Psychometric Analysis: How Can it Benefit Your Company?

Posted on 23rd November 2021 | by Michael Parker | Leave a Comment

Psychometric Analysis: What is it and How Can it Benefit Your Company?

psychometric analysis for your business

Psychometric Analysis involves the understanding that nobody is perfect. Far from it.

Primarily, we all have solid spots, and we all have weak spots.

No business model supports a system in which one person does everything, and the company will be successful.

Various data shows that a business in which one or two people are doing everything is counterproductive.

Why is that?

Efficient or Inefficient Resource Allocation?

Imagine I told you that I am a web designer and was working to build my own company.

Designing and creating a landing email webpage that would take me 3 hours to complete.

In the meantime, however, I am not a copywriter.

Writing and editing my content would take me more than 5 hours for the same landing page.

Moreover, I know that at this point, the question is not so much about the personal capabilities of every single employee and employer.

For many, it is a question of resources. However, along with the resources, there comes the point when you have to know that you are allocating them efficiently and the end product is highly productive.

Psychometric Analysis

What if I told you that there is a method to examine the best skill of your workers?

Do you think that there’s an analytical tool to understand the tasks in which a person would be 100% productive?

What if you found a way to optimize your business and recruit people by efficiently allocating the resources while at the same time getting the maximum outcome from everyone.

Well, P2L is here today to let you know about that tool.

I am pretty sure that you have heard about this tool, but it is pretty rare in the business context.

Personal Psychometric Analysis

Psychometrics is a section of studies included in the field of psychology.

According to the Mettl Glossary, “Psychometric analysis is the structured process to measure psychometric attributes of an individual by thoroughly analyzing the test data. Ensuring the quality of the test used meets the standards. Psychometric analysis studies both the items of the test as well the responses to ensure the sanctity of the test.”

The most common example is a psychometrical analysis for their inherent skills of interest and motivation.

Interest tests, tests in areas of motivation, aptitude, knowledge, and skill orientation, are amongst the most common ones in the business field for the youth.

Besides we are talking about a particular company. Your company.

Let’s be honest here.

You know the interests of your workers. Their motivations. Their skill orientation. You don’t need this kind of tool, or do you?

Business Psychometric Analysis

Psychometric analysis isn’t limited to the tests oriented around the skills of the young workers as entrepreneurs.

They are oriented around people in the whole business world. And your business, in particular.

Furthermore, personal development and aptitude tests will examine the team-building potential of a worker or a possible worker for your company.

Other personalized examinations will be capable of psychological testing skills, attitude, and knowledge to show you the worker’s achievement potential.

Let’s be even more specific. Popular aptitude tests include the Modern Language Aptitude Test (MLAT), the Peabody Picture Vocabulary Test (PPVT), and the Princeton Review Career Quiz (PRCQ).

These are tests that benefit you when hiring people with excellent skills verbal, numeric, or mechanical reasoning, language skills, work sampling, and other traits.

Critical Evaluation

I don’t think you’d like to have a person who’s strength is in communication and language skills, working with the numbers of SEO analysis, even though it’s a part of their job role.

In the same way, I doubt that a person who is always thinking mechanically would be suitable as your lead PR communicator.

Having a business means constantly building around your profile, your team and your people.

Constantly making sales means that you are constantly getting money, and you reinvest this money to acquire more resources.

One of the significant truths you have to understand is that all of these efforts will be for not if you have an impersonal system that sees every employee as a number, and not as a human being with strengths and weaknesses.

Not only is that not a good business profile, but it contributes to a counterproductive approach for your company.

HR Learning Management Systems

Posted on 18th November 2021 | by Michael Parker | Leave a Comment

HR Learning Management system

HR learning management system (LMS) is an automated system that training firms use to record, track, and monitor training activity. Learners can use a learning management system and other associated tools to access formal, informal, and collaborative learning content.

HR is responsible for everything from managing a set of individuals, procedures, and technologies. Furthermore, they are also accountable to collect, manage and report on a wide range of information. Integration between HR-related systems has long been a source of frustration for businesses, and the requirement for more integrated operations and HR analytics is exacerbating the problem.

Learning Management Systems have progressed from earlier systems to include features like the course and student monitoring, resource management, exams, and completion rates, among others.

The integration landscape has changed dramatically as many of these technologies have moved to the cloud. Many firms’ learning, recruitment, and performance management systems are already in the cloud.

