Compliance requirements for employees and organisations place new demands on learning systems that more traditional, developmental requirements do not. Our industry nowadays seems flooded with learning and talent management systems. But for such systems to succeed in a compliance-related role, they must be able to readily adapt to changing needs, operate at enterprise software level, and offer the requisite functionality around auditing, reporting, and security.
It is important that L&D and HR departments are up-to-date with the compliance requirements specific to their business. Here are a few suggestions to make this easier:
- Talk to your legal team and to your compliance officer to better understand who in the organisation is responsible for what.
- Define clear requirements and objectives for training and the technology implementation.
- Question your vendor and demand a software validation for the learning or talent management system. For the technical parts, don’t be afraid to ask your IT team to participate.
- Make compliance an on-going part of your business via well-defined workflows, checks and balances, and actionable reporting.
- When it comes to training, reinforce formal compliance learning with recurring programs. These initiatives may include informal collaborations (such as forums to discuss on-going compliance issues), on-the-job assessments (to better evaluate the effectiveness of the compliance training), and performance support (to provide easy access to compliance-related materials at the point of need).
If your organisation struggling to meet government regulations, standards set by professional bodies, or obtaining and maintaining qualifications such as ISO 9000 or Sarbanes-Oxley?
You can download “Compliance and your LMS – A Practical Guide to Make Compliance Easy” by NetDimensions.
Aurion Learning is Ireland’s only accredited reseller of NetDimensions’ Talent Management Suite. For further information on its learning management system solutions, visit our website
To read more about the 20 Most Popular LMS study and how the results were obtained, visit the Capterra website.
Please let us know your comments or share with others who you think may benefit from this. Follow us on twitter @aurionlearning for our latest blog articles and updates.
By Glynn Jung
Whichever product or service you seek, an organised, comprehensive selection process is required – perusing websites of e-learning companies just doesn’t work. The selection process for a suitable e-learning vendor should be guided by whether they are supplying:
- off the shelf e-learning titles or
- design and development services.
It helps if you develop a checklist, (indeed most purchasing departments demand this) so that you are consistent in comparisons. We recommend listing all the attributes of a perfect-fit vendor and deciding which features are must-haves, whether these are immediate needs or future growth and finally how important each feature is (“points”).
We also recommend that organisations adopt the “MoSCoW” method for determining their needs. This is based on agreeing:
- ‘should have’
- ‘could have’ and
- ‘would be nice to have’ – most organisations concentrate exclusively on “must have”.
Below is a sample checklist that you might consider as a starting point for your own selection of a technology vendor.
In any e-learning vendor selection process there are generally a number of important criteria, such as pricing, technology, quality, service and so on. With regard to technology, ensure your vendors know what they will be dealing with in your organisation.
|Attribute||Must Have||Now or Future||Points|
|Does the vendor serve organisations similar to yours?|
|What do current customers similar to yourselves say|
|Is the vendor’s customer base sizeable enough to ensure continued operation?|
|Are customer references available?|
|Does the vendor support customer implementations with training and support?|
|Can the vendor assure you of a successful implementation?|
|Does the vendor have a proven plan for implementation of its system?|
|How long has the vendor been operating in the e-learning market?|
|Is pricing in line with similar offerings?|
|Does the vendor rely primarily on revenue from its commercial system or is customization a large part of its income?|
|Does the vendor offer a base price that scales with volume?|
|Does the price include everything you will require to get started?|
|Can you see a relationship between cost and quality?|
|Does the vendor guarantee successful operation?|
|Is there a stated quality policy?|
|Are “bugs” resolved quickly or do they wait for a future release?|
|How easy is the system to use: How much training is required?|
|Does the system require minimal resources for administration?|
|How reliable is the system: How often and for how long does it go down?|
|Do the technical qualifications reflect our technology|
|Is the system’s technology up to date? State-of-the-art?|
|Does the vendor rely on outside support for its basic services?
Is the system capable of delivering current types of media?
|Does the vendor provide multiple solutions for your needs?|
|Can the system support with various authoring tools?|
|Does the system support the browsers we need supporting?|
|Does the system support mobile devices?|
|Does the system support our compliance requirements?|
|Are maintenance fees readily available?|
|Does the vendor require the purchase of periodic updates?|
|Does the vendor provide 24/7customer support?|
|Does the system support multiple languages?|
|Does the system support the accessibility we require?|
|Can the software be placed in Escrow?|
Bespoke e-learning development
If the need is for bespoke course development or off-the-shelf titles many of the same technical considerations still apply. You need to ensure that any course content can be accessed and viewed using devices which your staff will be using. You further need samples of their work to compare but before you do this we recommend you identify:
- who will be using the courses,
- where they’ll be using them and
- what you consider to be fit-for-purpose regarding design of content.
