How can you overcome the challenges of deploying mobile learning in your organization?
The first generation iPhone, arguably the first smartphone, was released in June 2007. In the decade since then, the number of users continues to grow at an astounding rate.
Its ubiquity has allowed smartphones to become an effective learning tool especially in business environments, where learners are either located in remote areas with limited internet connectivity, work in manufacturing facilities with no access to desktop computers, or work in the field and are always mobile.
Mobile learning has been a hot topic for learning & development departments for years, however deployments of effective mobile learning strategies have been slow.
This is the first of a 2-part guest blog post from Speexx, sponsor of NextSteps 2016, NetDimensions’ Global User Conference.
Going through recommended readings posted by HR thought leader Laura Overton, I noticed that thought Leaders in HR often speak about the top trends in learning and development. And their bucket list for 2016 includes cloud based learning platforms, micro-learning and ´going mobile´.
But how much are we using mobile learning in our communication training programs? Are we really implementing it?
A few weeks ago, I wrote an article for the Inside Learning Technologies magazine on the role of learning systems in compliance training (“Is your LMS compliance friendly?”) Compliance is one of those topics that rarely get enough attention as one of the key drivers in our industry.
However, a recent survey by the Brandon Hall Group found out that regulatory and company compliance combined constitute the most important learning program for organizations’ business strategy today. In addition:
– Over 65% of organizations find it critically important or very important to demonstrate learning compliance to some external regulatory agency.
– At the same time companies understand that compliance is now impacting more on their workforces with over 60% of organizations claiming that compliance requirements involve more than three quarters of employees.
Compliance requirements for employees and organizations place new demands on learning systems that more traditional, developmental requirements do not. Our industry nowadays seems flooded with learning and talent management systems. But for such systems to succeed in a compliance-related role, they must be able to readily adapt to changing needs, operate at enterprise software level, and offer the requisite functionality around auditing, reporting, and security.
It is important that L&D and HR departments are up-to-date with the compliance requirements specific to their business. Here are a few suggestions to make this easier:
Talk to your legal team and to your compliance officer to better understand who in the organization is responsible for what.
Define clear requirements and objectives for training and the technology implementation.
Question your vendor and demand a software validation for the learning or talent management system. For the technical parts, don’t be afraid to ask your IT team to participate.
Make compliance an ongoing part of your business via well-defined workflows, checks & balances, and actionable reporting.
When it comes to training, reinforce formal compliance learning with recurring programs. These initiatives may include informal collaborations (such as forums to discuss ongoing compliance issues), on-the-job assessments (to better evaluate the effectiveness of the compliance training), and performance support (to provide easy access to compliance-related materials at the point of need).