Cademi

How to Save Money and Drive Results

Tue, 04 Jun 2024 12:52:00 GMT

If you’re reading this, you probably understand the significance of a Learning Management System (LMS) in today’s workplace. However, if you find yourself with an LMS that fails to engage your employees, it might be time to consider switching to a better one. Such a move can greatly impact your budget, employee engagement, and productivity for the better.

But how do you know when it’s the right time to switch your LMS? Here are some signs:

Underutilisation: If your LMS is collecting digital dust while your carefully curated learning content goes unnoticed, it’s a clear sign that your employees aren’t engaged with the platform.
Difficulty in Finding Content: A clunky user experience makes it challenging for employees to navigate the platform and find the relevant learning materials promptly.
Low Completion Rates: An uninspiring LMS often results in low engagement, leading to mandatory training tasks being left incomplete and hindering the development of a learning culture within your organisation.
One-Size-Fits-All Approach: Your current LMS may not cater to the diverse learning needs of your workforce, offering only compliance training without considering skills development or communication needs.

So, what are the benefits of switching your LMS?

Employee Engagement: An engaging and user-friendly LMS leads to higher adoption rates and increased employee engagement, fostering a culture of continuous learning and development.
Efficiency and Effectiveness: Improved engagement with the LMS translates to enhanced productivity and effectiveness. For example, IBM reported a 10% increase in productivity among well-trained teams.
Cost Savings: Investing in an effective LMS can yield significant cost savings in the long run. By retaining employees through robust learning opportunities, you avoid the expenses associated with hiring and training replacements due to dissatisfaction or lack of growth opportunities.

In summary, upgrading to a more effective and engaging LMS isn’t just about modernising technology—it’s about empowering your workforce, driving productivity, and ultimately, safeguarding your bottom line. It’s a strategic investment that pays dividends in the form of engaged employees and sustainable growth.

How do you defend your learning budget?

Sat, 04 May 2024 12:52:00 GMT

Navigating through tough economic times can be challenging, especially when it comes to defending your Learning and Development (L&D) budget. However, it is crucial to ensure that your investment in employee growth and skills development remains intact, even amidst uncertainty. Here’s how you can stand up for your L&D budget:

Maintain Morale: Investing in personal development boosts workplace engagement, which is essential for navigating through challenging times. Studies show that engaged employees drive better business outcomes, including higher productivity and lower turnover rates.
Frame L&D in Terms of Retention: Highlight the role of L&D in retaining and improving current talent, emphasising the cost-effectiveness of investing in professional development compared to hiring new employees.
Highlight Reskilling and Use Examples: Showcase the importance of reskilling and upskilling initiatives in addressing evolving skill requirements. Use real-world examples to demonstrate how L&D can bridge skill gaps within your organisation.
Prove ROI of Training Initiatives: While calculating ROI may seem daunting, tying training initiatives to tangible organisational changes can help demonstrate the value of L&D investments. Analyse hiring costs and turnover rates to showcase the cost-effectiveness of internal promotion and reskilling.
Emphasise L&D as a Need-to-Have: In times of uncertainty, investing in employee development becomes even more critical. By focusing on building a skilled workforce, organisations can thrive rather than merely survive.

By implementing these strategies, you can effectively advocate for your L&D budget and ensure continued investment in employee growth and development. After all, investing in people is investing in the future success of your organisation.

Northside Truck And Van Partners With Cademi To Upskill Their Sales Staff

Mon, 04 Mar 2024 12:52:00 GMT

Major Mercedes Benz dealer Northside Truck & Van has selected Cademi to upskill and support staff in their post-COVID recovery strategy.

The automotive industry has faced significant disruption from the likes of Cinch and Cazoo, so car dealerships up and down the country are looking for the tools to give them that competitive edge to combat the digital onslaught.

Northside found that in Cademi- the revolutionary Holistic Training Platform that equips people to develop in their professional and personal lives. Using AI and psychometric tests developed by industry experts, our array of 1000s of online training courses are enabling Northside’s team of dealers to progress in a way completely tailored to their needs and learning style.

