Managing Instructor-led training from the Instructor’s perspective

“Before you teach the course, you must schedule it.” – Confucius
Okay, maybe that’s not a direct quote from Confucius… but it’s still 100% true!  Many learning professionals spend time each day scheduling instructor-led and virtual instructor-led classes in their learning management system.
This session explains how to efficiently manage classes in Adobe’s learning management system, Adobe Captivate Prime.  You will learn how to:

  • Schedule instructor-led and virtual instructor-led classes
  • Use QR codes to streamline classroom attendance tracking
  • Manage attendees, multiple class sections, and wait lists
  • Add resources to a class
  • Track virtual attendee participation automatically via integration between Captivate Prime and Connect

These handy tips will be delivered by Dr. Allen Partridge, Head of Evangelism, Digital Learning Solutions, Adobe.

The post Managing Instructor-led training from the Instructor’s perspective appeared first on eLearning.

[Free Webinar!] Convert Classroom Training To Blended Learning Using Your Creativity & Adobe Technology

If you subscribe to the Learning Thursday blog series, you may have figured out from a recent article that I like blended learning.  Which I do!  Blending learning allows us to deliver an experience that is tailored to students’ learning styles and preferences.

I’ll facilitate a free virtual session about blended learning on April 2 at 9AM Pacific.  You can register with our host, eLearning Industry.  The session description is below.

If you just can’t get enough of this topic, come to my keynote session at ATD’s New England Area Conference on March 29.  We’d love to see you!

Convert Classroom Training To Blended Learning Using Your Creativity & Adobe Technology

Blended learning is a common buzz phrase in L&D, and it’s one that deserves attention. Using a blended learning approach means providing course content in a variety of formats – including videos, games, virtual reality (VR) activities, basic documents, and eLearning courses! You may mix and match many delivery formats in order to create a learning environment that is engaging and cost-effective.

Blended learning courses often include classroom or virtual classroom training experiences. But other content is used to augment and enhance the classroom. You may even deliver the same course content in multiple delivery formats so learners can choose how they want to learn. Blended learning gives L&D professionals the flexibility to use every type of course content in order to best serve the learner’s needs.

Katrina Marie Baker, Senior Learning Evangelist at Adobe, will provide food for thought on the following points:

  • Benefits of blended learning as they relate to the learner and organization
  • A cost comparison of 100% instructor-led training (ILT) versus blended learning
  • How to incorporate classroom experiences with other types of course content to engage learners
  • Ways learning technology can add value and make it easier to develop and deliver blended learning
  • Understand how the Fluidic player can help you leverage fully blended courses in your training programs

Group discussion will take place throughout the session.

The post [Free Webinar!] Convert Classroom Training To Blended Learning Using Your Creativity & Adobe Technology appeared first on eLearning.

Learning Thursday #6: Track Classroom Attendance Using a Scan Gun (Includes Video)

Learning Thursday is a blog series that features a new L&D article every other week along with discussion points.  Read and then share your own ideas by commenting below!  Check out the last Learning Thursday here.  The week’s discussion question is: What is your best time saving tip for those new to learning management system administration?  Please comment below.

Important note: If you would like to distribute or republish the ideas or content below, contact me to obtain written permission. This content is taken from a copyrighted book.

Yes, entering training data into your learning management system can be made incredibly easy. And it will cost you less than forty dollars! The idea has been published in both editions of LMS Success and has been used by several of my clients. It predates the QR code feature available in some learning technology platforms, which I’ll also touch on.

Before we get into barcodes though, let’s just acknowledge the popularity of QR codes in the corporate training space. Many instructors add QR codes to their presentations so learners can access supplemental resources on their mobile devices. Some learning technology platforms provide QR codes that a learner can scan to receive credit for completing a course. For example, Adobe Captivate Prime allows learners to mark attendance of classroom sessions using their mobile devices and the Captivate Prime mobile app.

Having learners scan a QR code is probably the most efficient way of marking course completion because the learner is able to do it themselves. However, some companies don’t allow employees to use mobile devices for work purposes. Some employees aren’t allowed to have mobile devices on premise for security reasons. And sometimes you may not want to rely on learners to mark their own classroom attendance.

Several of my clients and employers have faced these situations. So a few years ago, I created a different solution.

