6 Benefits of Using a Quality Learning Management System

Posted by Sean Pomeroy on Tue, Nov, 22, 2016 @ 08:11 AM


Some tasks require that you have the right tool for the job. Training management is one of them. The right tool for the job: a quality learning management system.  

Below are six benefits of using a quality LMS that combined work to minimize headaches, maximize engagement and maximize results. 

1. The LMS provides a centralized, on-demand location for corporate learning and training. There’s one place to go, whenever you want, no matter your role.

2. The LMS lessens the burden on all involved in the process (HR, training managers, supervisors, employees). Your HR team won’t have to juggle a dozen spreadsheets in an attempt to manage the process. Also, all parties can see the status of training activities that are relevant to them (e.g. HR can see status for all employees, individual employees can only see their own status).

3. Delays and mistakes in the process are severely reduced. Automated approvals and notifications streamline and provide direction in your learning process, and improve communication between all parties.

4. Compliance is improved. For jobs that require certification, automatic notifications of upcoming certification expirations are sent to employees, supervisors and training managers. These notifications include courses due and accreditation requirements.

5. Superior employee learning/training experience. A well-run process helps keep your employees enthusiastic about talent development—supporting a culture of learning—while a poorly run process irritates and frustrates. 

6. Self-service learning empowers employees. As noted in Deloitte’s 2016 Human Capital Trends report, employees increasingly want to take control of their own learning. A quality LMS includes self-service training that lets your employees develop skills that they believe will help them be successful.

A quality LMS is just one key part of successful talent development. For a comprehensive look, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.” 


Tags: training, LMS, learning management system, Employee Training, learning & development, talent development, HR, scorm compliant, cloud based lms

5 Actions That Set Up Your Talent Development For Success

Posted by Mark Jackson on Wed, Nov, 09, 2016 @ 08:11 AM


Talent development is an intensive and complex process that is worthwhile, if performed effectively, because of the great results you can achieve— reduced turnover, improved productivity, improved succession planning, etc. 

To accomplish these goals, you need to set up your talent development for success. Otherwise you’re program likely will be saddled with confusion, frustration and a lack of focus. Below are five actions to take. 

1. Define the required competencies for each job (e.g. soft skills, technical skills, level of experience) through a benchmarking process.

This is critical for knowing which training materials to create and/or purchase, and to know which employees should be given which training. 

2. Acquire quality, thorough, and relevant training and learning materials.

Whether created internally or from a service provider (e.g. OpenSesame), the quality of your materials has a direct role on the quality of the training—and on the results you achieve. 

3. Use a quality learning management system (LMS) to help you organize the process.

An effective talent development program requires a smooth, efficient process. The process is complex enough that it’s virtually impossible to run well without the help of technology—a learning management system. A quality LMS allows HR, employees, supervisors and training managers to know the status of training activities that are relevant to them, so everyone knows what to do. For example, HR can see the status for all employees, individual employees can see their own status. 

4. Use assessments to identify the skills and competencies employees have, and areas that need improvement.

Assessments show employees’ strengths and weaknesses in key areas, making them great tools for determining the skill and competency areas individual employees need to develop. In other words, assessments help you guide employees’ training for maximum benefit of both the employees and your organization. 

5. Create specific, reasonable goals for talent development efforts.

While these can and should be adjusted over time, having goals gives you a measuring stick for determining if your results are satisfactory or not—and if significant adjustments are needed. 

As you move forward with your talent development program, it’s important to evaluate your results for each of these actions. Have you determined the right competencies for given jobs? Are you training and learning materials of high quality and aligned with job requirements? Is your LMS working for you? Are your assessments helping guide employees’ training? Are your goals reasonable, or should they be adjusted? 

The great thing is, if you get these five actions right, you’ll be on a path to success. Of course, there’s much more that goes into talent development. For a guide that details the keys for successful talent development, download our article “3 Steps To Achieve Talent Development That Drives Organizational Success.”

Tags: training, employee engagement, Employee Training, learning & development, talent development

3 Business Imperatives for Successful Talent Development

Posted by Kimber Crumlish on Wed, Oct, 26, 2016 @ 08:10 AM

talent development.jpeg

Surveys show that employers are increasing their training budgets in order to meet their talent needs. But money alone isn’t enough to achieve quality talent development results: increased employee retention, productivity and engagement, as well improved succession planning. 

