As a learning professional, you are often required to report on the effectiveness of your training programs. These reports can be used for a variety of purposes, such as monitoring trainee progress, identifying intervention opportunities and collecting compliance data.
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Managing training across a large organisation can be challenging. You have many stakeholders involved on both your side of the table and with training platforms, providers and more!
We understand that this is not only challenging to manage, but it can also be costly and leave you feeling unclear about what exactly you are getting included with your training.
“So, what does your company do then?”
We’ve all been there. You enter a huge industry exhibition with a specific objective from your boss, whether that’s ‘find three potential suppliers for X product’ or ‘find a company that will help us solve Y challenge’, or even ‘find out what the next big thing in our sector will be and how we can beat the rush’. But in reality, it’s much harder than simply turning up, having a few conversations and leaving with a perfect list of vendors and ideas to consider.
The tale of the now-extinct dodo is a sad one. Sadly, not all birds are made equal, and unable to fly, the tasty flightless bird was hunted to extinction. Much like the sad demise of the fateful dodo, not all learning management systems are made equal. If an LMS fails to evolve with the needs of a business and its learners, it will eventually become threatened. Unable to prove its worth in its natural business habitat, the budgetary predators will circle, and the learning platform's survival will be under threat. This is usually down to lack of use, poor user engagement, and poor user experience, as well as a lack of business impact or results.
Are you an employer that offers the bare minimum when it comes to training? It takes more than the mandatory induction training when a new hire sets foot in their new role, and in this day and age, basic training doesn’t cut it for employees. Providing training for your employees shouldn’t stop after the hiring process or initial training period. While we know that the first 90 days are absolutely critical for onboarding, it’s important to provide your employees with continuous training throughout their career to make sure they can grow alongside your company.
Over the past few months, here at Totara, we’ve been busy working on putting together the agenda for the 2018 APAC User Conference hosted in Sydney, 6th-7th June.
The goal this year is to invite some of our Totara advocates who can provide in-depth experience and insight about Totara Learn and Totara Social, so our delegates can gain invaluable knowledge about how others within the Totara community are using the platform.
With GDPR set to hit the EU on 25th May 2018, many organisations will be looking to upgrade their software (including their learning management systems) to ensure it supports GDPR compliance. But even if these new regulations don't affect you and your users, there are many reasons you may wish to upgrade your learning software.
I am lucky enough to be attending my first ever ATD International Conference and Expo in San Diego this May with the Totara team. While you may find me at the stand (#1027) for most of the conference.
You’ve heard that attention spans are getting shorter. You may have even seen some research, like these statistics which suggest that our attention spans are now shorter than that of a goldfish.
With the rise (and rise, and rise) of digital learning, it sometimes feels as though many organisations are abandoning face-to-face training altogether. We have reached a place where some businesses still deliver all of their training in person, while others are shunning it entirely in favour of e-learning, digital performance support and videos.