We also look at how you can leverage an LMS to track on-the-job training alongside elearning, and how we helped a high-profile client – Joby – to do exactly that in the high-consequence fields of both aviation and manufacturing.

In highly regulated industries, knowing the theory is rarely enough. Employees may need to demonstrate that they can apply procedures correctly, use specialist equipment safely and perform critical tasks under real working conditions.

This makes on-the-job training, often shortened to OJT, an essential part of workforce development. It also creates challenges that do not arise when training is delivered entirely through classroom sessions or elearning courses.

Organisations need to know not only whether someone has completed a course, but also whether they have been observed performing a task, who assessed them, which procedure was followed, whether the assessor was authorised and when the employee will need to be reassessed.

For organisations operating in areas such as aviation, manufacturing, healthcare and construction, these records may eventually need to withstand an internal investigation, customer review or regulatory audit.

A modern learning management system like the Totara Learn LMS can provide the structure needed to manage this more complex training environment. When configured around an organisation’s operational requirements, an LMS can bring formal learning, practical assessments, competency records and compliance reporting together within one auditable system.

What is on-the-job training?

On-the-job training is learning that takes place while an employee performs, practises or observes tasks within the real working environment.

Depending on the role, it may include:

• Shadowing an experienced employee
• Practising a procedure under supervision
• Operating machinery or specialist equipment
• Completing a practical demonstration
• Following a checklist or standard operating procedure
• Responding to a simulated workplace incident
• Being observed by a qualified assessor
• Receiving coaching and corrective feedback
• Demonstrating competence over several shifts or assignments
• Having practical skills formally signed off

OJT is particularly important where competence cannot be established through a written assessment alone. A learner might understand the correct sequence for inspecting a component, administering a treatment or operating a piece of equipment, but employers still need evidence that the person can perform the procedure safely and consistently.

Why managing OJT is more complex than managing conventional training

Classroom training and elearning generally follow a relatively predictable process. A learner is enrolled, attends a session or completes a course, takes an assessment and receives a completion record.

On-the-job training is more variable.

It may take place across multiple locations, involve different supervisors and require several observations before competence can be confirmed. The learner may need to complete prerequisite training, work under restrictions until authorised and repeat part of the process when equipment, regulations or procedures change.

Several additional questions therefore need to be answered (use these as a checklist):

• What practical task was completed?
• Where and when did it take place?
• Which version of the procedure was used?
• Who supervised or assessed the learner?
• Was that person qualified to carry out the assessment?
• What evidence was collected?
• Did the learner demonstrate full competence?
• Were any gaps or corrective actions identified?
• Is further supervised practice required?
• When does the authorisation or certification expire?

Without a structured system, answers can become dispersed across paper forms, spreadsheets, emails, local databases and individual managers’ records. This makes it difficult to obtain a reliable organisation-wide view of competence.

Managing OJT with audit trails in mind

In a regulated environment, recording that training “happened” is not enough. The organisation needs an audit trail that shows how competence was developed, assessed and approved.

A strong OJT audit trail should connect the employee to a specific task, assessor, standard, date and outcome. It should also retain any relevant evidence and show subsequent changes to the record.

Version control

Procedures change as equipment is upgraded, regulations evolve and organisations improve their working methods.

Training records should therefore identify which version of a procedure, checklist or competency framework was used during an assessment. Otherwise, an employee may appear qualified even though their training relates to an obsolete process.

When a significant change is introduced, the organisation may need to identify affected employees automatically and assign refresher training or reassessment.

Assessor competence

The credibility of an OJT record depends partly on the person approving it.

Organisations need to control who can assess particular tasks and confirm that evaluators hold the necessary qualifications, experience or internal authorisation. Their own certifications may also have expiry dates.

A suitable system should prevent, flag or report assessments carried out by people whose evaluator status is missing, inappropriate or no longer current.

Evidence of practical competence

Different tasks require different forms of evidence. A simple observation and digital sign-off may be sufficient for one activity, while another could require:

• A completed assessment checklist
• Written comments from the evaluator
• Photographs or documents
• Multiple successful observations
• Evidence collected on different shifts
• A final supervisor approval
• Remedial actions following an unsuccessful attempt

These records should remain connected to the learner’s training history rather than being stored separately.

Clear status definitions

Completion and competence are not always the same thing.

A learner may have completed the knowledge component of a programme but still be awaiting practical observation. Another employee may be permitted to work only under supervision, while a fully qualified colleague can work independently or assess others.

Useful status categories might include:

• Not started
• Theory training in progress
• Awaiting supervised practice
• OJT in progress
• Assessment required
• Further development required
• Competent under supervision
• Fully competent
• Authorised assessor
• Certification approaching expiry
• Reassessment required

These distinctions provide managers with a much more accurate picture than a simple completed or incomplete label.

Record retention

Training evidence may need to be retained for several years, including after an employee changes role or leaves the organisation.

Retention requirements will vary by industry, jurisdiction and type of record. The organisation should therefore define how long different forms of training evidence are kept, who can access them and how records are protected from inappropriate alteration.

Why classroom training alone is not sufficient

Classroom learning can be valuable for introducing regulations, explaining procedures and enabling discussion with an instructor. However, it cannot always demonstrate that a learner can perform a physical or operational task.

A classroom assessment may confirm that someone knows what they are supposed to do, but not that they can do it correctly under workplace conditions.

Practical competence can depend on factors such as:

• Using equipment confidently
• Following a procedure in the correct sequence
• Recognising hazards in the real environment
• Communicating with colleagues
• Responding to unexpected situations
• Maintaining accuracy under time pressure
• Applying judgement where a situation is not clear-cut

These capabilities need to be observed rather than inferred from attendance at a course.

Why elearning alone is not sufficient

Elearning is highly effective for delivering consistent information, preparing employees for practical activities and checking their understanding.

It can help learners understand safety rules, equipment, processes and decision-making before they enter a live working environment. Simulations and scenarios can also provide valuable opportunities to practise judgement without creating operational risk.

However, online training cannot fully replace practical experience where employees must interact with real machinery, patients, vehicles, materials, tools or workplace conditions.

The strongest approach is often blended learning:

1. Elearning introduces the required knowledge.
2. An assessment checks understanding.
3. The learner observes an experienced colleague.
4. The learner practises under supervision.
5. A qualified evaluator observes performance.
6. Evidence and feedback are recorded.
7. Competence is approved or further development is assigned.
8. Refresher training and reassessment are scheduled where required.

The challenge is making sure these stages form one connected training journey rather than a collection of disconnected activities.

Industries where OJT is essential

Manufacturing

Manufacturing employees may need to operate machinery, follow production processes, inspect components, handle hazardous materials and respond to equipment failures.

