Category: eLearning

Remediation-in-Learning-Management-System
Remediation-in-Learning-Management-System

Never Give Up! Remediation in Learning Management System KREDO

Intro Summary One who keeps trying never fails. Learning a new concept requires practice, practice, and practice. An effective learning management system (LMS) allows the learners to take the assessment repeatedly after going through the content till they become proficient at it. This blog will focus on the ‘Remediation’ feature in the learning management system KREDO. Introduction People mostly fail only when they give up. KREDO never says there is no failure, and possibly just when you think there is now way, we show you a way. Let’s see why. KREDO is one of the fastest learning management systems (LMS) with an inbuilt authoring tool developed on the foundation of flexible learning. One can create formative and summative questions with the remediation feature. So, what is remediation? Remediation in eLearning allows the learner to revisit the content if they fail a knowledge check. Having revisited the content and grasped the relevant and requisite knowledge, the learner can reattempt the assignment again. This will help them understand and apply the actual knowledge in real-life work situations than what they perceived it to be. Learner: “Oh! I could have got it right in the next attempt.” Multiple Attempts There are several ways to check the understanding of the learner in the eLearning environment. The feedback with the correct answer can be displayed right after the first attempt. However, a learning management system can let the learner make repeated attempts. A feature to lock the question so that the learner cannot proceed till they have completed the assessment is significant. One can also define the number of times the eLearning course can be taken by any learner. And to make it even more robust, you may also set the number of attempts even for an assessment. Learner: “But, I don’t know the answer. I have not understood the concept. Do I need to take the course all over again to understand the concepts and pass all tests?” Remediation Remediation in KREDO allows a learner to revisit the content in question to understand the concept and then apply the learning to pass the quiz. They do not need to take the eLearning course all over again to successfully take the assignments. The ‘Remediation’ feature has three options. The author of an eLearning course can direct the learner to a web link, a PDF, or a page in the course itself, all to replenish their memory of what the learnt prior to getting to a question or an entire assessment For the third option, there is a dropdown menu that lists all the created pages of the course. Remediation can be set to any page in the course, which obviously is the page we’d like a learner to go back to, to refresh his/her learning. If the author has locked the question, then along with the feedback for the wrong answer, there will be the option to ‘Relearn’ and retry the question or even questions. An assessment can have a minimum of one question, or a maximum of ‘n’ number of questions and remediation is unique to each question not for the overall assessment that comprises questions. Now, who can be the author of eLearning courses in KREDO? The answer is, anyone! It could be managers, quality analysts, business developers, SMEs or anyone from the organization’s various departments who has access to a laptop or a desktop. The use of the remediation feature highlights the fact that the corporate training program is learner-centric and empathetic. The inclusion of a human-centric approach also shows that the management is supportive and wants the team to grow with the company. Every learner has a different grasping power and learning style. The remediation feature in the learning management system takes cognizance of this fact. You can use this feature to make your eLearning course engaging with all your employees irrespective of their learning capabilities. Remediation works well, both with an expert and a novice. Whether it is how to identify hazards, filling out a risk assessment form, planogram technique, safety procedure, customer management, sales tips, policies, etc., if you haven’t got it right the first time, it’s fine. Revisit the content and complete the assessments. No more feedback via email, no more length discussions to assess what went wrong, and no more long meetings to dissect an assessment outcome.   Conclusion You can create courses on the go and roll out mandatory programs with smaller teams. This will help reduce the custom eLearning course lifecycle. Loaded with several features and integrations, KREDO, an LMS/LXP offers an unparalleled learning experience. To know how to metamorphose your employee training environment with the award-winning learning management system KREDO, write to us at suresh@tesseractlearning.com.

Ensure Seamless Learning And Efficient Training To Your Employees Using A Learning Platform

