Mobile Learning Design and Development Commlab

Mobile Learning 101
All You Need To Know To Get Started

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Table of Contents
1.0 Introduction 3
2.0 What is Mobile Learning? 5
3.0 Factors Influencing M-learning 6
4.0 Learning Design Strategies for Mobile 10
4.1 Instructional design strategies 11

4.2 Visual design strategy 16
4.3 Audio strategy 19
4.4 Multimedia strategy 21
4.5 Assessment strategies 24
4.6 Technical strategies 26
4.7 Authoring tools 30
4.8 Delivery strategy 34
5.0 How Does M-learning Fit With Other Training Initiatives 37
5.1 M-learning with Instructor-led Classroom Training 38

5.2 M-learning with E-learning 39
6.0 How Mobile Learning Can Support Different Trainings 42
6.1 Product Training 42

6.2 Sales Training 43
6.3 Safety Training/Operator Training 44
6.4 Compliance and Other Regulated Training 44
6.5 Onboarding or New Employee Training 45
7.0 Examples of Organizations Using Mobile Learning 46
Conclusion49
References50
*All trademarks, logos and brands used in this eBook, belong to their respective owners. We acknowledge them with thanks.
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1.0 Introduction
Mobile phones are misnamed. They should be called gateways to all human knowledge.
- Ray Kurzweil, inventor, futurist and author
Ray Kurzweil considers that mobile phones are the most interesting inventions that we have
come across recently. They have truly enabled individuals, irrespective of their background,
to have access to knowledge and information (Loughlin Estreich, 2009).
Mobile technology has progressed rapidly since Motorola introduced its first handheld cell
phone in 1983 and has truly transformed our lives in a way that was inconceivable. In just
30 years, it has reduced in size (and weight) to fit in ones pocket, and does a lot more than
what it was originally expected to do.
According to a report titled Information and Communication for Development 2012:

Maximizing Mobile, published by the World Bank, close to 75% of the worlds population
has access to a mobile telephone (World Bank, 2012)
Do you know how much the first mobile phone weighed?
DynaTAC 8000x, the first handheld mobile phone by Motorola weighed

2 pounds.
Mobile technology has changed the way we communicate, do business, and access
information. Today, the sleek personal mobile devices, in the form of iPads, tablet PCs, and
laptops have significantly influenced the way we acquire knowledge, seek information and
learn.
If you are responsible for training in your organization and are keen to learn how you can
benefit from the reach and permeability of mobile learning, then this eBook is for you.
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This eBook will enable you to understand how to approach mobile learning in the corporate
training context. More specifically, it gives you an overview of,
how mobile learning (mLearning) is different from eLearning.
how mLearning can be used along with existing training programs.
the strategical, technological, and infrastructural considerations that need to be

considered before foraying into mobile learning.
Lets first begin by understanding what mobile learning is.
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2.0 What is Mobile Learning?
Mobile learning or mLearning is learning facilitated through mobile devices without the
learner being obliged to stay at a fixed location.
In the context of corporate organizations, mLearning can be termed as the learning that
takes place through planned initiatives by the management, where employees are provided
access to knowledge through mobile devices that helps them does their jobs better.
There are two significant conditions for mLearning that you need to note here. M-learning is
referred to as learning that takes place when individuals,
1. are not tied to any physical location for the purpose of training.
2. can access knowledge through portable and easy to carry devices at any time.
Professor Mike Sharples of Nottingham University, who is referred to as the father of

mobile learning, defines mobile learning as, the processes of coming to know through
conversations and explorations across multiple contexts amongst people and personal
interactive technologies (Sharples, 2009).
What Sharples points out is that we are witnessing a new paradigm in the nature of
teaching and learning today. This includes learning and teaching, across devices i.e. iPods,
smartphones, laptops, across different formats such as audio, visual, textual, through
multiple sources such as internet, content dumps, live instructors, and finally availability
of continuous and instant wireless communication without having to be restricted to a fixed
place to seek knowledge.
Clearly, the focus is not so much on the device but on the mobility of the learner, and this
mobility of the learner is the key factor that is to be considered when discussing about
mLearning.
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3.0 Factors Influencing M-learning
Before implementing mLearning it is important to formulate a strategy so that there is clarity

in the outcome of the initiative. The strategy should be able to clearly spell out why you need
mobile learning, what are you trying to achieve by implementing mobile learning in your
organization and create policy guidelines that enable you to achieve the intended objectives.
(Quinn, 2014) img
Mobile learning or mLearning is learning facilitated through mobile devices