Here’s how it works. Let’s say there is a classroom full of learners who have just finished a session. The instructor uses a scan gun to scan learners’ badges into an LMS import spreadsheet, which is later uploaded into the learning management system to update learners’ transcripts. Each learner’s badge contains a barcode that corresponds to their LMS user ID.

You could also create a “barcode cheat sheet” of your learners’ user IDs. That way, you can scan the sheet any time you are entering course completion data. Scanning the barcodes ensures your data is accurate because there’s no chance of mistyping the numbers. And it saves you from manually typing every learner’s user ID into the LMS, or into an import spreadsheet, in order to track attendance.  Every time you scan an ID rather than typing it, you save a couple of seconds. If you work for a large organization with lots of classes and instructors, this idea can save thousands of hours per year. I’m speaking from my own experience.

One final note… you will need a barcode font in order to generate barcodes. I use Code 128 (you can download it here) but you can use any barcode font that works with your scan gun. Also, please note that many scan guns aren’t capable of scanning a type 2D code. A QR code is a type 2D code, so if you are trying to scan QR codes, check the product description before making your purchase. (Here is an example of a scan gun that can read QR codes.)

If you are buying a bunch of scan guns for your organization, I would recommend calling the manufacturer to negotiate a bulk purchase because it has saved me a lot of money in the past. Also, think before purchasing the warranty as it is often more cost effective to simply buy more units.

What is your best time saving tip for those new to learning management system administration?  Please comment below!

Connect with me on Twitter or LinkedIn.  My books are available on Amazon: LMS Success, The LMS Selection Checklist, and Corporate Training Tips & Tricks. The LMS books come with a collection of supplemental resources and a private discussion forum to ask questions.

The post Learning Thursday #6: Track Classroom Attendance Using a Scan Gun (Includes Video) appeared first on eLearning.

Recommended Reading Summary: A Chapter of “Emerging Technologies for the Classroom”

In October, I posted some recommended reading that complemented one of my classes on gamification.  I’ve since started writing chapter summaries (here is the last article) so people can “preview” some of the great books out there and hopefully end up reading them!

Below is this month’s chapter summary.  Google Scholar features most of the chapter for free.  For the full text, here’s a Springer Link, which is free with subscription, or you can purchase the chapter or book.

Chapter 9: “Like, Comment, Share: Collaboration and Civic Engagement Within Social Network Sites,” by Greenhow and Lee, in Emerging Technologies for the Classroom: A Learning Sciences Perspective.

Social media and social networking sites allow individuals and groups to collaborate and learn together.  Social media has a different impact on the learning experience, compared to technology that is often utilized in the learning environment.  Students often use technology in the classroom for independent study or for research purposes.  Social media on the other hand supports research while also encouraging a learning process that is rich with peer to peer interaction.  Teaching and learning practices benefit from the collective knowledge that social technology provides.

Social media practices can facilitate new forms of collaborative knowledge construction.  It encourages civic engagement in broader communities of practice.  And social media can encourage an environment of trust, where individuals share information about themselves and their interests.  Establishing a level of trust within a social group can make the learning process more effective.  And cultivating a professional network can lead to opportunities above and beyond the learning experience.

A social networking site (SNS) is a web-enabled service through which individuals can maintain existing ties and develop new social ties with people outside their network.  Other examples of social media include media-sharing services like YouTube and Flickr, collaborative knowledge development through wikis, and creative works like blogs and microblogging.

There are opportunities to use social networking in both formal and informal learning settings – meaning social networking can be used regardless of whether learning objectives are determined for an experience.  Cultural and technological trends have sharply increased the amount of interest in social media, and access to technology is increasing as well.  Social network sites can bridge the gap between the formal learning environment of the classroom, and informal environments like afterschool programs or communities of practice.  They can also help instructors better understand the interests and backgrounds of their students, making it easier for them to cater to the students as individuals.

Social media can facilitate learning experiences through debate, allowing students to compare their opinions against those of a broader community.  It can also allow students more direct access to communities outside of their familiarity, such as people in other countries or industries.  This access can provide students with context and a better understanding of how the information they are learning applies to the world as a whole.

