Training/Learning Management System

Computer-based training can be traced back to the mini-computer and mainframe of the 1960s and ‘70s. It was the first-time training was conducted without having to rely on printed worksheets or face-to-face instruction, and instead, employees logged into shared terminals to access training materials. It was 1998 when we experienced the first generation of online instruction.

(Source: eLearning Industry https://elearningindustry.com/history-of-blended-learning)

Today, many organizations deliver online instruction through training platforms, which are online tools that provide training administrators and employees access to information and resources that support training delivery and management. However, not all training platforms are the same, and there are pitfalls to having a legacy platform in place.

What is a legacy training platform?

Legacy training platforms refer to software applications that rely on old methods and have become outdated, such as traditional Content-as-a-Service (CaaS).

Traditional CaaS software provides a content repository, such as a collection of videos, research papers and PowerPoints, to be accessed by organizations for training and professional development needs. While having content in one place is certainly beneficial, there are disadvantages to having this type of legacy system within your organization.

For example, some organizations purchase off-the-shelf training that is designed for a mass-market audience versus a specific organization’s need. The traditional CaaS will store the off-the-shelf training, but it lacks the capability to distinguish what training is relevant to your organization’s specific needs. Additionally, protocols and industry standards constantly change, and traditional systems aren’t wired to update courses and content that would be considered outdated or obsolete.

It can also be difficult for training administrators to get to the content they want within the traditional CaaS platform because they’re spending time filtering through unneeded training. In the end, organizations may have learning content that they do not utilize or worse, is not relevant to their current needs.

What is Curated Content-as a-Service?

Engagement is critical when training your employees. According to HR Daily Advisor, “When learners are provided access to personalized, curated learning content that is applicable to their current roles and career trajectories, they will constantly search for opportunities to exhibit the skills they’re learning at work because they’ll be relevant. And when they optimize their performance and see how their learning paths are helping them achieve their goals and move forward in their career trajectories, they’ll be more engaged at work.”

At Benchmark, we understand that the most successful LMS outcomes is research-driven, evidenced-based eLearning content. Equally important, the most effective LMS is one that engages your employees in a way that inspires them, elevates their skills and improves their performance in meaningful, measurable ways. Which is why our LMS strategy employs Curated Content-as-a-Service™ (C-CaaS) as our differentiating, breakthrough process for enabling 21st century workforce skills in the workplace.

We’ve adapted the 21st Century Workforce Skills model to serve as a roadmap for partnering with public sector entities to create a thoughtful, curated content plan that will elevate your employee skill sets – and measurably improve performance levels ­– to better meet the needs and goals of your agency.

Here’s how the process works:

• Meet and Assess
  Meet to understand and assess your current training program and compliance needs — as well as the level of workforce skills.
• Establish Objectives
  Set eLearning objectives to comply with your training guidelines and address specific areas in need of improvement.
• Curate Content
  Assign a Benchmark C-CaaS team of research-driven content curators to identify and deploy content that meets your objectives — accessing our robust library of eLearning offerings.
• Configure and Implement
  Collaborate with your employee development team to configure and implement our LMS platform to meet your unique needs.
• Evaluate and Evolve
  Evaluate your LMS content regularly to track performance, obtain feedback and make informed adjustments to evolve and advance your offerings.

Our LMS was built specifically with public sector agencies in mind. The Benchmark eLearning team includes thought leaders with years of experience in government operations, policymaking, education, professional development and eLearning proficiency.

Their expertise includes research and data analytics, software architecture and design, research-based content curation — along with highly skilled platform configuration, implementation and customer support.

To learn more, visit our Benchmark eLearning Differentiator: Curated Content-as-a-Service™ page at https://www.benchmarkanalytics.com/government-lms/

More than ever before, public safety and other local government agencies – including state, county and all municipalities therein – face a host of challenges within their respective communities.  Creative thinking and discovering new ways to problem solve are critical at this time — as is identifying the most effective means for communication and collaboration between colleagues.

With that said, it is essential for today’s public sector workforces to be equipped with 21^st century skills that allow them to be successful in complex work environments . . . while executing daily operations. These skills include:

• Critical Thinking: The ability to observe, analyze, problem-solve, and make decisions.
• Creative Thinking: The ability to organize, see what’s not there, and problem-solve in an open-minded, stimulating environment.
• Collaboration: The ability to work effectively with others, compromise, and delegate.
• Communication: The ability to share ideas in different formats, both oral and written, as well as actively listening and engage with one another.
• Information Literacy: The ability to identify, find, evaluate, and use information effectively.
• Media Literacy: The ability to identify and utilize different types of media — and understand the messages shared.
• Technology Literacy: The ability to use and understand technology to access, integrate, create and communicate information.
• Flexibility: The ability to adapt to change, as well as the willingness and ability to respond to changing circumstances.
• Initiative: The ability to think individually and innovatively, develop and implement something new, unique or improved . . . and make incremental, bold changes to improve processes.
• Social Skills: The ability to listen, cooperate, and have empathy for others.
• Productivity: The ability to problem-solve, manage time, handle stress, and make solid, actionable decisions.
• Leadership: The ability to think strategically, manage people, initiate change —and plan and deliver on proposed activities and projects.