Although elearning can explain operating principles and safety requirements, practical competence must usually be demonstrated on the relevant equipment.

Manufacturers may also need to manage different requirements for individual sites, production lines, products and job roles. Changes to machinery or standard operating procedures can create an immediate need for retraining.

An LMS for manufacturing can help connect role-specific learning with practical competency records, certifications and detailed reporting.

Aviation and aerospace

Aviation is an especially high-consequence environment. Employees may work with complex aircraft systems, maintenance procedures, production processes and tightly controlled documentation.

Small deviations can have significant consequences, making consistent evaluation and reliable evidence particularly important.

Training teams may need to track practical tasks across sites, control evaluator permissions, manage changing procedures and demonstrate a clear line of accountability from training assignment to final authorisation.

Related: read another case study for this sector – an award-winning LMS for JetBlue Airways.

Construction and engineering

Construction workers frequently need to demonstrate competence in the use of tools, vehicles, lifting equipment and specialist machinery. They may also need practical training in working at height, confined spaces, isolation procedures or emergency responses.

The workforce can be spread across temporary sites and may include employees, agency workers, contractors and subcontractors. This makes it difficult to maintain a current view of who is qualified to perform each activity.

Mobile access and centralised competency records can help managers verify training before assigning people to safety-critical work.

Healthcare and social care

Healthcare professionals must apply knowledge while working with patients, equipment and clinical procedures.

OJT may cover activities such as infection control, medication processes, use of medical equipment, moving and handling, safeguarding and emergency response. Competence may need to be observed several times and approved by an appropriately qualified practitioner.

The system also needs to accommodate different professions, departments, locations and scopes of practice while protecting sensitive information.

Medical devices and life sciences

Employees working with medical devices, pharmaceuticals and other life science products may need practical training in production, inspection, documentation, quality control and equipment use.

Training must often align with controlled procedures and quality management systems. When a procedure changes, organisations need to determine who is affected and provide evidence that the new version has been understood and applied.

Related: read our case study for leading MedTech company, Medtronic.

Energy and utilities

Energy workers may operate in high-risk environments involving electrical systems, hazardous substances, heavy equipment and remote infrastructure.

Practical authorisation can depend on role, location, equipment type and previous experience. Some tasks require periodic reassessment, while others may only be performed under specific supervision.

Transport and logistics

Drivers, warehouse employees, maintenance teams and ground operations staff all perform tasks that cannot be mastered through theory alone.

Practical training may cover vehicle inspections, loading, manual handling, hazardous goods, warehouse equipment, route procedures and incident response. Organisations need to connect these assessments with licence information, certifications and role permissions.

Food production and processing

Food manufacturers must train employees to follow hygiene, allergen, quality and production procedures consistently.

Elearning can communicate the rules, but supervisors may still need to observe whether employees wash, handle, clean, record and respond correctly within the production environment.

How a modern LMS can support on-the-job training

Many LMS platforms were originally designed around online course completion. Highly regulated organisations need a broader learning environment capable of tracking knowledge, experience, observation and competence.

A flexible platform such as Totara Learn LMS can be configured and extended to support blended programmes in which elearning and OJT contribute to the same learning record.

Role-based learning pathways

Employees can be assigned different training requirements according to their role, department, location, equipment or level of responsibility.

A pathway might combine:

• Online induction
• Compliance courses
• Classroom sessions
• Reading assignments
• Supervised practice
• Practical observations
• Manager approval
• Certification
• Scheduled reassessment

This gives learners and managers a clear view of what has been completed and what still needs to happen.

Prerequisite management

The LMS can help ensure that employees complete the required knowledge or safety training before beginning a practical activity.

For example, an employee might need to pass an online assessment before being eligible for supervised equipment training. They may then need to complete several observations before being authorised to work independently.

Digital observations and sign-offs

Supervisors can record practical assessments digitally instead of relying on paper forms or separate spreadsheets.

Depending on the configuration, they may be able to select an outcome, complete a checklist, add comments, upload evidence and approve the learner’s competency record.

Evaluator controls

Permissions can be used to determine which evaluators are allowed to assess specific competencies, teams or locations.

The organisation can also track the evaluator’s own training status and qualifications, helping to establish confidence in the assessment process.

Competency frameworks

Practical tasks can be mapped to role-based competency frameworks.

This makes it possible to see whether an employee is ready for a particular responsibility, identify gaps across a department and plan development for future roles.

Automated reminders and recertification

Where a practical qualification expires, the LMS can issue reminders and assign refresher activities or reassessment.

Managers can see upcoming expiries before they affect workforce availability, rather than discovering the problem when an employee is due to begin a task.

Dashboards and exception reporting

Managers do not always need another long completion report. They need to know where intervention is required.

Useful dashboards can highlight:

• Employees awaiting practical assessment
• Overdue observations
• Unsuccessful assessments
• Qualifications approaching expiry
• Learners working under supervision
• Teams with competency gaps
• Employees affected by a procedural change
• Assessors whose qualifications are expiring

This exception-based approach helps managers concentrate on risk.

Integration with HR and operational systems

Employee records can change frequently as people join, move between roles, transfer sites or leave the organisation.

Connecting the LMS with an HR system can automate enrolments and keep organisational information current. In some environments, learning records may also need to connect with quality, workforce planning or operational systems.

Audit-ready reporting

A well-configured LMS can provide a consolidated record showing:

• What training was assigned
• What the learner completed
• Which practical tasks were observed
• Who carried out the assessment
• When the assessment took place
• Which standard or procedure applied
• What evidence was collected
• Whether competence was approved
• When reassessment is due

This supports internal governance and makes it easier to respond to audits, customer enquiries and regulatory reviews.

Webanywhere’s compliance training LMS solutions are designed to help organisations automate and manage training, certification and recertification within a scalable learning environment.

Joby Aviation: managing OJT through Totara LMS

Joby Aviation is developing electric vertical take-off and landing aircraft and operates in a fast-moving aerospace environment where operational readiness and technical competence are critical.

As its technical operations scaled, Joby needed a more structured, accountable and traceable system for managing on-the-job training.

Its requirements included the ability to:

• Track hands-on training across different locations and teams
• Standardise how technical competencies were evaluated
• Manage version control as procedures evolved
• Control and monitor evaluator qualifications
• Track learner progress
• Maintain reliable audit trails for compliance and accountability

Webanywhere worked with Joby’s learning and development team to implement Totara LMS and enhance it with a custom-developed OJT plugin.

The resulting solution provides a clearer, centralised view of training for both compliance and workforce performance. It brings Joby’s elearning and practical training into a blended learning environment aligned with real operational requirements.