without the learner being obliged to stay at a fixed location.
In order to achieve this, you also need to take into account certain factors that will influence
mLearning strategy of your organization. Lets look at them.
Image-1 Factors influencing mLearning strategy
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Who are the target audience for mobile learning?
Mobile learning may not really work for everyone in your organization. Ideally, those
employees who spend a lot of time away from their desks, and do not really have dedicated
computer systems, would benefit from mLearning.
For example, you may have a large pool of field employees sales forces, service engineers,
or technicians who could benefit from immediate knowledge transfer. Similarly, you may
have healthcare providers or hospital staff who may want to update themselves of some nice
to know knowledge that they would not ordinarily go out of their way to learn. Typically,
the ideal audience comprises those employees who are constantly on the move and cannot
commit to a lengthy eLearning course.
Therefore, you need to look internally to evaluate who are the likely people who would
benefit the most through mobile learning and implement mLearning for this segment.
Is your content suitable for mobile learning?
You cannot have a long eLearning course delivered into mobile devices as it is. It simply
would not work. Content has to be contextualized for mobile delivery. It needs to be packaged
into byte-sized modules that are no longer than 5-7 minutes. Content can be for,
performance support
reinforcement of knowledge
accessing resources
This is just a broad classification. You need to identify the content that is relevant to your
organization and employees, and which is suitable for mobile delivery in your organization.
What are the devices, browsers used by the employees BYOD or company supplied?
There are many devices in the market today iPads, tablet PCs, iPhones, Smartphones. They
come with different screen sizes. They work on different browsers (Android, Safari, Chrome,
IE, Opera Mini) and operating systems (Android, Blackberry, iOS, Windows Phone...).
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What are the costs involved? What are the devices that your target audience is using? If
you expect users to download courses, would they be compensated for the access charges
incurred?
For example, iPads and iPhones work on the iOS operating system and do not support Flash-
based videos. Tablet PCs and other Smartphones could be based on Android or Windows
operating systems. Additionally, you may have users using Blackberry, which has its own
operating system. These are the factors that you need to keep in mind while formulating
mLearning strategy.
Who will provide the technical and learning support?
You need to consider how you will help employees who run into problems accessing courses
or installing apps. Do you have the manpower, resources, or infrastructure to provide reliable
support? In the absence of one, users may be frustrated and cease to use the resources
making it a waste of money. You may also wish to consider outsourcing support to an
external vendor. Therefore, this needs to be considered right at the beginning.
Do you need a policy with respect to collaborative and social tools?
You also need to consider if you would enable social media tools in your mobile learning
platform. Enabling social media results in discussions and exchange of information among
users. A casual but damaging comment by an employee about a product or service can go
viral on social network leading to considerable damage for the organization. For the purpose,
you will need to have clear guidelines when employees are communicating or interacting on
social media. When your employees talk about your companys products, policies or any
other information, they need to understand that they are the voice of the organization. They
need to know how to communicate as representatives of the organization. If you already
have a social media policy, you may want to extend the same when implementing mLearning
too. This can be in the form of guidelines regarding dos and donts with respect to sharing
information, and exercising caution about online links and passwords with external people.
You will need to assess your unique situation and how open you can or cannot be with
respect to social media tools.
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Can you get help from IT with regard to information security?
One of the biggest hurdle to implement mLearning is the support from IT department. There
are several aspects that you need to consider in close cooperation with the IT managers of
your organization.
What are the information security measures that need to be taken to ensure that your
organizations data is not compromised? You need to have systems in place, guidelines
laid out clearly before enabling mobile learning. You may also want to ensure preventive
measures in case of theft or loss of devices remote controlling, deleting of data, etc. Close
working with the IT department in this respect is required.
Do you need tracking and integration with LMS?
Do you want the learning to be linked to the existing LMS platform? If so, you will need
to take into account the infrastructural requirement. Do you want the LMS platform to be
accessed through mobile devices? Then you may have to make changes to the existing LMS
set up so that it is suitable for mobile access; in which case, you will also have to consider
the costs involved.
These are some of the factors that you will need to consider to formulate an mLearning
strategy. This will help you lay out clear policies and guidelines to take your mLearning
initiative forward.
Image-2 LMS for mLearning
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4.0 Learning Design Strategies for Mobile
Initially, mobile learning was viewed from the framework of eLearning. However, eLearning
content and design cannot automatically be transformed into mLearning because of the
variations in the screen sizes, layout of devices and compatibility with the output. Therefore,
mobile learning needs to be viewed differently.
There are many initiatives and research studies that are being done with respect to mobile
technology and its use in the learning context. It has been found that mobile learning needs
to be approached within the context of learners, how they use their mobile devices and what
they use it for. This certainly needs a different approach, which is still at a nascent stage and
evolving. Organizations are still trying to figure out how best to use it for learning purposes.
We will approach learning design strategy under the following heads.
Instructional design strategy
Visual and Audio design strategy
Multimedia strategy
Assessments strategy
Technical strategy
Authoring tools and
Delivery strategy
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While doing so, the focus will be on the end users and how the medium can be used to meet
their learning requirements.
Image-3 Learning Design Strategy for M-learning
4.1 Instructional design strategies
If you are an instructional designer, you would be familiar with the ADDIE process. ADDIE
stands for the different stages of learning design - analysis, design, development, deployment
and evaluation. The analysis stage involves understanding who in the organization would
benefit from mLearning, how they would benefit from it, what is the content available and
the best way to present the content. For this purpose, it is best to determine the following
factors.
Audience analysis
Mobile learning may not be relevant to everyone

in the organization. For example, customer sales
representatives who would be spending most of
their time in front of their desk may not be the ideal
audience for mLearning. Ideally, those employees
who do not get to spend a big chunk of their time
at their desks, who move from place to place to
discharge their job responsibilities (such as sales
Image-4 Audience Analysis

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people, service technicians) or those whose work does not allow them to spend time in front
of the desktop (such as patient care representatives, nurses, etc.) would be ideal candidates
for mLearning.
Therefore, the first place to start when implementing mLearning is with the people who
would benefit from it the most. You need to start with audience analysis.
Once you have identified your audience, you need to analyze what activities they perform
with mobile devices send emails, videos, texts, access the Internet or just make voice calls.
This helps in deciding the complexity of design for the mLearning modules.
Training analysis
Once you have identified who would be the ideal set of employees and who would benefit
from mLearning, you need to understand their learning requirements. What do they wish to
learn? How much time can they spare? When are they likely to take out time for learning?
These factors are important to take into account because it is based on these factors that the
design of the course can be finalized.
Therefore, it is important to follow up audience analysis with training analysis and freeze
the training needs that are expected to be fulfilled through mLearning modules. You must
remember here that mLearning does not replace your other training methods but only
supplements it. Training needs to be finalized keeping in mind the limitations of mobile
learning and its capabilities.
Image-5 Training Needs Analysis for Mobile User

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Content analysis
Once you have finalized what training needs are going to be addressed, you will then have
to analyze the content that you have and how that can be presented in an effective manner
through mobile devices. M-learning can,
support instructor-led classroom training
can be a part of multi-device eLearning delivery
it could be for performance support
it could focus on increasing employee competence or knowledge or
it could be used for administering assessments
Depending on how you wish to use mLearning,

you need to analyze the available content (ILT or
eLearning), chunk it so that it is possible to create
cohesive learning units that can stand on their
own as well as be part of a group of modules
to form a curriculum. Following are some tips in
handling content for mobile delivery.
Image-6 Content Analysis
Establish the content type facts, process, procedure, principle or concepts.
Assess if the learning is to be applied at knowledge level, comprehension level, application

level, analysis level, synthesis level or evaluation level.
Divide content such that it conveys a single message or serves a single learning objective.
It should be self-contained and stand on its own as a learning object.
Make sure content is in small and easy to understand chunks.
Ensure content is presented in conversational style.
Replace long texts with audio.
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Instructional Strategy
After content analysis, you need to decide what part of the content is suitable for mobile
delivery. You need to work on the instructional strategy that you wish to adopt for the learning
requirement. When developing learning content that is to be delivered on mobile devices,
you need to remember that mobile users can be distracted easily. Therefore, your content
has to be interactive so that you succeed in gaining users attention almost instantaneously.
Image-7 Instructional Strategy Lesson Plan
The modules itself will last not more than 3-4 minutes and therefore, the first screen itself
should be captivating and absorbing to users such that it captures their attention and ensures
they stay on till the end.
You can choose to present the content in the form of
Podcasts could be used to deliver a key message from the CEO or senior manager as a
part of onboarding, sales training, change management or other similar training programs.
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Scenarios or case studies with avatars work well for compliance, safety training or
workplace harassment prevention courses.
Image-8 Scenarios and Avatars for M-learning
Videos would be beneficial to demonstrate the working of a process, piece of equipment or

machinery. It could also be used to assemble, troubleshoot or dismantle a product or a piece
of equipment. Videos can be used for product training and process training.
Image-9 Videos in M-learning
Games or Apps would be useful to explain a concept or familiarize the user about product
features, glossary of terms, procedures etc.
Standalone Assessments could be used as a part of blended learning - to reinforce/

