Elite Commander Beta Testing

After two years in development P2L’s highly anticipated leadership based game Elite Commander has officially reached beta testing. Elite commander is a game that both incorporates fast-paced shooter elements & relevant leadership skills into a cohesive package.

 

The P2L team has employed a slew of beta testers from different age ranges to play, analyze, and critique the game for further development. The utlization of this method helps game developers find bugs, inconsistencies, and make overall improvements to game health. 

Elite Commander Beta Testing Simulated Image

Elite Commander is P2L’s immersive new leadership game, one where you’ll learn relevant real-world skills in the confines of a fun, chaotic map. Your player will lead a team of three soldiers; a sniper, medic, and brute as you traverse a harrowing battlefield. You’ll have to rally your troops, and effectively work together to achieve success.

Play-testing elite commander is open to everyone, and those who participate will receive free in-game cosmetics. In a play-tester, we’d look for someone with an eye for good content, and a knack for constructive criticism. The process is designed to weed out any inconsistencies, bugs, and playability errors within the game itself. Most play tests last for at least 4-6 rounds, as the game development process is long and intricate.

If you’d like to contribute to Elite Commander Beta Testing, please let us know here.

It will be available to play on both PC and Mobile.

Benefits of Learning Management System (LMS) for Business

In this digital age, it is essential for every business to have its own custom-made learning management system. Irrespective of the size of your organization, you can set up an LMS for continuous skill advancement of your employees. If you are a business owner looking to set up a learning management system for your staff, get in touch with us now! We can help customize a system that’s just perfect for you. If you are new to LMS, I am sure you are curious to know everything about it. Don’t fret, we got you covered.

What is an LMS?

Learning management system (LMS) in simple words, is a digital portal for training and development for employees of an organization. Unlike in the past, where training meant that learners come together in a classroom to gain new skills, now, LMS allows them to learn as they go using online programs with just a click of a mouse. These learn-on-demand sessions help employees gain the skills on the job and continuously.

LMS - Learning Management System

Why is LMS beneficial over traditional learning?

LMS has many advantages over in-class training. While training your employees is vital for businesses to grow. By setting up a customized learning management system, companies staff development objectives are met at a significantly lower cost as learning takes place online in a single software platform, thus avoiding all the expenses incurred at a physical venue.

How does LMS work?

We can incorporate training management systems into the company’s internal network. LMS delivers training via virtual classrooms, on demand videos, augmented reality, interactive courses, quizzes, games, and surveys. Since these courses are setup online, learners can choose to learn at their own pace and time, from anywhere, and on any topic of choice. LMS is gaining popularity with the increase in remote working environments.

What are some of the key benefits LMS can give your organization?

In no particular order, let’s look at the top 6 advantages of LMS for businesses.

Cost Effective

Workshops to train employees include expenses such as renting a facility, arranging for training material for participants, and taking care of the boarding and lodging expenses of the attendees.
Learning management systems are significantly more cost effective compared to traditional classroom training. Companies can totally avoid all the above expenses in a virtual learning set up, thus reducing costs drastically.

Time Efficient

Consider the increase in congestion in cities and the time lost in commuting from one place to another. It’s another story when employees travel between cities and countries to take part in training and development programs. The number of work hours lost will directly affect the productivity numbers.
LMS is available to employees at their fingertips on their laptops or computers. Further, microlearning programs allow learners to upgrade their skills with its bite sized curriculums. Lastly, on-demand learning allows people to learn the exact tech or soft skill that they are looking for at a particular time.

Flexible Learning Experience

Learning management systems allow learners to keep track of their progress in a chosen course. They have flexibility to start multiple courses at a time and learn as they go. Employees, irrespective of their location, receive the same content, which keeps the quality of the learning program consistent. And it keeps your organization unified because they use the same terminology and “speak the same language”.

Automated Data Capture

LMS, also referred to as the learning activity management system, collects and stores data for future reference. The system tracks progress, hours spent in learning, the number of completed and pending certifications, helps identify which skills employees are finding difficult/easy to learn and the feedback provided by the learners. These metrics aid in designing future learning plans that are beneficial for the company. Furthermore, this is a very useful tool for staffing teams to look up the employees with similar skills to fill in when needed, or to plan for the staffing of upcoming projects.

