EduBrite at DevLearn 2012

Team EduBrite arrived Las Vegas on Oct 30th afternoon to participate in the DevLearn 2012. We immediately went to Aria Resort and Casino’s convention facility to make necessary preparations for exhibition which started on the Halloween day. This was team EduBrite’s first participation in learning expo event as an exhibitor.

Day 1 (Oct 31, 2012)
Day started at 7:30 am. Right after keynote session there were a lot participants came to the Expo area. We got to know a lot of curious minds, who shared what’s happening their world and learned about EduBrite LMS and our newly released mobile app for iPad. Some of them experienced iPad app themselves and praised the simplicity of using iPad for learning activities.

Ajay and Manish at DevLearn 2012

Ajay and Manish at EduBrite Booth, DevLearn 2012

Ajay presented the demo on “Train and Assess On Multiple Platforms using EduBrite” explaining the audience that how EduBrite’s light weight learning management system’s business ready features can help small medium business and training providers to streamline their training process and scale up the training operations. Additionally, custom branding, ecommerce gateway for online payments, single sign-on from Atlassian Confluence, Google or using iPad device for mobile training provides icing on the cake. A small clip of Ajay’s presentation is available at

Overall it was quite an eventful day. The reception hours in the evening brought a lot of enthusiasts to our booth as most lined up for cocktail, which was just next to our booth :). It was amazing to see participants in the great Halloween spirit and consumes .

Day 2 (Nov 1, 2012)
Day started around 9:30 am. Some of the participants from day 1 came back to our booth and had interesting conversation. Participants liked EduBrite course editor. They found it’s easy to create courses by assembling the existing documents, presentations, audios, videos (uploaded or external such as YouTube or Vimeo etc.) and SCORM. There was great appreciation for EduBrite online quiz WYSIWYG editor for it’s intuitiveness. Another eventful day with meeting so many people and exchanging information.

At 2:15 pm both Ajay and I were very busy with curious minds explaining EduBrite LMS and mobile app for iPad. We didn’t realize that big crowd gathered near our booth for an iPad drawing (due at 2:30 pm). Debbie Bess from VSPN won the iPad. Many congratulations!.

Debiee Bess winning an iPad

Manish awarding Debbie an iPad

Thanks all for coming to EduBrite booth and sharing your thoughts, experience. As I write this, I can still feel the residual of pain in lower part of my legs due to standing 20 hours in 2 days of expo. Thank god my mind is fresh after having good rest over the weekend!


Learning with Cloud

Wikipedia definition of ‘Cloud Computing’ states that …..

Cloud computing is the use of computing resources (hardware and software) that are delivered as a service over a network (typically the Internet). The name comes from the use of a cloud-shaped symbol as an abstraction for the complex infrastructure it contains in system diagrams. Cloud computing entrusts remote services with a user’s data, software and computation.

“The Cloud” is the latest buzz word in the technology industry in last few years. Every vendor is talking about it (hardware or software) and has their own definition of it and is offering their own version of cloud. Some define it as “services available over the internet” and for others, anything you can consume outside firewall is in cloud. Cloud computing comes into focus when you start thinking about what organizations always need: a way to increase capacity or add capabilities on the fly without investing in new infrastructure, training new personnel, or licensing new software. Cloud computing encompasses any subscription-based or pay-per-use service that, in real time over the Internet and extends existing capabilities. One of the pioneer companies in this field and who made the concept of cloud popular in the hi-tech world is and then many companies followed the trend.

How does it impact learning industry? When you apply the cloud technology to enable learning, it changes the game completely. It enables organizations to make learning applications available anywhere and anytime without investing heavily on systems or servers, storage, networking, operating systems, software’s, databases and resources to manage or maintain them. Cloud technology offers instant scalability to meet growing needs of the business and growing end user population. Integrated learning applications and social collaboration tools when offered with cloud model, delivers seamless capabilities. Service providers own and control all system and infrastructure aspects of the learning environment and the customers only have to worry and focus on their key business and its learning needs. Customers can access and deliver training to their audience via internet and via subscription model. This provides optimal solution with lower operational cost, improved reliability and security, improved efficiency and productivity and provides autonomy to learning organizations. Many organizations such as Cisco, EMC, Skillsoft etc. are using it to deliver learning solutions to their target audience. Cloud also can be extended to offer open environment where social collaboration feeds and enriches the learning ecosystem and delivers right blend of informal and formal learning.

Cloud technology is available in many flavors and four primary types of cloud offerings available are PaaS, IaaS, SaaS and NaaS. Each of these offerings has its pros and cons and organizations can decide what works best for their situation and what they are comfortable with. Another aspect and choice in cloud computing is choice of public, private or hybrid cloud. And what works for an organization is primarily dependent on their needs in terms of customized/specific requirements, data privacy and system up time needs and concerns.

