Welcome to Event Anywhere! Here, you have everything you need to bring your event to life, all in one powerful platform. Below, we’ve broken down the key admin features that make it easy to customize, organize, and manage every detail of your event. Plus, check out our embedded video to see these tools in action in just 2 minutes.

In this video, you’ll get a quick tour of the features below. Follow along and learn how to make the most out of each tool:

1. Customize Your Event with Themes

Start by selecting a theme that aligns with your brand or event vibe. Personalize colors, logos, and fonts to set the right tone for your audience and make your event look unique.

2. Send Real-Time Alerts

Keep everyone informed and engaged. With the real-time alerts feature, you can send instant updates or reminders to all participants, ensuring they stay on top of the schedule and never miss a session.

3. Organize and Manage Schedule & Categories

Plan your event schedule with ease. Use the admin panel to arrange sessions by time, category, or topic. Group similar sessions or arrange categories to help participants easily navigate the event’s lineup.

4. Feature Sponsors by Levels

Highlight your event sponsors with visibility tiers that maximize their exposure. You can feature top sponsors in prominent positions, making sure they receive the recognition they deserve.

5. Networking in the Expo Hall

Create a dynamic networking space with the Expo Hall feature. Here, participants can interact with exhibitors, sponsors, or other attendees, creating valuable connections and enriching the event experience.

6. Engage Attendees with Polls and Interactive Features

Increase participation by setting up live polls, surveys, or Q&A sessions. These interactive elements keep attendees engaged and encourage real-time feedback, making the event more dynamic.

7. Access Recordings and Monitor Reported Clips

Post-event, you can access session recordings, allowing participants to re-watch their favorite sessions. You can also keep an eye on reported clips for quality control or feedback purposes.

8. Adjust Settings to Personalize Every Detail

Tailor your event’s experience with flexible settings that let you control everything from attendee permissions to session accessibility, ensuring each detail is customized for your audience.

Ready to Get Started?

Whether you’re hosting a conference, a webinar, or a networking event, Event Anywhere gives you all the tools to make it a memorable experience. Dive into our platform and see how these features can transform your virtual event into something truly special!

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Embracing the Voice-First Approach

Voice social media platforms are at the forefront of the voice-first revolution. These platforms enable users to communicate through audio messages instead of text, which is proving invaluable in screenless professions like logistics and field services. Here, employees are constantly on the move, often handling tasks that require both hands, making traditional screen-based devices impractical.

Enhanced Accessibility and Efficiency

For employees in these roles, voice messages offer a direct line of communication with their team without needing to stop and type out messages. This can significantly boost efficiency, as it allows for real-time updates and immediate responses. For instance, a logistics worker can quickly relay information about delivery statuses or issues, ensuring that the entire team is informed without any delay.

Improved Knowledge Transfer and Documentation

One of the most significant benefits of voice social media platforms is their ability to facilitate better knowledge transfer. Audio messages can be archived and easily accessed by new or existing staff, serving as a valuable resource for training and information sharing. This repository of spoken knowledge is particularly useful in industries where procedural memory and experiential learning are predominant.

For example, in field services, experienced technicians can share insights and solutions through voice messages, which can then be cataloged for future reference. This creates a dynamic knowledge base that grows organically and is accessible even when employees are on-site or in transit.

Building a Connected and Engaged Workforce

Another advantage of voice social media is its role in fostering a more connected workplace. Audio messages can convey nuances such as tone and emotion, which are often lost in text-based communication. This can help in building stronger relationships among team members, as they feel more personally connected to their colleagues, even in a virtual or dispersed setting.

Seamless Integration with Existing Technologies

Voice platforms can seamlessly integrate with other digital tools, enhancing their utility. For example, integration with digital calendars or task management tools allows voice updates to be automatically tagged and organised, making the management of day-to-day operations smoother and more efficient.

