Why is eLearning the new normal? New tools and technologies, changing workplace learning trends, a new generation of employees, and a global pandemic. Well, these are just among the many factors that have pushed E learning management system to new heights. But, since online training is an evolving process, you need to be aware of the latest FAQs that drive this market. Based on our customers' conversations and demos, we have compiled this list of the top eLearning questions that you need to answer before embracing this model for your organisation. Buckle up!
Choosing between ILT and Online Training is a burning question -- should you opt for instructor-led training or self-paced learning. Well, several factors rule the answer. One of the significant upsides of instructor-led training is that it's interactive and has a personal touch. Learners can post questions to the trainer directly and get instant answers. But, it does come with rigid schedules and proves to be expensive.
The simple answer is NO. Training plays a critical role in ensuring employee satisfaction and productivity. Workplace learning gives a structure to knowledge dissemination, strengthens company culture, and ascertains no skill gaps. Moreover, certain types of training, like compliance and safety training, are mandatory.
When you include gamified software in your workplace training, you ensure that your trainee’s interest component multiplies. They start enjoying every moment of their ‘learning’ sessions (sometimes, maybe, unknowingly!). It translates to increased course retention and completion rates. The result? A super-efficient and high-impact corporate training platform!
Learning is time-consuming. At times you may even wonder. Is it worthwhile to invest so many hours in training when you can use that time to hit deadlines and complete milestones? However, here is the thing. A full-fledged training session enables your workforce to understand their job roles better. They can perform more efficiently in their tasks. In short, workplace learning is not separate from the job. It is a part of your company culture.
You might often wonder -- should you encourage workplace learning in company-owned or individual gadgets? When you use corporate laptops or smartphones, you ensure that your sensitive company data is in a safe environment. You have the liberty to install all the required training software on the devices. Since you are already aware of the system requirements, your learners do not have to worry about being tech-savvy or their gadgets crashing in the midst of a session.
To gauge the effectiveness of eLearning, you must first be sure of your end objectives. Some of the key metrics that your LMS should measure include attendance rate, course completion rates, performance assessments, test scores, and learner engagement.
With the reduced attention spans of the current workforce, you must keep the engagement levels high in your eLearning sessions. So, how do you ensure that? Add interactive elements and create in-course quizzes. Quizzes allow learners to test their knowledge and re-visit the training material if required. Additionally, video content and crisp microlearning sessions are other ways to keep trainees vested in workplace learning.
For eLearning, rich media serves as an integral part of the course structure. That is what makes courses exciting and appealing to learners in the absence of a physical instructor. They comprise animations and interactives to various levels of sophistication, visuals and narration. These components make your training programs more effective and enjoy learner appreciation and support.
eLearning should enable employees to have active participation in workplace training. What does this mean? They can serve as content creators for other staff members. They have the liberty of publishing and sharing information, documents, reports, analysis with others. And this is where social media comes in. A social environment enables learners to assess others' contributions by posting comments and opinions, generating a debate on professional issues the employees themselves choose as priorities.
Having a customised eLearning platform guarantees that the tailoring of functionality to your needs over time. As your company grows, your LMS (online learning management system) must be flexible enough to allow the incorporation of new features. However, customised software comes with a significant investment in time, resources, and money. If you wish to slash your costs, you can always purchase a license to use platforms that already exist in the market.
Of course, you will have several questions when you decide to opt for an eLearning platform. However, we hope that our blog will at least help you in getting started! When you pick the right workplace learning model, you can create successful online courses!
“Pricing is the exchange rate you put on all the tangible and intangible aspects of your business. Value for cash” –Patrick Campbell.True, right? When we say ‘pricing,’ you should know that it applies to your company’s segment. And this applies to your open source learning management system as well. An LMS is a considerable expense, which MUST yield good. Return on Investments Although learning drives innovation, growth, and taps into unrealised revenues, it does have a price tag!
But why to fear when we are here? First and foremost, let’s get this fact straight. Moving to an online learning platform always has a positive impact on your L&D budget. However, before considering the long-term cost benefits, we understand that you would be concerned about the upfront costs. And the first-time implementation price of an LMS does indeed seem intimidating.
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. Therefore, how to get started? 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. Once you have identified the tangible expenses connected to your current model, it’s simpler to browse through the different LMS platforms — and pick one that best suits your needs.
