cu Reed Snider

Mobile Learning Platforms

Tata Group RFP: Design a learning system to help motivate internal employees to complete mandatory training pieces using a mobile device.
July 2016

The goal of this project was to design a learning system that will help motivate internal employees to complete mandatory training pieces using a mobile device. Considering the capabilities and transient nature of the mobile device we decided to come up with two models of learning that incorporated both traditional learning and interactive learning.

The first design involves an interactive model where users must find other employees to unlock new content. This encourages cross-pollination in a company and leverages the transient mobile device and functionality. The second design follows a more traditional learning platform, where questions and answers follow a more linear path and answers are supported with explanations in both words and video content to increase engagement. There is also an element of benchmarking where you can help identify your progress in comparison to others.

I was involved in the entire process and my more specific role in this project was to design the wireframes and low fidelity mobile device prototypes shown in the examples below. I used the Sketch application to design the mockups. I also created the content for the final deliverables to help explain the concepts and interaction.


Interactive Model Learning Platform

In this model learning platform the emphasis is on utilizing the mobile device itself. The mobile device allows mobility and supports a variety of interactions. In this learning framework the employee is tasked with finding other nearby employees from which they can “tap to connect.” By physically tapping the phones together, new learning modules can be unlocked and learned.

Employees are often siloed into their own teams and divisions. There are limited opportunities for employees to talk or interact with other individuals that reside outside of these realms. This learning platform forces employees to seek out other employees and requires the physical interaction of tapping to connect devices that is both fun and unique.

This task of interaction provides an opportunity for employees to engage with other employees who may be outside of their team or division and break some of the existing barriers. While some employees may choose to connect with employees they already know, other employees may use the task to connect with someone they do not know. This can lead to further cross-polination in an organization and blossom new relationships. It also gives employees the chance to learn new office locations as they seek out another division and attempt to find an employee.

The interactive model learning platform enables employee interaction in an engaging way. The interaction of “tapping to connect” is meant to demonstrate the possibilites of utilizing the mobile device in one of many ways. By taking advantage of the existing hardware features of the mobile deivce, the learning platform can capitalize on mobility and social engagement to enhance the mobile learning experience.


Comparison Model Learning Platform

In this model learning framework the focus is on simplicity, ease-of-use and comparitive analysis for employees. Questions are presented in simple Yes/No scenario format and problem explanations are shown in text with supportive video content. Employees can discover and compare their results with other employees, teams, company, etc.

Employees are seeking a learning technology platform that facilitates their personal schedules. To fit learning modules into their schedule they will use this framework to quickly mark through questions they may already know with simple Yes/No answers. For incorrect answers, the application provides further explanation to facilitate learning with both video and text.

As employees complete each question they are shown perctanges that compare their answer with data collected from other employees. This can assist employees in benchmarking their successes and failures and stimulate motivation for better performance and inherent learning. This comptetive element can be between individual employees, teams or the brdader company.

Important to this framework is creating simplified content for the questions that is engaging for employees. Content needs to be relevant, informative and challenging.

This model is designed to be easy to use and follows a more traditional model of learning systems that employees are familiar with. The comparison framework adds a social competitive aspect without the need for gamification or individual employee exposure.


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