May 6th, 2013 / Author: chief
Why you should consider evaluating your employee training results
Once you’ve selected an appropriate employee training course for your organization, and had your employees take the course, the next important aspect that needs to be dealt with is evaluating its effectiveness. In the past, such evaluations were pretty crude, with often the best effort to evaluate the training being feedback sheets from employees being returned at the end of the course, giving assessments on such issues as the venue, the trainer, the facilities, how useful the training course has been for their job, and whether it has satisfactorily met its initial objectives.
What to look for in evaluating success
While such feedback is valuable, and can give some useful indication of what has occurred during the course, it is also a bit limited in terms of really getting to the bottom of how effective the training has been. There are all sorts of obvious problems with employee feedback. For example, one is provided with the problem of completely conflicting reports; whose version of events and the course should be considered accurate? Another problem is that employees might allow their perception that they will be judged on their answers to affect the way that they fill in such feedback forms.
To summarize, the problem with employee training feedback, particularly when it is all provided in one sitting at the end of the course, is that the employees themselves may be unreliable. And there is little evidence that employees who give positive feedback during a course actually reflect the course content in their behavior when they return to work. Psychological studies have demonstrated this beyond all doubt.
Thus, in order to assess whether skills learned during training are going to be transferable to the ‘real world’ and to properly and appropriately appraise the efficacy of the course, a more sophisticated form of ongoing feedback is considerably more effective. This is where the modern revolution in training, instigated by computer-based training courses, has made a massive difference.
Some suggested solutions for evaluating employee training
Online training packages such as eLeaP enable feedback and evaluation to be acquired from staff throughout a course’s duration. Regular feedback and evaluation can be provided and user-defined points which are built into the course. By engaging in feedback this way, it has been demonstrated in controlled tests that employees not only provide more honest and valuable answers, but that the course can even be tailored to meet any perceived deficiencies as it is being delivered.
This is really a vast improvement over simply taking a feedback sheet at the end of the course, and can make a massive difference to any organization. Online training courses flexible and holistic approach to employee training feedback and course evaluation can not only give an organization a better idea of how well a course is progressing, it can ultimately contribute to an organization’s increased efficiency, and ultimately bottom line profit.
April 29th, 2013 / Author: chief
You don’t have to engage in web based training. Actually some people insist you don’t even have to invest in training of any kind – web-based or other wise. Why should you invest in training people who only help you achieve your organizational goals? Why would anyone waste time and serious resources to arm their sales people or their front office staff or even their line workers or middle management with the right tools and knowledge resources and inventory to enable them perform at the maximum?
If some of these questions or statements seem rhetorical or painfully obvious, mea culpa to you, however for those that still don’t get the joke or the seriousness of the situation let me elaborate with a few questions. Actually just one question:
“Do you think employee development is important?”
Do? If you do (bravo to you), how do you ensure that your employees or staff are being developed the proper way? What tools do you use to measure your results? How do you document your employee development efforts? Can you justify your decisions to top management?
Enter web based training. This phenomenon is not really new, what is new is adoption or access. A decade or two ago, web based training or computer based training was the exclusive prerogative of large, monied organizations. If you were a small or medium sized company, you simply did not have access to the technology or staff to manage training automation or web-based training systems.
Today, the landscape is changed somewhat, web-based training systems are available to help any organization or any size to cease the technology and incorporate sophisticated training and employee development into their day-to-day activities. So what are the top 5 reasons why organizations choose web based training? Get the answers at eLeaP (www.eleapsoftware.com).
April 7th, 2013 / Author: chief
When it comes to online training options, executives, human resource professionals and training professionals have several different options from which to choose. Some of the online options include:
- Web-based/Online training
- Tele- or video conferencing
- Collaborative document sharing
- Online colleges and universities
Each option offers slightly different choices to training attendees. Additionally, each online training solution also carries its own set of advantages and disadvantages. Prior to getting into the details on each online training alternative, executives, human resource professionals and training professionals can see the overall benefits and drawbacks that online training opportunities provide to companies and to training attendees.
To read the full white paper, click here.
April 3rd, 2013 / Author: chief
According to a recent survey, training and development is a major concern in companies across the country. Employees cite problems ranging from not having training at all to goals and expectations differing between managers and employees. The survey also reveals that employees feel they do not receive the performance feedback and recognition they need and deserve. Fortunately, effective training and development programs eliminate the skills gap employees possess, while addressing each of the concerns mentioned in the survey.
Creates Just-in-Time Training
In many circumstances, implementation of training and development programs isn’t until it is absolutely necessary. Other training comes into play only when training sessions are available locally or at a certain price point. Access to social media, on-demand training, mobile devices and the cloud changes the training and development landscape.
