Você está lutando para gerenciar o treinamento dos funcionários. Quais ferramentas você pode usar para agilizar o processo?

Several tools can streamline the employee training process, including learning management systems (LMS) like Moodle or TalentLMS, video conferencing platforms such as Zoom or Microsoft Teams for virtual training sessions, and content creation tools like Articulate Storyline or Adobe Captivate. Additionally, project management tools like Trello or Asana can help organize and track training progress. Consider your specific needs and choose tools that align with your training goals and the learning preferences of your employees.

LMS is a mean not the end. however a digital approach improves efficiency & effectivness and at the same time democartize the learning process

Investments in L&D is key to enable & empower the right skill, tool and means to bridge the learning gap for individuals. The best approach to ensure the right match is to break any gap/problem statement into 4 buckets - Think, Teach, Deliver & Sustain(TTDS). 1.Think - Work backwards to list out all possible blockers that are impacting existing system. This then weeds out what solve u are planning into next stage. Eg. Simple manual change or tech 2.Teach - Do an extensive proof of concept with the right focus group, to test, seek feedback & structure on data, cost and impact 3.Deliver - Effective POC will automatically pave way for right execution 4.Sustain - Report out adoption, set cadences, be open to feedback and sustain this mechanism

We use an LMS for the past 4 years and is a great tool that facilitates the management, delivery, and tracking of education and learning programs. It streamlines the administration of our educational courses, tracks coworkers progress, and secures a centralized solution for our various learning resources. I can say that an LMS plays a crucial role in talent development, ensuring that our coworkers can access to training materials, assessments , and other educational content efficiently. The challenge I face is to secure that the LMS also delivers a good user experience and be accessible to all frontline coworkers.

Learning is a never ending process. The more we ensure learning for self and fellow colleagues - more is the scope to learn. Various platforms through technology are available. But, still there is no match to personal training and it's effectiveness. L&D personnel generally focus on vertical learning for fellow colleagues -- while focus should be kept on horizontal learning (cross functional skill set) to ensure that succession pipeline is always having it's in the organization. The role of HR should not only be heard - it should be felt as well.

Learning and development in larger companies where you are looking at thousands of employees authoring tools are very important. Tailored made content that is based on your companies specific needs. Having really strong induction programs are very important and all can be done through different e-learning platforms

I think an integrated learning management system (LMS) goes a long way in looking at learning and development holistically given the fact that there is a portfolio of methods, solutions and learning pedagogies that are available. Employee training needs also vary from function to function and position to position. Being able to scale up L&D programs on the one hand and customise it on the other hand can give any enterprise adequate leverage to make learning and development an integral part of their corporate strategy and derive both comparative and competitive advantage from L&D interventions.

A instrução e o avanço em corporações amplas, onde se considera um grande número de colaboradores, as ferramentas de elaboração são muito cruciais. Conteúdo personalizado fundamentado nas exigências específicas de sua companhia. Possuir programas de introdução genuinamente robustos é bastante crucial e tudo pode ser realizado por meio de distintas plataformas de aprendizado eletrônico.

I find content creation tools indispensable for crafting interactive and engaging learning content. These tools empower organizations to tailor educational materials to specific needs, enhancing the relevance and effectiveness of training programs. They enable the incorporation of multimedia elements, making learning more dynamic and appealing. This fosters higher engagement and retention among employees. Additionally, the ability to quickly update content ensures that training remains current and aligned with industry trends. These tools not only streamline the content development process but also significantly contribute to building a culture of continuous learning and development within the organization.

In the rapidly evolving landscape of customised corporate eLearning, selecting the right authoring tool is crucial to deliver engaging and impactful content. A feature-rich eLearning authoring tool can significantly enhance the learning experience for educators and learners. Some of the top authoring tools: 1. E-DAC: It stands out with its robust features for creating interactive and engaging eLearning content. 2. LearnIn: LearnIn offers collaborative authoring capabilities and AI-driven content recommendations. 3. Adapt: Adapt is known for its responsive design, allowing course content to adapt across devices. 4. Synapse: Synapse streamlines content development with its intuitive drag-and-drop interface and integrated asset library.

Personalised learning aligned to connected individual and organisational goals is the starter. Content is not the differentiator but the way content morphs to learning preferences and how that learning is delivered in accordance, changes take up and application

Tuve la experiencia de diseñar e implementar la primera universidad educativa interna del sector logístico en Perú. Usamos una plataforma de experiencias de aprendizaje donde los trabajadores tenían opción de ingresar según sus tiempos y opciones. Nuestros indicadores fueron muy positivos en retención, continuidad y exigencia para que se agregaran más cursos y programas. Incluso comenzamos a trabajar el plan de crear cursos propios creados por los propios expertos de la empresa.

LXPs afford learning paths that are learner centric and driven by the individual at work. They also allow for knowledge sharing which can inadvertently contribute to other employees' personal goals. Apart from this, just like the LMS , a LXP incorporates different learning styles which further increases engagement. Not only do employees revisit and redevelop their skills, the involved use of data and analytics helps to determine learning needs which in turn makes it easier to set learning goals. LXPs can also make the right recommendations for learning content to achieve these goals and fill current skill gaps.

En mi opinión, es una herramienta valiosa para el desarrollo de habilidades y conocimientos en el ámbito laboral. La capacidad de personalizar y adaptar el entorno de aprendizaje a las necesidades individuales de los empleados es un enfoque estratégico que puede tener un impacto significativo en el compromiso y la retención. El hecho de que una LXP permita la selección y recomendación de contenido diverso proveniente de diversas fuentes, incluyendo Learning Management Systems es muy positivo. En resumen, la implementación de una LXP podría ser una estrategia eficaz para potenciar el desarrollo profesional, mejorar la retención de empleados y fomentar un ambiente de trabajo que valore y promueva el aprendizaje continuo.

