Taylor Wright of Drug-Free Business Solutions of Alpharetta, GA,( Atlanta area), http://www.drugfreebiz.com/ gave a great presentation of a learning content management solution based on the Drupal CMS.
The 45 minute session was recorded.
The recording is available at
In an LMS implementation, there is a desire to start testing content early.
If the LMS is in the process of being configured, it is very disruptive to the process to have content producers uploading content and testing it.
In fact, these problems can occur:
A good solution for this is to allow the course developers to use scorm.com’s SCORM Cloud service to test SCORM content delivery.
The courses could be created as SCORM courses and uploaded to the SCORM Cloud which is free for small amounts of storage.
A temporary course catalogue could be created using WordPress.
The preliminary catalog structure could be created easily in WordPress.
Each course entry would have a link to the SCORM Cloud course.
a course delivery mechanism (SCORM Cloud) and
a flexible course catalog (WordPress)
Since the SCORM Cloud is a reference site for SCORM testing, you should be pretty sure that any course that runs on the SCORM cloud will run in the LMS when it is ready to accept content.
The free version of SCORM Cloud has some restriction on storage use and 10 active users are permitted.
But for testing this should be fine.
Artifact is pleased to announce that ADTransform version 1.0 is available.
The Artifact Data Transformer (ADTransform) is a data connector for ETVL applications.
It reads or extracts data, transforms it, validates the resulting data streams and outputs the data streams.
It has a plugin architecture that is dynamically configured so that any combination of modules can be configured into it to perform many different types of data manipulations.
The 1.0 release includes the plug-ins and configurations required to support Saba Enterprise Cloud 7.x data integration projects.
This provides transformation and validation of CSV and Excel exports from HRIS system to formats that can be imported into Saba SEC 7.x.
Version 1.0 is the first release that is based on the new flexible plug-in architecture that uses sequences of single purpose plug-ins to perform complex data manipulation.
Version 1.0 includes the following new features:
- integration with JasperReports so that reports can be produced from data streams processed through ADTransform
- branch and call flow control that provides the ability to set up multiple paths within the workflow based on the results of decision plug-ins
- wait and halt control that allows ADTransform to act as a background service that periodically performs a workflow
- simple and consistent way to specify plug-in configurations
- documentation for the plug-ins that allows clients to program their own workflows
For more information, please viisit our ADTransform web site
300 St-Sacrement, suite 223
Montreal H2Y 1X4
In a recent eLearning forum post, a forum member asked about how to make better use of audio in their courses.
They were simply narrating all of the on-screen text and this was annoying the students since their ability to read and the rate of narration did not match.
One alternative that they were considering was to eliminate the audio.
The prompted the following response by our Pesident.
“Audio Is as important as speaking is in a classroom.
If you had a classroon teacher who was mute and just wrote the lesson on the screen, you would have a lot of dissatisfaction.
Imagine if you have an instructor that just reads the textbook along with the students. Not a happy group.
The audio and on-screen activities need to reinforce each other, not duplicate each other.
They both have to be engaging in their own way, to make a course that is engaging, enlightening and effective.
We do a lot of technical training courses where the material is very dry. How much fun can compressor operation or steam trap troubleshooting be?
The audio and on-screen material has to be accurate and presented in an engaging way.
We recently had a real challenge where we needed to make an engaging course for medical device salespeople about compliance with company procedures. Since the salespeople did not have headsets or private offices so we could not use audio. We had to develop cartoon characters who could present various real-world situations in an engaging and yet effective way.”
We have done lots of Moodle sites that were implemented in a few days to get a course or set of courses available. I do not really consider these LMS implementations, they were really just content delivery platforms. Very few of these had 3 years of active use and it would not have made a bit of difference if we had used any one of a dozen common “LMS” system.
If someone has this type of situation and does not know what to do, ask a friend who has done it and is happy. Just do what they did and you will probably be happy too.
In our current customer focus, an LMS is an integral part of their human resource infrastructure. It is fed daily from the HRIS system. The manager’s use the dashboard to manage their staff’s status regarding certification which may impact the tasks that they are allowed to perform.
Frequently, certifications are versioned to meet the requirements of their customers or a regulator. Their training records are subject to audit by regulators and customers which means the training records have to be secure from tampering and provide adequate history. Losing training history or having the possibilty of training records being altered is not an option.
L&D is an essential part of their marketing and operational infrastructure.
They are building and purchasing hundreds of courses and developing extensive curricula. They are developing competency frameworks that tie to job descriptions, learning plans and certifications.
They are using mobile or planning to use mobile soon.
They will eventually add Talent Management, Social Networking and Assessment.
We’ve all heard about the Social Web? Right? Facebook, Twitter, etc.
What about Enterprise Social Learning?
Over the last few years (since 2009 in fact), we’ve seen the emergence of a new enterprise paradigm that help organisations better navigate the training conundrum, a shift away from the traditional “Formal E-Learning” focus that makes them more agile through the use of on-the-job training and collaboration: social learning.
Here’s a primer on some differences between what we call “Social Learning” and “Formal E-Learning”. Note that both approaches are valid and can only add to better learning outcomes when used together.
Social Learning (informal learning)
Learning can only take place in a formal and controlled setting
Learning is definitely not an on-the-job activity.
Learning is tightly integrated within work through productivity tools, performance support, etc.
Learning and knowledge base are just a click away from desktop.
Content is developed in a closed pedagogical loop (courses)
Knowledge is stored in extensive databases
Content is SOCIAL: open conversations, collaboration, sharing, mentorship
On-the-job performance is supported by short bite-sized helpful content: online videos, pdf, etc.
Competencies and skills are tested and assessed through formal testing
Competencies and skills are tested and assessed on a job performance basis
HR decides when courses are to be held and when they are available
Stakeholders are encouraged to become autonomous and in charge of their learning efforts
Learning is an end in itself
Command and control
Learning is a continuous process to optimize performance
Motivate and engage
THE BENEFITS OF UNIFIED LEARNING
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