by Brian Clark | Business Process, development, DOTS LMS, LMS, Performance, performance management, resource planning
The DOTS LMS has been designed to provide a comprehensive suite of tools and reports. Your organisation may be investigating an LMS option for delivering e-learning, compliance management and a host of other outcomes achievable with a solid LMS platform. The DOTS LMS has the capability to extend even further into enterprise management as an excellent support tool for human resource governance. HR governance is strategic and vital for organisations to remain stable, agile and competitive. What is HR Governance? Generally speaking governance includes elements that help to define communications, decision making and business objectives. Linked to these elements are the need to manage and control to manage risks and support business performance with engaged employees.
The DOTS LMS platform has the tools to not only capture vital information in real time, the reporting capability permits visibility to leadership and throughout the organisation. This visibility of key data contributes to risk mitigation in compliance but also provides greater decision making agility to support competitive advantages and control costs. For example, a company can quickly determine its workforce capabilities for current or future requirements and then deliver training to address gaps or allocate resources differently to alleviate any risks from competency/skill gaps.
Knowledge of policies and procedures may be delivered both in online courses as well as available in the online knowledge portal to ensure access and availability at any time. With online delivery you can ensure that the results of this training is tracked and repeated at necessary intervals. Delivery of online training supports more effective communications as well. Senior leadership use the LMS to deliver messages pertaining to company strategy, performance updates and celebrations of success. All of these uses contribute to a more engaged workforce.
Performance monitoring is a key ingredient to HR governance. In DOTS, clients are cascading their strategic plans deeper into the organisation by including key result areas for persons to have line of sight to the overall strategic objectives. The appraisal process is automated to ensure that the appraisals are done and actions are taken to address further development needs and deliver rewards for high performance and commitment.
These are just a few of the ways the DOTS LMS supports human resource governance in an organisation. There are other tools and business processes that contribute to governance success. If you are interested in learning more about using DOTS LMS to support HR governance or would like some ideas on formalising governance in your organisation, please make contact.
by Brian Clark | DOTS LMS, DOTS webinar, e-learning, learning and development, utilisation
We are focused on helping you get the most out of the DOTS LMS. We know how hard it is to juggle the demands of your position as well as knowing all the features and tools in DOTS. We are giving you an opportunity to take 60 minutes out of your day to learn and refresh your knowledge in using DOTS LMS.
This online webinar is going to focus on how to “Set up a Beautiful Course Catalogue”, which will include the following topics:
- Changing the Course Catalogue Home Page
- Adding and Editing Categories and using images and description
- What course components display in the Course Catalogue
- Creating Deep Links to Course Detail Pages in the Course Catalogue
- Creating an Auto-Enrol Link for Course Sessions in the Course Catalogue
- Why you can’t see a course in the Course Catalogue
This webinar will be hosted by Kathleen Bosworth.
Block out one hour in your calendar on Tuesday 23 April.
- 12.00pm AEST (Sydney, Melbourne, Canberra, Brisbane)
- 11.30am ACST (Adelaide)
- 10.00am AWST (Perth)
You can register by sending an email to dotsinvitation@dotstalentsolutions.com
Your registration will be confirmed by email with a link to the online webinar.
by Brian Clark | Business Process, DOTS LMS, learning management systems
There is an excellent info-graphic developed by CertifyMe.net titled ‘The E-Learning Revolution.’ Here are some of the interesting facts that are included on this info-graphic and they really paint an interesting picture of the growth and pervasiveness of e-learning in our organisational environments.
- 77% of American Corporations use online learning. I have not seen any statistics for Australian corporations.
- According to the CertifyMe.net info-graphic, e-Learning started in 1998 and is now 13 years old.
- The United States and Europe utilise 70% of e-Learning and the Asia Pacific region is growing fast.
- e-Learning is a $56.2 Billion business and is likely to double by 2015.
- Corporations save 50-70% when they replace instructor led training with online learning.
- e-Learning classes are typically 25-60% shorter in duration than instructor led sessions.
- 72% of corporations surveyed report that e-learning supports their need to maintain awareness of changes affecting their business.
These are some pretty interesting insights into a major change impacting organisations across the world. e-Learning has impacts that ripple throughout an organisation into areas such as sustainability, talent attraction, retention, resource planning, productivity and competitiveness.
by Brian Clark | capability, competency frameworks, development, DOTS LMS, e-learning, Innovation
On March 21 we are offering our clients an opportunity to meet a true innovator in the world of learning. Cindy Pascale is the Founder and Vice President of Vado and she will be presenting on Development Best Practices. Vado are innovators in creating developmental content that is linked to competency frameworks.
In this research rich session, participants will learn the development best practices that will lead to the maximum return on investment for the organization’s development dollar. Specific outcomes are:
1. The difference between training and development
2. What is scrap learning?
3. How do people best develop new skills and capabilities?
4. What are learners expecting in their development programs?
5. How do you make sure the development will lead to organisation success?
If you are a DOTS client, there are still a few places left. if you are not a client but are interested in learning more about Vadoand how it can boost your organisation’s performance, you are encouraged to contact us. We can show you how we help our clients build more effective organisations.
by Brian Clark | DOTS LMS, learning and development
Precise words are important to the meaning of the ideas being expressed. It is interesting that we use the words, “learning and development” to describe the training or learning activities in the majority of organisations. The definitions of these words are quite different, though.
learn·ing /ˈlərniNG/
Noun: the acquisition of knowledge or skills through experience, practice, study or being taught. Knowledge acquired in this way.
Synonyms: knowledge – scholarship-erudition-science-lore
de·vel·op·ment /diˈveləpmənt/
Noun: The process of developing or being developed or a specified state of growth or advancement.
Synonyms: growth, evolution, progress, expansion
My experience with organisations is that the focus is typically on “learning” with minimal activities in the “development” area. It is understandable. Certainly, knowledge-based activities have always been easier to deliver and track even before the advent of Learning Management Systems. Whereas, development activities have always been more challenging to define, more challenging to develop and definitely more challenging to track even with the use of Learning Management Systems.
The greater challenge in tracking development activities with Learning Management Systems is probably because the realm of development is conceptually somewhere between learning activities and activities within the management of performance. And not all Learning Management Systems include performance management features like DOTS so the tracking of “development” within a system is not as mature as tracking “learning”.
Delivering true development programs via a Learning Management Systems (when it includes performance management features) is also an emerging area because there isn’t a lot of “development content” that is readily available as off-the-shelf content. Whereas, there is a plethora of knowledge-based courses and content where knowledge is delivered and assessed. Development courses that provide employees to document development performed in on-the-job activities are rare. And creating development courses or content from scratch would be a daunting and expensive exercise.
With our new development courses, you have a complete capability framework to help the transition from “learning” into “development” in the workplace. The combination of short instructional videos followed by downloadable step by step on-the-job Implementation Guides helps employees put into practice the instruction they just completed and provides the structure for documented (in an LMS) coaching and mentoring sessions.
Keep an eye out for our Development Best Practices Webinar, coming soon in March 2013.
