In the book “Winning”, by Jack and Suzy Welch, they write that, “Nothing compares to the effectiveness of Six Sigma when it comes to improving a company’s operational efficiency, raising its productivity and lowering its costs. It improves design processes, gets products to the market faster with fewer defects and builds customer loyalty. Perhaps the biggest benefit of Six Sigma is its capacity to develop a cadre of leaders.”

However, as with many strategies and methodologies, it is crucial to realize that the process alone will not magically deliver the desired results. It would be a mistake to imagine that the introduction of Six Sigma would automatically result in a change for the better at a company just because they purchased the material, or employed a consultant to help with the implementation. The real challenge is in changing the hearts and minds of the people in the organization, and ensuring they have the right understanding of the business processes, and how what they do affects the entire process. It requires a mindset shift.

Employees are the most valuable resource which any company has, and this is no different in Six Sigma organizations. Companies should provide their employees with ongoing skills development and the latest innovations in training practices. Where Six Sigma is introduced, all employees should receive initial and ongoing training – and feedback on how implementation has improved the business on all levels. Management should do the ”Green Belt” certification, while specialists should complete the “Black Belt” version.

It is always challenging to train an entire organization because production can never come to a complete halt during the training process. So, it may be worth considering a blended approach where online training (e-learning) is always available, and can be used to introduce the principles and foundation knowledge, while short workshops deal with the implementation at a specific organization. These workshops could take the form of face-to-face training or could even happen by webinar.

The other real benefit of an e-learning solution is that it is always available for refresher and remedial training, and new hires can get training as soon as they start.

Laragh Skills can provide online learning needed for your business management strategy. Visit learningsolutions4africa.com for more information on Six Sigma Foundation, Green Belt, Black Belt and Champion training.

This got my attention, because I’ve long been agitating for all of us to lose the “e”. Apart from the fact the “e-learning” has been imbued with some sort of mystery and special status, to my mind learning is learning. No-one makes a thing about instructor led training (ILT), unless they are competing against technology enabled learning.

One thing that does please me though; when the term E-learning was coined to describe Computer Based Training that was delivered via the web, at least the term incorporated the word “learning”. Technology based learning is of its very nature learner-centric, whereas training always makes one think there must be a trainer or teacher somewhere.

We should be focusing on the learning, hopefully as part of a blended programme. And while I’m on the subject, there is nothing new in Blended Learning either. Back in the dark ages, when I went on a Train-the-Trainer’s course, we were taught to have us multiple media; before computers this included white boards, OHP’s, flow charts, maybe some video, and other tools. The “horses for courses” principle applied as well; picking the medium best suited for the learning objective and outcome. The budget must be taken into account as well.

I’m also amused that the new drive towards “personalized learning” is still coupled with the word “pedagogy”. Surely that’s a contradiction in terms. How can a process that is “teacher-centric” – pedagogy – be personalized to the learner’s needs and preferences at the same time?

Our tagline is “Learning Solutions for Africa”, because that’s what we provide and what we are passionate about. The solutions might be primarily technology based, but technology is just the delivery mechanism.

So your company has invested in a learning solution. What should you expect from your learning provider?

Failure to plan is planning to fail.
—Unknown

All the preparation and groundwork completed during the initial stages of the consultation between your company and the learning provider will help to put in place a practical project plan for the successful implementation of the learning program.

Planning a customized e-learning program

a) Understanding the business context
The provider should take into account the strategic priorities of your business and create a customized learning pathway which is tailored to your unique training and skills requirements.

b) Appointing a project team
Your company and the learning provider should each designate members of a project team for ongoing liaison.

c) Setting program goals
The project team should set realistic goals. These will be measured and reviewed periodically once the learning strategy is implemented.

Implementing the e-learning program

“Truly innovative companies know that without execution, their visions and plans will never be realized.”
—SkillSoft May 2010

Executing the plan is really all about building awareness, generating interest, and keeping the channels of communication open. Here are some ways to ensure this:

a) Draw up a schedule for regular follow-up meetings
b) Conduct launch workshop
c) Measure and evaluate project goals

For the corporate e-learning strategy to be successfully aligned with your business objectives it is necessary that your company and the learning provider give ongoing support and commitment to the project, not least during the crucial project planning, implementation and assessment stages.

