As the landscape of technology changes, businesses are seeking the best ways to incorporate on-the-go learning into educating employees. Recognizing this, when using mobile education for knowledge transfer it is beneficial to look at companies successfully implementing such training and what they are doing in terms of utilizing innovation and newest trends of on-the-go learning. The purpose of this article is to offer a snapshot of what is on the forefront of mobile learning and the organizations putting these approaches into practice

Heppner, Sebastian

Hwang, Jae Man

English

DigitalCommons@ILR

Cornell University ILR School
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Describe Innovative and Creative Approaches to
On-The-Go Learning
Sebastian Heppner
Cornell University
Jae Man Hwang
Cornell University
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Describe Innovative and Creative Approaches to On-The-Go Learning
Abstract
As the landscape of technology changes, businesses are seeking the best ways to incorporate on-the-go
learning into educating employees. Recognizing this, when using mobile education for knowledge transfer it is
beneficial to look at companies successfully implementing such training and what they are doing in terms of
utilizing innovation and newest trends of on-the-go learning. The purpose of this article is to offer a snapshot
of what is on the forefront of mobile learning and the organizations putting these approaches into practice.
Keywords
human resources, innovation, creative learning, learning, knowledge transfer
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RESEARCH QUESTION 
Describe innovative and creative approaches to on-the-go learning and how organizations are using them.   
 
INTRODUCTION 
As the landscape of technology changes, businesses are seeking the best ways to incorporate on-the-go learning 
into educating employees. Recognizing this, when using mobile education for knowledge transfer it is beneficial 
to look at companies successfully implementing such training and what they are doing in terms of utilizing 
innovation and newest trends of on-the-go learning.  The purpose of this article is to offer a snapshot of what is 
on the forefront of mobile learning and the organizations putting these approaches into practice. 
 
FUTURE TRENDS IN MOBILE LEARNING 
 
 Gamification: Games, Simulations and Augmented Learning Environments 
 
 Gamification mechanisms are proving to be one of the most important ways to engage people.1  
 It can appeal to learners of all ages and fun aspects lower resistance to learning. 
 Games can be used to teach a variety of subjects because it’s suited to different domains of learning 
including knowledge, skills, attitudes, and beliefs.  
 Encourages experimentation, which often leads to innovative thinking and is less stressful than 
traditional learning with lectures and formal tests.  
 Gamification can also be used to encourage a competitive spirit and teamwork.  
Cricket Communications, since launching its Mobile Cricket University in 2012, has heavily emphasized game 
mechanics when implementing training for their retail sales personnel.  Utilizing the game platform, CellCast 
created by OnPoint Digital, Cricket created formal learning assignments that were linked to a point system 
gauging overall performance on an individual level as well as on a group level which was presented on system 
leader-boards and automated messages (see appendix).  High achievers were subsequently rewarded based on 
their performance scores.  The initiative allowed Cricket to obtain feedback, attain higher training completion 
rates, and impart learning without removing sales people from their physical locations of employment.2 
 
 Personalization: the Self-learning Technology & Adaptive e-Learning Design 
 
More systems are becoming self-learning and adaptive to the learner by responding to the situation and needs of 
the learner. Using internal Learning Management System (LMS) data with externally sourced data, consolidation 
tools direct learning opportunities to people more efficiently increasing personalization and providing what is 
needed when it is needed. Experience API, commonly referred to as "Tin Can," is the industry leader in this field 
and encompasses four components:  
1. Learning Profiles-describe user preferences, competencies, and experiences. 
2. Content Brokering-discovering, describing, and delivering content.  
3. Competency Infrastructure-defining appropriate learning standards.  
4. Experience Tracking- feedback of individuals utilizing learning systems3 
Furthermore, alert systems notifying users of compatible learning modules brokered with Tin Can API can 
contribute to a personalized track for mobile training.4 This can be a huge plus as the technology can also 
customize publicly available information such as MOOCs based on relevancy and needs of learners to give them 
access to applicable knowledge.   An example of Tin Can in use is Tappestry, an LMS that collects relevant 
usage information such as knowledge, photos, people, ratings, and categories accessed by users while also 
Sebastian Heppner 
Jae Man Hwang 
March 6, 2015 
EXECUTIVE SUMMARY 
 
 connecting to social networks. This can then be developed into a community of practice, with members sharing 
interests on topics and accessing valuable pear content.5 
 
