e-learning Archives - Page 2 of 4

It is better to have 1 engaging course than 1000 boring courses

Most Digital Learning providers rely on a platform that provides a large library of content from various experts to cover as many topics as possible. While this may be a useful argument for HR decision-makers looking to provide employees with as much training content as possible, is it really the best approach to effective learning?

Wanting to learn

Do you remember, in high school, when looking at the clock slowed down time? Strangely enough, as soon as you participated, time returned to its normal course… Today, thanks to cognitive science, we can explain this phenomenon in a rational way. During our schooling, we get used to learning in a passive way, sitting on our chair, raising our hand and waiting for someone to give us the right – or wrong – answer. This pedagogical approach is based on the transmission of knowledge, and is centered on the teacher, who comes to deliver his knowledge in a unilateral way. The exchange is restricted, participation is a privilege. Beyond the inequalities that passive learning creates – and reinforces – within a class, we want to address the reasons why this method of learning is ineffective in terms of deep learning and retention of information.

At Coorpacademy, our pedagogical team, at the origin of the creation and co-edition of all the courses of our premium content catalog, relies on active learning. As you will have understood, this pedagogical approach is centered on the learner, and not on the teacher. Our quiz-based courses are based on the flipped learning method: we ask the questions, and it’s up to the learner to draw on their knowledge to test their skills! Because the learner is also involved in the learning process, his or her cognitive biases are more stimulated, which will encourage attention and retention of information. From then on, the learner is committed to his training, which he sees as a real opportunity to progress, for his own benefit.

Engaging and quality content

What differentiates Coorpacademy courses from all the other courses that you may play in your life, is the quality and relevance of the content to your training needs. Indeed, if our unique pedagogy and our functionalities borrowed from gaming are key assets to engage learners, the quality and the relevance of the content of our courses are essential for a real rise in competence.

To ensure that our courses deliver truly effective content, our educational team is still on the job. Thus, all the courses in our catalog are created by our pedagogical team or co-created with partner publishers, experts on certain subjects. Moreover, if you wish to know more about the recipe of Coorpacademy courses, we advise you to read the interview of Solène Rascle, educational engineer. Everything that is given to learn: the reading of documents, the viewing of our short course videos, and the course questions are read and reread by our pedagogical engineers, who carry out an important work of verification of sources, to ensure the relevance of the information contained in the course.

Stimulate curiosity

Continuous learning is about being curious throughout your life. Curiosity is an essential quality to progress, because if we focus on what we already know, we don’t have the opportunity to evolve. So our courses are also designed to stimulate the learners’ curiosity. As soon as they answer a question, a screen to explain the answer appears. Whether the answer is right or wrong, one element always appears: a “Did you know? This insert is an opportunity to complete the answer while amusing the learner with general or unusual information.

This little insert is also a way of saying to our learners: keep learning! Sure, you got the right answer, but learning never stops, there is always information that can add to your knowledge, and that’s why continuous learning is essential to progress.

In conclusion, for effective learning, interaction with course content is far more impactful than interaction with a large number of courses. The more learners are stimulated in their learning, the more effective the courses will be. With the active learning mode, the cognitive engagement of learners is reinforced by the manipulation of information, or by an action on their part. Thus, their attention is required, not to say solicited. In short, it is better to have 1 very engaging course, which makes the learner interact with the learning material, than to follow 1000 courses where the only interaction is that of your mouse clicking on pause, because you stopped following what was said 10 minutes ago.

Organizational change: a collaborative approach

As we witnessed during the pandemic, developing the adaptive capacity of individuals and organizations is crucial to ensure their proper functioning. Because the future is unpredictable and the world is changing as quickly as customer expectations are rising, adaptation is a necessary disposition to meet current and future challenges. Nevertheless, when a company has to adapt, its entire organizational structure has to be rethought and transformed. Therefore, what skills are essential to initiate and sustain this change?

The pillars of change

An organization is first and foremost a human adventure, and to progress, people have to introspect. To remain competitive, improve their productivity or attract new customers, companies must also question themselves, evolve and adapt. The major transformation processes allow for the emergence of more responsible, digital and agile corporate cultures, to adapt to the objectives and constraints that a company encounters within its own ecosystem.

A company is also strongly influenced by its culture, and culture is only the result of who we are. As the heart of the company, employee involvement is key to organizational transformation. It is around the employees that the company’s structure and operating methods are organized. The human factor is essential to initiate organizational changes and the revision of the company’s structure, because it is at the center of the organization.

To engage employees in the transformation, everything possible must be done to support them through the stages of change. It is at this point that the role of the manager is as important as that of the HR function, as both are responsible for implementing the necessary actions to ensure a smooth transition.

