As a long-standing fan of Alison Green’s AskAManager website (dedicated to all sorts of workplace issues, from lunch-stealing colleagues to holding awkward conversations about performance), I was interested to spot an email from a reader the other day entitled ‘Is it really okay to use my company’s e-learning portals?’ (question #5 at the link).
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From micro-learning and informative, how-to videos to self-directed learning features, as the landscape of learning management systems (LMS) evolves, the objective for most organisations using the technology remains the same: to improve user engagement and increase skills to ultimately boost revenue.
The debate about whether vendors can thrive and scale if their primary outputs are freely licensed continues to brew nearly two years since I wrote about the topic.
Social learning happens every day, both in and out of the workplace. If you've ever tweeted a question like 'How do I tune a ukulele?', read forum replies to find out about a health condition or asked a native speaker of a language to help check your grammar, this is all social learning in action. Most of the time we don't even think about these as learning activities - they just happen as part of our normal lives.
Digital transformation is at the top of almost every board agenda today. There’s no denying the potential risks - and opportunities - posed by the impact of technology on our organisations, because change can now happen in the blink of an eye, and not being equipped to deal with that change can be catastrophic for a business. Consider major organisations such as Toys R Us, Barnes and Noble and licensed taxi services, all of which have suffered at the hands of more innovative competitors.
Managing an LMS can get complicated quickly. Whether your company is implementing one for the first time, has migrated systems or is looking to give your current learning platform a new lease of life, there are a couple things you need to do in order for your LMS to thrive. And one of the best places to start is by providing your team with right foundation.
“Our LMS stopped working for us months ago, but we’re tied into a three-year contract, so we’re stuck with a platform that doesn’t work for us anymore…”
“We chose this learning platform because we were told it had the most features on the market, but now we need a specific feature to meet our needs we’re being told we can’t have it until it’s on the vendor’s product roadmap…”
E-learning content comes in all shapes, sizes and formats, with endless combinations available to suit any organisation’s needs. From relatively straightforward health and safety training to more complex, company-specific internal process training, it’s important to think carefully about the type of e-learning content you want to include in your learning programme. In this post, we’re going to take a look at the key differences between the two to help you decide which could work best for you and your learners.
A common issue organisations run into when they invest in a new LMS is a lack of user engagement. For many businesses, their LMS will be the most expensive part of their learning strategy, but just because you’ve spent the money, that doesn’t mean your job is done - in fact, far from it. A comprehensive launch and internal marketing strategy can spell the difference between LMS success and failure, so we’ve put together some ideas to help you make the most of your learning platform.
With the recently implemented GDPR a hot topic, user data management is only set to become more important over the coming months and years. Users of systems both in and outside the workplace are becoming increasingly savvy, especially when it comes to their personal data, so whether GDPR applies to you or not, it is very possible that you will see an increase in the number of people wanting to know what personal data you store about them and how you use it.