corporate training Archives

The battle between colleagues or how to learn as a team

It is Friday afternoon, and like every week, you log on to your e-learning platform. You notice a notification:

Since your company has implemented a digital learning solution to train on soft skills, you and your friends in the open space have taken to challenging each other on different courses. Indeed, this platform allows users a gamified learning experience, where answering correctly makes learners win lives and users can send each other battles to test themselves on different topics! This platform has really motivated you to learn on a regular basis, and you find it more entertaining to test your knowledge on a subject by interacting with your peers, especially as it helps you concentrate on retaining the course content. In fact, there have been several occasions when you’ve talked about it together during coffee breaks, talking about information you’ve learned in the course or comparing your results. Since you started on the platform, you have reached the Coach level on most of the courses, so you can help your peers on certain topics.

You decide to click on the notification to start the battle. You have reviewed some of the information in the course beforehand, by doing a 5 minute microlearning on each chapter of the course. Now that the battle is on, it’s up to you to win!

6/6. You win the battle by the skin of your teeth. Louis also had 6 correct answers but you were quicker to answer the questions! Luckily you had revised, which surely ensured your victory. You hurriedly ask your colleague for a coffee break to debrief.

“So Louis, what did you think of this course?”

“Haha well frankly, I would know from now on that whenever I use a network connection that is not my company network, I would have no control over what is connected to my device. I used to use Wifi on the train for example, but it’s better to avoid using public Wifi apparently.”

“Yeah, it’s true that when you’re on the move you can forget these basic rules and be more flexible! You should talk to the IT department, they could install a VPN software that will allow you to connect from an external network!”

“You’re right! You’ve really done your homework…”

“You should also start studying because next week, a Massive Battle is being organised on the platform!”

You return to your desk and before going back to work, you decide to send another battle to another colleague, in order to prepare yourself for the Massive Battle next week.

What do researchers think?

A recent study by researchers at the University of Washington found that active learning, based on collaboration and interaction, had a positive effect on students’ academic performance.

Thus, the study found that the absence of active learning can actually harm a student’s chances of academic success. For example, as a result of the experiment, it was shown that students in traditional lecture-based education were 1.5 times more likely to fail than those in courses with active learning.

What to remember

Collaborative learning in business is a form of learning that links the ability to learn with and from others. To foster collaborative learning, it is important to allow exchanges and sharing between peers, in order to spread knowledge. Collaborative learning is not only team building, it is also more efficient. It allows employees to learn continuously, through their daily exchanges and feedback.

How does this work at Coorpacademy by Go1?

At Coorpacademy, to encourage collaborative learning, we encourage learners to challenge each other and test their new skills in a very interactive and fun way. That of the battles. This element of play on the platform in duel question mode allows each learner to challenge the person of their choice on the course of their choice! The learner who answers the most questions correctly – or the fastest in case of a tie – wins the Battle, 5 bonus points, and a better knowledge of the course.

As part of our platform animation programme and to encourage learner engagement on the platform, the battle can also become massive! In the Massive Battle, all or some of the learners on the platform participate and they are all challenged by one of them. This feature allows HR and training teams to animate the training platform to keep learners engaged!

Test your relationship to work!

Lockdowns, remote working, health measures and social upheaval: the COVID crisis has shaken up the needs of employees. Today, employees are questioning the way things are done, expressing new expectations and may even resign without you having been able to anticipate it. Engaging employees has therefore become a major challenge for managers in order to maintain the productivity of teams and the performance of the company.

Encouraging engagement at work is the subject of the latest course co-published by somanyWays. In this course, discover the Workoscope®: a reading grid that allows you to better understand your relationship to work – your vision, needs and expectations at work. It was developed in 2018 by somanyWays, after more than 3 years of R&D with individuals in professional questioning.

Take the test and find out what kind of relationship you have with your work!

