Gyrus Systems Earns “Top 5” Award for “Best Compliance LMS” by Talented Learning

Richmond, VA,  December 8, 2016,  Gyrus Systems, a leader in the Learning Management Systems (LMS) industry, proudly announced that Talented Learning named the GyrusAim® Learning Management System as a "Top 5" Finisher in the "Best Compliance LMS" category. 

 

 

Talented Learning is a news, research and consulting organization dedicated to the advancement of all aspects of extended enterprise learning technology solutions.  Gyrus Systems' earned this award by developing GyrusAim features that "are admin focused and have skills, competencies, audit trails, electronic signatures, strong ILT management, facility and resource management, broad content support and powerhouse reporting."  

“It’s a great honor to be recognized again by Talented Learning in providing innovative learning solutions for our customers,” said Viren Kapadia, President and CEO of Gyrus Systems. “We are always focusing on market needs, client success and product leadership."

This award means that Gyrus Systems' customers continue to enjoy the ever-expanding enterprise-level compliance features included in GyrusAim, ranging from the deep feature-set of Instructor-Led Training to Certifications, gamification and more.  Thanks to all of our customers that have provided feature input in 2016, your comments and suggestions continue to make GyrusAim a great LMS!

Guide to Successful LMS Implementation

Guide to Successful LMS Implementation

Guide to Successful LMS Implementation

A few months ago we explored How to Successfully Implement Your LMS, today we provide a general infographic in order to provide an understanding of the process at a glance. The Implementation process does not have to be frustrating, and we here at Gyrus do all that we can to help our clients in any manner we can. Be sure to join us for our continuing pursuit of knowledge in the learning and development front. The following is intended to aid users in their quest for a clean implementation. 

Guide to Successful LMS Implementation

Text of Infographic:

Guide to Successful LMS Implementation

  1. Tune your Product, Process, and Content
    Set the interaction parameters within your environment, how do you want it to look with attention to branding and reports? Have you taken the steps to prepare your content for the impending migration?
  2. Define Organizational Roles and Permissions
    Take this time to identify system users and define their roles and permissions. In this step, you can identify key stakeholders required to test the system.
  3. Test Your System in a Secure Environment
    By setting up a test environment, users can identify issues from migrating data from a legacy system, which can be corrected and enhanced prior to the Organization’s Go-Live date.
  4. Record User Feedback
    What are your employees saying about the LMS system? Is it functioning as the organization requires? What steps need to be taken to close the gap?
  5. Perform Final Tune-up
    Correct any entry issues and utilize stakeholder feedback in order to determine any necessary changes prior to product launch.
  6. Launch your LMS Platform
    After your system has been filled with organizational data, branded, tested, tested again, and the stakeholders have been trained. You are ready to Go-Live!

References:

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Contact:

5400 Glenside Drive – Suite B
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888-GO-GYRUS (888-464-9787)
www.gyrus.com

The Importance of Training and Development for Start-ups and Small Businesses

The Importance of Training and Development for Start-ups

The Importance of Training and Development for Start-ups and Small Businesses

The Importance of Training and Development for Start-ups and Small Businesses

With the hectic nature of start-up organizations today, one can easily make a claim that it is never too early to evaluate the effectiveness of a structured Learning, Training, and Development program. When starting out with a blank slate or attempting to move an organization into a direction in which they have never been. It is best to establish clear methods and processes in which the business as a whole can easily achieve their lofty goals. Without a Training and Development program, the following scenarios tend to present themselves in various manners across and organization:

Process Creation

A lot of times in bustling start-ups and small business environments, there is an underlying sentiment, along the lines of “I don’t care how you do it, just get it done.” This can create a strange occurrence in which a uniform process for achieving a goal is not feasible. Instead, members of the organization scramble to create their own individual processes for accomplishing their tasks. Originally, as it may be the first time an organization is encountering these challenges; it may seem as if this Wild West gunslinger policy of creating on the go is advantageous or even agile. However, as time goes by, the team grows, turnover is experienced… the process can become exceedingly difficult to the team at hand, and the manner in which it is accomplished can be as varied as the members of the team themselves. As an emerging business, it is best to get a hold of these processes early on in their development stages and define learnings that will not only benefit your team as a whole but will instill a knowledgebase on how to approach these particular tasks for years to come.  