Introduction Summary You need a group of adaptive, skilled, and proactive employees to propel your business forward in today’s competitive market. Providing timely and continuous training to your employees using a learning platform can make the job easier for you. This article will look at how you can achieve employee training goals with an intuitive learning platform. Introduction An online learning platform helps to manage training materials, create courses/programs, and assign courses/programs to your employees and business groups. A learning platform for employee training manages the complete training delivery process, tracks the learner’s progress, and provides analytics and reports that are learner-specific and company-centric. Your employees can access training content and additional learning collaterals and complete assessments or tests. The company can review the overall performance of all employees through reports/analytics. In today’s modern era, a learning platform is always designed to work with smartphones, tablets, and laptops. It offers every essential feature you need to accelerate the training needs and achieve the training goals of your employees in the present mobile-friendly professional world. A learning platform helps deliver continuous learning to beat the forgetting curve and optimize the employee’s performance at work. You can easily build continuous learning journeys for various business verticals in your company and train employees no matter where they are. Employees get instant access to courses created in the learning platform and courses from global content aggregators. Also, companies get great value at reasonable prices. Now, let us look at how the learning platform helps you to achieve your employee training goals. Effective Use of Learning Platforms Learning Platforms Provide Organized Learning Content for Easy Access Due to limited attention spans, modern corporate learners often process information in small chunks. If you have organized content and additional supportive information, you can produce effective microlearning modules and nano learning and eLearning modules. This is why we offer mobile learning courses in small and easily digestible bites, making it easier for your employees to understand and remember the learning content. With the help of a learning platform, you can control developing and customizing the course content. You can even organize the learning modules based on specific job roles, business groups, topic relevance and importance, and the requirement of more or less content. Learning platforms allow you to save all your learning resources in a centralized, safe location on a server with a configurable option to download the same. Your employees can access the materials when they want at any time. Learning Platforms Allow to Offer Personalized Learning A good learning platform offers personalized learning paths with hybrid or blended learning approaches. The learning paths align the training per individual aspirations and organizational needs. Your employees learn at their own pace as well as at the moment of their need. You can create specific learning paths or pathways for different needs like new joinee onboarding, new business processes, or compliance training. Moreover, you can easily configure learning paths and deliver personalized learning content to your employees based on their roles and responsibilities. Learning Platforms Promote Comprehensive Learning A good learning platform allows scenario-based learning and gamification to make the courses more engaging and intuitive. Mandatory training offered through a learning platform help to build awareness about standard procedures, processes, protocols, and practices. A good learning platform allows for training in functional aspects, technical knowledge, and soft skills for career development. Remediation actions and reinforcement strategies help to fill the learning gap identified in employees, overcome the forgetting curve, and equip the employees to be more competent at work. Learning Platforms Offer Advanced Features With the powerful technical framework leading to AI-based outcomes, a learning platform engages your employees by connecting them to the relevant information, also based on employee skills and competencies, whenever and wherever they need it. The learning platform also contains several features that simplify course creation. You can seamlessly integrate the learning platform with other human resource management (HRM) systems, information management systems, and business intelligence tools to provide holistic training to your employees as per your organization’s individual training needs and strategic business goals. Conclusion A dynamic and effective learning platform is essential for achieving the employee training goals of your organization. You can enrich the solutions in your corporate training strategy using a learning platform like KREDO. Build a culture of learning in your organization by creating dynamic courses for an unparalleled learning experience with this solution. KREDO offers multiple benefits—simple to create courses/programs, smart to express, and effortless to learn. KREDO learning platform by Tesseract Learning makes delivering employee training programs effective and easy. Today, it is a guide, a support system, and an integrator for many organizations. Our creation went beyond saving costs, working on profit margins, and managing teams. A learning platform making a profound impact across business verticals and industries is essential. This platform is an evolving intervention that keeps shifting gears in a manner that makes your journey sustainable. It confluences technology and communication, creativity and simplicity, purpose and fun, individual empowerment, and corporate excellence. When you make the right training decisions and choose the right learning platform, your business, both locally and worldwide, will enjoy the real benefits through a workforce that can work from home or work from the office and still keep upskilling. If creating a culture of learning in your organization is your priority, write to us at  suresh@tesseractlearning.com

