They illustrated the deployment of the Totara learning management system (LMS) which the UCLH is using for onboarding. First, Rob outlined what the issues with their previous LMS learning management system were and how it was failing to meet the needs of a large organization such as UCLH. Their switch to an open source system such as the Totara LMS was forced by the disappointing experiences they have had in the past using proprietary software.

Key objectives for UCLH were:

• to improve training/compliance figures
• to ensure staff operating safely and competently
• to achieve this earlier in the induction process
• to give staff flexibility and ownership of their learning

After Rob has explained the issues from UCLH’s point of view, Kristine went on to go through the project step by step focussing on the collaborative work between Webanywhere and UCLH in order to meet the specific needs and completing this project in a short time frame. The full process from initial enquiry, to proof of concept and then final project launch took less than 8 months.

Rob then went on and gave his opinion on the new Totara LMS and what the key benefits are. He stressed the anytime and anywhere access, easy to use with simple navigation and the control UCLH gained regarding the future of this particular project using open source.

As a result of the new system, UCLH were awarded a prize for the most improved compliance figures.

If you’d like to find out more about how your organization can benefit from an LMS employee onboarding solution please contact us on 866-713-0496 or workplace@webanywhere.com

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

The post Successful Onboarding with eLearning appeared first on Webanywhere.

Scalable, efficient and fast

Elearning is flexible in terms of creating and communicating new training materials to all employees throughout the company. Most LMS Learning Management Systems are scalable and they have the ability to handle a growing amount of work in an efficient manner.

Higher engagement

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

Increases knowledge retention

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

Saves time and money

Elearning helps to save time on preparing and updating learning materials. 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. With elearning all learners, even the one based globally, can the same learning materials at the same time. 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 or by 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 on the  job performance

Using a Learning Management System (LMS) makes it very easy to track the 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 providing learning to remote workers.

Appealing to millennials

As the number of technology savvy millennials rises in the workforce, it is clear that any modern organization 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 eLearning Benefits For Corporate Training appeared first on Webanywhere.

Let’s say a vacancy arises for someone in your organization. Someone whom you consider a linchpin, whether it’s in sales, HR or finance. The strategy for hiring is important but implementing an effective strategy for retaining employees is absolutely crucial.

In-house or Agency?

This depends on how many applications you’re likely to get. A recruitment agency will save time sifting through the initial resumes but if possible, let your HR department handle it. Finding the right person isn’t just about experience and qualifications. Personal statements give an indication of what someone’s about but they tend to be so carefully crafted, that you have to read between the lines. You need to discern that indefinable ingredient that tells you – this is the one.

Psychometric Testing

Are they worth doing? Well, despite the dramatic increase in their use, not every HR expert is convinced. This article from Total Jobs expresses opposing views. Just ensure that if you choose to make psychometric tests a requirement in the application process, you don’t base your hiring decision solely on the test results. Having the skills suitable for a particular role doesn’t necessarily mean the candidate is a good fit. This is where the interview process is key.

Skills and Experience

It’s common sense for an organization to start the recruitment process by compiling a list of ideal skills and experience. But which way do you go if it comes down to two applicants – one has all the prerequisites but a lacklustre attitude, and the other is dynamic and curious, but is missing some key skills? It will depend on whether you think investing in a candidate with huge potential is a better bet than hiring someone who can immediately fulfil the role but is uninspiring.

Training and Development

It’s sometimes difficult to quantify the ROI on training employees but provided your training is fit-for-purpose, it should pay dividends.

• Candidates without key skills but with a proactive and ambitious attitude can be transformed into valuable employees through training. It also means you can more easily end up with a new starter doing things ‘your way’, rather than having to unlearn existing methods.

• Employees that know they will have the opportunity to develop their careers through periodic learning will be far more likely to stay with a company. People who feel they’re in a dead-end job with no hope of advancement will look elsewhere.

• The 70:20:10 learning model combines different types of learning in the right ratios. Seventy percent of an employee’s learning should be ‘on the job’. This is where a mentor is essential to guide and support, without being too prescriptive. Twenty percent is social learning – collaborating with peers, seeking information from forums and social media. The final ten percent is left for more structured, formal training with assessments.

• Ensure any e-learning is engaging and effective. This means the content should be relevant to the employee and incorporate interactive ingredients such as videos, quizzes and surveys. Gamification features (badges, points, leaderboards, etc) will add a competitive element. The LMS platform should be easily accessed anytime, anywhere – even when offline. If there’s a knowledge gap that needs filling quickly, an online, taggable video repository is ideal.

Avoid Micromanaging

One of the top reasons for leaving a job is being ‘over managed’. A line manager should set clear objectives and then have the confidence in his team to meet them. Having a manager breathing down your neck isn’t great for retention. Only when OKRs are repeatedly falling short should a manager keep watch more closely. Having some autonomy to make decisions will raise self-esteem and allow the person to grow in the job, which should in turn encourage them to stay put.

Pre-emptive Strike

If you suspect a key employee may be looking elsewhere because they are generally unhappy, don’t wait until it’s too late. Instead, make a preemptive strike and have HR ‘randomly’ call them about a suitable opening elsewhere within the company. This will make the person feel valued, which is another key reason why people stay in a job. If you wait until they threaten to leave and simply increase their salary, chances are they’ll hang around a few months and leave anyway.

All Work and No Play

Whether it’s ‘fun Friday’, social evenings or games tournaments, employees appreciate the lighter side of work. It makes a welcome break from the normal routine and can help to build relationships with peers.

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

The post How to Hire and Retain Key People appeared first on Webanywhere.