Skill-Gaps

Certain department members are running circles around others, making them look bad. How are you going to alleviate this? When people take positions they often come in with an assortment of prior experiences. Though just being around successful people on the job can permeate positive skill building. It does not create a clear delineated pathway to ensure the enrichment of the entire department. When one person is doing well, the business does alright but is capable of much more. When everyone is doing well, the business is truly capitalizing on its resources. Installing a Training and Development program with social components can go a long way in capitalizing on this diverse collection of experiences. Allowing for the organization itself to develop a roadmap on how to train people in the future, as well as identifying important areas in which employees need to focus for the betterment of the business.

Onboarding

In your organization, do you feel that you give your employees enough time to dip their toes in the rippling waters of their position? Or, do you just start them immediately on tasks without any familiarity with where available resources reside, positional strategies, or established communication channels both within and external to the organization itself? You would probably not be surprised to know that many upstart companies subscribe to the policy of immediately holding their new employee’s feet, directly to the flame. Instead, imagine a world where when you bring somebody on, they will undergo their required certifications and training, and know exactly how the role is comprised on the organizational level. Something they can only estimate in their own perception and often without the entirety of scope. In a training environment, these valuable assets will be more prepared for their roles, quickly, and they can go about implementing serious and long-lasting change with much fewer barriers to entry. A training and development program not only makes onboarding clients easier, but it alleviates the pressure of turnover experienced along the way, as the next person in will quickly be able to obtain working knowledge of the position and the tasks it includes.

Engaging Users

One of the biggest adversaries to augmenting employee skills is the drive for personal improvement. This can be seen in employees who already believe they have a grip on their role and are unwilling to accept positive criticism to become even greater within their position. The benefit of establishing a training and development program is that calculated measures can be placed that will allow you to address some of these concerns. Not only can you guarantee that these users are exposed to appropriate methodologies, but you can also ensure how they are absorbing the information. This can be achieved through establishing a learning environment that is specifically designed to meet their needs. By utilizing all the tools at the disposal of the organization; various methods of communicating information can be presented, tested, and measured to promote an atmosphere of continuous learning.

Certifications

The role of Human Resources is exceedingly difficult in these small environments. As there are few established guidelines for safeguarding the brand, and many programs are not nearly as mature as they need to be. By seeking out practices to best benefit the organization, it is also vital that auditable delivery methods are established. By developing a learning and development program with the output of certifications, you can not only confirm that someone has undergone their required training, but you can also adhere to human resource procedures and quickly mature the department.

Productivity

A trained employee is a productive asset for your organization. When processes are documented and the entirety of the representatives are trained, odds are the speed in which their tasks are accomplished will rapidly increase. In small business and start-up cultures, these changes in speed can equate to the lifeline required to continue as a profitable business and thinking up newer more creative methods to stay afloat. A training and development program also signifies to employees that their company is willing to invest in them as well as the business itself. This can go a long way in establishing a learning culture, and incentivizing employees to continue down the path with the organization.   

Though it may seem like an obvious solution, a successful training, and development program requires a certain level of commitment regarding time and resources that small organizations and startups do not always feel that they have. However, establishing the processes of an organization, finding more effective means to onboard, train, and implement these effective processes can immediately lead to a higher growth rate of an organization. Taking the guess work out of how an up-and-coming business goes about procuring more business and interacting with potential clients is exactly what the Doctor ordered. Join me as I continue to explore the Learning and Development landscape, addressing how it impacts businesses, organizations, and learning institutions of all varieties here at the Gyrus Blog.

The Concept of Microlearning

The Concept of Microlearning

The Concept of Microlearning

The Concept of Microlearning

At Gyrus, we believe it is our duty to identify, discuss, and communicate our thoughts on upcoming industry trends. Today, we will evaluate microlearning and the potential it carries in reference to bolstering a learning program. To start the microlearning discussion we must first define what it is. Microlearning is a brief (less than 5 minute) learning component with a focus on a very particular learning object (specifically a skill, behavior, or compliance piece). This could be applicable to topics that do not need the granularity of a full course, or can be used as a supplement to learning exercises throughout a student’s learning within an organization. The concept of Microlearning is not that new. However, with the migration of learnings to more accessible on the go mobile learning (mLearning) platforms such as phones and tablets, their need becomes a bit more noticeable.