Arvind was undergraduate belonging to technical staff team; when the company introduced the LXP of Mobile learning through Digital learning platform; Arvind started connecting to learning officer and get the understanding of How he can learn more with LXPs. The LXP was used by him during the travelling time and made him outstanding performer in a year. Thus, easy LXPs like mobile learning in regional language helps ROI to business with inspiring technical staff to boost zeal of learning. The LXPs will provide data analytics of the employees who learn more and identifed as HiPos, This impact a business in long run and create "Learning Culture". Skill gaps can be bridge with LXPs and the best tool to be emphasised.

Micro-learning is an approach to education and training that delivers content in short, focused bursts, typically ranging from a few seconds to a few minutes. It is designed to be easily digestible and accessible, making it suitable for quick skill acquisition and reinforcement. Several companies have successfully implemented micro-learning strategies to enhance employee training and development. Here is an example : LinkedIn Learning (formerly LinkedIn Learning with Lynda: LinkedIn Learning offers thousands of micro-learning courses on various professional and technical topics. These short video lessons, often lasting just a few minutes, allow users to acquire new skills at their own pace.

We know for a fact that attention spans have reduced significantly over the years. Micro-learning provides a feasible solution for bite sized learning, made available on demand, on a variety of topics that employees can choose from. Content can be broken down into a variety of categories - example mandatory (like regulatory and compliance type training); leadership development and optional (like personal growth). The same systems can be used to track utilization and push content to participants depending on what and how often they become learning consumers.

Microlearning platforms are invaluable tools for efficient and engaging learning experiences. These platforms deliver concise and targeted learning nuggets, including videos, podcasts, infographics, and games. By providing bite-sized content, they enhance learner retention and engagement. Additionally, microlearning platforms facilitate reinforcement and assessment through features like reminders, quizzes, and badges. By offering convenient, relevant, and accessible learning materials, these platforms motivate and enhance learner performance, making them an essential asset for effective training and development programs.

Plataformas de microaprendizado desempenham papel crucial em ambientes orçamentários, mantendo eficácia. Criar micromódulos economiza tempo, impactando imediatamente os custos. A acessibilidade e mobilidade são valores-chave do microaprendizado.

Microlearning platforms has large role to play in a budgeted environment or a cost savior model still with same effectiveness, building micro modules consumes lesser time which straightaway impacts the costing. Accessibility being mobile alongside is another key value with MicroL's.

Leveraging Learning analytic tools enables a more effective management of learning and development activities. This is simply based on the notion that one is able to better manage what can be measured. Such analytics should cover the whole learning journey from assessing the initial reaction of learners towards the learning activity, followed by their corresponding behavioral change dependent on the program, and eventually its impact on the learners’ performance. Learning analytics need to be comprehensive in covering as well other related KPIs that would lead to more effective design & execution of learning programs that would be well-managed & executed with a more efficient impact on the business & the learners’ developmental experience.

Learning analytics tools, is only one part of HR professionals. This must to combine with other HR analytics such as: Hiring, On-Boarding, Org. Assessment, Employee Experience and more. With all the knowledge that we, as HR professionals, we can act and build our professional working plan more accurate and tune. With combination of all analytics we can close all of our gaps, and succeed with all our opportunities and challenges.

I agree that it is imperative to use analytical tools so that training strategy and implementation really address the need but it is also important to align these with organizational needs and direction. Know what is required then implement that from both a people and organization perspective.

HR professionals leverage learning analytics tools to optimize employee training. By tracking metrics like completion rates and learner engagement, they identify effective programs and areas for improvement. Predictive analytics anticipate future training needs based on skill gaps and industry trends. Personalized learning paths are created using data, tailoring content to individual needs. Real-time tracking enables prompt intervention in case of issues, ensuring a smoother learning experience. These tools empower HR to make data-driven decisions, align training with organizational goals, and create a more adaptive learning environment.

In today’s world with information overload and multiple priorities, analytics play a key role making sense of the plethora of data. It can also help to provide tailor made solutions based on the need of the individual to make it more effective . One size fits all is a thing of the past. More importantly it will help one manage and track the progress through insights.

I find having a cross-functional learning and development council or steering committee who come together to prioritize what is on the agenda for L&D eases over burdening precious resources and allows shared understanding of how decisions are made. This also gives a forum for various functions to make their case on what is needed so that L&D is truly representative of the company, not just what HR thinks is required.

It is not just about tools rather the will and commitment of the person who heads this function plays an important role in streamlining training in an enterprise.

Utilizar jogos corporativos, sejam eles através de software ou jogos de tabuleiro, são excelentes ferramentas para fixar conteúdos de uma forma descontraída e motivadora.

Lo primero a entender son las motivaciones de los colaboradores frente al tema. Les interesa aprender? Las cosas que nos interesan las aprendemos, sin mayores dificultades. Por ejemplo, quien te enseñó a usar Whatsapp? Antes de invertir (o malgastar) recursos limitados en formación es fundamental entender si hay interés en la disciplina. La capacitación puede ser obligatoria, pero el aprendizaje siempre es opcional.

Selon mon expérience nous avons avantage à prendre en compte la personnalité des apprenants, notamment quant aux forces motrices et restrictives en présence. Ce type d'information obtenue en amont, en lien bien sûr avec une utilisation consciente et conséquente des données dans le cadre du programme de formation, favorise notamment l'adaptation pédagogique ainsi que les apprentissage chez les apprenants. On doit cependant avoir bien sûr accès à ces données, ce qui n'est pas toujours le cas malheureusement.