Break free: Go beyond the traditional learning (Part 5)

Social Learning via Instant Messaging

by Anita Vinod & Teena Thimothy  on 21 May ’15


  • Data security issues
  • What are the prevailing issues?
  • What can be done about them?
  • What are the recommendations for using this platform for learning?

To tackle the issues of time, quality, content & consistency in learning the solution can be as simple as adopting the innovative learning delivery methodology SLIM. Keeping in line with the micro learning trends, SLIM focuses on delivering effective and impactful byte sized learning to glean maximum benefits from minimum time invested in learning.

The SLIM service portfolio has impact both on the business & the learner alike.

Content modification (in order to host on instant messaging services (in consultation with client)

  • Business Impact: Engage learners trough bite sized content
  • Learner Impact: Better focus & retention

Nomination Management

  • Business Impact: Making sure no one gets missed out
  • Learner Impact: Follow ups and reminders to ensure maximum participation

Group Management

  • Business Impact: Ease of management. Encourage social learning
  • Learner Impact: Easier access to peers/experts for query resolutions. Fun learning through experience sharing

Content Distribution

  • Business Impact: Appropriate “doses” of knowledge delivered to the learners at prescribed frequencies
  • Learner Impact: Flexibility to access small bites of content on the go

Post Learning Administration

  • Business Impact: Streamlined methodology of administering, tracking and collating results of pre and post assessment tests & feedbacks
  • Learner Impact: Understand own grading & devise self-driven approaches to improve in quick time. Easy means to register thoughts, suggestions, queries and concerns about learning

Reporting & Analytics

  • Business Impact: Holistic view of learning basis customized parameters. Can assist in driving strategic learning decisions
  • Learner Impact: Improvement in strategic learning initiatives due to clear visibility of existing/impending issues, thus benefiting the learner

So, what’s next? Stay tuned for our take on where micro-learning is heading, how instant messaging can make a difference and what’s in store for SLIM …


How to eliminate your L&D implementation hassles and boost your training strategy for an effective execution

Learning & Development by Anita Vinod on 12 Jan ’15

There are several issues that plague an L&D professional while attempting to seamlessly execute the perfect learning strategy. The solution is really quite simple: a single point of contact to cater to the entire gamut of transactional, administrative and technology activities within L&D function


Learning, training, mentoring, coaching, up skilling, performance development, etc. – these words have been used interchangeably and sadly loosely in the corporate setup for decades. Conversely all of these activities tread a common path towards organizational development.

Learning and development, as a function, generally drifts around the perimeter of core HR functions. Why? Because of the potential of L&D to generate solid RoI. When an org designs and implements a suitable, strong and adaptable learning setup, it will impact the overall health and growth of the org.

Learning administration is an inclusive term for all the transactional and administrative activities which are performed in the pre-learning, learning execution and post-learning phases.

The truth of the matter is learning execution takes up a lion’s share of the constructive time of an L&D professional; time which could otherwise be used for deeper analysis and understanding of the industry, benchmarking competition and driving organizational goals more effectively.

Collated below are some pain points hindering your execution of an otherwise effective L&D strategy and how best to eliminate them

Issue 1: The “Woes” from Globalization
Imagine having to schedule a training session across multiple time zones and multiple cultures. Add to that, local influences that dictate adjustments to the training materials. Certain styles of delivery are preferred over others depending on the cultural flavour; for example instructor led courses over self-learning in high power distance cultures. In such cases, the L&D function gets fragmented and eventually begins functioning as independent entities – which brings us to the next issue.
A single point, technology driven solution, steered by learning administration experts will ensure seamless scheduling, enhanced logistics and intelligently manage learning resources.

Issue 2:
Inconsistent learning delivery In most cases, the L&D heads have to try doubly hard to keep their diverse teams together. But, when so many independent groups function out of geographically disparate locations, the consistency of learning delivery is moot.
Centralized learning execution can result in a process driven and SLA based delivery. This approach ensures consistency across all locations and delivers a heightened learning experience.

Issue 3:
Data, data and more data Analysing the learning needs, can be a manpower intensive and mundane task. It is the back-end work before the actual strategic decision making that drives learning professionals up the wall. Right from conducting surveys, administering questionnaires, collating data, creating training needs databases, it is an administrative nightmare. Get this bit wrong and the entire annual L&D budget amounts to just hours of training not meeting the organizational objectives.
Large chunk of the administrative task like conducting survey, collating and categorizing feedback information, creating and maintaining database, etc. can be outsourced. This will free the L&D professional time to focus on the generating intelligent reports that will help decide on the learning needs.

Issue 4:
Technological hassles Like in most other spheres of corporate culture, technology is making its presence felt in a big way in L&D as well. A Learning Management System (LMS) forms the backbone of the entire operations these days. An organization may choose any LMS available in the market based on their requirements. But, technology needs maintenance and that’s where trouble arises. Configuring, maintaining, updating and data migration are required at frequent intervals. Organizations need technology specialists to assist with these tasks. These can result in major overheads.
A specialized team of technology experts, trained to work on the LMS of choice will assist in maintaining integrity of learning delivery at all times.

Outsourcing these activities to agencies like Neeyamo, which specialize in handling the managerial tasks can reap tremendous benefits. We can provide a single point of contact for consistent administrative activities – location and time zone independent. With a technology agnostic functional team we can cater to all the learning system requirements and ensure seamless delivery.

If you believe we could help you ease out your learning execution pains, please write to irene.jones@neeyamo.com