Students can use social media sites they are familiar with outside of school – Twitter and Facebook for example – to discuss what they are learning and gather information.  Using familiar social media tools may allow students a greater level of comfort during the learning process.  Instructors can also use specialized applications, such as learning management systems, to provide a more structured environment.  Instructors can use students’ activity feeds to monitor levels of engagement and adjust the curriculum accordingly.

The use of social media and social networking sites to facilitate learning aligns with the constructivism approach to learning design.  Students, teachers, and other parties take a flexible role within the social media space, often acting as mentors and mentees within the same setting.  All participants are encouraged to express interests and creativity, and collaborate to reach a collective goal.

Social media supports the exploration of realistic, complex problems because learning is taking place in the real world.  Learners can provide feedback through multiple channels and post questions or comments whenever they feel the need.  Research can be self driven and may incorporate multiple social media platforms if the learning environment allows it.

Using social media to facilitate a learning process comes with obstacles that educators should address in order to ensure the learning experience is successful.  It’s important that social media be applied with intention and vision, if it is meant to facilitate specific learning objectives.  Administrative vision and planning are critical.

Also critical is addressing online privacy and security concerns that relate to student usage.  Students may need to be taught how to responsibly and ethically use social media platforms.  The school culture must be accepting of collaboration and group activities in order for social media usage to be effective.  The evaluative environment in particular should emphasize digital literacies and competencies that align with the use of social media.

Instructors may choose to overcome challenges by partnering with library media specialists who have a greater familiarity with technology integration and information technologies.  It may also be beneficial to involve youth workers and other adults who can assist in extending instruction into the community.  Instructors may need to persuade school administrators to change policies involving social media – or instructors may choose to have students only use technologies outside of school hours.

Instructors may find it useful to prove the effectiveness of social media by collecting data related to learner engagement and the effect on desired outcomes.  Results can be shared with administrators and other parties in order to generate discussion about how a school’s policies and educational approaches should evolve to accommodate changes in technology.

If you need a learning technology platform that encourages social learning, check out Adobe Captivate Prime, which you can try for free.

The post Recommended Reading Summary: A Chapter of “Emerging Technologies for the Classroom” appeared first on eLearning.

Learning Thursday #5: Overcome Your Blended Learning Phobia

Learning Thursday is a blog series that features a new L&D article every other week along with discussion points.  Read and then share your own ideas by commenting below!  Check out the last Learning Thursday here.

I wrote this week’s article for InSync Training’s “50 Modern Blended Learning Blogs” series.  The discussion questions are: What is the biggest hurdle you’ve faced when implementing blended learning?  How did you rise to the challenge?


Blended learning programs can be a beautiful thing. Need to cover a global workforce? Use virtual classrooms to engage learners everywhere. Can’t get employees to leave their desks? Bring learning opportunities to their desks in the form of short videos, quick reference guides, and fun simulations. Mix learning content together to create interactive training programs.

But wait, you say, it’s not that easy. My organization has expectations. 

Your organization may expect learning to take place in person. In their opinion, if there isn’t a person in front of the classroom, teaching with an apple on their desk, it’s not “real” training. Sometimes the perception comes from your learners – other times it’s from your leaders. Either way, it will take time to change your organization’s collective mindset.

You may ask, “Why would you go to the trouble of moving to blended learning?” Because it helps the learner retain the training. It helps you serve your workforce efficiently. And, it helps your organization reach an increasingly tech savvy employee base that expects learning to be as easy to access as Google.

Become the training equivalent of Google. Give your learners options, and they will take advantage of those options.

Start small. If you encounter resistance from the top, don’t start there. Start at the bottom, with one little group of learners.

Converting your learning program is a major change. Resistance to change is driven by fear – often fear of failure, or fear of the unknown. To ensure your organization accepts blended learning, address both fears up front by trying out your program ideas on a small group of learners. Get their feedback and incorporate it into the program. If a course element isn’t effective according to your learners, ask why. Refine instead of removing. Tweak instead of making sweeping changes.

Know that one round of revisions will not be enough. Like any training product, a blended learning campaign is a work in progress.

What happens if something doesn’t work? You take it out. You try something else. Don’t give up.

Like any part of training, blended learning programs require a willingness to add, delete, and refine. Edit before you roll your program. Collect feedback from learners. Refine more.