In particular, as an employer, you must meet the three talent development imperatives listed below to get quality results. 

1. You must have significant organizational commitment

Succeeding at talent development requires more than acquiring the right tools and providing quality learning materials.  Many companies fail to create a culture of learning. The consequence is engagement in the talent development process is poor, and so are the outcomes. 

How do you create a culture of learning? Take concrete actions that demonstrate the great value your organization places in talent development. These include:

  • Make training and development for all employees
  • Recognize employees who learn new skills and improve their performance
  • Hire internally
  • Give employees input in the process, and offer and encourage self-learning

 2. You must have patience with training and learning

There’s no getting around it—talent development takes time, and must be ongoing. It’s easy for more immediate priorities to take precedence, and derail training and learning activities. Prevent this by showing your organizational commitment, by insisting that training development activities move forward.

3. You must effectively manage the training process

Employees, supervisors and training managers are all involved in training, and all need to be on the same page about the training process—the current status, next steps, etc. 

This can be terribly difficult for HR and training managers to manage. Management difficulties cause delays and confusion in the process that slow talent development efforts to a crawl, and cause frustration among all involved. These problems are common among organizations that are trying to manage training with paper or Excel. As a result, it’s critical to have the proper training management tools. 

Want to get better talent development results? Read our new article, “3 Steps To Achieve Talent Development That Drives Organizational Success.”


Tags: training, employee engagement, Employee Training, learning & development, talent development

Don’t Celebrate Success or Failure, Celebrate Learning

Posted by Mark Jackson on Wed, Oct, 21, 2015 @ 07:10 AM

employee-learningMore often than not, we judge employees and colleagues on success and failure. Success comes from good practices and failure comes from mistakes, but are these the only choices when it comes to the people who work in your organization? If we dont know whether or not we will succeed or fail, we can experiment. The common thread is that all three phases can provide time for employee learning, which should always be considered a success.

Success & Failure - How should they be defined 

Most success comes from repeating good practices, although success can come from failure and even experimenting. The difference between success from good practice and success from failure, is the amount of learning that occurs. Employees who cannot accept failure often hinder their own learning. If one can’t accept the possibility of failure, it can also be difficult to accept the possibility of success. 70% of employees who were aware that their boss was unhappy with their performance couldn't tell you just what they were doing wrong or how they were going to change. So the identification of specific failures (the hows and the whys) is important. 

Tweet This: 70% of employees can't identify why their boss was unhappy with their performance. Here's how to fix this:

The Idea of success is not even your idea, it is somebody else’s idea of what success is.”

Consider learning at all costs to be a success, even if it comes from a failure. Success can actually inhibit learning with both individuals and organizations. When we succeed, we often determine that the reason is our own success and talents. Overconfidence by success can lead to believing that nothing needs changed, and never asking the tough questions about what else is there to learn. 

With Experimentation Comes Opportunity 

The outcome of an experiment can never be predicted, but isn’t that the point? The opportunity for learning is the highest in experimenting mode, and if we are judging our success from how much we are learning this can be our biggest opportunity. Stay away from making changes without experimenting–find ways to explore all opportunities, and run more experiments faster and cheaper. 

“That’s right: assume the experiment will fail and produce nothing in terms of results.”

It is hard to determine if you have learned anything if you continue to take the same approach. Even though good practices often yield success by most standards, repeated processes are also prone to repeating mistakes. The best result is when our mistakes surprise us with unexpected success

Tweet This: Don't be afraid of mistakes for this reason: 

Celebrate the Learning - Loud, proud and often 

“I suggest that maybe we should have a big bell in the office, so that we could ring it whenever there was something to celebrate.” 

While in most organizations it is important to celebrate success with a focus on good practices, it is just as important to celebrate learning. 86% of HR professionals said that employee recognition increased employee happiness. The idea of celebrating failure makes no sense, it only amplifies the negative. When choosing to celebrate our success and failure learning in our company, it’s important to be consistent–make it frequent, noticeable and remarkable. Celebration will lead to best practices and continuous improvement in our organization and happy employees. 