“(Workplace training)… works best when there is a charter between training suppliers, internal training personnel and learners. Working in true partnership – with ROI central to the solution – is the most effective way to ensure learning is personalised, relevant and delivers maximum value.”
—Francis Marshall

When you choose a learning solution from Laragh Skills we will work with you every step of the way to plan and implement a customized learning program that is tailored to your company’s strategic and training needs.

Contact us for a free trial today!

Nobahle has completed several e-learning courses and provides a learner’s perspective of the process.

Interviewer (I): Nobahle, what is your background in terms of education, previous jobs and experience?

Nobahle (N):  Circumstances prevented me from finishing High School. I worked in various restaurants and hotels, doing various fairly menial jobs. I then Joined Laragh Courseware as a cleaner.

I: Had you even been exposed to computers before joining Laragh?

N: No, my first experience with a computer was when I started doing stand-by reception work, and then I was promoted to my current position with Laragh Skills.

I: So it’s fair to say, you gained your computer skills by doing the online courses?

N: Yes

I: You have now done quite a few e-learning courses, covering desktop applications as well as business skills. What specifically do you like about learning this way?

N: Well, it’s very easy to access, and I find I really gain more knowledge and skills. I can redo anything I don’t understand – this is not an option with Instructor Led training (ILT). E-learning is always available for refresher training if I need it. I can do it as often as I like.

I: Do you prefer the Business Skills or Desktop Skills courses?

N: Well, I really enjoy the Business Skills courses, because they have lots of well presented information, and I’ve learned so much more about business by using them.  The Desktop courses have been critical to my being able to use the applications though.

I: Is there anything you don’t like about e-learning?

N: No, I really enjoy doing it. You have to be motivated and disciplined though. I find it’s best to spend a small amount of time regularly working through the courses. Then it becomes part of my working day. I spend between 15 minutes and one hour most days.

I: What do you find most useful about the courses?

N: The graphics really aid my understanding, and I find listening to the audio while I am reading the text is very useful, because as you know, English is not my home language. The interactivity keeps me engaged. I also find that the simulations and role plays really help me to use the skills learned when I am working.

I: Do you find it easy to work at your desk?

N: In fact I’m happiest working at my desk. I wear earphones. The bookmarking feature ensures that I can easily get back to where I was if I am interrupted.

I: I know you access the informal learning offered by Books24X7 from time to time. How does this help your learning?

N: It helps a lot. I can always access a book to “top-up” the knowledge I get from completing the more formal e-learning courses. Also, it’s useful to get various viewpoints on a subject.

I: How has e-learning contributed to your career development?

N: Well, previously I never knew such a thing existed, so it certainly opened my eyes. I have learned so much, has helped me enormously with selling and communicating with customers and prospects. This in turn has given me much more confidence.

I: What would you say to people who don’t believe e-learning can be effective?

N: They must try it! Once exposed, they will discover it is a very good way to learn. It’s accessible anywhere, at any time, and best of all, you can learn at your own pace. I think e-learning suits everybody. You can also have access to a wide range of topics, so you can complete what you need to know, but also study other topics you are interested in. This is great for personal development, and I think it benefits the company as well.

I: Anything else you’d like to add?

N: Well, I am currently studying Sales & Marketing through UNISA. Having access to e-learning courses on the subject gives me additional tuition to ensure understanding of what I am learning. The simulations in the SkillSoft learning paths really brings learning to life, and allows me to “experiment” in a safe environment.

Blended learning has been hailed in some quarters as having the potential to revolutionize training in the workplace.

Blended learning is frequently defined as a mixture of face-to-face instruction and computer-based instruction. Yet, that description is unhelpful at best and misleading at worst. A narrow interpretation of blended learning presents twin threats to the adoption of an effective workplace training strategy.

The first is from training providers who tack on added components to their preferred, primary format of learning delivery and pass off the repackaged result as ‘blended learning’. The second, arguably more counter productive interpretation, is the inclination by yet other providers to deploy the full functionality of integrated elearning including online resources, tools and courseware, combined with virtual online classrooms, forums and mentoring. This dazzling array of interactive learning options runs the greater risk of obscuring training imperatives and basic learning principles when there is no clear implementation plan.

