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.
Recent blog posts (Elearning)
Worrying statistic time - did you know that only 5% of organisations believe that their L&D strategy is very effective in helping them achieve their business goals?
Just starting to get to grips with Totara but need a bit of help?
Totara Partner Lambda Solutions has released a series of webinar recordings to help you get to know Totara, with topics ranging from system integrations to compliance to selecting the right LMS and more. Take a look at the videos below to learn tips, tricks, and best practices for using key features and functionality in Totara.
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).
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.
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.
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.
Many people believe that the LMS stops with their employees. Once all of the people who work at your organisation have received their mandatory compliance training, and perhaps some extra soft skills or product knowledge training, that’s where the learning stops, right? Well, not necessarily. More and more organisations are realising that they could be doing more with their learning management systems, and are opening them up to the extended enterprise to improve skills and knowledge in their wider networks.
Off the back of Europe's biggest L&D exhibition and conference last week, Learning Technologies, lots of people will be busy frantically researching all of the big buzzwords they heard at the event. Every vendor wants to be seen to be ahead of the curve, and the vast range of e-learning trends touted as 'the next big thing' can be overwhelming.
It’s easy to see how the e-learning environment has grown and evolved into the platforms we’re seeing today. Not only is it simpler, but learners are able to take courses in their own time, without being in a training room, and the learning process moves faster than it would in a traditional environment. What’s more, with so many learning management systems (LMS) on the market, companies can easily find something that matches their training needs and budget.