Some of the key benefits of incorporating a Learning Management system are

Allocates Resources Efficiently

The allocation of human resources becomes more efficient when a corporation connects its LMS with its HR system. Instead of the tedious effort of inputting data into many platforms or cross-referencing data, your employees can focus on other responsibilities with LMS integration. New data is entered, cross-referenced with existing data, and then the system can provide training to empower and improve new personnel.

Identifies Potential Breakthroughs and Trends

Integration of your LMS with your HR software or system reveals trends, demographic patterns, learning behaviour, and other data that can lead to new ideas, breakthroughs, and other insights that can be translated into practical plans and goals. The integration allows different departments within a company to work together in a smooth manner. When the HR system is integrated with the LMS, it’s simple to collaborate, track, and document progress.

Removes—or Minimizes The Dangers Of Incorrect Data Entry

When your employees have to manually enter everything, inaccuracy is unavoidable. Take a basic example: phone number integration with email makes it easier for individuals to back up their phone numbers with their emails. Consider having to manually enter each phone number from your phone into your Gmail contacts. It’s exhausting, and there’s a good possibility you’ll make a mistake. The inaccuracy grows in proportion to the size of the data. Data optimization is a requirement in every business system. You’ll overlook important measurements and trends that could lead to business breakthroughs if you don’t optimize your data.

Statistics for Online Learning Platforms

Big data may be accessed and turned into useful reports using an LMS connection. This functionality is especially significant for online learning platforms because the system will be able to suggest required courses based on the trainee’s résumé and the employer’s job description. With the pool of resources at their disposal, everyone may make informed decisions that will benefit the individual, the firm, and all parties involved in the organization’s success.

LMS integration with HR can also aid in identifying flaws in your staffing system, allowing HR to more easily target the sort of employee required to fill active and passive roles. The integration makes the task simpler, more personalized, and more enjoyable to complete.

The decision to integrate the LMS with the existing HR system is critical for any firm. It boosts employee morale, automates hiring and training processes, uncovers patterns and human resource flaws, boosts profitability, eliminates data redundancy, and ensures that each member of the organization is working in a job that produces the best outcomes.

Our cloud learning platform is ranked number 2 by TrainingIndustry.com. See how P2L can help you inspire your top talent. Talk to an expert today! Contact us

Business Communication Styles Assessment

Posted on 16th November 2021 | by Michael Parker | Leave a Comment

puzzle to fit right

Everyone has their method of communication, and people may switch between styles based on the situation, audience and experience. Nonetheless, we all have communication styles that come naturally to us. Recognizing the underlying differences between diverse communication styles will enable you to effectively communicate with anyone, regardless of their — or your — intuitive type.

P2L’s Business communication styles assessment will give you an idea of your leading communication style and four major styles, under which you can categorize the majority of speakers, knowing their strengths and challenges they face you can adapt the style as required to communicate effectively. Each type of Business communication style has distinct characteristics that set it apart from the others.

Let’s look at the differences between these approaches and the style they might find challenging to deal with :

TRANSCENDERS

Description

Your question is usually “What?”. You value results, doing and achieving. You know your objectives. You are down-to-earth, direct and decisive. You are energetic and make quick decisions.

Strengths

As a Transcender, you get along best with other Transcenders outside of work. But you may argue frequently with Transcenders at work, but usually over the best way to do things and without emotion.

You get along well with Systematicians because they are “How?” people, who are focused on accuracy and facts.

Challenges

Strategists and Socializers are more difficult for you to work with, because they both like lengthy discussions, and are much more concerned about the importance of ideas and relationships than you are.

STRATEGISTS

Description

Your question is usually “WHY?”. You value innovation, ideas and theories. You know your master plan. You are imaginative, charismatic, proactive, creative but sometimes unrealistic.

Strengths

As a Strategist, you get along with other Strategists because they are too passionate about their ideas and the possibilities of improving the world. You get along well with Socializers because they are “Who?” people, and are always ready to share stories and have a lengthy conversation.

Challenges

Transcenders and Systematicians are more difficult for you to work with because they both focus on brevity and are either too heavily focused on the results (the What) or the details of “How?” which are not as interesting to you as the “Why?”

SOCIALIZERS

Description

Your usual question is “Who?” You value people, teamwork, cooperation, feelings and beliefs. You know relationships. You are empathetic, warm, perceptive and sensitive.