Is your current program delivered entirely in the classroom? Look for ways to replace small pieces of classroom content with videos, documents, or simulations. In the beginning, spend as little as possible. Use free or affordable content until you build up your organization’s confidence in blended learning.

Other ways to replace small pieces of classroom content include:

  1. Start with the obvious, the easy, and the accessible. How much do YouTube videos cost? Nothing. Add them to your classroom experiences to give the learner variety. Are there quick reference guides or internal communications you can repurpose into learning? Into the LMS they go. Free compliance training from government agencies make perfect, ready-made material.
  2. Look for the little victories. Include activities where learners do research online or do scavenger hunts around the office, before returning to class to share their findings. Rather than accomplishing it all in the classroom, find ways to deliver content in other ways, before and after class. Look for ways to cut material out of classroom training and replace with other resources.
  3. Add mentoring elements to your learning program. Look for existing resources in your organization – supervisors, SMEs, and experienced employees, especially those seeking a promotion. Look for topics in your program that can be reinforced through coaching and one-on-one interactions. Reward those who teach others by making mentoring a line item on job performance reviews.

Sometimes it isn’t the organization as a whole that fears blended learning. It’s the trainers themselves.

“You’re getting rid of my job!” they scream. “Classroom training is what the learners want!” (If all your organization has ever delivered is classroom training… how would learners know that’s what they prefer over everything else?)

It’s natural to fear change. Blended learning necessitates a change in the trainers’ role. Those who only know classroom training will be required to learn new skills, such as e-learning development, LMS administration, and technical editing. Those on your team who see change as exciting will dance. Those who fear technology will hide. But change is real and necessary. Change happens regardless of whether we ask for it. And the change to blended learning is spreading across the entire learning and development industry.

Duncan Welder IV, Director of Client Services for RISC, Inc., shared a personal experience in Corporate Training Tips & Tricks. It is a great example of the new role of the learning professional in this modern approach:

When I was in grad school, we had to complete a group class project.  (This was for instructional video if that places an age on me.)  We produced a recruiting film for the High School for the Human Sciences, a new magnet school for people with an interest in health care professions.  Again, it was student developed and overseen by a professor, but it rendered a final piece for the school that would have normally been a capital expense if it was something they could have done at all.  It’s not a bad idea to reach out to an educational or instructional technology program nearby and see if they can assist.”

Building the acceptance of change starts with your own team. Introduce your team to blended learning elements, and give them time to embrace it. Give them time to become good at it. Remember that trainers are learners too, and they have to be given time to adapt to new responsibilities. Give them time not just to become competent, but confident. Enthusiastic even. Get the buy-in of your immediate team, and let their love of blended learning motivate change in your organization.

What is the biggest hurdle you’ve faced when implementing blended learning?  How did you rise to the challenge?  Comment below.

Try Adobe’s learning management system, Captivate Prime, for free.  Assembling a blended learning catalog has never been easier!

Connect with the author on Twitter or LinkedIn

The post Learning Thursday #5: Overcome Your Blended Learning Phobia appeared first on eLearning.

The Complete Learning Technologist Certificate – Coming to Orlando in February!

I’ve wanted to put together a learning technologist certification for a long, long time. Well, guess who had the same idea – Training Magazine! And they’re making it happen at Training 2019! Learning geeks will unite in Orlando for our three-day learning technology program February 22-24, 2019. You can register here.

  • Day 1: Creation and Authoring Learning Tools, presented by Jeff Batt
  • Day 2: Multimedia Planning, Tools and Gadgets, presented by Nick Floro
  • Day 3: Delivery and Emerging Technologies, presented by yours truly

I’m going to cover a variety of technologies on day three, in addition to discussing how to select and implement educational technology. And I’ll give you some free goodies to take home with you. Take a look at the program descriptions below and consider joining us at Disney’s Coronado Springs Resort!

The Complete Learning Technologist Certificate Program

Whether you are a designer, developer, manager, facilitator, administrator, or executive, you need to understand what learning technologies are capable of today—and what their promise is for tomorrow. Through demos, hands-on experience, checklists, and rubrics, this program goes beyond identifying the latest shiny training tech objects — and helps you become a well-rounded learning technologist who makes the optimal selection, design, and implementation decisions for your organization.

