The Real Value of an Employee Development and Training Strategy

Posted by Mark Jackson on Fri, Apr, 28, 2017 @ 12:04 PM

 peopledevelopment.jpeg

The Real Value of an Employee Development and Training Strategy

Many organizations that we speak with tell us that while they understand the value of employee training and development, they aren’t certain they need a formal learning management program to deliver, track and manage that training. Many of these organizations track the training they do provide in spreadsheets or even with paper files. While we can agree that any approach is better than no approach, learning management programs are ideal candidates for automation. There are big benefits to be realized from standardizing processes and automating the workflow surrounding employee training, and here we take a look at just a few of those benefits. 

Aids retention

Studies tell us that 40 percent of employees who receive poor job training leave their positions within the first year, citing the lack of skills training and development as the principal reason for moving on. Employee development and training programs help employees feel invested in their jobs and in their organizations. A well-established program ensures that employees continue to feel motivated to advance their own careers within the company, as well as to advance the company’s mission, rather than turning elsewhere for new opportunities. 

Attracts job seekers

An organization that has a standardized employee development plan reassures job seekers that the company is invested in their long-term success and advancement within the organization. Applicants are less likely to invest themselves in a company that doesn’t show the same commitment in return. A recent Bersin study noted, “Companies with career management programs are better able to attract and retain top talent, leading to higher employee engagement and, in turn, a positive impact on the bottom line.” 

Automates manual processes

If your training requirements are modest, it may be tempting to continue to use the collection of spreadsheets to track course offerings, registrations and certification renewals, but by deploying a smart learning management solution, you can dramatically reduce the overhead involved, saving money and driving efficiency. From automatic reminders to employees and their supervisors, to enrollment tracking and training reimbursement request handling, through an automated approval workflow, a dedicated learning management solution can generate a rapid and significant return on investment.   

Promotes consistency

With formalized training, you can be certain that vital functions and tasks are taught in a consistent, precise manner, ensuring that all employees receive the same information. You can of course develop your own training in house, but most organizations rely at least in part, on professionally-produced training courses. Depending upon the specific training provided, the value of such consistency may vary from improved productivity to reduced liability for the company. 

Streamlines compliance

From sexual harassment awareness training, OSHA-mandated safety training, through business ethics – it’s not just that proper training is the right thing to do, training protects your company from potentially devastating law suits and fines. A learning management solution helps ensure employees (and you as the employer) are in compliance with job requirements and the law. The software can track certification expirations, courses due, and notifications and accreditation requirements, helping maintain strict compliance and protecting both you and your employees. 

It makes financial sense

Increased revenue is a common goal across many organizations, and investing in employee training to support that goal makes financial sense. For example: 

  • The Cheesecake Factory invests an average of $2000 annually per employee on training. The chain enjoys sales of $1000 per square foot, almost double the restaurant industry average. 
  • Payroll provider ADP coaches some sales associates on managing virtual teams and time management. Those that participate had an average of seven percent growth in sales. 
  • Motorola has found that every dollar invested on training can yield as much as a 30 percent gain in productivity within three years, which has helped them cut costs by $3 billion and increase profits by 47 percent. 

For more in-depth tips on taking employee learning and development to the next level, check out our Best Practices Guide – 3 Steps to Achieve Talent Development that Drives Organizational Success

 

Tags: LMS, learning management system, Employee Training, employee development, learning management solution, talent development

6 Benefits of Using a Quality Learning Management System

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

people-coffee-tea-meeting.jpg

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

Taking Employee Training to the Next Level

Posted by Sean Pomeroy on Thu, Sep, 08, 2016 @ 07:09 AM

businesswoman.jpg 

The Real Value of an Employee Development and Training Solution

Many organizations that we speak with tell us that while they understand the value of employee training and development, they aren’t certain they need a formal learning management program to deliver, track and manage that training. Many of these organizations track the training they do provide in spreadsheets or even with paper files. While we can agree that any approach is better than no approach, learning management programs are ideal candidates for automation. There are big benefits to be realized from standardizing processes and automating the workflow surrounding employee training, and here we take a look at just a few of those benefits. 

Aids retention

Studies tell us that 40 percent of employees who receive poor job training leave their positions within the first year, citing the lack of skills training and development as the principal reason for moving on. Employee development and training programs help employees feel invested in their jobs and in their organizations. A well-established program ensures that employees continue to feel motivated to advance their own careers within the company, as well as to advance the company’s mission, rather than turning elsewhere for new opportunities. 

Attracts job seekers

An organization that has a standardized employee development plan reassures job seekers that the company is invested in their long-term success and advancement within the organization. Applicants are less likely to invest themselves in a company that doesn’t show the same commitment in return. A recent Bersin study noted, “Companies with career management programs are better able to attract and retain top talent, leading to higher employee engagement and, in turn, a positive impact on the bottom line.” 

