Liven Up Your Training Programs With Infographics
Brain is capable of absorbing 36,000 images every minute and almost 90% of the information absorbed by the brain comes through the eyes. Stemming from these facts, today visual information such as pictures, drawings or dynamic videos is often designed to facilitate learning and instruction. These visuals improve cognition by utilizing information, enhance the effectiveness of the learning process and make it easier for the users to remember the details of the subject. Continue reading…
Every day we are producing mass amount of information. According to the estimation of Zettaset*, we create 2.5 quintillion* bytes of data every day and 90% of the data in the world today has been created in the last two years alone. This massive volume of information and the technology required to store it is called with the term Big Data. Even though big data is not such a new phenomenon, the concept of Big Data is one of the new hypes of the recent years. Indeed the real new thing is the analyses of the big data and the meaningful results as a result of the analyses. 
Augmented Reality (AR) is an enhanced version of reality created by the use of technology to overlay digital information on an image of something being viewed through a device like a smartphone or a camera. An AR system generates a composite view for the user that is the combination of the real scene viewed by the user and a virtual scene generated by the computer that augments the scene with additional information. The goal of Augmented Reality is to create a system in which the user cannot tell the difference between the real world and the virtual augmentation of it. 
Is it possible for us to learn any subject that we have no idea about by working on it only by ourselves? In my opinion one of the best examples that proves this is possible; is Professor Sugata Mitra’s “Hole in the Wall” experiment.
There are many resources written on Kirk Patrick’s four level evaluation model and Jack Phillips’ five level ROI model. Each model is a subject of a book and it is not possible to explain both models in a single article. In my post I will try to point out essential points in the training effectiveness measurement process and will share some hints with you.