 Wearable Technology 
 
 Mobile, wearable devices offer continuous feedback and can drive task-specific improvements via 
training, information, and job assistance.   
 Gesture recognition and analysis technology assess physical performance of activities for improvement.  
 Direct applications exist for in-the-moment and on-the-job performance improvement to immediately 
alert workers when they are performing a task incorrectly (or unsafely) through motion-sensor 
technologies like accelerometers, gyroscopes, compasses, and pressure-sensors.6  
 
Some organizations are already taking lead in this approach. The School of Medicine at the University of 
California, Irvine has issued Google Glass to all students for anatomy and clinic skill training.  During hospital 
rotations, students use the hands-free capability to access real-time information and appropriate medical 
knowledge.7 
 
 Asynchronous Learning to Maximize Human Interface 
 
 Asynchronous learning makes updated information available and accessible at all times and not limited 
to specific classes or timeframes which is a key factor in assuring information will be accessed and used 
by employees8.   
 Utilizing automated messages and reminders, employees can be alerted when new updates are available 
for training.  
 
In practice, T-Mobile used this approach to address an issue when customer service reps complained that product 
updates took too long to access. The firm moved to an asynchronous module where reps could attain information 
anytime. T-Mobile also created forums and communities for real time learning to encourage knowledge sharing.9   
 
 Social Learning  
 
Social Network Sites (SNS) are web-based services allowing users to construct profiles as a means of interacting 
with other members while enabling visualization of contacts' network within the SNS.10 These sites allow users 
to learn detailed information about contacts, share knowledge with specific or unspecified people, and build 
online human-relationships.  Adding to this, focused learning groups can be created to exchange knowledge and 
tackle tasks.  The social learning approach has been identified as perhaps the best approach impacting 
performance through training 11  partially because it takes advantage of existing tacit knowledge within an 
organization.12 SkillSoft uses this approach to mix access to expert learning, internal organizational expertise, 
and a digital library collection of over 30,000 publications and 2000 videos together in order to create a superior 
online learning forum13. 
CONCLUSION 
Gamification and Social Learning are both the most practical methodologies and also most likely to achieve 
superior learning objectives.  While on-the-go learning continually evolves, these two areas have shown to be 
successful in both fostering active workforce participation and knowledge sharing. Resources may be best served 
in improving these facets of training within an organization instead of focusing on other cutting-edge approaches.   
  
References: 
1 Kapp, Karl. (2014). 10 Best practices for implementing gamification. https://www.td.org/Publications 
/Blogs/Learning-Technologies-Blog/2014/02/10-Best-Practices-for-Implementing-Gamification 
 
2 Kapp, Kar. (2014).The gamification of mlearning. http://www.learningsolutionsmag.com/articles/1258/the-
gamification-of-mlearning-part-3-of-3 
 
3 Freifeld, Lori. (2012) What is experience API? Retreived from http://web.b.ebscohost.com.proxy.library 
.cornell.edu /ehost/detail/detail?vid=7&sid=0b5658d2-03b5-47a2-9974-57670547a6ea%40sessionmgr 
110&hid=102&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bth&AN=83755751  
 
4 Radwan, Nouran M; Senousy, M Badr; M, Alaa El Din. International Journal of e-Education, e-Business, e-
Management and e-Learning 4.5 (Oct 2014): 361-375 
 
5 http://tincanapi.com/use-cases/. Tappestry. 
 
6 Najjar, L. J., Thompson, C., & Ockerman, J. J. (1999). Using a wearable computer for continuous learning 
and support. Mobile Networks and Applications, 4(1), 69-74. Retrieved from 
http://search.proquest.com/docview/205074427?accountid=10267 
 
7 Bartlett-Bragg, A. (2014). Wearable technologies: Shaping the future of learning. Training & Development, 
41(3), 12-14. Retrieved from http://search.proquest.com/docview/1548800496?accountid=10267 
 
8 Isaias, Pedro; Issa, TomayessView Profile; Pena, NunoView Profile. Journal of Information Systems 
Education25.1 (Spring 2014): 45-60. 
 