Strengths

As a Socializer, you get along with other Socializers, especially and can discuss common friends at length. You also get along with Strategists or “Why?” people who are passionate about their ideas and happy to discuss them with you.

Challenges

Transcenders and Systematicians are more difficult for you to work with because they both focus on brevity and are either too heavily focused on the results ( the What) or the details of ” How?” which are not as interesting to you as the ” Who?”, or the people involved.

SYSTEMATICIANS

Description

Your question is “How?”

You value facts, procedures, organization, analysis, proof and details. You know your methodology. You are Patient, factual, systematic, wordy and unemotional.

Strengths

As a Systematician, you get along very well with other Systematicians especially if their logic and observations match with yours. You also get along with Transcenders or “What?” people and appreciate their brevity and focus on results.

Challenges

Strategists and Socializers are more difficult for you to work with because they both engage in dialogue that strays from the topic or are too focused on their feelings and relationships rather than how the job should be done.

Effective workplace communication is critical because it not only helps you achieve your daily objectives but also has a big impact on your career. The business communication styles of both you and your colleague are crucial to a successful partnership.

Understanding your particular communication style will assist you in communicating more successfully, as well as being heard and listened to. The term “communication” covers a wide range of topics. It includes topics like goal clarity, strategy clarity, transparency, engaging and influencing others, persuading others, bargaining, articulating ideas, and so on.

P2L encourages you to take this assessment, to know your business communication style and adapt it in your conversation with your colleagues, clients and stakeholders, by identifying theirs.

Are you an (unconsciously) biased employer?

Posted on 11th November 2021 | by Michael Parker | Leave a Comment

graphic of employers unconsciously biased

What is Unconscious Bias?

Unconscious bias refers to attitudes or prejudices that influence our perspectives, actions, and ability to make decisions. The scientific evidence is compelling in this area. It reveals how unconscious bias is activated automatically and influences how we think daily. It also has an impact on hiring and assessment processes, as well as contributing to a lack of diversity in the workforce.

Everyone is biased, yet the phrase bias makes some individuals feel as if they’re being slandered. So, while you’re reading this blog, I’d like to put your mind at ease. I’d like to invite you to be open to new ideas if you’ve come here because you’re curious about the title you just read.

Why unconscious bias matters to business?

Every decision made regarding a person costs us and the firm money, from the time we’re employed until the time we’re promoted, passed over, fired, or quit and when we make a bad mistake, we rush to the nearest online employment evaluation site to leave a negative review.

When you factor in the prejudice that occurs throughout the writing of the job description, the start of recruiting, the conduct of interviews, the making of hiring decisions, and the consideration of promotions, the issue becomes even more complicated.

Bias has a big impact on our careers, even if each bias is small. The consequences are serious and multiplying. And, while we continue to raise awareness about unconscious prejudice, we must remember that candidates are beginning to evaluate job offers based on a company’s reputation and diversity management.

The impact of bias

It’s natural to look for coworkers with whom we have something in common when we’re at work. Perhaps we grew up in the same town, have children who are friends in common, attended the same school, or have friendships or networks.

While it’s natural to want to share things in common, it’s critical that we don’t let our familiarity influence our decisions. Unconscious bias occurs when people make judgements based on preference or similar background. Employees leave the organization when they see others promoted based on relationships rather than merit. Employee turnover caused by unconscious bias is a costly blunder.

Turnover is expected to cost businesses $22,000 per employee. That is a substantial sum. Worse, some sources estimate the cost of replacing an employee earning $100,000 or more per year to be significantly greater. On the other hand, training and development to make your staff aware of unconscious bias costs a fraction of that, at only $1200 per employee.

So, why not use training to re-engage your employees? It’s a lot less expensive and better for employee morale. What if we invest in training and development for our employees and they leave? What happens if we don’t and they stay, is the response.

Have you ever worked somewhere where there was unconscious bias, a lack of diversity, or inequality? How was it dealt with? What ideas would you offer to make your workplace a better place to work? Because we can both be victims and perpetrators of unconscious bias, the impact of bias is complicated. However, if we commit to remain vigilant, we can begin to have a good impact.

So, what are we going to do with all of this new information?

