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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Introduction

What are the National Apprenticeship Reforms?

Under the National Apprenticeship Reforms, the Government wants to give employers in England:

• Control in designing apprenticeships;
• Flexibility of delivery;
• A simplified funding system; and
• More effective training for their apprentices.

To achieve these aims, some employers will be required to contribute to a new apprenticeship levy and there will be changes to the funding for apprenticeship training for all employers.

Perspectives: Why are the reforms happening?

Government research shows that economic benefits are generated when education and training helps individuals to achieve a higher level of qualification, increasing their employment prospects, productivity and wages.

Employers

82% of employers surveyed said they were satisfied with the apprenticeship programme and 70% reported that apprenticeships improved the quality of their product or service.

The cost of apprenticeship training pays for itself within one or two years of completion, through the increased productivity of the former apprentice.

Apprentices

Apprentices are also clear that their apprenticeships have increased their productivity and
prospects. 85% of apprentices said their ability to do the job had improved, and 83% said their career prospects had improved.

Taxpayers

Apprenticeships provide a typical return of £26–£28 for every £1 of Government investment in apprenticeships at levels 2 and 3.

In other words, the Government sees apprenticeships providing excellent value for money for the taxpayer.

As a training provider, how do I fit in?

Government

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Skills Funding Agency (Digital Apprenticeship Service)

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Awarding Bodies

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Private training companies/colleges

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Employer-provider training centres

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Subcontractors

Employer-provider

So … if an employer wishes to be the sole training provider (i.e train apprentices themselves), they have to register on the register of apprenticeship training providers and enter into a contractual agreement with the SFA.

Other training providers

If the employer sub-contracts some/all of the training to another approved provider (i.e. you) they will act as the ‘main’ provider.

The employer will pay for the services from the funding released from the SFA for the training for the relevant apprentice.

Therefore, if you are:

• an employer-provider (i.e. an employer who is setting up their own training function)
• a private training provider
• a college,

you will be keen to meet the SFA requirements in order to release levy funding from the Digital Apprenticeship Service and get paid.

How Can I Meet The Skills Funding Agency Requirements?

In order to release funding, you will have to satisfy the Skills Funding Agency (SFA) reporting requirements.

These include monthly data requests regarding the apprentices in order that you can get paid and claim any incentives due (i.e. recruiting a 16 to 18 year old apprentice).

• Reporting duties will include:
• the details of the apprentice and the apprenticeship;
• the cost of the apprenticeship;
• whether additional support is needed;
• tracking the progress of learners and their outcomes; and
• when they have completed their apprenticeship.

Traditional methods have entailed compiling paper copy evidence of learner progress (i.e. classroom register checklists, self certification) for analysis.

Unfortunately, while this may provide a tracking snapshot of the status of any apprentice’s learning plan, it also has many drawbacks:

• It takes time and resource to collate the various records.
• Paper records can easily go missing.
• Can you rely on all your apprentices to self-certify their training honestly?

Ultimately, every training provider needs to engage, track, record in order to encourage apprenticeship to complete their training.

How To Encourage And Engage Apprentices To Complete Their Training

The Government is championing innovative solutions to upskill the workforce of tomorrow. eLearning has been highlighted as part of a blended learning solution which employers can use to train their apprentices.

In order for you to release funding from the levy, learners ultimately need to complete the requisite training.

Currently, it is expected that the target figure is a minimum of 62% of apprentices successfully completing their apprenticeship.

In 2018, this expectation will rise to a minimum of 65%.

A good apprenticeship eLearning platform will incentivise learners to progress and complete their training.

Conclusion

The apprenticeship shake up means that 2018 is a great opportunity for training providers to engage with the reforms and roll out effective programmes. However, if providers only take the minimum action on the key dates they will not fully maximise on payment opportunities.

The message is clear. Flexibility and innovation are key.

The Government has stated that employers can choose many methods to provide apprenticeship training by subcontracting (including those subcontractors subcontracting) some or all of the training. Therefore a collaborative approach is encouraged with an emphasis on blended learning (i.e. a program that combines the provision of traditional classroom methods with online learning).

Ultimately, apprentices need to be engaged with their learning in order to be motivated to progress and complete their training. If the provider does not think about the individual learner and how they learn then ultimately they will fail to engage, retain and more importantly, take the apprentice to the completion of their training.

It is only when an apprentice has completed the relevant course and the various requirements met to the
satisfaction of the SFA that a training provider will have been successful as a trainer and a business.[/vc_column_text][/vc_column][/vc_row]

The post A Guide To Effective Apprenticeship Training appeared first on Webanywhere.

Here at Webanywhere we’ve worked with a number of companies to create tailored online learning solutions. Many of them have shared their experiences on our website of working with us – however we’ve picked five top companies to highlight some of the key benefits that they’ve seen from implementing online learning platforms.

Domino’s

A true household name, Domino’s Pizza Group plc operates an international network of over 10,000 Domino’s Pizza stores.

With such a huge network, Domino’s needed a single-access online learning platform which would ensure that employees everywhere would have equal access to relevant, high quality training material.

And so, DOTS was born: an online learning platform which delivers training material and personalised content to Domino’s employees.