9 Casuto, Simon. (2014). How four companies are blending platforms for elearning success.  
http://elearningmind. com /four-companies-blending-elearning/ 
 
10 Yokoyama, M. H., & Sekiguchi, T. (2014). The use of social network sites in the workplace: A case study in 
brazilian companies. Brazilian Business Review, 11(2), 87-114. Retrieved from 
http://search.proquest.com/docview/1541487881?accountid=10267 
 
11 Interview, Brad Bell, Cornell Professor of Training and Development 
 
12 State of the Industry Study: A Pulse on Social Learning. HCM Advisory Group. (2013) 
 
13 SkillSoft wins 'best IT content' and 'best social learning tool; named finalist in 5 categories for the best of 
elearning! awards. (2011, Sep 30). Business Wire Retrieved from 
http://search.proquest.com/docview/894845588?accountid=102 
 
 
                                                              
Appendix A: 
Cricket Communications’ use of Gamification for Learning 
 
 
 
 
 
 
 
 
 
 
A listing of active games, learning assignments, and course materials are available from the mobile 
device. 
 
 
 
 
 
 
 
 
 
 
 
Several different types of leaderboards are available so learners can compete at the level where they 
feel most comfortable; they range from individual to group.1 
                                                             
1 Kapp, Kar. (2014).The gamification of mlearning. http://www.learningsolutionsmag.com/articles/1258/the-
gamification-of-mlearning-part-3-of-3 
Appendix B: 
An Example of Gamification in Use: PEP BOYS2 
With Pep Boys gamification platform, Axonify, employees receive monthly safety and loss prevention 
training reinforcement everyday via a quiz-type game. (See Figures 1 and 2 for screen shots from the 
game.) Quick, targeted questions are asked related to risk, loss prevention, safety, and operational policies 
and procedures—standard questions in these areas. If they answer correctly, they play a slot-machine 
game titled “Quiz to Win” for a chance to win cash prizes. If they answer incorrectly, the system 
immediately presents a short training piece designed to specifically address the topic covered in the initial 
question. Questions are repeated at various intervals until the associate demonstrates mastery of the 
topic. The entire process takes 30-90 seconds each day and associates do it either at the beginning of a 
shift or during downtime throughout the day. 
 
Figures 1, 2: Every day, learners answer questions presented on the gamified platform 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
                                                             
2 All content quoted and taken from http://www.learningsolutionsmag.com/articles/1206/the-gamification-of-
retail-safety-and-loss-prevention-training 
Appendix C: 
Tin Can API-Explained3 
 
 
 
 
 
 
 
 
 
 
 
 
 
Asynchronous Learning Spectrum 
As opposed to traditional or synchronous training that stresses one-way flow of information in a 
systematic start to finish series of modules, asynchronous training is based on the idea of accessing 
knowledge at any time as needed for learning or for undertaking specific tasks. This on demand 
methodology is much more useful and practical for certain specific applications such as updating product 
knowledge and dealing with customer inquiries. 
 
 
 
 
 
 
 
 
 
                                                             
3 Content taken from http://elearninginfographics.com/tag/tin-can-api-infographic/ 
Appendix D: 
Image courtesy of http://www.cognitivedesignsolutions.com/ELearning/BlendedLearning.htm 
Snapshot of How Companies are Investing in Learning and Training 
 
 
 
 
 
 
 
 
 
 
Trends in types of training 
 
 
 
 
 
 
 
 
 
 
 
 
Training available versus what is actually used4 
                                                             
4 State of the Industry Study: A Pulse on Social Learning. HCM Advisory Group. (2013) 


Describe Innovative and Creative Approaches to On-The-Go Learning

As the landscape of technology changes, businesses are seeking the best ways to incorporate on-the-go learning into educating employees. Recognizing this, when using mobile education for knowledge transfer it is beneficial to look at companies successfully implementing such training and what they are doing in terms of utilizing innovation and newest trends of on-the-go learning. The purpose of this article is to offer a snapshot of what is on the forefront of mobile learning and the organizations putting these approaches into practice.Describe_Innovative_and_Creative_Approaches_to_on_the_go_Learning.pdf: 294 downloads, before Oct. 1, 2020

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