Understanding and combating your own personal, unconscious bias is the first step toward leading and being a member of an inclusive team. Learners will develop critical self-awareness by identifying potential blind bias, learn practical, easy-to-apply bias-fighting tools, and construct an action plan to maintain bias awareness across the business in this programme. I hope you liked learning about this unusual subject and found it useful. It doesn’t have to be difficult to address unconscious prejudice and diversity challenges. And by working together, we can improve the lives and livelihoods of many more people. To learn more about this training programme contact P2L.

Who Needs A Coach Anyways

Posted on 10th November 2021 | by Michael Parker | Leave a Comment

Who Needs A Coach Anyways

coach

P2L might be your own ‘coach’ in the form of a company that has developed courses and theories about people having the ability to stay at home and to learn what matters to them.

However, when it comes to the controversial question of who needs a coach, it’s pretty important to take your career into account, with respect to your own experiences, your knowledge, and your ability to adapt and evolve.

Business Coaches

Firstly, I like coaches.

However, the question is based on your perspective.

Reading through the question, one might think that this would be based on years and years of experience in the business world. From someone who could be independent and have the capacity to work on their craft without a coach.

At the same time, different thinking applies when it comes to reading the question between the lines with the understanding that there might be some irony in the question.

The false and inaccurate assumption is that often heard these days: that you don’t need school, or someone as your daily coach in life, to achieve whatever you want on your own.

But let me tell you, the business world is different than the world of populist theory.

Coaches – P2L Perspective

Regardless of the fact that this particular question of coaching can be viewed from two different perspectives, the answer to each perspective is the same.

The analysis that P2L strives for, in accordance with the impact that we want to achieve, isn’t based on a one-sided approach. It’s based on a well-rounded consideration of the facts and the data.

Therefore, this text takes both sides into consideration and serves to provide the best answer for each of them. The answer is based on values and foundational learning knowledge.

Always keep in mind that the purpose of our company is making you better, by skills transfer, to improve your business portfolio and your career.

Who Needs a Coach Anyway? — Literal Question

When it comes to this being a literal question, this sparks a different type of discussion. It’s based on personal values in combination with the experiences and the knowledge of the individual.

You may find business people who have been in business for ten years searching for a business coach. They have acquired various diplomas, completed multiple courses online, and have developed a company or created it from scratch. There are a few things that a coach would say that they would be unaware of. And yet they would seek out the advice of a coach to help them get to the next level of business. What got them here, to their current level will not get them there – to where they want to be. Therefore, they need a coach to help them make it happen.

This is not only due to their experience or lack of experience.

It’s also because, throughout all these years of work, successes, and failures, they know what the necessary skills are to reach a business their size, but will need new skills to scale the business to an even larger organization.

Who Needs a Coach Anyway? — Ironically

To be honest with you, not my favorite conversation to have.

Don’t get me wrong, having the ability and the passion to be dedicated to something with the ambition of always finding a way to learn things on your own and advance by yourself is awesome.

What’s not awesome, however, is thinking that you know everything there is to know about running your business, and being unaware of the work that coaches do, and how they can help you.

It’s one thing to be knowledgeable about what you cannot do, and being self-aware, and to persevere enough to learn on your own and, if needed, to hire a coach. But it’s another thing to adopt a closed mindset that there is nothing more to learn, or to make the assumption that you know more about growing a business than coaches who have been doing that for their entire careers.

In the same tone, I would caution individuals who are just getting started in business from thinking that they can be as successful as Grant Cardone or Tony Robbins in their first 2 years.

Having set an unrealistic goal, they will be putting themselves in a position of over-working, without a specific goal or a specific direction for their business.

Not only would this approach lead to unrealistic ambitions and wrong assumptions, but a good coach would help steer them toward an achievable objective, with reasonable results while teaching that individual how to conduct their business properly.

Concluding Remarks

It’s a troubling business world we live in. Success doesn’t only come from 15-20 hours of working every single day.

Success comes from working hard, but it also comes from applying the values and techniques, which will help you work smart, and be more efficient.

This applies to every aspect of life. What does having a PhD at 25 mean, if you don’t know how to apply it?

All the degrees in the world want help you, unless you have a clear vision of the future, and you learn to leverage the resources at your disposal to grow and improve. And that starts with finding a good coach and being humble enough to listen to them, and follow their advice.

Games for Office Engagement and Motivation – P2L Recommends

Posted on 8th November 2021 | by Michael Parker | Leave a Comment

Games for Office Engagement and Motivation – P2L Recommends

games-chess-business

P2L is one of the only businesses in the eLearning industry that combines games and modern teaching methodologies, and is actively developing gamification practices to work more enjoyable and engaging.

