You’re already aware of the advantages of ongoing training for your employees. And you already know that adopting an learning management system streamlines and simplifies the process while also enhancing learner engagement. But did you know that tracking training with LMS reports is just as crucial as giving the training program itself? When it comes to staff training, the trip, as well as the destination, is essential. While the bottom line definitely should be to improve employee performance and meet your KPIs, keep in mind that training is a rewarding experience for learners and enriches the overall business culture.

What Are The Key Metrics You Should Check In LMS Reports?

Learner progress

Learner progress LMS reports summarize the progress of all of your company’s learners and divisions, including how many courses have been finished, how many are late, and how well each user performs. All report processes revolve around learner progress. For example, you can use many filters to gather statistics on a specific department, group, or job.

You’ll get an overview of your company’s training. You will immediately see if user engagement is low, and you will take action. This alert should be a red warning for you if the course started a long time ago, but users continue staying stuck at the beginning.

Learner results

When you look at the big picture, you might notice that someone requires extra encouragement to complete courses. You’ll be able to make sense of it if you use learner progress. Learner results provide you with a detailed view of a user’s performance. You may see all the courses assigned to that user, as well as their statuses, number of attempts, time spent, and other information.

eLearning module metrics

If many learners fail a course, something may be wrong with a specific area, such as one of the course’s modules. You can quickly see if any employees within a particular department have overdue modules and how far they’ve progressed through the curriculum.

You can use the modules’ LMS reports to figure out why students repeatedly fail a particular course component. It enables you to clearly observe the issue and then inquire what is wrong with the content. It’s possible that it hasn’t been covered fully enough; in that case, it’s best to go over it again. Learn more about: e learning management system

Department progress

Department progress displays information about how your company’s branches and divisions are functioning, including the number of courses assigned, started, and completed, as well as overall department progress. If a department does poorly in training, you can investigate the issues and speak with the department’s chief. You may then uncover bottlenecks and threats in your organization by understanding the situation with learning in a specific group.

Learning status

You don’t have to manually track the data for each course if you’ve merged numerous courses into a learning track. You’ll see data for the entire program in this report, including which learning tracks have been begun, completed, or are overdue, as well as the learner’s progress on each track. Please keep track of how your students are progressing with their long-term programs. Learn more about: corporate training platform

Enrollment

This report will indicate how all users have used the learning track throughout time and how each student advanced through it each time. You may keep track of which mistakes were made repeatedly and work with the learner to correct them.

Conclusion

LMS reports are an excellent tool for relating user performance to corporate data. We’ve covered the essential LMS reports in this article. If you’re short on time and need to get something done quickly, try the following:

It’s not uncommon for companies to cut corners or go overboard for staff training and development during specific months of the year. With remote working becoming a norm rather than the exception, a new syndrome known as ‘online learning fatigue’ has emerged. Virtual learning tiredness results from L&D teams and HR experts attempting to impose too many training, reskilling, and upskilling requirements on their employees.

Yes, sometimes it’s not possible to have too much of a good thing! So how can you ensure that you deliver engaging online learning which does not tire your learners?

Well, before getting there, let’s try to understand how remote learning, at times, proves overwhelming for employees.

7 Strategies for Creating Engaging Online Learning to Combat Remote Fatigue

The learning design techniques listed below are essential for maintaining student engagement and avoiding learning weariness. To assist you in dealing with learning overload, here are seven learning design strategies:

Strategy 1: Access And Flexibility

Enable pull-based learning

Instead of enforcing training, offer remote employees the option to explore what’s available and allow them to choose what aligns with their learning needs and work-life schedules.

Balanced blended learning

Instead of favoring one specific training mode, pre-recorded sessions, live-streamed, or video-chat-based training, use a moderate blend of synchronous and asynchronous (also called poly-synchronous) training to add flexibility to your remote employee training program.

Strategy 2: Social Learning

Remote personnel frequently become depleted as a result of their isolation. Being in the company of others gives people vitality. You may help by including connection opportunities in your training.