Day 1 Creation and Authoring Learning Tools; Jeff Batt, Head Trainer, Learning Dojo

Authoring tools change quickly and often, so how do you keep up? We’ll begin by examining the overall principles of development (i.e., elements, properties, behavior). Then, using those principles, we’ll begin our exploration of specific authoring tools. You’ll learn:

  • About the basics of course authoring, regardless of what authoring tool you may be using.
  • How development principles apply to current off-the-shelf tools like Adobe Captivate and more.
  • How to make the appropriate selection for authoring tools.
  • How to learn any new authoring tool.

Day 2: Multimedia Planning, Tools and Gadgets; Nick Floro, Learning Architect, Sealworks Interactive Studios

Looking to bring your skills to the next level? On day two, you will learn how to get started building and designing interactive learning. Learn the finer points, practical skills that you can apply, and best practices for delivering engaging learning. You’ll learn about:

  • Architecting your next project with collaborative tools.
  • Sketching a storyboard from paper to PowerPoint.
  • Improving brainstorming and feedback loops.
  • Creating a prototype with Marvel app.
  • Using Explain Everything App to create animated explainers and promos and to provide feedback.
  • Thinking Outside the Box: 5 activities and concepts to add to your next project.
  • Building an interactive chatbot for learning.
  • Strategies for designing for learning and your audience.

Day 3: Delivery and Emerging Technologies; Katrina Marie Baker, Senior Learning Evangelist, Adobe

You’ve spent two days learning how to create engaging training resources. Day three focuses on how to deliver your content using the latest in learning technology and features content from Katrina’s books LMS Success and The LMS Selection Checklist. You will:

  • Define common types of learning technology platforms.
  • Demonstrate how technology can help you engage learners through the use of gamification, mobile learning, social learning, and blended learning elements.
  • Explain how to use reporting and analytics to understand the learner experience.
  • Describe the process to select a new technology platform, including the features and factors you should review with potential vendors.
  • Discuss the process of successfully implementing and maintaining a learning technology platform.
  • Cover best practices that include how to internally market your platform, curate your course catalog and content, and build an effective administrator team.

BONUS! You will walk away with supplemental materials and a free trial of Adobe Captivate Prime.

BYOD:  Please bring a WiFi-enabled laptop with Storyline and Captivate installed (trial versions okay).

The post The Complete Learning Technologist Certificate – Coming to Orlando in February! appeared first on eLearning.

Learning Thursday #2: Project-Based Learning

Earlier this month, I started the Learning Thursday blog series, which features a new learning and development article every other week that has a unique perspective.  I’ll also post some discussion points for those who would like to reflect on the article.  If you’d like to participate, please follow me here on the Adobe eLearning blog and comment on this week’s article:

Krajcik, J., & Blumenfeld, P. (2006). Project-based learning. In R. K. Sawyer (Ed.), Cambridge handbook of the learning sciences (pp. 317–334). New York, NY: Cambridge University Press. Google Scholar

(The Google Scholar link will take you to a free PDF of the article.)

Introductory Paragraph: Any teacher or parent can tell you that many students are bored in school. But many of them tend to assume that boredom is not a problem with the best students, and that if students tried harder or learned better they wouldn’t be bored. In the 1980s and 1990s, education researchers increasingly realized that when students are bored and unengaged, they are less likely to learn (Blumenfeld et al., 1991). Studies of student experience found that almost all students are bored in school, even the ones who score well on standardized tests (Csikszentmihalyi, Rathunde, & Whalen, 1993). By about 1990, it became obvious to education researchers that the problem wasn’t the fault of the students; there was something wrong with the structure of schooling. If we could find a way to engage students in their learning, to restructure the classroom so that students would be motivated to learn, that would be a dramatic change.

After reading the article, please add a comment with your thoughts on one (or all) of these questions:

  1. Can you give an example of a project-based learning experience you’ve had?
  2. What is one topic you would like to deliver using a project-based learning approach?
  3. How can learning technology be used to support project-based learning?

The post Learning Thursday #2: Project-Based Learning appeared first on eLearning.

A Free LMS – Or a 2nd Mortgage?

