LearningPoint 365 is a modern Learning Management System (LMS) with a user-friendly interface, which guides learners through their development

Transcription

1 is a modern Learning Management System (LMS) with a user-friendly interface, which guides learners through their development pathway, whilst providing management with a real-time overview of the skills and competency statuses. The solution is designed to help organisations utilise the wider Office 365 solution-set linking learning to business objectives and delivering real time predictive analysis.

2 Contents Learning Sign-off

3 Features Process Flows Images Learning Framework Setup is implemented using a framework which allows organisations to create contextual learning environments specific to the processes and culture of the business. The App facilitates the ability to set up the learning structure for the business. This can take place as part of a 4-tier structure; 1: defining business goals, 2: creating Learning Profiles, 3: defining the skills and competencies to be attained and 4: defining the tasks that must be completed in order to do so. Profiles can be designed to be a one-off training course or the Learning Profile lends itself to building a wider Learning Plan. The Plan could contain a combination of classroom or online training, links to supporting content, allocation of self-learning tasks, tasks to shadow colleagues or undertake on the job learning. Learning Profiles can be allocated as part of a linear Continual Personal Development (CPD) strategy or multiple profiles can be allocated concurrently to facilitate both CPD and organisational compliance. Each profile can consist of one or many competencies. Each Learner profile is allocated by aligning the profile with the appropriate group (such as job role or department) or individual profiles can be created specific to each learner. Profile allocation triggers include induction, the completion of one profile as part of a CPD strategy, succession planning, fast-tracking or the organisation can set custom triggers if required. Every Learning Profile is equipped with a set of tasks which must be completed to achieve the skills and competencies within the profile. Each task will have a variation of attributes to support learning. These can take the form of training (online or classroom) that is crossmapped using tags to align the training with relevant learning tasks - ultimately highlighting where training supports the learning tasks. Learning content can also be assigned to a task in the form of related videos, documents, web sites etc. Learning content can be created using SharePoint Communications Sites, providing functionality to build digital content pages to support learning. The pages can include text, video, document links, events and/or course listings, or discussion/feedback forms. SCORM packaged content can be unpacked and linked to specific learning. The embedded SCORM player facilitates the presentation of the content and SCORM outputs allow measurement and analysis of the consumption status. Upon the completion of the tasks, sign-off policies dictate process. There are 4 types of sign-off; 1: Self-Sign-Off (the learner will sign off their task), 2: Evidence Sign-Off (the learner must upload evidence to sign off on the task), 3: Manager/Mentor Sign-Off (the learner s line manager/mentor is allocated a sign-off task) and 4: Assessment Sign-Off (the learner completes an assessment and achieve a pass mark). Upon sign-off, triggers can prompt for employee feedback to assess the quality and learning experience linked to KPI analysis. 3 More

4 Features Process Flows Images Learning Framework Setup 4 Skills attainment automatically updates the organisational skills matrix. This matrix is dynamic and depicts skills attained, expired skills, planned skills and skills due to expire. The current skills status can be set to show planned skills against required skills to identify gaps and risks: this includes the ability to relate skills to business goals in order to provide a business level insight, correlating business strategy with learning strategy. includes a learning framework set-up wizard that guides management through the setup process. This consists of defining business goals, specifying the required skills-set (aligned to business goals if required) and defining specific learning tasks in order to house the learning. Learning Profiles allow for quick allocation to individuals, job roles, or groups. The set-up framework facilitates the analysis of the current skill-set status of the organisation, which in turn delivers the gap analysis between current and required skills. This skills gap analysis contributes towards the identification of required learning and training. The initial creation of a Training Course Catalogue allows users to tag Training Courses to the learning skills, such that a learner s dashboard will indicate where training supports their learning requirements. Learning content can be created and/or imported, classified and assigned to support learning tasks. The ability to create and assign tailor-made assessment forms to prove knowledge attainment is incorporated. also facilitates the ability to create feedback forms, catalogue and assign triggers to provide learner insight into the learning experience. The framework provides the ability to block allocate Learning Profiles at organisational, departmental, job role and individual employee level. There are a number of classification and categorisation areas to support the learning information structure, such as; learning, skills and training categories, employee learning hours / credits targets, badges and approved training providers. GDPR related Learning Profiles can be classified that will surface GDPR compliance KPIs on management dashboards.

