CONTENT DEVELOPMENT

Whether we're using animation, video or just plain text, content development is arguably the most important component of a powerful learning experience. How do we take a complex topic and make it engaging and memorable? 

Answer: Our writers and creatives have a good track record of doing exactly this.

Below are two examples of animated presentations, introducing the topic of business analytics to professionals in the field of HR / Talent Management. They showcase how our learning design can use skill—and humour—to break down a difficult, sometimes intimidating, topic into a digestible format.

Many of the target audience are new to the topic but keen to learn how analytics can help them add more value and perform better.

Example 1: The Value of Analytics to HR

A click-through sequence designed to illustrate how analytics can generate unexpected business insight in the human capital / talent management field.

Note: For demo purposes, self-paced "click-through" is presented as a continuous video. Click / tap the preview image to launch. 

Further notes:

This sequence was produced as part of a two-day in-person course called Analytics for Talent Management (client: Human Capital Institute). Short sequences in this style were used both as introductory "pre-learning" content objects (which could be embedded in promotional e-mails) and also projections in the classroom itself. 

Attendees could also access these "learning nuggets" in perpetuity following the course, leading to improved retention as complex topics could be revisited on demand.


Example 2: Correlation ≠ Causation!

This second example is a click-through sequence designed to explain a key concept in statistical analysis: don't confuse correlation with causation! 

Further notes:

This animation was also produced for the Analytics for Talent Management course mentioned above.


Example 3: An Intro to Regression Analysis

This sequence introduces HR professionals to regression analysis–a tool that can be incredibly useful in boosting the strategic value that HR brings to the wider organisation.

Further notes:

Many HR professionals have spent the majority of their careers in the world of "traditional HR" (which is more transactional, dealing with payroll issues, contracts etc.) There's a push for HR to move "up the value chain", to offer more strategic impact. Business analytics (and in particular regression analysis) can be a key part of this.

But these are also quite intimidating topics for people who have no background in statistics. These sequences attempt to show that there's nothing to be scared of, and that an understanding of the uses of regression can add significant strategic value to the role of HR within the wider organisation.


Example 4: Regression and "Control"

This sequence follows on from the above, introducing the concept of "controlling" for multiple variables in order to isolate the impact of the specific variable you want to research.