Should You Include in Your
Remote Workforce Training Programs
Section 4
How to Use mLearning for Remote Learners - 7 Examples
Featuring a Week-long Learning Journey
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Section 1
Why Is mLearning a Must-have Strategy

in the New Learning Environment
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mLearning is “learning on the go” that
is typically consumed on
smartphones/tablets and allows
learners to learn seamlessly across
devices (across mobile devices and
laptops/desktops).
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Factors Triggering the Rapid Adoption of
mLearning
1. With the COVID-19 pandemic’s impact on the workplace,
the need to offer mLearning solutions that can be
consumed by remote learners, working from home, has
become a necessity.
2. Most of us use smartphones extensively during our day.
Using this for learning is a logical extension.
3. Increasingly, organizations are offering a Bring Your Own
Device (BYOD) policy, giving learners the control to learn
on the devices of their choice.
4. Learners want the learning to be part of their workflow
avoiding the need to log into the LMS all the time.
5. Learners prefer formats that engage them better. These
include formats like videos, animated videos, interactive
videos, or podcasts that were not part of traditional
eLearning but are an integral part of mobile learning.
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Benefits of mLearning
You can use mLearning to meet the entire spectrum of your
training needs, including Formal Training, instant/just-in-time
learning aids, Informal Learning, Self-Directed Learning, as
well as Social or Collaborative Learning.
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Value for
Learners
From the learners’ perspective, mLearning offers

several benefits, including:
1. Training on the go or as they work from home.
2. On-demand, anytime, anywhere access.
3. Gives them control on when and how to
consume content.
4. Enables them to consume at their own pace.
5. Can be pulled by them, as required (rather
than pushed).
6. Syncs with their lifestyle.
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Value for
Organizations
and L&D Teams
COVID-19 has redefined the workplace. Remote

workforce has created a clear need for mLearning.
Here are the key benefits mLearning that offers
organizations and L&D teams:
1. Address remote learners as well as a
geographically spread out audiences.
2. Higher engagement.
3. Better completion rates.
4. Easy to update and re-deploy.
5. Lower costs as compared to classroom/ILT.
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Section 2
How Can You Leverage mLearning for Your

Training and Development Programs
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mLearning fits well with the 70-20-10 L&D
model - adopted by global organizations to
enhance the effectiveness of their training and
development program.
The model, developed and pioneered by

Morgan McCall, Robert Eichinger, and Michael
Lombardo at the Center for Creative
Leadership, holds that a significant part of
work-related learning (70%) is experience-
based, while 20% occurs from workplace
interactions. Formal Training accounts for just
10% of employee learning.
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As you embark on your distance learning journey with your
employees, mLearning will help you meet the entire
spectrum of their training and development program needs,
including:
● Formal Training (10%) - Through structured VILT, Blended
Learning programs, and Self-Directed online training.
● Instant/Just-in-time learning aids (20%) - By delivering
Social Learning, peer-to-peer learning, point-of-need
training, and job aids to learners when/where they need
it most.
● Informal Learning (70%) - By offering experiential
learning opportunities to support Blended/Formal
Learning programs.
Due to its multi-device capability and the ability to

mix and match different types of mLearning content,
such as targeted short content format, mLearning
delivers better learning outcomes.
When integrated with appropriate learning
strategies, mLearning offers rewarding learning
journeys to remote learners.
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What types of mLearning content formats
should you consider?
Instead of focusing on only Formal Training, leverage a Learning
and Performance Ecosystem based approach as shown here for
your training and development programs.
To create a long-term, sustainable remote learning, here are 5
types of mLearning content formats worth considering. Use them
to develop your corporate Learning and Performance Ecosystem
as shown here.
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Pre-training
● To initiate learner engagement through