5 Features Process Flows Images Learning Framework Setup 5 Set-up wizards providing the user with the ability to create Learning Profiles specific to the skills they need in the organisation utilising a simple user-interface making it accessible to any users despite knowledge of I.T. Ability to easily incorporate the surfacing of GDPR relevant Learning Profiles to aid with compliance. Three tier, easy to follow structure to ensure learning is well categorised and organised. Create Learning Profiles for any group, department, job role or employee. Profiles and tasks can be set a timeline to ensure learning plans are effective. Timeframes can also be used to reassign profiles for qualifications that need to be renewed for example Health & Safety. Real-time Skills gap analysis for skills gained and lost. Allows for allocation of CPD (Continual Personal Development) this means profiles can be allocated to a user upon the completion of another profile. Alternatively, users can be fast tracked and give a number of profiles at one time to complete at their own leisure or in a certain timeframe. Allows for user to embed pre-made SCORM compliant learning content, create their own using Office 365 or link to existing web based resources. Learning Feedback upon completion of a task or profile to allow an insight in to how learners receive training. Multiple Sign-off options Self Sign-off - The Learner will sign off their task which will be reviewed at a later time. Evidence Sign-off - The Learner must provide some form of evidence to sign off on the task. Mentor Sign-off - The Learner s learning mentor must sign off the task for them. Assessment Sign-off - The Learner must complete an assessment and achieve a pass mark

6 Features Process Flows Images Learning Framework Setup 6

7 Features Process Flows Images Learning Framework Setup 7 Users with appropriate Permissions can determine the Business Goals as part of the setup process. Management allocate Learning Profiles to Employees as a one-off or as part of a continual learning path. An expanded Learning Profile depicting the tasks, competencies and skills to be attained upon completion. Skills have sign-off requirements and can be linked to Learning Profiles. Completion of Skills boost KPIs.

8 Features Process Flows Images 8 Content management is a key element of any Learning Management System. In the context of content is linked to and supports the allocated learning tasks that are assigned to guide learners through the skills and competencies attainment as part of a further Continual Personal Development (CPD). Content can be embedded in to the system in a number of ways. Often clients purchase content licenses from an external content provider (for example our partner Combined Knowledge who provide Office 365 learning content) and link this to tasks which direct the learner to the portal of the content provider, where they can consume the content. Alternatively, the client can choose to purchase (SCORM compliant) content and import content into the system. features a SCORM video player, which allows the content to be viewed by the learner. SCORM also provides learning outputs, i.e. it can track what videos the learner has watched; how long they watched them for; the overall SCORM pack consumption and; any assessment outputs included. Clients can also create their own content within the system, using the SharePoint Communications Site feature set, which is a flexible, outof-the-box, wizard driven content creation tool. SharePoint Communication Sites provide the ability to create as many learning content pages as required. These pages can consist of a combination of learning support such as attached documents, embedded videos, discussion forums and evaluation forms. It can also surface any training that is related to the task, and facilitates the ability to book on to relevant Training Courses. When content has been created and catalogued in the system, it can be linked to specific learning tasks to prompt learners as to the availability to support their learning.