Never Stop Learning

Hopefully the advantages of failure learning will inspire you to make changes personally and in your workplace. Regardless of what triggers learning within your organization, find a system and expand on it. Focus on successes and learning, celebrate all the time, and keep a safe environment to continue this cycle. Companies risk losing top new talent as 52% of recent grads are not receiving training from employers. 

Tweet This: Experience the benefits of failure learning. 

“It’s not about the first-mover advantage; it’s about the fast-learner advantage. The only way to win is to learn faster than anyone else.” - Eric Ries, The Lean Startup

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Tags: learning & development, Learning Insights

Adjust Your L&D Program to Meet Changing Workforce Needs

Posted by Sean Pomeroy on Thu, Jun, 25, 2015 @ 09:06 AM

Learning and development programs will change, or at least they should… that’s the reality. Your workforce isn’t the same it was 10 years ago, so why keep the same learning and development programs? It’s not safe to assume that workforce generations work and learn in the same way. To get the best performance from your employees and your L&D initiatives, you will need to adjust your program to meet the new learning and development needs.


Aged learning and development programs don’t have the capability to adapt to and communicate with other systems in the company. Specifically, they can’t share information with big data aggregators that can determine organizational efficiency. However, adept L&D programs can take information from tools like gamified training and share those numbers with data aggregators. So how exactly should your learning and development program change? 

Adaptive Learning

Every individual has a different style of learning, so the standard classroom setting and testing informational knowledge doesn’t suit everyone. One size doesn’t fit all. Allowing your team to train through an adaptive learning system creates a comfortable and efficient atmosphere for each individual. This makes it more likely that each employee will retain more information.

David Wentworth (@DavidMWentworth) and Mollie Lombardi (@mollielombardi), Senior Learning Analyst and Vice President of Workforce Management Practice at Brandon Hall Group (respectively), said: 

“Employees can be monitored individually and in real time to determine what learning approach will best suit their needs. It has advantages for younger generations entering the workforce that have expectations around flexibility and interaction. Adaptive learning can be effective at improving efficiency, as well as employee engagement and retention since it allows employees to build confidence and overall expertise. Companies may want to consider breaking traditional learning methods by introducing aspects of adaptive learning.”

Mobile isn’t Just a Trend

It may seem like a fad with all of the smartphone options and apps for these phones, but it’s not merely a trend. Unfortunately, 27% of companies say there is no integration between their mobile capabilities and their learning and development programs. That means, new hires and employees in specialized training programs can’t educate themselves easily on their own time. They have to be at work, at their desk or on their computer. However, with a mobile enabled L&D program, employees have the ability to learn on their own time, wherever they feel most comfortable. 

Tweet This: 27% of companies say there is no integration between their mobile capabilities and their L&D programs.

Gamification Radiates

Your managers need to be able to easily track how and when your employees train. Gamification functions on data, that data is then sent to managers so they can see the progress of their team. It’s a growing trend, even among some of the major employers. The Entertainment Software Association estimates that 70% of these major employers use interactive software and games for training - and it will only grow. The gamification market is expected to grow 68.4% by 2018. So, even if you’re not as interested in the benefits for your employee engagement, use gamification as a way to train the team will emit company innovation.

Brevity is Key

Today’s world is so inundated with technology and visual stimulation, that keeping employees focused during training programs can be troublesome. Employees typically don’t have the time to watch - really watch - a training video longer than 4 minutes. The modern worker only has about 1% of available time in the office to dedicate to learning and development. That means out of the entire 8-hour workday, and when you do the math, that averages just under 5 minutes a day anyway.

Tweet This: How much time do you think employees have for learning and development? This answer will surprise you.

Your current antiquated system doesn’t fit your modern employees, nor does it fit your business needs. A more robust and communicative learning and development program allows business leaders to make more educated decision through talent analytics found in the L&D software. Through adaptive learning, mobile learning and development access, gamification, and keeping things short, your L&D program will become not only more effective, but more attractive to candidates and current employees. 

Visibility Software’s learning management system will help you change your process for training whenever necessary, allowing you to see how everyone’s making progress. Sign up for a demo today and see Cyber Train in action!

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Tags: learning management system, learning & development, employee development