What’s In It For Me (WIIFM) and build
awareness, use Infographics and
Interactive Infographics as quick
reference guides.
Formal Training
● Leverage Microlearning based learning

journeys - personalize them, if possible.
● Use immersive strategies like Gamification,
AR/VR for select Microlearning nuggets.
● Use Scenario Based Learning and Interactive
Stories to bring in real-life experiences and
engage the learners better.
● Implement Video Based Learning formats. For
enhancing learner engagement, make use of
Interactive and Branching Videos.
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Just-in-time Learning/Job Aids
● In order to deliver point-of-need training

and quick-review learning, use PDFs,
Interactive PDFs, eBooks, and Flipbooks.
● For point-of-need learning and post-
training reinforcement, utilizing Podcasts
in conjunction with other types of
mLearning content are highly effective as
review and refresh training aids.
Social and Self-Directed Learning
● For social engagement-based learning

and collaborative training, use Mobile
Apps for Gamification, Social Learning,
and Self-Directed Learning.
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Post-training Connects
● Retain the connect with the learners, even

after they have completed the training
successfully. Push Micro challenges (mini
quizzes) to check their retention, for practice,
or for proficiency gain.
The prevailing COVID-19

situation has forced so
many learners to “learn
differently.” Corporate L&D
teams can respond to those
needs by creating new
Learning and Performance
Ecosystems around creative
mLearning solutions.
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Section 3
What mLearning Strategies Should You

Include in Your Remote Workforce
Training Programs
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As highlighted in the previous section,
use the current opportunity to
leverage mLearning and create a
comprehensive Learning and
Performance Ecosystem for the entire
organization.
Here are 10 mLearning strategies to

use when training the remote
workforce:
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Strategy 1
Identify Mobile-friendly
or Mobile-first delivery
formats to suit the
content and the way it
will be consumed.
Mobile-friendly Designs
These reflect the more commonly available design approach
(Adaptive Learning) adopted to design mLearning courses. The
designs feature multi-device support. However, they still map to
the way learners use the laptops/desktops. This approach does
extend seamlessly to tablets. However, in smartphones, this
approach works only in the landscape mode. When viewed in the
portrait mode, you will see a blank space as the design shrinks to
a viewable area.
Although the online courses work across all devices, it is
important to note that the learner interactions in this approach
are not necessarily aligned to the way we use our mobile devices.
Responsive or Mobile-first Designs
In contrast, the Responsive or Mobile-first designs are optimized
to run on smartphones. This is then extended to tablets and
laptops or desktops.
This approach not only features a completely responsive design
approach (wherein the content adapts dynamically to a viewable
area) but its significant difference lies in the interactions that
mimic the way we use our mobile devices.
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Strategy 2
Use mLearning to
support Virtual Training
Transformation.
You can add elements of mLearning across the Virtual

Trainings:
● Virtual Instructor-Led Training (VILT): Add online
resources in a Mobile-first/Mobile-friendly format - pre
and post VILT session.
● Blended Training: Offer a part of the training as VILT and
the balance as Self-paced Online Learning - available in
a Mobile-first/Mobile-friendly format.
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Strategy 3
Use mLearning beyond
Formal Training to drive
performance gain and
behavioral change.
As we know, learners learn through multiple channels and these

include:
● Formal and structured learning.
● Social Learning or Collaborative Learning.
● Experiential - on-the-job learning.
You can leverage Mobile Learning to offer learning aids and
resources that will help you supplement the Formal Training.
More significantly, this will help you see an application of learning,
performance improvement, and behavioral change. Some of the
techniques you can adopt are as follows:
● Add learning resources for Informal Learning (for application,
reinforcement, challenges that can push learners to
refresh/review, triggers to change thinking, increase sensitivity,
and spaced repetition to bring about behavioral change).
● Learning aids to support ILT/VILT (pre-workshop reading,
during-workshop exercises and assessments, post-workshop
learning resources, and learning aids/nuggets to sustain the
connect).
● Support Social Learning.
● Facilitate Self-Directed Learning.
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Strategy 4
Use Mobile Apps for
Learning.
Mobile Apps for Learning are a highly learner-centric format,

