How to Track Employee Training

How to Track Employee Training

Employee training is an opportunity for businesses to increase the value of their human capital.  An employee training tracker is a key component of the training equation because it helps you identify if your employee training is directly increasing employee performance.

Human capital is by far the most valuable asset to most any business. Although an intangible asset, people are a critical component to a business functioning at optimum capacity. People are part of the profit equation, and to make money, you have to spend money. Employees impact customer satisfaction, sales goals, ongoing innovation, company culture, etc. But, in most cases, employees are only as good as they are trained to be. 

Investing in employee training is important for the long term growth and success of a healthy business. You’re probably thinking, “I agree, but how do I know if what I’m investing in is paying off?” We see where you’re coming from. Implementing an employee training plan usually starts with a learning management system (LMS).

Let’s talk about how an LMS transforms and tracks employee training today…

 

Employee Training Tracking Software

Training employees and tracking their progress is essential to properly evaluate what’s working, what information is not being retained, and what may need to change. To put things in perspective, up to 40% of employees who don’t receive adequate job training quit within the first year. Onboarding is no cheap investment, so when a new hire is made, that employee needs to be set up for success with well-defined job training.

 

Spoke® LMS

 

Spoke logo

Time for practical advice: The best way to track employee training is with an LMS.  Employee training tracking software, provided by an LMS, helps you collect, deliver, and track your company’s training content. Spoke® LMS is an award-winning, social LMS for the mobile workforce utilizing gamification to engage employees in training.

 

 

Assessment Builder

To understand the ROI of training, it needs to be accurately tracked. Tests, quizzes, and assessments are all ways for administrators and employees to identify areas for improvement. Spoke’s Assessment Builder is a useful, employee training tracker for both learners and admins to evaluate knowledge retention. 

Easily create assessments, track progress, and note trends to refine your training over time. Additionally, employees have the ability to test out of courses they have mastered to spend more time training on topics they don’t know as well. Gain insights on how effective your training is by retrieving granular data on specific questions or administer surveys for a broader view.

 

spoke assessment example questions

 

Assessments are fully customizable and can be required before or after a training. A pre-assessment is a good way to draw a baseline for comparing employees’ results, post-training. Using a tool like Assessment Builder as an employee training tracker is a great way to start evaluating your internal training efforts. The more you measure, the more you know.

 

Spoke® Reports

Keep track of your team’s overall results or review individual learner data with Spoke® Reports. Robust reporting helps you identify coaching opportunities for learners who have skill gaps and empower teams that need additional training resources. Filter reports by team, region, job code, and organizational hierarchy.

 

Spoke LMS reporting features

 

Dial in on course completions, user activity, and course activities. Practical, performance evaluations have never been so easy. Measure ROI with visual, interactive reports and go beyond the basics to discover metrics like social participation and learner engagement.

To grow your business you have to know your business. Access real-time, interactive dashboards, stunning user transcripts, and optional, business intelligence reports. Spoke is completely customizable to fit your business’ branding too, so you get all the credit for employee training satisfaction (don’t worry, we won’t Unbox your secret).

 

The Kirkpatrick Model

Dig a bit deeper into tracking employee training with the Kirkpatrick Model, which identifies four levels of learning evaluation:

kirkpatrick model four levels learning

At Unboxed Training & Technology, we use the Kirkpatrick Model to evaluate the effectiveness of employee training. Tracking employee training can be an elusive topic, but the four levels of learning can be used as guidelines to evaluate employees with some help from Spoke® LMS.

Reaction: Spoke® Surveys

The first level, “Reaction,” is meant to measure the learner’s experience with the training after they have completed a course. Practically speaking, this would look like administering a survey at the end of a training to gauge the employee’s experience. Some example questions could be:

  • How did you like the training? 
  • What did you like about it?
  • Did you enjoy the learning experience?
  • How do you feel post-training?
  • Were you satisfied with the virtual instructor?

Learning: Spoke® Assessments

The second level, “Learning,” tests the employee’s new knowledge to determine the retention of what was learned. A pre-assessment and post-assessment should be administered to properly gauge the level of comprehension.

  • Pre-assessment: ask questions related to the training topic.
  • Post-assessment: ask topical or scenario-based questions directly after the training to test knowledge retention.
    • What new topics did they learn?
    • How well did they acquire this new knowledge?
    • Are they confident in their abilities to execute the job’s task.
  • Compare results.

Behavior: Practical Application

The third level, “Behavior,” is where the post-training application is played out. Interviews and scenario-based assessments are helpful tools when analyzing the effectiveness of training 3-6 months later. Tests and quizzes are not as effective at this level because behavior changes don’t play out on paper. Changes in behavior occur at different times for everyone and typically require a personal follow up at a later date. 

