To evaluate the impact of training, there are two possible ways of measurement – one based upon financial measures (Return on Investment) while the other include qualitative measurement based on Return on Expectation. However, the ultimate objective remains the same – to generate greater benefits at the lowest possible cost. Therefore, it makes good business sense to know about the major ways to increase the impact of training.

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Education imparts knowledge and develops an individual’s overall personality. However, training sharpens the knowledge acquired through education and provides skills essential to perform a particular job. It is recognized as a strategic component in today’s organizational settings. Therefore, organizations invest a vast portion of their resources and time in conducting training programs for their employees. But how effective are these training programs?

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A Learning Management System (LMS) is a software application or web-based platform that helps organize and provide access to online learning for employees, customers, partners or students. It also helps track learners’ progress and performance across various training programs.

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Here’s a quick question. What do you think is the single most important factor for the success of an eLearning initiative (apart from well-designed eLearning courseware)? If you said ‘a visible leader to drive this initiative’, you are spot on in your answer. Based on our past 11 years experience with customers who successfully implemented eLearning in their organization, we can confidently say that every customer who saw increased learner adoption of eLearning could do so because of an eLearning advocate in their organization.

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The Question of the month at Learning Circuits is “How do we need to change in what we do in order to address learning/performance needs that are on-demand?”

Learning has always been on-demand. Except that the turnaround time for developing a learning solution is shrinking by the second. In the on-demand scenario, in the time it takes for us as learning practitioners to plan and design our learning solutions, learners have already charted their own learning paths by explorations through company intranets, tapping communities of practice, online searches, going through the company’s Wiki or engaging with SMEs. So how do we meet learner’s needs for on-demand learning more swiftly and provide opportunities for immediate access and self-directed learning?

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