and they truly empower learners by giving them control on how
they want to learn.
● Given their ability to offer Personalized Learning that can be
taken on the go and even when employees are offline, it
makes Mobile Apps a preferred training delivery format for
learners and businesses.
● With the widespread adoption of Gamification and
Microlearning in online training, Mobile Apps for employee
training can leverage short, bite-sized, focused learning
nuggets that can be offered over a Gamified learning path.
This further enhances the impact they deliver.
Being projected as the hottest Mobile Learning trend, Mobile
Apps for employee training offer a high engagement quotient
and show better completion rates (as compared to traditional
eLearning approaches).
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Strategy 5
Offer Personalized
employee training with
mLearning.
Building up on the list of changing learner expectations is

the way training is being delivered and the flexibility it
offers to the learners so that they can customize their
learning journeys.
Very rapidly, the online training delivery model is moving
from the traditional “push” or mandated training to self-
directed, “pull” based training that the learners can define
based on their role, region, proficiency, or interests.
The combination of Personalized training delivered in an
mLearning format would help you meet most of the
expectations and is a crucial investment you must make.
● Personalized training in the form of mLearning helps you
offer relevant, custom, and more meaningful learning
experiences.
● Since mobile devices are extremely personal, you can
leverage them to offer learning experiences that are
highly relevant and Personalized for the learners.
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Strategy 6
Leverage Microlearning to offer learning
pathways and specialized career pathways.
Microlearning based training is one of the widely adopted

techniques to offer both Formal and Informal Trainings and
you can leverage this to offer mLearning based solutions -
across the spectrum of remote learning needs.
● Not only can it be used to offer Formal Training (as a
series of learning nuggets connected over a learning path)
but it can also be leveraged to offer a valuable
supplement to Formal Training (online or facilitated).
● As Performance Support Tools (PSTs or Job aids), you can
use the Microlearning nuggets to:
o Reinforce learning.
o Push the acquired learning to application on the job.
o Challenge learners and push them to review/refresh
primary learning.
o Drive changes in thinking or behavior.
● By adding elements of Personalization and
Curation (particularly, recommendations based on the
learner’s consumption/interest or career progression
aspirations), you can step up the learning pathways to be
very focused career pathways.
● You can further enhance the impact by opting for Video
Based Learning or Interactive Video Based Learning.
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Strategy 7
Invest on more varied
formats of immersive
learning strategies.
Today, you are spoilt for choice in terms of the learning

strategies and the combinations thereof that can help you
create highly sticky learning experiences. You can deliver this
in Microlearning formats or use some of its best practices to
enhance the impact of Macrolearning (longer run length
courses for complex concepts).
Notable immersive learning strategies worth investing include:
● Gamification for serious learning (Fully Gamified or
sprinkling of Gamified elements in the learning path).
● Virtual Reality (VR).
● Augmented Reality (AR).
A more interesting application is through combinations or Next
Gen techniques like:
● Gamified Mobile Apps for Learning.
● Gamified Microlearning.
● Gamified Virtual Reality (VR).
● Gamified Interactive Videos.
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Strategy 8
Add Video and
Interactive Video
Based Learning to
enhance learning, its
application,
engagement, and drive
behavioral change.
A versatile medium, Videos and Interactive Videos are great

tools to help L&D teams for corporate trainings. Their true
value is in using them to increase motivation, drive
performance, as well trigger behavioral change.
You can integrate Video Based Learning or Interactive Video
Based Learning as:
● Teaser Videos to engage and motivate learners.
● Conceptual Videos.
● Videos to set the context.
● Videos to accelerate change management initiatives.
● Videos featuring Scenario Based Learning (SBL) to trigger
change in thinking and drive behavioral change.
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Strategy 9
Leverage mLearning
to foster a culture of
Self-Directed and
continuous learning.
Organizations acknowledge the fact that discrete and Formal