Automates manual processes

If your training requirements are modest, it may be tempting to continue to use the collection of spreadsheets to track course offerings, registrations and certification renewals, but by deploying a smart learning management solution, you can dramatically reduce the overhead involved, saving money and driving efficiency. From automatic reminders to employees and their supervisors, to enrollment tracking and training reimbursement request handling, through an automated approval workflow, a dedicated learning management solution can generate a rapid and significant return on investment.   

Promotes consistency

With formalized training, you can be certain that vital functions and tasks are taught in a consistent, precise manner, ensuring that all employees receive the same information. You can of course develop your own training in house, but most organizations rely at least in part, on professionally-produced training courses. Depending upon the specific training provided, the value of such consistency may vary from improved productivity to reduced liability for the company. 

Streamlines compliance

From sexual harassment awareness training, OSHA-mandated safety training, through business ethics – it’s not just that proper training is the right thing to do, training protects your company from potentially devastating law suits and fines. A learning management solution helps ensure employees (and you as the employer) are in compliance with job requirements and the law. The software can track certification expirations, courses due, and notifications and accreditation requirements, helping maintain strict compliance and protecting both you and your employees. 

It makes financial sense

Increased revenue is a common goal across many organizations, and investing in employee training to support that goal makes financial sense. For example: 

  • The Cheesecake Factory invests an average of $2000 annually per employee on training. The chain enjoys sales of $1000 per square foot, almost double the restaurant industry average. 
  • Payroll provider ADP coaches some sales associates on managing virtual teams and time management. Those that participate had an average of seven percent growth in sales. 
  • Motorola has found that every dollar invested on training can yield as much as a 30 percent gain in productivity within three years, which has helped them cut costs by $3 billion and increase profits by 47 percent. 

For more in-depth tips on taking employee learning and development to the next level, check out our Best Practices Guide – 3 Steps to Achieve Talent Development that Drives Organizational Success

 

Tags: LMS, learning management system, Employee Training, employee development, learning management solution, career management, talent development

Real Learning Doesn’t Need Bells and Whistles

Posted by Mark Jackson on Thu, Apr, 16, 2015 @ 09:04 AM

Learning Management Systems are a technology, and as with any technology, it’s subject to the fervor some people get when it comes to tech. HR Professionals want the latest and greatest, all the time, and are willing to pay extra for a new phone, camera, television or other piece of tech if they know it’s capable of more than someone else’s product. This chase for the state-of-the-art can be fun when it comes to consumer electronics, but it can often lead to technology that’s too confusing and distracting for many people to use. Rather than treating technology as a Swiss army knife (tools made to solve a number of problems without specializing), companies should look for fly swatters (tools that target only a specific problem). Why?

Real-Learning 

It Takes the Focus Off of Learning

Companies want to advertise something they have that others don’t, and this is how the concept of “Feature Creep” comes in. Feature Creep is when a product has so many auxiliary features it detracts from the product’s main purpose, and in some cases can kill the product itself. Often buyers are confused about which ones they truly need (because many consider vendors to be experts) and end up wanting to find a total system that incorporates them all. When this happens, it can create a hole in the middle of the product, usually right where the product is supposed to be at its best.

In the case of the LMS, Feature Creep rears its head in the form of a content focus. In a recent study, LMS vendors and users revealed how LMS are diverging from their main purpose:

  • 66% of LMS vendors reported that their Learning Management System focused less on learning and more on delivering content.
  • 58% of faculty members using LMS at schools reported they use it more for disseminating information than engaged learning.
  • Only 41% of faculty members used their LMS of choice to promote interactions outside the classroom. 

Why is this important? Because a learning management system should manage learning, not simply be a delivery source for information. As a training professional or HR pro, you want to ensure your employees are getting the education they need around specific job points… not just stuff you could send them via email.

 

Tweet This: A Learning Management System should manage learning, not be just a source of information.

 

Engineering Distractions 

This divergence from learning isn’t necessarily bad, per se; lots of pieces of technology end up being used for something different than their intended purpose (the telephone, for example, was originally conceived by Alexander Graham Bell as a way to record music). But it’s when the focus on creating the product becomes about better bells and whistles than on making a better product that this divergence can lead to problems. Our CEO Sean Pomeroy has cautioned against the focus of tech on periphery features over specialization:

“I remember someone telling me one time, ‘nobody buys a drill because they want a drill. Nobody says gosh, I want the best drill ever! They buy a drill because they want a hole.” 

If you load up your LMS with too many features, you’re either going to end up with a different product, or you’re going to end up burdening your current one. If an LMS focuses too much on content, or notifications, or other features that distract from learning, it could end up distracting employees more than helping them learn, as they have to figure out all the new features of a product. And with distractions costing companies an estimated $588 million per year, you don’t want a product adding to those costs.

 

Better Focus Beats Spreading Thin

But how do you beat the crowd, if having all the world’s features can end up hurting a product? Simple: Focus. An increasing array of products advertise their ability to do two things at once; phones, computers, video game consoles. They pride themselves on their ability to appeal to the increasing pervasiveness of multitasking, but chasing this incentive is a bubble waiting to burst. Only 2% of people can actually multitask, and most who try to perform multiple actions at once do worse at both.

