Josh Bersin, founder of Bersin by Deloitte, once stated: “…the LXP market itself is now over $350M in size and more than doubling every year.As opposed to an LMS, an LXP differs in its modes of content control and learning trajectory.LXP: The Key DefinitionAs per Valamis: “The Learning Experience Platform (LXP) is a consumer-grade learning software designed to create more personalised learning experiences and help users discover new learning opportunities.By combining learning contents from different sources, recommending and delivering them with the support of Artificial Intelligence, across the digital touchpoints, e.g.This highly customisable solution seamlessly manages digital disruptions and promote increased user engagement — by allowing learners to interact with the platform.Content Control in LXPsLMS administrators have full control of all the content in an LMS.S/he holds the responsibility of approving or rejecting posts submitted by users.LXPs serve the concept of content aggregation.
In one of our earlier blogs, we have discussed the ‘9 Questions to Ask Your Vendor Before Selecting an LMS’.If you have read it, you would know that one of the queries is enquiring if your vendor offers a demo or trial of their Learning Management System.Irrespective of your business sector, company size, or training requirements, it is vital to ask these seven questions during an LMS demo — to understand if the platform is suitable for your organisation.1) What is the pricing structure?Your overall budget, which you have set aside for your training needs, determines the price that will be right for you.Several LMS solutions like PlayAblo offer flexible pricing, driven by content requirements and the number of learners.Finally, pick a learning solution that makes the most sense.2) What is the LMS implementation process?A shift to a new solution will be met by some resistance from your management and teams.Therefore, it is essential first to gauge if your organisation is ready for a new LMS.
The global eLearning market size is set to exceed USD 375 billion by 2026, according to a research report by Global Market Insights, Inc.Yes, especially after the COVID-19-induced work from home mandates current educational landscape is going through a massive revolution.After all, eLearning leads to increased retention levels, fewer costs, and self-paced training.So, should you consider online learning management system methodologies as your next training model?Moreover, even with fewer hours spent in learning, there is no compromise in quality when replacing offline classes with online programs.Retention RatesThe Research Institute of America reported that eLearning leads to knowledge retention rates ranging from 25% to 60%.As a result, IBM saved $200 million, which accounted for around 30% of their previous training budget.” [Source].
By delivering high-quality franchisee training.Leading franchisors dedicate a considerable amount of resources and money to creating the perfect franchisee onboarding training program.A robust, comprehensive, ongoing learning solution should produce the desired results like meeting corporate training platform goals, reduced training cost, less training times, boost in sales, and decreased turnover rates.Therefore, today, let us examine the elements that make a successful franchisee training program.We will also see how eLearning plays a crucial role in reaping the benefits of a comprehensive franchisee onboarding process.What Should You Consider While Designing a Franchise Training Program?For instance, after educating your franchisees about the significant, basic tasks, follow it up with soft skill sessions — such as communication, leadership, and solving conflicts.Offer them resources to solve issues through on-time, flexible learning sessions.These measures boost engagement levels and enhance retention rates.
Again, these segments have their sub-sections.It would be best if you considered the diverse and global learning needs of your employees.Some of these challenges include improving talent retention, delivering new products and services, and boosting the market share.Let us now understand some of the issues faced by the telecom industry when it comes to learning and development.Delivering real-time, contextualised, and personalised learning support to employees:Since the telecom industry is constantly evolving with innovations and technologies, corporate training platform needs to equip employees with real-time knowledge they can apply on the job.The diverse needs of the industry’s global workforce require that the learning sessions are also highly customised as per individual requirements.Encouraging self-development:The modern employee aims toward self-development, and this behavioural trend applies to the telecom industry as well.Although technology plays an essential role in disseminating knowledge, it is content that makes the difference.Building effective programs with the understanding that “One size does not fit all”:Here, again, we need to consider the concept of personalised training modules.
The world of supply-chain is constantly changing.And we will also explain how corporate learning can address these issues.Effective learning that addresses real-life problemsEspecially when it comes to the logistics industry, prolonged and generic or only theoretical training sessions do not suffice.You can also consider including mathematical models in your modules to help employees understand and predict logistics performance before practically applying the acquired information in real-life scenarios.The right way to incorporate all of the resources above is to go for a blended corporate training platform model, a mixture of offline and online learning sessions.This is where the concept of microlearning and mobile training comes in handy.Short sessions that focus on only the “need to know” items aid learners to concentrate only on that information, which is required to complete a particular task.On the other hand, mobile learning, which is accessible anywhere and anytime, allow employees to absorb knowledge on the go — without wasting time at their workstations.This technique translates to an apt balance between effective knowledge transfer and overall productivity back at work.