Now, employees are able to obtain the information, training and practice they need when and where they need it. Delayed gratification is no longer a concern in the training and development realm.
Prepares Internal Employees for Higher Roles
It costs a company less money to keep an employee than it does to find and hire a new employee. It can also be efficient and cost-effective to promote from within, but only 32% of survey responders claim receiving training and development in the last six months. This again is where training and development comes to the rescue.
You can teach internal employees the skills they need to hold middle and upper management positions. Training and developing employees for promotions helps to retain employees. It also works to boost company morale and tends to create a higher bottom line for the business.
Turns Employees into Team Members
Companies are only successful when managers and employees have goals that align with one another. The survey reveals that only 25% of the respondents say employee goals and management goals are the same. Training and development resolves the gap that can exist between management and employees. Proper training opens the line of communication between employees and managers.
Essentially, training turns employees into team members. Training and development creates coaches out of managers. When managers and employees have the same goals, the individual employees succeed and the company succeeds.
While the survey reveals some of the primary concerns regarding training and development, proper training resolves the issues. With the right training and development programs, employees and managers obtain the training they need to set goals and expectations that align. Additionally, training and development programs eliminate the skills gap employees possess, preparing them to move up the company ladder. In the end, development and training creates a better working environment for employees, managers and the company as a whole.
Contact eLeaP at www.eleapsoftware.com to discuss any of these suggestions or even custom requirements you might have. We try to be as flexible as possible. Call us 1-877-624-7226 or email firstname.lastname@example.org
April 1st, 2013 / Author: chief
Employees that are engaged and take pride in their work are some of the biggest contributors to the overall success of a company. Providing continuous and proper training and development is the primary way to increase employee engagement. A positive side effect of engagement is motivation. Motivated employees are ready, willing and able to be a part of taking the company to the next level.
Once a company builds a relationship with its employees, the next step is to nurture the relationships. Part of the nurturing process is to provide training and development opportunities that allow employees to learn new things and improve their performance. Developing employees also entails revealing to them what their potential is in growing with the company. When employees learn new skills, it not only prepares them to perform better in their current position, but also prepares them to take on more advanced roles within the company.
Bridging the Gap
In order to instill motivation in employees, companies first have to show employees how training and development benefits them. Primarily, this requires the company to convince employees the training they are about to undergo will advance them from where they are now and show them where they can take their careers in the future. Once employees realize the training builds a bridge that can help them advance in their careers, they are motivated to attend the training.
Maximizes Employee Retention
Employees who feel as if they are receiving the training and development they need and want tend to be loyal to the company providing these opportunities to them. When a company has the right training programs in place, it is subsequently creating an employee retention program. The loyalty employees feel compels them to remain working for the company.
Providing training requires a company to invest in its employees. The return on the investment for the company comes when employees use their new skills to perform their jobs more efficiently, when employees are more effective and when employees move up the corporate ladder within the same company.
Engaged employees are a major benefit to a company. Not only does employee engagement produce better employees, but it also creates a better company overall. Training and development is the key element to creating a company full of engaged and motivated employees. In turn, this creates a more successful company. Share your comments or questions with at eLeaPSoftware.com. Email us email@example.com if you need help.
January 4th, 2013 / Author: chief
We just wanted to take some time to recap a few of the many powerful new features we released in 2012:
- We have dramatically refined and simplified the course certificate system. See how the new certificate system works to save you time.
- See how the new Feedback system works to save you time.
- Self-Enrollment, Max Usage for Promo Codes, SCORM Session time, Auto Re-Assignment (no deadlines).
- Use Quiz Grade value in Certificates, & fixed transparent profile image issue.
- Do you want to set one of your Instructors as the default contact for your course notifications? See how here.
- How to manually set users as completed & filtering courses in the Career Path according to categories.
- Re-use certificate templates in new courses.
If you have not, now is the time to get your free account. Go to www.eleapsoftware.com to get started.
December 12th, 2012 / Author: chief
Using the eLeaP Learning Management System API, you can significantly expand the capability of your eLeaP LMS account. The API is a powerful addition to the standard LMS account. The API enables you perform many functions automatically and remotely in the eLeaP System. For example you can connect your eLeaP LMS account with your HR Information System. You can also automatically create User accounts, assign User Groups to Courses and to Career Paths as well as download completion tracking reports.
A new feature we have added to the API is the ability to turn off the automatic “Welcome” or activation email that is generated when new users are created. This means you can now ‘silently’ create your users in eLeaP and then send your own customized welcome email complete with your user names and passwords and any other information you will like to send.
To learn more about the new API argument see http://www.eleapsoftware.com/api/#users
Look for the new Method:
– silent (optional, if set to 1 no welcome/activation email will be sent to user)
For complete LMS API documentation, go to: http://www.eleapsoftware.com/api/ and see if the API could be a solution for you. Call us 877-624-7226 for free consultation on how the API can enhance and automate your training.
