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Learning Management: What does a Training Company need an LMS for?

Upside Learning

This is linked to the requirement on white-labeling (mentioned further in this post) where the company wants to go as a self-sustaining provider to its customers. However the LMS vendor needs to set up proper systems and training for the company to provide support. Functionality Modules In terms of the functionality modules, companies like to keep the entire system simple and easy to use and do not have a big list of functionalities required: 1. Training companies the world over are changing the way they operate and the services they offer customers.

AICC 13

Top 50 LMS Report for 2016 – What you need to know (criteria, approach, and yeah some vendors)

eLearning 24-7

identify the Big Dogs as SumTotal by Skillsoft (yes, that is the actual name),  Cornerstone OnDemand, Saba, SucessFactors and Oracle Taleo (although, I ask myself who is using this and if you still are why?). But, they do use modules (so you can buy learning for example, and then down the road or at the same time performance and so forth). . To me, each one of them does a lot of different things, but learning is a secondary, not primary. . I say this, and you can see it yourself, buy seeing all the modules available.  Cornerstone OnDemand. Not everyone gets in.

#HRTECH Learning Vendors Preview – Who to see and who to avoid

eLearning 24-7

Cornerstone OnDemand. CoD uses the module angle, whereas you can buy one module (learning for example) and if you want performance management – that is a separate module.  I’m not a fan of modules, but that isn’t what bothers me the most about their offering. No, it is when people looking for systems assume that every LMS follows the module approach.  The truth of the matter is that less than 10 vendors (that I am aware of) out of 680+, go module. Welcome, welcome all! Why am I so happy?  It is HR Tech.  Good to Excellent.

LMS Decision Making Criteria B4 U Buy

eLearning 24-7

As you can see, providing insight when you haven’t been standing in your “shoes” in a manner of speaking, really doesn’t tell you the reality, because they haven’t had to be in reality. Track and capture compliance data based upon specific courses that we provide to our learners.  2.  Less than 10 vendors in the entire industry have multiple modules.

HR in the Cloud: Upping the Talent Management Ante

Learning on the Leading Edge

Sapphire, the SAP annual event for its customers and partners, provided the debut of SuccessFactors as a SAP company. With the move to Sales OnDemand, 600,000 accounts were moved within that time frame. The SuccessFactors talent management suite is now presented as an HRIS product, with plans to build on the Employee Central module as a core HR solution. The first addition is the global financial application, Financials OnDemand, ported from the Business ByDesign suite. One might guess that other BBD modules such as Sales OnDemand might be added in the future.

Final Post Analysis of #HRTechConf 2015

eLearning 24-7

Let’s jump right in – but first let me say this – I for the life of me cannot understand why the conference on day one did not provide free lunch boxes? . Clearly this meant they have the module off, but how hard is it, to go on the back end and turn it on? The person who provided/showed me the product was fantastic.  He deserves a raise.  I found out via our conversation that he was a former trainer, and it showed in how he presented the product.  Cornerstone OnDemand. Anyone?). Thanks for nothing (do you sense bitterness? Good). Halogen. SilkRoad.

#25 to #11 LMSs of 2012

eLearning 24-7

While the pricing is outrageous and the Saba as a whole seems better suited as a HCM, their learning suite is a better alternative than those who want Cornerstone OnDemand. 21 CFR Part 11, a very strong compliance mgt module incl. great example of someone who doesn’t do a lot of advertising, is under the radar, inexpensive but still provides enough to be effective. It is the holiday season and for those who see me as the grinch (okay a few vendors do, but I digress) here is a special post.  Next week, 12-12-12, will be #10 to #1 learning management systems for 2012.

LMSs that kick ass: Learn.com

Janet Clarey

We are currently in the final development stage of our WebPad® module for the LearnCenter platform. Learn.com is also introducing “Pull Learning Technology” (PLT) through a Module we are calling MyProfile. The MyProfile Module for the LearnCenter puts the power of self development and learning into the hands of the individual employee for the first time ever. Using the My Profile Module, end users will be able to; Compare a current skill set against the skill set needed for another job profile within the organization, quickly isolating gaps and areas of improvement.

2010 LMS Products of the Year

eLearning 24-7

Big Dog (Saba, SumTotal, Plateau, Cornerstone OnDemand, Learn.com). Normally, I wouldn’t provide a specific breakout, say Big Dog or Small Dog, but people ask me whom I like or dislike, etc. Please remember for TM or as some vendors like to pitch as “performance management or knowledge management&# , the modules are extra and are not part of the system (at least for now). really good EE system, offers this and for those who just want the standard LMS, provides these features too, without missing a beat. These standout to me. Categories. Big Dog LMS.

HR in the Cloud: Upping the Talent Management Ante

Learning on the Leading Edge

Sapphire, the SAP annual event for its customers and partners, provided the debut of SuccessFactors as a SAP company. With the move to Sales OnDemand, 600,000 accounts were moved within that time frame. The SuccessFactors talent management suite is now presented as an HRIS product, with plans to build on the Employee Central module as a core HR solution. The first addition is the global financial application, Financials OnDemand, ported from the Business ByDesign suite. One might guess that other BBD modules such as Sales OnDemand might be added in the future.