1 ) You have just been offered a promotion. First of all, congratulations! Your first reaction is…

a ) Accept without hesitation and immediately change your job title on LinkedIn to inform your network

b ) To take time to reflect on the changes that this new position may involve before making any decisions

c ) To be enthusiastic about the idea of discovering new missions and to ask my interlocutor about the possibility of training associated with this promotion

d) To look forward to discovering new projects and getting out of my comfort zone!

e) To ensure that this promotion will enable me to make a significant contribution to the company’s development on key high-impact issues, as this is what drives me

2 ) A new project is discussed at a team meeting. You are…

a) You provide information on the stakeholders and people involved in the project

b) Take the lead in establishing a clear and well-defined plan of action to move the project forward

c) Offer your help to advance a part of the project that interests you and in which you can deploy new skills

d) Take the opportunity to organise a brainstorming meeting to innovate on this new project

e) Remind the team of the importance of including this project in a CSR and environmentally friendly approach

3) A new recruit has just joined the company! At the welcome breakfast, you will…

a) Ask them about their professional experiences and education, in search of common knowledge!

b) Welcome them and invite them for a coffee to discuss joint projects!

c) Be delighted and interested in the personality of this new talent!

d) Offer to introduce yourself in 3 fun facts, it’s a change!

e) Ask about them values and the reasons why they joined the company

4 ) Friday, 6 p.m., you leave work… On the way home, you…

a) Open LinkedIn to see the reactions to your last post!

b) Hurry so you don’t arrive late for your dance class, it’s your passion and you’re already revising the steps in your head.

c) Log on to the Coorpacademy app to do a course and develop your skills!

d) Still thinking about that current project you’re having a challenge with, on Monday you’ll have the solution for sure.

e) Have already left a little earlier, you had a volunteering assignment planned for that evening!

5 ) For you, the ideal manager…

a ) Sets ambitious goals and gives you responsibility!

b) Is attentive to what matters to you and focuses on the relationship.

c) Takes a coaching approach and pushes you to excel!

d) Gives you carte blanche and entrusts you with innovative projects.

e) Invites you to take up environmental or social issues in the company and understands your causes!

Results

You have a majority of a)

You are in Ascension mode. You are looking for career advancement and responsibility above all. Your status and title are important to you. Your Linkedin profile is always up to date, you are open to development opportunities and seek visibility with influential people. Proactive, you know what you want and dare to express it.

Your area for improvement: sometimes having a tendency to forget about others in favour of your personal goals.

You have a majority of b)

You are in Equilibrium mode. For you, there is work on the one hand and passions and interests on the other. You seek to preserve your personal life and appreciate a regular work rhythm within a precise framework, with a pleasant climate.

Your area for improvement: you bring consistency to the company, but be careful not to be reluctant to change.

You have a majority of c)

You are in Introspection mode. You are looking to develop the skills that interest you and to grow personally. You question your place and role in the company and ask for diversity. You expect your work to allow you to express your uniqueness, to exercise your passions and interests. Your taste for learning allows you to explore new paths.

Your point for improvement: be careful not to forget the collective issues.

You have a majority of d)

You are in Transformation mode. You are looking to innovate, to invent, to make things happen in your organisation. You are driven by leaving your mark. Enthusiastic about new things, you like to get out of your comfort zone and ask for autonomy.

Your point for improvement: A driving force in times of change, you may however have a tendency to reinvent the wheel!

You have a majority of e)

You are in Impact mode. You seek to have a positive impact on the environment, others and society. This can be expressed through a sensitivity to your company’s purpose and values, through an interest in CSR, employee representation bodies or transmission. Your commitment contributes to the evolution of the company on key issues.

Your point for improvement: Be careful not to neglect your daily tasks in favour of your causes.

To go further and understand what your employees expect in order to engage them in the long term, discover the course Encouraging engagement at work co-edited by somanyWays.

Encouraging Engagement at Work

About somanyWays

New aspirations, new jobs, rapid obsolescence of skills, a context of uncertainty… work is changing at the pace of the words and the evils of the times. In a world on the move, somanyWays contributes to the emergence of a new work culture, more virtuous and more in tune with the needs and uniqueness of each individual. Our mission? To accompany, train and equip individuals and companies so that everyone can (re)find meaning, pleasure and therefore commitment at work.

Tell us what courses you play and we’ll tell you who you are

During the course of a day, our attention is constantly stimulated by various information. We only need to spend 30 minutes on our favourite social network, or turn on our television, to realise the constant hubbub around us. Paradoxically, we have also become more attentive to the type of information we are willing to receive. But the point is that this flood of information is one of the reasons why we want to create the most relevant content possible. But how can we deliver on this promise? We’ll explain it to you in a few lines, so you don’t lose your attention.

A finely tuned catalogue

If you have read our article on the recipe of the Coorpacademy catalogue courses, you will know that we take care of both the presentation and what is on the plate. To engage our learners and stimulate them during their learning, it is important to offer them premium content, designed by educational engineers or in co-publication with exclusive partners such as Forbes, IBM or Cegos. To build a relevant training catalogue adapted to each learner, it is crucial to offer tailor-made content, so that it fits them perfectly. Thus, our content catalogue includes courses concocted by us and also by the business experts of each organisation we work with, to promote the development of each individual’s skills.

