Archive for the ‘How To’ Category

New feature: How to turn off activation/welcome email for new LMS users

Wednesday, December 12th, 2012

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.

Announcing: New Feedback system upgrade

Wednesday, May 9th, 2012

If you have ever been frustrated about not being able  to easily create and deploy forms or surveys, your voice has been heard. has upgraded the system available free in the to enable you not only set up feedback forms in your courses but also require that the feedback be completed as part of the course credit process.

3 Easy Steps:

  1. Create Feedback form
  2. Create Feedback fields
  3. Set Feedback to ‘Required’ and launch.

See a short video about how you can create and track your feedback forms in minutes.

Online Training Best Practices: Using Videos in your Training

Wednesday, June 8th, 2011

Advances in video technologies and online delivery platforms have made the goal of video based a reality. The Learning Platform supports a whole hosts of video formats for online training.

 

Supported Formats:

 

Flash

Flash based videos have revolutionized the space. Using flash based videos in your presentation provide additional interactive and formative learning. If you need help converting your videos into Flash, use this link to send in your files https://dropbox.yousendit.com/Telania and we will be happy to help.

 

You can upload your videos in the popular .SWF format or the robust .FLV format.

 

Other Supported Formats: MPG, MPEG, MOV, WMV, MP3, MP4, M4V

Some also utilize the SCORM format to upload video based training.

 

What to Watch for:

While video is compelling, it is important that you understand the limitations of this medium. Video files by their very nature are large. This means that users who have slower connections might need to wait for the dreaded ‘buffering’ process before they can view your training. This is normal and a simple message in your course that this can occur typically solves the problem.

 

Another potential issue with video based training is downloading. Since certain formats require the user to download a copy of your video to their computer, this can lead to potential copyright abuse. While we have not detected this as big problem, it is important that you are made aware. One way to get around the download issue is to use Flash formatted videos since these typically play within the browser and are not ‘downloaded’.

 

Uploading Videos:

While the eLeaP allows you to upload up to 500MB per file, we strongly urge you to consider breaking up large files (greater than 100MB) into several chunks. By breaking larger files into smaller chunks you not only improve the upload and access process, you also enable your users to engage in the presentation by taking an action to continue viewing the rest of the chunks instead of having to sit through one ‘long’ presentation. Simple is best. By the way, the size of a video depends on several factors: quality, screen size, length. There’s no hard and fast rule but this link will give you an idea: http://www.evdoinfo.com/content/view/846/63/

 

Support:

If you need support uploading videos into your account, contact eLeaP for help. Alternatively, you can send us your video files so we upload them for you. To send us files, use this link: https://dropbox.yousendit.com/Telania .

 

Don’t forget to check out the online training how-to video tutorials for how to upload videos. For tutorials go to: http://www.eleapsoftware.com/support.html

What systems are used in e-Learning? eLeaP e-Learning Series.

Sunday, July 25th, 2010

How do you select an e-learning systems vendor?

Thursday, May 27th, 2010

Vendor selection is akin to a virtual minefield: One wrong step and you are a goner. Nevertheless, an organized, comprehensive selection process is exactly what is required. You can do this best if you develop a checklist so that you are certain that you have asked each potential vendor the same questions and are comparing oranges to oranges.

Download the e-learning systems vendor selection checklist free at www.eleapsoftware.com.

What is involved in implementing an e-learning system?

Monday, May 24th, 2010

The use of sound planning techniques is probably the best first step to implementing an system. Good planning should reflect a that is in line with your organization’s resources so you won’t be caught in the middle of an implementation without funds or personnel to finish.

Get free resources to implement your e-learning system. has tremendous free e-learning resources.

E-learning success is not guaranteed – critical questions on e-learning success

Friday, May 14th, 2010

success is not guaranteed.

Find out what prevents success in the creation and implementation of an e-learning system.

From eLeaP Learning Management Systems

Developing Strategies for Training and Development

Sunday, January 24th, 2010

Most learning organizations establish a strategic plan, often yearly, that addresses the objectives to support the organization in achieving its goals over the plan’s period.  is a Learning and Development function that supports the organization’s strategic objectives by filling the gaps in skills and knowledge required to achieve those objectives.  In order to do this effectively, we must first identify those gaps and then establish an operational that aligns with the organization’s overall .  Let’s examine some of the steps common to this process.