dynamic capabilities

How to Build Dynamic Capabilities in Your Employees

Introduction Summary The term capability isn’t new. We all know it quite too well, to be honest. But how many of us know how to sense that change that brings in new dynamics? How do we identify hidden or even upcoming opportunities to develop something non-existential? Do we capture these moments to bring in organizational reform and transformation and have learning embedded as a key component? The Interrelationship – Knowledge, Learning, Dynamic Capability In today’s world, operational capabilities are embedded in the organization’s processes and the day-to-day business functions of its employees. There are various ways in which business tasks can be performed better and faster, and repetition of best practices in learning is one of the many approaches. When ingrained in learning, repetition and experimentation enable tasks to be performed better and quicker. It could be said that a good learning strategy, well before a learning plan is put together, could also come from understanding the usage of an employee’s skills in how they understand and tackle complex problems.Dynamic capabilities and long-term competitiveness have different ways of being realized. Dynamic capabilities and long-term competitiveness have different ways of being realized. When hiring, look for exceptional talent in certain roles, so there are one or two members every time whose performance is always visible to look up to. Promote lateral movements between departments and verticals to cultivate and create a multitalented workforce. Have real-time drills and workshops that connect with real contingencies that gauge functional skills, behavioral patterns, emotional reactions, and decision-making capabilities. Create a culture that pulls talents from competitors not with an intent to poach but with an intent of switching to expand abilities, looking beyond monetary benefits. Ensure the skills-competencies mapping is done correctly for the seasoned employees and have a clear understanding and structure to define the same for new hires. Move towards adopting capability-building technologies, thereby staying in tune with advancements in the industry. The Key Drivers Employees must be given the opportunity to have a say in a controlled environment to the business processes improvements and new definitions, which eventually will drive a new learning methodology that is very inclusive in nature. Cross-generational interaction and different cultural aspects coming together are all doable through mentor-mentee programs and peer-to-peer learning. Create an ecosystem to drive and generate genuine curiosity and interdisciplinary thinking. Identifying Skills Accelerators Sometimes a perfect training plan is not the only way to meet skills requirements. Just like just-in-time training, at times, a good enough learning strategy to tackle the then business needs is way more productive than a perfect learning journey, and this also brings in new capabilities. Getting to the in-demand skills can also be done by identifying adjacent skills that employees already have. Have a set of committed employees drive these skills across their peers. It’s an added incentive to having a base to build a new dynamic. According to Harvard Business Review, 97% of employees said they would learn a new skill if given the opportunity. Only 39% percent believe their organization is effective at helping them understand how information about skills needs applies to their context. Therefore, all that is needed is for leaders to keep the employees informed of what’s to come, and that anticipation creates excitement. A Simple Program Let’s look at a simple way in terms of how to nurture dynamic capabilities for your employees by sitting with your employees to design the program. Do this with a focus on building skills and a view to progress towards changing learning attitudes that impacts business performance. Create different learning programs by identifying goals, objectives, content templates, and assessments. Incorporate accelerated learning techniques into their lessons. Create and select from learning activities like focused questionnaires, case studies, games, role play, and hands-on exercises and plan how to evaluate if learning has occurred. The learning activities eventually increase learner interest and motivation in their learning programs. What also makes an inclusive space for building ever-evolving capabilities in your organization is the accuracy with which: A choice can be made about embracing new learning ecosystems. A comfort zone can be provided to harness skills. A flexible engagement model that supports cross-collaboration and human connection. A versatility in choice of learning assets being used from responsive courses, gamification, VR, metaverse, etc. A smooth transition to using simulation models to relive scenarios and drive new technology adoption. Dynamic Capabilities Aided by a Dynamic Learning Environment Giving learners a choice is a step ahead. This is apt for both the digital and virtual worlds of learning. Create an environment that is stress-free. Blend in cultural humility in decision-making. Read the non-verbal cues and encourage responsiveness. Facilitate manager-learner interaction through responsible dependability. A Renewed Realization It was never considered a match made in heaven, but there was a match, nevertheless. Business functions and L&D have locked horns and have always found a way to survive. It’s time to strengthen the bond, and HR is vital to this. The HR team can help employees articulate their skills needs and build them with a clear direction from L&D, while businesses can link these skills to an organization’s strategy. The need is to stay connected with the learners. For this, there could be practice communities and regular reflection of skills. A New Perspective Dynamic learning leading to dynamic capabilities is a start to piecing it together from project-based learning, problem-based learning, challenge-based learning, Gamification, STEM, STEAM, and much more. Always expand and go beyond the finish line, beyond the marker, beyond the grades, and beyond the benchmark. Conclusion Organizations need to adopt different approaches to lay the foundation to build the dynamism in skills and abilities that support a multi-generational workforce while keeping the communication transparent about the intent. At Tesseract Learning, learning strategies are defined in a manner that defines what dynamic means in your specific industry rather than taking a generic approach. Courses created have a way to evolve, to build capabilities that constantly upgrade. The learning platform KREDO also aids in..

