Instructional designers are not primarily assemblers, although it might be easy to associate instructional designers with some commonly used tools (such as: captivate, storyline, sharepoint, wordpress, fabric, etc) and assume that’s all they do. These tools are great for assembling concepts, multimedia, quizzes, and more into a tangible package, but that is just one piece of an instructional designer’s job.
Creating a world-class training program, like most other big projects, is not the responsibility of a single person; it takes a team to make something great. Think about all the pieces a learner touches when they go through an effective training program—administrators, instructors, online infrastructure, multimedia, online resources, live training, assessments, etc. Training programs are complex things made up of multimedia, processes, and design and more that require a wide array of skills.
When you’re an LMS Admin, your LMS is your workhorse and partner. It should be doing the leg work so you can focus on big-picture planning, decision making, and working with your stakeholders. Does your LMS fulfill its duties as your trusty companion or do you find yourself doing most of the heavy lifting?
Here are a few ways we’ve seen LMSs help or hinder their admins. These are based on real stories and experiences (the good and the bad)!
Hello learning professionals! When you’ve been working in training for a while, you get attached to the stuff you work with (and the people too I guess). In this blog post, I want to share about some of the tools that have become part of my everyday work and why I think every instructional designer should consider them.
Instructional Designer? LMS Administrator? Trainer? You’ve probably seen these terms in job ads or have even used them to describe yourself. If you’re just beginning in a training related profession (that’s not in a school) or interested in getting started, it can get confusing trying to describe what these different roles are and what they actually DO.
In this brief article, we’ll look at common training positions and what they entail. We’ll relate them back to 4 things a training department must do to be effective in a modern organization:
- Communicate knowledge to learners.
Somebody must understand the knowledge well enough to teach others face-to-face. For most of human history this was as far as a training team department went.
- Create learning resources.
It turns out creating and using materials that can be distributed and shared makes training much more efficient. Technology and research have greatly improved the kinds of materials that can now be created.
- Manage resources and records.
Record keeping is necessary for training to become integrated with the operations and policies of an organization. The bigger the organization and the more knowledge they have to train, the more complex a task this becomes (which is why electronic Learning Management Systems have become commonplace).
- Plan the big-picture direction of the team.
A modern training team might be comprised of unique individuals with unique skills, but they need to be able to work towards common goals inline with the rest of the organization.
Assuming most if not all training departments are trying to accomplish these 4 things, the roles below should now make sense!
Welcome to our blog! We’ll use this space to post our insights and updates on educational technology, cognitive science, learning management systems, onFabric, e-Learning, communities of practice, and more.
We provide training solutions – finding way to save you money and improve your business. In construction and similar industries, there are many regulations to comply with that require training. With such training come expenses, tracking, record-keeping, reporting, and other complications that make managing a company more complicated than it needs to be.
Many companies pay upwards of $20 per employee every year just for external WHMIS training. The trainee may pass the course but who knows what happens to the record of completion and the new certificate? All this eats up time and creates a lack of certainty around who is certified and who isn’t. It simply isn’t efficient.
We offer an integrated solution for companies with training needs. We have generic training courses that can be customized, or we can create new courses from the ground up to suit your needs.