Key benefits:

• International access: global in-store access for every employee, with a personal login for individual learning
• Rapid deployment with low costs: the bespoke open-source platform also allows Domino’s to create its own content
• On-brand: a customised learning management system reflects Domino’s unique company identity
• Easy navigation – perfect to suit Domino’s fast-paced work environment and ensure every employee can make the most of the platform
• Personal/professional balance: the platform holds a social area for networking, and a professional area which makes training goals and requirements clear to staff and management

The company can now continue to support the learning and development of staff as their global community grows.

University College London Hospitals NHS Foundation Trust (UCLH)

As a large organisation with a diverse employee skill-set, UCLH were in need of a multi-tasking online learning platform. It needed to reach over 10,000 members of staff including junior doctors and nurses, of varied nationalities and levels of IT skills – and have the capacity to cope with a huge transfer of over 100,000 records from the old system.

Currently using a system with multiple issues which meant that UCLH had to behave reactively, always fire-fighting, the company wished to move forward with a new online learning platform.

We created a bespoke Totara learning management system to help them do just that.

Key benefits:

• Wide-reaching: empowered UCLH to go from 70% to 96% completion rates in mandatory compliance training
• Recruitment impact: future staff can access the platform and begin training before their first day, easing both induction and recruitment processes
• Training: a day of onsite training was provided by Webanywhere to ensure a smooth start – with further follow-up support provided both by phone and online to meet UCLH’s needs
• Easy implementation and delivery: the open source platform kept costs low, while content can be uploaded at any time by UCLH
• Accessible interface: the platform ensures a personal learning experience for all employees –available anywhere, any time
• Training records: all e-learning and training – past and future – is recorded in the platform for quick access
• Notification system keeps employees up to date and engaged
• Supports UCLH Management – includes a reporting dashboard and real-time data to stay one step ahead

The Learning Management System is the only system I have used that accommodates both extensive real time training compliance data and a user friendly interface for introducing training to new staff in our organisation. David Chal – Induction and Core Skills Team Leader

Clas Ohlson

As a successful Scandinavian brand, Clas Ohlson value employee training and development as one of the most crucial elements of their business strategy.

Despite this, they had been using a learning management system that limited the training they could provide to their employees.

As a sustainable long-term solution to staff training, Webanywhere were able to create a bespoke Totara learning management system – providing a flexible learning platform for all employees.

Key benefits:

• Flexible platform with easy access supports continuous learning as the company and staff develop
• Professional edge: performance and appraisal features, as well as quick access dashboards for managers
• Delivered across the UK and Finland – and now expanding to Norway, Sweden, China and Germany! Totara Learning Management System can handle a growing amount of work
• Different language options: supporting Clas Ohlson in long-term expansion into different countries and catering to current international employees
• Supports market development: bite-size training resources bring employees up to speed with the company’s latest products and promotions

“Developing and implementing the Totara LMS solution to our specific needs went fluently and the project was a great success.” – Peter Sinko (Head of Talent Management at Clas Ohlson

Zara (Inditex)

Comprising of eight big-name brands – Zara, Pull & Bear, Massimo Dutti, Bershka, Stradivarius, Oysho, Zara Home and Uterqüe – Inditex is one of the world’s largest fashion groups.

Inditex’s corporate culture is based on teamwork, open communication and flexibility – all values which needed to be reflected in their online learning platform.

Our solution was INview, as it came to be known: a social video platform built for sharing staff-generated video content with all employees across the UK and Ireland. It also provides 24/7 accessible Just-In-Time training to staff.

Key benefits

• 24/7 access for training ‘on the go’ – with easy mobile and tablet access in store or at home
• Cost savings of 80%: an open source platform means lower set-up costs
• Centralised launch to over 200 regional store health and safety managers, with full instruction on platform use and Just-In-Time learning
• Interactive: users have personal logins and can post content, with recognisable social media features, including ‘like’ and ‘comment’ to create a community feel
• Management insight: social platform gives managers a useful window onto employee culture and concerns
• Review feature to ensure no inappropriate content is posted

Based on the 70:20:10 Social Learning Platform, INview facilitates the division of learning by Inditex – 70% on the job, 20% social interaction and 10% from formal classroom training – and then share best practice online, creating a true employee community.

JetBlue Airways

JetBlue Airways are the fifth largest domestic air carrier in the United States, whose announcement of the JetBlue Scholars programme aimed to help students completing their degree by working towards alternative credits.

As the first of its kind, one of JetBlue’s initial challenges was finding a system that would allow them to implement the Scholar programme. The system needed to support students in their individual learning, with the capacity for expansion as the JetBlue Scholars grew.

A bespoke Totara platform was the best solution: a cost-effective, customised online learning solution that was both in line with the company culture of JetBlue, and maintained their branding.

Key benefits:

• Custom e-Learning: the system gives JetBlue Scholars full control over their degree programme and learning agendas
• Professionally-oriented: the platform puts JetBlue Scholars’ learning in the context of personal development and performance management
• Cost-effective: open-source platform keeps costs low as JetBlue Scholars required
• Flexible platform: the Totara platform can expand as the programme and its administration grows – maximising the system’s efficiency

Webanywhere consistently finds creative solutions to development needs as they arise. When changes in scope are necessary, they minimize the impact to the project budget and timeline by merging core Totara functionality with custom developments. Cody Cleverly, Senior Analyst, Academic Programs

As organisations are increasingly looking to the web for their staff development solutions, here at Webanywhere we’re proud to have worked with innovating companies as they find new ways to train and engage their international workforce.[/vc_column_text][/vc_column][/vc_row]

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