Making each lesson a social experience is another approach to re-energize learning and get away from static screen time. Employee collaboration adds a layer of engagement that combats feelings of isolation.

More hands-on involvement with the material makes it more remember and impactful. Incorporate collaborative learning activities or group projects that encourage people to talk. Learners will grasp and retain more information when they think more deeply about the practical application with their peers.

Strategy 3: Comprehensive L&D Platforms

A learner who is more absorbed and engaged is less worried or exhausted. Immersive learning tactics like branching scenarios, gamification, and next-gen strategies like virtual reality (VR) and augmented reality (AR) alleviate rather than worsen online learning fatigue.

Employees might sometimes be re-energized in their learning by a little healthy competition. Use the various Learning Management System tools to incorporate gamification elements into your training.

Leaderboards that allow students to compare their progress to their peers can keep students interested and energized. Consider allowing students to earn badges for completing tasks or additional points for completing quizzes to keep them engaged in the learning process.

Strategy 4: Flexibility

The ability to self-pace is another feature that makes e learning management system so enticing. Employees can log in and complete training on their own time, thanks to remote training software. For distant learners, having that kind of freedom can relieve a lot of stress.

It is not a hardship on employees’ already hectic schedules when choosing how and when they complete their training. They can schedule it during downtime during the day — or even outside of business hours if it is more convenient. 

Strategy 5: Engaging Content

Ensuring that your training attracts and maintains learners’ attention is one of the best things you can do to prevent them from zoning out. Examine your material to discover how you might make it more interesting.

Consider factors such as learning modalities. Do you have a lot of text-heavy slides in your training? To engage different types of learners, include movies or dynamic graphics.

Alternatively, include interactive components such as quizzes, practice, and branching scenarios. Learners’ energy is focused on accomplishing something, such as answering questions, clicking on a screen, or practicing a skill. Interacting with the subject keeps them engaged and prevents training from becoming tedious.

Strategy 6: User Interface

When it comes to improving the user experience, content isn’t the only factor to consider. Please take into account the design of your courses and make them suitable for screen-weary students.

To prevent eye strain, for example, use minimalistic fonts. To assist learners in grasping the same piece of information in less time, try substituting presentations or manuals with informative info graphics. Also, make sure your Learning Management Software is simple to use and navigate, so staff don’t waste time or become annoyed while completing their training.

Final Thoughts

We hope that this article will assist you in using the suggested ideas and approaches in your remote staff training and successfully overcoming online learning weariness. Meanwhile, if you have any additional queries, don’t hesitate to get in touch with us or leave a comment below!

The most important yet often disregarded element of the training and development cycle is setting and writing down training objectives. Because the L&D staff is eager to prepare presentations and schedule courses, creating a training objectives plan is frequently pushed to the bottom of the priority list and not given the attention it deserves.

SMART training objectives, on the other hand, ensure that your courses are a success. It would help if you aimed for Specific, Measurable, Attainable, Relevant, and Time-bound (S.M.A.R.T) objectives. You’ll be able to express these goals in a way that interests and resonates with employees if you use the SMART approach. Read more: Corporate Learning

This article will show you how to create and write practical training objectives.

How can you create the perfect organizational training objectives?

It’s time to write down your training goals now that you’ve defined them. These will be the foundation of your training course as well as your most persuasive marketing material.

Is it difficult for you to write training objectives? It’s not necessary. These 6 tips will assist you in creating compelling, practical, and quantifiable staff training objectives like a pro.

1. Make it clear what the training program’s goal is

What do you hope to get out of this training program? How can you boost staff productivity? How do you close a knowledge gap? Teach new employees skills that will help your business compete? Whatever the case may be, you must ensure that the training’s aim is apparent.

2. Define the expected outcomes of the training

The measurable goals that learners are expected to attain at the end of a training program are known as training outcomes. Because you’ll evaluate training based on whether or not your teams achieve these outcomes, outcomes define your training approach’s success (or failure).