Engaging & Entertaining

Modern learning experience platforms referred to as LXP’s are gaining popularity with generation Z and it will continue to evolve with generation Alpha. With their intuitive UX designs, these new age learning methods make learning activity more fun and effective. Further, these learning applications allow learners to develop skills through simple short quizzes, simulation activities, and other virtual interactive games. Learning essential soft skills through P2L’s latest custom game – Elite Commander, is certain to enhance your businesses learning ecosystem.

Gamification - LMS
Gamification – A fun LMS for next generation

Encourages Employee Retention

Retention of employees is a challenge that most businesses suffer. Offering advanced learning platforms keeps them motivated to continue with your organization. WIIFM—‘What’s in it for me?’ is a question that’s posed upon every hiring manager and when companies have a LMS that offers skills a step ahead of their industry, it gives them the edge not only with hiring of new employees, but with retention as well.

If you’re thinking about pivoting your organization’s learning technology or perhaps starting an online learning system for the first time, think no further. Just send all your questions to mike@p2linc.com

 

Factor 5 Things Before Starting an eLearning Program

eLearning is not a new concept. However, with the fast-paced digital transformation that’s happening at workplaces, online learning can be twice as enriching as classroom training. We can’t agree more on that, can we? But every time companies embark on this journey, there are a few common questions that arise, and human resource managers have an added responsibility to convince both management and employees to get on board with the idea of online learning. We have simplified these roadblocks into five steps that will make your digital learning transition seamless. Let’s see how.

Identify areas of improvement

The first and the most important step in designing an online learning program for your employees is to identify areas where resources are lacking the skills to deliver their best. Every project poses a new set of challenges. A close study of the problems and identifying the root causes can help businesses to come up with a learning plan.

We gain most of our technical skills through academic studies. And, when people face actual business situations such as dealing with a customer conflict or facing a client with a business pitch presentation, many skilled employees struggle. When organizations plan for training their employees to enhance their soft skills, they are better equipped for success.

Ask your employees

After identifying areas of improvement, the next crucial step is to have an open conversation with your employees. Find out what their expectations are for training. Just offering a training program that’s not adding value to their growth within the organization makes no sense to them and they will be reluctant to take part in the program. On the other hand, when employees are part of this planning, they feel invested in the organization and this helps with employee retention in the long term.

One way to achieve this is by gathering data through surveys to understand what employees want. Another method is to conduct employee skill assessments and give them a learning plan that’s customized to their needs. This will eliminate lethargy in learning and motivate employees to advance their skills with a sense of accomplishment, as they can see their individual progress alongside business growth.

Survey, one of the 5 factor to consider before starting an eLearning program

Align your eLearning strategies to your goals

When planning an eLearning program for your organization, it is only prudent to keep the company’s business goals in mind. This can differ from business to business. Since setting up an online learning program for your business is an investment, expecting a return is a natural outcome.

We can measure the results of traditional learning methods only after the completion of the training period. Since they are in a classroom set up with no access to real-time work conditions, measuring success has to wait. Whereas microlearning methods allow learners to learn just the needed skill and test it in live scenarios. This allows businesses to measure instant success rates.

Companies can therefore design eLearning and development strategies to reach multiple short-term and long-term goals.

Convince your audience

Convincing your audience is the toughest part of designing an online learning program. There can be many hurdles because of the differences of outlook between people of different generations, and other times because of the various backgrounds of people.

eLearning can be an intimidating concept for a few and for some it could be the reluctance to change the old ways of learning. We can change these fears and resistance only with the help of well-researched data from successful outcomes. At P2L, we can show you how companies have been able to reach their desired goals with our Plan to Learn strategies.

Happy employees who have factored 5 things before starting an eLearning program

Take-off on your success flight

Now that we have carefully understood and overcome barriers in setting up an online learning program, the last step is to come up with a program plan that works for your business. Here are a few tips that have helped companies build a successful learning strategy.

Once you have identified the areas of improvement, included your employees in planning, aligned your learning plan with your business goals, and convinced your audience, put a roadmap together for a smooth take-off.

For this reason, you should not look at learning as an event that needs your attendance, but rather, think of it as a process that changes with changing times. And for change to happen, we need to set out on the first step. Let us be part of your change, email us at mike@p2linc.com

 

Building A Winning Learning Strategy For 2022

Learning and development (L&D) is an ongoing process of human progress. As children, we learn as we play along. During school and university years, learning takes place in a set academic system. As adults in the workforce, we call this process career development or more commonly, on-the-job training. Thus, learning and adapting to the current trends and needs of the business is an essential part of an individual’s career advancement, which collectively leads to economic growth.

