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.

In this article, we’ll explore the top 10 benefits of AR in online learning. From simplifying complex concepts to boosting student engagement and collaboration, AR is reshaping the educational landscape. 

Let’s dive into the transformative impact of AR on learning, highlighting how it’s changing the game for educators and students alike.

Interactive Learning Experiences

AR breathes life into online learning, making it a hands-on and immersive experience. Imagine studying the stars by having constellations appear in your living room or dissecting a frog without the mess. AR brings subjects off the page and into the real world, making learning interactive and engaging.

Apps like Google Expeditions push the boundaries of engagement by taking students on virtual field trips. From the ocean’s depths to Mars’s surface, these adventures make learning vivid and memorable. It’s one thing to read about the Roman Colosseum; it’s another to stand within its walls, hearing the echoes of ancient cheers. This is the power of AR: transforming passive learning into an active discovery, keeping students captivated and eager for more.

Improved Accessibility

Augmented Reality is breaking down barriers in education, making learning more accessible to students with disabilities. AR can provide visual, auditory, and haptic feedback to cater to diverse learning needs. For instance, students with visual impairments can interact with 3D models that emit sounds or vibrations to indicate different features, turning abstract concepts into tangible experiences. This inclusivity ensures that education is not one-size-fits-all but accessible to everyone, regardless of their abilities.

AR also supports personalized learning paths, allowing students to learn at their own pace and style. Whether it’s through augmented flashcards that adapt to a student’s proficiency level or interactive simulations that respond to individual interactions, AR technology can tailor educational content to meet the unique needs of each learner.

Enhanced Engagement and Motivation

AR is like a magnet for student attention, significantly increasing motivation and engagement. Picture this: students are not just sitting and listening; they’re actively participating, exploring, and even competing in a learning landscape that’s vivid and interactive.

Gamified learning through AR taps into our love for games, making education fun and rewarding. Imagine earning points for solving math problems or advancing through history quests. This blend of play and learning keeps students hooked, transforming the sometimes monotonous task of studying into an exciting challenge. Through AR, learning feels less like a chore and more like a game you don’t want to put down.

Better Understanding of Complex Subjects

Augmented Reality shines when it comes to demystifying complex subjects. Vivid visualization breaks down intricate ideas into digestible, interactive pieces. Imagine turning a complex molecular structure into a 3D model that students can explore from all angles. This hands-on approach transforms abstract concepts into tangible experiences, making tough topics like quantum physics surprisingly straightforward.

Real-World Skill Development

Augmented Reality bridges the gap between theoretical knowledge and practical skills, making learning deeply relevant to real-world applications. Instead of just reading about a concept, students can use AR to simulate real-life scenarios where they apply what they’ve learned. This hands-on approach ensures that learners are knowledgeable, skilled, and ready to tackle real-world challenges.

For example, AR simulations in medical training allow students to perform surgical procedures without the risks of actual surgery. Similarly, engineering students can use AR to build or interact with machinery and structures, gaining valuable experience in a safe, controlled environment. These examples highlight how AR provides a practical, risk-free platform for developing essential skills and preparing students for their future careers with confidence.

Increased Collaboration

AR isn’t just about individual learning; it promotes collaboration. In online learning, where students may feel isolated, AR bridges the gap by creating shared, immersive experiences. Imagine students worldwide working together on a virtual science experiment or collaborating on an architectural project in a digital environment. AR promotes teamwork by making it feel like everyone is in the same room, even miles apart.

Instant Feedback and Assessment

Augmented Reality in online learning reshapes feedback delivery by providing it in real-time. This feature lets learners immediately understand and correct mistakes, significantly enhancing the learning curve. Instant feedback ensures that learning is a continuous, interactive process, preventing the accumulation of misunderstandings and reinforcing correct knowledge as learners progress through their material.

AR also facilitates personalized learning assessments by adjusting to each learner’s pace and comprehension level. This adaptive approach ensures that assessments are neither too challenging nor simple, promoting an optimal learning environment. Personalized assessments help identify specific areas of strength and improvement, making learning more focused and efficient.