Content tailored to the changing world

Learning means progressing, doing better, evolving. This implies not only change, but also temporality. We start from a point A, at a certain point in time, and end up at point B, in some time. Therefore, in a rapidly changing world, learning is essential. In preparing our courses, we think about the world of tomorrow, to better prepare you for it. Thus, the more than 1700 exclusive modules on soft skills that make up our training catalogue are designed to guide you through the 5 crucial transformations for the future of organisations. But fighting for tomorrow’s world means that it still exists. That’s why we offer Coorpecology, the first training platform dedicated to the ecological transition, and why we are proud to collaborate with the Collège des Directeurs du Développement Durable (C3D) to design courses that develop sustainable thinking.

Support that is as personal as your experience on our platforms

To get to know you, we have a major ally: data. If you’ve played the All About Data playlist, we’re not teaching you anything, data is essential to designing a learning experience that reflects you. Indeed, by playing courses on our platforms, we are able to refine what we offer. So, training is really just a click away. But if our courses adapt to our learners, our platform also adapts to the needs of our clients, integrating directly into their training ecosystem. When we say that we know you well, it’s also because our team of Customer Success Managers supports you in your training projects, to achieve your objectives and those of your learners. We offer you concrete actions to engage your community of learners over time and reach new heights!

5 questions to ask yourself when thinking about long-term talent management

In 1987, the average lifetime of a technical skill was 30 years. Today, it varies between 12 and 18 months (OECD). As the obsolescence of technical skills increases, the HR function must both meet short-term requirements and think about the future of the organisation. So how do you meet this challenge and ensure the company’s long-term performance, while at the same time ensuring short-term results?

There is a duality within the company. It thinks and acts in the short term, but its survival depends on its long-term strategy. However, there is no question of rushing into emergencies, because survival also depends on a company’s ability to adapt and respond to fluctuations in its environment. Following the pandemic, it is now a certainty: the long term must supplant the short term. And if past events are not enough to convince you of this, the coming climate crisis shows us the importance of building for the future now.

The company’s main asset is its human capital, which is an essential pillar of its overall strategy. Strategic decisions are made taking this resource into account, and skills management then becomes a tool for deploying the company’s strategy. So-called “soft” skills are increasingly sought after, although technical knowledge is still valued, developing employees’ “soft skills” enables the company to promote profiles that are strong in adaptation, resilience, creativity and agility. These behavioural skills are a real competitive advantage in a context where the skills required vary and the environments are changing.

The HR function must therefore be able to align its strategy with that of the company, while taking into account its own changes within its environment. The major transformations that companies are undergoing today are strategic issues both for a company’s HR strategy and for its global strategy. It is therefore necessary to think about strategies in a common way, to coordinate efforts and to gather employees around the same objectives.

But in the day-to-day life of an HRD, long-term thinking is often interrupted by short-term emergencies. Thus, HR teams are reactive in the face of day-to-day problems but at the same time deploy strategies that respond to more global objectives such as recruitment, employer branding and training policies, all of which help to ensure the company’s sustainability and good health.

Thus, when it comes to building the competence development plan, HR teams have to think in the long term. Not least because of changing environments and evolving skills, it is crucial to build a learning culture within the company, in order to foster the agility of the company and all its employees. This is an essential skill to ensure long-term success.

So, to ensure the long-term development of skills, here are 5 questions to ask yourself as a training manager:

What skills will we need to follow our strategy in 5 years time?
How will we enable our employees to develop these skills?
Which skills will be obsolete in 2 years?
What are the current skills?
How and where can we develop the company’s untapped potential?

Faced with this reality, companies must constantly question the skills that make up the company. Identify those that will soon be obsolete, and those that will enable them to survive in an unstable environment. It is therefore crucial for companies to take into account the strategies put in place in the short term, in order to consider the consequences in the long term.

Training is a big deal!

Training is above all a human adventure. It puts people at the heart of the company and helps the talents that make up the company to progress. Through the story of my experience, I would like to try to answer the following question: does the size of the company count when it comes to training?