 

Results: Key Performance Indicators

Positive results are the goal of any employee training initiative. The success of training is seen over time by measuring company sales goals, team efficiency, individual task completion, customer satisfaction, product quality, faster turnaround times, etc. Identify specific, key performance indicators (KPI) to track, measure, and evaluate. Use those KPI’s to determine how successful the training proved to be over a particular time frame. Review the results at an appointed time or during the employee’s end-of-year evaluation.

 

Tell Me More About Spoke® LMS

Every business is unique, but so is every employee. Training should be custom fit to meet the needs of your business and the learning needs of employees. Do you have an employee training tracker to measure results? Is your training doing the job? Are you ready to start making employee training trackable and more impactful? Request a demo of Spoke® or attend an upcoming Spoke® webinar. Our Spokes-people are on standby to show you how Spoke® can help you train better teams today.

 

Sources: Kurt, S. “Kirkpatrick Model: Four Levels of Learning Evaluation,” in Educational Technology, October 24, 2016. Retrieved from https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/

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Creating Your LMS Requirements Checklist: A Step-by-Step Guide

Creating Your LMS Requirements Checklist: A Step-by-Step Guide

There’s no way around it: choosing a learning management system, whether it’s your first LMS or you’re making the switch, is tricky. And let’s be honest, there’s a lot of unhelpful information out there claiming to be your complete guide to selecting an LMS. Here’s the truth: a one-size-fits-all LMS requirements checklist doesn’t exist, because no one knows the unique needs of your business except for you.

With that in mind, the Unboxed team sat down and thought: why not empower training leaders to explore their training needs and create an LMS requirements checklist that meets those needs?

So, instead of producing another half-baked LMS checklist, we decided to create a powerful tool you can actually use:

A step-by-step LMS buyers guide that teaches you how to identify your unique LMS requirements and establish a simple process for choosing your first LMS or switching your current LMS.

If you’re looking for a proven method to determine your company’s training needs—and a step-by-step guide to get you through LMS implementation—then download Creating Your LMS Requirements Checklist: A Step-by-Step Guide.

Want to know more about what’s included in the guide? We’ve got you covered. Keep reading for an in-depth preview of what’s inside.

 

THE BUSINESS CASE FOR A GREAT LMS & GREAT TRAINING

A learning management system is simply software that delivers training content, hosts resources (like PDFs, digital learning guides, and links to online content), and tracks each user’s progress over time.

It’s worth noting that while most companies use their LMS to deliver onboarding, sales and compliance training, recent data on talent acquisition and development has prompted a deeper desire to think more about the effectiveness of that training content, and how and when it is delivered.

What you’ll find inside the guide:

  • The 5 classifications of LMSs everyone should know
  • What Millennials are really looking for in the workplace
  • Recent data on how to retain and nurture high performing employees
  • How to boost your company’s revenue with a great LMS and custom training

HOW TO CHOOSE YOUR NEW LMS THE RIGHT WAY

RULE #1: DON’T START WITH FEATURES

Crawling and walking, horses and carts. It’s always the same mistake: we want to skip to the end instead of beginning at the, well, beginning. Before you can start creating a list of LMS requirements, you have to understand your users, the content they want to engage with, and how, when, and why they want to engage with it.

Jumping right to the end and picking LMS features isn’t like spoiling the ending of your favorite novel. It’s more like wasting your department’s budget by implementing a training system that your colleagues will never use. It’s a sure-fire way to instantly kill any organic desire for a culture of learning at your company.

What you’ll find inside the guide:

  • How to assemble a diverse stakeholder team
  • How to identify user roles to understand your company’s diverse needs
  • How to write user stories that map out your company’s training goals
  • How to separate LMS must-haves from nice-to-haves

CHOOSING A NEW LMS OR MAKING THE SWITCH

If you’re new to learning management systems, there is one thing you must focus on before anything else: quality training content. Even the best LMS isn’t worth a penny without great content, so work at adopting a smart, company-wide training content strategy first, and don’t get bogged down by starting with LMS features.

If you’re switching to a new LMS, you most likely have a training content strategy already in place. But, you still need to build a list of clearly-articulated pain points about what’s missing in your current LMS and what you need in your new one. Then, you need to work with your LMS provider to build an implementation plan that addresses your specific data migration needs.

What you’ll find inside the guide:

  • Some notes on the importance of great training content and a training strategy
  • A few quick insights on data migration and your pain points

VETTING YOUR LMS PARTNER: WHAT YOU SHOULD BE ASKING

It should be simple, so what makes choosing the right LMS so complicated?

Not only do you have to show your stakeholder team the business case for LMS adoption, you also have to marry great training content with the right list of LMS features that are best for your company.

And on top of that, if you’re not asking your future LMS provider the right questions up front, it’s hard to know whether you’re simply getting a vendor (who just wants to land your account) or a true business partner (who is deeply invested in your success).