Picture if you will an eLearning that takes an hour of your employees’ time. Users have to watch it, then they have to answer some questions, then they have to click a couple things. But the topic of the learning is something exceedingly simple that is only being conveyed to the user for a compliance issue. In the business world the old adage “Time is money” still rings true through today. Now, imagine you can achieve the same certification results in under 5 minutes, using a learning that is not only engaging but entirely focused. The shorter learning will not only be better for the organization as a whole, but it will also allow for a higher completion percentage and adheres to our multi-focused daily life. Where our multitasking is so engrained in a workflow that we cannot allow more than 5 minutes on any given task before needing to refocus on a bigger picture.

Wait, it appeals to shortened attention spans and works great with our hustling staff who is constantly on the go? Why aren’t we doing this already? What’s the catch? Microlearning is not designed to be the end all be all form of learning that people may wish for it to be. It has been slowly established and vetted as a credible offering, with some adverse perceptions causing for a slow adoption. It is, however, a means to augment your current offerings, as well as further the reach of content which may be underutilized or unnecessarily complex. Because they’re so brief, microlearnings are quick to make, implement, and can be a real game changer for your training courses if implemented correctly.

So how can we ensure great microlearnings?

In order to address the need for a microlearning, refer to the following: As referenced throughout this post, one must evaluate the learning needs they wish to address with the microlearning. Is it something that lacks the complexity to warrant an entire eLearning? Can a student master the content in a single sitting? Are you yourself as an instructional designer capable of ripping out the fluff and unnecessary components in order to optimize the microlearning?

Microlearnings need to be concise in order to be effective. The moment the content becomes tainted with alternative concepts or distractions from the general topic, the effectiveness deteriorates sort of like a sidebar conversation you would have with one of your co-workers without the benefit of an immediate follow-up communication to serve as a reminder. As such, microlearnings must also be repeatable. When you implement a microlearning into your learning environment, ensure that the user is required to take it in an acceptable window that will focus them on the skills, compliance, or potential behavior that you are attempting to introduce.

In order to capitalize on the short attention span of your learners, the content must be created in a platform that will be accessible for mLearning. You may have the greatest microlearning in the world, but if it is required to solely be taken on a laptop or desktop, it will quickly be muddled in a sea of tabs and alternative work related processes.

How do I know if my microlearnings are working?

Because they’re so short and the topics are so specific, this would be a great time to survey a small portion of your user base. Those familiar with the previous cumbersome courses will beam a ray of positivity to the training. You will also most noticeably recognize a higher completion rate over a shorter period of time because it is a lot easier to make time for something as brief as a microlearning. As the formation of a microlearning is so new and a relatively inexact science, be sure to enlist feedback on how to possibly make the learnings more potent. As well as ways to convey a clearer message on the chosen subjects you are planning to implement.

If you are already implementing microlearnings in your course curriculum and training, be sure to reach out and tell us how they’re doing. We’d love to hear from you on your success stories, and ways in which we can further promote this interesting new(ish) concept. Also, any feedback on our social media pages would be much appreciated, as to whether you would wish us to further explore this exciting topic.

Guideline For Finding Your Organization’s Ideal LMS

Guideline For Finding Your Organization's Ideal LMS

Have your cake and eat it too, a guideline for finding your organization's ideal LMS.

A post written by Meghayu Advaryu

Want to deploy and maintain the e-learnings that you have spent so much time and effort to develop? Do you want to be able to create quality actionable e-learnings? Then you’re in the market for a Learning Management System (LMS). LMS’s are an essential tool for all e-learning professionals.

Choosing a Learning Management System is no easy task. To do so, one must identify the needs of their organization and which features are necessary. If you are the one doing the evaluation of those needs, we recommend creating a team and discussing individual needs on a per department basis to ensure the best possible fit. Confused about which LMS to choose for your project?  Then take a deep breath and exhale a sigh of relief! Allow us to offer you some helpful tips that will surely point you in the right direction for selecting the perfect LMS for your project.

 

Determine your objectives in advance

Be sure to methodically ask yourself this set of questions before choosing an LMS: What are your development objectives?  What skill sets are required?  What sort of content are the learners expecting? Answering these questions will help you shape the correct direction for your organization to meet all of its learning and development needs. Most importantly keep the need of the audience in mind throughout the selection process. To accomplish this all you need to do is perform a little internal research. An analysis through an in-depth survey accompanied by a few short one-on-one interviews with the projected user base and decision makers within the organization can aid tremendously. In this search for information, it is vital to focus on the objectives you want to achieve by the e-learning courses or training. Outside of these answers, there is one more thing that you will definitely need to know. Any guesses?  How about, will it work within your pre-existent learning environment? Always check the technical specifications available for a new LMS and its ability to address the goals of your learner needs.

