LMS In Remote Working
Imagine the workers at home, returning to their pyjamas for work. Sounds like a bad dream, aren’t they? Okay, not so much. Reports say the number of people who work remotely has been gradually increasing. What sweets the deal is that companies are starting to adopt the idea of the workers working from home.
Remote work allows thousands to avoid problems like long commutes, busy hours, bad weather, and fulfil all of their duties and obligations right from the comfort of their homes with minimal workflow disturbances.
No more nosy colleagues to think about, no looking for the other pair of socks and most importantly, working in a home environment. The creative minds have already sketched a technical solution for each difficulty in remote working, and there are several choices to choose from. That brings us to the following issue.
Learning in Remote Working
How does a company ensure that its LMS learning and development activities are on track when the team is spread around various time zones and never meets at a centralized location? We share 4 aspects in this article that an LMS addresses the learning difficulties in remote work.
Confidence is a two-way path. If companies take the big leap to encourage workers to work from home, account should be taken of the time spent on learning to growth. Learning management systems have features to ensure that the attention of an employee is focused solely on the course; for example, settings that automatically pause a video when you turn to another tab and provide an ability to incorporate feeds after a peer completes a course with the team’s communication tool.
2. Effective Communication
Imagine playing with a group of four in a Telephone game. It starts with one person whispering a message to the ear of the next person, and that cycle is repeated. Then the last person shows the message out loud to the whole party. Sometimes the final message will have minor differences and sometimes it will totally distort the final version of the message from the original message. Transferring information to a dispersed workforce is like playing a telephone game, and often a message is actually lost in the team system. Stats show that eLearning has a retention rate of 25-60% whereas traditional methods have a retention rate of 8-10%, and eLearning requires up to 40% to 60% less time.
The alternative for training and growth could be eLearning in the years to come. One of the toughest challenges online learning has, however, is high dropout rates. Stressing learning as a central value of a society isn’t the inspiration the remote team is searching for. Yet gamification makes the teammates feel appreciated and praised for their successes and enriches the team’s sense of healthy competitiveness. In Delloite, Salesforce, and Ford Canada, gamification has created an increase in peer involvement, engagement, and course completion rate.
Thanks to technology and the internet, the whole large outside world scales to your computers and phones all. Today, organizations have their operations built at multiple business locations across continents. This makes it impossible to call everyone to one location any time a new employee is there. To make it simpler, today LMSs offers choices for easily tailoring a system.
Develop entertaining content on board and make it accessible for new hires. Speak to your remote workers’ computers about ease, affordability and reliability all in one box, and all its sources.
The spectrum of an LMS has grown from being merely a resource that encourages workplace eLearning to a full learning platform that addresses learning and growth problems in remote work. The management of the learning management system and the development of courses that have an impact align the remote team with a shared goal.
We are part of an age of constant change which challenges our perspective. Ideas aren’t bound by age, dreams aren’t chained into your sleep and learning doesn’t fit in with a position.