Archive for the ‘Training & Development’ Category

Employee Engagement with Employee Training and Development

Monday, April 1st, 2013

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.

Employee Nurturing

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 info@eleapsoftware.com if you need help.

Two new features: Easily set manual completions and filter courses in Career Path

Thursday, November 29th, 2012

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

Workplace Training: 5 Most Dangerous Trends Facing Organizations/Professionals

Monday, June 6th, 2011

Training, as a management practice, is often viewed in polarized terms by decision-makers in organizations. On the one hand, it is seen as a panacea for all problems; on the other, it is viewed merely as a cost for the organization in terms of time and money. Certainly, training is a critical consideration that should be evaluated carefully to ensure it achieves its intended purpose. Ignoring training requirements leaves companies and organizations vulnerable to inefficiency, liability and possibly fatal consequences.

Recent Trends:

Five recent developments in employment law including compliance legislation, litigation, personal liability and high cost of training have conspired to make an already difficult situation get even more and less certain. In our 10 + years of serving the workforce development and e-learning technology needs of our clients, we have never seen a more complex, confusing and frankly scary landscape as we are seeing right now – when it comes to corporate compliance documentation.

Some of the most recent dangerous trends facing organizations and professionals like you include:

  1. Overwhelming growth in Employment laws
  2. Increasing Personal Liability of Professionals like you
  3. Increasing Governmental/Legal Fines and Penalties
  4. High Costs of Poor Training
  5. Declining Competitive Advantage
Download the White paper on 5 Dangerous Trends facing organizations and professionals at www.eleapsoftware.com.

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.  Training 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 strategy that aligns with the organization’s overall strategy.  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 eLearning program for both self-study and instructor-led online training (blended learning). This training, too, can be tailored to our exact needs; however, it is delivered through a Learning Management System that can be accessed by the trainee at any time. (To better  understand the capabilities of this method, browse through the eLeaP 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

Training 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 strategy?” “Where, exactly, is the return on the investment?”

Telania | eLeaP 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 eLearning.  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-of-workplace-training-whitepaper/

Corporate Training Software for Your Company

Friday, August 1st, 2008

Part 1:

Business training encompasses a wide variety of topics, from specific technical training to more general business practices such as customer relations, sales procedures and operational procedures. Training programs are designed to enable employees to deliver a more efficient and effective range of services, and for companies to keep pace in a cut throat corporate world. With businesses’ recent dependency on computer software and email, it is essential that all employees are computer literate.

The Internet has allowed for such training programs to be accessed and utilized with ease. Information Technology training, Management Training and a host of other subjects are all available online to help develop an individual’s skill set. Such interactive online learning programs are the perfect Corporate Training Software for organizations; one of the most advanced ones is the eLeaP™ Learning Management System. Pioneered by Don Weobong, President of eLeaP™, an increasing number of companies now rely on this e-learning platform for all of their corporate training needs.

What’s astonishing is the low cost of online e-learning systems compared with traditional corporate training programs. Traditionally, when a company wants to train its employees in a certain skill or trade, experts would need to be consulted, often at very high compensation rates; rates at $10,000 or more for a week of consultation are not uncommon. With new online Learning Management Systems such as eLeaP™, however, a company can easily start training its employees at as low as $125.

>> We will continue part 2 on our next posting.

30 Minute Employee Training Challenge!

Friday, October 12th, 2007

Have you been tasked to create employee training? Do you need to deliver your solution like yesterday? eLeaP is throwing down the gauntlet!

Use the eLeaP training software and learning management system to create employee training in less than 30 minutes or its free for 60 days!

The process is very simple:

  1. Create an eLeaP Account: Click here for free account
  2. Build or upload your training courses (use your existing training if you want)
  3. Deploy and track completion certification

Are you up for the challenge? Try the eLeaP 30 Minute Employee Training Challenge today!

 

Corporate Training/e-Learning – Corporate Learning by the Numbers

Wednesday, February 21st, 2007

 

How does your organization’s training and e-learning budget stack up against the competition? Is your investment in e-learning solutions and technology at par with industry standards? Are you short changing your most powerful competitive advantage? Bersin & Associates provides answers in this year’s Corporate Learning Factbook.Some highlights … to whet your appetite!

  • The corporate learning market continues to
    grow, with budget increases averaging 7%.
  • In 2005, 73 cents of every training dollar
    went to payroll expenses; in 2006, payroll expenses
    were 65 cents of every dollar.
  • The average spending per learner is $1,273.
    The highest spending sector is technology ($2,763)
    and the lowest is retail ($519).
  • Sales training and management/supervisory
    training are the program priorities for most learning
    organizations.
  • The highest growth areas of outsourcing for
    the coming year are in custom content development
    and LMS hosting.

 

To get this report on Corporate e-learning, go to http://www.bersin.com/

To get a free trial of the best e-learning management system, go to www.eleapsoftware.com for eLeaP

Compliance Training – Who Needs It?

Monday, February 12th, 2007

Many businesses have had the unfortunate experience of having to defend themselves in court. From sexual harassment charges to employment discrimination and other workplace related liability issues, companies and organizations have to be prepared to provide a robust and vigorous defense of their practices.

Is your company prepared for liability lawsuits?

See how to protect your organization. Download our compliance training whitepaper.

eLeaP e-Learning Insights – Free e-learning, compliance and best practices

Tuesday, February 6th, 2007

Download free e-learning, compliance and HR best practices white papers and reports from eLeaPsoftware.com.

To download go to http://www.eleapsoftware.com/eleap-elearning-insights.html