Read the full Joby Aviation on-the-job training case study.

Why custom LMS development can be important for OJT

Every organisation has its own definition of competence.

The number of observations required, assessment criteria, evaluator roles, approval stages and supporting evidence can vary considerably. Highly specialised organisations may find that the standard functionality of an off-the-shelf LMS does not reflect their operational process.

Custom development can bridge the gap between a general learning platform and the way work is actually carried out.

This might involve creating:

• Bespoke observation forms
• OJT workflows
• Evaluator dashboards
• Digital competency sign-offs
• Evidence-upload functionality
• Supervisor approval stages
• Role-specific status definitions
• Connections with controlled procedures
• Specialist reports
• Integration with operational systems

The objective should not be to reproduce an inefficient paper process digitally. It should be to create a controlled, usable workflow that improves visibility while reducing unnecessary administration.

Good practices for implementing an OJT management system

Start with the operational process

Before configuring the technology, map how employees currently move from initial learning to supervised practice and independent authorisation.

Identify where evidence is created, who approves each stage and what happens when an employee does not yet meet the required standard.

Define competence clearly

Assessment criteria should be observable and specific. Terms such as “understands the process” can be interpreted differently by different evaluators.

Where possible, define what successful performance looks like and what evidence is required.

Separate course completion from authorisation

Completing a learning activity should not automatically grant permission to perform a safety-critical task.

The system should distinguish between knowledge completion, supervised practice, demonstrated competence and formal authorisation.

Standardise without removing professional judgement

Checklists can improve consistency, but evaluators may also need space to record context, feedback and concerns.

The system should support informed professional judgement while ensuring that essential criteria are always addressed.

Make the process accessible at the point of work

Supervisors are less likely to record assessments promptly if they have to return to an office, locate a spreadsheet or complete a complicated administrative process.

Mobile-friendly workflows can allow observations to be recorded closer to the point at which they take place.

Plan for unsuccessful assessments

A learner who does not yet demonstrate competence should not simply receive a failed status.

The system should support feedback, further practice, corrective actions and reassessment while retaining the history of the earlier attempt.

Review reports with operational managers

Learning and development teams should work with operational, compliance and quality leaders to define the reports they need.

This ensures the LMS provides information that supports workforce decisions rather than only reporting course completion rates.

Building an audit-ready blended learning environment

On-the-job training is essential wherever employees must translate knowledge into safe and reliable performance.

In highly regulated industries, managing this training requires more than paper sign-offs or isolated spreadsheets. Organisations need to control prerequisites, procedures, assessors, evidence, competency status, certification and reassessment while maintaining a complete audit trail.

A modern LMS can provide the central structure for this blended approach. With the right configuration and custom development, it can connect elearning, classroom activities and workplace assessment within one coherent record.

As demonstrated by Webanywhere’s work with Joby Aviation, extending Totara LMS with functionality designed specifically for OJT can give organisations greater visibility over technical competence, compliance and operational readiness.

Learn more about Totara Learn LMS from Webanywhere, explore Webanywhere’s manufacturing LMS solutions or discover how an LMS can support compliance training and certification management.

Could we help you with a custom solution to manage on-the-job training? Contact us at Webanywhere.

The post Managing On-the-Job Training in Highly Regulated Industries appeared first on Webanywhere.

Like any technology sector, Human Resources is continuing to evolve at a rapid pace. It is imperative that HR professionals are able to keep up to date with the latest changes, some of which may have already hit your business, others may be on the way.

These are the top trends we expect to see influencing HR departments around the world.

1. Requests – self service and management approval

Self Service has become a key factor in the successful integration of a new HR system into your business. Rather than waiting for a paper form to be processed, staff want to be able to make requests themselves, and then have managers sign them off in real time – without HR involvement. The more HR processes that can be optimised in this way, the more time HR have to focus on their other duties. Self service will allow users to process their own requests, and allow the management team to manage their own teams.

2. Reporting to deliver more

Analytics & “big data” are becoming key to understanding both your customers and your staff. Information gained can help the business as a whole react to change and help keep HR ahead of the curve when it comes to development. If, for example, you can see the sales team are smashing their targets, it may be worth planning an advert for new production staff, so you’re ready when you’re asked for it. Analytics can also help you deliver staff development sessions and training, by seeing how they learn best, you can tailor these sessions to your staff.

3. Revolutionary Technologies will become rarer

Whenever a new sector is tackled by IT for the first time, lots of new players enter the field and you can quickly see rapid innovation changing the face of the market on a regular basis. However, HR has been using IT solutions for many years now and it has become a very mature market – you’re more likely to see refinements in technologies from existing providers, than a revolutionary change.

4. Responsive Design will be expected and crucial

Mobile has become the cutting edge field across a variety of sectors and HR need to make sure they’re not left behind in this development. Ensuring that your HR and learning systems are mobile compatible will ensure you get the highest take up possible from your staff. Younger tech friendly job applicants will expect webpages to be responsive, as they generally access the web from phones or tablets. Making sure your careers pages are responsive will encourage applications from this demographic.

5. Return on Investment trumps everything

As technology revolutions reduce, companies will start looking more at long term return on their investments. One of the most interesting trends connected to ROI is the change in attitude to licensing. Both the UK Government and a lot of large businesses have started to put their faith in open source LMS solutions. This can greatly reduce costs by eliminating per-user license fees. HR departments will need to show all of their spending has a strong ROI, this will include any technology that is used by the department.

6. Rationalisation of Systems

A lot of HR departments have tried out various systems to help them manage their staff. In the next year we are much more likely to see a reduction and rationalisation of these systems. A large number of systems are now moving to “cloud” solutions on online data centers, this reduces upfront capital costs for the organisation. Integration between systems and the ease of use will be key indicators of success here.

7. Recruitment & training using social media

The social media sphere is becoming second nature to a lot of staff, and being heavily utilised by other departments (e.g. Marketing). HR must ensure that it grasps the utility of this technology as it can be great for encouraging staff engagement and conducting research. Equally, recruitment can greatly benefit from connecting with prospective employees via social media channels. Encouraging social interaction between your staff is also greatly beneficial, as this can build a better culture at the organisation.

8. Restricted learning is dead!

The idea of staff only learning in proscribed sessions has long passed as staff are now constantly learning both on the job and in their own time. HR need to ensure that its own systems are flexible and that any LMS can be used for a variety of learning available 24/7. This easy access learning can soon create a culture of knowledge sharing in your organisation which is of great benefit to any group.

