What is the value of learning?
For workplace Learning and Development (L&D) professionals the answer may take many forms. It may be an individual’s positive reaction to learning something new. It may be the ability of individuals – or their employers – to tackle a new task. In more formal measurement, it may be seen in the calculation of a learning programme’s Return on Investment (ROI). Whatever approach the department takes, however, any assessment of the impact of learning is effectively meaningless without answering one question.
How does the business see the value of learning?
As the human capital technology landscape expands and solutions become more specialized, integration has become more critical than ever. Not only do we need to think about how each of these talent-focused platforms work together, but how they work together with other systems within and outside of the organization.
According to Brandon Hall Group’s 2016 Learning Technologies survey, integration capabilities are one of the top-three most important criteria organizations have for their learning technology providers, with 46% saying it is essential and 30% saying it is critical these services are available.
In an environment where fewer than half (44%) of companies are looking to get a suite of integrated talent management modules, it is important organizations understand the ins and outs of integration.
This year is the 20th anniversary of the publication of Title 21 Code of Federal Regulations Part 11 (21 CFR Part 11 or just Part 11), the US Food and Drug Administration (FDA) regulation about control of electronic records and electronic signatures for computerised systems used by pharmaceutical and medical device companies. This is a relatively small regulation (less than 2 complete pages of the Federal Register) that has had and continues to have a big impact on regulated organisations and software suppliers.
When implementing computerised systems, the requirements of Part 11 need to be fully understood. To help this, I want to explore the following areas in this blog post:
- What is Part 11?
- Interpretation of Part 11 by the applicable predicate rule
- Understanding the technical, procedural and administrative controls of the regulation
- What is software validation?
- Why do I need to validate my LMS?
Data breaches not only embarrass an organization and damage its customers’ confidence; they are costly as well – according to the 2016 Cost of Data Breach Study: Global Analysis published by IBM and Ponemon Institute in June, the average total cost of a data breach globally increased from $3.79 million in 2015 to $4 million in 2016.
The average total organizational cost of a data breach in the US this year is $7.01 million (2015: $6.53 million), in Germany, $5.01 million (2015: $4.89 million), and in the UK, $3.95 million (2015: $3.70 million). And those numbers don’t include the potential reputation damage an organization can suffer in the marketplace once word of the breach spreads.
LMS Security Matters
Not surprisingly, protecting important data stored on organizational IT systems is a key concern of many executives. In addressing application security management it is critical that organizations should not overlook their Learning Management Systems (LMSs).
Norton Healthcare started as a modest, faith-based, largest integrated healthcare system in Kentucky with more than 14,000 employees at five hospitals, 13 Norton Immediate Care Centers and 90 physician practice locations. The organization has become a leading healthcare provider with some of the most advanced technologies and well-trained physicians, nurses and staff.
The Search for the Best Learning Management System
As Norton Healthcare’s training and compliance needs had long exceeded the capabilities of their existing Learning Management System (LMS), they embarked on an initiative to identify a new provider.