9 Features Process Flows Images 9 Content can be embedded (or directly linked) in to any learning profile or task. The user can create their own content using SharePoint Communication Sites to save costs or alternatively purchase content to embed. Content hosted in SharePoint Online / is accessible via Office 365 login so everything is still contained in one system, with one log in. SharePoint Communication Sites' content can be responsive for desktop or mobile viewing. Any content purchased can be unpacked in to the system (if SCORM compliant) or to be accessed via a direct link. Content creation allows for the user to embed documents, video, company discussions, training etc. Office 365 tools and features from the organisations existing Office 365 license set can be utilised to enable collaboration and content management at no additional cost. SCORM compatibility. Catalogues are created to cross reference with tasks so the relevant content is surfaced upon the creation of the learning profile. Track learner progress using SCORM s analysis feature allowing an insight into what videos the learner has watched, how much of the video has been watched, what learning has been consumed etc.

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11 Features Process Flows Images 11 SharePoint Communication Sites facilitate the creation of user content consisting of documents, videos, and feedback. supports SCORM compliant content Learning Profiles are a three-tier structure: Profile > Skill > Learning Tasks. Tasks can link to external content. through the SCORM Import Wizard. SCORM documents can then be allocated to relevant Learning Profiles/Tasks.

12 Features Process Flows Images 12 The module is an element of the full application. The module is designed to support the delivery of learning plans, in that a learning plan (or profile) is the classification of all learning elements specific to a body of learning. In this context, training could be one element to support other elements such as, digital content consumption, self-learning, on-the-job shadowing, assessments and more. can also operate as a module on its own to record training, be it classroom or online - i.e. first aid training course; GDPR compliance training courses etc... Booking onto a Training Course can be achieved in a number of ways; these include self-service (i.e. employees requesting attendance) and auto-assignment (i.e. as part of an induction program). There is also the ability for Learners to request attendance of a Training Course that is not in the organisation s Training Course Catalogue. This triggers a process to review the viability of the Course and make a decision as to whether only the requested learner should be allowed to attend the Course, or whether it should be added to the organisation s full Training Course Catalogue and be made available to other learners. Compliance/mandatory training can be assigned and reported upon, as can training that has periodic renewal/revision requirements. The set-up of Training Courses in the Training Course Catalogue includes the ability to define Course prerequisites, as well as: Objectives Location Trainers Related training hours Dates/times Costs Min/max attendees The course process features include the ability for Course owners to be notified as to under or over bookings X days/weeks prior to the course delivery; fully booked courses have waiting lists and; course register updates and triggering of feedback forms. The training system contains a full audit trail of courses delivered and all attendees / non-attendees.

13 Features Process Flows Images 13 Ability to create a training course catalogue to facilitate a generic course search option and a course calendar. Training courses can be tagged to skills and competencies to which it relates and supports. The same tags are allocated against learning tasks (see learning framework set-up and learner processing sections) and this facilitates mapping, such that learners are promoted as to the availability of supported training related to their learning. Training course records include the options to log: Course owners Training classification to support reporting Training Locations Training Providers (internal and external) Minimum and Maximum attendee thresholds, facilitating alerts if under or over subscribed Related learning hours and / or CIPD credits Budget / costs of delivery, providing training cost per head analysis Course pre-requisites, outlines, agenda s and objectives Organisation classification to allow filtering of courses relevant to countries, regions, departments etc. Authorisation workflows. Couse waiting list if over-subscribed. Course Registration. Feedback Trigger linked to electronic feedback forms. Course feedback analysis. Learner training analysis courses attended; training hours undertaken; status of mandatory training. Audit trail of all the training courses surfacing all attendees and non-attendees.

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15 Features Process Flows Images 15 Training Courses are tagged to ensure the Training Course Search function provides an intuitive user interface. The Training Course Catalogue holds records of all Training Courses for future use or reference. Training and Training Courses can be linked to relevant Tasks within Learning Profiles. The Training Course Catalogue extends to show all relevant information to a Training Course.

