Most organizations’ vision of digital learning solutions starts and ends with a focus on creating learning resources for staff on the corporate LMS. One organization wanted to go beyond that to implement a strategy that addressed the full range of digital learning in all aspects of people’s work, from organizational development through staff skills and support.

Traditional LMSs are not always the simplest of tools to work with. They can, in some cases, be more complicated, limited in their capabilities, or expensive than what you actually need. But if this is the case, you don’t need to settle for an LMS solution that doesn’t actually fit your needs. What you need instead may be found in an unexpected place: WordPress.

The value of virtual reality and 360-degree video content for L&D is quite promising, as the immersive nature of these technologies has the potential to make a major impact on learning and retention when used strategically. However, the actual development of VR and 360-degree video content can at first glance seem daunting, complicated, costly, and even out of reach to most learning organizations. But it doesn’t have to be that way.

Virtual reality has been a hot topic in the L&D space recently. Its use in the field is growing, and you can now move past talking about it in theory and explore real examples of VR for training projects. You can see the real-world experience of a learning solution that incorporates VR, and find out what exactly you need to do to create a meaningful learning experience with it.

Significant learning occurs on the job, but how do you manage and track it? Despite a robust eLearning curriculum, on-the-job training of a geographically dispersed workforce was inconsistent and untamed. The existing LMS lacked the ability to track real-world learning activities, which were too extensive for a paper-based system. Empowering Performance forged a customizable, cutting-edge technology solution that could grow and evolve with the organization.

Leadership development programs come in numerous shapes and sizes. At many companies, though, logistical constraints limit the scope of these programs to just employees at headquarters, which limits the opportunity for people at other locations to build their leadership skills. World Wide Technology wanted to open its leadership program to employees who were located in remote offices. But how could the company give these employees the same learning experience as those at headquarters?

eLearning has a satisfactory set of options if your goal is information delivery or procedural training, but what about creating meaningful eLearning for complex skill development or for the not-so-procedural kinds of problems that show up more and more in the workplace? What about creating learning for those situations where your SME can’t tell you what good performance looks like except to say, “Well, you know it when you see it”?

Selling mobile performance support can be challenging. Your clients or business partners may be unfamiliar with these solutions, lack knowledge of mobile technologies, and think they don’t have the resources (developers, time, money) to support these activities. These obstacles can prevent your clients from seeing mobile performance support as a viable solution. But this kind of solution can be much simpler, more budget-friendly, and easier to support than they expect—at least, it is when you know the right tools.

Losing a skilled employee can cost your organization up to twice the employee’s annual salary, making retention a critical cost-saving metric. In today’s economy, people expect more growth out of their jobs, which is evident in the mobility of workers between firms and industries. Giving employees the ability to expand their skills within a company is critical to not only attracting but also retaining the best talent.

Why do so many companies struggle to optimize the impact and ROI of learning management systems? One problem is that people’s learning preferences have moved beyond what most LMS experiences allow. Another issue is that companies can’t afford to invest in tools that don’t add value to their business priorities. A team at InsideView needed to resolve this dilemma quickly.

You’ve heard you should be making videos, but the reality is that there are barriers to starting and barriers to improving. What factors will most influence audio? What type of microphone or camera should you use? Can a training professional really use a cellphone to make a video? And what about adding lighting? What are the steps and tools you need to create effective and impactful learning videos?

As the workplace becomes more virtual and distributed, soft skills training is more important than ever. Also, as artificial intelligence automates basic technical skills and work processes, many occupations increasingly require strong interpersonal skills for new roles and responsibilities. However, when it comes to soft skills, traditional online learning programs may do a good job teaching what to do, but they don’t always give opportunities for learners to apply how to do it, especially in “true to life” situations.

The corporate training industry is awakening to the need for significantly better reporting and improved accountability across all organizational divisions. The advanced data enabled by a new generation of training development tools will allow businesses to make smarter decisions and formulate competitive strategies based on highly credible and timely insights.