Companies over the years have recognized the importance of training their employees from time to time. Most organizations have a training plan in place for their staff at each stage of their career. Some large firms have their own training and development departments that own up to this responsibility, while others hire external agencies that offer specialized training programs to match their requirements.

The past few decades saw a boom in several training events for executives organized with extravagant themes. These offshore training events have not only added costs to companies, but they are also time-consuming for business leaders due to travel. With the recent challenges posed by the pandemic, the landscape of training and development has transformed to become fully digital.
Further, with work from home taking more prominence, companies are open to hiring talent from across the globe. This has also contributed to the need for offering training and development through online learning systems.

Learning Strategies That Will Lead to Success in 2022

Employee skills, potential, and competencies that an organization needs for its growth are enhanced with a strategic learning and development plan in place. It examines how these things can affect the organization’s sustainability and success.

Let’s dive in now to understand what learning strategies are bringing successful outcomes to companies through online learning and development programs.

Planning as a team

Training from the ground up

Previously, companies used to focus on training employees on the managerial level with leadership, communication, and presentation skills. However, with everyone working from home, virtual communication has become the norm. It is essential for every employee to have the necessary presentation and communication skills to work through virtual meetings. By shifting the focus to enhance these skills from the ground up, companies are seeing instant success in their business.

Coaching employees to become successful leaders ahead of time in the digital environment is the first key to success.

Customized training

One size doesn’t fit all. This rule applies to L&D programs as well across boards. For instance, onboarding sessions can be generic based on the company; however, industry-specific personalized training is something that gives individuals a better understanding to adjust to the new environment quickly. With more remote working in place, simple virtual training to complex augmented reality (AR) modules for teaching new hires on how to use the machinery and technology has become the way of orientation programs.

Customizing employee training also means that companies are taking care of individual employee needs into consideration, which shows the company’s interest in retaining the talent. We can integrate such personalized learning modules with key performance indicators (KPIs) and can measure the performance of the learner. These metrics can help individuals and companies assess their contribution and motivate them to perform better with each passing day.

Self-paced learning

With new challenges thrown at us by the pandemic, giving employees a flexible learning program for advancing their skills has proven to be successful. To aid this, businesses today are leaning towards offering self-paced learning options for their employees. Learning Management Systems, internal certifications, and training modules are some of the popular methods. Others are outsourcing professional trainers to build a personalized training module that best fits the organization’s needs to reach their desired goals.

As opposed to classroom training where the flow of the course material is pre-determined, online learning platforms allow learners to choose a topic that they need to polish their skills on and apply it to their work. Thus, gaining a job-specific skill to address an immediate problem saves time for both the employee and employer.

Training made fun

Gamification, which is training your staff via online games and simulation, is gaining popularity. With fewer opportunities to meet in person, companies are making efforts to bring a lot more fun-filled activities that are interactive and make learning a joyful experience. Augmented reality (AR), Virtual Reality (VR), Microlearning, and other online training methods are trending in 2022.
Since these learning tools are available for employees to access from the comfort of their homes, it has attracted the attention of learners and they are leveling up their ability to succeed at work.

virtual reality a trending learning strategy

 

Peer group elevation

It’s a fact that productivity increases with peer accountability. When learners form groups to learn a new skill, the social feature of interactive question-and-answer sessions, collaborative methods of knowledge sharing, are leading to successful results. People working remotely have acknowledged that these peer-to-peer learning engagements have built an increased sense of belongingness with the organization.

When employees feel a strong partnership with their workplace, they perform better, resulting in increased profit margins.

In a brief span, the pandemic has changed the way the world works, and its effects are here to stay. This has led companies to change their approach of hiring, training, and interacting with their employees and it will continue to transform in the years to come.

These top trends are shaping the future of learning and development and driving companies to establish new priorities. Now that you know this, let’s embrace these changes and plan a customized learning strategy that’s unique to your business. Ask us how. mike@p2linc.com

 

What your Employees Need to Know to Make your Company Successful

Company success isn’t always determined by the degrees of your employees. The key predictors of any company success are marketing, selling, networking, management, negotiation, and communication. Not only this, the success of a company is directly linked with success of its employees. A company that has employees mastering these skills is a great package and nothing can stop its growth.