 

Make a list of key features you need

There is a veritable ocean full of features to choose from. In order to not get “lost at sea,” you must pick the features your organization needs. It might be quite difficult to choose the most pertinent features available because there are so many features; narrowing the list down can cause a hell of a lot of confusion. Identifying features you need is the most important step in choosing an LMS, as it will allow you to shortlist the solutions that will create the most effective e-learning course for your audience. Let’s look at an example for better understanding. If you are catering to learners who are busy on-the-go professionals then opting for an LMS that supports mobile is ideal.

 

 

Consider the technical limitations

When you choose a new LMS you need to know how the new learning system will be integrated with your current software. Will there be issues to integrate divergent systems or different types of systems? Other than different software, it is very important to know how your learners will access the content. Will a majority of the content be viewed via mobile? Tablet? Or PC? How well does the new LMS support these platforms? Do your research, if your learners are tech savvy and accustomed to utilizing these features or are constantly attached to their mobile devices, these environments will need to be accommodated. This factor will determine nature of e-learning activities as well as the level of multimedia integration.

 

Get feedback

Ask your instructors and facilitators their honest feedback about your current training strategy. Ask them if they think there are new features they wish to investigate or if there are any new tools or materials they may find beneficial to ease their jobs and make training more pertinent to your employees. The purpose of this feedback is that they are the ones who help learners take full advantage of the overall organizational strategy. The cherry on top of the cake will be if they know their ideas and opinions are valued entering into a new LMS environment, they will feel more invested in the selected system.

 

Consider future project scopes

As an organization, it is imperative to forecast for the future of your operations. So why not lend the same consideration towards your LMS? Your system might be wonderful today, but what about tomorrow? Be sure to obtain a clear sense of how your Learning Management System will adapt to current as well as upcoming needs during live demos and trial runs. Ideally, you want to choose an LMS that is going to offer you the features and functionality you need now and in the future. Knowing that your system is easy to maintain and update over time, can save you a lot of heartache as the demands of your department shift.

 

Observe a demo

In modern business, we are afforded the ability to check and double check before selecting a product or service. Almost all LMS vendors will provide a demo or trial period for testing their product before your purchase. Do not hesitate to ask for a live demonstration or trial period that will allow you to see your potential LMS in action. Demos are very beneficial as you will be able to see which features are really worth your time and which are unnecessary or cumbersome in their environment. A trial will help you measure many factors like flexibility, customization, growth and usability! An LMS is one of the most significant investments in terms of potential outcome for your company, so it's always wise to have a test drive!

 

These tips will surely aid in your quest for the perfect LMS; one that is right for your learning and development and creating an ideal user experience.

 

Do Ya?

do yaOur Gyrus Systems team works with customers every day.  Many conversations are about how to use features of the GyrusAim LMS not yet implemented because these customers want to get the most out of their investment.  In many cases they are inspired to understand at a strategic level the results of their efforts via reporting and analysis.  This makes sense because these Training Managers invest a lot of energy and company resources ensuring their staff development programs are effective.  Kudos to them for wanting to understand at a higher level the fruits of their labor.

Analysis of LMS data by Training Managers is important but I’ve noticed it’s often ignored.  The reasons are many, ranging from managers not having enough time, to too few resources, to not even knowing such analysis tools exist!

All LMSs include data analysis tools and time should be allocated by Training Managers to learn how to use these features and to comprehend the resulting metrics or statistics.  Spending the time analyzing training data will actually save more time in the long run by eliminating wasted effort that may not be “on target” and producing the desired results.  For example, if a training program was created to reduce or eliminate accidents at a manufacturing facility, but those accidents are not getting reduced, then the training program should be modified.  Using analysis tools to reveal details of such problems are exactly the reason why they exist!

So if you are a Training Manager and do not leverage the analysis functions in your LMS, you should!  Allocate time to find and learn how to use these features.  You’ll be pleasantly surprised by how they can dramatically improve the effectiveness of your training and development program by revealing details you may not have known even existed.