If you build it, they still may not come.

We have all heard the adage made famous by the movie Field of Dreams, “If you build it, they will come.”

It seems that many training managers and LMS administrators have taken this to heart. Organizations spend hundreds of thousands of dollars on the sleekest system with all the bells, whistles, and reporting metrics that an LMS administrator could want. Next, countless hours are spent developing training courses, interactive modules, quizzes, and tests.  Then comes the roll out, with fanfare and email blasts announcing its arrival, the new eLearning platform goes live for the first time. There is some interest, people login. They look around and even enroll in a few courses. But, as time goes by, the logins become less frequent, course completions begin to dip, and the usage reports leave you wondering what went wrong?

A primary benchmark of success for an eLearning initiative in any organization is usage. However, usage is often one of the more underwhelming statistics for many eLearning programs. Training managers and LMS administrators often find themselves in the uncomfortable position of having to provide ROI information without having the usage statistics that are so vital to measuring ROI.

How can this be overcome?

What can be done to avoid this issue from the start?


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Keep Calm: Agile is Being Practiced Here

Familiar with the Agile Project Management Topics?

Looking to become a better business analyst? As a hot topic at the annual PMI Global Congress, we wanted to share our upcoming Agile Project Management Course Series.
Within the PMI Talent Triangle Technical Project Management is a highly important today, with agile practices being the first necessary skill set to have acquired.

Learn more about Agile by watching our Agile Q&A:

Our new Agile course series will cover these seven PMI covered domains:


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Knowledge vs. Performance: Getting More Out of Your Training Investment

It has been said that “anything worth doing is worth doing well.”

And while there’s no question that employee training is something that’s worth doing – via online tutorials, in-person lectures or eLearning courses – it’s not entirely clear just how well employees are being trained.

This is not pointing out a flaw in the training itself, but rather a failing on the part of the organizations who arrange for it. After all, what’s the point of training employees if you don’t have an effective means of discerning how useful the training was, or if the employees aren’t applying the practical knowledge gained to help improve on-the-job performance?


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