Technology is still moving quickly in all sectors, but in HR it is undergoing a period of stabilisation and consolidation. HR departments need to be ready to keep on top of the latest developments, but also keep an eye on their ROI and their strategic direction.

If you want to get in touch to see how we can help your HR department develop please contact us or call us on 0800 862 0131.

The post The 8 R’s of Workplace HR Technology appeared first on Webanywhere.

Across workplaces, staff are already using AI tools to write emails, summarise meetings, generate reports and answer questions. But inside learning and development teams, a bigger question is emerging:

What happens when AI is used not just to consume information, but to create and share knowledge across an organisation?

That was the focus of a recent webinar hosted by Totara where speakers explored how AI functionality inside the platform could help organisations move beyond traditional top-down learning models.

The message was clear: the future of workplace learning may depend less on creating more courses, and more on unlocking the expertise that already exists inside businesses.

The bottleneck facing learning teams

For years, most workplace learning has followed the same pattern.

A central L&D team creates courses. Staff complete them. Updates are requested. Compliance changes arrive. New training needs appear. The cycle repeats.

The problem is scale.

Many learning teams are small, stretched and constantly reacting to new demands. Valuable expertise often sits elsewhere across the organisation – with engineers, managers, sales teams, healthcare professionals or frontline staff – but turning that knowledge into structured learning has traditionally taken time.

As one speaker explained during the session:

“We don’t really have a knowledge problem. We have a capture and sharing problem.”

That challenge has become even more visible as organisations move faster and information changes more frequently.

Instead of waiting for formal training, employees often turn to colleagues directly through messaging platforms, informal chats or shared documents. While effective in the short term, this creates new pressures on experienced staff and makes knowledge difficult to scale consistently.

AI as a “co-pilot”, not a replacement

One of the strongest themes throughout the webinar was that AI is not being positioned as a replacement for learning teams.

Instead, the technology is being presented as a support tool – helping subject matter experts contribute knowledge more quickly and confidently.

Inside the Totara Learn LMS, AI tools can assist users in generating draft content, summarising long passages, creating knowledge checks and even producing supporting imagery.

The idea is simple.

Someone with expertise may not have the time, confidence or writing ability to build polished learning materials from scratch. AI can reduce that friction by turning a blank page into a starting point within seconds.

Rather than expecting L&D teams to create everything themselves, organisations can begin enabling contribution at scale.

Turning learners into creators

The webinar repeatedly returned to a broader shift in mindset.

Traditionally, learners consume content.

But AI opens the possibility for learners to become contributors as well.

That could mean:

• Sharing practical insights
• Creating quick resources
• Building draft learning materials
• Improving existing content
• Generating summaries or quizzes

In practice, this changes the role of the learning team.

Instead of acting solely as content creators, L&D professionals increasingly become facilitators, reviewers and quality managers – helping shape and govern learning created across the organisation.

The speakers argued that this approach could lead to faster knowledge sharing and more relevant learning experiences because the information comes directly from people applying it in real-world situations.

Faster content creation

One demonstration during the webinar showed how AI tools inside Totara can generate draft learning content from short prompts.

Users can ask the platform to create introductory material, expand ideas, summarise text or rewrite sections in different styles.

The aim is not necessarily to publish AI-generated text untouched.

Instead, the generated content acts as a first draft – something experts can refine, improve and personalise.

For many organisations, that could significantly reduce the time required to create or update learning resources.

This becomes particularly important in areas such as:

• Compliance training
• Policy updates
• Product knowledge
• Operational procedures
• Healthcare guidance
• Technical documentation

Where information changes regularly, speed matters.

Knowledge checks and engagement

Another feature highlighted was AI-assisted “knowledge checks”.

Users can upload documents or text-based resources, and the platform can automatically generate quizzes or understanding checks based on the material.

The purpose is less about formal assessment and more about reinforcing learning and encouraging engagement.

It also provides organisations with a lightweight way of confirming whether employees have interacted with key information – something increasingly important in regulated industries.

A wider change in workplace learning

Perhaps the most significant takeaway from the session was not the technology itself, but what it represents.

For years, organisations have struggled to scale internal knowledge effectively.

AI may finally offer a practical way to lower the barrier between expertise and learning.

If implemented carefully, that could help businesses:

• Share knowledge faster
• Reduce pressure on L&D teams
• Capture expertise before it is lost
• Encourage collaborative learning
• Keep training more up to date
• Increase learner engagement

There are still questions around governance, quality control, privacy and accuracy. Even the webinar speakers stressed the importance of human oversight.

But the direction of travel is becoming increasingly clear.

The organisations that succeed with AI learning tools may not simply be the ones creating more content.

They may be the ones that make it easiest for people to share what they already know.

Want to leverage AI for workplace learning? Contact us at Webanywhere for an informal discussion about your needs and goals.

The post How AI is Changing Workplace Learning on Totara appeared first on Webanywhere.

In 2026, artificial intelligence is no longer a future concept. It is embedded in everyday life, shaping how we learn, work, and interact with the world.

Yet while AI adoption has accelerated, understanding has not kept pace. A significant gap exists between using AI tools and truly understanding the principles, ethics, and implications behind them.

Forward-thinking organisations recognise that closing this gap is not just an educational challenge. It is a strategic responsibility.

This initiative addresses that challenge directly, equipping the next generation with the knowledge and critical thinking skills required to engage with AI responsibly, ethically, and confidently.

The Challenge: From AI Usage to AI Understanding

Across schools and learning environments, AI is increasingly visible but rarely explained in depth. Young learners are interacting with intelligent systems without the frameworks needed to question, interpret, or evaluate them.

Without early intervention:

• AI becomes a “black box” rather than a tool to be understood
• Ethical considerations are overlooked or misunderstood
• Critical thinking skills are underdeveloped in relation to emerging technologies

To build a future workforce that can use AI responsibly, education must evolve now.

The Initiative

This project bridges the gap between advanced academic research and real-world classroom delivery.

It is a university research-led initiative designed to future-proof AI literacy for primary-age learners, combining rigorous research with engaging, accessible learning experiences.

The focus is on active learning, ensuring that children do not just consume information, but interact with concepts, question outcomes, and develop their own understanding of how AI works and why it matters.

The Three Pillars of the Project

1. Research-Backed Frameworks

At the core of the initiative is a robust academic foundation.

Developed in collaboration with a leading UK university known for its excellence in computing, data science, and human-centred technology research, the programme is grounded in:

• Proven pedagogical methodologies
• Ethical neutrality and balanced perspectives
• Current research into AI systems and societal impact

This ensures that learning is not only engaging, but accurate, credible, and future-facing.

2. Scalable Classroom Delivery

Translating complex AI concepts into formats suitable for young learners is a critical challenge.