Team working together

Ensuring your employees succeed should be the prime focus of any company, because a hard working employee will get the job done, but if you don’t enhance their business abilities, their career will stagnate which will ultimately impact the success of your company. Here are some of the most important employee skills to focus on.

Ability to lead

The skill of convincing and guiding people with the goal of attaining established goals and objectives is known as leadership.

To get the most out of your employees and increase production, you must be able to encourage them. To ensure that your staff are pleased, do frequent assessments and progress meetings (at least every six months). Spend time listening to their concerns and requirements, and do everything you can to assist them. When people are at happiest, they work the hardest.

If you want to expand your team or business, you’ll need to employ additional people – leadership skills are crucial for attracting top talent and keeping them on board during difficult times.

Ability to communicate

Communication is the foundation of all workplace contact; it facilitates the transmission of ideas, innovations, and viewpoints.

Communication aids in the development of loyal workers, the attraction of repeat consumers, the identification of new suppliers, and the protection of investment.

Skills in negotiating

With practice, you’ll be able to figure out what negotiating methods work, as well as what to say and how to say it, so you can get the greatest bargains for your company. The better you are at negotiating, the more money you will save from suppliers, the more money you will obtain from investors, and the more you will be able to charge consumers, all of which will help your company to expand.

Make it a habit to bargain for lower pricing every time you buy or order something in your daily life; it will provide you with essential experience and help you figure out which strategies work best for you. It will demonstrate how, nearly always, if you simply ask, you may receive something additional or at a lower price.

Business networking

If you took a sample of ten directors of a company and asked them how they managed to get to the top in the competitive corporate environment, chances are high that most of them will mention networking.

Networking in business is one of the most efficient, low-cost ways of creating and converting sales opportunities. It will give you, your team or your business the necessary edge to succeed in the current marketplace.

Management Capabilities

Someone who can plan and execute projects, manage employees to complete tasks, and take responsibility when issues develop is required in every commercial context.

When it comes to promotions, a good knowledge of management, like leadership qualities, sets you ahead of your peers.

Many business owners and managers fall into the trap of failing to delegate because they are hesitant to relinquish control. Delegating responsibilities to others in the company or outsourcing to contractors may be part of efficiently managing your time. Determine which duties are most essential to you, or which tasks you excel at, and attempt to delegate the rest.

Employers’ role in making employees successful:

Throughout the employee lifetime, proactive facilitation of the greatest employee experience is defined as employee success. It entails strategic planning on how to assist workers in a way that allows them to accomplish their best job while also facilitating high productivity and engagement.

  1. Pay attention to your employees’ wants and requirements.

You should check your employee’s pulse on a frequent basis. Listening to your workers’ wants and concerns can help you better understand how they feel and how you can assist them accomplish their best job, which is the goal of employee success.

  1. Make HR a strategic partner in your firm.

It might be a good time to make HR a strategic business partner. Why? Because HR specialists can assist you in responding to a variety of current workplace difficulties and advise you on what steps to take to ensure the success of your staff.

  1. Keep your coworkers updated.

You can have a negative influence on your employees’ experience if you don’t communicate timely and effectively. This is especially true during times of crisis, when effective communication is a top concern for companies all around the world. During the epidemic, we saw several updates from local governments, revisions to working regulations, and safety suggestions sent to employees, for example.

  1. Assist employees in their personal and professional development.

Employees think that they are not achieving their full potential in 70% of cases. Millennials and Generation Z, on the other hand, place a greater value on professional development and advancement than previous generations.

Providing opportunity for your staff to advance and take on new responsibilities is critical to their success. Employee development also boosts retention and encourages creativity among employees.

When you invest in the success of your workers, they notice! The amount of time, resources, and effort you invest in your own personnel has a direct impact on employee motivation. Naturally, when people are motivated and their morale is raised, their productivity rises as well.

Take a look at our courses which are planned and designed for employees and companies with core focus on the latest skills required to excel in the industry.  We also customize courses based on your needs. Also check our recently launched 3D leadership game which is a fun way of developing leadership skills of your team, while they combat in a battle field.

Companies that Resonate with Millennials and the Y Generation

Companies that Resonate with Millennials and the Y Generation

Millennials are some of the most ambitious people in the workforce, because to their natural knack for technology, social media, and creativity. They are self-starters with an entrepreneurial spirit and a desire to succeed, which makes them perfect candidates for businesses.