Free sounds great, but, is it really free or just a myth?

emojipuzzeled face with question marks

Let’s have a look at Moodle:

Moodle is a great open source LMS that known around the world.  It is in use by almost all colleges and universities around the world.  You can modify it to your heart’s content and this is where the issues start to appear for the learning and development professional. While it is totally free to use, it has some major drawbacks that you will have to overcome as listed below:

  • Moodle has a very large learning curve
  • You will need to know how to configure Moodle or hire a specialist to do it for you at an additional cost (can vary from €100 upwards per module)
  • You will have to maintain the Moodle platform or hire an IT person at an additional cost (lowest cost of a fulltime person is circa €23,000)
  • Working with templates can be very complicated
  • You have no support other than the forum & documentation
  • You have to host it on a web server (extra cost)
  • You are fully responsible for ensuring that it is functionally working (extra cost)
  • It lacks the major features of a “paid for” professional LMS
  • Implementing Functionally modules will cost you extra
  • If you have a medium library of courses you may have to spend more on extra web space
  • If you have a lot of learners, your web bandwidth costs may skyrocket
  • If your web hosting site is hacked, you may have to redo your installation and could be blacklisted by the search engines
  • You are responsible for ensuring that your LMS is GDPR compliant

So, as you can see there is quite a lot to think about when you use a so-called free LMS.  If like me and you are a Full-Stack Web Developer, then doing all of the above is a walk in the park.  However, most learning and development managers have only a small amount of knowledge in web development to work with.

A Look at Captivate Prime:

Captivate Prime is a cloud-based solution that you have to pay a monthly subscription for per learner and you must pay for a minimum of ten learners to start the subscription.  Prime Per leaner Cost (as the time of writing this article) is $4/€3.50 per learner.  It promises that starting off you can set up Captivate Prime with a course up and running in ninety minutes or less. As I am using Prime, I can tell you that this claim is true regardless of your previous knowledge of any LMS.  So what do you get with Prime:

  • A Cloud-based LMS that is a turnkey solution
  • Functionality features are part of the service
  • Setup in 90 minutes or less
  • Unlimited storage space
  • Unlimited Bandwidth
  • Upgrades are managed by Prime
  • View on any Device (mobile, tablet, desktop, TV)
  • Adaptive video streaming
  • As your needs and learner base grows, Prime will grow to meet the demand
  • Prime takes care of the Hosting
  • Prime takes care of the platform maintenance
  • Prime takes care of the Platform security
  • Creat sub-LMS for other companies within your organization
  • 24/7 support

I’m using Captivate Primeasan example because I love this cloud-based system, however, there are loads more systems out there that you can check out and take for a test drive.  Remember that you need to test as many systems as possible to ensure that you find what’s right for your business and your budget constraints.

So, if we look at these two systems and identify what the costs would be for each and we will assume that the  learner base is 100 learners:

Moodle Free Cost:

Due to the amount of work you will need to do, to get Moodle looking and operating correctly to support the requirements of your business, you will most likely have to employ an IT person to set up and maintain the system. Depending on how many hours they work may cost you between €11k to €24k per year (for a junior IT person).  Add in the cost of web hosting and extra bandwidth and storage space as you grow and you will also require some extra modules to give the system more functionality, add all of this up and you are probably going to have to spend in the region of €13k to €28k per annum on this free system. Even if you can manage to handle the system yourself from start to finish and without the need to the IT person you could be looking at around €3k to €5k in operating costs. So, free is not looking so great right now!

Totara LMS Costs:

Totara LMS is a basic Moodle setup that has been super pimped up to give it much-needed functionality, that said, Totara still has a very large learning curve and requires an annual subscription that starts at around £3,500 for the basics and if you want to get support, it will cost you £100 per support hour, and you have to buy a minimum of 10 support hours. But, it attracts even most costs to it, as you have to provide your own hosting, worry about attacks, bandwidth usage and storage usage on your web hosting.  With Totara, you will have to pay to have your setup upgraded to a new Major Release of the software as updating only covers minor release updating.

Captivate Prime Cost:

Captivate Primewillcharge you $4/€3.50 per learner per month and you will have to pay for a minimum of ten learners to get started.  There are no hidden costs to worry about or major upgrades and maintenance is a breeze. You can take the 30-day free trial to ensure that it is right for your business.  So, if we look at our 100 learner base, then Captivate Prime will cost your business $400/€350 per month or $4,800/€4,200 per annum to run.