16 Features Process Flows Images LearningPoint When a Learning Profile is created, skills and competencies are linked to the Profile, along with tasks to guide the learner through the process of attaining the associated skills and competencies. Allocation of the Learning Profiles can be achieved in a number of ways, such as; being part of an induction program, or as part of a Continual Personal Development (CPD) plan, which relates to the role and/or as part of mandatory or compliance related learning requirements. Learning Profiles can be allocated based on employee, role, department or deployed to the whole organisation. Conversely, all Learning Profiles specific to an individual employee can be allocated. Assignment of Learning Profiles can be aligned with business goals (determined during the setup process) in order to help the company address skill gaps and achieve the set objectives. contains a wizard that has the ability to compare the skills needed against the skills that employee currently possess. Upon a profile being assigned, target dates can be set to ensure that Learning is being undertaken within acceptable timelines. This is contextual to a business and doesn t have to be part of a Learning Profile, but the ability to enforce timelines will help toward achieving business goals if there is a organisational development plan to be followed. There are a number of dashboards to help provide an overview of the learning status. These include, but are not limited to: Overdue Learning Skills due to expire Non-compliant individuals This can be viewed by an individual learner by viewing their own status; by a line manager / learning mentor to look at information pertinent to their group, and by learning and development managers and/or senior management to access an overview of the organisational learning status.

17 Features Process Flows Images LearningPoint Flexible allocation of learning to employees directly or to a group, department, job role etc, as long as it can be defined by the system. Learning can be allocated as part of an induction when a user is added to the system, when a Learning Profile is completed as part of CPD another profile can be automatically allocated. Automated assignment can take place for skills that need to be renewed with further capability for more specific triggers if required. Allocation wizard allowing for filters to review current skills and competencies to outline who needs to achieve Learning Profiles / skills and competencies to work towards the business objectives. Provides a structured environment to measure the current status of learning and skills within the organisation. Learning profiles can be given a timeline to define when the learner must complete their tasks or sign off their profile. Can provide status of learning for individual/department/region/job roles for management to oversee to ensure they are on the correct path. Can Provide 4 different sign-off options for each task to help ensure learning is completed sufficiently by the learner. Periodic refreshing of training means that the system can send an alert when training is up for renewal. Even if business goals are not set and the organisation just wants to concentrate on the individual, learning can still be measured.

18 Features Process Flows Images LearningPoint365 18

19 Features Process Flows Images LearningPoint Learning Profiles can be allocated to relevant Employees, Job Roles or Groups by users with appropriate Permissions. The Learning Profiles allocated to an Employee are surfaced on the Learning Dashboard.

20 Features Process Flows Images 20 Learners have secure access to their self-service dashboard to provide a real-time status of their learning. Selection of a specific Learning Profile expands to display the skills and competencies associated with that Profile, and further selection of a specific skill or competency within that Profile shows the status of the individual assigned tasks. Each task can be accompanied by one or more supported learning tools to aid the learner in completing the task. A link icon indicates learning content that can be accessed: this could come in the form of links to an external learning provider portal, the SCORM player (for imported content), supporting documents and/or video Learning content. The book icon, located next to a task within a profile, indicates that there is training connected to the task and the learner has the ability to book on to the course attain the required knowledge. The assessment icon indicates an assessment/test/quiz must be completed for the sign-off button to become live. facilitates the ability to set a designated pass-mark before an assessment can be signed-off. Extended notes can be tagged to a task so that an employee is able to acquire some context and description as to what the task entails. Timelines can be assigned to tasks, in order to ensure that learning is completed within set, appropriate, timescales. All the data that is acquired from Learning Profiles can be surfaced on dashboards, i.e. training due in the next 30 days; skills and competencies that require to be renewed in the next 90-days; overdue tasks; non-compliant individuals, etc. Learning, HR and Line Managers also have the ability to view these dashboards for individual staff members in their cohort. Ultimately, the framework provides a real time, 360 degree view of the organisational learning status.