This initiative solves that through:

• Interactive, scenario-based learning experiences
• Age-appropriate storytelling and simulations
• Digital-first delivery designed for modern classrooms

The result is a scalable model that can be deployed across schools, regions, and education systems without compromising quality or consistency.

3. Verifiable Impact

Unlike many education initiatives that rely on anecdotal success, this project is built around measurable outcomes.

Sponsors and stakeholders benefit from:

• Quantifiable improvements in ethical literacy
• Data-driven insights into learner engagement and comprehension
• Clear evidence of behavioural and cognitive development

This focus on impact ensures accountability and supports continuous improvement.

Academic Excellence Behind the Initiative

The university partner behind this project is recognised as one of the UK’s leading institutions, with a strong reputation for innovation in technology and interdisciplinary research.

Its credentials include:

• International recognition for computing and data science programmes
• Pioneering research in artificial intelligence, ethics, and digital society
• A track record of translating academic insight into real-world applications
• Strong links with industry, ensuring relevance beyond academia

This combination of academic rigour and practical relevance provides a powerful foundation for the initiative, ensuring that learners benefit from insights at the forefront of technological advancement.

Why Partner with Webanywhere

As a leading provider of digital learning solutions, Webanywhere plays a critical role in transforming research into impactful learning experiences.

Expertise in Digital Learning Innovation

Webanywhere brings deep expertise in:

• Learning management systems, including Totara Learn
• Scalable eLearning delivery across sectors
• User-centred design for engaging, accessible learning

This ensures that complex ideas are delivered in ways that resonate with modern learners.

Bridging Research and Real-World Application

Where academic institutions generate insight, Webanywhere ensures it can be applied at scale.

Their role includes:

• Designing interactive learning experiences based on research frameworks
• Ensuring usability and accessibility for diverse learner groups
• Supporting deployment across educational environments

This bridge between theory and practice is essential for meaningful impact.

Proven Track Record with Large-Scale Learning Initiatives

Webanywhere has delivered learning solutions for global organisations, educational institutions, and public sector bodies.

Their experience includes:

• Managing large user populations across multiple regions
• Delivering measurable learning outcomes
• Supporting long-term digital transformation strategies

This makes us an ideal partner for initiatives that require both innovation and reliability.

A Collaborative Vision for the Future

This initiative represents more than a single project. It is a model for how academia, technology providers, and forward-thinking organisations can work together to shape the future of education.

By combining:

• Academic excellence
• Innovative learning design
• Scalable technology

it creates a pathway for embedding AI literacy at the earliest stages of learning.

Get Involved

Organisations that lead in AI have an opportunity to shape how it is understood by the next generation.

By supporting initiatives like this, you can:

• Contribute to responsible AI adoption
• Support measurable improvements in education
• Align your organisation with innovation and ethical leadership

To explore partnership opportunities or learn more about how this initiative can be delivered at scale, contact Webanywhere today.

The post Shaping the Future of AI Literacy in Education appeared first on Webanywhere.

Two current trends in technology-enhanced learning systems that are now starting to gain exposure and adoption are Learning Analytics and the SCORM upgrade/replacement, TinCan, also known as xAPI.

Learning Analytics is the application of marketing-style analysis to data generated by learners. It aims to capture what tasks a learner has performed and build profiles of activity and end results in order to try and see what kinds of behaviour and activity lead to learning success. Additionally, it seeks to flag up learners who are perhaps struggling with work, which might offer a teacher or trainer the chance to intervene with more support.

Learning Analytics does have numerous issues around things like capture of data and privacy-protection, and many organisations and leaders are still debating the ethics and policies that should guide its implementation. However, it does seem like an efficient and effective way to capture and analyse more about learners.

TinCan / xAPI is based on and extended from the popular SCORM course specification, breaking free from the confines of a closed delivery system such as an LMS. It allows practically any type of interaction, both on and offline, to be recorded against a user’s learning record. For example, using the simple language-like syntax of “John read a research paper”, or “Mary took test 1 with a score of 10”, TinCan can capture data which can then be analysed using a variety of different models to discover things like content or activity effectiveness. The data retrieved is then stored in a Learning Record Store (or LRS), which can be incorporated into the LMS.

In combination, these two methods of data-capture and analysis offer a new method to gain insight into the way that learners learn and what kinds of activities and events benefit or hinder learning. This means reduced costs for you when developing learning content, as the most effective activities and content types for your audience can be easily discovered. It also brings better outcomes for learners, as those who are struggling with content can be identified and given extra support, while those who are not challenged enough can be presented with more challenging work to do.

Find out more about Learning Analytics and TinCan, or about implementing an LRS within your organisation: contact us today for advice.[/vc_column_text][/vc_column][/vc_row]

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How Is AI Changing The Way We Work?

From small changes such as email inbox filtering and email auto replies to AI assistants, the positive impact of technology in the workplace is plain to see. From the start of the employment process AI is heavily involved, from screening CV’s and increasingly popular use of skill games to assess the cognitive and emotional behaviour of candidates. Once in the workplace the implementation of AI processes and automation of mundane jobs enables employees to focus their time and energy on completing more complicated tasks to a higher standard as AI frees up employee time. The ways in which AI can grow and be implemented shows a lot of promise, such as CRM systems that learn from sales history, and guides employees on where to focus their sales energy to work more productively based on their work habits and past performance.

How Can AI Be Used In Employee Training?

Learning and development (L&D) is one of the key areas that AI is being implemented in workplaces across the globe, and also one that will see great advancements over the coming years. But, how can employees utilise training AI and what are the benefits of doing so?

Content Curation

As mentioned in our previous post, Learning and Development: Why Is Employee Development Important, curating a L&D strategy is vital. Thankfully, AI is on hand to help with this by taking into account the company objectives, the employees role and the training course. Once this has all been taken into account AI can curate custom training content in order to get the most out of the course and trainee.

Reinforcement

In order to make the most of L&D newly learned skills should be reinforced on an ongoing basis, however this is an area where training is often lacking. Once a training course is completed we tend to see this as ticked off, yet it’s a process that takes time. This is where AI can make a real difference; using it’s learned behaviours and reminder style systems it regularly reinforces the information we have just been taught to ensure this is really understood and taken on board.

Measurement

Large data sets are often quite unwieldy and time consuming to sort into manageable, and readable, results. Data such as employee training courses, employee surveys and employee reviews can easily be digested by AI and given back to us as tangible information we can use to help employees by skill matching for mentorships, on the job training or progression support. This use of AI frees up time by taking the heavy lifting of data sets off employers shoulders, and freeing up time for them to focus on the results and how to make positive changes off the back of them.