Start by asking these questions. If you invest in a new best corporate training platform how much additional revenue can you draw from your clients? What’s the current turnover rate – thanks to low engagement and a poor user experience? How much cash do you lose when you lose an employee or partner? What’s the time consumed in administering this platform each week. The total hours include enrollments, reporting, creating content, uploading content, sending notifications, and sending out materials, among others?
Once you have the answers to all of the questions mentioned above, you should see if an automated learning program will solve them. Each of the aspects, as mentioned earlier, has revenues attached to them. Hence, you should take them into account while deciding how much to spend on LMS software. A thorough cost analysis of the problem is necessary before you go ahead and check out the cost of LMS.
Each LMS vendor provider follows a distinct pricing model based on the number and complexity of features. For instance, the pay-per-user model demands users to pay for the corporate learning platform regularly — whether they use it or not. On the other hand, pay per registered user models, as the name suggests, follow a similar pricing structure as SAAS AKA Cloud LMS space. What happens here is, organisations need to pay for the LMS according to the number of users who have a login and password. However, it does not necessarily mean that all of the users are consuming the content.
Finally, the pay per active user model is the most economical cost of the LMS structure. Why? It only demands payment for the people who use it. Yes, the LMS pricing models differ, depending on the vendor. And you can understand the costing structure by looking at the billing cycle or charge per month per active user.
Finally, when you calculate the cost of LMS, have a look at the agreement length — which usually ranges from one to five years. We would advise you to seek the middle ground, i.e. a three-year contract — since a shorter term translates to a price increase soon. Again, a longer term is recommended when you have full faith in your vendor and want to develop a lasting partnership. Summing it up! Since you now have a detailed understanding of the different pricing models and added costs, it is time to kickstart the shopping process. All the best!
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. So, when it comes to digitally training your employees, especially in the manufacturing industry, your first question might be: “How are you going to make that shift from offline to online classrooms?” “What are the special features to be considered, especially for eLearning in manufacturing?” Worry not! We have you covered!
5 Strategies to Incorporate eLearning in Manufacturing Organizations
1. Understand Your Organization’s Learning Goals
Before 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 a manufacturing company, the end objectives differ from other industries. For instance, you should ask your team: how does your learning and development program help your organisation reach those goals.
Your overall learning strategy would help if you also concentrated on addressing eLearning in manufacturing’s focal points. For instance, who is your end audience? 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. Here, you have to take into account two components – your learning management system (LMS) and any online learning courses you use in addition. You can also think about using your online learning courses along with other training activities to create a blended corporate learning solution.
Give the following some critical consideration too. Finalise your different LMS administrators. Distribute the powers and privileges among them. Next, identify your learning population – employees, extended enterprise, or clients? Will you give your learners the option to upload and share employee-generated learning content? Again, do you want employees to see and complete only formally assigned training? Or, do you want them to have access to your entire training library?
The next critical consideration is to finalise your learning tools. What will your LMS include? Do you want to incorporate elements that support mentorship, discussion boards, and other similar collaboration types? Will you embed external learning content via a learning curation platform? What about an LMS that has artificial intelligence to enable customisation of training assignments. Can you make training recommendations for individual employees? Finally, do you wish to choose an LMS that comes with compatible mobile apps for mobile learning and mobile performance support?
The last step is to take a call on your LMS features. Do you want your E Learning platform to be network installed or Cloud-based? Where do you want to deploy your LMS — on your work network or the cloud? Consider the user interface. An easy interface and user experience are acceptable. A tricky, complicated, non-intuitive one delivers a poor experience. Additionally, it would help if you also kept a lookout for reporting features.
You must ask your LMS vendor about customer support. Again, how frequently does the LMS provider update their LMS? And how do they do it? Additionally, when it comes to elearning in manufacturing, you should probably also consider how you would use your LMS for compliance-based safety training.
If you are from the manufacturing domain, you will reap the benefits of detailed research. Take some time and determine what you want your new LMS to do. Finally, settle on the best learning management system (LMS) for your manufacturing training needs.
The past paves the way to the future. And this holds for learning as well. Now, when you ask, what will learning and development look like in 2021, you need to take a step back and think. How did 2020 revolutionise corporate training? Well, for starters, so many people have resorted to working from home.
New tweaks in the corporate learning modules helped manage several of the changes mentioned above. Therefore, how can we expect the learning and development trends to drive workplace training in 2021? Well, let's begin!
