If you ask anyone in any company why their organization has a training and development program, you will probably be met with a look of confusion—obviously the purpose of T&D programs is to provide employees with the learning experiences necessary to perform their jobs at the highest level possible.
In his SlideShare presentation “Putting MOOCs to Work,” Josh Bersin identifies seven ways companies are using MOOCs, starting with identifying and training new hires all the way through to customer relations and facilitating innovation.
Organizations are currently having major problems finding and retaining qualified employees.
MOOCs offer a way for companies to build talent pipelines by collaborating with MOOC providers both to design curriculums and to identify top students. Through these types of programs, companies can announce job openings, identify promising new talent, and offer special courses and products to select students. After identifying new employees via MOOCs, companies can also use the courses for onboarding. As interactive digital learning environments, MOOCs can provide ways for companies to onboard new hires quickly and regardless of where in the world they are located.
The most high-profile example of a company using MOOCs for onboarding is McAfee, which used a flipped classroom model to decrease the time and cost associated with its new hire orientation program, which before the switch required more than 80 hours of training, including pre-work, intensive onsite training, and post-work. Labeling MOOCs as just a new format for training and development misses the full potential of the courses. Bryant Nielson – Managing Director of CapitalWave Inc.– offers 25+ years of training and talent management helping executives, business owners, and top performing sales executives in taking the leap from the ordinary to extraordinary.
For the prior 4 years, Bryant was the Managing Director and Leadership and Talent Manager for Lengthen Your Stride!
Bryant has over 27 years of Senior Management experience encompasses running his own Training and mortgage firm, in New York City. He strongly believes that the corporate training is not to be static but should 'engage and inspire' students to greater productivity and performance. If your online training software is indicating that large amounts of staff are failing to complete their courses on time then you will need to make adjustments to the course in order to make the time limit challenging but not impossible. Staff should be excited about a course and be able to see the benefits that reach beyond the day to day life in the office. Methods of communication could include an email ticket support system, online chat, or by telephone.
However, if the support system is via ticket, you need to clearly communicate that staff should first search to see if the problem already exists in the database so that a duplicate support request is not made. The last thing that you want to hear is that the course that you?ve delivered to your organization is simply ?bad?. With that in mind, you?ll need to examine their learning preferences in order to create a program that works for them.
If the technology behind the course breaks (and it can), it can cause problems that echo far up the learning chain. At its most basic level, a course will need to communicate with the online training software it?s published on. Additionally, there could be problems within the course like broken links, missing assets that can really make you look unprofessional if someone else catches it before you catch it. Whatever the reason that your staff aren’t completing their courses, if you notice that there is an increased frequency then you should address it as soon as possible.
If you want to learn more about how your online training courses could fail and what you can do about it.
Note: Due to a propensity for spam, at this time we are unable to accept email addresses from "free" providers (hotmail, gmail, etc). With over 25 years experience, Global Learning Systems’ (GLS) security awareness training drives positive employee behavior change with our comprehensive web-based course library and communication resources. GLS recently won additional awards recognizing its security awareness program to include the best of eLearning!, Info Security Guide Products Awards, and Network Security Products Guide Awards. Select from our suite of online courses for your general audience that best fit your organization. Options: 45-minute comprehensive courses as well as shorter 25-minute course versions for corporate and government clients. Description: Promote continuous learning and behavior change with our suite of online scenario-based modules (avg. Our cloud-based LMS offers enterprise level tracking, automated reporting, follow-up, assessment creation, Single-Sign On availability, and more – click here for additional LMS features. Our courses are available in over 20 languages, and your content can easily be localized and translated in additional languages by our team. Options include branding, incorporation of your unique policies, inclusion of your resources such as Word (DOC) and PowerPoint (PPT) files, adding custom modules, and even creating completely custom courses. Courses include HIPAA, PCI, OWASP, Social Media Training, and Security Role-based courses to include options for IT administrators (Click here to see complete course list). The GLS compliance course library covers basic federal and industry standards and regulations including: NIST, FISMA, ISO, SOX, GLBA, HIPAA, HITECH, PCI DSS, PII, COBIT, Red Flag.