Having had the opportunity to work within groups of different sizes and operating in different sectors or regions, I have always noticed a common denominator in these experiences: my desire to learn. Whether it was learning how to produce an editorial calendar, something very concrete, or developing my adaptability, a so-called soft skill, the size of the company was never a hindrance to progress. But then, if size doesn’t matter, what’s left to measure? To help you understand, let me tell you the story of my rise in skills.

Here we are 3 years ago, I land in Montreal, and I discover the queue to enter the bus. If I decided to join Céline, it’s not for the love of poutine but for an internship in a big international cosmetics company. The dream – with 20 degrees less. With more than 8,500 employees, this first experience in marketing will allow me to develop skills that will be essential to me later on… Because in addition to the management and coordination tasks that I carry out on a daily basis – and which I quickly adopted the basics of – I am developing an unfailing ability to adapt without even noticing it. FYI, I work in French with Quebecers who work half the time in English. Since Canada is an English and French speaking country, all communications are done in both languages, but not all communications can be adapted to both languages. I adapt the speech, change the slogans, arrange the visuals. And when I get back to France, I feel like I’ve become a chameleon who can’t wait to change my appearance.

I’m back in France, I’ve just got a work-study contract to validate my last year of a Master’s degree in Communication, I’m starting in 2 days. The chameleon that I have become is not disappointed: I will now work in a telemedicine start-up! A dream come true – minus the Quebec accent. From my very first days, I’m learning new tools, adopting a new tone in my communications and immersing myself in new subjects. Offering teleconsultations and understanding the care pathway is a bit different than selling perfumes and understanding different skin types. And while I’m gaining skills in the Adobe suite, developing my creativity and gaining self-confidence, something happens that turns my life upside down: a certain extremely contagious and dangerous virus has appeared in the Wuhan region. You already know the rest: confinement, teleworking, Zoom aperitif and increased screen time. For my company, which has about forty employees, the adaptation is fast, and that’s good because we are at the front line. Although size doesn’t matter when it comes to training employees, it does influence the available manpower. This is why I had the opportunity during this pivotal period to provide support for tasks other than those usually assigned to me. This experience and this unprecedented situation allowed me to develop resilience and flexibility. But as I finish my work placement and head towards the world of work, I know that I will miss the school benches because I am thirsty to learn… Unless?

Unless the world of work is finally similar to the school benches. To finish our story, we are – almost – out of the health crisis and I finally found my first job as a Community Manager! The dream – minus the terraces. So I work in a start-up that does digital learning. A platform for massively developing the skills of employees, while meeting the needs of each learner. If joining a digital learning company makes it easier to increase your skills – I admit it – I discovered that, in the end, what I want to do later on is learn. Indeed, today I have understood that the common denominator of my employability, and above all of my motivation, is to progress, to improve myself, to adapt my skills to my environment. And as my environment is constantly changing, the chameleon that I am wants to learn continuously.

Thus, I have noticed through the writing of this article that all my experiences have led me to mobilise essential soft skills. Adaptation, resilience, creativity, team spirit, stress management, etc. are the soft skills that I have developed and nurtured throughout my professional life. The development of my skills is mainly based on my motivation and, to a certain extent, on the tools or situations that allow it. If the size of the company does not matter for my motivation to learn, the tools that will be made available to me can be influenced by this factor. In 2015, the inequality of opportunity in terms of training is reflected in the figures: the proportion of employees who received training in 2015 increases significantly with the size of the company employing them: 25% in the 10-19 employee group, 29% in the 20-49 group and 41% in the 50-249 group. These figures then increase to 58% above 250 employees, and to 63% above 500. Employees of large companies are therefore proportionally two and a half times more likely to have been trained in 2015.

This is why it is crucial that all companies, regardless of the number of employees, should be able to offer – and be offered – training that is engaging, impactful and accessible from anywhere. In conclusion, to train effectively, let’s not measure the size of the company, but rather measure the commitment of learners to develop their skills and the relevance of the devices put in place.

Are you a company with less than 250 employees and are you looking to develop your staff rapidly and massively? Discover Team by Coorpacademy, the training offer specially designed for start-ups and SMEs! Take advantage of a 15-day free trial – only available in French: https://coorpteam.coorpacademy.com

Clue, the educational investigation: become the hero of your training!

Having just arrived on Skill Island, the seven members of the Newcleus research laboratory’s party committee soon lose one of their number in tragic circumstances. What happened to poor Mr Boddy? While everything seems to point to an accident, Colonel Mustard suspects… murder! He decides to investigate on the sly… Who could have had it in for the good man? With what weapon was he killed? And in which room of the house did the murder take place? These answers are up to you to find, thanks to the clues that have been misplaced in the sumptuous house. It’s up to you to play detective, it’s up to you to play…

Clue !