As businesses continue to evolve and adapt to the needs of a modern workforce, platforms like Airchat and Sound Branch are setting a new standard for communication. They cater specifically to the challenges faced by mobile and screenless workers, making them indispensable tools for any learning and development department. By leveraging the power of voice, these platforms not only streamline communication but also enhance knowledge sharing, ultimately leading to a more informed, efficient, and connected workforce.

In this new era of workplace communication, embracing these technologies could very well be the key to unlocking a wealth of productivity and connectivity, keeping everyone on the same page, no matter where their work takes them.

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Tech-savvy

As most sectors of industry now rely heavily on technology, it’s no surprise that the modern workforce needs to be technically proficient. And this doesn’t simply mean being able to use Word and Outlook. Most Generation Y and younger will be completely comfortable and proficient at finding information on Google, posting on social media and manipulating images and video. Many will have experience of blogging and setting up a website using a platform like WordPress. As they have typically grown up with notebook, tablet and smartphone, acquiring more in-depth technical knowledge should be straightforward. But being tech-savvy is not enough.

Learning Skills

Critical thinking is vital for today’s organizations. The ability to think logically and analytically about a problem then evaluate the outcome is one side of the coin. In addition, it’s important to combine this with creative thinking, which uses techniques like brainstorming to find a solution, however unconventional. It’s like using both sides of the brain or you could say it’s using both heart and head to solve a problem. Once a solution is found, an employee needs to be able to collaborate with others on strategies for implementation. It is crucial that each member of staff can actively listen and effectively communicate both orally and in writing. The value of this trio in the 21st century skills list cannot be overstated.

Life Skills

In today’s volatile market, being adaptable can keep you in a job. Many job descriptions now are quite open and ‘fuzzy’ to allow for new responsibilities to be absorbed, which may not necessarily involve higher remuneration. Companies are looking for people who are self-directing and display leadership skills; having entrepreneurial characteristics would be a definite bonus. Being a ‘people person’ is useful, as excellent social skills mean easier liaising with peers, superiors and customers. An intellectual curiosity and desire for lifelong learning should be high on the checklist for HR departments. Companies should draw up and agree a CPD plan with new starters, which should be tailored to their personal requirements and help them with career advancement. No one wants a job where there is zero chance for advancement.

Skill Development

Any shortfall in skills can be rectified by mentoring and effective training using a VLE to deliver relevant content such as problem solving, language skills, etc. The simplest and most effective way of delivering a customised training module is via an open source learning platform such as Totara. A flexible elearning program allows your workforce to train in their own time from home, using their own devices. An LMS learning management system is also important for CPD, so managers can see engagement and progress. As knowledge and skills are developed, this will raise self-esteem and motivate employees to be more ambitious and productive. The ultimate aim for all schools should be to provide adequate 21st century skills training for all students, however in the meantime, organizations may have to become more invested in bringing their workforce up to speed.[/vc_column_text][/vc_column][/vc_row]

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Why is this?

Well.. it could be a range of factors.

For example, many retailers with store locations have high churn rates and a younger population.  This younger workforce is demanding new modes of delivery for their learning and valuing it more than ever.

Another factor is the type of learning we like to consume these days,  affected in our everyday lives byt he use of social media websites and fast news feeds.

We simply don’t have time (or the attention span) to focus on a learning activity for more than a few minutes.  Even the famous TED talks are becoming too lengthy for people!

Finally, the learning experience has become more and more personalised to individuals. Clever technologies are employed such as machine learning where the platform learns more about you as you click.  Think about how Netflix or Ebay picks up more about you when you access their websites more offering you new content …

Earlier this year, Josh Bersin coined these new generation platforms for learning technology as ‘learner experience platforms.’  Ever since this, numerous elearning companies are promoting their own elearning experience which is … different.

Is the LMS really at the end of the road?

Unfortunately many businesses still require compliance training, often repeatable at certain points during the year.  This drives, on scale particularly for larger enterprise corporate entities, over 100,000 employees which equals a lot of their training.