The shift to online learning has witnessed a gradual surge in the recent decade. Digital platforms are the go-to option for companies that believe in-person training sessions are a thing of the past. It is tedious to rely on instructors and conferences for knowledge dissemination.
Research from Brandon Hall Group proves that before the pandemic, 96% of companies provided instructor-led training. Again, as per the Training Industry, most learners said they prefer training delivered in person. But these figures have changed drastically after the health crisis. Companies switched so fact to digital learning platforms in 2020 that it's inevitable for this trend to continue in 2021.
In 2020, a significant chunk of the workforce found themselves working from home. They were compelled to learn new skills. The shift made employees realise their technical deficiencies. And online training helped in addressing these skill gaps. Now, in 2021, one of the significant opeen source learning management system and development trends will be to manage change. New training tools will be used to help trainees adapt to new situations and succeed.
3) Tweaks in Customer Training
Not only companies but even customers have adapted to the new normal. Currently, organisations cannot communicate with their clients using traditional ways. In the good old days, buyers had the option to try or test products in person. However, now, they may not feel comfortable in brick and mortar stores. Since online commerce has become a go-to alternative for several buyers, companies will rely on learning.
4) More Focus on Reskilling
2020 had witnessed an immense transformation in organisations’ personnel needs. The new wave of digital training will focus on the requirement to reskill and upskill employees -- who may be assigned roles that didn’t exist in the past. Ginni Rometty executive chairman of IBM, was interviewed on Fortune’s Leadership Next Podcast. She compared the upheaval caused by COVID-19 and remote work to flipping a deck of cards. She explained how everyone will not land at the same spot as before.
Changes in job profiles and the way of working mean a difference in the existing
employee skill sets. And in 2021, skills will become more critical than ever. Soft skills AKA people skills include determination, communication, punctuality, and the ability to learn. Research reveals that companies are increasingly looking for talents like teamwork, communication and time management.
Yes, 2020 had brought in a gamut of challenges to the corporate world. Working from home is not a cakewalk. Moreover, it becomes even more complicated when one needs to work and take care of the family at the same time. Corporate Training Platform can help by equipping professionals with the necessary know-how, required to deal with challenging situations. Also, proper learning goes a long way in managing stress and communicating that companies value their employees' well-being.
So, you are here. And since you have reached this page, we are sure you have decided to ditch your traditional training methods and make the much-awaited move to E learning management system. Now, your next question might definitely revolve around the most important aspect - budget. Before we address this question, let's first get some facts straight:
A study by Karl Kapp and Robyn Defelice states that the time required for producing one hour of distance learning materials is around 90-240 hours. On the other hand, Chapman Alliance suggests that an hour of eLearning costs $10,000 to produce. Of course, these numbers are subject to change. If you include more features and media elements, the cost and time will increase.
It is true that the upfront cost of implementing eLearning seems a tad high. However, if you consider its long-term costs, you stand at a far more advantageous position as compared to deploying traditional learning modules. How? We are here to address just this question.
The cost of online course design and development is heavily dependent on the instructional design model chosen. For instance, one of the most popular eLearning models used by industries is the ADDIE (Analysis, Design, Development, Implementation, and Evaluation) model. Each stage of this structure comes with its own individual costs.
However, apart from the one-time cost involved with the instructional design model, there are several other factors you need to consider, which eventually end up slashing your long-term costs.
In-person training sessions need both the trainees and trainers to reach a pre-determined location in order to attend a module. Businesses have to incur additional travel costs on behalf of their employees and pay for them from their training and development budgets. However, when you implement eLearning, you won't be having any of these expenses since the staff can tune in to the training sessions from the comfort of their home or work station.
Meal & Venue Costs
In any training session, snack and meal breaks are quite common since the hours are usually long. But you can eliminate these expenses if you conduct the sessions online. On the other hand, in-person classroom training demands a well-equipped physical space to conduct the event. And start-ups or small businesses that do have access to in-house training facilities might need to rent a separate venue to execute the training program successfully. But with eLearning, you ditch the costs incurred in all of the above activities.
Productivity & Instructor Salaries
Corporate training needs the instructor and attendees to stay absent from their workstations for hours at a stretch. As a result, this can negatively impact the business's productivity. Additionally, much time is wasted to move the staff from one spot to another. You can otherwise use this time to increase productivity, and thereby, profits. In contrast, eLearning enables employees to attend their training sessions right from their desks, which can save a lot of time and money.