Trainings are not adequate. There must be additional
measures in place that encourage learners to explore and
keep coming back for more.
You can leverage Curation to offer recommendations of
additional, relevant content (based on user surveys, their
proficiency, the way they have consumed content, or based
on their interest). This would go a long way to foster a
culture of Self-Directed and continuous learning.
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Strategy 10
Use mLearning for Informal and Social Learning.
As the 70-20-10 model postulates, there should be room for

learners to learn through multiple modes. You can leverage
mLearning to provide learning resources within the learner’s
workflow to encourage Informal Learning. You can also leverage
it to support Social or Collaborative Learning.
Impact of mlearning to Offer Remote Workforce

Training Programs
When leveraged right, these strategies and their combinations
will help you:
● Meet the learner and business expectations.
● Increase learner motivation and engagement.
● Create sticky learning experiences.
● Facilitate the application of acquired learning on the job.
● Offer reinforcements to offset the Forgetting Curve.
● Offer challenges to learners so that they review or refresh
the learning.
● Provide practice zones that can help learners achieve higher
levels of proficiency.
● Trigger change in thinking.
● Influence or drive changes in behavior.
● Foster a culture of continuous learning.
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Section 4
How to Use mLearning for Remote

Learners - 7 Examples Featuring a Week-
long Learning Journey
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Let me outline how you can leverage mLearning to
help remote learners learn, apply, practice, or
gain further proficiencies.
For instance, you can deliver Mobile Learning:
1. As a Podcast that employees can listen to during breaks
or when picking up other tasks at home.
2. As a Microlearning nugget that they can consume
between planned tasks/meetings.
3. As a Video that they can review between planned tasks
or as they are waiting for a virtual meeting to begin.
4. As a just-in-time learning aid or job aid in the form of a
checklist that they can use - as they work odd hours and
may not have access to a colleague or senior.
5. As a refresher nugget so that the Forgetting Curve can
be offset.
6. As a challenge or quiz that keeps learners on their toes
and encourages them to refresh their knowledge.
7. As practice exercises that can help them practice in a
safe environment and gain mastery.
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Through 7 examples, I illustrate how
mLearning can help remote learners at
each juncture of their day, as they work
from home.
Meet Ashley, an Instructional Designer. She

is currently working from home on account
of the COVId-19 pandemic.
Let us see how she uses Mobile Learning

for her various training needs throughout
the week.
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Monday
While waiting for her coffee to brew, she reads tips and
benefits of Blended Training 2.0 in an Infographic format.
This is an example of how you can scale your employee

training with Mobile Learning featuring Performance Support
Tools or job aids and help them learn about latest trends and
technologies.
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Tuesday
While waiting for her colleagues to join a virtual meeting, she
takes a short nugget featuring a decision-making scenario
simulation to refresh her knowledge.
This is an example of how you can use mLearning featuring a

Microlearning nugget to practice and facilitate the application
of acquired learning.
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Wednesday
She watches a new innovative video format while working on a
script for a new project.
This is an example of how you can scale your employee

training with Mobile Learning featuring a Microlearning Video
that can give them learning aids they can use on the job.
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Thursday
She uses a checklist before making her submission to ensure
the process conformance and quality mandate is met.
This is an example of how you can use Mobile Learning as a job

aid that will ensure that the process conformance mandate is
met.
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Friday
She takes a refresher nugget so that her Forgetting Curve can
be offset.
This is an example of how you can use Mobile Learning

featuring Microlearning to refresh or reinforce the acquired
learning and keep the “forgetting Curve” at bay.
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Saturday
She picks up some practice exercises.

featuring Microlearning to help employees hone her skills in a
safe environment and also help them gain mastery.
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Sunday
She takes a Game-based quiz.

featuring Gamification to refresh employee knowledge and
keep their learning up to date.
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Summary
Human capital is an organization’s most prized asset and only

well-trained employees can help organizations succeed and
grow.
mLearning provides an effective and scalable approach to

ensure that your employee training keeps pace with the
business goals - even in the changed workplace dynamics.
Augmenting the learning journey through the Learning and