Keith Sim, Managing Director of Northside, said: “ Cademi was chosen by Northside Truck & Van after quite a lot of research into different training programmes. As a main Mercedes dealer, it fit the bill entirely with what we wanted to achieve with our workforce. We’re really really looking forward to pushing ahead and getting our workforce fully engaged- which we find will be quite easy because the system is very interactive and we feel that people will want to do the tests and do the training because there is something that’s in it for for them. It’s a really really good place to learn.”

Not only is it a great place to learn, but it’s accessible from all of your team’s devices- anywhere, anytime. Research carried out by the European Research Centre for Education and the Labour Market found that 96% of time spent learning occurs in the daily flow of work. This is why we’ve optimised our courses to short, accessible micro-courses which synchronise with rather than disrupt your team’s workflow.

Joining Cademi means waving goodbye to tedious and time-consuming traditional learning methods. Our mission is to provide simple, effective upskilling and mental health tools not only to such giants as Northside and John Lewis, but for Britain’s SMEs, entrepreneurs and freelancers across all industries to benefit from the transformative benefits holistic learning has to offer.

Never heard of holistic learning? That’s because we’re the very first of its kind.

The Top 3 Priorities for L&D Leaders in 2024

Sun, 04 Feb 2024 12:52:00 GMT

Investing in Learning and Development (L&D) initiatives has never been more crucial in today’s fast-paced world. Here are the reasons why it’s so important:

Rapid Technological Advancements: Technological breakthroughs are transforming industries at an unprecedented pace. From artificial intelligence to blockchain, staying ahead of the curve requires continuous learning. Skills needed in today’s workforce are constantly evolving, making L&D a top priority.
Changing Workforce Dynamics: Our workforce is undergoing significant changes, with remote work and the gig economy revolutionising traditional employment models. Adaptable learning solutions are essential to meet the diverse needs of employees, regardless of their location or employment status.
Emphasis on Continuous Learning: In our dynamic environment, continuous professional development is essential for success. Cultivating a culture of curiosity and ongoing improvement empowers employees to excel. As L&D leaders, we play a crucial role in igniting employees’ passion for lifelong learning, equipping them with the skills to thrive in a constantly evolving business landscape.

Top Priorities for L&D Leaders:

Personalised Learning Experiences: Today’s employees demand tailored learning experiences that cater to their individual needs and preferences. Offering personalised learning can significantly boost revenue and employee engagement. By leveraging data-driven insights, L&D leaders can deliver targeted content and learning paths that resonate with learners, driving performance to new heights.
Future-Proofing Skills: The job market is evolving rapidly, requiring organisations to future-proof their skills arsenal. From digital literacy to emotional intelligence, staying ahead of the curve is essential. By ensuring that your workforce remains adaptable and agile, you can tackle future challenges with confidence.
Fostering a Culture of Lifelong Learning: Learning is a lifelong journey, and investing in employee development is key to success. By providing customised learning paths and bite-sized training, organisations can demonstrate their commitment to employee growth and success. Embracing innovative learning methods ensures organisational agility and resilience in the face of change.

Investing in L&D is essential for enhancing employee engagement, retention, and productivity. By embracing personalised learning experiences and upskilling initiatives, organisations can thrive in today’s dynamic business environment. Fostering a culture of continuous learning benefits individual career growth and ensures organisational success in the ever-changing landscape of the modern world.

Why Investing in an Learning Management System (LMS) is a Good Idea

Thu, 04 Jan 2024 12:52:00 GMT

Expertise: LMS providers specialise in developing and maintaining learning platforms, ensuring organisations benefit from the latest advancements and best practices.
Cost-effectiveness: Hiring an LMS provider can be more cost-effective than building and managing an in-house system. It eliminates the need for dedicated IT infrastructure and personnel.
Scalability: LMS providers offer scalable solutions that can accommodate the changing needs and growth of an organisation. This allows for easy expansion without significant additional investment.
Technical support: LMS providers offer comprehensive technical support, including troubleshooting assistance, software updates, and ongoing maintenance. This relieves organisations of the burden of managing these tasks internally.
Customisation options: Many LMS providers offer customisation options to tailor the platform to the specific needs and branding of the organisation, providing a more personalised and engaging learning experience.
Access to features: Hiring an LMS provider grants access to a wide range of features and functionalities that may not be available with in-house solutions. These include analytics tools, mobile compatibility, and integration with third-party applications.
Compliance and security: LMS providers have robust compliance and security measures in place to protect sensitive data and ensure regulatory compliance. This provides peace of mind to organisations and learners.
Focus on core activities: Outsourcing the management of the LMS to a dedicated provider allows organisations to focus on their core activities and strategic objectives, rather than getting bogged down in technical details.
Continuous improvement: LMS providers are incentivised to continually improve their platforms based on user feedback and industry trends. This ensures that organisations benefit from ongoing innovation and enhancements.
Risk mitigation: Hiring an established LMS provider can mitigate the risk of implementation failure or operational issues. They have a proven track record of success and reliability in delivering learning solutions.