With more than 150 million copies sold worldwide since 1950 – including 4 million in France – the mythical board game developed by Hasbro® has been invited onto the Coorpacademy platforms to make your employees the heroes of their training.

Discover this new educational format through 3 clues on the backstage of this partnership!

Clue 1 – An iconic and entertaining partnership

Building on the success of the Trivial Pursuit courses, our partnership with Hasbro continues to enrich our training offer through the world-famous game Clue. Making learning more fun is one of our core beliefs and engaging employees in training is one of our daily missions. Therefore, we are constantly looking for innovative and entertaining formats, so that the learner is a real actor in the course they are playing.

With this new learning innovation, the learners of the Coorpacademy platforms have the opportunity to develop their skills through a game that they know well, and which mobilises their full attention! Indeed, a good detective must be critical…

Clue n°2 – A formative and playful investigation!

In Coorpacademy’s Clue investigation, your objective is to understand who is behind the murder of Mr Boddy… To solve this crime, you will have to discover as many clues as possible by exploring the manor and questioning the five suspects. But be careful… they will mislead you, knowingly or not! Your critical thinking skills will be essential to unravel the truth.

This skill, identified as indispensable by 2025 by the World Economic Forum, enables people to learn how to construct rigorous reasoning in order to achieve an objective, or to analyse facts in order to formulate a judgment.

Clue 3 – An immersive learning experience

You are now in the shoes of the famous Colonel Mustard! You have access to the different rooms of the manor. These are full of clues that you can manipulate to gather all the information you need to solve your investigation. Pssst… the mansion is so big, it also hides secret passages. Pay attention, they might help you to identify the real culprit…

Set sail for Skill Island, a windy island, and find the seven members of the Newcleus research lab’s party committee! Hurry, one of them will soon disappear under strange circumstances… Start the investigation!

The playlist: a new asset to simplify the learning experience

It knows you better than anyone else, adapts to your desires, and facilitates your access to choice pieces: the course playlist, a new feature of the Team offer.

Monday morning, you open your favourite music streaming application and on the home screen, you hesitate. Are you more in the mood to discover the new releases of the month or to listen to your classics again? You’ll opt for your favourite playlist, but you’re not sure if the transition from that little alternative rock band you’ve just discovered to Adele’s latest album will go smoothly – then you feel like starting the week on a pop note, Adele, that’s for a rainy Sunday night.

On any platform, from music streaming to binge-watching giants, personalisation is key. To engage users, it is crucial to simplify their experience on a platform. Because on Monday morning, while you’re wavering between two musical styles, you also get 2 WhatsApp messages, 3 LinkedIn notifications and a reminder for Friday lunchtime: finish the Excel file for accounting. Ouch, Excel is not your forte.

So instead of browsing your playlists on Spotify, you decide to take the subject in hand! On Team by Coorpacademy, your company’s new e-learning offering, you discover a simple interface and quickly identify the ideal playlist to fill in your gaps by Friday. Having become an ace in office automation, you excel on Friday lunchtime, and the auditory dilemma of Monday morning is transformed into a learning dilemma between the playlist “Understanding digital and e-commerce” or “Make your teams more agile”.

As you will have understood, organising training content in the form of playlists is an effective way of customising and simplifying the learning experience. Specially designed for start-ups and SMEs, the new Team by Coorpacademy offer aims to facilitate access to training for smaller companies. Following interviews with start-up and SME managers, their needs and constraints have been clearly identified. Their employees need to be trained on a massive scale and quickly in subjects that are strategic for the company. This is why the Team offer is adapted to their expectations and proposes our catalogue of premium content organised in the form of playlists, in order to simplify learning on the platform.

The Team offer – available in French only for now – includes 17 carefully selected course themes to stimulate employee productivity, including digital culture, social networks, sales performance, agile management, language learning, office automation, etc. Indeed, following interviews with start-up and SME managers, these topics were mentioned as essential for the competitiveness and strategic development of companies with less than 250 employees:

1. 1. 1. 1. Don’t make any more mistakes when writing!
      2. Master professional English
      3. Express yourself perfectly in writing and speaking
      4. Succeed in your team management
      5. Manage your projects with agility
      6. Develop your learning skills
      7. Optimise your time management
      8. Learn to manage your emotions at work
      9. How to combine teleworking and performance
      10. Digital security: adopt the right reflexes!
      11. Strengthen your digital culture
      12. Use and value data
      13. Initiate the sustainable transformation of your company
      14. Corporate Social Responsibility: take action!
      15. Promote diversity and inclusion in your company
      16. Succeed in all your sales
      17. Become an outstanding negotiator

Test the Team offer in French for free for 15 days by clicking here!