Staff trainers and facilitators have to get paid. Moreover, instructors themselves will also need to be trained, which in turn requires time and money. Again, with eLearning, corporates can save several bucks on printing materials since all content can be hosted online without you needing to print them for each training session.
Wrapping it Up
In short, the long-term cost of eLearning is significantly lower as compared to in-person training because businesses can save money on employee and trainer travel, infrastructure and classroom maintenance, facilitators’ salaries, documentation, and paper costs. What's more? eLearning allows companies to reuse a set curriculum/course with multiple candidates. The only effort needed is to update the corporate learning material when required.
An LMS is only as good as the learning design, technology, and methodology for delivery that governs it — take this statement from the experts. In fact, when you simply install an LMS, it does not mean that your job is done. Deploying and managing a Learning Management System is a long-term, iterative process. Even after the successful launch of an LMS, it is extremely likely that you will receive negative feedback and complaints from your employees. And our trends outlined below stand proof of our claims.
A Deloitte report suggests: “Few areas of the HR technology landscape are as established, fragmented and filled with customer dissatisfaction as the learning management systems (LMS) market.” Again, according to a survey by the American Society for Corporate Training Platform and Development (ASTD), the number of respondents who were very unsatisfied with an LMS purchase doubled; the number of those who were very satisfied decreased by 25 percent — Oracle.
So, what’s the way out? Especially if your employees are less than satisfied with your LMS. There is no point stretching with outdated software. The best way out is to consider a system change. Now, since we are in 2021, it’s better to go for a complete overhaul — so that your new LMS is at par with the needs of the modern workforce. And we step in right here. In the following sections, we have outlined a detailed step-by-step plan that will help you to select an LMS that best suits all your requirements.
The market is packed with so many E Learning platforms that most of the time, it becomes an overwhelming task to select an LMS. Therefore, you need to chalk out well-defined search criteria. You must be sure of what you need from your LMS. What are your end goals and business objectives? What do you want to achieve with the help of eLearning? You must ensure that your end goals are specific, measurable, achievable, and time-limited.
When you select an LMS, you must understand who you will exactly train. Now, how can you do that? First up — gauge the age distribution of your employees. Usually, the workforce is a mix of Generations X, Y, and Z. Now, if most of the employees are millennials, they will prefer training modules that are interactive, gamified, or segmented into manageable micro-chunks. They might also want to engage in discussions on social media platforms. Therefore, select an LMS that contains all these features.
After you have clarity on the learning goals, objectives, and audience demographics, you next need to concentrate on the list of LMS requirements. Once that’s done, you already know about your LMS features and the price range. Therefore, the next step is to narrow the hundreds of choices down to a brief list of solutions. You can start by asking your peers about the types of LMS they use. View ratings and LMS user reviews. Many reputed websites give you the option to compare LMS services.
You should not deploy any software unless you have tested it once. Demos are crucial to gauge if the LMS is the one you need to meet all your end goals. Most Learning Management Platforms offer free trials, usually for two weeks. During this span, you have the option to try out all the features. For instance, recreate a few scenarios that you and your users will most likely experience in the system, so you can see exactly what they look like.
Now, if you have finalized on the last three LMSs, you might still face difficulties in picking the right one. In this case, the words of Ravikumar Ramamurthy, Lead LMS Consultant from IBM, comes in handy: “To settle on a product, make a list of your requirements, including the number of learners, and send it to the vendors. LMS user-friendliness, features, availability in cloud or not, implementation timeframe, support, and maintenance, final license cost — all of these play a crucial role in identifying the right LMS. Compare the responses and select the vendor whose terms suit you best.”
Here is a devastating bit of news for e Learning developers. As per a news report on January 1, 2021, “Adobe’s Flash Player, which was first launched in 1996, has been officially discontinued on December 31, 2020. In 2017, Adobe had announced the end of support for the plugin, which brought animations to the web. Zynga had also recently announced that FarmVille, the farming simulation game, will also be shut as a result of Flash’s end.”
The announcement is a game-changer in the world of technology. Flash used to be one of the go-to applications for everything — ranging from video ads to complete websites and millions of games. And now, Flash has ceased being supported by almost all Internet browsers.
Now, for the L&D leadership, this development serves as a major hindrance. Why? If you have old courses, published in Flash, you might face multiple issues. Yes, HTML5 is a more recent publishing option and serves as an alternative. However, even if you had used HTML5, your training curriculum may contain elements of Flash such as animations, transitions, effects, accordion or hover features, among others.