“As businesses around the world postpone and cancel in-person meetings in response to the novel coronavirus (or SARS-CoV-2), which causes the COVID-19 disease, workplace learning is emerging as one of the earliest and hardest-hit business activities.Do you recall the quote from A Tale of Two Cities by Charles Dickens?It was the best of times”.Due to the pandemic, companies are changing their products, solutions, SOPs, and working models.However, unless the employees get trained on the changes, it will be increasingly difficult to adapt to the new normal.Digital and virtual learning programs had already started gathering momentum before COVID-19 struck.Again, a SaaS-based LMS does not require you to install or build out from scratch.
Therefore, this means that L managers must be aware of the latest trends in online training.To help you out, here is a rundown of the top L challenges that the management will need to overcome in 2021.7 L Challenges That L Managers Need to Look Out For in 2021 1.Swift Upskilling and ReskillingWith the rapid shift to remote, work-from-home options, the need to reskill employees has seen a sudden rise — to adjust to the new normal.Moreover, the workforces are now spread out in varied destinations and speak multiple languages.Agile learning methodologies, which focus on speed, flexibility, and collaboration, are the future of L It will allow the management to timely resolve skill gaps and ensure that there are no obstacles in achieving business goals.2.Performance-oriented TrainingLearning without any tangible output does not hold any meaning.Another of the L challenges faced by Chief Learning Officers is to prove to the management that the e learning management system methodology they choose can produce measurable results.
Following a 169-per cent revenue increase in the first quarter, year-over-year revenue growth accelerated to 355, 367 and 369 percent, respectively, in the second, third and fourth quarter.”Why?Despite this enormous change, not all organisations have refined their skills when it comes to video training best practices.At times, it is also a great idea to include your name or organisation.And please don’t forget to put on trousers!Clear your device so that learners do not see your social media interactions while delivering the class.Many trainees want to go through the materials before seeing them on your screen.
A full-fledged LMS not only boosts employee productivity and efficiency but also translates to an increased ROI.Hence, it is critical to pick a solution that best suits the needs of your organisation.However, there are several other questions that you should consider asking your vendor before deciding if they are fit for a long-term relationship with your firm.So, let’s get started!Does Your LMS Have All the Features I Need?The list of must-have features is specific to and differs according to the organisational needs.For instance, when you talk to your vendor about the required features, you should consider factors such as your workflows, the learning environment, customisation, personalised learning modules, content libraries, built-in content creation tools, integration with third-party software, gamification elements, and live classes/webinars.It should come with customised home pages designed to suit your learners in your environment following your workflows.
And while the year has ended, there are no signs of the confusion coming to a halt anytime soon.In fact, during this period, “Employers hiring people to work from homes has increased by 3 times compared to the time before the lockdown”.With corporate increasingly embracing the virtual working model, learning and development teams have resorted to new training tools — to meet the changing demands of their learners.Of course, this shift means dedicating a considerable amount of resources — time, money, and workforce to enterprise learning.Additionally, research has proved that a significant chunk of companies who had been planning to Fastrack their L expenses before the pandemic is now hell-bent on spending even more cash on training initiatives.However, here is the thing.You’re going to need to show stakeholders that increasing the L budget will yield a return on investment for the business.In short, when you justify your investment in a training program, you have to do that with proof.Let’s explore this in more detail.Why Should You Measure Training Effectiveness?Measuring training effectiveness lends you deeper insights and generates metrics, which help you separate an efficient learning program from an inefficient one.
The requirements may include the learning style, individual interests, and personal schedules.Yes, with the constant evolution of technology, the need for on-demand online training has also sky-rocketed.In fact, remote trainees prefer to have control of their own learning, in contrast to traditional classroom structures.Now, with the help of a subscription-based LMS like Playablo, L teams have the option to distribute courses, based on which skills need to be acquired by a certain learner group.You can allocate training modules to your employees when you understand what knowledge they will need to complete a specific task.For this purpose, you have the option to pick auto-subscribing courses.As we already mentioned, the contemporary employee has his/her own individual interests.
In learning and development, learners have to revise important concepts at regular intervals.As the name suggests, it is a session, exclusively designed to help learners refresh their memory.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.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 ClassroomIn virtual classrooms, there is an instructor who delivers training from a remote location by using web conferencing software.