For example, in the UK the Financial Conduct Authority audits many corporates to ensure they comply with set standards.  This is where the LMS is in full play, often providing a blended learning programme for huge numbers of people.  Without this, there would be a huge administration overhead.

Why would you open a can of beans with a spoon?

So the approach of a new ‘experience platform’ is not to replace the LMS, instead it’s to complement.

At Webanywhere, we have provided numerous projects to our clients where they are looking for a platform for different audiences.  So, we generally provide a LMS (Totara) along with our experience platform Promatum.

How does this all relate to retail?

Retail is fast-paced, often about sales and product knowledge in store to drive efficiency and numbers.

The experience platform is really useful in this area as it can provide personalised, mobile content, when you need it.  We can also leverage the 70:20:10 method of learning, particularly the 70% on the job as the experience platform is integrated into the customer experience, for example, through effective questions of a new customer in store.

It’s important to understand the context here if you are reading this coming from a retail background.

The LMS will still exist. It will still have a requirement (especially in the compliance world).  The social learning comes into play with the experience platforms, as Bersin comments.

Very close to the style of learning from a experience platform, is a communications platform.  This is different.

For example, all the ‘new in class’ enterprise collaboration platforms like Yammer, Slack, Salesforce Chatter and Facebook for Work are all for communications.  It could be argued there is an overlap between the two.

For example, within a ecosystem like Slack, an employee could post a question, a colleague could then comment on this and provide a link to a useful resource … this is all learning and social.

The challenge for the ‘new in class’ enterprise collaboration platforms is that they have not been designed for learning.

This is where you need to be careful

If you are using enterprise collaboration platforms for learning, then they are becoming bent for another purpose.  Instead, focus on what they are good at, communication.  Yes … you got it, they are all trying to reduce your inbox from over 100 emails every day!

The experience learning space is an interesting one and growing fast.

Many large corporates such as Caterpillar, Visa, Sears and GE are already using them.  But these haven’t necessarily replaced their LMS, instead they are complementing them.[/vc_column_text][vc_btn title=”CLICK HERE TO GET IN TOUCH” style=”custom” custom_background=”#81d742″ custom_text=”#ffffff” shape=”round” link=”url:https%3A%2F%2Fwww.webanywhere.com%2Fcontact-us%2F”][/vc_column][/vc_row]

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This spend can be linked to concerns with:

• falling sales
• the apprenticeship levy
• competition

Retail Sales Index: showing the slump in sales

According to the Retail Sales Index, sales are declining.

We saw the recent slump in Next’s sales in 2017 adversely affecting their profit and cited a “combination of economic, cyclical and internal factors working against us”.

Also, we saw John Lewis slash staff bonuses to the lowest level in over 63 years to protect their future.

Source: Telegraph.co.uk | Data: ONS

Competition

Another factor affecting this change is competition from online sales. In grocery for example, companies like Acado in the UK are providing more and more reasons to buy online, with new entrants such as Amazon building on their current business model to now deliver food produce.

Increasingly, competitors are entering this crowded and aggressive marketplace where:

• the product range is wide (i.e. home cleaning items, personal hygiene goods and foodstuffs, such as crisps and ready meals); and
• margins are low.

In order to compete for retail shelf space, customer facing employees need to know exact information about products at a given time.

The apprenticeship levy

Another criticism in the training industry has been how the apprenticeship levy has been introduced.

Retailers feel that this is an unnecessary tax on their revenues given that most of them are already running training and graduate programmes.

As the size of the retail sector is approximately £3bn they will pay around £235m for the levy this year.

How can we measure training impact as a return on investment?

Here are several tips on how to measure the impact of training in your FMCG business

Sales revenues

Running product sales training, or coaching is a simple win.  When you are releasing a new product, why not link the Learning and Development team with the Sales and Marketing team to produce supporting training materials.  As sales increases, you can demonstrate through learning assessment how this effected knowledge of individuals and therefore sales results.