November 29th, 2012 / Author: eLeaP Writer
eLeaP unveils two new features designed to expand your range of use. As a quick background, eLeaP enables any organization create, track and document training. Using an intuitively easy to use interface coupled with the most comprehensive set of training tools and features, eLeaP customers are able to quickly create or upload content, edit and format material, add quizzes or feedback surveys, launch training and document completion records including issuing certificates of completion and much more.
You will think with all these powerful and useful features, eLeaP will simply rest on its laurels; you will be wrong.
We continue to innovate and push the envelope in order to bring our customers answers to everyday e-learning and corporate training challenges.
One such feature is the option to manually document your training records. With the [Set Completed] feature, you can now set any training for any user as completed. Practical applications of this could be In-Classroom Training; if you have any seminars or other On-the-Job training, you can easily create and assign the course (class) to your users and then use the [Set Completed] tool to document the completion. This will save you significant amounts of time and money. Since launching this feature the feedback has been overwhelming and positive. See how this feature works at: http://eleapsoftware.com/tutorials/getting-started/admin-howtos/set-user-as-completed.php
Another new feature unveiled is the option to sort or filter Career Path courses according to your own established categories. Let me give you a scenario. Imagine that you have a group of new hires coming online in your organization. As part of your on-boarding process, you want to assign 5 orientation-type courses to this group. You will first create your five courses and add them to the ‘Orientation’ category. Then you create a Career Path perhaps called ‘Welcome to ACME Company’ and add these five courses. Prior to adding in this feature, you will have had to either search by course name or date added in order to identify the right courses to add to your new Career Path. With the new filter by category feature, you can simply select the right category and filter your courses to display only the relevant courses. Adding these courses to your Career Path and assigning the whole package to the users or user group is a breeze.
These are just a few ways eLeaP is dedicated to giving you the tools you need to succeed and make your life better. See what one of our customers had to say..
“The new “Set Complete” feature is fabulous! This will solve so many user issues for me. Thank you!! – Rich Benedict”
Remember, just don’t buy any training system, use eLeaP to create, track and document your e-learning and training. Create your free account at www.eleapsoftware.com
October 5th, 2012 / Author: chief
Open Letter To E-Learning/ Training Pros
So the other day I was conducting a live demo of the eLeaP LMS tool and got a question that made me sit up and take notice. Many of us in the e-learning space throw out buzz words and ‘cool’ phrases which while useful in certain settings, are a total distraction in others.
Terminology like SCORM, LMS, mobile learning, synchronous versus asynchronous, API, Single Signon, Gamification and many others might be make for super geeky conversation among the elites but are totally unhelpful when one is trying to assist a new customer or potential customer navigate the treacherous waters of vendor research, selection and implementation.
So what can be done?
- All of us need to use simple straight-forward descriptors of our goals, needs, features and requirements. Believe me, trying to appear knowledgeable in front of your colleagues by using buzz words which are incorrect only exposes one’s hubris.
- Spell it out. My best demonstrations or phone meetings are conducted when the client sends in a list of questions, requirements, features or just goals. This way we can go step by step covering what is important to that customer. With systems like eLeaP, you can pretty much get everything you need done, but I don’t want to bore you with a detail treatise about the minimum time setup for lessons if that is not something you particularly care about.
- Don’t just tell; show … I like to be able to take a potential customer through a simulation of actual needs and goals. If the idea is to create a training program with different multimedia presentations and which might also involve completing an assessment as well as submitting a feedback form and conclude with a discussion around pertinent issues, then guess what? I will actually try to show the client how all this will come together by doing a live demonstration. We go through questions and answers and if time permits, even letting the client try their hands on a few activities – all from the comfort of their offices.
- Trust the customer to know what do to do after all what is the worst that can happen? ‘Break’ something? Mistakenly delete a file? It can be recovered. My personal philosophy is to have the customers take the system for a test drive. If they have a particular presentation that they want to get uploaded to see how it will work, we go ahead and take care of that – no charge, no questions asked. Why you ask? Because we at eLeaP believe ultimately, we are judged by how well we treat our customers. We believe respecting customers and performing little acts of kindness here and there, well it just might brighten someone’s busy day. Heck they might even come out looking pretty smart to their colleagues for finding and implementing a system like eLeaP.
If you have questions (any question) on business training or e-learning, call us 877-624-7226. We actually like talking to people.
And to my colleagues in the e-learning space, a little humility goes a long way. Let’s remember we are in the learning industry – not the ‘show-off’ industry.
President, Telania | eLeaP | Azimio
September 20th, 2012 / Author: chief
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