test classroom training or as a continuation of an eLearning course. However, assessments
have to be designed to ensure simple inputs that we will see under the Assessments strategy
section.
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4.2 Visual design strategy
When designing courses for mobile devices, we need to keep in mind how users would
interact with or use these devices. Also, mobile devices such as Smartphones, iPads and
tablets have their own unique features. How will the audio, visual and multimedia aspects
work on these devices? These aspects need to be taken into account. Lets look at them in
detail.
When considering visual design for mobile devices you need to consider these aspects.
How users use them: When users use a mobile phone, they might just use it with
a single hand and use the thumb to navigate through the screen. Also, they may be
standing or moving in a train or bus while using their mobile devices.
Multiple screen sizes: When contemplating mobile learning, you need to understand
that you are targeting devices that are not uniform in terms of their screen size. Tablets
and smartphones come in different sizes. Even same brands have multiple versions
with different features and screen sizes. So, if you need to ensure that your content is
readable and adapts to these multiple sizes.
Image-10 Multiple Screen Sizes
Touch, swipe, pinch, zoom features: Mobile devices have features such as touch,
swipe, pinch and zoom that change the way users interact with the device. The interface
will have to take into account these features and accommodate buttons or touch points
accordingly.
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Auto-rotation: Most devices have the auto-rotation feature, which means they can be
held vertically or horizontally. Course interface will need to keep this in mind as well to
ensure uniformity and standardization of design.
Bandwidth or network access: What is the bandwidth available to users when they
use their mobiles for learning? Multimedia features such as video animations need to be
designed accordingly.
Considering these factors, here are some tips for carrying out an effective visual design for
mLearning courses.
Go in for minimalistic GUI. Dont clutter the screen with too many elements. Keep it
intuitive and easy for the user to navigate, considering that he might be operating the
device with a single finger and in the standing position.
Image-11 Content Design based on Screen Sizes
Present content bearing in mind mobile screen sizes: In this context, it is best to
follow Millers magical number of 7 +/- 2. Ensure that a mobile course has 7 screens
for a particular topic and 7 topics to make up a module. (Miller, 1956)
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Avoid intricate graphics and images that do not fit into the small mobile screen
space. The details would not be visible and would be of no use to the learner. Simple
line graphics or images would work best for mobile learning. Where required, existing
graphics from eLearning courses will need to be re-designed for mobile devices. Ideally,
graphics should have a good compression ratio and uploaded in a common format
such as JPG or JPEG.
Image-12 Minimalistic Graphic Design
Icons should be used only when users can easily recognize what they stand for given the
size and features of the mobile screen. Sometimes, colors are significant differentiators
in icons and colors may be displayed differently on different mobile devices. In case
there is a chance for such discrepancy, it is best to use simple text.
Photographs with a high resolution may not load quickly on mobiles. Intricate details
in the photos may not be clearly visible on small screens. Before including photographs,
ensure that they are definitely required, add value and also do not slow down the device.
PNG, JPG or GIF or animated GIF are some of the formats that are supported by mobile
devices.
Avoid background images or patterns. Having a background might be distracting

and might clutter the small screen space. It might deviate the learners attention from
the main learning content.
Reduce scrolling with short texts. Mobile users do not like to go through lengthy texts
because it involves scrolling. They would also tend to get easily distracted. It is better to
use short and crisp text.
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Infographics should be used with reduced resolution and dimension to save bandwidth.
Where required, they should be re-designed to make them easily readable on mobile
devices.
Use colors and fonts that are subtle and easy on the eye. Use big and simple fonts.
Fancy fonts may not appear well on a small screen. Also, it is better to stick to just one
or two colors that work well on mobile screens despite the glare.
Clickable (or tapable ) links, buttons should be big enough to accommodate an

adult finger. (ADL, 2013)
4.3 Audio strategy
When developing an audio strategy for mobile learning, you need to keep in mind who the
end users are and what is the environment in which they will access the learning resource.
For example, if the employees are working in a noisy factory shop floor, having audio may
not serve any purpose. Audio can be incorporated into the learning module,
when employees access the resource during their downtime.
when multi-tasking is feasible such as while travelling in bus/train or waiting at airports.
to motivate employees through engaging, personalized and conversational tone in the

module.
when making existing eLearning courses mobile compatible.
when courses need to adhere to compliance regulations.
Here are some guidelines on how to use audio in mLearning.
Ensure that audio is only supportive and not a necessity in the course, if your employees
are likely to access courses in noisy surroundings.
If employees access courses in reasonably quiet surroundings, you can choose to replace
large amount of texts with audio in mLearning modules.
Exclusive audio learning resources can be in the form of podcasts, discussions or

interviews with key stakeholders or star performers.
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Limit the sound effects (on clicking a button, opening a link, feedback) to bare minimum
to only where it would add value, for example, when an employee tries to skip a screen
or a question.
Background music can be distracting and also might slow down the course depending
on the processing speed of the mobile device. It needs to be used wisely.
Limit file size. If audio from existing eLearning courses are being used, audio quality
may be reduced and files may be compressed to ascertain file size limits. Audio files
should be under 128 kbps and preferably in the MP3 format.
Audios from multimedia Flash objects will need to be redesigned to make them
mobile compatible because Flash is not compatible with some mobile devices.
Image-13 Audio Interface
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4.4 Multimedia strategy
Multimedia interactive elements such as videos, animations or games enhance the visual
appeal of courses. They attract the attention of users and hence can be used in mLearning
modules. In product training, process training and other similar situations, animations
illustrate graphically the working of a process or a product. Thus, they provide an enriching
learning experience. However, when such elements are included for mobile delivery, it is
important to keep the following aspects in mind.
Guidelines for using animations or videos
Image-14 Animations and Videos in mLearning
Keep them short. Users of mobile devices interact with their devices for short time
spans. Hence, animations, videos, etc., should be no longer than 4 minutes.
Use file formats that load faster and are compatible with most devices.
Avoid complex animations that are not clearly visible on mobile screen size. Animations
should be simple and used to convey a single message.
Animations should be consistent throughout the duration of a particular module.