Customer net promoter

Some businesses ask you to fill out a net promoter score at the bottom of your receipt.  There may be in some cases a cash prize or holiday if you win.   If you are rolling out a customer service training programme, you can assess the its results by the customer net promoter score.

For example, how many customers are filling out the feedback via net promoter, low number means your employees are not doing their job.  If they are feeding back, how good is this feedback, is it positive?  You can then link in the customer service training programme results to your net promoter.

Employee engagement

Most businesses send out an employee engagement survey, this is to ‘check in’ and for the head office to understand where people are feeling engaged or not.  This would be on top of the one to one’s with managers.  Typically more engaged workforces have a learning culture, you can evidence how many effective training programmes have been rolled out over a specific period and link this data to increases in employee engagement, then you can evidence the impact training is having.

Learner feedback

From training courses that you run, whether they are face to face, or blended, you can always ask for feedback.  You can use the ‘happy sheet’ to gain this, but most organisations are now using their online learning portal to gain this feedback, which means it’s much easier to aggregate and analyse the data.

Mystery shopping

FMCG businesses outsource their mystery shopping to other businesses who specialise in this area.  You can use this feedback to understand the impact of your training programme.

For example, you may run a training programme about management of aggressive behaviour in store.  You could ask the mystery shopper to approach several stores to raise complaint and potentially use aggressive behaviours.  Following your training programme, you can ask the mystery shopper for independent feedback on how this was handled.

Therefore, with these challenges in the FMCG sector training has become more important than ever.  We need to leverage our skills in our teams to bridge the challenges in sales decline.

The benefits of training

In our experience, we are seeing that these employees have benefitted from training on:

• Product knowledge
• Professional selling skills
• Bespoke sales training
• And much more …

Once trained, they are far more effective in negotiating shelf space with retailers to increase distribution and sales.

For more information about how other FMCG corporates are approaching learning programmes, you can read more about:

• Zara
• Hotter Comfort
• Dominos ; and
• Clas Ohlson here.

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This can have a really negative effect on your other customers and your colleagues.

The HSE (Health and Safety Executive) define work-related violence as ‘any incident in which a person is abused, threatened or assaulted in circumstances relating to their work.’ This can include verbal abuse or threats as well as physical attacks.

According to the International Business Times, 56% of UK retail staff were subject to such  over the past couple of years which clearly shows that this is a major problem affecting the retail sector.

Employers

An assault can lead to poor morale and a poor image for your organisation, making it difficult to recruit and keep staff. Absenteeism, higher insurance premiums and compensation payments can lead to higher costs in the long-term.

Employees

An assault can cause pain, distress and even disability or death. Physical attacks are obviously dangerous but serious or persistent verbal abuse or threats can also damage employees’ health through anxiety or stress.

Employers: The law

There are 5 pieces of legislation which affect retailers:

• The Health and Safety at Work etc Act 1974 (HSW Act) – Employers have a legal duty under this act to ensure, so far as is reasonably practicable, the health, safety and welfare at work of their employees.

• The Management of Health and Safety at Work Regulations 1999 – Employers must assess the risks to employees and make arrangements for their health and safety..

• The Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995 (RIDDOR) – Employers must notify their enforcing authority in the event of an accident at work to any employee resulting in death, major injury or incapacity for normal work for three or more consecutive days.

• Safety Representatives and Safety Committees Regulations 1977 (a) and The Health and Safety (Consultation with Employees) Regulations 1996 (b) Employers must inform, and consult with, employees in good time on matters relating to their health and safety. Employee representatives, either appointed by recognised trade unions under (a) or elected under (b) may make representations to their employer on matters affecting the health and safety of those they represent.

In order for employers to keep their staff safe and happy at work and also abide by their legal obligations, they must provide comprehensive training for their staff to avoid a potential conflict.

How can I roll out training to help my staff manage angry customers?

There are many training models you could follow from traditional classroom methods to elearning or an approach which involves a blend of the two.

The important thing to remember is that any training needs to be relevant and engage the user in order that they complete the training objectives.