3. Pay close attention to the circumstances

When creating training objectives, keep the following in mind. It would help if you examined several factors that will influence the design and delivery of your training program.

The availability of a trained instructor or a suitable facility, for example, can influence how you provide training. Your staff? Are they in-house or remote employees? What is your budget? It will play a role as well.

4. Align your training objectives with your company’s objectives

Base the training goals on observable and measurable outcomes. These results, in turn, must be based on a set of criteria, commonly known as key performance indicators or skill levels. Why? Because the primary purpose of training is to generate business outcomes. Read more: Open source learning management system

5. Jot down your training objectives using the SMART format

When it comes to creating any type of goal – training or otherwise – the SMART approach has long been the gold standard. The process of developing SMART training objectives can be summed up in five letters:

S (Specific): Training objectives must be small and specific. What abilities will be gained by whom, and for what purpose? For each training aim, concentrate on one particular skill or knowledge.

M (Measurable): Learning outcomes must also be quantifiable. This implies that the organization or the department may quantify the acquired ability or knowledge in specific terms, such as a 10% jump in annual revenues.

A (Attainable): This term refers to training objectives that are realistic given the time and resources available. For example, you can’t expect trainees to grasp a complex skill in 20 minutes or even two hours of training.

R (Relevant): Being relevant means that your training objectives answer the question — “Why?” They should have an answer for: “What’s in it for me?” Learners must understand why they are undergoing training and what they may expect to gain from it. Will they be able to improve their work performance due to the skills or information they will gain? Will they be able to apply these skills in the workplace?

T – Time-bound: The time-bound element responds to the inquiry — “When?” A goal without a deadline is said to be nothing more than a fantasy. The same may be said for training objectives. Typically, the deadline is set after the training program. Of course, an additional practice may be required in some circumstances. Read more: Corporate training in bangalore

Conclusion

Training objectives connect a training program to real-world business outcomes. Setting clear, practical, and measurable training goals at the start of the training creation process will go a long way toward assuring your course’s success. The purpose of clear training is not only to answer the audience’s question: What’s in it for me? They also link training to organizational objectives and outcomes that can be measured. A lot is riding on these objectives, so do the wise thing and make them SMART.

In learning and development, learners have to revise important concepts at regular intervals. And this is where refresher training comes into play. A refresher training course ensures that trainees revisit basic pointers from a training session, which had taken place in the past. Now, in this blog, we will try to explain the whats, hows, and whys of refresher training.

The Definition: What is Refresher Training?

Refresher training is simply ‘retraining’. As the name suggests, it is a session, exclusively designed to help learners refresh their memory. It effectively tests if an employee’s knowledge about a certain subject is up-to-date or not. In fact, you can use refresher training for any category of LMS (Open Source Learning Management System) program — especially in compliance and safety training, where companies usually have rules for annual or periodic reviews. Regular sessions ensure that trainees are always updated about the latest knowledge and complex organisational procedures and processes.

Why Should You Opt for Refresher Training?

When you bypass knowledge gaps among your staff members, it can lead to serious errors in the future. There can be miscommunication or worse, ignorance about vital safety rules! Therefore, it is critical to hold retraining classes to refresh knowledge and cover new topics in the workplace. Again, often, trainees complain that they cannot always recall key learning points after the conclusion of a training session.

This is where you need to consider the concept of the forgetting curve. And employee refresher course training diminishes the effect of the forgetting curve on an organisation’s valuable resources.

What Are the Upsides of Refresher Training?

Refresher training for employees contains multiple upsides. It leads to increased efficiency, reduced errors, and leads to a culture of corporate learning. It promotes parity in employee knowledge, excellence, and adherence to safety norms. Timely reviews ensure that you achieve compliance, identify training needs and skills gaps, build employee confidence, have increased employee retention, and achieve awareness of new products, trends, and marketplace information.