Sneak peek into the eLearning templates of KREDO with Examples

Introduction Summary Microlearning are highly effective in reinforcing knowledge, introducing additional information and tips at the moment of the need to help organizations close the skill gaps, retain talent pool, and increase employee engagement. Short, focused courses can be created in an engaging manner to keep the employees motivated. In this article, we will walk you through some interesting eLearning templates of the learning platform KREDO to deliver impactful microlearning modules. Introduction In the previous blogs, it has been stated that there is high-frequency brain activity of about 90 minutes when the attention span is at the highest. Then it dives into 20 minute low frequency levels with very low attention span. This has an important bearing on the learning process. When it comes to learning including the corporate training, the Bob Pike’s 90-20-8 rule gains significance. A lesson on a learning platform should not be longer than 90 minutes. They can be broken down to short modules of ideally 20 minutes. The learner should be engaged every eight minutes through intriguing eLearning templates. However, it has been seen that if the subject is interesting people can be engrossed in a movie, book, or activity for hours. It all depends on the choice of content and its presentation. In corporate training, the content should cater to the real need of the hour.  But what will make the training effective? It has been observed that experiential learning through engagement and reflection can enhance the engrossment of the learner. The learning platform KREDO offers a learning environment that reinforces the knowledge through unique style of presentation and activities. Here is a sneak peek into some of the eLearning templates of KREDO. eLearning Templates of Learning Platform KREDO Activity Based Templates Let’s start with the first one. It is a good idea to get the learner to think before plunging into the Why, What, How, What if of the concept. We used Agree/Disagree and Swipe eLearning templates from KREDO learning platform for the following instances. ‘What do you think’ was used with Agree/Disagree eLearning templates before we started the Corporate Ethics course. The Swipe eLearning template was used to access the learner’s understanding of the difference between equity and equality before enforcing the knowledge of equity (10 minute module) as part of Diversity, Equity, and Inclusivity at workplace lesson (60 minute learning path). The Find a Word eLearning template is an enjoyable way to assimilate a concept. Hope you could search the four words. Some of the other activities on the KREDO learning platform include drag and drop, fill in the blanks, hotspot, sliders and so on. They can be used innovatively both for pre- and post-assessment.  Scenarios Through eLearning Templates Scenarios also help learners to relate to a situation either heard or experienced. This helps in quicker understanding of the concepts. Scenarios can be based on conversation or description of situations. eLearning templates like conversation, text sliders image with text and more can be explored creatively. Here are some of the examples: An example of conversation template. A scenario to start the supply chain management course. This scenario involves the learner in the workplace compliance-related course. eLearning Templates for Different Learning Styles The templates of the learning platform KREDO provide a varying combination of text, visual, and images to appeal to different learning styles. eLearning templates like card expand, carousel, text/image sliders, image popup, flip cards, image scanner, image based multiple choice, and so on can be experimented to author unique eLearning courses for your team. The following examples show the balanced use of visuals and text to present the different types of time wasters. Various templates along with unique features of this learning platform such as knowledge checks, remediation, memory boosters provide unlimited permutation and combination to keep the learners engrossed. Conclusion This is just the tip of the iceberg. There is much more for you to explore in terms of the eLearning templates of KREDO.  It is not just about creating a learning module. It is about making them effective so that the team can imbibe knowledge and apply it to real situations. Trust your corporate training goals to a reliable partner and leverage the expertise of the ‘Best Content Development companies for Virtual Training Programs, 2021’. If you wish to know how our learning platform and other services can give an edge to your corporate training, write to us at  suresh@tesseractlearning.com

Onboarding Employees: Make It Fun!

Summary: The first step in a new hire’s journey in any organization is built on the foundation of a tactful process known as “onboarding.” This article looks at how employee onboarding can be made fun and meaningful. Making Employee Onboarding Fun And Meaningful Striking the right musical chord is critical for a good symphony. Tailoring an onboarding process to someone’s role, skills, and aspirations adds a personal touch to the onboarding journey, which can at some point translate into a learning journey. In addition to this, connecting the new hires to the right people completes a good framework for onboarding. Build On The Obvious We always think that nothing can be missed out, but we tend to miss checklist tasks in the process. But you should think of what must not be missed in the checklist. Everything else then takes care of itself. Make onboarding simple. Clarifying Roles And Responsibilities Once hired, it’s not just about asking the new hires to start, but beyond that, there is a way to define the responsibilities and critical accountabilities. Documenting them in a manner that is easy to comprehend and understand is of massive importance. Settings Expectations And Timelines A new hire’s journey is like exploring the unknown by knowing what they are getting into and then building an amazing journey. It is key to show them what it means to stay grounded and try hard within a role and for how long before moving on for all the right reasons. Prioritizing Key Tasks Sometimes, there is a lot to do. Matters sometimes slip through the cracks, but there is always a way to get back to them. All it takes is a way to look back and check what the top priority was and what was missed, and then work backward before looking into something new. Learning Made Easy In today’s day and age, it is really easy to be lost in the world of information. It becomes challenging to learn fast with too much technology and modern-day processes. Hence, the presentation of the content should be easy on the eye but still effective for the new hire and the business. Increasing Content Relevancy What a new employee wants to see on day one is much different from what they wish to see on day 30. Showing content when it matters and with the right context would go a long way in ensuring both knowledge enhancement and subsequent productivity in the job they do. Tracking Progress And Increasing Visibility It’s all great to execute and implement, but what happens when you need to analyze data for assessing trends and patterns? How do you draw a conclusion on change management? It is key to look at the reports. That speaks of attendance, learning assessment scores, behavioral progress based on feedback, and a lot more. Personalizing Learning Journeys Have a few options ready and make this process plug and play, to begin with, and then at some point, once you reach a relevant stage of maturity, automation can kick in. Automation could mean sharing essential reading resources, links to videos, etc. Focusing On Behavioral Aspects The new hires should always be aware of a few essentials that are a strict no-brainer in terms of what they need to always develop. Some of them are self-driven, self-motivated, seeking feedback, revisiting training programs, sharing feedback, providing insights, etc. Sharing Knowledge And Collaborating Provide an avenue to share learnings with peers as well as other groups. What shows as an outcome is beyond what training provides. An open communication channel where there is strict moderation of the information being shared will do a world of good. A Step Ahead Innovation can happen anywhere, and onboarding is like an open playground. Conclusion Based on general statistics, a good onboarding program will lead to 70% of employees staying with an organization for at least 2-3 years. This is a rough estimate. What KREDO provides is a perfect blend of technology, creativity, motivation, communication, and reliability to ensure new hires seamlessly slot into their new organization. Thinking of a strategy that is both formal and informal in nature is a definite requirement in the world of onboarding. KREDO thinks in both ways. To know more about KREDO Learning Platform and how we can help you, contact us or write to us directly at suresh@tesseractlearning.com.

