Appraisals can a bit awkward at the best of times - it’s always a bit weird to sit opposite your manager and have them assess your performance from the entire last year. Sometimes it feels like one or both of you are winging it, and haven’t come prepared with topics to discuss, which can make the whole exercise feel like nothing more than a box-ticking exercise.
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Now we’re firmly in Q4, many of us will be starting to reflect on the year gone by. As things start to slow down at the end of the year, it’s a great time to take a look at our analytics and explore what has worked well, what has worked less well and how our learning programmes are performing overall.
Most people can probably recall at least a handful of times in high school or university where they stayed up late 'cramming' for an exam, despite having sat through hours of lectures over the course of an entire semester and perhaps even having read a textbook on the subject. It’s not that we have horrible memories. In fact, our brains are hardwired not to remember.
One of any L&D professional’s key concerns will be delivering an effective learning programme on what inevitably feels like a tight budget. When you’re accountable for both a training budget and learning outcomes, which may include high-consequence compliance training, it’s essential that you’re spending that budget wisely - especially when you’re constantly being expected to do more for less. So the next time you’re reviewing your L&D budget, what are the key things to consider?
Time after time, we hear stories about organisations who sign a lengthy contract with a learning technology provider, only to find that a year into the contract, their requirements have changed to the extent that the learning platform or software no longer meets their needs. These organisations usually end up locked into expensive contracts for systems that just don’t do what they need them to do, and if the technology is proprietary, their hands are tied - they’re trapped by a classic case of procurement failure.
The Totara team is looking forward to its trip to Las Vegas in a couple of weeks for DevLearn 2018, and this year our plans are bigger and better than ever before. CEO Richard Wyles will be attending, as will members of the US and UK teams and, for the first time ever, the Totara Community team will be joining the Totara Village to demonstrate how we’ve created a truly global, dynamic learning community.
‘Getting the right people in the right job is a lot more important than developing a strategy’, according to Jack Welch. If hiring talented people is the number one concern for most organisations there is more to talent management than recruitment, it goes right to the heart of the organisation.
There have been A LOT of articles in recent years threatening the possibility of robots taking our jobs (and there’s actually a whole website dedicated to helping people find out how at risk their job role is - as a marketing manager, my risk of replacement is a reassuringly low 1%... for now).
Anyone who has ever used a proprietary LMS will know what a pain it can be to make it your own - if it’s even possible. The costs for requesting one extra feature or piece of functionality can stack up fast, and it can be a time-consuming process coming up with workarounds for what’s already there. That’s why at Totara, we believe in giving organisations the freedom to innovate, so you’re free to customise your LMS with plugins and advanced features. Totara Learn is built to adapt to you so that you can customise without compromise.
So, how does this work?
You may have spotted that we’ve been working away behind the scenes this year to improve the Totara Community. Our Totara Community team have been busy creating loads of new free content, launching webinars and hopping into the forums to ensure that we’re constantly improving our offering. Thousands of you have already signed up, but if you haven’t yet, here are five reasons to join the Totara Community.