Organising skills development in the form of playlists simplifies access to knowledge and makes it more fluid. Simplifying the learners’ experience encourages the development of new habits. The aim is for them to develop a real desire to learn, a boundless curiosity, and a good capacity to retain information. And simplifying the learner experience encourages these behaviours.

Your music streaming application knows your tastes by heart, so it can recommend the best content for you. Within the playlists it recommends to you, it identifies the music genres and artists you like. On your e-learning platform, we also observe your behaviour within the course playlists, so that we can then offer you courses that are better suited to your profile, your level, or to guide you towards a related subject!

Get 15 days trial to test the new Team offer in French 👉 https://coorpteam.coorpacademy.com/coming-soon-in-english/

The HR themes of the recovery: what are the skills to develop to go back to work serenely?

September is the end of the vacations and the return to the office, but it is also the time to start all over again, the beginning of a new chapter. This new school year is particular, it follows a long period where individuals and companies had to adapt in record time. In a world in upheaval, what are the key HR issues of 2021? What skills are already essential to meet the challenges of the new year? Let’s discover the chapter that is being written.

Transforming to last

The list of skills you can develop by accessing the more than 1,800 courses available in our premium content catalog covers all those deemed indispensable by the World Economic Forum for 2025.

This year, the most sought-after topics on our platforms reflect the upheavals that companies and their organizations are facing. The key competencies to support managerial, digital, cultural and organizational transformations are widely represented in the catalog, as shown by the top 5 competencies covered in terms of number of courses offered.

Continuous learning to evolve in a changing world

Learning allows you to progress and evolve, and in a context as changing as the one we know today, it is a key to ensuring the relevance of the skills you will develop to face the challenges that the future holds.

So which courses make you want to learn the most? Let’s find out in the top 5 most played courses of 2021:

The course “Communicate effectively to collaborate better” co-edited with Dunod Formation, which gains 2 places compared to the 2020 ranking.
The Coorpacademy course “Big Data”, which loses 1 place compared to the 2020 ranking, but which remains a must!
The course “Adopt an agile culture” published by Coorpacademy, which enters the Top 5 by gaining 4 places compared to the 2020 ranking.
The course “Solving complex problems with the 4S method” co-edited with Bernard Garrette and Olivier Sibony, which also makes a triumphant entry in this Top 5 2021, gaining 10 places compared to the 2020 ranking.
The course “1 hour to stop stressing and stay zen” co-edited by Dunod Formation, which remains in the Top 5 despite losing one place compared to the 2020 ranking

Key skills for the future

Training plays a crucial role in ensuring that your employees develop their skills and adapt to the new expectations of the job market.

In view of the top 5 skills consumed in the 2nd quarter of 2021, our learners are already ready to serenely apprehend the uncertainties of tomorrow’s world:

Topics that are on the rise

The skills found in the top 5 skills consumed in 2021 do not vary so much from those whose consumption is growing fastest in Q2 2021. The need to meet new employee expectations and adapt to new ways of working is only intensifying. Not surprisingly, digital literacy skills are on the rise, as the digital transformation of companies is never done.

The start of the HR season will not take place without the transformation of companies, and consequently, not without an increase in the skills of all employees. To accompany them in the changes that are already concrete, soft skills will be essential.

Thus, to apprehend the start of the 2021 school year, we recommend:

To know and understand the technological evolutions that are taking place more and more rapidly;
Develop your ability to identify, understand and react appropriately to the emotions of others in order to promote team cohesion;
Demonstrate flexibility and agility to respond effectively to current and future developments
Successfully leverage relevant company data to create value
Manage your teams in the best conditions, including remotely, while making good use of diversity
To learn continuously on Coorpacademy, to increase your skills while having fun!

Why does your e-learning solution need to be integrated with your LMS?

In information and communication technologies, a learning management system (LMS) or learning support system (LSS) is a software that allows the management and centralisation of training courses for all employees.