Avoid experimenting with too many variations within a single module.
Repurposing from eLearning. If animations from existing eLearning courses are being
repurposed, they should be chunked and only essential information should be retained.
Resolution and frame rate of the animation should be reduced so that they load easily
on all mobile devices. 320 x 240 is the recommended resolution that will work on most
smartphone devices.
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Redesign flash content. If you have existing Flash content and would like to make use
of it, you will need to re-design it as most mobile devices are not compatible with Flash
content.
Videos should have smaller dimensions. Ensure that the file size is small. MP4 format
is ideal. Aspect ratio for videos can be 1:33, with video codec MPEG-4. Frame rate can
be 15, and average bitrate can be 256. However, it is advisable to check the device of
your users and their most optimum configuration.
Minimize the number of interactivities on the screen. Make prototypes and keep
testing on multiple devices at every stage.
Keep users limitations in mind. Users may have limited data plans or irregular access
to wi-fi networks. These should not pose as an undue disadvantage to users. Hence, use
multimedia elements and formats that are user friendly.
Avoid need for constant streaming. It is preferable to package learning content into
a mobile solution that sits on a users mobile device locally instead of needing constant
streaming.
Guidelines for eBooks or digital resources
Digital resources such as eBooks, reference manuals or product guidelines, etc., can
be made accessible to employees through mobile devices. As these are available in the
digital format, it is easy for employees to carry them and can be accessed at the time
of need without any hassle. These are particularly useful for employees who spend a lot
of time on field such as sales or service personnel. However, you need to keep certain
factors in mind while delivering digital resources or eBooks.
Content should be chunked and presented in the easy-to-understand format. Structure

and layout needs to take into account mobile screen limitations.
Content can be basic text files conforming to Adobe PDF standards or can consist of
simple interactivities such as hyperlinks, audio, and video elements.
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Content can be linked to an existing learning module or as an independent learning
resource that can be downloaded separately.
Text to speech feature can be included as an additional feature.
Audio versions of the eBook can be made available if the content is suitable for such
delivery format.
Image-15 Learning Resources in Multiple Formats
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4.5 Assessment strategies
Assessment of learners and evaluation of training is an integral part of training strategy.

Mobile devices can be used for the purpose with certain limitations. Assessments can be in
the form of Games, Quizzes, Puzzles, or Tests. Here are some guidelines for developing an
overall assessment strategy for your mobile learning modules.
Quizzes can be used for periodic knowledge check or formative assessments. They
should be short and should provide immediate feedback to users.
Unlike games on PCs that are designed to be played using keyboard and mouse, mobile
games need to be designed keeping in mind the touch interactions of mobile platforms.
If assessment interactions, be it games, quizzes, puzzles or tests, are packaged as a

part of the learning content and can reside locally on the device, it would be easily
accessible to the user even when offline.
Image-16 Assessments Through Mobiles
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For regular tests, Questions should be short and simple.
True/False, Drag and Drop, Hotspots or Multiple Choice questions would be ideal options
to include in the HTML format. If you need to include any free writing fields, it should be
limited to only 4-5 words.
Image-17 Multiple Choice Questions for Assessments
If your LMS is compatible for mLearning, assessments can be tracked, graded and
certified on successful completion.
Mobile devices can also be used for evaluation of learning. Very often response from learners
is difficult to obtain when they have to fill up a form or respond to lengthy questionnaires.
However, this can be effectively executed through, Polls, Surveys or Feedback questionnaires
to get inputs on what users feel about a particular course, training program, policy, etc.
Polls (ex: for training needs analysis, mobile devices used). You can ask users on the
topics that they wish to have training on. Or you can check the mobile devices used by
your employees to ensure your mLearning courses are compatible to these devices (in
case you have a BYOD policy). Similarly, you can use polls to know the primary ways
your employees use their mobile devices (just for voice calls, for browsing the Internet or
more widespread functions). This enables you to understand if your employees are ready
for mobile learning.
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Surveys (ex: to evaluate a training program). It is much simple for employees to
respond to questions on their mobile phones and therefore you can use the feature to
ask them about a training program that they have attended.
Feedback (ex: on course content, ILT training, eLearning). You can also obtain
feedback from your employees at greater detail on the course content, their usability or
applicability to their jobs.
Thus, your assessment strategy can be two fold in the case of mobile learning.
First, you can evaluate your employees on their learning comprehension or knowledge
gain.
Second, you can use mobile devices to obtain feedback on the training per se irrespective
of the training methodology.
This would help you make suitable changes in future training programs ILT, eLearning as
well as mLearning.
4.6 Technical strategies
In the beginning of the eBook, we have discussed the factors that need to be considered in
order to formulate an overall mLearning strategy. In this section, we will delve a little deeper
to see the tools and the technology aspects that you need to know for delivering mLearning.
Responsive Design
Image-18 Responsive Design
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Responsive eLearning design refers to a design with an approach to provide an optimal
viewing experience across a wide range of devices (ASTD Publications, Developing A Mobile
Learning Strategy, Mayra Aixa Villar, 2013). It facilitates the development of online courses
that can be efficiently accessed on multiple gadgets. Responsive design is achieved through
the manipulation of fluid grids, flexible media, and media queries. It is inspired from
responsive web design, where a website can be easily navigated with minimum panning,
resizing and scrolling with respect to computer and mobile devices or smartphones and
covers a variety of devices.
A research by Google indicates that 98% of Internet users switch between devices with
varying screen sizes in a single day. That could be true with your employees as well and if
they wish to access courses on their mobiles, they should be able to do so comfortably.
If employees in your organization use a wide variety of devices and are likely to take the
mLearning via these devices, you need to ensure that courses have a responsive design. For
the purposes, the learning design team might have to create different layouts with text and
images as per the given inputs.
Native Apps
Native application, also referred to as a Native app, is an application program that is

developed for a specific device. When you use native apps for mLearning, you have to
develop customized applications, bearing in mind the device that is used by your target
audience. For example, if the device is an iPhone or iPad, a programming language such as
Objective C is used to write the application specifically for iOS. Similarly, if it is an Android
device, the program will be written using Java and uses to the features provided by the
Android operating system. Lets look at its advantages and disadvantages.
Advantages
Physically located on the device and can be accessed through icons on home screen
Performance is superior and reliable
Internet connection may not always be required
Can capitalize on the devices inherent features such as GPS, camera, address book,
compass, etc.
More secure and safe
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Disadvantages
Costly to develop and requires a long developmental time.
Requires unique programming knowledge.
Needs an external app store to host the app; else you will need to develop your own
app store.
If your users use multiple devices, a separate app has to be developed for each device.
Users need to keep on updating the applications from time to time.
Web Apps
Web applications or web apps are those applications that access information from a server
located on the Internet through browsers installed on mobile devices. They are not really
applications in the true sense but give you the functionality of native apps. HTML 5 is
commonly used to develop such web applications. They need not be downloaded on to the
mobile device.
Advantages
Can be developed once and used for multiple devices.
Can be hosted on mobile-compatible LMS or portal easily.
Works on multiple platforms iOS and Android.
Easy to develop as it does not require specialist programming skills.
Easier to support and update. When a course is updated on the server, users are able to
access the latest course automatically.
Disadvantages
Catering to multiple browsers might be a challenge because the output might be varied.
Requires Internet connectivity to access courses.
As content is accessed from the server, it takes longer to load, thereby marring user
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experience.
Less secure as they need to be connected to the network frequently.
Provides limited features when compared to native apps.
In addition to native apps and web apps, some developers are experimenting with hybrid
apps. Hybrid apps are those apps that are compatible across platforms but also have access
to the devices hardware. Sencha, PhoneGap and Mosync are some of the platforms used
to develop them. Like native apps, they are hosted on the web store and can capitalize on
the device features available. At the same time, they use HTML to render the content in a
browser. For the purpose, the browser has to be embedded within the app. While it has the
benefits of native apps as well web apps, it also carries some of their disadvantages. You
need to evaluate your need before deciding which app is right for you.
HTML 5
HTML stands for Hyper Text Markup Language and is used to create webpages. The latest
version is HTML 5 that has more features such as the ability to embed audio and video files
right into the HTML code. As a result, this output is useful not just for creating webpages
but also for developing eLearning as well as mLearning courses. This greatly overcomes the
limitations of Flash, which requires a third-party plugin to run on a browser. Also, it is not
compatible with certain mobile devices.
Therefore, if you want your courses, modules or applications to be compatible with mobile
devices such as iPads and iPhones, you need to develop them with an HTML output. Only
then can they run on these devices. Moreover, courses can be easily tracked and evaluated
easily on the Learning Management System (LMS) when used with HTML5 output. Therefore,
it is preferable to have mLearning output in HTML 5.
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4.7 Authoring tools
Developing mobile learning has been considerably simplified with the help of rapid authoring
tools. The latest versions of these authoring tools are able to provide output to HTML 5
making them compatible with most devices. Lets look at some of the authoring tools and
their unique features that are useful for developing mobile devices.
Lectora for Mobile Learning
Great for text-heavy content
Useful for multi-lingual courses
Enables highly customized content
Lectora Inspire
Lectora is perhaps the first authoring tool that is compatible to mobile devices because it
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allows output in HTML 5. It has in-built templates for mobile devices, which enable you to
choose one of the formats, modify the color scheme and start building the module.
Lectora allows maximum customization with respect to interactivities, templates, or quizzes.
If you course is text-heavy, this tool is ideal to handle it. If you need your courses to be
translated into multiple languages, you can do so with Lectora quite easily.
Case Study:
An insurance company in Australia, which employs more than 15,000 employees