The Evolution of LMS: From Testing Machine to Cademi

Mon, 04 Dec 2023 12:52:00 GMT

The recent boom in EdTech might mean that you’re seeing the term “LMS” for the very first time. However, Learning Management Systems have a history that spans almost 100 years, each one attempting to revolutionise the personal learning sphere using the best that technology has to offer. This blog post takes you through the evolution of educational technology, stopping to celebrate some key innovators of the past as we go.

The daddy of digital learning might be said to be psychologist and progenitor of educational machinery, Sidney Pressey. Writing in 1933, Pressey’s proto-EdTech vision is one that we share at Cademi today:

“There must be an industrial revolution in education, in which educational science and the ingenuity of educational technology combine to modernize the grossly inefficient and clumsy procedures of conventional education.”

Of course, 1933 was a long time ago. And Pressey didn’t have the digital technologies of the 21st century we have to play with today. The digital world has opened up countless possibilities to realise Sidney’s vision, and once we’ve passed through what EdTech innovation meant to decades past, I’ll show you the future of eLearning (hint: it’s Cademi).

The Stone Age: Sidney L. Pressey's Testing Machine

While it might not look like a technological innovation by today’s standards, Sidney Pressey’s Teaching Machine was a state-of-the-art piece of kit for the mid-1920s. And, to give him credit, if it weren’t for the teaching machine, there might be no such thing as an LMS. Not a bad claim to fame, eh?

The machine would ask the student a series of multiple-choice questions, and the learner pressed the key that corresponded to their chosen answer. what distinguished the Teaching Machine from a textbook-style question and answer format was that it was able to give (a sort of) feedback.

The clever idea was to fix the machine so that it would not progress to the next question until the student selected the right answer. It might sound like watching paint dry, but eventually, the student would learn the correct answer by process of elimination. Whatever you think of the limitations to this system, this was the very first example of a machine which could be said to teach. And, it worked- at least for simple memory questions such as facts and figures.

But obviously, if you’re solving a maths problem and are told that you’re wrong with no explanation as to how, even a monkey could get the answer right and would have learned nothing in the process.

1929- M.E. LaZerte

M.E. Lazerte was inspired by Pressey’s Teaching Machine and decided to develop it further. Their systems not only “knew” the answers to the questions posed, but also paid attention to the steps the students followed to get there.

This really was a simple yet genius solution to the limitations of Pressey’s device. LaZerte’s Problem Cylinder was a mechanical device which checked that the student had followed the process taught by system. Not only was this insanely innovative for the time, but frankly you could say that this is better than some modern-day eLearning platforms at teaching more complex topics.

Although brilliant in principle, M.E. Lazerte’s machines were limited to the technology of the time. Only small sections of the learning process could be automated, and the machines were prone to malfunctioning.

Over the 1930s right up until the 50s, slight developments were made to the learning machines, but no major breakthroughs. I guess we had more pressing issues on our mind (i.e., blowing each other up).

Although they didn’t change the game, a special mention goes to Gordon Pask and Robin Mckinnon-Wood's SAKI- a learning machine which automatically adjusted the difficulty of its questions based on the learner’s performance. This meant that the machine was slightly more individualised, although there was still no option for instructions.

1960: PLATO- True LMS

Then PLATO came along and blew everything out of the water. In LMS terms, 1960 was The Big Bang. Although introduced some 60 years ago, every LMS has its roots in PLATO.

In fact, the very term Learning Management System was coined to describe the PLATO system. What makes it stand out, and ever-so-slightly comparable to the LMS platforms of today, is that it was the first to give organisations the ability to set their own learning content, and monitor the progress of their learners all in one place.