How then to utilize blended learning so that it is relevant and effective? Francis Marshall offers a clue when he writes that, “… it means using a plethora of learning tools appropriate to the learner and the organizational goals that the training is aiming to achieve.” This suggests that the key to effective blended learning is in the potential for the flexibility it provides when addressing the unique training requirements dictated by company locations and sizes, technical and personnel resources, time and budget constraints and skills needs.

Blended learning provides training providers with the means to develop learning programs which can meet clearly defined development needs by using appropriate learning methodologies to meet specified training requirements. Online technology can enrich the delivery of interactive content in the customized learning pathway that has been structured around customer needs. 

Skillsoft has identified the opportunity for blended learning to deliver ongoing formal and informal learning in the workplace.  Skillsoft courseware and products incorporate the best principles of blended learning in solutions which are flexible and adaptable enough to create personalized learning programs for different companies, business units, or even individual needs. 

Skillsoft has a vast array of learning assets but a one size fits all approach to blended learning is no silver bullet. Trained professionals still need to plan and implement the appropriate blend of learning methodologies and resources for a training solution which is tailored to meet the business requirements of the customer.  

If your company needs to implement a training strategy, contact Laragh Skills today and one of our trained consultants will meet with you to help map a customized learning pathway which aligns to your business goals.

As a client of Laragh Skills, you have a choice on how you deploy the SkillSoft courses.

Whatever you do, you will need a Learning Management System, or LMS. There are several LMSs on the market. SkillSoft’s version is called SkillPort. You can use SkillPort as a hosted service – you access the courses over the internet; or install it on your company’s intranet.

The easiest option – we call it “no mess, no fuss” is the hosted option. It can be made available to you within minutes, and updates automatically become available. Courses can be downloaded for use offline, with results being uploaded as soon as you logon to the system again. 

If you prefer to install SkillPort on your company intranet, you will need a server to load it on, and Microsoft’s SQL server database and IIS. Technical specifications can be supplied on request.

SkillSoft’s courses will also run on other LMSs.

In conclusion, SkillPort is the LMS of choice for hundreds of companies around the world. It is user friendly and has a simple interface which is very easy to navigate. The platform is robust and reliable and can be personalized, allowing companies to add their own branding, colours, configuration options, content management and user administration.

Skillport is flexible enough to accommodate elements of programme design and build blended learning solutions. The user management tools also allow administrators to monitor and create reports for individual learners. With the hosted option, users also have constant access to further mentoring and support.

SkillPort will launch, track and manage other SCORM or AICC compliant courses.

An elearning program is most effective when staff are motivated and encouraged to use the opportunity to develop their skills.

My first experience with introducing elearning into an organisation was very interesting.  We built up an atmosphere of expectation in the organisation and soon everybody knew that something different and exciting that was going to be launched.  For a week, each morning before the staff arrived at work we put a little note on each of their desks.  Some of the notes were attached to sweets, for example, a box of Smarties with a note saying “Do you want to become a smartie” or a sucker with a note “Don’t be a sucker, you can do better”.  At the end of the week everyone was invited to a presentation and demonstration on the new elearning system and content.

The e-learning courses were aligned to each person’s job descriptions and key performance areas, or  KPAs.  They were asked to complete one of the courses within a week and again invited to a presentation were certificates of completion were handed out and small gifts (mostly chocolates) to anyone that completed more than one course.  A notice was also put on the company’s intranet site congratulating those who completed their courses.

At the end of each week a report was run to see who had logged on and if any more courses were completed.  Arrangements were made to have certificates handed out and notices of completion put on the intranet.  If someone had not logged on during that week an e-mail was sent out reminding them to do so.  Reports were also sent to the different line managers to keep them informed of the progress of staff.