Numerous articles underline the importance of gamification theory. It is crucial to study and experience how such an everyday and enjoyable practice helps workers get engaged. It also contributes to building better leaders for the workplace of tomorrow.

Nonetheless, there are many cases where people have a general idea about the cruciality of the gamification eLearning process. And yet, they aren’t really aware of the specifics.

Therefore, P2L is here today to let you know some game theories and theme-based recommendations from our business, which will help you apply the same rules in your company and witness better results that you have ever seen.

Wisdom Games

Please, pay close attention to this aspect of gamification theory.

Wisdom games aren’t about showcasing that some employers are more intelligent than others (because that’s not the point).

It’s more about showing people that they are constantly learning even through a fun gaming process on a Thursday or a Friday afternoon. They will always hear something new that they’ll have to keep in mind.

Examples of such games would be Checkers (we would advise the Chinese game), Heads-Up, Risk, etc.

Action Games

Let’s be honest at this particular point of the article. Your company’s people don’t want to feel like it’s another day at the office, especially when it’s time for the games to take place.

After being an intern and a worker myself for a long, long time, I’d suggest that the managers and the organizers would have to make the gamification day similar to a boarding night with some friends.

Long story short. Twister.

It might sound funny for people at an office to start stretching their legs and bringing their hands over another co-worker. At the same time, they have another person’s foot below their belly.

And yet, they will test natural endurance and their shape-making abilities. They will get a decisive break from the usual ‘9-to-5 in-front of a computer’ type of shift, and a lot of fun and laughs are guaranteed.

And yes, it’s groundbreaking; it’s innovative, it sounds crazy. But only the businesses that have this type of craziness are actually the ones that are different from the masses.

Strategic Games

Chess.

The Healthline website states that “Skilled chess players learn to anticipate an opponent’s next moves. To predict what another person will do next, a player must develop the ability to adopt another person’s perspective and infer what action they are likely to take. Behavioral scientists call this ability to see from another viewpoint the “theory of mind.”

It’s an ability that is essential to exercising empathy and building healthy social relationships. A 2019 study found that chess develops this perspective-taking ability in children who practice the game.”

Don’t you want your workers to compete with each other, have fun and at the same time sharpen their mental capacities?

If not, that’s great. But if you are someone who likes seeing people learning and having fun simultaneously, chess is a perfect strategy. Making a league for the workers who would like to participate would also be beneficial for developing mentalities of putting effort even in such little things.

Monopoly

You can call me biased all you want. I really don’t care. The fact that I have been playing this game since I was 6 doesn’t change my opinion.

I would have the same point of view even if I started playing this game yesterday.

From a business perspective, this is the best game that has ever been created in the history of the world. Amen!

You are more than invited to disagree, but the reality is that there’s only one game that teaches you the actual reality of business. How to handle money, make important financial or social decisions, communicate and make deals with counterparts.

Does this remind you of something? Because for me, this is the perfect depiction of the business world, which is the world that everyone lives in today; regardless of whether you chose it, or not.

Concluding remarks

There are two types of people in the business world.

The first one is the guy that is hungry for more. More work done, more money, and more clients. This is the same manager who thinks that gamification theory is just a crock that is being sold in the virtual world by certain companies who are out to make some money. He will believe that gamification will hinder growth. If the employees aren’t working 168 hours a week, this is a significant loss.

The second one is the guy that is hungry, but is patient at the same time. He wants more. More work done, more money, and more clients, but in the meantime, he is fully aware of the factoring in productivity. This is a factor that is strongly connected to the well-being of the company.

People want to work and have fun simultaneously, and squeezing a period for games in the schedule isn’t such a big deal. Still, it’s also crucial for increasing productivity in the overall business.

Mandatory Training in Ontario, Canada

Posted on 5th November 2021 | by Michael Parker | Leave a Comment

Mandatory Training in Ontario, Canada

group of people attending a lecture

To comply with federal and provincial rules, Ontario workplaces must complete certain training requirements. Almost every employer in Ontario is required to provide training to every employee in these four areas which is considered mandatory, despite the fact that each organization’s training needs are unique. The training is directed to raise general awareness about rights and responsibilities.