How do you see AI changing the landscape of the workplace in the future?[/vc_column_text][/vc_column][/vc_row]

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Bridging the Communication Gap

In this current work-from-home environment, face-to-face communication is becoming more and more a thing of the past. Instead of co-workers stopping by the desk to ask about updates, our inboxes are being inundated with messages. We login to video conferences that are hard to focus on and plagued with teething problems. Watch and Learn bridges this gap between these two extremes.

This video sharing feature is part of Webanywhere’s effort to speed up business communication to provide the benefits of face-to-face collaboration between colleagues, customers and partners who cannot physically be in the same location but still wish to conduct effective communication, coaching, interviews and sales engagements.

“Technology needs to be more empathetic and combining video conferencing with voice notes and video messages makes communication more human” said Sean Gilligan, CEO of Webanyhere. “Video conferencing is on the rise and has been one of the defining elements of the coronavirus pandemic, with millions of people forced to work remotely.”

Watch and Learn provides a delightful user experience for both structured and spontaneous communication.

“Watch and Learn is a one stop shop solution which allows you to enter video rooms or messaging groups. Working from home can be lonely. Watercooler conversations are no longer possible. The real work happens in the meetings between the meetings,” said Sean Gilligan.

Having one platform where you manage and participate in scheduled (formal) communications and spontaneous (informal) teamwork reduces your communication overhead.

Offices are closing and lots of people are uncomfortable returning to work for health reasons. This demand is met with an all in one video and messaging platform.

Michal Woch, Operations Director at Webanywhere, went on to add “The problem that Watch and Learn solves is for those instances where a meeting is not necessary and an email lacks emotion. Watch and Learn addresses the business communication gap by bringing empathy into the remote workplace.”

Executives have a communication overhead when it comes to checking in with all staff. Managers who do this too often are accused of micromanagement. Watch and Learn helps you avoid radio silence by keeping all communication channels open.

Sean Gilligan went on to say “You can see who has played your audio messages or watched your videos. In addition Watch and Learn can launch high-quality video calls in a branded environment with no software to install.”

Watch and Learn provides businesses with an efficient and easy to use alternative to endless emails and meetings.

The platform, which can be used across all mobile and desktop devices, enables members of your team to send short video, audio and text messages to colleagues which appear on a social media style timeline.

With Watch and Learn, everyone is kept updated and informed from anywhere at any time, without their inbox getting flooded.

Watch and Learn moves business communication away from the inbox and makes it interactive and fun.

In conclusion, you wouldn’t dream of turning up to an exhibition with an unbranded shell as a stand. Furthermore, if you spot a white van driving down the street you don’t know which company is being represented. Why should this be any different when it comes to video calls? Branded video calls build trust with your audience. It’s not just about the screen backgrounds, the presentations and the content of video calls, it’s how you launch a video call.

Watch and Learn Overview for Business
Watch and Learn Overview for Education[/vc_column_text][/vc_column][/vc_row]

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Skills are voice-driven Alexa capabilities. You can add Alexa skills to your Echo to bring products and services to life. You can view available skills and enable or disable them using your Alexa app.
It’s easy adding skills onto your Alexa device. All you need is the Alexa App (and of course an Alexa.)

Alexa for Business gives you access to all Alexa skills. To enable skills for your devices, you must first enable it for your organisation and then add it to one or more skill groups that are assigned to your rooms.

Manage your skills on Alexa

• Open the Alexa for Business console at https://console.aws.amazon.com/a4b/
• Choose Skills, Alexa Skills store.
• Find the skill to add by browsing the list of available skills, filtering by category, or searching by keyword. You can get more details about the skill and how to add it in the skill details.
• Choose Enable skill.
• If the skill requires it, link your master account by following the account linking steps. When you are done, you receive a success message in the console.
• If the skill supports it, optionally enable permissions by choosing Allow next to each permission and choose Save.
• Choose Enabled skills, select the check box next to the skill that you just added, and choose to Add to a skill group.
• Select the check box next to the skill group to which to add the skill, and choose Add.
• Custom Alexa skills development

Alexa skills are essentially apps, which enable Amazon’s voice assistant to connect to hardware and software to perform certain tasks.

What skills can Alexa develop?

Alexa comes with a selection of built-in capabilities, which are referred to as skills.

The Alexa Skills Kit allows you to teach Alexa new skills. Customers can access these new abilities by asking their Alexa questions or making requests. An example of some skills are;

Tip – Try looking up answers to specific questions

Challenge the user with puzzles or games (“Alexa, play Jeopardy.”)

Control lights and other devices in the home (“Alexa, turn on the living room lights.”)

Provide audio or text content for a customer’s flash briefing (“Alexa, give me my flash briefing”)

Some custom Alexa skills you can develop are –

Ask requests. For example – Look up things on the web, integrate a web service so that you can order something like a pizza

Use skills that can control your smart home devices. For example – Turn the lights off, change the temperature on a thermostat or change the channel on the TV

Music skill. For example – Stream music and playlists through your Alexa, you can control the next song or volume by your voice

What do you need to build a custom skill?

Accessible internet .

Amazon Web Services account in addition to your Amazon developer account.

A development environment appropriate for the programming language you plan to use. You can author a web service in any language appropriate for web services.

If you have no such files other than for a skill icon, you do not need to host any resources. One possible solution is to use an Amazon Simple Storage Service.

You will need a device with Alexa for testing. Skills work with all devices with Alexa, such as the Amazon Echo, Amazon Echo Dot, Amazon Tap, Fire TV, and devices that use the Alexa Voice Service.

If you don’t have a device, you can use a simulator on the Test page for testing. You can also see what the display templates for Echo Show and Echo Spot look like so that you can try before you buy.

Some must have Alexa skills:

Evaluate the price of your home: Thanks to its thousands of skills that suit everyone, you can now ask Alexa the estimated valuation for your home. The Hunters property valuation ‘skill’ is the first of its kind in the UK. Homeowners and landlords can now ask Alexa how much their property is worth by answering a few basic questions. Then you can book a consultancy with your local Hunters estate agents.

Dyson: Keep cool whilst laying on the sofa without moving. Dyson’s next-generation fan is compatible with Alexa. The Wi-Fi connected Pure Hot + Cool Link Air Purifier works with Alexa commands so it can be switched on and off, as well as switch between a fan and air purifier. After installing the skill, just as Alexa to “start purifying” and your air will be clean in a matter of minutes. Perfect for if you live in the city.

