The world is ever changing and moving faster everyday. Demands on our time and energy are enormous while the clock still shows just 24 rotations of the short hand in a cycle. Corporate training and development professionals are experiencing these increased demands as well. Independent of location, training setting, age of trainees, or content presented all training and development professionals are faced with the same problems, “Can information be learned and retained faster and cheaper?”

The answer? Yes, but… the word we all hate. “But.” It means there’s more. There’s a caveat in this response that calls for action to a problem. In this case, the actions are quite simple. Yes, you can bring faster learning and greater retention to your training classes, but to do this you must 1) see the new trends and technologies that are influencing industry and then 2) apply them to your learning environment.

The video production industry is paving the way for video training to be both cost effective and simplified for average users. As those breakthroughs become more standardized and workflows become easier, it enables corporate users to break the barriers of use and feel confident and comfortable in delivering video training and knowledge sharing that is engaging for the audience.

The purpose of this essay is to provide you with some insight on how you can stay ahead of the wave and adapt to the breaking trends, while improving the productivity of your organization and your training and development initiatives.

7 Key Insights On How NDI and VLP Video Technologies Will Impact Corporate Training And Development

NDI is a new advanced internet protocol for video that allows IP based video devices on a local area network (LAN) to connect and deliver content to targeted employees. In layman’s terms this means that your laptop, your phone and your tablet can all become cameras in a multi-camera setup. You don’t need a single camera on a tripod capturing a single speaker, but you can be creative in the setup and capture of the event. Add to that if you have a virtual private network (VPN), you can connect devices that are on the other side of the continent to be part of the presentation.

The NDI protocol has been developed by NewTek. Learn more at http://ndi.newtek.com.

THE TECHNOLOGY CATALYST WE ARE GOING TO DISCUSS HERE IS A NEW VIDEO INTERNET PROTOCOL CALLED NETWORK DEVICE INTERFACE™ (NDI) AND VIDEO LEARNING PLATFORMS

What’s NDI & What’s VLP?

MediaFusion is at the forefront as a unique video learning platform that will change how leaders of companies and organizations communicate, educate and engage their employees and management staff.

Video-Based LMS + OVPA VIDEO LEARNING PLATFORM IS A NEW AND EVOLVING LANDSCAPE FOR LEARNING MANAGEMENT SYSTEMS (LMS) THAT ARE COLLIDING WITH ONLINE VIDEO PLATFORMS (OVP).

OVERVIEW

Watch this video & learn more at: http://mediafusionapp.com/newtek-partnership/

How Will Corporate Training Be Impacted By These Technologies?HERE ARE 7 KEY INSIGHTS AND WE’VE OUTLINED MORE CRUCIAL POINTS TO BE AWARE OF BELOW

1. ALL VIDEO DEVICES OVER A LAN BECOME CONTENT CREATION SOURCES

2. DEMOCRATIZED KNOWLEDGE SHARING

3. CONNECT ALL OF YOUR EMPLOYEES SIMULTANEOUSLY

Sharing is enabled with training content creation being accessible to more people with less technology middleware, peripherals and professional production hassles. You don’t have to directly attach devices and cables - they can be switched virtually.

Training and development content can move quicker from leadership to the frontline and from the frontline to leadership.

Manage devices and content from one centralized media management system.

4. SAVE YOUR COMPANY MONEYEliminate travel costs, logistical nightmares and let your employees stay in their offices by doing your training events online or on your corporate TV network.

5. CREATE & DELIVER CONTENT FROM ANY DEVICE TO ANY DEVICEYour message can be connected to any video creation device and be delivered to any video consumption device (mobile devices, computers, set-top-boxes like Apple TV, Amazon Fire TV in the office or at home).

6. REDUCE ORGANIZATIONAL STRESS ON TRAINING + DEVELOPMENT & IT STAFFOver your secure LAN you can your provision a cloud of interconnected devices and deliver the content through a centralized media hub.

7. COLLECT, ANALYZE & MANAGE ALL MEDIA ASSETS AND EMPLOYEE ENGAGEMENT IN ONE PLACEYou no longer have to remember which digital repository you put your content in and we can show you how engaged people are.

A key challenge for leaders and trainers in every company, every industry and every nation around the world is simply that of human memory.

Data from The Association for Talent Development paints a striking picture: just seven (7) days after a training session, the average employee will have forgotten 65 percent of the material covered. What’s worse — after six (6) months, that number jumps to 90 percent (Source: TD.org) .

Having a networked organization utilizing NDI with a video learning platform will:

• Help you extend training creation and delivery to more audiences • Help you train live and on-demand in multiple formats • Drive consistency in training materials and experiences

With today’s growing companies being decentralized and scattered globally. Your people are busy building the business and you need to get important information to them in a way that will be more engaging.

Visualizing How NDI & VLP Benefits Corporate Learning

When you have staff all over the world, travel can really take a toll on training staff, employees can feel disconnected and it can be expensive to bring people to a centralized location for a big training event.