These features aren’t even offered by all modern-day LMSs- so make sure you have your wits about you to avoid the platforms offering features which have been available for half a century.

Today’s eLearning software

immeasurably. Nowadays, any eLearning platform worth its salt can not only provide tailored learning on a mass-scale, but also enable the learner to access their course content whenever and wherever they wish. Here are some definitions to tell the modern-day eLearning systems apart:

LMS- Learners are assigned courses by their course tutors (often educators or employers). These courses are designed manually and uploaded to the LMS platform.

LXP- Learner Experience Platforms are the standard eLearning platforms of the modern day. With an LXP, the learner can access their content from various devices and at whatever time they choose. Moreover, the learner can choose their own educational content to learn whatever they feel would benefit them.

HLP- The future

LXPs have been the standard of eLearning for almost 10 years now. With demand for upskilling beyond the specific requirements of your job rising year on year, what the world is crying out for is an on-demand resource for whatever aspects of your life you wish to develop. And it’s here.

The Holistic Learning Platform (HLP) is the future of learning. HLPs not only provide you with a comprehensive selection of elearning modules on everything from sales skills to wellness, but the platform gets to know you to tailor your learning content to your own interests and requirements.

The HLP’s innovative combination of psychometric testing and Artificial Intelligence optimises your learning to your own personality and learning style.

What makes an HLP holistic is its focus on your human development as a whole. The HLP recognises that if your mental fitness isn’t at its best, your learning and development will suffer. And with the mental health crisis growing to new heights since the pandemic, it's crucial that your team have access to a suite of mental health and wellbeing tools available from any of their devices at the point of need.

Despite the century-long evolution of learning management systems, it seems that its progressed has gone stale for so many eLearning platforms. In many cases, employer eLearning has become a tickbox exercise. Have you done the learning? Tick. It’s just pointless. HLPs enhance your learning using the scientifically-proven methods devised by the top educational psychologists. An example of this is Microlearning, the most simple and effective method of learning for retention and engagement. Such forward-looking is standard across an HLP to ensure that your staff actually develop with their LMS.

To find out how Cademi, the first and only Holistic Learning Platform designed for SMEs for upskilling and personal development, will take your business into the future of learning, book a demo here.

Benefits of Implementing Learner Feedback

Sat, 04 Nov 2023 12:52:00 GMT

Integrating user feedback into the refinement process of LMS courses is not only about gathering opinions, but it is also a strategic necessity. In the field of online education and training, where learner engagement and effectiveness are crucial, user feedback plays a vital role. It provides valuable insights into course content, leading to continuous improvement and enhancing the overall learning experience.

Let’s explore some of the essential reasons why integrating user feedback is necessary for optimising LMS courses:

Gain insightful perspectives: User feedback offers unique insights and perspectives that may not be apparent to course creators alone.
Drive course improvement: Incorporating user feedback enables targeted enhancements to course content, structure, and delivery methods, ensuring courses remain relevant and effective.
Foster enhanced engagement: Actively seeking and responding to user feedback fosters a sense of engagement and ownership among learners, driving participation and motivation.
Tailor learning experience: Feedback helps customise the learning experience to better align with the needs and preferences of the target audience, enhancing learner satisfaction and retention.
Ensure quality assurance: User feedback serves as a valuable quality assurance mechanism, identifying errors, inconsistencies, or areas for improvement to maintain course quality.
Promote continuous improvement: Embracing user feedback nurtures a culture of continuous improvement, encouraging innovation and evolution within the learning ecosystem.
Enhance stakeholder satisfaction: Addressing user feedback demonstrates a commitment to stakeholder satisfaction and strengthening relationships with learners and other stakeholders.
Gain competitive advantage: Organisations that effectively leverage user feedback gain a competitive edge by offering more relevant and impactful learning experiences than their counterparts.
Foster loyalty and retention: Actively soliciting and acting upon user feedback cultivates loyalty and retention among learners, fostering long-term relationships and repeat engagement
Align with user needs: Incorporating user feedback ensures that course offerings closely align with the evolving needs and expectations of the target audience, maximising learner engagement and success.