Lights on lights off: Whilst we are on the subject of not moving off the sofa, if you’re an Echo user who has Philips’ Hue connected light bulbs in your adobe, then get that Hue Skill downloaded. This allows you to turn your Philips Hue lights on or off and change the room’s ‘mood’. And of course, the classic Alexa skill, you can tell Alexa to play a song (even on Apple Music) to get the perfect ambiance.

TrackR: Find your phone when you lose it. Alexa is worth buying just for this skill in my opinion! If you sign up for a TrackR account and install the corresponding Skill, you can shout “Alexa find my phone!” and your handset will immediately ring at full volume, making the search easier, especially if you’re by yourself.

Uber: Can’t be bothered doing it on your phone? Ask Alexa!
Just say the right words and you can be in a taxi in a matter of minutes thanks to the Uber Alexa Skill. It might take some time setting up, but once you’re used to it, it’s a good skill to have if you cannot be bothered ordering it off your phone.

What Alexa can’t do just yet!

Shopping list – Order from supermarkets – At the moment Alexa allows consumers to buy and order from Amazon itself whether its shoes or a new phone. However, considering you can create a shopping list on the device, it would be even better if you can order your weekly shopping on it. From what I understand it’s currently in the making with business such as Morrisons and Tesco. Ocado was the first supermarket to bring this skill into play due it being an online-only retailer. Let’s hope the bigger high-street supermarkets join in.

Job search – There are plenty of job search websites in the market currently that can search for a variety of jobs with a variety of filters. It would be even better if Alexa could do this for you. You could start off by asking Alexa to search for a job in a specific area in marketing for example. You could then filter the results to location, pay, the role and whether it’s part or full time, etc. After Alexa brings up any results that you are interested in, you could ask it to email you the results or perhaps even apply for the job.

Train and bus times – Getting public transport can be a challenging, stressful thing to do on a daily basis. One of the worst things is missing it too! What would be great is if you could receive live updates from busses and trains. For example ask Alexa, “Alexa, when is the next number 3 bus from the bus stop near me?”. Amazon may then be able to work closely with bus and train companies to receive accurate results and to be able to work in all areas.

Business insurance – Rather than looking at the consumer side, it might be better to focus on the business side. At the moment Alexa does not offer the opportunity to take out business insurance. This would be very useful for business and companies and would save time so that you wouldn’t have to fill out lengthy forms that take a whole day to do. Alexa could then provide you with a quote, with an insurance company and the individual could then make the decision on whether to go ahead with it, or not.

Tune in to speak to your pets – Something that people do often leave their pets at home whilst they leave the house and go out. Something which is fairly new to the market is CCTV which allows pet owners to check in on their furry friends. An idea for Alexa is that it could allow the consumer to tune in and speak to your pet. I know of someone who’s dog cries after their owner has left and it means that they have to keep their TV on all day. This also means their electricity bill is sky high. What would be good if you could speak to your pet, or even better record a message that could play or play every half an hour or so?

Order prescriptions – One thing that would be very useful for Alexa to do is to order prescriptions. As it’s becoming more possible to facetime doctors, book appointments online and contact them regarding symptoms, this should be something that’s hopefully in the making. This would be useful to elderly people especially who maybe aren’t as ‘tech-savvy’ and struggle to work their way around the internet. With the command of your voice, your prescription could be at the pharmacy the next day.

Book a gym class – For someone who goes to the gym regularly, this would be a very useful skill. Ideally, Amazon would be able to link to various gyms and give the consumer information. Whether that be how many people are the gym right then, or the next possible class that’s on, and then the opportunity to book onto it. One again, Alexa would make life a lot easier.

Call 999 – This doesn’t just mean saying “hey Alexa call 999” in this context Alexa could save lives. If you pair up Alexa with a skill that is tied in with your Apple Watch and it notices any unusual activity it would be handy if it could call 111 – the non-emergency line and if you respond and need assistance it could be a crucial act.

Also when you set up your skill you could put all your health profile in and if you cannot respond then the doctors could ask Alexa what your blood type is etc. This would obviously only work if you were in your home, if you fell over and cannot access your phone, then it would be useful if you can say “hey Alexa call 999” and speak to the operators like that because currently, this is not doable.

Hologram phone calls – We know Facetime is amazing as it is a clear picture but what would be good is being able to have a Hologram call. Just like how the Avengers use hologram calls – (they’re up to date on technology). If Alexa could form a hologram business call with people all around the world this would be very useful as you can see people’s body language, a real-life figure which could be more effective than Facetime when in a board meeting.

Car insurance – There are only two companies currently that sell car insurance through Alexa and if you’re anything like us, we like to branch out and look for the best possible quote for car insurance. It could work like evaluating your home through Hunters. Just ask Alexa to find the cheapest car insurance, she asks you a couple of questions and then tells you the best quote and if you would like to book now or call an insurance broker.

TV recording – Now Alexa can change the channel but CANNOT record for us. What is worse than having to go off the tv programme you are currently enjoying and watching to record something someone wants to watch. Instead, wouldn’t it be great to say “hey Alexa record today’s tipping point” without it flipping screens?

Heating seats – Now this, we would use. Imagine on a cold frosty morning getting into your car with the heating on and your seats all heated up. A useful skill Alexa could have with your car is warming it up so you save the time in the morning for an extra snooze without needing your keys.

Please contact Webanywhere if you would like any help or advice in creating an Alexa skill.

With Webanywhere’s expertise in mobile app development, we can guide you through all the steps of the lifecycle of your Skill. Whether you are interested in idea creation, conception, interaction design, development, certification or hosting, our expert Alexa skills developers can help you achieve your goals. Webanywhere’s developers can build and publish skills for Alexa using the Alexa Skills Kit. Once the developed skills are published, they are available across all Alexa-enabled devices. The recent development with Hunters means you can value your home straight from your kitchen too.[/vc_column_text][/vc_column][/vc_row]

The post Amazon Alexa, what can it do and what can’t it do appeared first on Webanywhere.

However, in conversations with employees, employers and business owners, the performance management process or ‘appraisal’ is one which is often dreaded and can bring feelings of disdain.

There are, of course, ways to make performance reviews a less tedious experience. Face-to-face meetings are helpful, but in an increasingly busy workplace they can take up precious time that could be spent being more productive. As well as that, one-on-one meetings can often be quite stressful and tense, and it’s easy to forget things you want to say, which leads to a less useful session.

There’s also online appraisals. Employees can fill out a questionnaire to explain what they think they’ve done well, what they could improve on and any issues they might have with the work environment. This is advantageous, as people are more likely to speak their mind in an online form rather than in front of their manager. However, this method isn’t very personal, and it’s important to establish a link and trust between employee and employer.

Therefore, why not choose video as a form of performance appraisal?