The HR function at the heart of the transformation

If employees are the pillars of transformation, the HR function is the foundation. First of all, the HR function, as its name suggests, provides the company with the organizational and human capacities necessary to achieve its strategic objectives. It has a global view, enabling it to understand all the organizational issues and changes required to achieve the objectives. The HR function is responsible for creating the conditions for the company’s strategy to be realized, and this of course includes the field of corporate culture.

Not only because it contributes to the definition of strategy and drives change, but also because it identifies the key skills to be developed to transform the organization, through its training and recruitment strategy. By organizing the expertise of each person, but also by attracting new talent, the HR function is essential for successful organizational transformation.

Management that guides the transition

Evolving in an uncertain context, companies must adapt more and more rapidly. Business strategy must change in response to the changing environment, and with it, organizational and human capabilities. The most agile companies – those that identify strategies quickly and adapt – have a major competitive differentiation asset to ensure their sustainability. When it comes to aligning with the company’s new strategy, organizational and human capabilities must evolve, transform. And it is largely the responsibility of management to involve and engage employees in the transformation. To better help employees overcome the challenges and changes they face, managers must be leaders who inspire and guide their teams. However, any major transformation cannot be achieved without identifying the essential skills that will enable the change to take place.

3 essential skills to transform your organization

Manage your team and encourage collaboration

As the human factor is the driving force of transformation, it is essential to encourage the development of its teams. New technologies, digital giants and start-ups are revolutionizing managerial practices to adapt to the new expectations of employees. To initiate change and foster organizational transformation, adopting a reinvented, collaborative and innovative managerial model is one of the keys to success.

The keys to emancipatory management

The ability to adapt

Strategies evolve, and the organization must adapt to the type of strategy chosen. As the organizational structure depends on the company’s strategy, it is also important for employees to develop their ability to adapt, to evolve with the strategy. Today, the environments in which companies evolve are so changeable and unpredictable that they are referred to as “VUCA” environments: Volatility, uncertainty, complexity and ambiguity (Warren Bennis and Burt Nanus). These contexts require organizations to rely on the agility of their organizational capabilities and to develop their capacity to adopt change.

Operating in a VUCA environment

Shift into leadership mode to engage teams

For a successful transformation, cohesive leadership is essential. Being a leader means being able to embody the change with employees and engage them in turn. Leaders are the masters of organizational transformation, as they influence their teams to engage them in the change.

The Fundamentals of Leadership

In conclusion, organizational transformation is intrinsically linked to the company’s strategy. When the company’s strategy evolves, the other strategy follows and the entire organization must adapt in order to provide itself with the means to succeed.

Future of training: a review of the round table between Coorpacademy, OpenClassrooms, Simbel and Brighteye Ventures

The training sector has learned some important lessons from the pandemic. Closed training rooms, bans on meetings, lockdowns, remote working that breaks the link between employees and employee motivation, the challenges created by this crisis were numerous for HR functions. How have they met the challenge? What future for the training sector? A look back at the round table discussion between the co-founders and investors of the leading EdTech companies in France: Coorpacademy, OpenClassrooms, Simbel and Brighteye Ventures.

Training to meet the challenges of COVID19

The LearnEverywhere webinar “The Need for Training in Times of Crisis” sheds light on how some organizations have had to adapt in a very short time. At the beginning of 2020, face-to-face training experienced a real upheaval. The sudden crisis forced companies to react very quickly to manage the cancellation of planned classroom sessions. One of the first challenges was to manage the immediate emergency by cancelling and communicating about these unprecedented changes. As a result, 97% of public sector training was affected by the crisis, as well as 80% of French presential training. (1)

The second phase of crisis response is adaptation. Once the emergency has been managed in the short term, and the future of the crisis is a little better defined, organizations revisit the training plan and make choices between what to cancel for good, what to postpone and what to convert to distance learning, through digital learning. This stage requires a lot of work to redesign course materials and to support trainers in mastering the technological tools. Thus, the crisis marks a real revolution in training, which is becoming digitalized at an exponential rate. In fact, 85.2% of European training managers believe that the crisis has accelerated the digitalization of training. (1)

Paradoxically, in times of crisis, training becomes even more essential. Especially when the crisis forces us to organize ourselves differently, to use new tools and when it disrupts our lifestyles. It is then necessary to accompany the employees so that they appropriate the new tools and understand their functioning, their usefulness, and what is at stake. Thus, to ensure team training, some companies have opted for virtual classrooms (73%), for the company’s LMS platforms (54%) and for third-party digital platforms for off-the-shelf content (28%). Among the topics to be covered are: getting to grips with the tools thanks to digital acculturation, training on how to work remotely, but also how to manage remotely, and finally, training more focused on the well-being of employees, which is essential in these difficult times.