On the other hand, even if you had used SCORM to develop your eLearning courses, your modules might contain Flash elements as well. Here is the thing, It’s true that several online training packages are delivered via SCORM. But courses containing Flash can still be affected – even if they are delivered via SCORM. In fact, while publishing a SCORM course, you have the option to pick between two different output types. To secure the future of SCORM, you can export packages to Flash, HTML, or both. Since Flash is the most popular output type, it is quite possible that your courses are SWF Flash-based.
To surmise, in the absence of Flash, certain segments of your course may not function efficiently or fully. Trainees, while undergoing their training, will experience gap areas and experience discontinuity while finishing their respective modules. If your course is too old, it might not load or play at all!
The news about Flash could not arrive at a better time — after all, the New Year is the best time to make new resolutions! So, kick off the process by assessing your old content. Is your content relevant at all? Do you need to overhaul the entire curriculum? Or do you simply need to weed out the obsolete parts and replace them with fresh, targeted content?
Once you decide to refresh your old content, you can replace the Flash content that you want to retain and republish them in HTML5, which is more lightweight, faster, and demands minimal CPU time to render web pages. Again, you can take the help of platforms like PlayAblo to migrate your legacy content into manageable, mobile-friendly micro-chunks. It is a reliable way to future-proof your learning content. Why? The experts at PlayAblo manage and maintain the compliance, correctness, and quality of the course material. What’s more? They also render your content more engaging and interesting by embedding it with fun gamification elements, reward-based assessments, and quantifiable analytics.
The new buzz word or do we say the old word that's recently creating a buzz. Yes, you guessed it right! Open Source Learning Management System! In fact, 83% of organizations currently use LMS. Additionally, the global learning management system market is expected to reach a value of $23.21 billion by 2023. [Source].
Since an LMS centralizes the entire learning process and helps in saving time and costs, it’s essential to get it right. This is the reason we have come up with his 10-step checklist for flawlessly implementing LMS.
The 10-step Checklist to Implementing LMS
For easier understanding, we have segmented this checklist into three parts -- Process, People, and Tools and Technology. So, let's dive right in!
While implementing LMS, you and your team will need to make several feature-focused decisions. However, you do not need to get overwhelmed. You do not need all of the features in your LMS. Therefore, kick off the process by making a list of the essential elements. Discuss with your team what you want or do not want in the Learning Management System.
When you get started with implementing LMS in your organization, you also need to assign different user roles within your platform, such as admins, managers, or instructors. Kick-off the process by deciding what roles different users will have in the LMS? Understand the level of access to be granted to users. When you have clarity on all of the three roles, you can then decide how they will help with the implementation and launch of your new LMS.
An LMS needs the management’s support. After all, they are the ones who will handle the commercial aspect. Hence, keeping the management in the loop about all the going-ons of the process is important. Again, you also have to get your stakeholders on board early on in the process.
TOOLS AND TECHNOLOGY
You can also consider integrating your existing systems with your new LMS -- which is extremely beneficial for your organization.
Learning portals consist of distinct portals, which enable one to control, manage, and disseminate knowledge to learners. There is a single top-level portal that serves as the LMS's control room. First assign your top-level portal, and then, give it a name and brand. Finally, use it to control the rest of the portals. Please note that each portal will need to have its own admin and manager.
Without content, you won't have any corporate training platform modules, to begin with. Therefore, it is vital that you consider this aspect before implementing LMS. Decide the type of content you’re going to use.
For every process, you need to have a schedule. Therefore, decide on the launch date of your LMS. But setting this date arrives with several considerations. After considering all of these factors, make a realistic goal, and set expectations for your stakeholders. As per recent data, most corporations usually set a time frame of one to two months.
Key performance indicators AKA KPIs are vital to stick to your end objectives. KPIs measure your results, allowing you to assess performance, which can improve over time. Of course, to set your KPIs, you will need to have a record of your previous data.
Once you have set your KPIs, picked your team, planned the portal structure, and finalized the content, your next step should be to test out the new LMS. Talk with your vendor if they conduct a test launch after you have completed the above steps of implementing LMS.
Implementing LMS is just the beginning of a long and continuous process. You need to ensure that you have measures in place for continual improvement and investment in your LMS. This is necessary to ascertain that you achieve all your important KPIs.