has 5 core businesses. They started to use eLearning in 2000 to train their staff
on products and procedures. They used Flash to develop their online courses and
created several thousand courses. They have a dedicated team of instructional
designers, who use templates and a well-documented style guide.
They wanted to make these courses accessible on iPads and also compatible with
HTML 5.They also wanted the courses to conform to accessibility standards. They
wanted a tool with strong assessment / quiz capabilities; so that the learners
can be certified on various products before they go into the market to sell.
Captivate 8
Captivate 8 enables you to develop courses that run well on mobile devices. They claim that
their latest version enables responsive design, which means that you can build a screen for
the PC version and adjust the sizes for other mobile devices. Your developer will work on the
base version and it will be automatically updated on mobile devices such as iPads, tablets
and smartphones.
Captivate 8 for Mobile Learning
Responsive design
Responsive screen capture
Geo location
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This greatly reduces the time and effort spent on creating individual buttons interface and
navigation features. Additionally, it has responsive screen capture that enables you to record
from any device. The screen recordings responsively adjust their GUI according to the screen
size of the device from which recording is done. It also has a Geo location feature that tracks
the location from where learners access the course.
Articulate Storyline
Articulate Storyline is a great tool if you want to produce eLearning courses in Flash, HTML
Case Study:
Case 2: A healthcare training institute in the USA that certifies sales representatives
of pharmaceutical, biotech and medical device companies, has developed
courses on various industry and clinical subjects. These courses are content
heavy with few interactivities and were developed using a content management
tool with simple HTML and graphics. To make them more salable, they wanted
to develop highly engaging and interactive courses that run on iPads and are
simple to edit. They also wanted to reduce the time taken for downloading the
courses and make them accessible through mobile apps.
They chose Articulate Storyline as this tool is ideal for creating content with
rich interactivities. This tool comes with inbuilt templates for interactivities and
characters, which makes the tool very cost effective, with a lot of saving money
and effort. This tool can be used to publish courses to HTML5, and hence they
work perfectly well on iPads. With its speed and power, the company got their
120 courses upgraded in 9 months time frame.
5 as well as iOS format form a single source. As it can be produced in HTML as well as iOS
format it enables you to develop mLearning courses easily. It has touch savvy interactions,
quizzes or puzzles that are compatible with tablets and Smartphones. Additionally it has
Articulate Mobile Player, which is an iPad app, that makes it possible to create and deliver
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media-rich mLearning courses. Storyline enables publishing courses to both .SWF and HTML
5. As a result, employees can pause the course on mobile and resume it on another device
such as a desktop from exactly where they paused.
Storyline for Mobile Learning
Output in SWF and HTML
Comes with Media Player for iPads
Enables seamless learning experience
Here is a table that compares the features of the 3 tools.
Parameters Lectora Storyline Captivate 8

Interactivities & aa aaa aaa
Animation
Audio syncing, Videos a aaa aaa
Assessments aaa aa aa
Simulations a aa aaa
Translations aaa aa aaa
Mobile (device aaa aa aaa
compatibility)
Browser Compatibility aa aaa aaa
Development Time aa aaa aa
Ease of Editing aa aaa aa
Table No-1 Comparison of Authoring Tools for M-learning
Thus, you need to select a tool based on your business objectives and learning requirements
of your employees.
It is recommended that you understand your organizational needs in depth before choosing
an authoring tool for developing mobile learning courses.
If you have multiple requirements, there is no harm in using multiple authoring tools. You
can still give the user a standard look and experience by standardizing your templates and
style guides irrespective of the tool.
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4.8 Delivery strategy
Once you have developed mLearning modules, you need to deliver it to your users. You
have several options to execute this. You need to choose the most viable option for your
organization. Here we list down the pros and cons of some of the options.
LMS:
Most Learning Management Systems today are gearing themselves to make themselves
compatible for mLearning. It means that learning through mobile devices can be tracked
in the same way as regular eLearning courses. Additionally, with new standards such as Tin
Can API, mLearning will become more inclusive than before. Open source LMSs such as
Moodle could also be an excellent cost-effective option for integrating mLearning. Here are
some benefits and disadvantages for mobile learning via LMS.
Advantages:
Learning can be tracked along with eLearning courses.
Training can be seamlessly integrated with existing courses.
Users can move between devices without interruption to learning.
Automatic notifications are possible in LMS.
Reporting capability with customized reports is possible that helps in training evaluation.
Disadvantages:
Requires high initial set up costs if organization does not already have an LMS.
If your existing LMS is not compatible for mobile learning, you might have to ask for an
upgraded version from the vendor or look for alternate options such as open source
LMSs.
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Web Portal:
If you are primarily going to use mobile learning to make information accessible to your
employees, you may want to just put it up on a web portal. Presentations, podcasts, vodcasts,
digital eBooks in the form of user guides, etc. can be made compatible to mobile devices and
hosted on the web portal. Your employees in turn can access them anytime from anywhere
via their smartphones or tablet PCs.
Advantages:
Limited tracking available.
Does not need high investment.
Ideal to start mLearning if you have an existing portal.
Disadvantages:
Only limited tracking available.
You cannot get detailed and customized reports on user behavior.
Automatic notifications cannot be generated.
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Mobile-compatible websites:
These are websites that are designed exclusively to host mLearning content. The layout,
navigation buttons and interface are designed, keeping in mind the features and small
screen sizes of mobile devices.
Image-19 Mobile Compatible Websites
Advantages:
Learner-experience is better if it is created for mobile devices.
Better speed and accessibility as they render faster.
Can be optimized for SEO ensuring better search ability.
Disadvantages:
L & D team might have to manage multiple URLs.
Need to dedicate support staff to manage and troubleshoot.
May not provide device interaction and touch features to the extent that is possible.
Finally, you need to evaluate your existing infrastructure and your long-term plans vis--vis
mobile learning to decide on the ideal delivery format for your mLearning resources.
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5.0 How Does M-learning Fit With Other Training
Initiatives
By virtue of its permeability and ubiquity, mLearning is a tool that cannot be ignored as it can
be effectively used to expedite, improvise or effectuate training in certain situations.
However, it does not mean that it is all set to replace existing training methods. M-learning
has its own limitations and cannot function as an independent training method.
Image-20 M-learning for blended learning
It is important to understand that mLearning is NOT a replacement to existing training