A recipe for a blended learning approach could include the following elements in your module.

• Understanding conflict
• Common causes of conflict
• Body language
• Defusing a conflict
• Dealing with aggressive behaviour
• Communication
• Escalation procedure
• Your company policy

Suggested steps to for employees to deal with conflict

1. Remain calm – when a customer starts yelling or being otherwise rude maintain control of yourself, even if the customer’s tirade makes you feeling like yelling yourself.
2. Don’t take it personally – the customer is not angry with you, they are displeased with the performance of your product or the quality of the service you provide.
3. Use your best listening skills – when an angry customer vents, they need someone to listen. Hear them out. Body language can be critically important here. Keep eye contact. Stand or sit up straight. Keep your arms uncrossed.  Show how closely you’re paying attention to their problem.
4. Actively sympathise – post vent, express sympathy for their unpleasant customer experience. Respect and understanding go a long way toward smoothing things over.
5. Apologise gracefully – whether the customer’s complaint is legitimate or not is really irrelevant.Express an apology for the problem they are having (or perceive to be having).
6. Find a solution – ask them what they feel should be done or put forward your own fair and realistic answer to the problem. In most cases, that’s all the customer is looking for—and may result in providing some degree of satisfaction.
7. Take a time out – after the situation has been resolved and the customer is on their way, you could experience lingering stress. Take a short walk, treat yourself to a snack or find someone to talk to who makes you laugh.

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The secret code

EasyJet’s Secret Code was developed for this purpose specifically, with special signals including:

• bacon baguette
• get the champagne
• baby’s bottle needs warming

Source: easyjet.com | Secret code of cabin crew

Source: easyjet.com  | easyjet cabin member requests a bacon baguette

Although this is a funny example of how EasyJet have approached training their cabin crew on how to communicate, it works.

EasyJet: Training Programme

EasyJet have also opted an onboarding training programme prior to starting in the role. This model is common in corporate learning departments and provides the employee the opportunity to learn about the company culture and some of the skills they will need from day one.

EasyJet specifically on:

• Safety and Equipment
• First Aid
• Aviation Security and Dangerous Goods; and
• Customer Service and Cabin Service.

This method of flipped learning online means new employees can use the face-to-face onboarding training as more of a collaboration for questions and discussion with their peers.

Demand for pilots

According to Boeing, the aircraft manufacturer, 558,000 commercial pilots will be needed by 2034 to meet an increase in demand for air travel.  This equates to 28,000 extra jobs per year.  The significant increase in demand means higher pressure on the learning and development teams to deliver.

Sherry Carbary, VP at Boeing commented:

“Aircraft manufacturers, airlines, training equipment manufacturers, training delivery organizations, regulatory agencies and educational institutions are all stepping up to meet the increasing need to train and certify pilots and technicians.”

The RyanAir approach

With increased demands on air travel, airlines are looking to use learning and development as their model to ensure they remain competitive.  RyanAir have invested in their ‘labs’ project which includes IT recruitment in Poland and Spain.
Their European expansion included opening a training centre in London in 2016. The training centre is located near to Stansted Airport and was part of a £1.24bn investment in Britain.

Source: Ryanair.com | Ryanair – classroom

The apprenticeship levy

With the new UK apprenticeship levy now in play, many airlines are using this model to support the growing demand for talent to grow their skilled workforce.  Accordingly, British Airways’ Apprentice and Graduate Manager Karen Hewitt states:

“Apprenticeships are an excellent way to introduce talent to the workplace. You can learn new skills and gain vital on-the-job experience, all while earning a wage.  We are particularly proud of the retention rate of our apprentices – the majority of whom gain employment with the airline after their programme ends.’

As part of the new apprenticeship levy, airlines in the UK will now have to contribute 0.5% of their payroll to the apprenticeship programme. They will be able to use these funds to spend with specific approved government suppliers.

Heathrow Academy are training over 1,000 unemployed people, most of whom find a job at the end of the programme.  They are also providing levels 2 – 4 apprenticeships and have pledged to deliver over 500 this year.