21 Features Process Flows Images 21 User friendly, intuitive interface to allow learning and managers the ability to drill down into learning and easily see the requirements to complete tasks, skills and competencies and learning profiles for the learning allocated to an individual. Learning dashboards are accessible to individuals or management with the ability to view individual or overall team/group progress. 3 tier learning consisting of a learning profile which can contain one or many skills and competencies, each of which can then contain one or more learning tasks. Timelines on tasks mean that a CPD plan can be set for each learner to work through by a due date giving the ability to trigger an escalation process if the learning is not completed. Ability to provide recognition to learners by auto awarding of badges on the completion of skills and competencies. Supported learning tools to help users achieve competencies (including, content links, assessments, documents, notes etc). Real time updates on a skills matrix so management can constantly track and analyse the effectiveness of learning. Managerial overview of overdue learning, non-compliant individuals etc. To help make ease of an escalation process within the organisation. Learning can be processed in various categories allowing for easy organisation and allocation of tasks, to the relevant skill and competency. Links to training course searches to enable the learner to access relevant training courses from the catalogue based on the learning they are focussing on

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23 Features Process Flows Images 23 Within the Employee s Learning Dashboard, Learning Profiles can be expanded to show all the Learning relevant to that Profile.

24 Features Process Flows Images 24 Upon the completion of Tasks within Learning Profiles, the policies assigned to the Learning Profile dictate the sign-off process. There are a number of different sign-off policies available for the business to allocate to a task: this provides guidance, monitoring and compliance. Self Sign-Off Self sign-off requires the learner to sign-off their own task, and once signed-off, it will be set for review on their next contact with their Line Manager/Learning Mentor. Manager/Mentor Sign-Off When Manager/Mentor sign-off is selected, a task is assigned to an Employee s Line Manager/Learning Mentor to review the task and confirm sign-off if the task is completed to standard. Evidence Sign-Off Evidence sign-off enforces a policy that the learner must upload some form of evidence in order to sign off the task (i.e. certification) Assessment Sign-Off facilitates the ability to require assessments to be undertaken as part of the sign-off procedure. This sign-off option dictates that the sign-off button only becomes available once the Learner has completed the assessment and, if required, achieved the relevant pass-mark for the assessment. Once all tasks assigned to a specific skill or competency have been signed-off, the skills or competency itself can be awarded. In turn, once all skills and competencies in a Learning Profile have been signed-off, then the Profile itself is complete and can be signed off. If the profile is part of a CPD strategy for the individual and/or the role, then the next profile can be automatically assigned as part of an automatic continual learning path.

25 Features Process Flows Images 25 Provide self-service in learning with the employee being empowered to trigger the relevant sign-off for their learning elements To ensure learning is completed properly the system allows for one of four sign off policies to be set to each task, skill and competency and learning profile. Self sign-off, individual s sign off their own learning and this is reviewed at 1 to 1 or a later date. Manager/Mentor sign off allows for the learner to indicate when a task is completed the escalates another task to the mentor to sign off the learning. Evidence based sign-off enforces that some form of evidence is provided in order to get the option to sign off the task, then mentor will then get assigned a task to sign off the learning after reviewing the evidence. Assessment sign-off, the user must complete linked assessment based on policies or criteria, they could have to get a certain pass mark or complete all questions, assessment must be completed for sign off button to become live. The sign-off of a learning profile can automatically trigger the allocation of another learning profile as part of a continual personal development plan. Learning sign off linked to the real-time analysis and skills matrix. When a profile is signed off the skills matrix is automatically updated appropriately. Transparency and governance around sign-off of learning elements is provided from the structure

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27 Features Process Flows Images 27 Tasks, Skills, and Competencies need to be signed off before the skill is complete. Requirements are depicted as part of the Profile.