Plus, product or process training is not effective in one meeting. NDI and a VLP can not only help content creation and dissemination, but it can help with memory retention problems.

People can retain more of what they’ve learned by having a centralized repository in which to consistently refer. Yet, it requires more than just technology to ensure learners retain and put theory into practice that we will discuss below.

“40% of training budgets are

spent on travel costs.”

“According to Forrester Research, employees are 75% percent more likely to watch a video than to read documents, emails or web articles.”

Benefits To A Networked Learning Enterprise

• Video is more appealing - it looks nice and grabs more attention.

• Allows people to creatively work around traditional constructs of communication in order to illustrate how new theories and techniques can be applied in real life.

• People take in more information when it is presented visually compared with text and voice alone.

• Able to see technical experts, examples, demonstrations live or on-demand.

• It’s a good way to get employees ideas across quicker without the need for writing. Video and audio can quickly give information whereas words just take longer.

• It adds to the entertainment value of learning.

• Employees ideally have control of consumption.

• Employees can rewind, replay in their own time and at their own speed.

• Ability to repeat / pause. • Can learn anywhere, anytime. • Can select what is of use. • Provides personal ‘chemistry’

between trainers, managers and employees that are remote.

• Employees can view in confidence.

• Greater numbers of employees can be reached and measured.

• Greater accessibility to learning for disabled employees.

• Provides interactive learning and development environment.

• Allows for dynamic presentations

• Adds value to text • Support for teaching and

learning, not instead of • Mix of media for employees

learning at a distance • Widens participants and

address different learning styles

• Being able to split video into parts and relate to exercises

• Integration with other web resources

• Support and feedback loop is expedited quicker

• Feedback to staff provides measurement of uptake in the field

“21% of readers are more likely to act on an email when it includes video.”

COMMUNICATE effectively

EDUCATE interactively

ACTIVATE employees

First Steps To Improving Corporate Training & Learning Development Programs

1. Take the time to analyze what your training needs are. Do a training-needs analysis, to figure out who needs training, what kind and how best to deploy it.

2. Evaluate how well employees have learned from training programs in the past. Companies think that if there is a positive reaction to the training, that people will learn. However, the correlation is typically very weak between reaction to training and actual learning.

3. What training ought to do is help you get access to that information—databases, manuals, checklists—when you need it on the job. People cannot memorize everything.

What should I do with this information? We are glad you’re already thinking about the impact of the technologies and we know it takes more than the technology to reinforce the education into practical productive outcomes for your organization.

Below are some suggestions paraphrased from a Wall Street Journal article interview with Dr. Eduardo Salas, a professor of organizational psychology at the University of Central Florida and a program director at its Institute for Simulation and Training, who has studied corporate training programs for more than two decades. (Source: WSJ)

UNDERSTAND THE LEARNING PARADIGM OF: INFORMATION - IMITATION - INNOVATION

As former educators and corporate trainers ourselves, technology’s purpose is to enable human productivity. We know that people learn best when they are able to receive and reflect on information; are able to engage in forms of imitation and then have the ability to undergo a process innovation and practice.

HAVE CLEARLY DEFINED OUTCOMESMake sure you have clearly defined outcomes for the learning—and identify who is supposed to be going through training and what kind of training.

Sometimes an organization sends people to training thinking that's what they need, and they come back wondering, "So why did I go to that training? I won't be able to use that for another three years when we get the new procedure." A training-needs analysis is critical so you don't waste time.

What can companies do right away to improve their corporate training programs? FOCUS ON DESIGN Dr. Eduardo Salas suggests: Learning & Development professionals must focus on the design of the programs.

It's the thing you do before, during and after. How are you going to allow employees to practice? How are you going to provide feedback? What sort of technology are you going to use?

While this may seem obvious, very few organizations really pay attention to this. [Many companies] just procure a vendor for a program—like four hours of a workshop to do interpersonal skills—and they assume that the design is incorporated into it.

Many vendors make sure the training is flashy and engaging, with a lot of bells and whistles. While that may be a fun and interesting few hours, after you go back to your job, you ask, "What do I do now?"

FOLLOW UP TESTING & ASSESSMENT Testing is an integral part of training. It is paramount for recognizing skills decay. Assessment should be done on a continuous basis, both formally and informally. Your direct supervisor often has the most intimate knowledge of important skills and whether you need to go back to training.

The American Society for Training and Development says that by the time you go back to your job, you've lost 90% of what you've learned in training. You only retain 10%. If you don't use the skills very quickly, you will have big decay very quickly. That's why you need to reinforce, you need to assess. If you learn something and you don't have the opportunity to practice or access the information, eventually you are going to lose it.

MediaFusion 700 E. Sonterra Blvd. Suite 302 San Antonio, TX 78258 877.878.4007

We suggest sharing the information with your colleagues and leadership.

We’d love to build a relationship with you and teach you how to enable our technology.

WHAT SHOULD YOU DO NEXT?

Jason Archer Vice President of Marketing + Sales jason.archer@mediafusionapp.com 210-660-7005

mediafusionapp.com