Key Hybrid Working Skills

Wed, 04 Oct 2023 12:52:00 GMT

As companies move towards a hybrid work model, it’s crucial to prioritise the development of specific employee skills to facilitate a seamless transition for teams. To achieve this, employers should focus on enhancing the following critical skills for hybrid work:

Technological proficiency: Employees must be proficient with technology as remote work necessitates the use of video conferencing platforms and messaging apps. They must also manage their work setups effectively and expand their technological knowledge to facilitate a blend of virtual and in-person interactions.
Self-management: Successful hybrid work requires strong self-discipline, and employees must maintain a structured routine independently. Skills such as time management, project management, productivity, and mindfulness are vital for hybrid work success.
Virtual collaboration: Effective teamwork impacts productivity. In a hybrid setup, collaboration occurs online and supplements traditional office interactions. Providing training in essential hybrid job skills like digital communication, virtual meeting participation, and collaboration tool usage is crucial.
Adaptability: Hybrid work demands adaptability as employees transition between virtual and physical environments. They must establish boundaries between work and home life in remote settings while maintaining focus amidst office distractions.
Communication: Hybrid teams require adaptable communication styles depending on the context. Sharpening skills in succinctly written communication and active listening enhances collaboration and clarity in hybrid work settings.
Well-being: Prioritising well-being is essential for employees in hybrid settings. Equipping employees with skills in stress management and holistic health ensures their overall well-being and productivity.
Adaptive leadership: Leaders in hybrid workplaces must promote inclusivity, effective communication, and a sense of belonging while avoiding proximity bias and micromanagement.

Cultivating Hybrid Workplace Skills: Embracing the potential of a hybrid workplace requires employers to recognise the evolving landscape and support their workforce in developing essential hybrid job skills. This holistic approach ensures successful adaptation and growth for individuals and organisations.

Questions to ask to secure your budget for LMS

Mon, 04 Sep 2023 12:52:00 GMT

To secure your budget for implementing a Learning Management System (LMS), you need to engage with internal stakeholders and ask pertinent questions to gather key information that will influence your budget decisions. Here are some essential questions that you need to ask for a seamless LMS discovery and procurement process:

Whose budget will fund this initiative? Identify whether the budget will be allocated from your department’s resources or a larger organisational budget. Engage with financial decision-makers early on to understand the available budget.
Is this a shared expense across multiple units? Determine if the LMS costs will be distributed across various teams or if specific departments will bear the expenses. Consult with stakeholders benefiting from the LMS or having specific expectations to plan for budget management effectively.
Whose roles will be directly impacted? Recognise how adopting an LMS will affect different roles within the organisation, such as compliance managers and managers. Highlight the positive changes the LMS will bring to their daily responsibilities to garner support and excitement.
What kind of access and integrations do we need? Consider factors like global/local requirements, language support, and integrations with existing platforms. Evaluate needs such as Single Sign-On (SSO) to determine the budgetary implications accurately.
Have we aligned costs with potential savings or revenue growth? Demonstrate the potential return on investment (ROI) and cost savings associated with implementing an LMS. Highlight benefits such as improved productivity, reduced turnover, and streamlined training processes to justify the investment.
Do we understand the purchasing process for software? Take a dynamic approach to LMS procurement to avoid being tied into restrictive contracts. Prioritise flexibility, inquire about case studies, understand the Total Cost of Ownership (TCO), and assess support levels offered by LMS providers.
Who needs to approve this spending? Identify key decision-makers, such as the Head of L&D or CFO, and ensure they are informed throughout the process to secure their support and approval.
Is our IT infrastructure capable of supporting an LMS? Collaborate with the IT/technology team to address IT requirements and assess any additional costs. Ensure foundational IT requirements are met for a smooth implementation.
What is our timeline for implementation? Understand the timeline from purchasing to launching the LMS and plan accordingly—factor in legal processes, training, and implementation phases to set realistic expectations.
Is an LMS viewed as a cost or an investment? Position the purchase of an LMS as an investment rather than a cost by emphasising its long-term benefits and ROI to decision-makers.

Remember, gathering relevant information is crucial for successful budget planning. By asking these questions, you can navigate the budgeting process effectively and establish a robust infrastructure for learning and development within your organisation.