methods that you are following in your organization. However, it can be effectively used to
support and reinforce existing training methods.
In the following section, lets look at how it can be blended with traditional classroom training
and eLearning.
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5.1 M-learning with Instructor-led Classroom Training
Learning in the traditional classroom training format involves intense knowledge sharing
that spans anywhere from a day to a week. If this knowledge is not used in the job context,
immediately after it is shared, it is likely to be forgotten. So, when employees need this
knowledge at a later date, chances are that they may have to re-invent the wheel all over
again.
Such instances can be avoided, when instructor-led classroom training programs are
followed up with mLearning capsules or resources that employees can access any time. The
chart below lists down the ways mLearning can be delivered post-classroom sessions.
Image-21 M-learning after Instructor-led Training
On completion of a traditional training program, employees can take assessments online

through mobile learning. This could be made mandatory for certification. Assessments can
be in the form of simple quizzes, games or apps that are no longer than 5-7 minutes.
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5.2 M-learning with E-learning
E-learning and mLearning are different from each other and cannot always be used
interchangeably. While eLearning has been derived from distance learning, mLearning is
derived from eLearning. E-learning involves a long course or series of modules that deal
with a subject matter in depth. On the other hand, mLearning involves small chunks of
information (of 2 to 3 minutes) that can be accessed anywhere and anytime.
Here is a table that explains how they differ from each other.
M-learning E-learning
Learning takes place through Learning takes place through desktops
lightweight, wireless devices that are or laptops at a fixed location.
small enough to fit ones pocket,
purse or hand.
Individuals access knowledge or Individuals have to be seated
learning inputs on the go and not comfortably at a place to go through the
necessarily seated in one place. course.
Screen space is smaller limiting the Screens are larger and navigation is
scope for text and graphics. Buttons smooth through mouse pointer. As a
have to be larger to accommodate result visuals, graphics and text can be
finger size (in contrast to a mouse more rich and intricate.
pointer).
M-learning modules cannot be more E-learning modules can be for a longer
than 5-7 minutes as it is difficult for duration up to 20-30 minutes allowing
learners to focus beyond this time. more in-depth knowledge transfer.
The key factor with respect to mobile The key factor is the technology that is
learning is mobility of learners. used to deliver learning.
Learners do not have to be confined It requires individuals to be connected to
to a particular location. Therefore, a device from a fixed location. Learning
learning can be spontaneous. activity needs planning.
Content has to be focused on a single Content can be broad-based and can
concept and delivered in byte-sized be developed into a curriculum.
chunks.
Table No-2 Comparison of M-learning and E-learning
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All you need to do is understand these differences and use them as complementary to each
other. There are several options for you to blend eLearning with mLearning. Lets look at
them briefly.
1. Multi-device eLearning
M-learning can be as a part of your strategy to make eLearning accessible through
multiple devices. You can make all your eLearning courses compatible with mobile
devices. However, this is possible only when your eLearning curriculum is divided into
byte-sized modules that are less than 10 minutes duration. If that is the case, modules
can be accessed via mobile devices.
For example, an employee can do the first module using the desktop at work; do the
second module while waiting to board a flight at the airport and so on. This ensures
employees are not required to dedicate a large chunk of their time to learning but can
do so as and when they get time.
Image-22 M-learning as a Part of Multi-device E-learning
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2. Performance support
With mobile learning as a performance support, you can enable employees to access
information - just what they need in their job as a particular time. For example, small
mLearning modules can be developed to provide,
tips on handling sales objections,
key features of a particular product,
dos and donts in assembling a piece of machinery or safe practices in a process.
These are just examples and learning modules can be developed to suit your unique learning
requirement.
3. Increase competency and knowledge

Mobile learning can also be used to improve skills, knowledge or competency of
employees. M-learning here is more to facilitate ongoing learning that can increase
knowledge and leadership qualities in the long run. Examples for such type of learning
could be
a podcast from a senior manager sharing some key insights about a process, policy
change or new piece of legislation.
an eBook sharing best practices in the domain.
case studies or scenarios
4. Assessments
You can assess training needs before planning training curriculum through quizzes or
mini-assessments. You can also conduct summative assessments post ILT or eLearning
course completion. This can be made mobile compatible in the form of either
Quizzes
MCQs
Apps or games
If you want to implement mLearning, you need to do so in the context of other training
mechanisms to ensure superior learning experiences for learners. Lets see how organizations
can use mLearning.
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6.0 How Mobile Learning Can Support Different
Trainings
Organizations are beginning to explore the potential of mobile learning to their context.
Need for mobile learning stems from the learning need of their employees. However, not
all training can be accomplished through mobile devices. Here we will see some training
requirements that can be ably supported through mLearning.
6.1 Product Training
Product Training and marketing collaterals are essential to your sales team. This enables
them to get a thorough understanding of your products as well as enable them to position
them in the correct way to clients to ensure a sale. Product training is an ideal category to
begin mLearning within your organization, the reason being, the target audience is always
on the move and getting them to attend classroom training on a regular basis is not viable.
Here are some ways you can use mLearning for product training. Product training typically
consists of
Product portfolio
Features and benefits
Unique selling tips
Competitor comparisons and
Cross-selling options
Image-23 Screen-shot of Product Training
Your sales people might be given this information during their face-to-face training sessions.
But are they going to remember all the information and recall when needed? Very unlikely!
This is when mobile learning would be useful. You could present each of this information
as separate modules, no longer than 2-3 minutes. Your sales personnel can review the
information during down time or before visiting a client (even in an elevator!).
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6.2 Sales Training
Sales training involves finer aspects of selling, understanding buyer personas and aligning
the right product with the appropriate buyer personas. They also need to know how to
face client objections and come up with strong points to
counter them and convert a reluctant prospect to a happy
customer. Again mLearning can be used to educate sales
people through
Buyer Personas
Customer stories, scenarios and case studies
Infographics
Selling Tips
Motivational Podcasts
Image-24 Screen-shot of Sales Training
When sales people receive this information together, chances are that they forget some of
the finer details. However, when this information is presented in the form of short mLearning
modules, as information nuggets via their Smartphones, they are more likely to retain the
information shared. This is possible more so, because they have an option to see it when
they are receptive and willing to absorb the information at the time of their choice and
convenience.
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6.3 Safety Training/Operator Training
Most common workplace injuries are from unsafe practices. It has been found that 80% of
workplace accidents happen because the employee did not follow safety guidelines. Three
common workplace accidents are,
Trips, slips or falls
Electrical accidents
Manual handling or lifting of equipment
These result in injuries/sprains to the head, neck or back.