How to Deploy Refresher Training in Your Workplace?

There are several methodologies via which you can deploy refresher training in your workplace.

Traditional Classroom Training

In the traditional classroom-style training delivered by an instructor, you can reap the benefits of direct interactions between the trainer and trainees. Learners can ask questions and the instructor can curate the session, depending on the group being taught. Of course, the offline sessions do have their own disadvantages such as expenses, logistics, and accessibility in the midst of a global pandemic.

Virtual Classroom

In virtual classrooms, there is an instructor who delivers training from a remote location by using web conferencing software. We still have the interactivity element between the trainer and the trainees. And employees can attend the session from the comforts of their homes. If you use advanced software, then you can have the option of enabling additional interactive elements such as whiteboarding, surveys, and on-screen drawing — which promote increased engagement levels. There are some disadvantages though like sudden technical issues and the need to schedule the session since it is synchronous training.

Therefore, the best way out is to choose E Learning Management System, which ensures quick content creation and frequent, easy updates. Micro learning is another methodology that delivers refresher training to employees in digestible, bite-sized chunks. Also, blended learning combines the benefits of both online and hands-on training — delivering the best of both worlds.

We have already discussed how to calculate the cost of an enterprise LMS. We have also discussed the pros and cons of an open-source vs SaaS Open Source Learning Management System. Open-source software (OSS) is an effective example of open collaboration. A licensed source code gives users the option to use, study, change, and distribute the software. In EdTech (for both corporates and educational institutions), an OSS LMS can be used for many activities. For instance, blended learning, distance learning, flipped classroom, and e-learning.

Several users opt for an open-source LMS, believing that it is free. But at the end of the day, does it really arrive at zero cost? Yes, the source code of the software is available openly for download and is free to use. But there are certain hidden costs that organisations must be aware of before opting for this solution. And today, we are here to enlighten you about the real, long-term pric  e of the so-called 'free LMS'. Therefore, let's get on with it!

What Are the Hidden Costs in an Open-source Free LMS?

Installation and Customization

It's true that once you download and install a free LMS, you can instantly access the code without paying any additional fee. You can even avail yourself of the user licenses free. However, the issue arises when you decide to get the LMS running. You have to scour for the necessary skills required to install the server. For the purposes mentioned above, you have to deploy your IT team or recruit external experts. In both cases, you end up spending quite an amount of money

Hosting                   

Once you complete the installation and customization processes, you have to think about hosting your free LMS. Users will access the software for learning and corporate training platform. One option is to host the LMS on-premise by buying the specified hardware. The second alternative is to host the LMS on the cloud. Even in the latter case, you need to subscribe to a reliable hosting service.

Technical Support

It's rare for open-source free LMSs to offer dedicated and consistent tech support. You will usually have access to forums, where finding a solution for a time-bound problem is difficult. Since the customization and administration of an open-source LMS is solely your responsibility, you are forced to solve technical roadblocks like de-bugging and upgrades on your own. Again, you will need to invest in a dedicated IT team or external experts to give you timely solutions.

Training and Administration

It's challenging to administer most of the open-source free LMSs. You have to seek expert assistance. And this demands money and a budget. The choice is yours -- do you want to deploy your in-house staff or do you wish to hire an external professional. Will s/he be full time or part-time? Moreover, you will also need to offer the necessary training to your LMS administrators.

Regular Upgrades

After the customization and setup of an open-source free LMS, you have to continually improvise on its features as your organisation evolves. For installing the next upgrade, you spend some extra bucks.

Conclusion

Open-source and free Online Learning Management Systems appear to be the perfect fit when you compare them with a commercial LMS. There are no licensing costs. You even have the flexibility to customise and add features. But they do involve several hidden expenses as mentioned above -- such as setup, hosting, maintenance, and support. If you already have a dedicated in-house team to handle the aforementioned tasks, you can rest assured of lesser costs. If not, it is better to consider all the factors before picking an open-source free LMS.