Source: http://www.nea.org/tools/52217.htm

How Do We Advance 21^st Century Skills in the Public Sector Workforce?

We are two decades into the century so the concept of  “21^st century skills“ is not a new one, and some may assume that today’s workforce has embraced these skills. Yet, research shows that, for many, 21^st century skills are still lagging. According to an American Management Association Critical Skills Survey, 51.4 percent of survey respondents said employees had average communication skills — and 46.9 percent stated employees had average skills in creativity. Additionally, in a report by the Stanford History Education Group, individuals in the study demonstrated a lack of literacy skills and had a hard time distinguishing advertisements from news articles . . . or identifying where information came from.

As community leaders, public safety and other local agencies must all take action to continue building these skills. This is not a lofty aspiration.

With the right tools and plans in place, organizations can provide the training and courses to build their current workforce. Public safety agencies and municipalities can begin by utilizing technology, such as an effective learning management system (LMS), to turbo-charge the learning experience. The Journal stated a 21^st century LMS should have an intuitive interface, collaboration tools that go beyond standard teacher-learner communication, analytics and reporting dashboards — and the capacity to structure learning for and individuals, as well as for an entire organization.

Additionally, an effective LMS can provide courses that build specific 21^st century skills. A few examples include:

• Courses that are collaborative and measure success by department or unit results build collaboration skills.
• Courses that promote cross-cultural understanding build social skills.
• Courses that provide opportunities for learners to lead, implement and delegate develop leadership skills.

The entire public sector workforce can develop 21^st century skills by establishing mentoring programs where individuals collaborate, share knowledge — and communicate both in-person and through written formats. The Alliance for Innovation also suggests organizations can create career development programs, utilizing features in the LMS, where employees move in various directions – gaining essentials skills to keep pace in today’s workplace.

The Benefits Are Clear. 

The benefits of developing your workforce goes far beyond day-to-day operations. By advancing 21^st century skills, employees are increasing their capabilities to manage their responsibilities efficiently and effectively — and employers are strengthening their internal groups to develop, grow and lead the organization.

If you are ready to learn more about tools that can help your organization build 21^st century skills, take a look at our blog post “The Benefits of a Learning Management System for Today’s Public-Sector Organizations.”

A robust learning management system (LMS) software can make a big impact on an organization’s training and professional development strategy. Case in point: e-learning can increase learning retention rates by 25 to 60 percent (TechJury), vs. 8 to 10 percent with face-to-face training.

So what exactly is a robust LMS?
A comprehensive, top-to-bottom software application that can administer, manage, track and deliver training and learning effectively across an entire organization. It’s software that provides easy ways for administrators to deliver content, as well as easy ways for your workforce to access the information, participate in threaded discussions, and complete courses. These systems built specifically for advancing learning can also be used to host compliance training, as well as generate required reports and certifications.

Public safety, in fact all municipal government sectors that utilize an LMS, can make a huge impact on the way their employees learn and experience professional development. Here are some fundamental things to keep in mind when considering an LMS software for your organization:

1. One size does not fit all.
The unique needs of public safety and municipal agencies are important considerations when it comes to selecting the right training platform partner. Not all systems are alike and can vary in their ability to meet the personalized needs and engagement criteria you’ve set for your team.

For instance, an LMS allows organizations to upload all their training content, multimedia, PowerPoints, and much more into a secure platform that allows them to assign training by person, job role, department, unit, or location — all depending on their unique training needs.

According to eLearning Industry, with the right LMS environment, employees feel empowered to interact and engage within the software platform, learn at their own pace, and participate in each step of every course/training session. If an individual prefers team-based learning, they can go through a collaborative training plan with their peers.

2. Enhanced tracking.
For organizations that provide training for multiple employees, it can be difficult to track learner progress and engagement, as well as course completion dates. With a robust LMS software, organizations can easily manage employee training schedules, track learning and professional development activities, and access certifications required for compliance.

Being able to track when individuals finish courses or training segments provides organizations the information they need to move employees along the learning path — whether to continue to develop their skills in current courses or move onto the next online learning activity. It can also inform when the last training was taken, and what must be retaken, to ensure employees’ skills and knowledge are up to date. Additionally, if leadership sees that an employee hasn’t successfully completed courses, they can connect with the employee and collaborate to create a training plan that leads to growth and success.

For public safety agencies specifically, tracking training activities is crucial for managing certifications to meet mandatory compliance. With an effective LMS in place, there is instant insight and visibility into your workforce’s compliance activity through tracking and dashboarding functionalities.

3. Easy access to information.
LMS software provides training administrators and end-users easy access to information, whether it be generating custom reports or access to specific courses. Reports can outline learner progress, as well provide updates on completion of courses and certifications.

Gaining access to metrics around course completion and course abandonment allows administrators to evaluate if the content being delivered is serving its purpose by meeting the needs of their organization. It also helps training leaders develop next steps for the organization — whether it be adding new materials and resources or assigning a new version of content for compliance purposes.

The benefits of a robust Learning Management System are real and compelling — which is why so many organizations across the U.S. utilize them. If you are ready to adopt an LMS, or are looking to switch to one built for your public-sector organization, visit
https://www.benchmarkanalytics.com/government-lms/ to learn more.