Cost-Effective Learning Materials

AR reduces the need for physical learning materials, transforming how we access educational content. By bringing digital overlays into the real world, AR eliminates the necessity for costly textbooks and physical models, making learning both innovative and more budget-friendly.

Over time, implementing AR in online courses proves financially savvy. It reduces the recurring costs of updating and purchasing traditional materials, offering a sustainable, cost-effective solution for educational institutions and learners. This shift towards AR modernizes education and significantly lowers long-term educational expenses.

Encouraging Creativity and Innovation

Augmented Reality opens new doors for creative expression and problem-solving in learning. It encourages students to visualize complex concepts in 3D, pushing the boundaries of their imagination and creativity. This immersive experience fosters a hands-on approach to education, making it more engaging and interactive.

AR’s interactive nature also stimulates innovative thinking skills. It challenges learners to approach problems differently, cultivating a mindset that values innovation and creative solutions. 

Enhancing Education Through AR

Augmented Reality has the transformative power to redefine online learning, making it more interactive, engaging, and effective. Integrating AR makes educational content alive, providing instant feedback, personalized assessments, and a deeper understanding through immersive experiences.

We encourage educators and institutions to dive into the world of AR technologies. Embracing AR enriches the learning experience and prepares students for a future where digital and physical realities are seamlessly blended. Let’s explore AR’s possibilities for education, unlocking new ways to inspire and educate.

Book a demo today and discover how Webanywhere’s custom Learning Management System can elevate your organization’s learning and development strategy to the next level.

The post Augmented Reality in Online Learning: Transforming Education appeared first on Webanywhere.

Unveiling Innovations

At Webanywhere, our dedication lies in transforming the landscape of learning and teaching. Being part of DevLearn 2023 presents a fantastic chance for us to display our state-of-the-art solutions and technologies. We have been tirelessly advancing various tools, empowering educators, learners, and organizations to fully embrace the potential of eLearning. This encompasses a range of offerings including LMS platforms like Totara, podcasting solutions, social learning platforms, video platforms, and virtual event platforms. These elements contribute to the creation of robust online learning communities.

Meet Us at Booth Number 222

If you’re attending DevLearn 2023, we extend a warm invitation to connect with us. Swing by Booth Number 222 to discover how our innovative solutions can transform your learning experience. Our team of experts will be on hand to guide you through our offerings, answer your questions, and provide insights into the future of eLearning.

Let’s Connect and Collaborate

DevLearn isn’t just an event; it’s an opportunity to build connections and foster collaborations. We’re enthusiastic about the chance to meet you and exchange ideas. Reach out to us, and we’ll be more than happy to schedule a meetup. Let’s explore potential opportunities, share our visions, and create meaningful connections that drive the eLearning landscape forward.

Save the Date

DevLearn 2023 is scheduled from October 25 to 27. Make sure to mark these dates on your calendar and plan to be a part of this exciting event. Join us at Booth Number 222, where the future of eLearning is being unveiled.

We look forward to connecting with you at DevLearn 2023 and embarking on a journey of innovation and collaboration. See you in Las Vegas!

The post Webanywhere at DevLearn 2023 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]

The post Learning Analytics and TinCan / xAPI: The basics appeared first on Webanywhere.

From intensive training to online academies, staff learning varies across the board. However, one thing is clear: the drive for success is almost blinding. Indeed, it’s hard to ignore the prominence of UK supermarket giants; there is a reason why they boast high levels of success year after year, even when the country falls on hard times.

Intensive training – Some of the biggest names in retail have recently invested in more intensive styles of training, placing huge importance on ensuring all members of staff learn at exactly the same level. Up and coming supermarket hero Aldi is known for its rigorous corporate training schemes. These courses range from one year for trainee area managers, to eighteen months for graduate programmes, and promise some of the best training in the business. Their success can be seen in the company’s rise to prominence in the last few years, but more notably in the reviews from workers, who say their plan is very effective, and that while you’re expected to work hard, their generous salary more than makes up for it.