In fact, according to recent research, “71% of Millennials say they connect more with mobile learning than L activities delivered via desktop or formal methods.”Yes, the modern employee is so used to the smartphone and accessing information at his/her fingertips.You need to consider multiple other factors.Hence, to help you out, here are our 10 hand-picked best practices to create learning courses for mobiles.1.Increase the Loading SpeedOn a phone, learners are prone to abandoning a course if it takes too much time to load.In other words, you should opt for microlearning.You need to keep in mind that mobile learners do not expect to see all the critical content as soon as they land on the screen.
The young generation is the digitally native Gen Z and Gen Y.While the former comprises people born between 1995 to 2015, the latter, also called the Millennia’s, consists of individuals born between 1980 and 1995.Millennia’s, currently, account for the largest chunk of employees in companies.At that number, a high rate of labor force participation would be needed to reach a labor force of 66 million.” The same applies to the Gen Z-ers as well, who are rapidly taking up new positions in companies.With this gradual transformation in workplaces, we need to be clear about one thing.They are so tech savvy that their entire world lies online -- on their mobile devices, iPads, desktops, or laptops.They also have distinct learning styles.
In fact, the “E-Learning Market size surpassed USD 200 billion in 2019 and is anticipated to grow at over 8% CAGR between 2020 and 2026.”However, there are certain principles you should follow while creating the perfect e learning management system course.Thou Shalt Incorporate Gamification ElementsWhen you incorporate gamified software to disseminate knowledge and offer training, the trainee’s interest component multiplies.Micro-learning segments information into small logical chunks — improving absorption and retention.4.Thy Knowledge Delivery Shalt Be ConsistentA consistent course is always more efficient since it allows learners to follow the instructions and gets rid of potential distractions.Now, when you say consistency, you should consider both the look and content of your course.The colors, styles, and logos you use should all match your client’s branding.This is because most programs are conceptualized simply to tell us what to do.
However, a one-size-fits-all concept never works for corporate learning.With so many alternatives available in the market, choosing the right learning solution can become overwhelming.Therefore, to help you out, we have compiled this guide to pick the best training method for your needs to suit your requirements.The 5 Most Popular Employee Training MethodologiesYou can segment training tools for your workforce into two major categories - traditional and modern.It attempts to engage employees in their learning journey.Certain elements incorporated in this training model are simulations, scenarios, role plays, quizzes, and games.On-The-Job TrainingOn-the-job training demands the employees involving actively throughout the learning process.
New tools and technologies, changing workplace learning trends, a new generation of employees, and a global pandemic.They start enjoying every moment of their ‘learning’ sessions (sometimes, maybe, unknowingly!).It translates to increased course retention and completion rates.A full-fledged training session enables your workforce to understand their job roles better.How Can One Gauge the Effectiveness of eLearning?To gauge the effectiveness of eLearning, you must first be sure of your end objectives.Additionally, video content and crisp microlearning sessions are other ways to keep trainees vested in workplace learning.8.
Value for cash” –Patrick Campbell.True, right?And the first-time implementation price of an LMS does indeed seem intimidating.First-Time Cost of LMS: Where to Begin?Now, here are some wise words.Before you begin to panic after glancing at the numbers, take a step back and analyse your existing costs, incurred due to current problems.First up, figure out the costs associated with the current issue.Secondly, calculate the expenses incurred in implementing the new solution.When you have both these figures on paper, it will be much easier to convince your management.
According to the 2020 LinkedIn Workplace Learning Report, “The budget for online training has increased by 58%, and organisations are spending significantly less (by 37%) on classroom ILT.” This statistic applies to eLearning in manufacturing and the topic we will be addressing in this article.We have you covered!5 Strategies to Incorporate eLearning in Manufacturing Organizations 1.Understand Your Organization’s Learning GoalsBefore you even kick off the process of searching for an eLearning in manufacturing software, you should first understand your organisation’s learning goals and what the strategy is for reaching them.For instance, you should ask your team: how does your learning and development program help your organisation reach those goals.Discuss the Focus PointsYour overall learning strategy would help if you also concentrated on addressing eLearning in manufacturing’s focal points.Will you be training only your employees or the extended enterprise, including contractors, vendors, visitors, suppliers, and customers.It is also necessary to consider the end use of the online components of your training program.You can also think about using your online learning courses along with other training activities to create a blended corporate learning solution.