Taking advantage of video as a way of delivering performance appraisals eliminates the most common problems that both employers and employees have with them.

For instance, an employee may feel like performance reviews within their workplace do not occur frequently enough, or the feedback they receive might not be detailed enough. Using video removes this issue – the videos can be as long or short as you like, and can be filmed as frequently or infrequently as you wish.

Video appraisals have the best of both worlds: they allow respondents time to think carefully about their answers, and they’re also personal in the sense that you’re filming yourself and your reactions. Overall, it makes the process much less formal and daunting for both parties.

Using video is also a less time consuming experience than the traditional method of a face-to-face meeting, and is flexible in the sense that filming a performance appraisal video can be slotted in around a busy schedule. It also means that the entire process does not need to be done all in one go – it could go back and forth between employer and employee by breaking the appraisal into relevant sections and filming short clips, rather than recording and sending the whole process at once.

There are many different ways you can implement video appraisals: employers can set questions and get their workers to film their answers, for one – but in what other ways could you use video to carry out performance appraisals?

Checklists and ratings

One common method of rating an employee’s performance in the workplace is by setting out a list of desired qualities, and rating them on how well suited they are. For instance, an employer might want someone who works well and gets on with others. Throw video into the mix, and your analysis of an employee’s performance becomes more interactive and personal as opposed to just handing them a sheet of paper or sending them an email.

Go through each point and verbally communicate with your worker on which traits they have and which ones they need to improve on – then, have them respond with a video of their own to explain how they’ll work on their weaker areas.

Work standards approach

Setting goals for the next work period is an essential feature of a performance review. With video, employees can explain to the camera their ideas for improving their performance as well as how they intend to achieve those goals. For more communication between employer and employee, managers could set specific tasks and goals in their own video response to tailor their goals to their own expectations and standards.

In a separate appraisal, after a period of time allowing an employer to assess their worker’s performance, you can send feedback to your employee based on how well you think they’ve met the goals they’ve been set.

Critical incidents

This method isn’t as frightening as the name suggests. A critical incident is an action or event which has happened in the workplace, and is focused on exceptional things an employee has done, as well as bad or unacceptable things. The purpose of this method is for the employee to receive feedback and work on how to progress by making any necessary alterations.

When we mix this with video appraisals, there’s a few advantages. First of all, it’s easier than in a face-to-face meeting to discuss any mishaps or failings when you have time to respond and form intelligent responses. It’s also more effective than an online form as it communicates the message clearly and more empathetically, as you can listen to the tone of voice and see reactions through facial expressions and body language.

Employee self-assessment

This method allows employees to think about their own personal performance and identify their strengths and weaknesses, in order to find ways to improve and develop in the workplace. They might also be able to make a list of everything they have accomplished over that year, six months or set period of time.

Carrying out this method via video rather than face-to-face is much more effective as it allows the employee to think carefully, rather than being put on the spot in a meeting.

They might also be able to collate a series of mini clips as they happen – for instance, if they feel they have had a particularly successful work day, they could record the video that evening when they get home and keep it to collate with other clips. This method is sometimes referred to as ‘journaling’, but in this instance, the details are kept via video recordings rather than written down.

Sometimes, people find it challenging to talk about themselves in high regard or face their weaknesses head on. Using video to self-assess takes away this issue of the matter being somewhat disconcerting, making the employee feel more confident and comfortable when discussing their achievements with their manager.

The future of the performance appraisal

Using video as a form of delivering a performance appraisal also takes away endless hours of admin for managers, which can often be overwhelming.

This type of approach turns a performance review into more of an ongoing discussion, which has a huge impact on the completion of goals, personal career ambition and growth. It also allows room for the development of a strong, trusting relationship between manager and employee.

With video, performance reviews would no longer be thought of as an unsettling, uninspiring task. Instead, the experience would be insightful, turning the activity from one which is conducted annually, to one which is carried out continually. Where lessons are learned and achievements are recognised in the most simple and effective way.

Watch and Learn is a knowledge sharing app which lets you find the right learning for you from colleagues and experts. Users receive personalised, curated and constantly updated content to improve their on-the-job performance.

Through use of Watch and Learn, video appraisals become ever-easier; workers can share their knowledge faster and practice their communication, pitching and negotiation skills. Learning is much easier when it’s done through practice and experience.

So, if you’re thinking about doing performance appraisals through video, think about downloading Watch and Learn. It’s an easy to use app with many features and benefits for improving your workforce.

Webanywhere provides complete eLearning solutions to clients across the UK and worldwide, including learning management systems (LMS) / virtual learning environments (VLE), business or school websites, and useful apps for education and training.

We have offices in Leeds, West Yorkshire and London, as well as the USA and mainland Europe, serving thousands of clients and over 3 million learners.

If you’d like to learn how Webanywhere could help you implement or improve e-learning within your organisation, please contact us at info@webanywhere.com.[/vc_column_text][/vc_column][/vc_row]

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CMS: Content Management System

Content management systems create the framework in which content is stored and displayed on a website. A CMS provides the space for content to be stored and displayed or collaborated on with team members. A good example of this is WordPress. CMS primarily serves to facilitate the creation of content but essentially allows distributors to decide which content is displayed on the website.

Benefits:

Rather than working from multiple documents or systems, a CMS gives you the ability to upload everything into one system.

Not only can you store all the information about your courses, but you can assign resources, instructors, and classrooms. This ensures that you have everything you need for each course to run successfully.

If you use a CMS as part of a training management system you should be able to integrate your CMS with your website, saving you time and effort for your team.

LMS: Learning Management System

Learning Management Systems allow companies and educational bodies to upload online training content or courses for their employees or students and track their participation. Commonly used in corporate training and higher education settings, LMS platforms are able to provide space for learners to absorb, train, test, and collaborate.

Benefits:

A Learning Management System is a great way of keeping track of your students’ progress as they make their way through your training and also measures the effectiveness of your eLearning offering. This enables you to see where you need to make improvements to your course content.

Adding another form of course delivery to your training offering is always a great option so that you can open yourself up to a vast amount of new potential customers.

You aren’t limited by the amount of teaching time you have or the number of classrooms you have because you can run as many eLearning courses as you want

CMS vs LMS Summary

In short, an LMS places emphasis on “learning”, whereas a CMS places emphasis on “content”. The truth is CMS and LMS do very different jobs, but they are both a great addition to your training business.

While these management systems have several similarities, they ultimately have different functions. It’s important you understand the differences of each management system as choosing the wrong system could be costly.

Webanywhere have been supplying learning management systems (LMS)  to organisations around the world since 2006. Please contact us at info@webanywhere.com[/vc_column_text][/vc_column][/vc_row]

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