Localising learner experiences is possible with advancements in mobile technology. Build culturally engaging courseware with localised graphics, assessments, and narrative translation.
Imagine how to engage learners in a localised experience! Localisation is a great tool for personalising the learner experience to your course material. With localisation comes imagination. Simply replacing a dull image with localised image still results in dull courseware. Most learning assets can be localised as Anubha Goel explains in her article. Remember: localisation is more than multi-language support.
Modern learners choose training programs which can be accessed at their own pace. If these are not planned and well-organized, then localization of courses can be a waste of time and resources. The use of personalized mobile devices is getting attention for professional training and work-based education.
Localising learner experiences, once upon a time
Localisation in large organisations is a low-cost efficient mechanism to deliver standardised content that can be tailored for specific audiences. Initiatives to launch multi-language support capabilities was an early opportunity. Following soon after would have been automatic resizing to fit different screen widths. The content strategy clearly, and reasonably, focused on efficiency.
Unfolding the future of learner experience
Opportunities to localise a learner’s experience is a reality because of technological advancements in mobile learning. Examples of such advancements include HTML5 and WebGL. Instructional designers can build culturally engaging courseware with localised graphics, assessments, and narrative translation.
Spark the learner’s imagination with locally relevant images. For instance, localise pictures of buildings, people, landmarks and symbols in ways that learners can identify with. Helping learners identify ‘who to see’ and ‘where to meet’ would help them develop a professional network. Social networks are renown for the informal learning that so often underpins innovation in organisation.
Seldom in modern complex organisations does team success rely on ‘one best way’ of working. Why should there be one best standard for assessing skills and knowledge? Different laws, customs and attitudes may influence the ‘ways work get done’ in different business units and office locations. ‘Ways work gets done’ defines organisation culture; so design culturally relevant assessments!
Why subtitle? It takes effort and adds some cost to re-sequence a translated narrative with animation. Yet the extra effort pays dividends when the learning experience flows effortlessly for the learner – and they achieve learning outcomes.
Opportunities and threats are often two sides of the same coin. Opportunities with localised learning may threaten knowledge sharing across an organisation, if non-standardised vocabulary is used to communicate the knowledge. Read the 5 benefits of corporate knowledge sharing.