  1. Assess what level of performance will be required to assist the organization in achieving its goals.  What skills or enhancement will we need to implement the organization’s strategic plan? For example, if the strategic plan calls for a reduction in the cost of the products we manufacture to better compete in the market, we would want to determine if our supply management team has the necessary ability to negotiate better pricing with existing suppliers or find new ones. An assessment would be our first objective.
  2. Determine where gaps currently exist between the existing performance and the required performance.  Here we want to assess the skills and performance that we currently have against what we have established as required to accomplish the levels of performance needed by the organization. Benchmarking and determining best practices would be our second objective.
  3. Establish a strategy to meet current and future needs. The challenge, then, is to determine how we are going to go from where we are currently to where we need to be at some future point. There are several possible strategies to consider:
    1. i.      Provide in-house, specialized training to the supply management group by hiring instructors who are experts in the subject matter. This training will be tailored to our precise needs. Since the training will be conducted at the organization’s facilities, no travel is required. Very little cross-pollination of ideas will take place considering all the trainees will be from the same organization.
    2. ii.      Locate educational resources with existing training programs in the subjects.  This training will address the common needs of the mixed group. Staff can attend at several specific times during a period but will likely have to travel.
    3. iii.      Develop an program for both self-study and instructor-led (blended learning). This training, too, can be tailored to our exact needs; however, it is delivered through a that can be accessed by the trainee at any time. (To better  understand the capabilities of this method, browse through the website at www.eleapsoftware.com)

Download the complete white paper and get access to free training resources including: White Papers, Reports, & articles at http://www.eleapsoftware.com/free-training-resources/

The Strategic Value of Workplace Training and Development

Wednesday, January 20th, 2010

can be defined as the process of teaching or learning a skill. That’s the textbook definition. But in reality, the concept of training has many more aspects than just learning a skill. To many organizations, training is a means of meeting regulatory or legal requirements. Common to this purpose, for example, is training employees in the rules of sexual harassment in the workplace. There are other examples, as well: Safety Training for employees working with industrial equipment to meet insurance requirements or training in the organization’s policy and procedures. There is management training, too. One of the programs we see quite frequently is Training for New Supervisors.

There’s no argument that compliance or certification training is very important…to the organization, to the individual, or both. But the questions that we hear again and again is this: “How does training add value to my organization? “Why should training and professional development be a part of our ?” “Where, exactly, is the return on the investment?”

Telania | presents this free research white paper on “The Strategic Value of Workplace Training and Development”.  In this white paper, we examine the intended purpose of training including productivity, quality, empowerment, alignment, teamwork and, importantly, professional development.  We also examine how training supports reductions in liability and risk, and can be used to communicate business conduct and social responsibility requirements for the organization.

We then moved the discussion to ways of calculating value and increasing value through .  We followed this with a detailed look at developing strategies for training and development, along with some additional considerations in the development of training strategy.  We conclude this in-depth analysis with a section on how training can be used to empower employees.

Here’s what you’ll find covered in this White Paper:

* How does Training add Value to your Organization?

* Why should Training and Professional Development be part of your Strategy?

* Where, exactly, is the Return on your Investment and how do you Measure it?

* How to Increase Value Through eLearning

* How to Develop Strategies for Training and Development

To download this valuable research White Paper, go to http://www.eleapsoftware.com/free-training-resources/strategic-value-workplace-training.htm

What makes eLeaP Learning Management System LMS Different?

Friday, October 30th, 2009

I have been asked many times. So what makes different? Why did our customers choose us and why should you choose ?

I thought about several business type responses like: We provide positive return on your investment, we are scalable and secure and completely easy to use. eLeaP is one of a few LMS to combine course creation with comprehensive user management, tracking and documentation and so on.

But I had an experience with a contact I have been trying to bring in. What became poignantly clear is this:

Most organizations and companies simply need an assist getting their and e-learning programs started. They are looking for reliable, professional staff to help them set up their LMS account (hopefully without having to pay through the nose), and then some help uploading their existing content or new content to begin their training program.

Sounds simple right? Not quite. Not all LMS or companies are created equal. You see with Telania | eLeaP, we don’t just throw you into the deep end and say “good luck”.

We don’t rest till you are set up and your program is humming along just fine.

We don’t rest when you CALL us (yes CALL us) for free and request help with a feature or something you want to achieve in the system.

We don’t rest when your students, employees, users or staff contact us via phone, fax, email, or live support.

And we gladly and passionately provide the answers to your questions and your requests.

We do this without requiring you to pay anything.

We do this because we love talking and helping our customers. I know its sounds cliche but even though we are a technology company, we are pretty old fashioned when it comes to our customers.

Why do I write all these things for you to see. Because I am sick and tired of other companies giving us all a bad name – I am sick of having to apologize for the awful behavior of some tech and e-learning companies.

We are supposed to be in the business of education. Well lets help our customers educate and quit looking at only sales quotas and quarterly reports!

I welcome your opinion.

Contact me directly:


President
Telania, Inc | eLeaP
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