Here at Global Learning Systems, we are excited to offer our customers various services in addition to our general awareness courses. GLS provides global organizations with localization support worldwide, localizing your content to your unique population.


Training roll out support includes best practices for program adoption, automated follow-up and audit reporting so you can meet your deadline with 100 percent compliance. We can provide a number of short, to-the-point modules that you can release throughout the year to continuously promote a security minded culture. We understand each organization has various roles that need to be targeted, and we can create a targeted course for any role of your choice. In addition to our general awareness courses, we customize role-based courses to fit clients’ unique requirements for specific job roles.
There are many different ways you can implement the refresher course in your overall solution.
We know that every organization has unique training requirements, so whether it’s simply tying in local policies and regulations, or adding completely custom modules for specific needs, we work with your team to provide high quality training that meets your requirements. As an award-winning provider of compliance and knowledge solutions, we provide our clients with supplemental tools to aid their awareness initiatives. GLS can provide posters, newsletters, handouts, brochures and existing material customized to client’s specific requirements. Choose from our templates and brand the security awareness training posters to fit your environment. GLS can develop a short introduction segment (2-3 minutes), such as a management video, to communicate the importance of the training and drive a more secure culture.
Our complete library includes Role-based training, Privacy Act, PII, Security Awareness, No Fear, e-Discovery, Ethics, Anti-Harassment, HIPAA & HITECH, PCI DSS, Responsible Use of Social Media and other compliances.
If OnDemand LMS information does not appear here shortly, please call our sales team at 1-866-245-5224 for more information about our OnDemand LMS. If Customization information does not appear here shortly, please call our sales team at 1-866-245-5224 for more information about our Customization. If Services information does not appear here shortly, please call our sales team at 1-866-245-5224 for more information about our Services. A set of short (average 7 minutes each) scenario-based modules that review and challenge users to apply security best practices to help our characters safely navigate commonly encountered risks and keep their organizations’ data secure. Our security awareness courses include the option for 45-minute or 20-minute course versions for corporate and government clients.
In this article, I’ll explore the first two uses: building talent pipelines and on-boarding new employees. The challenge to building talent pipelines comes in two forms: 1) there is a widening gap between the skills companies need and the skills job candidates have and 2) employees are no longer staying at the same company for the duration of their career.
Both Coursera and Udacity have career placement services through which companies can connect with top students. The Open Education Alliance is a consortium of tech companies including Google, Autodesk, and AT&T, who in partnership with Udacity develop curriculums and project-based learning tracks, and have pledged to hire students who successfully complete them.
In a December Harvard Business Review article, Jeanne Meister identified MOOCs as one of the top three social media tools companies are using to find job candidates.
The process of onboarding typically lasts for about 90 days and can include everything from formal training courses to job shadowing, mentoring, and so on. Because once a MOOC is developed, the marginal cost of adding learners is essentially zero, this method can be particularly beneficial for onboarding a large number of employees all at once. According to the company, the new format resulted in not only cost savings, but also significant increases in sales productivity. Jeanne Meister had it right in her article for Harvard Business Review—MOOCs can be considered a form of social media. Being a big believer in Technology Enabled Learning, Bryant seeks to create awareness, motivate adoption and engage organizations and people in the changing business of education. In seriousness though, if an online training course isn?t being completed by large groups of employees then this is indicative of a greater problem that needs to be addressed. A well communicated course description will be able to show how the new knowledge gained will help employees outside of the office as well.
This problem could be technical however it could be a lack of clarity in the course itself.
Keep in mind that often the person responsible for fixing the problem may not even be aware that it exists. If there is a preference for more offline components than online, you may wish to look into a blended learning program so that your staff can get the most out of their training program.
The SCORM communications protocol handles this and is able to transfer vital data to your learning management system (LMS) like assessment scores, enrollment and completion times. Our suite of scenario-based courses and modules can be quickly deployed to address your compliance and audit requirements, as well as customized to provide an effective client-tailored program. Multiple industry publications have selected GLS’ training as the best learning program to advance workplace security awareness. GLS was also mentioned as a Sample Vendor in Gartner, Inc.’s Hype Cycle for Privacy, 2015 and as a Representative Vendor in the Innovation Insight for Anti-Phishing Behavior Management, July 2015 reports. 7 minutes each) for your monthly or quarterly awareness program that weave essential security practices into learners’ everyday activities.