Such accidents can be avoided through repetitive training and
reinforcement of safety guidelines. Face-to-face safety training
can be followed up with periodic training through mobile
devices. An operator or worker on the shop floor is more likely
to have his phone handy than a desktop computer. Simple and
easy-to-access videos or modules can be created to sensitize
employees on the importance of adhering to safety guidelines.
Image-25 Screen-shot of Safety Training
6.4 Compliance and Other Regulated Training
Regulated training is mandatory in many industries such

as Pharma, Biotechnology, Insurance, Manufacturing etc.
Employees need certification and most often they need
to renew it periodically. Training is thus, ongoing. Some
of the organizations may have their own mandatory
trainings such as,
ethics training,
workplace harassment prevention training or
legal training that needs to be given to

employees on a regular basis.
Image-26 Screen-shot of Compliance Training
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Most of the content for such trainings are usually boring and employees are not enthusiastic
when they have to devote a large chunk of their time towards learning. However, when the
same content is delivered in small chunks, they are likely to be more receptive because it is
more doable, particularly for a mobile workforce.
6.5 Onboarding or New Employee Training
Another area where mLearning can be of immense value is onboarding or new employee
training. You dont have to wait for formal onboarding or induction program to start. You
can make your new employees welcome with byte-sized mLearning snippets that could be
in the form of
Video with a welcome message from CEO or Senior Manager
Games that enable them to familiarize with the domain or organizational jargon
HR policies and information security
Employees can be given an option to complete these modules

over a period of time so that they can do so at their convenience.
As information is not crammed into a single day induction
training session, they are likely to retain the information for a
longer duration, making training more effective.
With mobile learning, you can reach all employees no matter

where they work in office, at a manufacturing plant, field sales,
etc. You could reach out to those employees who ordinarily do
not have access to classroom training or eLearning.
Image-27 Screen-shot of Accessing Website Through Mobile
You could initiate an inclusive knowledge sharing in your organization through

mLearning.
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7.0 Examples of Organizations Using Mobile
Learning
Here are a few examples of organizations that are using mobile learning for educating
their employees. This might give you some ideas on how to initiate mLearning in your
organization.
Qualcomm mLearning for global workforce
Qualcomm, an American global semiconductor company, has a small team developing

mobile applications that are used for internal purposes. They host the apps on an internal
app store that is accessible to all their 31,000 employees across the globe. The apps serve
multiple purposes including information access, knowledge sharing and augmented reality.
Making training relevant to the people at the time of need through augmented reality is one
of the areas they are working on.
For example, based on the location of an employee say a technician working on a piece
of machinery, apps can prompt information that can be of use to them at that particular
point of time. For new employees, they have a game-based app, which enables them to
familiarize with the technical jargon and lingo that will help them in the long run in the
organization. (Stead, 2014)
Nike Product training for sales associates
Nike, the leading sporting-goods company launched a learning initiative titled, Sports
Knowledge Underground (SKU) Mobile Program. Thanks to the program the sales associates
need not come of the sales floor for training purposes. The training was delivered using an
iPod Touch. All that the sales associates needed to do was access product information and
share it with customers through the iPod that was hanging from a lanyard around their
neck. Nike was about to overcome challenges such as limited payroll hours, high turnover
of employees through the training program that did not drain their resources or finances.
(Nike, 2009)
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Siemens Healthcare - Educating healthcare professionals
Siemens Healthcare is a leader in clinical diagnostics. It offers a virtual training to professionals

in the domain. It is called Personalized Education Plan (PEP) and is targeted for clinical
laboratory and healthcare professionals. The program provides opportunity to professionals
in healthcare to advance their skills and knowledge with respect to products, laboratory
practices and other proficiency development courses. Initially, the program was tailored for
eLearning format and was deployed in English and 9 other languages. However, in order
to cater to the needs of certain niche segment of their audience, they are launching a new
site, repurposing the content to suite mobile delivery format for this target audience that are
mostly looking for performance support. It would consist of videos, which are about 2-3
minutes duration.
Johnson & Johnson Virtual onboarding program
Johnson & Johnson, a multinational medical devices, pharmaceutical and consumer

packaged goods manufacturer, has a virtual onboarding program that is called PRD 3D
University. This enables new employee orientation and training on a continual basis without
the need for any time lag between the joining of new employees and their training. The
system allows employees to access corporate learning materials and assessments seek help
from HR as well as interact with peers across different locations. (Ripin, 2011)
Microsoft Corporation Cloud based mobile learning for knowledge sharing
Microsoft Corporations new staff training program uses the Luminosity Motion mobile
learning platform. The internal training program can be accessed by Microsofts global
employees either online or offline through Windows 8 Apps. A cloud-based mobile
learning platform is used to manage and deploy training materials and resources to their
worldwide employees. Employees have seamless learning experience as they can go back
to the information anytime via their tablets or smartphones without the need for an internal
network. (CM Group, 2014)
Corporate organizations have just begun to take notice of the potential of mobile learning
and are taking steps to adopt it to suit their particular situation. There are no universal
formulae that can be used at this stage and based on the learning needs, this new medium
needs to be harnessed to achieve the learning objectives.
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Other companies such as OutStart, a global pharmaceutical company, achieved more
than 50 percent improvement in knowledge retention after employing a mobile learning
program. (Brandon Hall, 2011)
Some of the other contexts where mobile learning can be applied are:
just-in-time knowledge to sales people as make their client visits.
troubleshooting support to service technicians as they are out on to address client

complaints.
learning resources online in the form of PDF documents, digital user manuals, reference
guides etc., videos or Podcasts.
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Conclusion
One cannot replace existing training methodologies with mLearning but they can co-exist to
support each other. The objective is to provide a seamless learning experience for employees
as they move from one device to another, from PCs to tablets, from on-site to off-site location.
Kukulska-Hulme and very eloquently summarized how mobile learning is changing the
learning landscape. According to him, Mobile learning is part of a new learning landscape
created by the availability of online and personal technologies supporting flexible,
accessible, learner-focused education. Mobile, wireless devices can be used on their own,
or in learning activities that combine various technologies and media according to what is
readily available and what learners need, wherever they are so that education is no longer
seen as a separate activity that has to take place in a school, college, university or other
establishment. (Kukulska-Hulme & Jones, 2014)
What distinguishes mLearning from eLearning is that the personal interactive devices
used in mLearning such as Smartphones, tablet PCs, iPads provide not just a means of
communication but also an opportunity to create knowledge that can be shared with peers.
When one creates a video, photo or notes and shares it with a group, content is created.
Such user-generated content facilitates rapid knowledge sharing; this evolves quite naturally
into informal learning through mobile devices. Therefore, it is important for organizations to
look favorably to include mLearning as a part of their training strategy.
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References
ADL, A. D. (2013). Mobile Learning Decision Path. Adayana Government Group.Brandon

