How can you create engaging and relevant training programs using learning management systems?

L'entreprise doit elle aligner les besoins d'apprentissage de ses employés à ses objectifs? Est ce que ce sont les objectifs de l'entreprise qui définissent les besoins de perfectionnement de son personnel ? Ou faudrait-il trouver un équilibre entre les objectifs de l'entreprise et les besoins individuels d'apprentissage des collaborateurs ?

Some ways to get started : 1. Simplify Simplify Simplify! 2. Get a motivational speaker involved so he can make participants salivate and desire working on the platform. Technical people are technical and alone can’t do this part. 3. Train Train and then Train. 4. Measure results and usage and link to performance appraisals and pay. Nothing is for free, and if you want usage then hit the pockets…

A strong LMS or a strong LXP platforms can actually help us in different ways. e.g. 1. It can help us to track, monitor and evaluate both online and offline programs. 2. This can help us to capture KIRK Patrick Level 1 and 2 on immediate basis. 3. It also gives us opportunity to create session codes which will result to get a real time training dashboards. 4. For LXP platforms it's one step ahead of LMS, it gives us an opportunity for simulation based learning. Now most importantly to create relevant training content to achieve all the above mentioned benefits, we need storyboard articulation where the content will be self paced learning modules and learner will have to complete certain tasks before moving to next page, else AI won't allow.

Now this is where I am tempted to say hold your horses. Yes of course, understanding the needs of your target audience is a must, can we slightly nail the specifics. Because , many a time, i have found that it's not clear to most of us as to which level of competency on the iceberg model are we working on building. Honestly speaking a learning intervention attempting a motivation change is very different than a program to build someone's self image. While a e- learning module or gamified engaging quiz can be great for enhancing knowledge, a highly practice driven workshop could be needed for building skills. Plus of course the systems post session to check back which involves significant ownership, time & interest by the leaders internally.

1. Simplify 2. Get a fun speaker involved so he can make participants yearn for more 3. Chose the right course and content for everyone 4. Measure results and application of knowledge

Nowadays is necessary the place where we will get lessons we will use for our daily in work, in life need to be attractive. Online, with videos and dynamic methods to grow and expand your brain to get all the information. All courses and training was delivered in person for more them +10 years and using LMS

The first is to have a contact and grow network using the LMS, get feedback, and answer fast. The training programs will be personalized for each goal and level. Getting a mapping for each project. Analysing the risk assessment and learning how it can be useful and stable.

It's important to consider that different people learn in different ways and find ways to include neuro-divergent participants into the design to ensure that it will be beneficial for everyone.

The newsletter and chat will be the big point. Because in nowadays in the velocity world where everybody wants everything fast. The rapport will be in less the 24 hours and the support will have by community and groups. Also the article daily will bring news.

We can consider the following strategies: 1. Group Activities: This could involve problem-solving exercises, case studies, or group projects. Encourage active participation and foster a collaborative learning environment. 2. Online Discussion Forums or Communities: Create online discussion forums or communities where learners can engage in conversations, ask questions, and share insights related to the training content. 3. Gamification: Use leaderboards, badges, or points systems to encourage friendly competition and collaboration among learners. 4. Social Learning Technologies: Leverage social learning technologies such as online collaboration platforms, or LMS with built-in social features.

Rate and certification of participation for the training can be you as extracurricular and used as a contact for verification. Quizzes will bring more knowledge and track the evaluation.

Some LMS/LxPs are advanced and leverage AI to a great extend. My views : If a module or curriculum is hosted on LMS we should try getting this gamified, and it should assesses the learners cognitive level by having engaging dialogues, quizzes, games etc and then auto determine what needs to be covered. Second, ensuring learning is highly impactful is just a half mile win, it must focus on Learner Experience too, I like to call it I'five. (Intuitive, Interactive, Immersive, Insightful, Individualized). These are essentially the core principles to design and develop, and consumerize any content.

Training need identification and analysis should be done at priority. After understanding the current stage of the group, further action plans along with the way of delivery can be made. An important point here is, delivering training by totally new medium will not make any sense if the target group is not ready for it. Hence, proper analysis helps to identify these roadblocks at the start.

Training with perspective makes the course interesting to grow and get benefits not only for professional life but for life at all. Using in politics and also on new projects. And can link for others perspectives and make the expansion for many bias

Harnessing Data for Continuous Improvement: One of the LMS's most potent features was its data analytics capability. It functioned as a digital observer, diligently collecting data on learner performance, behavior, and feedback. This data became a strategic asset. We could identify skill gaps, understand learning styles, measure engagement levels, and gauge satisfaction rates. Armed with these insights, we can orchestrated a symphony of learning, continually refining our training programs. We can addressed skill gaps with precision, tailored content delivery to suit varying learning styles, and fine-tuned assessments to ensure comprehensive understanding.