While cloud technology is seen as the step in right direction, it is also true that moving to cloud may cost some learning organizations more in short-term, since they may be heavily invested in in-house learning infrastructure. Also of course when the organizations move to cloud model, they lose some control and privacy. For some organizations that may be a big bottleneck or a deal breaker to move to cloud. For others, the depth of custom solution(s) they may have in place may be a big hurdle to cross, before they can jump on cloud bandwagon. Some may need fully audited systems and their data to be totally encrypted with ISO standards such as ISO 27001. Big organizations with big enterprise  systems also need to overcome challenges of integrating these corporate systems (such as Oracle, SAP, etc.) and single-sign-on (SSO) systems. The cost/benefit analysis with the enterprise systems could be a deciding factor to move to cloud for some organizations. What is being seen as a growing trend is that for the mentioned reasons above and due to the fact that bigger organizations are quite heavily invested in their traditional systems and considering that their resistance to change is higher, it is more likely for the smaller organizations and businesses to adopt the cloud technology faster and sooner.

Gartner and IDC, two of the respected authorities in cloud computing recently released their fearless, bold predictions for 2012.

“In 2012, 80% of new commercial enterprise apps will be deployed on cloud platforms” (IDC).

“At year-end 2016, more than 50 percent of Global 1000 companies will have stored customer-sensitive data in the public cloud” (Gartner).

While there are different viewpoints from learning organizations in the beginning when evaluating cloud technology for transition, most of the organizations are agreeing to some basis facts. One of which is that it doesn’t impact the end user experience negatively and instead it helps offer them better accessibility to the content. Also since the security and privacy concerns are now getting addressed by cloud vendors, all concerns and issues related to that are becoming non-issue now. It also offers high agility, scalability and reliability. In order to better capitalize on the benefits of the cloud technology, organizations need to plan their strategy now and start engaging with the cloud learning service providers which best meet their needs and that the vendor’s roadmap aligns with the needs of the learning organization. Saba, Blackboard, EduBrite, Skillsoft, Questionmark, etc. are examples some of the SaaS service providers in learning space.

Author: Praveen Khurana

Praveen Khurana is a learning technology specialist and specializes in learning management and human capital systems. He has 16+ years of experience in this industry and has consulted with and has implemented learning, talent and knowledge management systems for many fortune 500 companies.

Instructor-Led Training vs Self-Paced Learning: Pros & Cons

Instructor-Led v Self-Paced Learning: Pros & Cons

One of the first decisions an organization has to make about training is the format: instructor-led, or self-paced? Obviously, cost is a major determining factor, but what else needs to be considered?

Typically, self-paced learning experiences can be rolled out quickly to large groups of people all over the world. Instructor-led training, on the other hand, is necessarily limited in both group size and roll-out speed.

An employee who is out sick the day of an instructor-led training misses the program and must be re-taught – often at great additional expense, and not without its share of logistical headaches. But self-paced learning affords employees opportunities to take the training when they can – and to go back and review parts of it as necessary.

Another disadvantage of instructor-led training: the skills taught may not be put into practice for weeks – or even months. When it comes time to actually use what they’ve learned, employees may not remember everything the instructor said. And the class may be different every time it’s presented – meaning employees may not have a consistent training experience.

A great facilitator, however, can share material in such a way that users actually go through the experience of using what they’re learning – essentially creating an experiential training that sticks with users. Follow-up with the instructor, too, can be – if not priceless, then at least extremely valuable – for employees and companies.

But of course, that great facilitator comes at a price. A top-tier instructor can command few tens of thousands of dollars for a day training, when you figure in preparation, travel, and other expenses. You can spend a lot on online course development, too – but it’s not a necessity.

An instructor-led training can be quickly and easily revised. The instructor can quickly check that everyone in the room understands what’s being taught – but you can only train the people you have in the room.

If you hire a custom course developer, changing your course may be difficult – or prohibitively expensive. But a modular solution may offer the level of customization you need at the right price point – with built-in, on-the-fly flexibility.

What’s the most effective training you’ve attended? Which solutions give your organization the most value?

Image by Sarah Stewart.


How to Assess Your Current Workforce?

How to Assess Your Current Workforce

When you work in HR or lead a department, you’re tasked with ensuring that your entire organization or department runs smoothly and efficiently. That’s a huge goal, and it’s clear that you need to break it down into more manageable pieces if you’re going to be effective. Assessing your current workforce is critical – how do you know what needs to be changed if you don’t know what you have and how it’s working?

The Heisenberg uncertainty principle states that you can’t observe or measure anything without affecting or changing the thing your observing or measuring. So if you sit yourself in the corner of someone’s office to watch them work, you’re obviously going to get some skewed results. But there are ways to assess your current workforce and get a fairly accurate picture of what’s really going on – if you’re careful.

