Offbeat
Monthly publication/newsletter giving you insights on the latest things that happen in the Learning & Development Space.
Nifty Learning SRL
Bd. Carol I, nr. 23
700507 Iasi, Romania
RO37878850
J/2124/2017
Highlights:
* Cathy Moore’s flowchart is a good starting point to help guide L&D professionals in understanding whether knowledge or skill acquisition can solve a specific business problem – as seen in Offbeat Issue #64
* The business will likely come to L&D with a request for a training session or learning content when employee performance decreases or errors are identified.
* L&D’s are better equipped than the business to identify if a learning intervention helps solve a problem by playing the role of a consultant.
* Asking the right questions is an excellent way to help the business identify the source of a problem.
* Especially in these situations, L&D can work together with people managers and operational teams to understand the root cause and identify an effective solution.
* If the business still insists on receiving a learning intervention, L&D must set the right expectations about the very limited expected impact of that intervention – advice coming from Anamaria Dorgo, founder and community catalyst of L&D Shakers and Butter.
L&D can showcase its value to the business by:
– putting in place a consistent consultancy process, which is especially important for more junior L&D roles
– interacting openly with all levels of the organization and asking for support in promoting the way L&D works, especially in hierarchical organizations.
– creating case studies from previous business situations, together with the alternative solution identified.
– advertise to everyone in the company, especially decision-makers, how adults learn, the time it takes to see behavior changes, the real impact of learning.
When is L&D not the solution?
– When documentation or procedures are not put in place or are incorrectly created, employees can’t execute their tasks, which can seem like a performance issue.
– If employees don’t feel safe or comfortable at work, they might have performance issues that don’t come from a lack of knowledge or skill; in this case, even if a learning intervention is decided, it will likely not be effective. Learning is one of the first things compromised when there is no psychological safety in the workplace.
– Lack of resources, such as access to people, tools, or the right level of influence to unblock a problematic situation, which might hurt individuals’ performance.
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Our guest is Lavinia Mehedintu, People Experience Manager at eMAG, Eastern Europe's largest e-commerce website, and co-founder and content curator at Offbeat, the digital platform of actionable resources exclusively dedicated to L&D professionals. Together we cover some of the most important aspects of working in Learning & Development, from topics like workplace psychological safety to understanding L&D metrics and analytics. Each episode has actionable advice that you can start implementing TODAY.
Create and maintain your company’s catalog and advertise it to your employees. Assign courses and pre-work, manage materials, and configure all of the pre-requisites for a specific course.
Have a real-time overview of your training plan. Create, schedule, and track in-person or remote training events. Register participants, mark attendance, and automate the pre- and post-event communication.
Forget about manually managing your waitlists and approval flows. Your L&D team doesn’t need to constantly go back and forth to handle last minute cancellations and unresponsive managers.
Move as fast as your organization needs you to. Plan training events rapidly by looking directly at the real-time training requests submitted by your department, line managers, or learners.
Automate communication with learners. With our beautifully designed training newsletters, your learners are notified about new opportunities for learning and professional development.
Gather in-the-moment feedback from your training participants, to get actionable information that improves your learning offer and to get more engaged audiences.
Track training event expenses in real-time. Add delivery costs, venue fees, and others as soon as they are paid, so you don’t have to go through piles of paperwork later. Extract info such as price per learner, business unit budget, cost breakdown, financial efficiency, etc., in seconds.
Use learning items as building blocks to create targeted learning programs. Organize your learning content to satisfy a multitude of business requirements (such as a new job role, a program that the employee must go through).
Publish your learning materials (SCORM, PDF, video, etc.) and send them to your learning audiences.
Assign learners to custom groups automatically, so they have access to the right learning at the right time.
Instantly see and share the data that matters with the help of automated reports. Gain visibility over your training operations using fully detailed reports.
Get a real-time overview of what’s up, what’s next, and what’s left to do for the L&D department. See the data change over time in Nifty’s intuitive Analytics dashboard.
Navigate local, national, and international learning requirements with automated tools and reports that take the effort out of compliance, wherever or whoever you’re training.
Simplify your team’s user management and access.
Securely manage your most valuable asset. However large or small your training database is, we’ve got the controls in place to handle your employees’ training data safely.
Our dedicated product specialists will have your teams up and running in days, not months — and will keep being available to answer questions at any time.
Every Nifty Learning customer has access to our Customer Success team to create, build, and deploy great learning experiences.
We provide an integration API, and we can integrate with any of our customer’s 3rd party systems (HR system, ERP, CRM, calendar, room booking system, content provers, learning platforms, etc.) to provide a seamless merge between our platform and your current tech stack.
The platform allows the L&D manager to decide how much of the workflow can be automated.
Either fully automated actions, where the L&D manager only adds a new session and the platform does the rest until completion, or manually managing each step of the session management process.