Paula Stannett, Chief People Officer at Heathrow comments:

“There is a place for everyone at the airport – whatever your career ambition, we’ll help you get there.”

For more information about an airline’s successful training programme, read about JetBlue’s experience here.

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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]

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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]

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Well-designed workplace training for teachers – a way to improve teaching and learning

It is obvious that a lack of training in the workplace might negatively affect various aspects of any business. When talking about school as a workplace, it always raises concerns about how to provide the best training for those who are responsible for the knowledge of the next generation.

It has been acknowledged that a well-designed training has a significant impact on the quality of teaching and it can have an effect on how well students learn and what their results are. However, most schools do not have appropriate training programs for teachers. What is more, it has been noted that some schools are more likely to invest more in maintaining and upgrading their buildings than in training their staff. The methods of training that are used in some schools don’t seem to be very effective. For instance, the training that is provided for teachers, mostly consists of a large stack of uninspiring PowerPoint slides presented after a whole day of teaching. Another alternative for training – ‘Inset’ days that involve closing a school for training, but this method of training not very popular with parents.

“There are far too many schools where teachers simply aren’t getting the right support (The Telegraph, 2016).’’

 “There are, unbelievably, schools who have decided to cut their training budget to zero – hard to think of a more short-sighted approach (The Telegraph, 2016).’’

Why teachers need a well-designed continuous training and support?

– Adapting to the technology changes. While it’s clear that technology can be very beneficial in terms of developing a number of skills and preparing students for their future jobs, most teachers aren’t trained well enough in how to integrate technology effectively into their classroom. Technology itself can’t benefit students the way that well trained teachers can. Therefore, teachers should receive training and support on how to get the most out of technology in terms of providing students with the best learning experience. Receiving enough training and support about different types of technology and about different learning platforms can help teachers make teaching more engaging and fun for students.

–  Inspiration and motivation. Training can help teachers feel inspired and motivated to deliver best quality teaching. Although teaching is considered as a very intrinsically rewarding job, it can become demotivating like any other job. Teachers need different types of training available whenever they feel like they are not fulfilling the expectations of students or when they want to improve the way they have been teaching for years. Continuous training allows teachers to stay up to date with new trends in education and teaching. I’m certain everyone agrees that motivated teachers are the best at keeping students motivated!

– Developing knowledge and skills. Whatever the subject, there are always new things to learn. Teachers should be encouraged to engage in developing their knowledge and skills. However, without a well-designed training, teachers might not be able to find resources themselves. Therefore, a well-designed training is what every teacher needs.

Although it’s clear that it’s very important to provide well-designed training for teachers, most schools face challenges regarding this. For instance, lack of resources is a major issue when talking about teacher training. Resources can be related to money which means that the school does not have money to invest in training. This means that when there is a need to provide training regarding different topics, it can require investing a lot of money to meet different needs of teachers. Other challenges that schools face can also be related to finding right people to train the teachers.

Online based training is the solution that could benefit most schools. We can see that more and more schools are using different available e-learning systems to provide learning for students. This is great! However, e-learning is also a perfect way to engage teachers in their training. There are many amazing opportunities that could help improve training in schools, for instance, Totara LMS. Read more about different online learning platforms. 

Why choose online based training?  Online training is convenient,  immediate, cost-effective, easy and fun. It provides participants with easy and convenient access. They can undertake training at their own pace and whenever they have free time.

“Organisations outside education are investing in specialist human resources and training departments, yet we barely give any training to staff appointed as heads of teacher development (The Telegraph, 2016.)’’

“To compound the issue, England has the most unregulated system of training in the world, with no quality assurance systems for training companies (The Telegraph, 2016).’’

To conclude on this topic, it can be said that when schools are investing in the development of good training programs for teachers, they are also investing in the quality of teaching as well as in the learning of students.[/vc_column_text][/vc_column][/vc_row]

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