LMS for Professional Training and Coaching Needs
The users of Nuveda’s proprietary CALF™ LMS platform may be found in various industries and functional domains. One such domain is Professional Training and Coaching. These trainers and coaches use different online learning platforms to impart their programs to learners located across the world. What are some of these platforms? The choice of platform depends on factors such as the type of training or coaching being offered, the preferences of the trainer, coach, and clients, the desired features and functionality, and the budget available for investing in technology. (https://nuvedalearning.com/blog/post/10-key-aspects-to-look-in-a-learning-management-system-lms-2019/) Most professional trainers and coaches prefer platforms that offer all these above requirements in one place. Nuveda’s proprietary CALF™ online learning platform offers all of these in one location. (https://nuvedalearning.com/blog/post/how-to-leverage-microlearning-for-corporate-training/) In conclusion, the right online learning platform for professional trainers and coaches offers the right features needed across the coaching journey. CALF™ houses all of these modifiable and customizable features and has received much appreciation from our clients so far. Schedule your Learning platform Demo today!! (https://nuvedalearning.com/calfv4/)
Blended Learning and Microlearning
Blended learning is a method of imparting learning that combines in-person instruction with online learning activities. It integrates technology with traditional classroom methods to enhance the learning journey. The highlight of a blended learning approach is the ability for a learner to self-pace and hold control over their experience. This could involve online discussions, instructional videos, interactive modules, or virtual simulations, while still offering the opportunity to interact face-to-face with teachers and peers. With the flexibility and customization of blended learning, the learning process can accommodate diverse learning styles, provide opportunities for self-directed learning, and foster collaboration and critical thinking skills. The importance of blended learning includes: However, the success of such an educational approach depends on the thorough and strategic implementation. Here are a few best practices that educators can apply: Alongside blended learning exists another impactful approach to incorporate into your educational efforts. Microlearning is a method that involves delivering short, focused bursts of content to learners, as small modules or lessons. These units are designed to be short and digestible, catering to short attention spans of users. By incorporating brevity, engagement, and on-demand accessibility, retention of content is improved. (https://nuvedalearning.com/blog/post/microlearning-101/) Microlearning is commonly used in corporate training, employee onboarding, professional development, and skills enhancement programs. Its ability to deliver targeted training efficiently, particularly in industries where employees need to quickly acquire new skills, has gained much appreciation. A few of its wide-ranging benefits include: As technology continues to evolve, microlearning is likely to play an increasingly important role in education and training across various industries. Similar to blended learning, the success of microlearning depends on how effectively it is implemented. Here are some best practices for creating and delivering microlearning: In conclusion, a learning program that incorporates the essential ingredients of blending learning and microlearning approaches can see multifold benefits across the learning journey. Work with Nuveda Learning to enhance and enrich your coaching and training programs, through our proprietary MyNuclo LMS! Schedule your demo today. https://nuvedalearning.com/calfv4/
Musings on Personalized Learning
Personalized Learning Musings on Personalized Learning Balasubramanian Krishnan | Feb 01, 2024 | 3 min read Recently I spoke to the regional head of HR for a large multinational tech company based in the USA. While she was very confident that they had some of the best learning tools & courses in the market – LXPs and more, she felt they weren’t working for her needs. As an example, she mentioned that she knew that the sales performance in the region needed improvement, but that the L&D department was focused on other priorities and not working on the needs of the business. Does this sound familiar? Are we losing sight of the needs of the business while promoting personalized learning and growth? What do you think? I’m Curious to hear your thoughts and comments..
How the world of Learning & Development is changing
Learning & Development How the world of Learning & Development is changing Balasubramanian Krishnan | Jan 31, 2024 | 3 min read The Old World of Learning & Development You know how it goes: -> Run Induction & Onboarding Programs -> Consult with HR Business Partners & provide Learning Solutions -> Measure Compliance & Outcomes -> Leverage Technology for efficiency and effectiveness -> Request Budgets The new world of Learning & Development is very different. -> Personalized Learning & Development paths for each employee -> Consultants to business problems and measure business outcomes -> Leverage technologies for productivity and -> Leverage key analytics and insights to engage in business discussions -> Awarded budgets for business initiatives In short: 👉 Make Talent Development a competitive advantage for the business. What do you think? Curious to hear your thoughts and comments..
Employee Onboarding Perspectives and Metrics – Poll
Poll When a new employee joins a company, it is very instructive to understand the various perspectives of the different stakeholders in this employee’s journey and the entire employee experience. The Employee Perspective (Let’s call him John): I’d like to know more about what the company does, who I work with and what I need to do to be successful in my job. I want to start contributing to the company at the earliest. [democracy id=”1″] The (Manager or Supervisor of John)’s Perspective: I’d like John to learn about what the company does, what the team does, who John will need to work with and what John needs to do to be successful in his job. I want John to start contributing to the company at the earliest. [democracy id=”2″] The Manager’s Boss’s Perspective: I want John to start contributing to the company at the earliest. What about the others who joined at the same time? When will they be productive? [democracy id=”3″] The Learning & Development Manager’s Perspective: I want John to start contributing to the company at the earliest. In order to do that, I’d like him to complete all his assigned mandatory courses and other courses that his manager wants him to complete. [democracy id=”4″] The HR Manager‘s Perspective: I’d like John to learn about what the company does, what the team does, what other teams do in this company, who John will need to work with and what John needs to do to be successful in his job. I also want John to know the policies and procedures in the company (such as when John gets paid, how we manage issues and concerns and also how we measure his performance, etc.). I also want John to start contributing to the company at the earliest. [democracy id=”5″] The HR Manager’s Boss‘s Perspective: I’d like John to be productive at the earliest, and make sure he understands the culture of the company. How are our productivity metrics trending? [democracy id=”6″] For more details on NuVeda’s onboarding solutions, please see this: https://nuvedalearning.com/blog/post/retail-industry/
