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text 2022-06-02 13:23
What Are the Leading HR Challenges in 2022 and How to Tackle Them!

In recent years, human resources experts have faced numerous HR challenges, and this year appears to be a continuance of most of those obstacles — with a few fresh ones tossed in for good measure. People were, and still are, complicated, and managing them has always been difficult.

 

This makes HR a difficult task with numerous obstacles. It also implies that detecting and resolving human resource issues is time, cash, and effort wisely spent because people are a company’s most valuable asset

 
Recruiting high talent

 

It takes discretion, time, and a lot of effort to attract and keep the best talent. And that’s

why this counts among one of the biggest HR challenges.

 

You must first understand the job and company requirements to attract the best candidates. However, as work duties and expectations evolve along with the company culture, this task gets more complex.

 

As a result, we recommend starting with where and how you advertise job openings. Using their abilities, industry, and employment level, use the channels your target talent is most inclined to use. You’ll have less effort to put into the screening phase if you attract the correct prospects. Learn more: Corporate training platform

 
Maintaining workforce engagement

 

For decades, human resource professionals have been concerned about employee engagement. Engagement measures were trending upward early in the COVID outbreak due to increased clarity and communication. However, those benefits have been difficult to maintain as the focus has moved to whether or not people would go back to their workplaces.

 
Promoting relationship management

 

Workplace interactions will be more crucial than ever in 2022. One of the numerous HR challenges this year is promoting good partnerships. Businesses are settling back into long-term blended or virtual working models, significantly influencing how people interact.

 
Strengthening corporate training strategies

 

In the modern economy, rapid training and retraining plus upskilling are becoming the norm. However, the workplace is changing faster than the conventional Learning Management Systems can maintain pace.

 

HR practitioners will need to find new training programs and continuous professional development options by 2022. Yes, this is another among the vital HR challenges. In an appropriate training and development plan, you must address rapidly evolving technological expertise and long-term transferrable abilities.

 
Accepting change gracefully and easily

 

Change can shapeshift our surroundings, rivals, consumers, and workplace. Humans are fearful of change, whether managerial, organizational, operational, or technical. Anxiety and worry are common reactions to the unknown.

 

As a result, among the most frequent HR difficulties is the significant obligation to adapt personnel to change. Human Resources Department is responsible for maintaining team morale, contentment, and cooperation throughout times of transition and upskilling individuals to match the business’s evolving requirements.

 
Developing tomorrow’s leaders

 

A team leader is frequently to blame for not all units functioning at the same level. Many individuals consider quitting their employment due to a strained connection with their immediate supervisor. That is why identifying and developing skilled and inspiring leaders is vital.

 

But saying it is easier than doing it. Because preparing existing staff for leadership roles fails when the future leaders are continually departing, which is common in a Millennial-dominated organization. As a result, it’s among the most prevalent HR challenges today.

 
Retaining employees

 

As per a report from the Center for American Progress, turnover can cost organizations anywhere from 16% to 213% of the lost employee’s salary. And now, employees have more job options than they otherwise would have in years, so HR professionals must work hard to keep their present employees – or potentially lose them to a highly competitive job market. e learning management system

 
Promoting a culture of lifelong learning

 

Thousands of employees are leaving their employment today due to a lack of advancement prospects. Training is, without a doubt, the most crucial factor in keeping people engaged, motivated, and loyal.

 

However, that’s only valid if the training is related to their professions, contains exciting content, and is offered in formats that allow for flexible learning. Because ongoing training is required to keep a corporation competitive, employees are frequently bored or overworked.

 

Conclusion

 

Predicting the future corporate landscape is among the ultimate HR challenges. HR challenges will make or break a business as industries and techniques advance, subsequent generations join the workforce, and globalization increases competitiveness. Organizations will leverage their main strength, their employees, to achieve sustained success by staying relevant and consistently identifying and resolving human resource concerns.

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text 2022-04-12 14:24
Demystify Your LMS Reports: 12 Vital Metrics To Look At

 

 

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:

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text 2021-12-30 07:38
Your 7-Pointer To-Do List After Launching Your eLearning Course

Creating an e learning course that doesn’t get the attention it deserves is one of the most annoying difficulties that eLearning developers encounter. You’ve carefully selected each piece of eLearning content and considered every detail of the design. However, you notice that attendance rates are low, sales are down, and you aren’t reaching your target audience after implementing eLearning courses.

 

7 Things You Must Do After Launching an eLearning Course

 

Conduct a Launch Analysis in Hindsight

 

After you’ve finished your eLearning course, please take some time and release it to the audience to analyze the entire eLearning design process. Gather feedback from your eLearning team and determine how you might improve moving forward. You might even discover that there are components of your current eLearning course that you can immediately improve, such as fresh eLearning content found through the continuing study by the Subject Matter Expert.

 

Create a Support Page

 

Following the deployment of the eLearning course, specific online learners may want additional assistance. For example, they should be able to contact IT service if they cannot log in to the eLearning platform using their username and password. Similarly, online students who have difficulty with a particular area may require assistance from their online teachers or classmates. Create a presence on at least one social networking platform where online students can write comments, ask questions, and stay up to speed on eLearning course developments.

 

Make A Promotional Connection

 

Who doesn’t appreciate getting free information? A promotional tie-in can range from a free add-on module to a free eLearning eBook with helpful hints. Online students who have previously enrolled in your eLearning course will appreciate the bonus. In contrast, new online students will be more likely to join if they find the eLearning helpful resource. You can also utilize the promotional item to encourage people to join your mailing list.