These learning management systems allow companies to manage, deliver and evaluate their online training programme. Thus, with an LMS, it is possible to design, develop and make available to employees, courses directly accessible on the software. The courses can be remote, i.e. they are not necessarily online but can be accessed desynchronously, and learners can obtain the courses at any time they wish, by e-mail, post or other medium. Training can also take the form of e-learning, which means carrying out training, a course or learning through a digital platform, via a computer connected to the Internet.

LMSs have the advantage of being central tools in the company and are therefore often used by the whole group. They are complete, but not specialised in digital learning… unlike us.

Once an organisation invests in training and provides its employees with independent training systems around an LMS, learners have access to a variety of content, through different media. However, integrating this course content into a single platform would improve the learning experience for employees and facilitate access to training.

So what is integration with an LMS and why is it useful for engaging learners in training?

To make learning ever more fluid, accessible and continuous, it is possible to integrate e-learning platforms – also known as LXP (Learning Experience Platforms) – with a learning management system, such as LMSs. Thus, integration with an LMS consists of merging the learning management system with the e-learning applications already used in the company.

Today, the training sector is faced with new needs. Digitalization and new work organizations are shaping new uses. In order to respond to this, training must be integrated into the organisation’s existing systems.

Learning at the click of a button

In our connected environments, we have become accustomed to having our uses made easier, and user experiences increasingly tailored to user behaviour. The primary benefit of integrating a learning solution into your learning management system is ease of access. With single sign on (SSO), learners can log in and access their training programme without having to use separate credentials (usernames and passwords). Similar to using your Facebook or Google account to log into a site, single sign-on allows users to access the content of the platform or site in question with one click. For training, enabling learners to access training content more easily and quickly is a crucial issue for engaging them in their learning. Integrating your digital learning applications with an LMS allows you to have a single entry point, which is easier to understand for everyone.

An improved experience for all users!

Integration with LMSs is not only beneficial for the user experience of learners. It also greatly improves the use and follow-up of training solutions for learning managers in HR and Learning & Development (L&D) departments. By integrating an e-learning platform directly into your organisation’s LMS, learner profiles are created automatically, simplifying deployment across multiple subsidiaries or BUs. Learner activity data, such as course completions, is also automatically fed back into the LMS, which facilitates reporting (see Better performance and monitoring indicators). Integration with an LMS promises considerable time savings for training teams.

Integrate to engage

By making it easier to access your e-learning solution through its integration into your learning management system, you can increase traffic and the number of connections. In addition to improving your key performance indicators, these increases indicate that the training is being followed and appreciated by your teams! Continuous learning means learning on a daily basis and therefore learning in the flow of work. The increase in skills can only be effective if training is accessible everywhere, all the time, through integration.

Better performance and monitoring indicators

With the integration, the monitoring of the platform’s performance is greatly improved. Reports and evaluations are automatically generated and accessible directly on your LMS. This means you can quickly and easily find all the metrics you need to track the progress and engagement of your learners in their learning. This data is essential to improve your training solution and better meet your needs. The integration allows you to find all the training data you need in one click, all on the same platform.

An interface and pedagogy designed to make people want to learn

Improving the user experience is not only a question of accessibility. It is also a question of interface and therefore of design. In order to invest learners in their training, it is necessary to integrate an e-learning platform that meets their needs and expectations. This applies both to the design of the platform and to the way in which the course is delivered. Integration with an LMS means above all being able to offer learners a web user experience worthy of the name, to make training more enjoyable and to reinforce the uses of e-learning platforms.

In terms of interface, our Coorpacademy training platform is inspired by the codes of video games: quizzes, battles between learners, life quotas to validate – or not – a course module, etc. Learners benefit from a real learning experience that is fun, digital and that makes them active in their training. Because we are convinced that training must adapt to new uses, we also offer premium content, developed through a reversed pedagogy: we ask the learner questions before presenting the lesson. And the lesson – in the form of a video for the most part – does not exceed 5 minutes, so that learners remain active during the course. We also invent innovative formats such as the digital Escape Game or more recently, the Cybercafé podcast, which once again respond to the uses of the modern world.

What are you waiting for to integrate Coorpacademy into your LMS?

Training is becoming digital, not only because of previous confinements, but also because the digital transformation of companies implies maximising the use of digital tools. Today, the challenge is to make the processes around training even easier. Accessibility, user experience, performance monitoring, e-learning platforms are a formidable lever for optimising your LMS and your global training offer. By integrating Coorpacademy into your LMS, give your learners access to courses co-published with renowned publishers, and make training an entertaining, instructive and collaborative moment!