For example if your IT people operate a “no download, no plugins” policy that the course material requires no extra software, will operate properly on your LMS (if you use one) or as a web-playable course and on any special devices your learners may use.
Location of learning is significant – if it’s in a retail store, warehouse or factory audio is rendered virtually useless.
Your list may be modified as you start talking to potential vendors: the critical thing is to keep your absolute priorities and needs in front of you at all times and not be swayed by sophisticated marketing or sales.
Project planning and management.
Ensure the vendor provides a clear project approach which is logical and understandable – they’re the experts so they should be able to keep to plan, warn of any pitfalls and deliver on time, within budget and to agreed benchmarks.
The final thing I want to talk about is working relationships. Working with willing, supportive, responsive and flexible vendors can quickly develop into a true partnership: if you really solely on numerical weighting systems you run the risk of attempting to work with people who don’t fit your organisation’s or people’s style and culture.
Demand three personal referees similar to yourselves in their client base. Talk to these referees; don’t use a pro forma reference form: find out what they’re like to work with and what their strengths and weaknesses are.
Also find out who will actually be working on your project: assess them as people when you come to interview your shortlisted companies – have a get-out clause ready in case the sales time disappears after they’ve closed the business and there’s no-one to talk to in the vendor organisation who understand your needs.
What checklist do you use when selecting a vendor? Please let us know your comments or share with others who you think may benefit from this checklist.
ABOUT THE AUTHOR, Glynn Jung
Glynn Jung is Non-Executive Director at Aurion Leanring. He has over 25 years’ experience delivering innovative and cost-effective learning and process improvement strategies for a wide range of public, private and third sector organisations.
by Ciara Cunningham, Marketing Manager Aurion Learning
Aurion Learning and Irish League of Credit Unions (ILCU) are delighted to announce that their online learning system – CU Learn has been named as a finalist for an IITD National Training Award.
ILCU in partnership with Aurion Learning configured and implemented a new learning management system – CU Learn in 2012, to manage and deliver online training, accredited programmes, record classroom training attendance and provide leanring and development information in one central area for the 485 affiliated credit unions, 4,500 staff and 9,500 volunteers across Ireland.
CU Learn has also supported ILCU to fulfill its obligations with regard to new regulatory requirements by placing a renewed emphasis on the training and education of its members.
The Irish Institute of Training & Development (IITD) National Awards celebrates excellence in learning and development and CU Learn has been revealed as a finalist for the Networks and Group award which recognises the unique co-operation that is now taking place between organisations who are working together in networks and groups around the country to develop training solutions to meet the demands of their industry.
Speaking about the announcement, Suzanne Ryan, Head of CU Learning & Development at ILCU, commented:
“CULearn.ie has been central in supporting our focus to facilitate the efficient administration of training and education amongst our affiliated credit unions, particularly at a time when there is a renewed emphasis on developmental support, tailored training and Continued Personal Development, in the credit union movement.
The system has already added value to ILCU and has proven good learner outcome. CU Learn is available for free to all credit unions and we encourage those not already registered to logon to www.culearn.ie and start reaping the benefits.”
Dr. Maureen Murphy, Managing Director at Aurion Learning said:
“CU Learn has been an exemplary partnership and we are very proud that it has been shortlisted for the prestigious IITD National Training Awards. We look forward to continuing our close working relationship with the learning and development team in ILCU as they continue to transform their learning and development services to Credit Unions throughout the country.”
CU Learn is powered by the NetDimensions’ Talent Suite. Aurion Learning is a certified reseller for NetDimension’s award-winning learning & talent management products in Ireland and the United Kingdom.
The winners of the IITD awards will be revealed on Friday, 22nd March, 2013 at Killashee House Hotel, Naas.
Back at the start of 2012 I attempted to make sense of the jumble of mergers and acquisitions across the digital learning market.