Learning Made Easy With An Employee-Friendly Learning Platform
Learning Made Easy With An Employee-Friendly Learning Platform

Learning Made Easy With An Employee-Friendly Learning Platform

How An Employee-Friendly Platform Can Make Learning Easy It is necessary to support every employee in their learning journey and not just employees with talent. To do so, one must believe in employee training and development and resonate with the practicality of creating a people-first workspace. Everything matters, from learning either delivered through specific courses or unique learning paths to employee onboarding, new hire training, refresher training, upskilling or even retraining the workforce. Compliance and regulatory requirements, process and business knowledge, and information about events must never be ignored too. It is about learning innovation, making the right choice, and working with velocity. It makes a difference in the lives of all your employees, thereby emphasizing a customer-first approach, applicable even to your extended business community. Everyone Loves To Learn Creating An Administrator’s Paradise Avoid the time-consuming process for an administrator to understand the learning platform management capabilities. Tasks like managing user records, user group access, job roles, job levels, external APIs configurations, etc., must be seamless. Having Custom Landing Pages In all likelihood, employees may not have direct access to your CEO, but you can bring the CEO to them. Custom announcements always help. Also by creating onboarding videos featuring messages from your leadership team, your workforce can listen to how important talent and learning are to the organization. Defining New Learning Thinking out of the box to create a modern-age learning intent and learning journey can also help understand what coaching is in relation to learning across the organization. To begin logically and end with the desired outcome, education taxonomy always helps. This consistency is translated into a better long-term vision and goals. Detailing Records Creating completion records and storing other collaterals related to training courses, training guidelines, informative documents, FAQs, etc., are of paramount importance today. That could be spreadsheets and other business process manuals necessary from an operations standpoint. Driving Retention Investing in your employees to drive satisfaction levels well above the excellence mark could simply start by giving them an option to choose from a wide range of courses to better their knowledge. This can be backed up by looking into specialized learning, designed to give your workforce the skills needed to make an attractive lateral move or get to the next level. Engaging Learners Learning must be engaging; it must attract and not distract. Providing a combination of image libraries and template options for building new courses breaks the monotony of long hours of training and repetitive training classes. Interactivity is the name of the game. Reading Data With Ease Motivation today is also driven through a data-first approach and by seeing the impact as part of the learning outcome. Measurability becomes possible, and trends can also be charted. Aim for this new paradigm shift. Improving Visibility Today’s platforms call for push notifications, automated alerts, real-time analytics, custom analytics, and various evaluation and assessment capabilities to achieve targets, objectives, and milestones. Tracking and monitoring learning journeys is pivotal. Expanding Learning Culture This always begins right when a new hire walks through your organization’s front door. The necessity of strategic learning engagement activities and persisting with them is critical. Things that will support this cause include the creation of diverse learning paths, timely memory boosters, eliciting feedback through surveys, etc. Leveraging And Growing Simultaneously According to the 2018 Workplace Learning Report, two thirds of learners are motivated to spend more time learning if their direct managers are involved in their workplace learning. And every learning platform’s UI must make user adoption seamless for every role (e.g., administrator, author, manager, learner, etc.). Mapping And Its Relevance Mapping courses by identifying the skill gaps and missing competencies always offers far more to your learners. In this manner, even before achieving the goals that have been set, you ensure that discrepancies are first addressed. Overarching Flexibility Make learning convenient by offering a combination of live training sessions and easily accessible online content through content aggregators. This offers learning comfort and a plethora of options to choose from. It also helps employees learn at their own pace, at their own timeline, and under less induced pressure. Keeping Courses Unique Authors who create courses and team managers who manage teams must be able to collaborate through social learning. They can bring in partnership models to build niche courses for their industry, vertical, and groups. SMEs and translators can later come into the picture and get involved through review cycles to produce quality content. Champion Your Journey An employee-friendly learning platform like KREDO endorses finding a champion who is the face of your learning vision. It may be a frontline employee or even a leader who is less hands-on but who could turn into a learning evangelist, sharing success stories with your extended partners and customers. We like to stay pertinent, and your questions will always be answered. Do we understand the value of training, and are we your committed ally? Do we promote a new learning culture and create positive change? Can we bring synergy between your L&D and business? Conclusion A simple action can cause a revolutionary change. A live stream from your leadership on the culture of learning may enable your workforce to evolve, change, and look at learning from a whole new perspective. Have leadership play a vital role in encouraging an employee to move up the ladder in their career through digital learning. In simple terms: Learn to unlearn Learn to relearn Skill to upskill Skill to reskill To know more about KREDO Learning Platform and how we can help you, contact us or write to us directly at krishnap@tesseractlearning.com.