Here’s a rundown of Ontario’s essential training requirements :

Accessibility for Ontarians with Disabilities Act (AODA) training

Who is it for?

The Accessibility for Ontarians with Disabilities Act (AODA) was passed by the Ontario Public Service in 2005, making AODA training mandatory for all companies and workers in the province.

With the passage of this Act, Ontario became the first province to take steps to improve accessibility for people with disabilities. In Ontario, AODA training has been compulsory for over a decade. Some businesses and employees, on the other hand, are still unfamiliar with the phrases accessibility and disability. Many organizations also fail to provide AODA training to their employees and/or volunteers.

You will need this training if :

You are a Volunteer
Are you an existing or new employee?
On behalf of your organization, provide goods, services, or facilities.
Create policies for a company (e.g., board member)
Make adjustments to your company’s accessibility rules.
Are you a current employee who wants to start a new job?

Ensure that your employees are familiar with the AODA. It is not only the law, but it also delivers numerous benefits to your company and employees. When working with people with disabilities, AODA training provides workers with information, skills, and confidence. Contact us to enroll in this course.

(WHMIS)Workplace Hazardous Materials Information System Training,

The Workplace Hazardous Materials Information System (WHMIS) is a set of legislation enacted in 1988 that are designed to prevent occupational injuries and illnesses by providing employers and employees with information about hazardous items or substances to which they may be exposed at work

Except for farms, the WHMIS regulation in Ontario applies to all workplaces.

Hazardous product information must be presented in one of three ways under WHMIS:

Safety data sheets, in addition to the label, on hazardous product containers.
Detailed hazard and precautionary information;&
Worker education programmes

WHMIS, now known as WHMIS 2015, has been modified to:

Adopt new international criteria for identifying and providing information and safety data sheets on hazardous workplace substances
Physical hazards and health hazards are the two broad hazard categories for hazardous products.
To match hazard classes and make them easier to grasp, alter the information on labels to incorporate pictograms instead of symbols.the format of safety data sheets should be updated
To comply with federal WHMIS legislation, change the term “restricted items” to “hazardous products.”
Convey information in a uniform manner across all safety data sheets, regardless of source, and ensure that workers and emergency personnel have access to the information they need.

If you require assistance creating compliance labels and safety data sheets, the Canadian Centre for Occupational Health and Safety(CCOHS) offers the CANWrite system.

Employers must guarantee that personnel are properly taught before using hazardous materials.

If a product is new to the workplace or has just been identified as a hazardous product, the type and amount of training required will vary.

Health & Safety Awareness Training

Employers in Ontario must ensure that all employees and managers have completed a basic occupational health and safety awareness training programme by July 1, 2014. The new legislation, which is the first of its type in North America, requires all workers to receive basic safety awareness training.

In Ontario, it is the obligation of every employer to give workers the information and training they need to do their jobs safely. Our course aids companies in meeting this requirement by informing employees about their rights and obligations under the Occupational Health and Safety Act, as well as the importance of workplace safety.

Participants will be able to do the following by the end of the course:

Determine the role of the worker in terms of health and safety.
Discuss the employer’s, worker’s, and supervisor’s roles and responsibilities.
Determine the health and safety representatives and JHSC members’ roles.
Talk about the rights of workers (know, refuse, and participate)
Recognize the most prevalent workplace dangers
Make a list of tactics for avoiding dangers.
Examine the significance of personal protective equipment (PPE) (PPE)
Indicate where more information on dangers can be obtained.
Work within the framework of the Internal Responsibility System (IRS)
Participate in the safety process.
Determine how to act as a role model.
Talk about your right to refuse dangerous work.
Understand where you can get health and safety information.

Who should complete this course?

Workers who fall under the criteria of a worker as defined by the Occupational Health and Safety Act.

Contact p2l for more information on this training.

Workplace Violence and Harassment Training

Workplace violence and harassment may be extremely harmful to both employees and the workplace environment. It can have an impact on workplace communication, productivity, morale, and overall well-being.

Employers must establish, implement, and maintain policies and programmes regulating workplace violence and harassment under the Occupational Health and Safety Act (OHSA) (WVH). This course was created to provide participants with more than just legal knowledge; it will also provide them with a deeper understanding of the various factors involved in managing a Workplace Violence and Harassment Policy and Program.