At that time I commented on the convergence of education and corporate sectors using Bluedrop and Serebra as illustrations. This trend continues including, for example, the high volume of Moodle implementations in the public and private sectors – away from their education sector heartland. This is helped no doubt by the emergence of commercial wrap-around solutions but there is also the factor that Open Source is now trusted by major organisations (and ISVs including Microsoft) as well as interfaces and plug-ins for .NET technologies. We are also seeing IWB specialists SMART and Promethean increasingly penetrating the corporate market.
The social media sector similarly continues to show an appetite for growth, demonstrated by the recent acquisition of Yammer by Microsoft.
I also commented previously on the inexorable growth of big organisations in the Talent Management market by acquisition of niche players. In January the wedding of Kenexa and Outstart (respectively Talent Management and LCMS giants) was announced. Since then the resulting combined organisation has been bought by IBM. The earlier acquisition of Plateau Systems LMS by SuccessFactors, to contribute SuccessFactors Learning to the whole Talent Management Suite, was followed at the end of 2011 by SuccessFactors themselves being swallowed up by SAP … with the whole integration process still under way it seems.
On the plus side it seems as though every major acquisition (there are few genuine “partnerships between equals”) leaves doors wide open and rooms empty for niche players to step into. The LMS market, for example, continues to witness mergers and acquisitions across all sectors but to stay steady at the 250 – 280 suppliers level. Why so many? Well possibly it’s to do with increasing digitisation of learning, training and assessment, with increased volumes and complexity of different regulatory and compliance systems and, particularly, the variety and sophistication of Open Source communities and their work.
Across the road in classroom world, the traditional classroom model has been successfully disrupted as commented upon by Clayton Christensen in “Disrupting Class”, which in 2008 was seen as somewhat heretical or hysterical. Nowadays the digital campus and classroom are a reality, as are Open Content and services such as the phenomenal Khan Academy. I am currently working on networked digital classrooms for manufacturing and assembly workers … an unimagined concept until very recently.
Consulting and classroom training companies continue to acquire what they see as eLearning companies but they are frequently disappointed and frustrated by the difficulties presented by moving into product markets, by the sales cycles and most tellingly by the price pressure driving down margins.
And so it goes … and will probably continue…
by Gavin Woods, Client Account & Sales Manager
The right learning management system (LMS) can be a powerful tool that empowers your learners and your learning team, and brings real tangible benefits to your organisation. But it’s essential you buy the right solution for your organisation.
In this presentation, Gavin Woods outlines 7 key questions you must ask before purchasing a learning management system (LMS).
By Glynn Jung, Non-Executive Director
At a recent CEdMA Europe I was asked “what use is SCORM going to be in the future?”
Now, as this was in a discussion group composed entirely of the commercial Training Services divisions of the top IT hardware & software companies in Europe with a historically important revenue stream from Certification products, the question was pretty loaded.
I’d been reporting on trends amongst my clients who have recently been questioning the automatic assumption that all e-learning content must be (a) SCORM compliant, ensuring tracking and reporting and (b) delivered on an learning management system (LMS) of one sort or another.
We’ve been seeing a new philosophy developing, one which suggests that not all learning needs to be tracked: certainly personal development programmes falling out of performance reviews should be recorded and reported, as should continuing professional development (CPD) and certification or accreditation status. But with the certified/accredited status… effectively “license to operate” stuff, there’s a growing consensus that it’s the official assessment that matters and that SCORM hinders the design of engaging, effective learning programmes.
We know that those brilliant people at Rustici (www.scorm.com) are forging ahead with “Project Tin Can”, (essentially research of the ADL Consortium into next generation SCORM, including “Is there a need for a new SCORM?”) and that they regularly post new information on research and development, but they’ve recently launched their cloud version of IMS BLTI. BLTI provides a simple way for LMS users to incorporate remote tools into their system.
SCORM is underutilised in the education market. This is partly because the tracking that SCORM provides hasn’t always been valued in academic circles the way it is in corporate circles.
While it’s unlikely that Rustici will drop out of the world of SCORM, it’s clear also that IMS – including the MTI guidelines – and AICC are coming back into the picture as organisations choose to separate eLearning from mastery assessment and concentrate on assessment and learning as separate design activities.
In my own clients I am further seeing the use of pre-test or test-prep versions of the assessment, which includes feedback to the learner, whilst the master assessment simply posts either a Pass or Fail (or final marking) to SCORM.
Finally some of my clients involved in commercial certification and accreditation services are now discussing whether or not to make the e-learning content free-to-download or use online, whilst concentrating on enhancing the design and value of the assessments, which will then become as the principle revenue earning products.