With a combination of our client customized assessments and targeted training, ensure employees understand and utilize best practices and implement them.


Our products and services have been successfully implemented in international enterprises in the education, government, commercial and non-profit sectors. Our overall solution includes roll out consultation, localization, training tools, Single-sign-on capability, mini-modules, roles-based options and a refresher course.
We not only translate courses from English to another language but also take into consideration the cultural references and behavior of your specific environment, providing relevant images and examples. The modules focus on one topic each so your employees can be focused on, or reminded of, one security topic at a time throughout the year, or you many choose to spread out the modules over a different length of time. One implementation plan could be to initially roll out with the standard course, then annually your employees could take the 20 minute version as a refresher. Complete roll out support can include webinars, posters, quick reference guides, newsletters, case studies, awareness campaigns, and videos from management. In fact, they aren’t staying very long at all—in the United States, employees work for the same company on average for only four years. For example, company-sponsored MOOCs are available for learning both SAP and MongoDB, and AT&T is sponsoring Georgia Tech’s $6,600 Computer Science MOOC Master’s program. And students are starting to respond—the Open Education Alliance’s first programs were sold out prior to their launch in late January. The benefits become even more striking when the employees are spread across different departments, locations, or even countries.
As such, they provide ways for companies to interact with potential employees, long before any hiring decisions are made. Whatever the problem is, there needs to be a way for staff to be able to communicate this quickly to the person responsible. If a problem isn?t communicated or not thought of as a priority, then it could affect entire departments. All of this information is crucial to measure the success of not just the employee, but the course itself. Utilized and trusted by our long-term clients worldwide, our training solutions are flexible and scalable (Learn More About GLS). We produce trackable results and provide insight into the effectiveness and benefits of the e-learning solutions, creating long term relationships with clients.
In addition to our off-the-shelf courses, we can localize your custom content to many languages required. This streamlined version is great as a stand-alone course or as a refresher for those who have already taken the standard version. Some choose to provide the refresher course initially, then take their learners into a more detailed course with the longer version. With over 25 years of custom content experience, GLS can develop content quickly and efficiently, helping you stay in budget while delivering a high-end product tailored to your organization. But these are not your traditional training courses, and as massively open digital learning environments, they are proving to have applications way beyond employee training and development. This presents an additional challenge as many companies report it takes between three and five years for even a seasoned employee to become fully productive. According to the Center for American Progress, the cost of replacing employees ranges from 16 percent of annual salary for those making less than $30,000 to more than 200 percent for those in highly paid positions like executives.
The next article in this series will explore two uses of MOOCs that are probably more familiar: self-directed development and workforce training. Bryant’s business career has been based on his results-oriented style of empowering the individual.
You?ll need to objectively examine the course and ask some pretty tough questions to yourself like ?Would I enjoy this course myself?? or ?Is the way the content delivered in the course appropriate for the audience??.
By focusing on key topics and providing an annual plan that reinforces security throughout the year, employees will have the knowledge required to produce a more secure workplace, and with our reporting features and assessments, you can have confidence that your training is effective. We work with linguistic experts and certified translators to ensure your information is in the right dialect and meets your needs. Especially since employees may stay with the company for only four years, organizations can benefit significantly from cutting costs and increasing efficiency in their onboarding processes. This immediate interaction can promote social engagement and, with any luck, reduce the chances they will jump ship early on in the process. Access our new paper titled "Investing in Security Awareness: A Complete Guide" for more information on current threats and how to protect your organization.
We can localize courses, newsletters, security policies and any other supporting tools that aid your overall compliance solution.
According a recent study, a majority of UK companies are failing to adequately identify and fill even the positions most critical for their success.
With our global content delivery network, you receive the same high-quality training and features from anywhere in the world.



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