Hall. (2011, June 2). How to implement mobile learning: Practical considerations.
Retrieved July 26, 2014, from Brandon Hall Group:
http://mymlearning.wikispaces.com/file/view/BHG_OutStart_Mobile06-02-11_V5.pdf
ATD. (2013, Jan 10). Responsive Web Design. Retrieved July 29, 2014, from Association
for Talent Development:
http://www.astd.org/Publications/Magazines/TD/TD-Archive/2013/01/Intelligence-
Responsive-Web-Design
CM Group. (2014). CM Group News. Retrieved from CM Group:
http://www.cm-group.co.uk/news/microsoft-buys-into-cm-groups-new-luminosity-
motion-mobile-learning-platform-and-windows-8-apps/
Developing A Mobile Learning Strategy, Mayra Aixa Villar, 2013, ISBN: 978-1-60728-
559-5.
http://www.astd.org/Store/Product?ProductId=24405
Kukulska-Hulme, A., & Jones, C. (2014). The next generation: design and the
infrastructure for learning in a mobile and networked world. Informed Design of
Educational Technologies in Higher Education: Enhanced Learning and Teaching, 57-
78.
Loughlin Estreich, K. (2009, July 28). Connecting with... Ray Kurzweil: The Futurist.
Retrieved Jul 29, 2014, from Facebook:
https://www.facebook.com/notes/facebook/connecting-with-ray-kurzweil-the-
futurist/112344532130
Nike. (2009). Nikes Sports Knowledge Underground E-learning Initiative. Retrieved

July 24, 2014, from ICMR:
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http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20
Organization%20Behavior/HROB118.htm
Quinn, C. (2014). Setting policies as if your mLearning strategy depended on it.

mLearnCon 2014. San Diego: eLearning Guild.
Ripin, A. J. (2011). Learning How to Use and Create Mobile. mLearnCon 2011.
Stead, G. (2014). How emerging mobile technologies are redefining the concept of
content mLearncon 2014. eLearning Guild.
uGurus. (2014). What is Responsive Design? Retrieved July 29, 2014, from ugurus:
http://www.ugurus.com/responsive-design-definition
Vavoula, G. &. (2009). Meeting the challenges in evaluating mobile learning: A 3-level
evaluation framework. International Journal of Mobile and Blended Learning, 54-75.
World Bank. (2012). Information and Communications for Development. The World
Bank.
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CommLab India helps you meet your training needs through highly interactive and
effective e-learning solutions.
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Telephone: +91-40-27803080, 27803060, Fax: +91-40-27716308,
Fore more eBooks on eLearning ........
...... visit : http://bit.ly/1ndxLaf
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Telephone: +91-40-27803080, 27803060, Fax: +91-40-27716308,
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Telephone: +91-40-27803080, 27803060, Fax: +91-40-27716308,

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Mobile Learning 101

All You Need To Know To Get Started

2.0 What is Mobile Learning? 5

3.0 Factors Influencing M-learning  6

4.0 Learning Design Strategies for Mobile 10

4.1 Instructional design strategies 11

5.0 How Does M-learning Fit With Other Training Initiatives 37

5.1 M-learning with Instructor-led Classroom Training 38

6.0 How Mobile Learning Can Support Different Trainings 42

6.1 Product Training 42

7.0 Examples of Organizations Using Mobile Learning 46

According to a report titled Information and Communication for Development 2012:

Do you know how much the first mobile phone weighed?

DynaTAC 8000x, the first handheld mobile phone by Motorola weighed

how mobile learning (mLearning) is different from eLearning.

how mLearning can be used along with existing training programs.

the strategical, technological, and infrastructural considerations that need to be

Lets first begin by understanding what mobile learning is.

Professor Mike Sharples of Nottingham University, who is referred to as the father of

Before implementing mLearning it is important to formulate a strategy so that there is clarity

Mobile learning or mLearning is learning facilitated through mobile devices

Image-1 Factors influencing mLearning strategy

Is your content suitable for mobile learning?

Who will provide the technical and learning support?

Do you need a policy with respect to collaborative and social tools?

Do you need tracking and integration with LMS?

Image-2 LMS for mLearning

We will approach learning design strategy under the following heads.

Instructional design strategy

Visual and Audio design strategy

Authoring tools and

Image-3 Learning Design Strategy for M-learning

4.1 Instructional design strategies

Mobile learning may not be relevant to everyone

Image-4 Audience Analysis

Image-5 Training Needs Analysis for Mobile User

support instructor-led classroom training

can be a part of multi-device eLearning delivery

it could be for performance support

it could focus on increasing employee competence or knowledge or

it could be used for administering assessments

Depending on how you wish to use mLearning,

Image-6 Content Analysis

Establish the content type facts, process, procedure, principle or concepts.

Assess if the learning is to be applied at knowledge level, comprehension level, application

Make sure content is in small and easy to understand chunks.

Ensure content is presented in conversational style.

Replace long texts with audio.

Image-7 Instructional Strategy Lesson Plan

You can choose to present the content in the form of

Image-8 Scenarios and Avatars for M-learning

Videos would be beneficial to demonstrate the working of a process, piece of equipment or

Image-9 Videos in M-learning

Standalone Assessments could be used as a part of blended learning - to reinforce/

Image-10 Multiple Screen Sizes

Image-11 Content Design based on Screen Sizes

Image-12 Minimalistic Graphic Design

Avoid background images or patterns. Having a background might be distracting

Clickable (or tapable ) links, buttons should be big enough to accommodate an

4.3 Audio strategy

when employees access the resource during their downtime.

when multi-tasking is feasible such as while travelling in bus/train or waiting at airports.

to motivate employees through engaging, personalized and conversational tone in the

when making existing eLearning courses mobile compatible.

2.0 What is Mobile Learning? 5

3.0 Factors Influencing M-learning 6

4.0 Learning Design Strategies for Mobile 10

4.1 Instructional design strategies 11

5.0 How Does M-learning Fit With Other Training Initiatives 37

5.1 M-learning with Instructor-led Classroom Training 38

6.0 How Mobile Learning Can Support Different Trainings 42

6.1 Product Training 42

7.0 Examples of Organizations Using Mobile Learning 46