KREDO Learning Platform is a Top 20 Learning Systems In The World

KREDO Learning Platform is a Top 20 Learning Systems In The World

The Craig Wiess Group looked at 1000+ learning systems in the world. Looking at the focus, design, approach, audience type (employee-only, employees and customers, and customers-only), audience size, representing nearly every industry vertical and released the list of Top 20 Learning Systems in the world. Tesseract Learning is proud to see their learning platform KREDO as part of the Top 20 in the list. KREDO is designed to facilitate, promote, and sustain professional growth in individuals and teams by providing quality content, including varying training strategies and structured assessment. These are designed to accommodate organizational requirements, identify skill gaps, build competencies, and complement existing training and development principles. 2022 is just around the corner and our priorities to empower the learning space is well beyond the necessities of today and the requirements of tomorrow. KREDO is about mastering the unforeseen expectations of learning space, driven by globalization’s resurgence through the COVID-19 pandemic. Tesseract Learning has simplified KREDO to be the people’s-choice. To be the learning platform that exemplifies being: 1. Cross-Functional 2. Cross-Generation 3. Cross-Industry 4. Cross-Segment 5. Cross-Vertical With KREDO, you get a platform that will catapult your learner’s ratings about a learning journey off the charts. Here are a few of the world-class functionalities. 1. Distinctive Ecosystem Integration – Seamlessly adapt to your surrounding technology and make learning complete and pervasive through integration. Whether external content, video platforms, content curated from the web or even solutions in your existing ecosystem, our APIs provide you with that strong handshake. We have an API library that makes simultaneous operations possible. 2. AI-Based Recommendation and Personalization – Predict, detect, and respond to various learning requirements from learners to resonate with appealing course views or content that triggers interest in them. We understand learner profiles and provide a thorough analysis of assessment outcomes that add credibility to what every learner looks forward to in their learning journey. 3. Rapid Authoring and Publishing – Create the course you envision using the ready-to-use templates. Make it creative, intuitive, and structured. Work with “high-definition content”. Excellent content creation and management co-exist owing to a diverse template library, helping you build any content. What you want is what you get, which is why every course outcome will be the best version of what a learner wants to see. And for all your existing or any external SCORM courses, you can import them and publish them to your learner. 4. Learning Paths – Create a journey/curriculum with a focused outcome. Have an approach to create learning interactions through learning paths or a curriculum that makes every learner’s experience memorable. Focus on each business’s requirement and individual needs to achieve a focused objective relevant for every learner. You can manage how to ease into various types of content, consume them to your and your learner’s requirements in a structured manner. 5. Remediation – Focus on 100% success in your learning outcomes by building competent teams. Assist the learner in bridging an identified gap in learning. Remediation can be learning content within the course, PDF or a weblink. Through simple analytics, assess the competence of the learner based on their performance and remediation outcomes. Remediation is not a step back in the learner’s progress, but it only means the learner’s understanding hasn’t met the required benchmark and must be relooked at. 6. Memory Boosters – Knowledge recall at its absolute best through repeat and retrieve. It is common sense that any piece of information you learn, in almost all probability, you’d record that in your mind if it’s repeated. And at times, a scheduled repetition also helps. And memory boosters serve as that carrier to reinforce the connections of what you learnt earlier and where you need to reinforce the same. 7. Integrations – KREDO is integrated with some of the leading content providers in the world. KREDO also integrates through SSO with what’s available in your ecosystem which could be an HRMS, your choice of third-party content, importing SCORM packages, BI tools and other systems. 8. Analytics & Reports – Interpret your reporting data with ease and precision using sharp and distinct learner performance analytics. Both canned and custom reports are made available to look at learner performance and engagement, including reporting the learning business metrics. Statistics like training impact on objectives defined, time spent on a course, type of content that needs more work to be put in by the learner, and knowledge gaps are a few of the many data points we capture. 9. Gamification – Make learning enjoyable and intriguing through gamification activities to keep learners motivated and engaged. Based on what you need, our templates drive participation and increase the competitive edge. The gamification outcome will motivate and influence your workforce driving better interactions with your employees, consumers, and partners. 10.Organize Live Meetings – Meetings and discussions, organized right at your fingertips, and any role in the platform can set this up. Create any number of online training sessions and meetings directly through the learning platform by connecting with Zoom and Microsoft Teams. You can also retrieve recordings for further usage. 11. Social Learning – Create ongoing partnerships through open dialogue. You have an engagement quotient that is second to none and at par with industry standards of collaborative communication. The inclusion of social discussion threads makes peer-to-peer and other interactions seamless and transparent. Best practices are shared and even conceptualized down the road, through various communities. From an LMS to a full-blown LXPshortly, KREDO’s transition in less than a year, has been exceptional. The manner in which the development team have been agile to customer asks and partner requests stems from the fact that KREDO’s architecture has a roadmap that works in parallel with the evolving business needs of the global landscape. Customer support and service is one of our priorities. We have signed the Craig Weiss Group’s Customer Excellence Pledge, a rigorous certification program that ensures that our support is validated through a series of checks and ensuring the KREDO team provides elite customer support and service.  Visit www.kredolearning.com for more information or schedule a demo here.