The new e-learning system elicited a wide range of responses from staff:

• Some were very excited and did the courses that were allocated to them and more
• Some did only the minimum that was required of them
• Some did the courses but not the tests
• Some said that they were too busy and were not able to do any of the courses

Some ideas for encouraging staff to embrace elearning were:

• Aligning courses to job descriptions
• Linking courses to KPAs
• Holding monthly workshops for staff to discuss experiences and give feedback
• Selecting a staff member with expertise in a field to mentor staff
• Acknowledging efforts of staff by presenting certificates and announcing their success on the intranet 
• Emailing regular updates, reminders, and anything of interest relating to the e-learning courses

In conclusion, elearning can and does work. But introducing it needs to be part of a change management programme. The above are some of the ideas you can use – there are many more. Laragh Skills works with their clients to workshop the Factors for Success, and then help to tailor a Change management and marketing programme to suit the organization.

By: Amit Gautam

1.  Client Demand: The provider’s clients have started demanding eLearning solutions (and training providers want to retain them). This is a pure survival and growth reason. Undoubtedly, in the current economic situation there is a BIG push for training companies to move towards eLearning.

2. Cost of Training Delivery: To reduce cost of delivery for training companies and their clients. This is mentioned universally and has come into focus even more due to the recession where budgetary constraints (especially on travel) have impacted the off-take of classroom training in big way

3. Flexibility: Increase flexibility of access (anytime, anywhere). Most training companies mention it’s becoming difficult to pull employees out of their jobs for 2-5 day instructor-led sessions. With managers forced to do more with less people (several organizations have retrenched people) letting anyone off for even a day can become difficult.

4. Increase delivery options: Blended learning options to cater to the unique requirements of different clients. Some want more eLearning and some want less of it, others want mobile learning. This helps training providers reach client companies who otherwise had not been able to afford their classroom training – opening up a new stream of business.

5. Improve efficiency: Improve efficiency & effectiveness of instructor led training with technology enabled components. Adding pre-workshop eLearning modules, post-workshop eLearning sessions (can be synchronous), mobile learning components for follow-ups that help increase retention. Using technology such as ARS (Audience Response Systems) in classrooms & providing collaborative environments can create learning opportunities for users. As training providers, they want to make their courses the ‘best in class’ using technology enabled learning affords them that opportunity.

6. Learning Management: Making management of reporting easier and be able to check off some important checkboxes (guess more relevant to compliance type training). As the paradigm shifts, Learning Management Systems will change and focus would be on truly managing learning and not just checkbox compliance.

7. It is better now: ELearning has improved since the time they last considered it. There is NO doubt about this; eLearning has come a long way. The addition of games, simulations, mobile based learning, social learning frameworks, collaborative tools and much more has come to instructional technology.  Rather than simple page-turners the industry is slowly turning to provide instructional experiences, both interactive and online.

8. Am I late: Don’t want to miss the boat. Well none of our prospects said this but it seems to be the overriding feeling amongst training providers. All of them realize that the days of classroom-training only are limited and they’d better start now. 

About the Author

Amit Garg – Founder & Director of Content Solutions – Upside Learning – a leading provider of award winning learning solutions to the global market. He has more than 14 years of professional experience with the last 9 years in eLearning.

(ArticlesBase SC #1511000)

Article Source: http://www.articlesbase.com/ – Top 8 Reasons Why Training Providers Are Adopting eLearning

By: Joel Owens

The world has completely turned and the hinge was the internet. It has truly created so many opportunities for people and industries to develop in ways that were once unimaginable. One good example of such a development is the rise of elearning solutions. These tools are software or programs that help people who are too busy or pressed for time to learn online.

Elearning on its own has such a wide definition since it has also a very wide variety of applications. Elearning can also be spelled as e-learning and it was derived from the phrase “electronic learning.” It refers to different fields of technology based learning. Basically, with the help of the internet, not only is learning made more accessible and easier for a lot of people, it also helps speed up the learning process since the medium is made more animated, interactive, and illustrative with the use of the right technological know-how.

At the most basic level, elearning can simply be described or defined as learning with the help of electronic technology. Any one who wants to take advantage of this kind of system would do well to think about what specific type of TEL or technology enhanced learning would fit their needs? For example, offline software packages might be good for employee training or teaching a certain lesson (perhaps such as computer science) to students or employees. As another example, web based online elearning tools might be the best choice for long courses that people with full time jobs might want to try out.