HR in the Cloud: Upping the Talent Management Ante

Learning on the Leading Edge

Sapphire, the SAP annual event for its customers and partners, provided the debut of SuccessFactors as a SAP company. With the move to Sales OnDemand, 600,000 accounts were moved within that time frame. The SuccessFactors talent management suite is now presented as an HRIS product, with plans to build on the Employee Central module as a core HR solution. The first addition is the global financial application, Financials OnDemand, ported from the Business ByDesign suite. One might guess that other BBD modules such as Sales OnDemand might be added in the future.

HR in the Cloud: Upping the Talent Management Ante

Learning on the Leading Edge

Sapphire, the SAP annual event for its customers and partners, provided the debut of SuccessFactors as a SAP company. With the move to Sales OnDemand, 600,000 accounts were moved within that time frame. The SuccessFactors talent management suite is now presented as an HRIS product, with plans to build on the Employee Central module as a core HR solution. The first addition is the global financial application, Financials OnDemand, ported from the Business ByDesign suite. One might guess that other BBD modules such as Sales OnDemand might be added in the future.

Nature vs. Nurture. Yes, It Applies to Talent Management Software

Learning on the Leading Edge

But let’s think about the concept in terms of software; “Nature:” software that is organically created – all built by one provider, (perhaps even the same engineering team) – and “Nurture:” software that is “consolidated” – applications acquired from other companies and bolted-on or otherwise added to the providers original product. And truth be told, they are often not much easier for a provider than they are for your IT staff to figure out. Nature vs. Nuture. Which brings me to Cornerstone On-Demand. Nature Pays.

NorthgateArinso Coins "BPaaS" to Position Its Solutions

Learning on the Leading Edge

For Workday HRIS customers, NGA is a channel partner that provides multi-country payroll, servicing companies that need a wider payroll scope than Workday’s indigenous support for US, Canadian, and UK payrolls. NGA has a BPO subscription agreement in place for Oracle’s PeopleSoft and a professional services agreement with SuccessFactors, extending SAP’s HCM capabilities to cover SuccessFactors’ Employee Central and talent management modules, leveraging its five year history of SaaS integration with euHReka OnDemand. And why, you may well ask?

SAP 0

NorthgateArinso Coins "BPaaS" to Position Its Solutions

Learning on the Leading Edge

For Workday HRIS customers, NGA is a channel partner that provides multi-country payroll, servicing companies that need a wider payroll scope than Workday’s indigenous support for US, Canadian, and UK payrolls. NGA has a BPO subscription agreement in place for Oracle’s PeopleSoft and a professional services agreement with SuccessFactors, extending SAP’s HCM capabilities to cover SuccessFactors’ Employee Central and talent management modules, leveraging its five year history of SaaS integration with euHReka OnDemand. And why, you may well ask?

SAP 0

NorthgateArinso Coins "BPaaS" to Position Its Solutions

Learning on the Leading Edge

For Workday HRIS customers, NGA is a channel partner that provides multi-country payroll, servicing companies that need a wider payroll scope than Workday’s indigenous support for US, Canadian, and UK payrolls. NGA has a BPO subscription agreement in place for Oracle’s PeopleSoft and a professional services agreement with SuccessFactors, extending SAP’s HCM capabilities to cover SuccessFactors’ Employee Central and talent management modules, leveraging its five year history of SaaS integration with euHReka OnDemand. And why, you may well ask?

SAP 0

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

Analytics takes Center Stage at Workday Rising

Learning on the Leading Edge

They see three progressive phases in analytics of increasing sophistication and benefit to end users: the first, more common today, is data that describes the organization as it stands; the second is predictive: a theme common to many software providers in the HR community today; and the third, demonstrated in this keynote, adds the ability to recommend actions based on those predictions. With its unique perspective among standalone HR and talent providers with support for a complete financial suite, Workday also provides analytics on financials. User Experience. June 201

LMSs that kick ass: GeoLearning

Janet Clarey

Continuing my series of email interviews about LMSs that are doing innovative things with social media, here’s the scoop on what GeoLearning is up to. Q: What social media tools is GeoLearning incorporating into their LMS? A: Will Hipwell- GeoLearning’s GeoEngage module facilitates Communities of Practice (CoPs), enables social networking, and provides access to Web 2.0 technologies and/or are not entirely sure how they can be practically implemented in the workplace and provide value. Prior LMSs in series: Cornerstone OnDemand. Me: Thanks Super Will.

LMSs that kick-ass: Latitude

Janet Clarey

With features like WYSIWYG editors, Content Management Systems (CMSs) provide content management and rapid content update capabilities with a minimum of effort or technical expertise required. CMS vendors may develop modules with basic LMS functionality for their platforms. Q: What difficulties are you seeing in the incorporation of social media among your current customers/potential customers? A: Kurt Crisman - It’s a new approach for customers, so a more phased approach is required. Prior LMSs in series: Cornerstone OnDemand. Great stuff Kurt! Thanks. Generation21.