One should not be stuck in one place. There should be efforts to evolve and expand. With the help of the above LMS implementation checklist, you are in the right direction. But this does not mean your trials end right here! After all, repeated iterations are necessary to perfect any process.
Workforce re-skilling and upskilling have become hot subjects of discussion in both academia and business. The digitization of work and artificial intelligence, often known as the Fourth Industrial Revolution, is driving the focus on skills, which has escalated due to the COVID-19 pandemic. According to the World Economic Forum, one billion jobs will transform nearly one-third of all jobs, with 133 million new jobs created to match future demand. This transformation is impossible to achieve without the use of workforce re-skilling and upskilling tools.
While skilling is a hot topic, many human resource executives are unsure how to adopt and enforce a successful skilling strategy. We've noticed that the world of adult learning is rapidly changing as organizations attempt to upskill and reskill their workforces. As a result, businesses may shape their reskilling and upskilling programs based on obsolete information and fallacies. Let's debunk some of these myths for you. Read
Employers are hesitant to implement workforce re-skilling programs because they believe it will not be worth the cost of employees unwilling to participate. This myth, however, is far from the truth. Employees are well aware that static abilities will not help them develop their careers in today's fast-changing world of work. Being proactive about learning new skills might provide them with a competitive advantage. Employees frequently fail to see the link between their learning and their long-term job success. Employees are considerably more likely to be engaged and enthusiastic about the process if their organizations can make this aspect evident to them.
Companies do want to reskill their employees, but they're worried that freshly upskilled employees would defect to a competitor and take their expertise with them. Employees value organizations that invest in their professional development. Well, workforce re-skilling isn't just suitable for addressing business demands; it may also help with overall talent retention.
Most firms give skills training to team leads and supervisors, but reskilling isn't uniformly dispersed. As a result, companies miss out on opportunities to identify and develop skills within their organization rather than relying on external recruitment. Organizations can better find fresh talents, hidden gems, and, potentially, future leaders if all employees at all levels have access to skill-building opportunities.
Employers have focused on the fourth industrial revolution and the impact of automation, leading many to believe that talent will require specific IT, AI, and coding skills. While IT and software skills are crucial, HR leaders think employees should take courses to improve soft skills such as communication, cooperation, and leadership. Adaptability is an essential skill for the future, followed by communication and problem-solving. With this in mind, businesses quickly understand that soft skills will be crucial in the future workplace.
Some open source learning management system and development (L&D) leaders might snicker at this in a post-COVID world. Most people are aware that learning may be done effectively at a distance. Many L&D directors resisted this misconception internally until the global pandemic forced corporations to adapt to virtual learning when quarantines were implemented, arguing that their organizations preferred conventional in-person learning and that virtual learning participation was low.
But by using socio-emotional learning approaches, you may adapt your previous in-person content to an online distribution forum while maintaining your audience's attention. Additionally, when you couple digital learning with tools such as PlayAblo's mobile-first, gamified micro-modules, you not only meet but also exceed the expectations of in-person training.
Several organizations in the present day encourage their employees to join dynamic teams or internal gigs, which are a popular form of on-the-job learning. We witnessed a jump in the utilization of active groups at the start of the COVID pandemic to handle new business models and quickly adapt to a fast-changing environment. Employees can get some of the best upskilling and workforce re-skilling learning by trying new things at work.
Of course, ensuring that an employee learning a new subject at an advanced level, for example, has access to more than simply starting courses is essential, but having too many options can paralyze a learner. Employees can benefit from having a qualified advisor comb through the available courses and select those that fulfil their corporate learning objectives and are most suited to their learning style and time.
As we try to stabilize our economy, workforce re-skilling will be a top priority for firms, HR leaders, governments, and workers this year. This priority is why it's critical to put myths aside today to ensure that your organization's talent is up to speed on the skills required to remain nimble during this period of fast change.
An organisation's customer experience may make or break it. Eighty-six per cent of shoppers are willing to pay more for a better brand experience, according to Oracle. As a result, major firms have made the concept of continuously improving the customer experience a top priority. But what about the employees who work for those businesses? Is there any role of workplace training in such a scenario? Let us find out.
Companies with highly engaged employees beat their competitors by 147 per cent, as per Forbes. Furthermore, employees working for companies that provide an above-average customer experience are 79 percent more engaged in their jobs than employees who work for companies that provide an average or below-average customer
experience, 49 per cent engaged.
So how do you enhance employee engagement? Well, there is a vital role of workplace training at play here. Employee training that is both enjoyable and beneficial is one approach for a firm to improve the employee experience and increase employee engagement.