The real focus of an LMS, as always, should be learning and simplicity. That doesn’t mean feature sets and simplicity have to be mutually exclusive, though; there’s a market emerging for systems whose design allows them to do more without losing sight of the important parts. As it stands, 25% of companies use multiple Learning Management Systems to do various tasks — using one for actually learning and another for keeping track of tasks. An LMS that can do both of these things, without having one distract from the other, will better serve its clients in the long run, and won’t need all the fancy accouterments of other systems. 

Visibility Software’s Learning Management System is all you’ll ever need. Our Cyber Recruiter and Cyber Train solutions will help keep new hires and longstanding veterans alike engaged on the tasks at hand. Don’t believe us? Sign up for a demo and see for yourself!

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Tags: LMS, learning management system

Build Culture and Collaboration Like A Shark

Posted by Mark Jackson on Tue, Apr, 07, 2015 @ 08:04 AM

Sharks are fearsome creatures, but they’re not to be feared. Although there were only a total of three fatal shark attacks worldwide in 2014, movies and television have made us fear sharks. Sharks are indeed formidable when confronted, but whether they’re fish that look for blood or investors looking to take a small idea to the next level, you shouldn’t be afraid of looking one in the face. In fact, everyone in the world of business, including recruiters, HR reps, or anyone looking to develop a culture at their company can take a cue from these sharks to build a better workplace, without the need to go too far into the deep end.

Shark 

Rows of Teeth - Prepared For Failure

Sharks have two rows for teeth for chewing food and prey, but they actually have several rows of developing teeth behind those two rows, since they can lose several of their teeth per year. Similarly, companies looking to expand their culture and grow as a business shouldn’t be afraid to lose some teeth (or their case, money). Barbara Corcoran, Co-Founder of Barbara Corcoran Venture Partners and perhaps the world’s most famous “shark,” has described how she’s okay with parting with some serious money for the sake of innovation.

"Each year, I gave all my managers 5 percent of their operating budget to use however they wished with no accountability. If they didn't spend their mad money by year-end, they had to give it back. No one ever did, and they blew it on all kinds of stupid things like ad hoc parties and day trips, costume and movie rentals, surprise bonuses for good deeds, gifts, fortune-tellers and lots of alcohol. They also spent it on wacky business ideas—most of which didn't work. But they learned to laugh it off and, in the process of failing, tripped over some good business ideas that did work."

Use all your teeth. Don’t be afraid of trying something out and having it not work. It doesn’t have to be financially, either — taking the time to do something new, even if it won’t work out, can sometimes be worth the risk. For example when onboarding new employees, start with the right system from day one. Creating Infographic Fact Sheets for New Hires using Venngage will help new hires feel more familiar with the company, the company’s mission statement, history, founders and other key information specific to their needs.

 

Dorsal Fin - Having important signifiers 

Sharks have fins atop their bodies for better swimming and balance, but the iconic fin poking out of the water has become their calling card in film and television, giving them an intimidating presence (even if sharks don’t swim up to surface very often). Every good company has similarly an iconic logo, but this sort of imagery should also extend to the internal culture. Having something unique at your company can make the difference between employees who feel like they’re a part of something and those who are just there for the benefits. 

It doesn’t have to be a symbol, either — many companies have unique cultural traits that set them apart and make employees feel special. Zappos offers new employees $2,000 to leave because they only want people who love working there; Google lets its employees spend a fifth of their time however they want; Disney asks employees about their childhood dreams before hiring them. And it doesn’t have to just be big companies. Small companies have even more freedom when it comes to making their culture unique and interesting.

Tweet This: 86% of employees and execs cite lack of communication as responsible for workplace failures.

 

Hunt In Packs - Collaborative Culture 

Many kinds of sharks hunt in packs, making it easier to hunt larger prey and allowing them to hunt groups of fish more easily. Like these social sharks, companies should always encourage a culture of collaboration centered around a single pivot. Collaboration is so important, in fact, that 86% of employees and executives alike cite a lack of communication as responsible for workplace failures. Without the ability to talk to each other about critical tasks, it’s impossible to know who’s doing what, and creating teams for projects helps alleviate this. What’s more, making sure employees aren’t afraid to ask for help on difficult tasks will help everyone out in the long run. 

Tweet This: 90% of companies improved productivity after implementing a collaboration system.

If you’re looking for a good way to centralize your collaboration, try using a system where everyone can pitch in on tasks. 90% of companies say their productivity improved when they implemented a collaboration system in their office. Why not give it a chance? After all, the only thing you have to lose is some teeth.

Visibility Software Learning Management System can help employees get into the swing of learning from failure, creating a more diverse employer culture and implementing collaborative practices. Sign up for a demo today and see how much more innovative your company could be!

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Tags: company culture, LMS, learning management system