What you’ll find inside the guide:

  • 5 questions to ask every LMS provider

THE LMS Requirements CHECKLIST

Throughout the process of choosing a new LMS, we know you’ll want to stay organized. So, we’ve also included a simple checklist that keeps everything in one place and helps you track your progress.

It’s basically your cheat-sheet. And, we’re here to help in any way we can.

What you’ll find inside the guide:

  • A two-page checklist you can use throughout your LMS implementation process, from building your stakeholder team to hyping your launch

SPOKE® AND UNBOXED TRAINING: YOUR PERFECT PAIR

C’mon; we wouldn’t be doing our job if we didn’t at least take one opportunity to tell you about our world-class LMS, Spoke®, and Unboxed Training, our custom training design team.

After you’ve downloaded the LMS requirements checklist, make sure to visit our Spoke page to check it out for yourself. While you’re there, you can also sign up for a personalized demo.

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LMS vs. LXP: How and Why They’re Different

LMS vs. LXP: How and Why They’re Different

Learning and Development (L&D) is an industry that loves acronyms – for learning platforms alone we’ve got LMS, LXP, IOL, SEP….the list, like the Energizer Bunny, goes on and on. For a lot of folks, the distinction between them is a bit hazy, but it doesn’t have to be. When it comes to Learning Management System (LMS) and Learning Experience Platform (LXP or LEP), the difference is simple – it boils down to who controls the content and the learning journey.

Let’s break down the key differences and why they matter.

 

The Basics: Defining Key Terms

Learning Management System (LMS) is a common industry term. It’s what most people think of when they think of a training platform. The traditional approach, an LMS is the software where you house, deliver, and track your training content.

Learning Experience Platform (LXP or LEP) is a newer term by comparison. It’s a platform where content is both curated and aggregated for personalized learner experience.

Everything you need, nothing you don't

The Spoke® learning platform provides a seamless experience between formal and informal learning. The results are 5.5x increase in training completion rates and 4x more user engagement.

Who Controls the Content

In an LMS, the LMS administrator controls the content.  That could be someone in HR, someone on the leadership team, or a trainer. This individual uploads courses into the LMS and makes them available to learners.

This person is typically also in charge of approving any user-generated posts that would appear within the system. If a learner asks a question, the admin must approve it before it appears for the general population. Think of this admin as the dam. They control the volume and flow of the content and hold back anything that isn’t essential. In an LMS, the admin has complete power over the content.

Meanwhile, in an LXP, everyone helps curate the content. That means someone in HR may post something, but so could your field sales rep or front-desk team member. That’s because LXPs are built to be content aggregators; basically, the platform is a catchall for any content your team decides is valuable.

With LXPs, the content is less curated than an LMS. It’s more like an open frontier.

Since anyone in the system can add content, LXPs typically contain internal training, external resources, and loads of user-generated content. In that way, LXPs house much more diverse content and can foster more interaction between learners. For example, one learner may leave a comment on a training they found helpful or post a link to a URL that taught them something new. When another learner logs in, they see the comment or URL and are more willing to engage with it – that’s because it came from their peer in the same role, so it’s validated by someone else who does the same job and has the same needs.

Considering that roughly 70-90% of learning happens informally (peer-to-peer or on-the-job), it’s no real surprise that the social engagement that comes so naturally in an LXP is helping this type of platform gain traction.

 

Who Controls the Journey

As you can probably imagine, the content and the journey are closely related. In an LMS, just like the content, the learning journey is created by someone else – everything the learner experiences is carefully curated by someone else (the admin).

That means that, in an LMS, learners follow what is essentially a map of exactly what they’re expected to take and when. For example, in Q1 they have to take security training and in Q2 harassment training. Their path is laid out before them and they just need to complete each gated milestone to get to the finish line. The upside here is that learners know exactly what their next steps are and when they need to complete them. In terms of compliance, it’s easy to see if a learner has or has not completed the required training – that way if anyone isn’t compliant, it’s easy for you to see and address.

By contrast, the LXP lacks that clear delineation and focuses instead on the learning process itself – that’s because, in an LXP, discovering yourself, your skills, and your passions is what the journey is all about. LXPs allow for greater freedom for the learner to pursue their areas of interest. In this way, LXPs are much more focused on personalization (a growing trend in the industry).

For example, LXPs enable learners to navigate through all of the content that’s available and pick what they want to learn about. This self-directed learning is what personalization is all about! The benefit of this personalization is that learners will be more engaged with the content because it’s things they actually WANT to learn, not just things they have to.

Basically, LMSs are better suited for mandatory training, like compliance, because learners must complete specific, predetermined steps to be successful. In an LXP, the learner steers the ship and instead focuses on seeking out their own personal interests and professional development. That’s why LXPs are considered more experience-driven, whereas LMSs are more about compliance and checking those mandatory boxes.