KREDO: The New Microlearning Platform to Build Continuous Learning Journeys

KREDO: The New Microlearning Platform to Build Continuous Learning Journeys

Does learning ever stop? What do you think? In my opinion, learning always evolves, but it never comes to an end. That’s quite unimaginable. Continuous Learning is a constant expansion of skills and knowledge. What makes this form of learning a necessity? It is to ensure that the learner adapts to the personal and professional changes in any environment he/she is in. KREDO is a name that’s not only for the novice but also for the expert. It is the go-to microlearning platform for the seasoned experts who wish to touch levels of excellence that they demand, even beyond what their organization seeks.

How Can KREDO Help You Enhance Your Frontline Employee Training

How Can KREDO Help You Enhance Your Frontline Employee Training

In one of my earlier blogs, I spoke about KREDO being the future. Let me give you more reason to believe what I said earlier. We strongly believe that hierarchy in an organization must only be there to define accountability. Any project’s success depends on everyone in that chain, and for us, a frontline employee is as critical as anyone right up the ladder. This means that the mode of learning and the tool using which this is delivered is of paramount importance. And I give you KREDO, the answer for all frontline employee engagement. Exciting isn’t it! The Choice of Your Frontline Staff Just like the frontline is the face of every business, KREDO is the frontline of every Microlearning journey. The frontline staff must always have a very specific set of skills. This is because they’re the face of the brand, and in some cases, the only contact that customer will have with the company. Hence, it is quite natural that the frontline must know what the business they support is all about. But in addition to this, they also must focus on excellent communication, top-notch customer service, and exemplary brand value. With KREDO, you can create a simple course/module or dive deep down into the nitty-gritty of the business and its focal areas. Moreover, you can create brilliant content quickly using KREDO, which is also equipped with a game-based authoring functionality. The brilliance of KREDO is the way the authoring tool helps you create seamless content interspersed with diverse knowledge checks with remediation, including gamification components for every industry, both vertically and horizontally. In precise words, you have a microlearning tool, which is “one size that fits all”. Hard to contemplate? Well, it’s a fact. An Authoring Tool for All Purposes KREDO is not a tool used to hire the best, but it is a tool to make someone excellent from any stage of learning they begin from. So, if you see a candidate who has potential but lacks the cutting edge, KREDO helps bridge that gap. You can create courses that look beyond technical skills that also account for intelligence elements, such as empathy and patience and the ability to recognize non-verbal communication. This is extremely critical for the frontline staff. Through KREDO, you will have a systemic impact on the frontline with a key focus on motivating them through an agile and blended learning methodology. For any employee within an organization, including the frontline, the following aspects are of paramount importance. 1. Core Ethics or Values Every frontline staff must be ingrained and committed to the organization’s ethos. It’ll shape the future of your business. But, of course, your frontline must also have their goals and beliefs. But how they combine with the organization’s culture is critical, and KREDO as a platform attempts to establish the synergy between the two. 2. Soft and Hard Skills The missing technical competencies must be identified, trained on, and upgraded constantly. And yet, we must not miss out on identifying the skill gaps, have them defined and eventually taken care of. Soft skills always have constant and continuous room for improvement. A focused training program always empowers employees, leading to high-performance outcomes, thereby bringing great value to your customer base. Courses that align your thoughts with fun gamification elements make KREDO your go-to platform for expanding your ideas. 3. Product or Service Intelligence The frontline must know every detail about your products or services, changes, updates, upgrades, and more. They must be able to articulate with passion, be precise, and explain the features and values of your product or service. The dearth of course templates, millions of stock-free images, and the unique authoring capability make your vision a reality using KREDO. The frontline always needs to perform various tasks repeatedly, requiring day-to-day practice, to perfect these tasks. They are the heartbeat of the organization and need to be on their toes, most likely than not. And when it comes to performing, being meticulous and diligent is the key. Errors committed at the frontline level have a cascading effect across the organization, as their actions directly impact customer satisfaction. This is where KREDO comes in to ensure that those mistakes are never made. Conclusion We all know that assumptions kill possibilities. And what got you here today won’t get you where you need to get to tomorrow. In your journey so far, you have already learned a lot. It’s now time to unlearn and relearn how learning can be made simple, and your frontline needs it now more than ever. KREDO is one such microlearning platform that emphasizes all these aspects. To know more about our services and how we can help you, contact us or write to us at krishnakp@tesseractlearning.com.