Performance Ecosystem enables you to go beyond Formal
Training and engage your remote employees. You must leverage
its multi-pronged approaches to connect, reinforce, challenge,
and nudge toward continuous learning to create a sustainable
approach to offer effective and high-impact remote training
delivery.
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Read More
● eBook: Updated eLearning Trends 2020 - 18 Key Trends To

Realign Remote Workforce Training Strategy In The Post
Pandemic World
● eBook: Virtual Training Guide: How To Future-Proof Your
Virtual Training Transformation
● 24 Virtual Training Best Practices To Follow When Shifting
To Remote Learning
● Learning Consulting Services
● Demos
● Insights
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About EI Design
EI Design is a leading Learning and Performance Support

solutions provider that thrives on transforming learning-keeping
it relevant, impactful, and continuous.
As a learning experience design company, we partner with our

customers in their digital transformation journey and help them
futureproof their training. We help them deliver high-impact
Learning and Performance Support solutions that offer a high
engagement quotient, drive employee performance, and deliver
high ROI for the learner, business, and organization.
With nearly two decades of experience behind us, we have

enhanced our portfolio to offer Learning and Performance
Consulting services. This marks our transition from being a
successful learning strategy and solutions company to becoming
a knowledge leader and a learning experience strategic
consultant.
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Our compelling training strategies offer the “triad of value” to
our customers:
● Creating “sticky” learning experience.

● Enabling effective application on the job.
● Driving change in thinking and behavioral change.
Being one of the few companies to use Predictive Learnability to

create sticky learning experiences, we are doing ground-
breaking work in Mobile Learning, Immersive Learning Strategies
(notably, VR and AR for learning), and Behavioral
Transformation.
Over the last 18 years, we have serviced several Fortune 500

companies and large enterprises from over 24 countries and 26
industry verticals.
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Focus on Creating
Value for Both
Learners and
Business
The online training design and delivery needs to

match the way modern learners want to learn. EI
Design partners with L&D teams as they re-align
their current strategies due to the changed
workplace dynamics with solutions that:
● Meet modern learner needs and create

effective learning experiences.
● Match the business expectations by meeting
the desired business KPIs.
● Create high ROI.
EI Design won 6 coveted Brandon Hall Group

HCM Excellence Awards in 2020. They were
recognized for their excellence in Custom
Content, Compliance Training, Blended Learning,
and New Hire Onboarding Program.
EI Design has been on the top of the list for

several global rankings, including the Top rank -
Platinum in the list of Top eLearning Content
Development Companies for 2019.
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Brandon Hall Group HCM Excellence
Awards - 2020
Gold for Best Advance in Gold for Best Advance in Gold for Best Advance in
Custom Content. Custom Content. Custom Content.
Gold for Best Advance in Bronze for Best New Hire Bronze for Best Use of
Compliance Training. Onboarding Program. Blended Learning.
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Global Rankings - 2020
Gold in the Top eLearning #1 in the Top eLearning #1 in the Top Content
Content Development Gamification Companies. Providers for Mobile Learning.
Companies.
#1 in the Top Content #2 in the Top Content #3 in the Best Content

Providers for Employee Providers for Blended Development Companies for
Onboarding. Learning. Virtual Training Programs.
#3 in the Top Content #5 in the Top Content Featured in the 2020 Custom
Providers for Rapid eLearning. Providers for Scenario- Content Development Watch
based Learning. List Company by Training
Industry.
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Contact Us
Looking at adopting new ways
to enhance your Learning
Strategy? EI Design can help
you with that and more!
EI Design’s comprehensive
portfolio of services is not
limited to Formal Training
alone but will enable you to
drive employee performance
and bring in behavioral
change.
mLearning
47
Our Solutions
and Strategies
Training Delivery
● Mobile Learning.
● Microlearning.
● Virtual Training.
● Mobile Apps for Learning.
● Personalized Learning.
● Localization.
Immersive Learning
● Gamification.
● Scenario Based Learning.
● Video Based Learning.
● Story Based Learning.
● Branching Simulations.
● Virtual Reality.
● Augmented Reality.
● Next Gen Strategies.
Continuous Learning
● Performance Support Tools.