Participants will be able to do the following by the end of the course:

Determine new obligations as a result of Bill 132.
Discuss the definitions that apply.
Determine the variables that lead to violence and harassment.
Determine the origins of violence and harassment.
Dissect the meaning of sexual harassment.
Discuss what constitutes sexual harassment.
Determine the legal standards for workplace violence and harassment.

To keep their employees safe, most organizations will need to give job-specific training. Meeting training standards can aid in the prevention of discrimination, injury, and harassment in your workplace. Maintaining compliance with training regulations can also assist your company to avoid penalties and litigation. P2L is a well-known e-learning platform that can provide you with training on these mandatory courses. Contact us to know more about mandatory training in Ontario.

Socrates’ Influence on eLearning Methodology

Posted on 2nd November 2021 | by Michael Parker | Leave a Comment

Socrates and eLearning.

Philosophy and Technological Education.

Ancient and Modern world.

One of the best initiatives that has ever been undertaken by P2L and is actually the highest purpose for bringing two different worlds together. Raising awareness about issues that affect us on the global, local, or even personal level.

The one-sided approach to education ends with P2L. As a writer, learner, and, most importantly, human being, I am a part of that remarkable transformation.

From the introduction, I hope it’s clear that this isn’t the usual blog article. This isn’t a blog post you will read and think, “Oh, what a waste of time that was.”

And don’t get me wrong, that’s not due to my writing abilities, even though I really hope that helps.

That’s because this is a groundbreaking theme. But without further ado, let’s get to our topic.

Socrates – Pursuit of Truth

Socrates, above all else, was an engaging personality. Yes, he was a philosopher. Yes, he was famous. I also get that he is a historical figure.

But Plato actually gives us the account that Socrates is someone who will challenge you until the end of time. His ability to argue about his beliefs was impeccable.

It didn’t matter who it was that engaged in dialogue with him. Everyone was seen in the same way by Socrates.

Everyone was seen as a person who is far away from the actual good. Far away from the truth.

Socrates – Argumentation

Socrates was there to lead them to the truth, even if that meant that everyone was frustrated with him, wanted to punch him in the mouth, and even ostracise him from the city.

His speech, the power of his argument, and most importantly, the administration of justice in his soul was too much for his enemies. They managed to kill him, but his soul managed to stay alive, and his spirit will probably survive until the end of time.

Socrates was the man that would play on a team, lose the basketball game by 50 points, and then convince everyone on the court that his team won.

And they would believe him because he would construct an argument to which there could be no counterargument.

Nonetheless, it wasn’t always a smooth process for Socrates.

He wasn’t always the man everybody feared because he could beat them with polite words and powerful arguments.

Socrates – Values

Socrates started as a learner. In the same way that everyone starts, either in the self-paced web platform of e-Learning, or at a university with professors and students constantly practicing their work as individual philosophers or individual rhetoricians.

Don’t get me wrong; there’s a strong connection between the two here, and it’s crucial to identify it.

The connection has to do with three essential values: Discipline, Humbleness, and Curiosity.

Discipline

Socrates had the discipline to state that he didn’t know everything. He knew that, sometimes, he lacked significant knowledge.

Even if it’s an e-learning process, being on your high-horse or even humble-bragging about the things you have or are on track to achieve is actually an anti-Platonic value.

Humility

Humbleness is the second value that isn’t focused on discipline, but about challenging others and even challenging your inner soul.

Only humbleness comes with challenging yourself and also challenging others but pay attention. Even in the modern-day process of challenging education and learning, you will have to do that with respect and humility.

This is the only way it will work for your interest and the other person’s benefit. If the challenge comes from a place of arrogance, it won’t be deliberative, and it will not be Socratic in any shape or form.

Curiosity

The last value is curiosity.

When it comes to deliberative learning, interest won’t kill the cat, but will make it a more intelligent animal. Human beings are rational and reflective animals.

When you see something, even within the e-Learning process, continue to be more curious because the ends satisfy the means.

Suppose curiosity is about showing off, not actually learning, and pursuing your own personal benefit. In that case, I’m sorry, but this isn’t the way to go. If curiosity comes from doing everyone better and reaching a higher level of understanding, then the ends justify the means.

After several years of studying Socrates, I firmly believe that when it comes to modern-day processes such as e-Learning, people should consider these Platonic values.

They will push them to achieve the next level while also spreading awareness and helping others to reach new limits, with the end goal being clarity, peace, justice, and knowledge.