Author
Creating a culture of learning for small and medium-sized businesses can be tricky, with the priorities of such an organization differing from a bigger company, but if you can use the resources and talent that you already have within the company, with the help of technology, you can reap great benefits for the company and for your employees.
No matter where they are based, all employees need to constantly get their skills set updated. HR and L&D professionals need to overcome plenty of challenges to help and support remote workers do that. If they learn to work around time zones, pick the right tech tools and translate training materials when needed, they have higher chances of success.
There is that popular saying that „information is power”. In this case, gathering relevant data from the LMS to identify and address the pain points that arise in e-learning programs gives L&D specialists the power to design and deploy better courses with a greater positive impact in the organization.
Knowledge transfer is never an effortless process that happens spontaneously within an organization. There are many factors that work against it, but L&D professionals can create training materials that can support learners in overcoming all of these roadblocks.
Investing in technology for in-house training can have a wide range of benefits: reduced costs, saved time, convenient and personalised training to employees. Having the technological resources which make it easier for staff to share their knowledge and experience can help create the positive training and learning culture which is so important for business success.
When choosing the right LMS, it’s not a question of which is superior to the others but of which fits best the needs (and budget) of the organisation. All stakeholders should have a say in the final choice and a debate about it can only be constructive. The choice has to be one that will be relevant for the foreseeable future.
Being a small or medium-sized enterprise (SME) can make it difficult to train employees to the level of efficiency that bigger, more established companies are able to do. However, it doesn’t always have to be a costly investment to get good results; there are also small (and mostly free) steps that SMEs can take in order to develop a culture of learning from an early stage, to help them reap the benefits in the long-run.
In a time when life has more or less moved online and people are depending on technology to make everything easier and less time consuming, it makes perfect sense for organizations to depend on intricate LMSs when it comes to developing their employees. The steps to be taken for a successful LMS implementation are: planning, configuration, communication and testing, with a huge accent on communication.
Years ago the e-learning industry and the learning management systems were rather different from today. But where is this whole online learning thing going? What should we expect from tomorrow’s LMS? While I don’t have a magic ball and I can’t know for sure how the future will look like with respect to learning management systems, I think I can make some predictions. Two, to be more precise.
It is indeed challenging to create and deliver training programs in today’s digital world. It’s not an easy task to keep up with all the technological advancements in the training industry, decide on the best new tech to include in instruction, all while maintaining the learner’s needs — both basic and job specific — at the core of the decision-making process. However, as challenging as this may be, it’s worth the effort.
