Jun

22

The Defender Leadership Advantage training is not based on technical or job-based training .. says “Marcia Raab, chief marketing officer”.

So you are asking why invest over $16,000 per employee to train these people when the training is not even job related? What gives?

Well, Defender Leadership Advantage training is instead based on helping employees manage and improve their personal finances, set and achieve goals and develop overall healthy habits. Wow! Talk about upsetting the proverbial training industry cart. However upon closer inspection, what makes A++ employees? Well do you really want employees to rush from one financial catastrophe to the next? Do you want employees who are so unorganized that they require constant supervision and help? Do you want employees who are unable to take on projects and deliver clear objectives an meet milestones.

I think that is what we can learn from the innovative folks at the Defender Direct.

Perhaps you too want to start a “non traditional” training program? Learn how you can get started at www.eleapsoftware.com.

Jun

11

The most common reason establishments gave for providing formal job skills training was that training was necessary to provide skills specific to their organization (75 percent). Other important reasons for providing formal job skills training were to keep up with changes in technology or production methods and to retain valuable employees; each of these reasons was cited by more than half of those providing formal job skills training.

Don’t be left out.  Check out free training resources from eLeaP LMS & Training Software.

Jun

2

The president is busy!

The $787 billion stimulus package included $500 million for training in workforce development in green jobs and other sectors. More at http://tinyurl.com/ns8fu4

In case you have not been paying attention, this recession is not an excuse to cut vital training and e-learning funds. Rather take this opportunity to provide the single most important tool your team can use now and when the recovery kicks. Train like there’s no tomorrow.

Download free training resources to help you get started.

Ask the folks at eLeaP LMS and Training Software for an account so you can get started.

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May

26

As technology rapidly moves forward, it affects our lives including our businesses forcing us to adapt to these advancements. The market today thanks to technology is so competitive that there is a need for us to come up with fresh and clever ideas to be on top. Now comes eLeaP™ Learning Management System, a web-based training and e-learning solution that employs a simple and intuitive user interface. The workforce skills and training five years ago is still of value. However, if you want to compete and remain on top you need to have a Learning Management System that can easily create, manage, and track interactive training courses and learning programs for all levels of users. The best thing about using eLeaP™ Learning Management System is that it is available and delivered online. Therefore you do not have to install complex programs, invest huge amounts in hardware or software or hire or maintain an expensive IT department.

Mar

17

Surprisingly, sexual harassment training is not specifically required by federal law.  However, training is an important tool to prevent harassment and limit your liability.

Q:  Are we required to provide our employees with training on sexual harassment?

A:  No federal law specifically requires sexual harassment training, but a few state laws do. Still, training is a vital element of any harassment policy.  Even if your organization is not required by law to conduct this training, you can limit your potential liability by doing so and, at the same time, promote a more productive work environment.

Here’s a quick look at state law requirements.  Some states, such as California and Connecticut, require harassment training only for supervisors.  One state, Maine, requires that all new employees receive the training.  You should check with your state equal employment opportunity agency to determine potential coverage.

While Title VII of the Civil Rights Act (which prohibits sexual harassment as a form of sex discrimination) does not require training, decisions by the Supreme Court illustrate the importance of having an effective harassment policy and complaint procedure that includes employee training.

In Burlington Indus. v. Ellerth, 524 U.S. 742 (1998), and Faragher v. City of Boca Raton, Fla., 524 U.S. 775 (1998), the Court determined that an employer may be able to defend itself from liability for harassment by a supervisor in certain cases if it has taken reasonable care to prevent and correct any sexually harassing behavior.  In particular, you must adopt a policy against sexual harassment, have an effective complaint procedure, and take steps to ensure that employees are aware of their rights and obligations and are properly trained in harassment issues.

Clearly, if you do not train your employees, you will have a difficult time defending harassment claims. To be effective, training should target not only employees but also supervisors who have the authority to hire, fire, or make other employment decisions.  At a minimum, your harassment training should include the following:

1.  A statement that you condemn harassment of any kind, even if it is not explicitly prohibited by your policy or by law.

2.  The definition of harassment, with particular attention paid to the legal definitions of sexual harassment, including quid pro quo and hostile work environment.

3.  A description of prohibited conduct.

4.  The consequences of violating your harassment policy and the types of behavior that may lead to immediate termination.

5.  The use of your dispute resolution procedure for handling complaints.

6.  Ways to report harassment combined with assurances that there will not be any retaliation for filing complaints or making reports.

An obvious conclusion from the court cases is that harassment training is not optional if you want to limit your liability.  So, you can either treat the training as a necessary evil or turn it into an opportunity to enhance good employee relations.  The latter approach makes the most sense since it both builds a positive work environment and a sound legal defense.

Subscribers to the Personnel Policy Manual and HR Policy Answers on

CD can find more information on sexual harassment in Productive Work Environment, Chapter 201A.

Download free sexual harassment policy and HR policies from www.ppspublishers.com.

Use learning management systems like eLeaP LMS & Training Software to create, manage and track all training including sexual harassment training.

Please note that the above comments are not intended as legal advice.  You should consult an attorney for a legal opinion on this matter.

Copyright © Personnel Policy Service, Inc.