28 Features Images 28 offers a single-on policy by utilising Microsoft s Active Directory. This ensures that the learner s navigation experience is simple and intuitive, and adheres to security policy. As an additional measure, also incorporates an internal security matrix that defines the security policies relating to the organisation. The application facilitates the use of self-service for Learning Mentors, Line managers and HR Managers. This provides an overview of learners for whom an individual is responsible for, as well as an overview for departments, regions, groups, or the organisation as a whole. This setup ensures users are only able to view the data that is relevant to them. The organisational structure is defined during the implementation phase of the setup process. The organisational structure relates directly to the security policies set in place and means that can be deployed on a contextual level (i.e. Region, Company, Department etc.) and the correct permissions/views are given to the appropriate users. Learning and training allocation can also be a part of the implementation process. This means that regional, departmental, job roles can be allocated specific learning profiles and training courses are relevant to the role. The setup ensures that the same content may be delivered in different regions but with slight different context and/or policy, where relevant. To be help the organisation ensure GDPR compliance, training that supports compliance can be categorised under a GDPR tag enabling multiple GDPR Learning Profiles can be created (i.e. a Data Processor Learning Profile; a Data Controller Learning Profile, among others). Ultimately the learning status of GDPR related training is surfaced on management compliance dashboards. Data Protection Officers (DPOs) and/or relevant individuals assigned with data protection responsibilities can ensure that all staff have been allocated and undertaken GDPR related training. The system provides a full audit trail of all training should this be required as part of internal audits and/or ICO investigations.

29 Features Images 29 Single sign-on (SSO) using Microsoft s Active Directory technology. Security matrix allowing for the definition of each security policy with relation to the contextual organisational structure. Self-Service, facilitated by security and compliance features allowing line manager and learning manager overviews of learner data and progress. Contextual organisational structure directly relates to security policies to ensure user permissions are correct upon deployment of the system, in conjunction with job role, department, region etc. Audit trail of all learning throughout the system ensures GDPR compliance within the framework. The setting up of policies that will allow the system to aid with GDPR Compliance. Governance provided to learning via structure for allocation and sign-off processes. Office 365 utilisation enables single sign-on to extend to content (within Office 365 platform) for both ease of use for the user and secure access to in-house content All data is securely transferred over HTTPS using SSL encryption on data in transit Supports the implementation multi-factor authentication (also known as two factor authentication) in Office 365's Azure Active Directory

30 Features Images 30 GDPR Compliance is tracked as part of the GDPR Dashboard. Users can view GDPR KPIs, retention policies, raise SARs, etc. Management have a full overview of GDPR KPIs accessed on a contextual level and can be viewed by section.

31 Features Images Assessments and Feedback 31 One of the main reasons for developing LearningPoint 36 within the Office 365 framework was the ability to use the wider Office 365 application feature-set for extensibility of. This includes using Office 365 applications such as Flow for notifications and process automation, PowerApps for E-forms and assessments, and PowerBI for real-time reporting/analytics. In context to learning delivery this includes the ability to request that a learner completes a feedback form as part of their learning; notification of any upcoming training via the notification system, and the assigning of assessments to deliver interactive reporting and KPI dashboards. Microsoft Office 365 Flow, PowerApps and PowerBI all have mobile applications, ensuring that the learner can process information on a desktop, tablet or mobile device with the same intuitive user interface experience. Feedback can be key to ensuring the Learning Strategy is being adopted: organisations must ensure training and learning is engaging for the learners while supporting both the individual and the organisational objectives. Feedback can be triggered in a number of ways: On completion of a specific task On attainment of a skill or competency On completion of a full learning profile On a scheduled basis (3-months, 6-months, 12-months etc.) Microsoft Flow has the ability to trigger feedback requests as part of Line of Business (LoB) process from a number of sources: i.e. upon updating a record (for example, changing an opportunity status to won ) in a Customer Relationship Management (CRM) system such as SalesForce. This action could trigger a feedback request to the specified individual or group to capture real-time analysis on the effectiveness of training/learning to assess how it has helped secure the opportunity. can integrate mobile applications through the AssessmentPoint 365 application included in the license. This module allows for the allocation of assessments/tests/quizzes as part of a learning task sign-off policy. The learner has the ability to complete these assessments using the PowerApps mobile application. The assessment results update the Learning Management System (LMS) and the results of which control the process and provide analysis.

