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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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text 2021-09-06 08:33
5 Practical Tips to Define SMART Training Objectives

 

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.

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text 2021-09-03 07:58
Refresher Training _ What, Why and How!

 

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.

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text 2021-09-02 14:01
How Much Does a Free LMS Really Cost!

 

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.

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text 2021-08-25 07:16
Mobile Accessories Market Poised to Reach US$ 110.6 billion By 2025 | Major Players : Bose Corporation & Philips

Market Slingshot:

The global Mobile Accessories Market scope was appreciated by US$ 68.4 billion in 2018 and is likely to record a CAGR of 7.1% during 2019 to 2025. The global market scope of mobile accessories is estimated to touch US$ 110.6 billion during the forecast period.

 

This is attributed to the ever-increasing inclination on the part of customers toward safe, advanced, and secure mobile accessories. The emerging economies like India are China are the torchbearers in this regard; thanks to smart devices’ growing penetration coupled with extensive research on the count of wireless connectivity.

 

Avail Sample Report @ https://bit.ly/3jbOYHU

 

 

Market Segmentation:

The mobile accessories market is segmented on the basis of type of product, type of deployment, price, and geography. By type of product, the segmentation goes like portable speakers, power banks, earphones & headphones, phone cases, and others. By type of deployment, it says online & offline. By price, it states high, medium, and low. By geography, the mobile accessories industry comprises North America, Europe, LATAM, MEA, and Asia Pacific.

 

Trends:

The latest trend catching up herein is demand for anti-loss keychains. They are able to track the smartphone through the phone’s Bluetooth low energy antennas and GPS. Once user comes within the range of smartphone, the user will get alerted. These keychains could also be used for remotely taking photographs. The other device doing the rounds is “mobile phone charm”.

 

Storage Insights:

Certain smartphones do feature SD card slots (generally smaller Micro-SD variant). Insertion of a compatible SD card in these slots could be used for transferring files from device to device or increasing the phone’s storage capacity. The latest variety over here is the influx of Wi-Fi SD. These cards are capable of moving pictures to an online photo-sharing device or local computer. Plus, certain devices are abreast with USB On-The-Go; by making use of either an exclusive USB micro-B flash drive/adapter for standard USB port.

 

Players:

The players contributing to the mobile accessories market include StuffCool Retail Pvt. Ltd.; Syska Accessories; Belkin India Pvt. Ltd.; Portronics Digital Pvt. Ltd.; Bose Corporation, Sony, Philips, Xiaomi Technology, Intex Technologies, and Samsung.

 

Complete Report Available @ https://bit.ly/2WndwoG

 

Market Segment:

Mobile Accessories Product Type Outlook (Revenue, USD Billion, 2015 - 2025)
    • Earphones/Headphones
    • Charger
    • Power Bank
    • Protective Cases
    • Others

 

Mobile Accessories Distribution Channel Outlook (Revenue, USD Billion, 2015 - 2025)
    • Online
    • Offline

 

Get in touch

At Million Insights, we work with the aim to reach the highest levels of customer satisfaction. Our representatives strive to understand diverse client requirements and cater to the same with the most innovative and functional solutions.

 

Contact Person:

Ryan Manuel

Research Support Specialist, USA

Email:ryan@millioninsights.com

Source: bit.ly/3jbOYHU
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