Supermarket academies – Sainsbury’s pioneered the idea of college-based learning in 2014, investing millions of pounds in opening six training colleges. This approach followed on from their success with ‘bakery college’, but broadened its scope to training both store workers and people in corporate roles. Their aim was to make sure all employees received exactly the same level of training, and this consistency is part of what keeps their standards high. Most importantly, though, staff are taught coaching skills to pass onto new or struggling employees, so no one is left behind. In turn, this has left workers feeling more valued and involved with the company.

Growing with technology – Other giants like Tesco have employed similar tactics, opening academies in places all over the world. However, they have taken a step away from the more classic approach of classroom learning to combine other elements within their programme. For example, their Group Management Programme is something the company is very proud of, and is just one of many group training approaches. Yet, it is their shift towards technology that marks them out. Starting with ‘Academy Online’ and culminating in ‘Academy on the Go’, Tesco offers bitesize levels of learning alongside office training to keep workers topped up throughout their time with the company. As the world moves into its technological age, this helps keep staff in touch with its development.

Personalised pathways – A more personal approach is what’s benefitted other competitors, like M&S, who boast a training programme that is molded around every employee’s differing needs. In fact, one employee was particularly impressed with how much engagement there was between staff. M&S state that this type of learning is what helps them achieve perfection, and while it may take up a lot of time, the company was awarded Best Supermarket earlier this year in a survey by Which?, meaning they must be doing something right.

Doing the right thing – This isn’t the only thing they focus on in training. As the news becomes more and more saturated with stories about the environment and other social issues, it isn’t surprising that M&S have taken their learning journey down the path for sustainability. By making their staff aware of topical issues, they are equipped with the tools to carry out business with the outside world in mind. There have even been initiatives carried out that aim to help their communities, all with the aim that the training they deliver helps to build a sustainable future for their company, and the planet.

A helping hand – There is a misconception that training has to be rigid, intimidating and intensive. Yet, although Lidl do incorporate this style of learning into their schemes, it’s their mentor system that really makes them stand out from the crowd. It’s a more pastoral approach, tackling retention issues by having refresher sessions and a friendly face around the office. It’s no surprise that workers are calling their training structure nothing short of brilliant.

The post How Supermarkets Strive for Success Through Learning appeared first on Webanywhere.

Here are some ideas for getting your employees excited about using an LMS from the beginning.

Highlight the benefits

Concentrate on highlighting the benefits of using an LMS, including its flexibility and accessibility. Your learners should be happy to hear that they will be able to access the learning materials at their own pace instead of attending time-consuming traditional training sessions. Get them excited about improving their skills and mastering new tasks.

Make it responsive

Modern learners expect their learning materials to be accessible on any device. Having an LMS that only operates on a computer might discourage people from using it and engaging in learning at their own time. Do not forget that mobile learning is one of the biggest trends when talking about elearning!

Provide personalised learning experience

Considering individual learning needs and providing your employees with personalised learning materials might be another great tool for increasing an excitement about using an LMS. Personalised training can make employees feel more appreciated because their personal skills and career goals have been considered. Not to mention that personalised learning is also expected to close the gaps in their skill sets and to improve knowledge retention.

Market your LMS

Think about different ways to ‘sell’ an LMS to your employees. For instance, you might consider doing a presentation, creating a video or sending out an email to let everyone know about it. If you have an internal marketing team, speak to them about how your LMS could be promoted and communicated with the rest of your employees. Keep promoting your LMS to reinforce your employees to visit it regularly.

Reward your employees

This is one of the most effective ways to make your learners excited about using an LMS. Rewarding your employees for completing a course might be the thing that engages them into starting the course and into staying motivated throughout it. A great way to reward your employees is gamification. For instance, you can gamify your LMS with levels that learners can go through as they finish a task.

If your company is getting a new LMS, start promoting it to your employees few months before the launch and keep promoting it regularly to make sure everyone is engaged with it. You can also use the tips discussed above to update and improve your existing LMS.[/vc_column_text][/vc_column][/vc_row]

The post How to get your employees excited about using an LMS appeared first on Webanywhere.