32 Features Images Assessments and Feedback 32 Office 365 framework allows for feature extensibility with the ability to integrate mobile apps such as Microsoft Flow, PowerApps and PowerBI. Notifications on mobile escalating reviews, learning sign off etc. Mobile feedback forms. Feedback forms can be set with a trigger that pushes a notification (after a specific trigger) to the user when they are required to partake in a feedback form. Microsoft Flow used to send notifications from system to users mobile. Real-time updates to KPI s upon the completion of a Feedback form. AssessmentPoint 365 is integrated for mobile using PowerApps user can sign off learning. Assessments can provide knowledge validation with records of failed attempts (I.e. attempts where pass marks were not met) which in turn can also be analysed on a PowerBI / KPI dashboard and escalated via triggers to Flow Empower users to provide information on the device they require, supporting mobile and home working / learining as well as office working

33 Features Images Assessments and Feedback 33 Mobile feedback questionnaires can be configured to request feedback when Learning Profiles are signed off. includes AssessmentPoint 365 within the licence meaning you can build your own assessments.

34 Features Images 34 is a SCORM compliant system: organisations have multiple options when embedding learning content into the application. Any content purchased from external sources, or built in-house, that is packaged as SCORM compliant means that the SCORM import wizard will be able to unpack and import and present the content. When the content has been unpacked in to the system, it can then be linked to the appropriate learning profiles for learners to access and consume. The application is also equipped with a SCORM compliant content player which allows for presentation of the learning content within the system to the user, rather than having to access the learning externally or purchase licenses for an online SCORM player or content hosting system. SCORM packaged learning content has the ability to track various metrics (given that the content provider includes them as an output) such as: Completion status Progress of moving through content Duration (time spent on content) Score (pass/fail) if tests / assessments are included All this information can be captured and processed within the system and its processes. The SCORM output metrics have the ability to facilitate an automatic sign off of learning tasks (i.e. if completion status is 100% or assessment is passed). These KPIs can also provide analytics as to the status of the consumption of the digital learning content, aiding compliance.

35 Features Images 35 SCORM compliant content can be unpacked in to. SCORM player allows the user to work through the content within the application rather than using an external system. SCORM player has the ability to capture outputs from the content from videos to documentation. Ability to track metrics if the content provider has allowed them as an output the metrics could be of the following: Completion Status Duration (time spent in the content) Score (if assessments included) Pass / Fail Status (if assessments included Metrics facilitating auto-sign off policies. Real-time updates to KPI s around the consumption of SCORM content within the system. Providing content within the application ensures the user journey in the system is seamless and enhanced with no further system login requirements to access learning content SCORM 1.2 compliant which is the most widely recognised SCORM version

36 Features Images 36 supports SCORM compliant content Learning Profiles can link to external SCORM content, including video content. through the SCORM Import Wizard. SCORM documents can then be allocated to relevant Learning Profiles/Tasks. SCORM analysis highlights how many hours of Learning have been consumed by Employees.

37 Features Images 37 is fully integrated into the Office 365 framework. This allows for the utilisation of single sign-on capabilities and, in turn, this provides the ability to render contextual dashboards to the relevant user. For instance, if a learner accessed their self-service dashboard they would see their current learning status. If a Line or Department Manager accessed their dashboards, they would access information regarding their team and their team s Learning. A Learning or HR Manager would be able to get an overview of the whole organisation s learning status. Each of the Dashboards are made up of four main components: KPI analysis Learning Profile information Quick Links to common processes/information Information/reports for escalation and focus of key information, such as upcoming Learning Courses; Training due for renewal; overdue Learning Tasks; Compliance status, among others. The dashboards are designed to surface key information relevant to the user logged-in as opposed to the user have to search or navigate to find the data delivering focus, engagement and a positive, intuitive user experience. The focus of is to: Have a fully functional, self-service system, which allows for independent Learning Provide real-time information Have information accessible anytime from anywhere Provide contextual content delivery Provide a learning strategy that aligns with the organisational structure Provide a secure environment.

