Adapting to digital means adding strong forces to your business.
For professional training field, competition among participants become stronger every year by the new releases of technology devices and services. Training structures and single liberal professionals try to solve the increasing demands from costumers, despite shrinking budgets. Digital appears then as an alternative to challenge those demands with an added value.
Reducing without necessarily changing everything.
According to the FFP (Fédération de la Formation Professionnelle – France), the profits from training structures have decreased since 2008. For instance, face-to-face training is more expensive than others form of learning. This is for stakeholders at some point contradictory since they keep looking for reduce budgets, but they want to get more and more benefits from their workforce.
Deploying a digital offer to replace face-to-face training is an open business. Diversify this offer by the application of digital services creates new paths in learning access, faster logistical and pedagogical support, less budget to spend and more and better results.
An authoring tool supported by a LMS to create your trainings.
New customers operate in a changing and uncertain environment. Time is worth and upgrading their skills is crucial. Technological innovations, in particular LMSs, provide both learners and trainers a large variety of resources at any time, any place, in any device. For trainers, LMSs it’s a tool where they can adapt some specific topic into a digital course to be performed by a certain group of learners, giving them the opportunity to modify it, upgrading it and share it with the same profile group. Through the collection and analysis of data on learners’ behavior, LMSs provide as well to the trainer a valuable insight in order to adjust and improve continuously their teaching content.
A certain way to prove your effectiveness
Being able to guarantee that a training course has 85% – 90% of average satisfaction is a powerful commercial argument for a trainer. Keeping this score hidden it’s a huge mistake since it’s a power factor of performance. However, does it guarantee effectiveness in terms of skills development and knowledge transfer in the workplace? Nothing proves it.
Nevertheless, the success rate could reflect a short-term memorization of knowledge. If we want to prove that the knowledge has been applied on the professional context, there is more to do to admit these results. This is where technology comes to help trainers by providing measurement tools allowing them further analysis about the training. Significant data such: hesitation, repeat, performances in real situations and real testing about performances are available with technology. The process obtaining this data works at the same time as a feedback to design better training programs.
Learning Analytics: pure gold for trainers.
Let’s try to define first LA (Learning Analytics) as set of techniques and algorithms that are used in the learning-related domain (Song, 2018). Thus, the measurement, collection, analysis and reporting of data about learners’ performances become a significant tool for those trainers expecting to improve their teaching skills. Considering that data can be stocked and selected, this information could be used in time to adapt new content according to new learners’ profile. EdMill wants to use data and LA as a main helper providing trainers real time and substantial data.
