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Posts Tagged ‘Learning and Development’

Absorb LMS: Zero to Mobile Learning in as Little as Four Weeks

February 13, 2013 Leave a comment

Absorb LMS on an iPadYear after year after year, organizations report that they are in the `planning phase’ of providing mobile learning to their workforce. Spinning wheels without getting anywhere in a persistent planning phase often reflects:

  • An understanding that the initiative is important
  • Complete confusion about how to get it done

You can now cross the `Implement Mobile Learning’ task off your To Do list.

`Ninja’ is the top secret code name for the latest version of Absorb LMS, the multi-award-winning learning management system from blatant^. Absorb LMS Ninja is an innovative and responsive HTML 5-based design that adapts dynamically to any device, be it a traditional desktop or laptop computer, popular tablets such as iPads, or phones.

Lucky for us, this Ninja uses its power for good, not evil.

Find out more about how Absorb LMS can have you delivering mobile learning to your learners in as little as four weeks. Downloading this fact sheet Schedule a demonstration today.

How to Provide Learning to People Outside Your Organization

Increasingly, organizations are expanding their internal learning programs to now include partners, suppliers, contractors, association members, and customers, among others. We’ve just written a case study describing one such scenario.

A company has signed a work agreement with a partner organization. The agreement states that the partner’s employees must be qualified, and certified, before they can deliver their services. As a learning professional responsible for this initiative, how do you ensure that these external learners will get the skills and qualifications they require?

Find out here: Who Are Your & What Are You Doing in My Learning Management System?

More Learning and Development Myths

January 30, 2012 Leave a comment

Richard Nantel, Vice President, Enterprise Learning Solutions, Blatant Media | Absorb LMS

As a follow up to my post of last December titled “The Biggest Myths in Learning and Development,” I asked the following  question within various LinkedIn discussion groups:

What other learning and development beliefs do we hold to be true but probably aren’t?

Here are some of the replies:

Universities are embracing e-learning to extend their audiences to people who cannnot afford to attend their institutions. — Jean-Marc R.

L&D facilitators need to be subject matter experts on what they deliver. It’s their job. — Ray O.

We must evaluate all learning activities and show ROI.  — Ray O.

By sending people off to training, we will get them back in a more productive condition. — Anders B.

Train for knowledge, coach for performance. — Hannah T.

Most organizations that have embraced online learning have no idea what, if anything, their workforce is learning. — James M.

Organizations understand the learning & development needs of their people and organization! — Barry H.

Management training is directly linked to attitude and behavioural change and tangible results. — Graham W.

Training improves on-the-job performance. — Leon N.

Well-trained staff are essential for superior workplace performance. — Leon N.

Effective training is the result of good training courses. — Leon N.

Fascinating submissions, everyone. Thank you.

The Biggest Myths in Learning and Development

December 22, 2011 10 comments

Richard Nantel, Vice President, Enterprise Learning Solutions, Blatant Media | Absorb LMSIn the early 1960s, philosopher Abraham Kaplan and psychologist Abraham Maslow independently described the idea that being in possession of  an instrument affects our perception. The idea, now commonly called the Law of the Instrument, is illustrated in the phrase  “if all you have is a hammer, everything looks like a nail.” 

It’s important to be aware of this law because it gives us a glimpse into how our perception of the world is shaped by our experiences and environments.

So what does all this have to do with learning and development?

My introduction to using computers for learning stems back 25 years to a course I took in university titled “Computers in Music.” I was immediately hooked and began creating simple computer programs to teach music theory. This led to a lifelong career in learning technology as a content developer, entrepreneur, consultant, analyst, and now technology provider. Having worked in the area of learning technology for so long has created certain assumptions. These are the learning and development myths to which I’ve subscribed that are currently being debunked from speaking with organizations daily.

If you’re reading this blog, you may be a learning professional with interests in online learning. You too, may believe the following learning and development myths:

  • MYTH ONE: Most organizations provide some type of training to their workforce

False. A large percentage of organizations I speak with provide no formal training. People join the firm and figure out what needs to be done by shadowing people and asking a lot of questions—likely by e-mail—CC-ing as many people as possible. Consequently, the number one learning tool for new employees is the company staff directory. “I see there’s a guy in the IT department named Mitch. He may know how I should do this task.”

Often, organizations I speak with are trying to address the challenges associated with this approach. It isn’t that they’re anti social or informal learning, it’s just that they’re trying to make the process easier for everyone. They also want to make sure people learn the right stuff instead of old bad habits that have been passed on over the years though we’ve-always-done-it-this-way mentoring.

  • MYTH TWO: Organizations that do provide training have embraced online learning

False. Of the organizations that do provide training to their workforce, a huge number—large and small—are still tackle learning and development the way organizations did decades ago: exclusively by having learners physically participate in face-to-face, classroom-based sessions, either on site or in another location.

If your organization has no formal learning and development initiatives, or if training still takes place exclusively in a classroom with an instructor, you should feel no shame. You’re not alone. Gurus and pundits may have us believing that the biggest challenges facing organizations today is how to migrate online learning to new devices or software platforms. The reality is that most organizations are just looking at how to get started in online learning in a way that produces good outcomes, painlessly.

How Absorb LMS Can Empower Learners to Choose the Learning Modalities They Prefer

October 11, 2011 1 comment

I’m having a great time learning the administration side of the Absorb LMS platform. Absorb has a great portal called absorbacademy.com that contains short, two-to-four minute narrated video clips that illustrate clearly how to perform common tasks such as importing a SCORM course, creating an instructor-led event, generating customized reports, etc.

In one lesson about how to create a survey, I spotted a feature that could be immensely powerful in many learning initiatives. It’s a little checkbox called Link to Custom Field.

With this checkbox selected, you can have each learner’s answer to a survey question written to a custom field in their user profile. (Absorb LMS allows for up to 30 custom fields.) As illustrated above, you could use this feature to find out what learning modality a person prefers. Most importantly, you could then use the learners’ answers to group and enrol people by preferred learning modality.

You can then use the survey data to help plan out the delivery of your content for specific learning programs. If you have good representation across all learning modalities, you could create a blended learning program that allows different individuals to access content in different ways. The result would likely be higher learner satisfaction and potentially better results. To help measure the effectiveness, each group could be asked to complete the same online quiz.

This is just one of the ways you can use the Link to Custom Field feature. You’re only limited by your imagination.

This small checkbox could have a big impact on the effectiveness of learning within your organization.