38 Features Images 38 Self-Service dashboard surfacing relevant information for the employee. Dashboards created contextually at different levels of employment / stakeholder; Employee, Line Manager, HR Manager, Learning Manager etc. KPI analysis of learning surfaced, showing real time updates of the metrics set by an organisation. Quick links within the dashboards can be used to surface various different information that the organisation deems necessary. Information surfaced can be anything from upcoming training courses to learning competencies that are up for renewal. Each dashboard designed with relevance to the user to ensure ease of use and accessibility throughout the system. Editable dashboard sections to allow links and surfaced tabular reports to be amended for additional links or made more relevant for information surfaced ('Quick Links' tab only) Live filtering/searching of information on sections of the dashboard (I.e. filter Skills / Competencies in the learning section) Aesthetically clean and clear dashboard presentation to ensure a rich and enhanced user experience adding ease to usability Able to be enhanced with links out to reporting toolsets (I.e. PowerBI dashboards)

39 Features Images 39 LearningPoint is single sign-on within the Office 365 framework. The Line Manager dashboard surfaces information relevant to the Line Manager s team. The self-service Employee dashboard facilitates holiday requests, expense requests, Notifications, and Tasks. The HR Manager dashboard surfaces information relevant to the HR Manager.

40 Features Images 40 within can be undertaken on a real-time, contextual basis. The system provides standard analysis around metrics: examples of such are the number of learning hours taken and to ensure internal/external compliance policies are met (i.e. CIPD credits) and the learning status can compare the targeted delivery of learning against the actual learning undertaken. The Analytics within the system can be extended to integrate other types of data, such as the Business Goals and Objectives that have been set during implementation. Upon setting the goals and analysis of the required skill-sets to achieve said goals, will create a gap analysis of skills requirements needed to achieve the business goals. This will be mapped against the current skills that are within the organisation to provide a visual output of the skills gap. The mapping of skills in the Application provides the ability to create a timeline analysis presented on a Dashboard and taking in to consideration factors that potentially affect future learning, such as: Planned skills attainment Skills expiry Long term absenteeism Offboarding Planned recruitment/onboarding This can give an insight in to potential skills gaps, from an organisational level, that need to be filled either on a temporary or permanent basis and highlight potential business risk. The skills gap analysis that the system performs can give a good outline of the type of Learning that have a direct correlation and impact on delivering the Business Goals. has an automated skills matrix chart, which provides a real-time representation of the current status of Skills and competency statuses for each Employee and within the organisational structure i.e. Region, Department, Group, Job role etc.

41 Features Images 41 KPI analysis updated on a real-time basis with the ability to track various different metrics. Learning status allowing for a comparison between the delivery of learning and learning undertaken by the users. Analytics can be extended, to integrate other data such as business goals and link this to the skills requirements of the business. Using the business goals, the system will create a skills map of skills that need to be obtained in order for the business to focus on achieving the desired goals. Timeline analysis of the skills map and how the organisation has gotten closer/further from their goals over time. taking in to consideration factors such as planned skills attainment and skills expiry. Will provide insight to the potential skills that must be filled. Skills gap analysis can give analysis of all the skills within a business, it can outline the skills that leave with an employee. What skills and employee brings etc. it provides information on what you need to achieve the goals. Skills matrix, updated in real-time representation of the business current skills and competencies at a contextual level i.e. Job role, Department, Region Etc. All analysis in the context of the users permission set Extendable analysis into Office 365 framework feature set (such as PowerBI and Excel) with live links to security trimmed (user contextual) data

42 Features Images 42 Power BI provides business analytics oriented around the Business Goals defined during setup. An Employee is able to see KPI information pertinent to their individual Learning. The Skills Matrix surfaces a visual overview of the skills and competencies gained by Employees. HR Managers can access KPI information pertinent to the business as a whole.