Scalable, efficient and fast

Elearning is flexible enough to quickly create and communicate new training materials to all employees throughout the company. Most Learning Management Systems are scalable in terms of the ability to handle a growing amount of work in an efficient manner as well as in terms of meeting the different needs of employees working in different countries.

Higher engagement

The variety of elearning techniques can make learning more engaging. For example, social learning can improve collaboration. Another great ways to use elearning for employee engagement are through gamification or personalised learning.

Higher learning retention

All different elearning tools used for employee engagement are expected to increase the knowledge retention.

Saves time and money

Elearning helps to reduce the time away from workplace as well as to save the money spent on trainer and employee commutation, trainer costs and infrastructure rentals.

Capacity and consistency

It is very important to make sure that all employees throughout the company get the same quality training. Elearning offers the opportunity to engage all employees in consistent training and it can help to achieve high levels of coverage amongst your target audience.

Lower environmental impacts

By delivering training online and testing your employees using online quizzes and tests, you are significantly reducing the paper consumption as well as reducing other waste caused by travelling for training.

Easier to measure learning activities and impact

Using a Learning Management System (LMS) makes it very easy to track the activity and progress of learners as well as to build reports.

Flexible

Elearning is very flexible in terms of providing learners with the freedom to learn at their own pace, when they want and where they want.

Accessible

Elearning materials can be made accessible on any device (laptop, tablet, mobile phone) and at any time. This can be very useful for providing same learning materials to learners throughout the business in different locations, this is great for international companies. The accessibility factor is very important in terms of learning provided to remote workers.

Appealing to millennials

As the number of technology savvy millennials rises in the workforce, it is clear that any modern organisation should provide some elements of elearning to the employees. It is beneficial for the learners in terms of meeting their needs, increasing engagement and ensuring their knowledge retention.

If you want to learn more about different corporate elearning solutions available, visit the Webanywhere website.[/vc_column_text][/vc_column][/vc_row]

The post Top 10 benefits of using elearning tools for corporate workforce training appeared first on Webanywhere.

According to The Information Daily¹, 85p from every pound set aside for training is spent on actually delivering it, leaving just 15p for the course content! In addition to preventing people from actually working during the course, this includes the cost of things such as room hire, teaching fees and equipment, and it quickly becomes clear that this isn’t a sensible or a sustainable way to train large numbers of employees. By contrast an e-learning approach using an LMS, despite a higher initial startup cost, ultimately leads to lower costs elsewhere and a more long-term, reusable approach. As we can see from the graphs below1, this applies both to training existing staff and inducting new ones – in both cases a higher initial outlay leads to long-term savings. According to one study, you could save up to 70% over instructor-based methods⁴.

As touched on above, the flexibility and scalability of e-learning is also one of its key advantages – after initial setup, costs are very limited to deploy programmes to either very narrow or very broad focuses – it’s simply a matter of specifying course access to the right people. Where with brick-and-mortar learning this requires the drawing up of guest lists, hiring of event venues and the sorting out of timetables to ensure the maximum number of people can attend. It doesn’t matter with e-learning whether you need to train one person or a thousand, all that’s needed is the initial outlay in creating the course.

This is not to say, though, that the only benefits are material in terms of savings – using a blended learning approach can help your employees to retain information for longer, its wider range of learning styles appealing to different people’s personalities³. Perhaps some work better through video training, some might prefer to read sheets while others could prefer interactive quiz/form-based learning. Additionally, revision of information at intervals has been proven to improve memory and retention – with an LMS you can simply go over the information again rather than holding another costly seminar or training session.

Not only can you help your employees to learn better with an online approach, you can see for yourself the benefits through tracking their progress. Totara, for example allows you to see how much of a course an employee has completed as well as providing data for you to graph and track. This benefits in the area of lifelong learning – a single instructor-based session ends when staff leave, and tracking its progress is difficult to say the least, while online it’s simply a matter of checking profiles.