Employees flourish in a setting that emphasizes their development as valuable assets. The role of workplace training is critical for boosting employee engagement. Employees feel appreciated due to career advancement and development, which promotes motivation to meet company goals. In fact, employees who have many learning and development chances in their workplace are more likely to be engaged and happy in their careers, he said.
Implementing industry-leading open source learning management systems is the most obvious way to increase employee training. More and more businesses are now transitioning to digital learning platforms to get the job done. Despite the eLearning market's rapid growth, many companies continue to use traditional staff training methods.
Legacy systems and offline training courses are not tailored adequately for the millennial age. Learning in organizations is frequently not engaging enough because it is not individualized enough. Artificial intelligence (AI) can help in the personalization or contextualization of learning supplied to an employee, using information about a person's previous experiences and background, as well as their aspirations.
Another recommendation for businesses is to use a micro-learning strategy and make training materials and resources mobile-friendly. We should also understand the value of social and gamified learning. Learning and development managers should prioritize social and informal learning, knowledge sharing, and timely access to the correct information or subject-matter expert. Learning may be more entertaining and engaging with gamification aspects.
Learning and development managers can additionally use advanced learning experience platforms, specifically xAPI standards, to track all learning activities inside and outside the learning platform. This way, organizations can identify parts of the learning process that aren't engaging enough and need to be adjusted.
There is also the necessity to provide appropriate resources for employees to execute their tasks, in addition to personal development. Here, we are talking about technology. One of the most effective methods to promote employee engagement is to remove roadblocks to growth. Unresolved hardware, software, and other IT issues should no longer hinder completing the task at hand.
The trend of problem-solving directly links to discovery-based learning, which can empower employees. Learning models or applications based on discovery can empower employees and improve their motivation and overall corporate learning performance. It would be best if you tied everything back to these practical workplace applications for training to attain the company's beliefs and objectives. So, how do you plan to improve employee training and engagement in 2021?
An LLPis a type of business entity where all the partners have limited liabilities. Each partner is only responsible for themselves and not liable for other partners’ negligence. A Limited Liability Partnership in India is most preferred by corporations.
Features of an LLP
What are the privileges of LLP formation?
LLP company registration process
An LLP is a type of business entity where all the partners have limited liabilities. Each partner is only responsible for themselves and not liable for other partners’ negligence. A Limited Liability Partnership is most preferred by corporations.
LLP companies in India areseparate legal entity distinct from its owners. It can enter into a contract and acquire property in its name. LLP form is not just prevailing in India. It is also seen in countries like the United Kingdom, Australia etc.
MINIMUM CRITERIA FOR LLP REGISTRATION
PROCESS TO BE FOLLOWED FOR LLP REGISTRATION INDIA
One needs to follow these steps to start an LLP in India.
Naming Guide for an LLP (Limited Liability Partnership Company)
As per Companies Act, 2013 and LLP Act, 2008, it is important to choose an acceptable name for the LLP. Here are a few naming guidelines that need to be followed while deciding a name for your LLP company.
An acceptable name for an LLP has three parts
According to the Company Act, 2013 or LLP Act, 2008, the name suggested for an LLP has to be unique and acceptable. It cannot be similar to that of any existing company, LLP or trademark in the same industry or field.
Every company must include an object part in its name which states the nature of business of the entity. The object part of the name will define the main activity of the company or LLP. For example technology, textile, hospital, motors, construction, information, pharmaceutical etc.
If the object part varies and a similar name exists, the name will be considered as unique. If a company exists with the name YYY Constructions then YYY Technology is considered unique. The suggested name must have a certain amount of relevance and must not be too vague.
The constitution part of the name represents the type of entity.
LLP gives you the flexibility of a partnership firm with a legal structure. An LLP has limited compliances that need to be followed. Being the most preferred entity by corporates, each partner is responsible for themselves and not liable for their fellow partners. To incorporate an LLP, certain LLP e-forms need to be filled and submitted to the MCA.
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Limited Liability Partnership (LLP) requires two or more partners to form a unique partnership and have limited liabilities. LLP incorporation is registered as per the Ministry of Corporate Affairs (MCA) regulatory guidelines and compliance.
Look no further than Aavana when you want to get your LLP Registration India. Getting your registration could be a stressful task. Rest assured knowing that all your registration needs are taken care of by our professionals.