KREDO: The New Platform for Rapid Development and Delivery of Microlearning

KREDO: The New Platform for Rapid Development and Delivery of Microlearning

Embrace Microlearning. Why? That’s because, it will catapult your learners to be the Subject Matter Experts (SMEs) you always wanted them to be. Microlearning is everywhere now, hardly deniable. Everyone wants to learn, but with a few caveats like learn on the go, learn as they work, learn with less effort and yet be productive. KREDO was envisioned to drive business today and build a sustainable journey for your future, and most importantly answers all the caveats. Imagine you have 20 minutes to get into the queue to board a flight, and you are seated by the departure gate. Or you are stuck in traffic in the cab on your way home and the GPS says 30 minutes to go. Realistically possible, isn’t it? Now let’s consider, for starters, if you could utilise this time to switch on your laptop, and create a 2-slide course on any client-specific awareness program or a new product update? KREDO is your answer to how this time can be made productive. There could be many such situations where you have time in hand. If 30 minutes could give you such an acclaimed outcome, imagine what an hour could do? You will save Cost, Effort and Time for sure. But then again, you have already heard this a million times. Let’s look deeper now and see what KREDO as a Microlearning Tool, means for your organization and employee base, well beyond the obvious. C.O.S.T. (Cuts Out Slow-Moving Tasks): With pace and precision you would be able to define a learning journey that is easy to adopt and adapt. Where you feel learners are taking time to complete a task, would convert into high performance productive outcomes. E.F.F.O.R.T. (Ensures Familiarity Flexibility Originality Reusability Transferability): The learning curve drastically reduces owing to the quick development and launch of the courses which stays familiar as what the leaner’s wish to see. Organizations are given the capability to use different formats resonating to the organization’s needs and the knowledge transfer becomes seamless. T.I.M.E. (Timely Intervention Mastering Excellence): With KREDO, there is never a perfect time. We are ready right now, and at any time. I’m sure you have heard of WYSIWYG but with KREDO it is WYSIWYC, in other words, What You See Is What You Create. It takes a few weeks to a month to master any new tool but with KREDO, spend a few hours on it and you’ll become an SME. Even better, work with our trainers and by the time you are off the call, you’ll be raring to go. So, if you now notice, there is a lot more KREDO gives you beyond what you already know. Success with KREDO is inevitable. KREDO is not about making you better but it’s about enabling you to discover and invent new possibilities by looking into the Cost, Effort and Time, you invest to make learning fun and still effective. Why KREDO? The competitive advantage that KREDO has with respect to the rapid development of Microlearning courses is that KREDO enables you to get into the lives of your learners at key junctures that will help you address questions like: When do they really need it? Would it be during the day, early afternoon, late evenings, or weekends? Would it be at their desk? Would it be during their lunch or dinner breaks? Would it be when they are on a treadmill? Would it be when they commute to and from work? The authoring capability within KREDO has an interface that helps the author visualize the final output without taking time to elicit feedback from the stakeholders. KREDO is hierarchy independent, which means, the decision makers right from the top can collaborate closely with the author to create courses. The eventual outcome being the realisation that the intention of the problem statement will be fulfilled, also ensuring the go-live happens faster than expected. Conclusion The rapidity with course creation translates to swiftness in learning for the learners without being overwhelmed and distracted. Rapid development can be used to quickly re-purpose existing materials, streamline information, and create meaningful remote training and communication in a few days or weeks. That’s the power of KREDO where we help you focus in determining the right digital delivery method for your business needs, for your learners’ and also help identify the specific actions your employees need to take in this learning journey.To know more about our services and how we can help you, contact us or write to me at krishnakp@tesseractlearning.com.