 

Continue to Interact With Learners

 

Another issue worth mentioning is the significance of active learning. Students can become more engaged in their learning by relating knowledge to their own (or others’) experiences and applying it to their daily lives through active learning. Here are some suggestions for getting your students to communicate with one another and share their learning experiences: Forums, live sessions, and online group activities are all options.

Use forums to talk about the eLearning course they’re doing, other training, or what they ate for the morning! Anything that stimulates and communicates will suffice, and that’s exactly what we’re looking for. All the better if you can get a handful of thought leaders from your company to participate in the forum.

 

It Should Be Promoted

 

So, before your course goes live, you should start promoting it. You must, however, maintain the momentum. Once it’s live, you’ll need to ramp up the promotion.

 

Even if you’ve produced a stunning, functional, and practical eLearning course, you can’t hide it in a dark corner or bury it deep within your LMS’s murky depths. It would help if you communicated it to your audience, giving an “elevator pitch” on why it is worthwhile. Oh, and automatic email from the online learning management system with the subject ‘new course available’ does not count.

 

But what other options do you have? Well, you have a few options, and knowing how to use them can help you enhance student engagement, course participation and ultimately deliver a return on investment for your company.

 

Organize a Virtual eLearning Conference

 

One of the most significant drawbacks of eLearning, particularly asynchronous eLearning, is the lack of a social component. The lack of a “face” that online learners can associate with the eLearning course, as well as a human element, may deter them from enrolling in the first place. This is especially true for more extroverted online students or those who require a boost in the drive. After implementing eLearning courses, you should hold at least one virtual eLearning event so that online learners can connect with peers and facilitators.

 

Analyze Learner Feedback and Analytics

 

Examine the results of all your eLearning surveys, focus groups, and interviews for patterns and trends. Are online students satisfied with their eLearning experience as a whole? Do they think there are any areas of the eLearning course that could be improved? What aspect of the eLearning course do they enjoy the most? It would help if you also looked at your existing Learning Management Systems and website analytics. Determine whether any components of the eLearning course design are too tricky or not tricky enough.

 

Read more: corporate learning

 

Conclusion

 

Your audience will benefit significantly from your eLearning course if they locate it. Promoting your eLearning course is critical, as is utilizing the eLearning feedback you currently have to improve its marketability. Make sure your eLearning course gets off to a good start with these 9 suggestions and strategies.

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text 2021-11-24 11:18
6 Counter Strategies to fight Online Learning Fatigue

 

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!

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text 2021-09-09 07:28
Switching to a New LMS? What Are the Factors to Consider?

 

If you are reading this blog, it means you already have an LMS in place -- to address your corporate training needs. However, if you are considering to embrace a new E Learning Management System, your current software must have certain downsides. But will the new LMS be sufficient in closing the gap areas? After all, when you introduce a new system to your workplace, you need to ensure that your employees learn and embrace the software within the required time frame. Again, you will be required to transfer your old legacy content into the new LMS.

 

Therefore, to make sure that your switch to another LMS is the right decision, you should keep some important factors in mind. And our blog will help you in making the correct choice.

 

Five Factors to Consider When Switching from Your Old LMS to a New One

 

Identify the Gaps in Your Existing eLearning Management System

 

You are advised to kick off your LMS search by first researching the gap areas in your current LMS. Have detailed discussions with your trainees, content developers, designers, and the L&D leadership. Only then, you can shortlist the key pain points in your existing Learning Management System. Now, you can think of making the switch -- by establishing the main criteria for success. When your end goals have clarity, choosing a new corporate training software should be easier.

 

Compare the Features You Have Vs. the Features You Want

 

Your current LMS must have some features that are highly essential for the operations of your business. Now, make a list of those features that don’t have much impact on your overall learning culture in the company. Create a comparison table and then, start your new Learning Management System shopping process. You cannot neglect a software just because it does not have a certain function. There is a good chance that there may be an alternative or you may simply not require that feature.

 

Consider the Engagement Quotient

 

This is an important consideration. The contemporary time-crunched, modern workforce won’t enroll in an eLearning Management System that is boring. Therefore, your new LMS must allow you to curate content that’s engaging. Check if the software has interesting features like gamified quizzes, feedback-based assessment systems, reward-oriented courses, and multimedia for enhancing the visual experience. Your courses should also be mobile-optimized and must be developed in brief, micro-modules to enhance the absorption and retention rates.

 

Check the Option of New Content Creation

 

Make a list of all the content creation features that are not present in your current LMS. Creating new corporate training modules uses a lot of resources. See if your new LMS has the option to re-use old and existing legacy content. Again, check if the new LMS allows you to create rich and interactive content. Finally, make sure that the new platform has the option to allow the migration of content, users, and enrollments from the older version.

 

Consider the Time and Cost

 

Finally, consider the overall time that is estimated for the switchover. Hence, invest enough time to calculate the number of days that would be required for the transition process. Also, the total cost of ownership for an LMS includes licensing and infrastructure expenses + additional costs. You will need to consider the expenditures involved in training users, managing content, and creating reports. Pick an LMS that makes these processes more efficient as compared to your old LMS.

 

Well, that’s it. If you think that there are any important factors we have missed out, do not forget to leave a comment below!

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