In a nutshell, the LMS puts the power in the hands of the administrator while the LXP gives it to the learner.

So why’s it matter? Truth is, in today’s market, learners are used to having a wealth of information at their fingertips. In their personal lives, they seek out podcasts that align with their interests, influencers who share their hobbies, and news that gets to the heart of what they care about. While compliance training will never go away, the rise of personalized content is impossible to ignore.

 

So how do you decide what’s right for you?

Since learning platforms aren’t one-size-fits-all, it’s important for your individual organization to let your needs steer the type of learning platform you pursue. In general, most companies have to have mandatory trainings (i.e. compliance), but also want learners to have self-directed access to materials that align with their learners’ professional curiosity and development – if this sounds like you, you’ll want to consider having both platforms available to your learners.

If you’re still stuck trying to figure out what you need, contact us or attend one of our weekly webinars to see Spoke LMS in action.

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Announcing the Spoke Assessment Builder

Announcing the Spoke Assessment Builder

Great news! You can now build, configure, and assign a quiz or poll within Spoke LMS. Spoke assessment builder will help you save time creating assessments and lets you track your team’s progress, all in one place.

Let’s have a look.

 

Building an Assessment

Creating assessments in Spoke is a breeze. You don’t have to bother with an external authoring tool or worry about uploading a SCORM file—you can do it all right within the app. First, you’ll enter assessment details like title, description, and duration. You can attach the assessment to an existing course pack or course, and toggle key settings on and off, like learner reviews, coin value, and notifications.

 

 

 

Then, create your questions. You can choose from multiple choice, multiple select, and true/false format depending on your needs. If you’ve already written the questions, you can copy and paste content from another document, or draft questions right in the app. Once your questions are in good shape, choose whether to assign a deadline or track compliance, and you’re good to go.

 

Accounting for Learner Experience

Assessments are easy for learners to access, appearing right alongside courses in a typical course pack. You may instruct learners to complete a course before taking an assessment, or you might create a baseline or pre-assessment for them to take before training. As soon as they complete an assessment, learners see immediate results and are able to identify improvement opportunities. They can also keep track of overall scores and compliance status over time by viewing a report.

 

Team Data

Inside Spoke Reports, you can keep track of your team’s results and drill down to see individual learner data. This empowers you to create coaching opportunities based on each learner’s knowledge and skill gaps.

Spoke’s Assessment Builder makes it easier than ever to create assessments, track progress, and see trends over time.

 

Ready to make assessments more impactful? Request a demo of Spoke or attend an upcoming Spoke webinar.

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Spoke LMS: The 9-Time Winner

Spoke LMS: The 9-Time Winner

 

We’re proud to announce The Craig Weiss Group has named Unboxed’s Spoke LMS as the #1 LMS for Consumer Goods for 2019, #5 in their Top Nine LMSs for the United States. And the #11 LMS in 2019. The Craig Weiss Group continuously monitors the training marketplace for the best providers and services, and we are pleased to receive such an honor.

Spoke has previously been the recipient of numerous awards and recognition over the past few years for its modern, intuitive user interface, and social, blended learning capabilities. These awards include:

•  2018 Top 50 LMS, The Craig Weiss Group

•  2018 Training Industry names Spoke to its 2018 LMS Watch List

•  2017 Top 50 LMS, The Craig Weiss Group

•  2017 Training Industry names Spoke to its 2017 LMS Watch List

•  2016 Top 50 LMS, eLearning 24/7

•  #2, Gamification

•  #3, Social Learning

•  2015 Top 50 LMS, eLearning 24/7

•  #5, Social Learning

•  #8, Next-Gen LMS

 

Spoke has also been a part of the blended learning strategy that won Spoke client, Ultraceuticals a 2017 Platinum LearnX Award and helped Xfinity Mobile see results like, 5.5x increase in course completion and 2x more user engagement.

 

Word around the street about Spoke:

The Senior Vice President of Comcast said, “Spoke has led to increased performance for every team member. They connect with each other in the Community, and tell me they can’t wait for more training to earn more coins.”

Another client representative from BH Media Group said, “I have to tell you how grateful I am for Spoke’s user-friendliness. It makes my job a lot easier! Thanks for all your hard work in making this a positive experience!”

We want to thank our clients, who provide the user feedback we need to help us continually improve our Spoke platform. An additional thanks goes to our hardworking Unboxed team members; they continue to raise the bar.

About The Craig Weiss Group

Providing consulting and advising services, The Craig Weiss Group analyzes the effectiveness of various e-learning platforms for buyers and suppliers.

About Spoke LMS

Spoke is the modern social learning management system that connects training, communication, collaboration, and gamification to help you train, engage, and reward your teams. To learn more, watch our Meet Spoke video or request a demo.

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