Over the last few years, I have seen an increasing number of the larger organizations I work with coming forward with an urgent need to manage the training of their employees. Here at QuickBase, we’re familiar with that concept as we have our own training needs. With that in mind, it has been really exciting for me to help teams at several different companies with everything from the deployment of corporate accountability and ethics courses, all the way to the management of more in depth on the job certifications. Regardless of your industry, department, or specific content needs, if you are part of a growing company then you too may be seeing an increased need for managing the creation, deployment, and monitoring of internal training.
Within the broad category of training, there are three use cases which I have come across most often, that can be streamlined when using a well thought out QuickBase application.
When people think about using a system to manage their training, typically the first thing they think of is an LMS (Learning Management System). An LMS is typically designed to administrate, track, and deliver educational courses, which is certainly a critical component of any training organization. However, in my experience people tend to forget that the work doesn’t start there. In order for your training to be hosted in an LMS, it first has to be created!
The creation of a strong training course requires coordination between content developers and curriculum owners, and that means that those team members will need to be able to create, view, and edit everything from written text to videos. and even tests. Not only does all of that work need to be developed to a high standard, but it should also be easy to collect feedback so that you can iterate and continuously improve moving forward.
This work can be done ad hoc of course. At many young companies, that’s exactly how things are being done today, but we all know that wouldn’t really be a scalable process, right? So the key to this first use case is to create a system to manage the development of your content, allowing you to use a standardized and scalable process.
This should look a lot like a Project Management application at its core. You’ll want dashboards to help people see what content is being developed; how far along it is; timelines to show the priority of specific training areas’and most importantly you’ll need to actually let your team collaborate. Features such as the QuickBase file attachment field, with its ability to store historical versions of a document, can help to facilitate that work. And of course like any record in QuickBase, we can summarize the relevant information to present a nice and tidy overview to leadership.
The second use case is where an LMS can have real impact. There are many great options on the market for tools that will host and deliver your training to employees. The best of them will feed you all of the relevant statistics, and should also allow you to get access to the underlying data. We have seen customers of ours use QuickBase to help at this stage in a few different ways.
The most common use is to leverage the QuickBase sync feature to grab the data from your LMS and give you the fast and easily customized reporting that you need. This should provide all of the information you need to see who is taking the training, and make sure that their managers know it as well.
Another thing I have seen a few companies do is build their LMS directly on QuickBase—actually presenting their training to employees, and even quizzing them on it, right from a QuickBase application. The big benefit here is that this can be tied right into your Content Development application so you can deliver content as soon as it’s ready, and continue to track the success of that content directly. People are also creating feedback tables so that employees can submit their ideas and suggestions all from within the same application.
Of course any company wants to know that its employees are doing a good job when working through their training, but how do we know if the training itself is good? If employees aren’t retaining the knowledge delivered then it may not necessarily be their fault. Even if you already have systems in place to manage the development and delivery of your content, this last component is how you can track your success as a team.
Feedback through things like NPS scores are a common way to measure user satisfaction, but it may be important to take it a step further. One company I worked with felt that it was important to get a more objective measurement of success, and that meant creating an application to test users on specific content. Using targeted questions with the specific goal of pushing on the most confusing topics, they have been able to see how much was retained. With those statistics in hand, it becomes much easier to see which topics had been delivered in a clear way, and which were still too confusing.
Beyond just identifying areas of weakness, you can also start to pull out insights demographically, helping to see which types of employees might need a little extra help with topics that are less familiar to them. All of this information can be incredibly useful when planning and delivering future content, which in turn should lead to more efficient and effective organizations.
These three use cases may each be quite different when viewed independently, but with a cloud-based platform like QuickBase you will see how they can all be managed together, even when you have other third-party systems involved in the process!
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