Labour shortage: training as a crucial tool for recovery

As the economic recovery is confirmed, we are already witnessing the consequences of the pandemic on the labour market. Faced with the reopening, many companies are facing a shortage of skilled labour. According to the Dares, The French Directorate for Research, Studies and Statistics, although the job market has picked up again since the end of the health crisis, many positions remain vacant due to a lack of candidates. This problem therefore raises a training issue for organisations if they wish to participate in this revival of activity.

“Last year we provided 35,000 training courses. We would like to increase this year to 45,000 to help the working population find the right job.”

In response to the difficulties in finding workers, Frank Ribuot, President of Randstad France, explained in a BFM Business interview on 25 June 2021 that employers are forced to “recruit less experienced staff or staff from another sector“. Training is an essential pillar for overcoming this obstacle to recovery, as it will allow for the effective training of a workforce that may be less qualified, but which is ready to quickly upgrade its skills.

According to Alain Griset, Minister for Small and Medium-sized Enterprises, “Labour shortages were the number one concern of entrepreneurs before the crisis – it is now the sustainability of their activity – and this issue is coming back strongly with the recovery of activity“. SMEs would therefore be even more affected by these difficulties. Nevertheless, all sectors are experiencing recruitment difficulties, particularly in the construction sector, in personal services such as cleaning or assistance to the elderly, in the digital sector and also in certain industrial sectors, according to François Asselin, President of the CPME, the Confederation of Small and Medium-sized Enterprises. Thus, the construction trades (carpenters, roofers) and the health and social action trades (doctors, home helps, domestic helpers) are the trades most affected by the shortage, according to the Pôle Emploi “Labour Needs” Survey 2021.

Around the world, the phenomenon is becoming more pronounced. In early June in the United States, the US Federal Reserve Bank (Fed) warned that companies were struggling to hire enough people to meet demand.

“It is difficult for many companies to hire new workers, especially low hourly wage workers, drivers (…) and skilled sales people. The lack of job applicants has prevented some companies from increasing their production, sometimes even forcing them to reduce their opening hours.

In Germany, same observation. In a KfW Research study analysing the current skills shortage and how it could develop up to 2040, Dr Fritzi Köhler-Geib, Chief Economist of KfW Bankengruppe – one of the country’s top 15 banks – explains:

“The German economy can respond to the skills shortage and low productivity mainly through more investment, innovation, training and qualification measures. Our economy also needs these ingredients to overcome the coronavirus crisis and its consequences as quickly as possible. We therefore need a long-term growth and investment initiative from the public and private sectors for the coming years – not only in Germany but also in Europe. The main areas of action are crisis resilience, climate action and productivity growth through innovation and digitalisation.”

And in Quebec, the labour shortage is reaching new heights. According to Statistics Canada, the number of vacant positions in Quebec has increased by 18,500 (+14.4%) compared to a year earlier. One of the most affected sectors is the construction industry. Just over one-third (33.8%) of construction companies reported difficulty recruiting and retaining qualified employees, according to the Canadian Business Situation Survey. As a result, Quebec businesses continue to adapt to the COVID-19 pandemic and plan to invest in e-learning on an ongoing basis in the future, according to the Quebec Business Expectations Survey for the second quarter of 2021.

As we can see, the challenge of this recovery lies in increasing the skills and adaptability of companies and workers. It is clear that the available talent is scarce in most sectors. But this difficult period can also be an opportunity. The opportunity to invest in the development of skills, on an ongoing basis, to better deal with this problem in the future. Training is therefore a remedy for the shortage of skilled labour, and can also accompany the various transformations of companies at the same time. The challenge is to plan for the needs, to understand the issues and therefore to prepare for them. It is by identifying in advance the skills that will be crucial in the future that companies will be able to initiate change and face the next difficulties. It is therefore a real training strategy that organisations must put in place to promote the recovery of activity and overcome the current labour shortage. Human resources must initiate a real reflection on the talent available and the talent required, in order to put in place strategic training plans that meet the new needs: accessible at a distance, innovative and varied formats, features to engage learners and hold their attention, etc.

Labour shortages do not mean worker shortages. All employees are capable of upgrading their skills, learning, and evolving. What we are really witnessing is a shortage of qualified skills within the pool of potential workers. Of course, some will say that this is an optimistic way of looking at the problem. But we are convinced that it is by believing in the potential of workers and providing them with the tools for success that companies will be able to overcome all the current and future challenges.

Tag: corporate training