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Mar

16

As the Obama administration tackles the issue of re-training America’s workforce, it is clear that the old methods just won’t do. We need to new new technology to ensure that training is created in real-time, tracking and interactivity is provided and reports and documentation is guaranteed. An LMS will do the trick.

Using a learning management system or LMS is one way to easily create, launch, manage and track online  training and workforce re-training under the stimulus program. About $5 billion has been allocated for training. We need to make sure that small business, middle size organizations, schools and communities are using the best methods to train and arm their workers for the future.

The eLeaP Learning Management System is an easy to use LMS and training software platform that is so simple that any organization regardless of size or sophistication can create and manage their own training and e-learning. Take a tour of the eLeaP LMS and training system and see if this solution will work for your organization.

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Oct

22

When it comes to Learning Management Systems (LMS), bigger or more complex and expensive does not equal more efficiency or better results.

Read this article by Lindsay Edmonds Wickman to find out more:

Learning management systems (LMS), in many cases, are the bane of learning organizations. Instead of simplifying the learning process, they tend to overcomplicate it. When learning executives enter the relationship, they are filled with hope, but those hopes are quickly dashed as the LMS becomes yet another burden instead of a solution.

“People are investing in LMSs thinking this will improve their return on investment in learning, but I think that is a very questionable assumption,” said Bob Becker of Becker Multimedia, a creative services firm specializing in corporate learning. “I think learning management is very important, but the cost and the labor that are going into [it] are out of proportion to the benefits that are possible to achieve.”

Organizations can spend between five and six figures on the initial implementation of an LMS, Becker said, but satisfaction results are low: At least three out of five LMS customers have not had an exceptional experience. So why does virtually every learning organization have one?

“There really is no other way to administer a large curriculum to a dispersed population. You can’t do it manually with a tablet and pencil. You need an LMS,” Becker said. “The need is real, [but] the appraisal or assessment of the need by LMS vendors is sometimes imprecise or exaggerated, and the promises made to users of LMS [tend] to be overstated.”

With LMSs, bigger is not always better. In fact, Becker advocates for a simpler, more straightforward approach.

“LMS tends to become a problem when the needs are inflated and the system becomes too complicated and too ambitious to deliver on its promises,” he explained. “Organizations that are conservative and critical about their learning management strategy can do it well and spend very little money getting it done. We’re doing an LMS implementation now for a very large company, and we are doing it very simply, very straightforwardly and very inexpensively. So we know it can be done and others are doing the same.”

One obstacle to a successful LMS is integration. Trying to get your LMS to interface with a number of other applications can present problems, Becker said. Additionally, an LMS can impose certain standards on an instructional system. Typically, when an LMS is installed, everything has to conform to it. This can be difficult when involving different departments, different people and different vendors that like to do things their own way.

“It’s a little bit like herding calves,” he said. “Trying to get everybody to comply with and conform [to] the standards of your learning management approach can be an obstacle. It’s so easy to get too fancy with LMS and try to make it do more than what is reasonable to expect from it. I believe that using it for fewer things and making it a relatively modest, straightforward and simple solution is one way to avoid that complexity.”

If learning executives go with a simpler LMS, they will spend less on it, making it easier to attain a return on investment.

“If you keep your cost very low getting into LMS, you will more than achieve your return on investment in a very short period of time,” Becker said. “If I’m not spending $250,000 on an LMS but instead $25,000, I’ve got a lot less to do to make up that expenditure.”

The full article is available at CLO Mag.

What you can do:

  1. Keep it simple stupid….. Seriously keep it simple.
  2. Keep your costs low
  3. Get a hosted LMS application

We recommend eLeaP Learning Management System (LMS). See why at www.eleapsoftware.com

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Sep

30

This just in:

According to Bersin & Associates,

You can get the full report at www.bersin.com

You can get started with your high impact learning at www.eleapsoftware.com using the eLeaP LMS and Training Software Platform

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Aug

25

Ever since we launched eLeaP LMS and Training Software, we have obviously been testing different methods and strategies for marketing this Software-as-a-Service (SaaS) solution. For those that don’t know what SaaS is, Wikipedia has an insightful article on SaaS. In short form SaaS is a methodology and platform of thinking that says we can deliver software (mostly over the Internet) in much the same was as services are rendered in bricks and mortar businesses. There are some unique advantages to delivering software as a service.

  1. No need for large capital expenses.
  2. Less need for internal training as the system comes pre-built and all you have to do is plug in to it.
  3. Lower administrative staff required. The SaaS application is being managed externally. All you need to do is log into your account and begin using your service.
  4. Reduced start up costs. Because there is no need to custom installations, software and hardware purchases and all the complexities of systems implementation, most companies can afford SaaS applications.

So if SaaS is so great where are more companies not adopting it? The reason can be as simple as the lack of proper sales people marketing SaaS. As with any “new” strategy, sales professionals need the right tools to be able to effectively market SaaS. To this end, the new book “How to Sell SaaS” by Don Weobong, MBA, ICSA is a timely resource. Download a copy today and see how you and your team can expand your marketing reach and reap the potential of SaaS. Go to www.howtosellsaas.com for your copy today.

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Aug

7

You asked and we provided. Visit www.eleapsoftware.com to download Free e-learning and training resources.

Build your professional library by downloading these free company training and e-learning white papers today. To get started go to: http://www.eleapsoftware.com/free-training-resources/

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