Three millennials sitting on stairs with one laptop and discussing

Who are Millennials?

They are those born between 1981 and 1996 and have been dubbed the “always connected” generation because of their intimate interaction with technology. According to research, historic events such as the Great Recession, 9/11, and the election of Barack Obama, the first African-American president, have changed their views.

chart defining generations by year of birth

As a business owner, one of the most important decisions you’ll have to make is who to recruit for your staff. Do you want a workplace with a mix of ages, or do you prefer exclusively older staff or millennials?

Only by conducting thorough study and being certain of what each generation can provide to your organization will you be able to make the best option. As a result, let’s begin by recruiting millennials.

Why are Millennials important?

At every turn, this generation defies preconceptions. Millennials, who are sometimes unfairly characterized as entitled or lazy, work long hours in the office—over 40 hours per week is the norm. And, contrary to common opinion, “fun” benefits like ping pong tables and in-office beer kegs aren’t required to entice millennials. Millennials are picky when it comes to their favorite benefits.

You’ve undoubtedly heard a lot of negative things about employing millennials. However, the majority of these reports were most likely overstated or the consequence of significant age gaps in the workplace. There are worse recruiting blunders you could make than employing younger talent, believe us.

Even if you truly want to avoid millennials, you’ll soon run out of talent since the Baby Boomers have all retired, and Generation X will shortly follow suit.

Social concerns are particularly important to millennials.

Hiring millennials, like hiring any other young group, keeps your business current with social, entertainment, and other industry trends. Millennials provide a new viewpoint to marketing and can develop methods that appeal to newer generations of customers.

When you hire millennials, you won’t have to worry about your company’s image being tarnished because they are extremely sensitive to social concerns.

Because people will speak out if your project or marketing campaign offends one segment of the community, you may already edit it out internally so that when it is released, it will be well-received by the whole community.

They are adaptable and agile.

Another advantage of recruiting millennials is that they are skilled at understanding the larger picture. This helps kids to be adaptable and flexible.

Millennials were raised in a world that was constantly changing. They’ve learned to react quickly in this unpredictably changing environment. That’s why they’re not scared to switch employment if they don’t see any progress, which is sometimes misinterpreted as impermanence.

How can employees attract millennials workforce?

Assist them with college loans.

It’s no wonder that repayment aid is a popular benefit, given that the average graduate enters the job with more than $30,000 in student loan debt. For many young professionals, paying off an undergraduate degree is a top priority. Adopting this cutting-edge employee benefit is highly sought after, and it will certainly set you apart from the competition.P2L training and development programme.

Providing wellness programme in the workplace

Millennials are more aware of their mental health and well-being than previous generations. They desire to maintain their emotional, psychological, and physical health.

This means that a small business that provides holistic health programme like yoga, complimentary gym memberships, stress management, and nutritional consulting may be more desirable. Offering nutritious snacks for free or at a reduced price throughout the day is another success with the younger generation, and it will help enhance employee wellbeing.

Provide them with chances for growth and advancement in their careers.

The majority of millennials are just starting out in their professions. They desire to learn and progress as much as possible, thus if you want to hire millennials, you should provide training and development opportunities.

You can recruit the most ambitious workers by introducing career development programme. Offering international relocation, for example, allows Millennials to improve their abilities, advance their careers, and get unique and significant experiences in another country. Promoting a learning culture also gives the younger generation a feeling of purpose, which may assist encourage them and propel your organization ahead.

P2L offers a wide range of courses for employee development and team- building which can be customized as per your business needs. Most importantly these learning programme can be learned while playing. They are not some board room slides or PDF pages that employees need to scroll through and get some certification.

Our recently launched 3D leadership games are one of our best sellers, where your employees can play in a battle field like situation and sustain in game while ensuring their team is safe.

All our activities primarily focus on user having fun while learning, contact us today to know more about our fun learning programme.

Conclusion

The notion that hiring millennials is a bad idea is another example of how stereotyping is a major issue in today’s environment. The fact is that whether or not someone will be a good employee is very subjective.

However, because you can’t conduct job interviews without preferences, these facts are an excellent place to start when deciding where to hunt for fresh talent. Read them over carefully to see whether these attributes are a suitable match for your company’s requirements. If you answered yes, begin looking for new workers among millennials; if you answered no, define your goals and determine which generation has the most of them.

Psychometric Analysis: How Can it Benefit Your Company? 

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

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

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?

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.