An all-too-typical scenario, unfortunately, is a top-down directive to eliminate waste. The mandate goes out – each department is required to cut a certain amount, whether by slashing expenses or eliminating employees – or something else entirely. Decisions are made based on columns in an Excel spreadsheet or a manager’s preferences – not necessarily on what’s best for the organization.

A better approach? Get out and talk to your people – all your people. Ask the guys on the factory floor if they have ideas about how to improve efficiency. Gather the low level managers and ask them what they need training on. Talk to the guys in suits and suites, too, but don’t only talk to them. Your front desk receptionist knows a lot about who takes long lunches and leaves early. The janitor knows who stays late – and what they’re working on.

You can create online assessments that prompt your people to share the areas they see that are ripe for improvement – and you’ll get answers to the questions the suits would never think to ask.

What are your tips for getting the information you need to make the right decisions for your organization?

Photo by  timlewisnm.


The Future of Corporate Training

The Future of Corporate Training

The easy way to write this post would be to give you a list of some cool new technologies that are going to define the eLearning space in the near future – say, the next 6 – 12 months.

That’s not what we’re going to do here.

Instead, let’s talk about what’s actually happening in corporate training departments all over the world. We have several different forces at work here, including the employees who ask for specific training in a given area; the training and compliance group, who want a cost-effective training that works; and the external development companies who want to justify their price tags.

Over at the Internet Time Blog, Jay Cross says flat out:

Poorly implemented eLearning is a more expensive alternative to doing nothing at all, and often the results would be the same.

Yikes. But when you think about it, it makes sense. We’ve all seen examples of poorly implemented elearning – the kind that make you want to scream, “Clicking NEXT is not interacting!” Or, perhaps worse, courses that integrate flashy interactions that look cool and high tech – and serve no real learning purpose.

If employees don’t have the information they need when they need it, then your course is ineffective. Worse, you’ve wasted organizational time and money – and perhaps across vast numbers.

The future of corporate training needs to be better. It needs to be less focused on pushing content out to users and instead geared towards convincing uses to pull the content they need in real time.

At the Rapid E-Learning Blog, Tom Kuhlmann gives a great overview of push versus pull learning. The nutshell is that with push learning

you’re not focusing on designing the content as much as you are creating reasons to use the content.

That’s what the future of corporate training must be: a return to the fundamental principles of instructional design. A focus on delivering content that users can find when they need it so that they access it, learn it, and use it.

Photo by Bora OZUTURK


EduBrite releases new version of Gilly 1.1

Gilly 1.1 – Key features in this release are:

  • Support for embedding courses via Course Player macro. This allows embedding courses in wiki pages. Courses need to be created in EduBrite Business Edition microsite.  More details on macro is available here
  • Support for numeric choice labels in quizzes and surveys (apart from A, B, C… you can now create quizzes and surveys to show choice labels as 1, 2, 3…)
  • Usability enhancements in taking test, by allowing click to be done anywhere on choice, rather than requiring click on checkbox or radio button

Availability: Gilly 1.1 is compatible with Atlassian Confluence 3.1 to Confluence 4.0.5

What’s Gilly?

Gilly is a plugin which integrates EduBrite training and assessment platform with Confluence to allow tests (quizzes), surveys, assessments and courses (from Gilly 1.1) to be delivered within Confluence to meet your teams and businesses need.

Gilly not only helps in skill assessment, but it also provides detailed feedback for skill and competency improvement in an individual student or employee. Each test attempt is recorded and tracked by the system, and the administrator can see a consolidated view of a user’s activities and scores.

Gilly allows trainers, educators and team/group leads to conduct formal or informal trainings for their team members and employees.

Gilly is useful for a wide spectrum of use cases, such as online training, employee assessment, customer support, distance learning and online exams. Gilly can be used for informal practice tests and quizzes as well as formal exams such as certification tests and formative assessments.

Note – Click here to find more information about Gilly.


EduBrite Personal Edition – Release!

EduBrite has launched the newest offering – EduBrite Personal Edition.

What is EduBrite Personal Edition?
A light weight training solution for individual trainers, educators or group leaders in any organization, helping them conduct formal or informal trainings and assessment for their small group of trainees, students or team members. It allows creation of online quizzes, surveys and courses, share them with participants and track their responses and progress.

Key features delivered in the personal edition

  • Create quizzes and surveys, with 10 different types of question format including multiple choice, fill in the blanks and matching
  • Create online courses by dragging and dropping any existing presentations or documents (Word, PDF, PowerPoint, Audio, Video etc.)
  • Add You Tube videos in the courses
  • Add SCORM packages in the courses
  • Invite participants via e-mail, to take the course, quiz or survey
  • Track the progress, activities of participants and usage of the content

Simple to start

  • Visit us at and click the button “Sign up free!”
  • Signup for Personal Edition as a user (all you need is an email id)

Now get ready to begin training your trainees, employees or students.

Additional help

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