These are just a few of the many ways your organisation can benefit from embracing e-learning. Get involved with the future of training and teaching, contact us today to find out how we can help your organisation implement a robust, world-standard LMS.

Sources

• 1. eLearning Success – measuring the ROI impact and benefits
• 2. 18 Mind-Blowing eLearning Statistics You Need To Know
• 3. Organisational benefits of e-learning

[/vc_column_text][/vc_column][/vc_row]

The post Counting the costs and benefits of e-learning appeared first on Webanywhere.

1. Define Your Scope

Know what you want and you don’t. Don’t feel like just because you’ve got a huge amount of options before you that you have to use them all. Keep in mind areas such as your target audience, what you intended to teach and how appropriate the content is on an e-learning environment. Once you know what it is you want the rest of the process becomes a whole lot clearer.

2. Setup Your Team

To get your e-learning project going you’ll need a decent team. This usually consist of:

• A Human Resources/Capacity Development manager
  Essentially the project leader, their job is to decide what they want from the project, who’s doing what during the projects development and when to move to the next stage at every step.

• An Instructional Designer (ID)
  The person in charge of implementing what goes into the system, evaluating what is and isn’t appropriate as an e-resource. They also design specific activities for the course which are checked over by the…

• The Subject Matter Experts (SME)
  The people who know about what you are teaching. They write the content for the course and look over any content made by the ID.

• Web Developers & Media Editors
  This part of the team assembles the website, adds in any interactive elements and looks after the media content.

• Course Administrators, Facilitators & Tutors
  The people responsible for actually running the course once it’s built, with administrators looking after the site, facilitators providing students with access and tutors guiding students through the elearning course.

• Technical Support
  All the team should be backed up by a support team throughout the development and during the course’s use.

3. Set Deadlines

Staying organised is a key part of keeping your project on track. Set realistic deadlines with your teams, and try not to be unrealistic. Delayed deadlines will throw the next stage off their deadline, so it’s better to plan with a practical mindset. Make sure there’s time for review and feedback once it’s launched, you don’t want to scrape a deadline and still have problems.

4. Define Terms

Misunderstood jargon can lead to disastrous problems later on, so make sure everyone understands the terms at an early stage. Write out a glossary and have a meeting to outline what the goals are. This is great for both preventing miscommunication and keeping everyone informed of what exactly it is you’re building.

5. Gather Your Content

Perhaps the most important thing of all, find and organise what you’re going to put in! This is obviously something that should start happening once the team’s been assembled, but it’s a crucial early stage. Get hold of any currently existing resources and start to think about how you’ll convert them to the e-learning system.

6. Set Technical, Design and Content Guidelines

Keeping your project consistent will make the user’s life a lot easier later on. Make sure that everyone in your team is aware of what the guidelines are, and if there aren’t any, make them! It’s important not only for ease of use but also for keeping the your own branding consistent across your new platform.

E-learning projects have the potential to make everyone’s lives easier and more productive, so don’t let the early stages of organisation be a concern.[/vc_column_text][/vc_column][/vc_row]

The post 6 Things You Need to do When Starting Your e-learning Project appeared first on Webanywhere.

Many employees are constantly on the move and require technology which can be used on multiple devices. This is something which is also true in regards to learning programmes, as they are now being delivered ‘just-in-time.’

Google apps will provide ITV employees (up to 7,000) flexibility in how they communicate and share information across the business. These tools will provide businesses with many benefits such as:

• Gmail (including the integrated instant messaging tool) will make communication easier
• Google Calendar will boost efficiency by helping to schedule meetings and events with shared calendars
• Google Docs will allow staff to create, edit and share documents, presentations and spreadsheets in real time
• Google Sites and Google Video for Business will also facilitate collaboration

At Webanywhere we have integrated Google apps with Totara LMS which creates a single platform for learning, creativity and collaboration in the workplace.

If you would like to learn more about the ITV transformation programme, you can also learn more about Google apps here.[/vc_column_text][/vc_column][/vc_row]

The post ITV choose Google apps to transform the Workplace appeared first on Webanywhere.