● Informal Learning.
● Social Learning.
● Self-Directed Learning.
● Content Curation.
mLearning
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Our Solutions
and Strategies
Learning Technologies
● LXP Expertise.
● LMS Expertise.
● Learning Portals.
● VR Framework.
● Interactive Video Framework.
● Rapid eLearning.
● Flash to HTML5 Migration.
Training Impact and ROI
● ROI Determination.
● Predictive Learnability.
● Learner Analytics.
Training Needs We Address
● Compliance Training.
● Induction and Onboarding Training.
● Leadership Training.
● Sales Training.
● Application Simulations Training.
● Product Training.
● Soft Skills Training.
● Professional Skills Training.
Key Learning Consulting Offerings
● Virtual Training Transformation.

● Measuring Training Effectiveness
and Business Impact.
● Technology Migration.
mLearning
49
Contact EI Design
Stay connected on EI Design’s social
platforms for regular updates.
email: solutions@eidesign.net |
www.eidesign.net
mLearning
50

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mLearning

A Must-have Strategy to Train Remote

Asha Pandey is the Founder and Chief Learning

A regular writer for various global Learning

In the changed workplace dynamics,

A strong mLearning strategy offers

My eBook showcases mLearning

Why Is mLearning a Must-have Strategy

From the learners’ perspective, mLearning offers

COVID-19 has redefined the workplace. Remote

How Can You Leverage mLearning for Your

The model, developed and pioneered by

Due to its multi-device capability and the ability to

● To initiate learner engagement through

● Leverage Microlearning based learning

● In order to deliver point-of-need training

Social and Self-Directed Learning

● For social engagement-based learning

● Retain the connect with the learners, even

The prevailing COVID-19

What mLearning Strategies Should You

Here are 10 mLearning strategies to

You can add elements of mLearning across the Virtual

As we know, learners learn through multiple channels and these

Mobile Apps for Learning are a highly learner-centric format,

Building up on the list of changing learner expectations is

Microlearning based training is one of the widely adopted

Today, you are spoilt for choice in terms of the learning

A versatile medium, Videos and Interactive Videos are great

Organizations acknowledge the fact that discrete and Formal

As the 70-20-10 model postulates, there should be room for

Impact of mlearning to Offer Remote Workforce

How to Use mLearning for Remote

Meet Ashley, an Instructional Designer. She

Let us see how she uses Mobile Learning

This is an example of how you can scale your employee

This is an example of how you can use mLearning featuring a

This is an example of how you can scale your employee

This is an example of how you can use Mobile Learning as a job

This is an example of how you can use Mobile Learning

This is an example of how you can use Mobile Learning

This is an example of how you can use Mobile Learning

Human capital is an organization’s most prized asset and only

mLearning provides an effective and scalable approach to

Augmenting the learning journey through the Learning and

● eBook: Updated eLearning Trends 2020 - 18 Key Trends To

EI Design is a leading Learning and Performance Support

As a learning experience design company, we partner with our

With nearly two decades of experience behind us, we have

● Creating “sticky” learning experience.

Being one of the few companies to use Predictive Learnability to

Over the last 18 years, we have serviced several Fortune 500

The online training design and delivery needs to

● Meet modern learner needs and create

EI Design won 6 coveted Brandon Hall Group

EI Design has been on the top of the list for

#1 in the Top Content #2 in the Top Content #3 in the Best Content

● Performance Support Tools.

Training Impact and ROI

Training Needs We Address

Key Learning Consulting Offerings

● Virtual Training Transformation.

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