Thus, the word elearning itself really has quite a number of many possible meanings for those who are not that familiar with the industry. And perhaps, even within the industry itself, the competing definitions of different people (all claiming to be experts in the field) are still apparent. What this just means is that the tools, mediums, and modes that elearning can take form in is so diverse that literally no two experts completely agree with anything anymore. The differences in usage and in the medium must really be that different from each other that really make the experts want to disagree about this subject.

Elearning solutions encompass a lot of techniques and modes. Some companies use it when training their employees or spreading out a short lecture. Universities use it in specific courses for programs where the students will most likely not see each other face to face since the whole study course happens online. Lectures are probably emailed and class discussions are done in forums.

Truly elearning solutions have become the preferred mode of teaching and learning by so many. The addition of technology simply opens up so many barriers and lets in so many possibilities. Not only is it more convenient for a lot of people. It is also much cheaper than tradition teaching or classroom instruction methods. Not only that, some studies purport that it increases the learning capacity of students. This might just be ushering in the future of pedagogy. 

About the Author

A computer graduate and loves to travel. Reading current news in the internet is one of his past times. Taking pictures of the things around him fully satisfies him. He loves to play badminton and his favorite pets are cats and walk with them in the park with some dogs.

For more information regarding Elearning Solutions you may want to call directly at 813-814-2345 or visit our website for more help.

(ArticlesBase SC #1453061)

Article Source: http://www.articlesbase.com/ – The Key to the Future: Elearning Solutions

By: Tony Colon

To make a blended eMentoring & eLearning initiative a reality, a healthcare organization would need a web-based, total communication solution which would allow individuals to collaborate anywhere and anytime for improved productivity. Specific collaboration tools would include: Email, Instant Messaging, Video Conferencing, Desktop Sharing, Co-browsing, File Sharing, Internet Phone with Voicemail, Group Collaboration, Discussion Groups, Web Collaboration, and Virtual Classrooms.

In particular, one of the challenges of any new mentoring relationship is the availability of time. Traditional mentoring requires that both parties be available at the same time to meet in person. While time is always a factor in any mentoring partnership, it is not necessary for both participants to be available at the same time in a virtual mentoring relationship. Advantages include open correspondence, access to more geographically isolated regions, and efficiency of communication.

Many healthcare professionals feel that there isn’t enough time to do patient care, let alone mentorship. That’s the harsh reality of the healthcare environment – everyone recognizes mentoring is crucial yet there never seems to be enough time. Although face-to-face mentorship programs have a variety of positive outcomes, many healthcare professionals believe they simply do not have time to make a commitment to such programs. However, we feel it is reasonable that they could spend 30-45 minutes per week mentoring in a virtual relationship.

Virtual mentoring and online learning is also place independent, meaning the mentor and the mentee do not need to live in close proximity to each other. This allows mentoring relationships to be formed between parties living in different cities, states, or even countries. An organization can realize a huge cost savings because instead of learning and mentoring occurring in house at “X” dollars an hour, these mentoring partners are participating in different aspects of mentoring using e-learning software on their own time, not on the hospital’s.

Corresponding by email allows both parties to communicate at a time that is convenient to them. Also, many shy participants may find it easier to communicate by email and/or instant messaging and may have deeper discussions when they aren’t face-to-face. Mentees may feel less intimidated or hesitant asking questions using email than they might when posing those same questions in person. Mentor willingness to give feedback, both positive and negative, may increase when the feedback did not need to be delivered in person. Email and instant messaging also makes it easy to communicate thoughtfully and deliberately, and provides a record of communication.

As a bonus, new online computer education skills are learned for all participants in a “virtual university”. Having to use the collaboration tools of computer-mediated communication helps participants get comfortable with working with elearning software and e-learning applications such as a Learning Management System for healthcare. That may help them perform better in an ever-increasing world of Internet learning and computer usage in healthcare.

About the Author

Tony Colon, RN-C is a eMentoring & eLearning in Healthcare Specialist. Find out how a customized program in your organization boosts recruitment, development, nurse retention, and patient care at http://www.healthcarementoring.com

(ArticlesBase SC #40893)

Article Source: http://www.articlesbase.com/ – Advantages of a Hybrid eMentoring System & eLearning Platform