In my opinion, subscription service offering is the best way to go (not just for Captivate Prime), you eliminate all of the headaches, like maintenance, security, bandwidth, hosting etc. You can then get on with what a Learning & Development professional should be doing and not bogged down in unnecessary technical setup and maintenance.

Conclusion

Free systems like Moodle are great, they allow everyone to have an LMS and the software is open source, so you can do with it as you please (note in a subscription service the source code is private and you cannot tamper with, change or give away the product as with opensource software).  While paying for a subscription service might not be what you want to do, you need to step back and see the bigger picture, your cost, time and availability to handle issues that arise ad-hoc.  Not all subscriptions services are the same, as in Totara, you will have to pay a lot for support and upgrading to the next major release.

Check what exactly are you getting for your money? Talk to current clients, ask to see a sample contract and above all make sure that you take the thirty-day test drive, read the forums and the companies social media content to see how customers are being treated. Don’t be afraid to ask in the forums for honest feedback on an LMS.

The post A Free LMS – Or a 2nd Mortgage? appeared first on eLearning.

Successfully Implement Your Learning Management System (Includes Webinar Recording & Slides)

On November 29, I presented a 60 minute session on how to efficiently implement an LMS, based on my experience during 30+ implementations I’ve led or consulted on for clients and former employers.

The full session recording contains links to additional resources, including an implementation task list from from my book, LMS Success.  I also provide links to some of the videos on YouTube channel Learn Tech Collective.  If you’d like to get to know other professionals in e-learning and learning technology, create an account on the Adobe Elearning blog or join the 2,300 members of LinkedIn group Learning Management System (LMS) Administrators.  You may be interested in the Learning Technologist Certification at Training 2019.

After the session, some attendees asked me whether an LMS consultant is necessary when going through an implementation.  My short answer is no, and my full answer is in this post I wrote awhile back. 

If you would like to check out the full session recording, click here.  The description is below.  And here are the slides:

Congratulations! You’ve selected the perfect learning management system (LMS). Now what? Join Katrina Marie Baker in this 60-minute webinar for a lively discussion and some amusing war stories from past implementations. 

Our agenda will cover how to: 

  • Complete your implementation so smoothly that executive leadership is in awe of your project management skills. 
  • Avoid common pitfalls that cause your implementation to stretch out longer than originally expected. 
  • Work effectively with your LMS vendor to determine a timeline, set expectations, and get everything done on time. 
  • Assemble an administrator team that is excited, knowledgeable, and well organized.

Connect with me on Twitter or LinkedIn!

The post Successfully Implement Your Learning Management System (Includes Webinar Recording & Slides) appeared first on eLearning.

Integrate Adobe Connect with Adobe Captivate Prime

Trigger:

Creating content for training programs within Adobe Captivate Prime requires suitable software. Adobe Connect is the default tool that Adobe Captivate Prime is paired with to create a variety of training content. Connect’s capabilities range from general presentations, and training videos, to providing web conferencing, and user desktop sharing in live training sessions.

This article shows you how to configure Adobe Connect with Captivate Prime so that you can create training material for learner consumption.

Procedure:

  1. Login as Administrator and click on settings.
  2. Click on Adobe Connect and click on Configure now.
  3. The Adobe Connect Integration page opens, and you are required to fill in the following details:
    • Your Adobe Connect URL
    • The Adobe Connect Admin Email
    • Connect Admin Login ID (only required if you do not use your email address to login).

Fill in these details and then click on Integrate.

The integration must be verified and approved by the Adobe Captivate Prime team, which may take up to 48 hrs.

Once approved, you will receive a notification email, and you can check the status by re-visiting the page above.

  1. On visiting the Adobe Connect Integration page again, you should see the following on your screen affirming that your Adobe Connect account has been successfully integrated.

Conclusion:

Once Adobe Connect has been successfully integrated, you can create and view content in Adobe Captivate Prime, using Connect. Additionally, the conferencing and screen-sharing aspect allows learners to participate in live virtual classroom sessions, across time zones and geographies.

For further information, please visit the Adobe Helpx section on Adobe Connect integration.

If you require assistance, please do contact captivateprimesupport@adobe.com.

The post Integrate Adobe Connect with Adobe Captivate Prime appeared first on eLearning.