Personalize eLearning Using Modern Learning Management System

Personalize eLearning Systems: Modern Learning Management Systems can facilitate the Delivery of Personalized Learning Programs.

E-Learning often gets a reputation for being impersonal and dull. However, if designed well, eLearning content can be the opposite, with this content providing learners with the chance to learn in a personalized and engaging manner.

Modern Learning Management Systems can facilitate the delivery of personalized learning programs. Here are a few of the approaches that can be used to personalize eLearning programs. These approaches help improve the effectiveness of learning:

Modern Learning Management System
Personalize eLearning Using Modern Learning Management System

Personalization Based on Competencies and Skill Gaps

Competency based learning focuses the eLearning curriculum on the knowledge and skill set that is directly related to an individual’s job role. Job role and competency based learning improves the success rate and efficiency of the eLearning programs. An organization can create a competency-skill map for each of its major job roles and link each skill to specific eLearning modules. Each individual is then required or recommended to take a series of eLearning modules based on the skill gaps in order to directly improve their job performance.

Personalized Learning Based on Learner Profiles

When a learner completes their profile within the learning management system, they answer various questions about their location, job-role, business unit, company, etc. By combining profile attributes with learner’s subjects of choice, eLearning modules and learning tracks may be assigned or suggested to personalize the learning plans. The content presented within eLearning modules and learning tracks can be tailored based on learner profile attributes.

Personalization Based on Prior Skill and Knowledge

Determining a learner’s prior skill and knowledge is a great way to create personalized learning tracks to improve their job performance or knowledge in an optimal time frame. Assessments are used to determine the learner’s proficiency in a skill or knowledge area, thereby forming the basis for personalizing the learning tracks, for example what modules within the track to skip.

This technique is a great way to differentiate between learners who may have different learning histories. For example, two learners performing the same job may have different gaps in their skill set and knowledge base. Instead of giving both learners the same standardized set of courses or learning tracks, assessing their prior skill and knowledge allows for a concise, personalized learning track that will be more effective in getting them up to speed.

When teaching learners based on their prior skill and knowledge, it is important to space out the assignments instead of pushing all the material in a short period of time. Spaced learning gives learners the time to retain the material they have been studying.

Flexible Learning Tracks

Instead of placing learners in fixed and generalized courses, smaller and specific learning modules can be assembled and reused to create personalized learning tracks for a group or individual learners. This ensures that all learners are studying material that is relevant to their job or course of study.

Most learning programs are designed by training departments who coordinate the work of subject matter experts and instructional designers to produce eLearning content. However, future online learning programs may also involve knowledge workers (learners and subject matter experts) creating and sharing their learning content from short videos to step-by-step guides and assembling learning track.

eLearning programs are most successful when a variety of the approaches discussed in this article are combined to personalized the learning tracks and programs for each learner. There is no reason for businesses to continue with large, monolithic eLearning courses for their employees when the effectiveness of shorter, skill or task-specific eLearning modules and personalized learning tracks is so apparent. Businesses want their employees to learn new skills, improve their knowledge, and excel at job performance. Personalized eLearning systems provide better results in a shorter time frame, while using fewer company resources.

For a live demonstration of personalized learning programs, please click here.

Competency Based Learning for Higher Job Performance

Competency Based Learning
Competency Based Learning for Higher Job Performance

Higher Job Performance and Learning Personalization through Competency Based Learning. Learn the important tricks and tips on Competency Based Personal Learning and Training.

Competency Based eLearning for Higher Job Performance

The growing rise of digital learning content and e-learning courses means that there are now a myriad of opportunities for students to gain a meaningful education through the internet. However, directing learners towards the right content and course structure is just as important as providing ample content for learning. Businesses and organizations can choose from different course structures for their employees. One method that has proven to be successful is competency based learning.

While competency based learning has been around for many years, it has recently risen to popularity due to its flexibility, affordability and effectiveness within modern Learning Management Systems. Businesses are able to design learning programs for prospective and current employees that help develop the competencies necessary to excel at their intended jobs.

Rather than measuring the hours a student spends on e-learning courses, webinars or other assignments, competency based learning focuses on what skills a student is mastering. This allows students to work at a suitable pace, while concentrating on the competencies that are most relevant to their chosen line of work.

Studies have shown that students who participate in competency based learning courses will gain a better understanding of the subject material, finish the requisite course work quicker, and be better prepared for entering the work environment. While traditional education is limited by standardized courses, assignments, examinations and course lengths, the flexibility of CBL allows learners to thrive.

Companies often have to face the tough prospect of designing meaningful learning courses for their employees. While each type of organization has their own agenda, required skill set and time frame, they all have the same goal: to provide employees with a learning program that improves their competency in the workplace.

Designing these training programs is further complicated by tight budgets and the varying skill set/learning speed of employees. Companies that are serious about developing their employees’ skills can establish competency based learning plans that will optimize the time, cost and effectiveness of training. Not only will competency based learning programs cost less to enact, but they will also provide better and quicker results.

In fields where job performance is directly correlated to skill and knowledge development, competency based learning is the best way to measure an employee’s development. Employees who enroll in competency based e-learning programs will gain an understanding of the skills required to succeed at their job. They will also be able to assess the gap between their current skills and the required level of knowledge for short and long term success in the workplace.

The first step towards building a competency based learning plan is to establish a competency model for an organization. This allows companies to set the expectations for the relevant job role, along with a defined strategy for improving skills and knowledge. This competency model can be perceived as an agreement between the organization and employee for job performance and corresponding learning expectations.

After a model is established, a company can assess their employees periodically on their progress with the competency based e-learning plan. These assessments are usually a combination of self-ratings, manager/supervisor/mentor ratings, peer evaluations and objective assessment results. In some situations, an employee may direct their own competency and skill improvement. However, most cases will involve the company setting parameters for how frequently job-related competencies are tested.

Each organization will have their own specific method for evaluating base employee skills. A common method is to conduct assessments when an employee joins. This helps in determining their current job-related skill set and the structure of their competency based e-learning plan. Here is an example of the hierarchical order in a competency model:

1.    Job Role – A comprehensive overview of the job, which includes tasks, performance conditions and necessary skills.
2.    Competencies – A list of skills and knowledge necessary for succeeding at this job.
3.    Underlying Skills – Secondary skills that are required for effective job performance. Depending on the job/field of work, these skills may have proficiency levels attached to them.
4.    Learning Resources – Each required skill will have one or more learning resources associated with it. These resources are made available through e-learning courses, webinars, classroom training, videos, audio-books, documents, and/or third party websites.

Competency based learning provides the perfect blend of personalized learning, faster course and learning program completion times, better knowledge retention, and cost effectiveness. Modern Learning Management Systems’ competency module makes it easier for organizations to make the transition towards this learning method.

Click here to learn more about implementing the competency based learning.