Unsurprisingly, the pandemic has caused an unprecedented disruption in the entire professional training sector, shaking up our habits and giving us the opportunity to rebuild everything.

The future of learning

But while the word recovery is talked about everywhere, what future do we want to shape for training, which is crucial to the smooth running of businesses?

The crisis has had several positive impacts on the EdTech sector. By forcing companies to operate remotely, they were forced to invest in digital learning and finally adopt it. As a result of the crisis, online training was able to prove itself, and training managers were able to test and discover the tool, which they might not have done before. Due to the cancellation of face-to-face sessions, the budget that was previously earmarked for this purpose was redistributed to finance the digital transformation. So the future of training is indeed digital, or at least hybrid, to keep face-to-face sessions when the subject matter lends itself to it, or to diversify the formats. Thus, after the crisis, 73.8% of companies will increase the share of online training in their training offerings. (1)

Another conclusion from this crisis is the need to diversify formats. To engage learners in their learning, it is crucial to innovate and develop different ways of learning, through various media. For example, at Coorpacademy, we attach great importance to pedagogical innovation. Therefore, we have developed many formats such as Escape Game, audiolearning or other formats inspired by games like Trivial Pursuit. Diversifying formats is a key to making training a pillar of your company, because it allows you to engage but above all, to encourage information retention. That’s why, after the crisis, 58.5% of companies are willing to innovate in training formats. (1)

Finally, what will define the future of the training sector is also the evolution of the job market, which will require an evolution in skills. The World Economic Forum has already stated that by 2025, the job market will have undergone two major upheavals: job losses related to increased automation and the economic repercussions of the COVID19 pandemic.

These two disruptions combined could displace an estimated 85 million jobs. Thus, the World Economic Forum lists the 10 key skills to be acquired to face this profound disruption. These skills, mostly soft skills, are the future of employment, but also the future of training. Among these skills, we find resilience, agility, leadership, creativity, etc. It is therefore crucial for digital learning players, but also for HR functions in charge of training, to do everything possible to help employees develop the skills of tomorrow’s world.

In conclusion, the future of training will be digital and varied. Between the hybridization of training, offering face-to-face sessions combined with a digital training platform, and the need to diversify formats, training is at the dawn of its metamorphosis. It is up to us, EdTech players, training managers and employees, to accompany these changes, to integrate them and to define the best possible strategy to move forward serenely together, learning continuously to guarantee the employability of all!

Sources

(1) Talentsoft Study – The impact of COVID-19 on the Training Departments

Learn Everywhere #6 : The need for training in times of crisis
SNCF x Coorpacademy: The rise of digital learning

Coorpacademy’s blog – The 10 key skills to be developed by 2025

The Coorpacademy course recipe: interview with Solène Rascle, educational engineer at Coorpacademy

Engaging learners in their learning is one of the main missions of Coorpacademy. The objective is to enable employees to continuously learn, in order to guarantee their employability in an uncertain world and a changing job market. But how to create innovative, qualitative and engaging content? What methodology should be applied? These are some of the questions we wanted to ask Solène Rascle, educational engineer in our content team and who co-constructs the courses in the premium content catalog with partner publishers.

Not everyone is familiar with the job of educational engineer. Straddling the line between engineering and teaching, the job title can sometimes lead to confusion. Nevertheless, training engineering is evolving rapidly as it becomes more digital and as learners show an interest in diverse and innovative formats.

In this interview, discover the job of educational engineer and go behind the scenes of Coorpacademy!

To begin this interview, introduce yourself in a few sentences…

I am Solène, educational engineer at Coorpacademy! To give you an idea of my background, I have always been quite knowledgeable about education and training. I started in teaching, I have notably taught French in London or organized cultural and academic programs for international and American students in France / Paris. I have always loved learning, discovering, sharing, and as I like to invest myself in various activities, I thought I could blossom in the field of e-learning.

The job of educational engineer is not yet very well known, it is a term that I discovered myself with Coorpacademy. Could you describe the main missions of this position?

So to begin with, you can imagine that I also discovered this job by applying to Coorpacademy! In fact, an educational engineer is in charge of designing a learning path, designing courses, learning experiences, all of this to train a given public on various subjects. Hence the name of engineer, which concerns the design, creation and implementation of training devices adapted to a public of learners, and to which is added the whole pedagogical part, so that the training devices meet the fixed pedagogical objectives.

How does the educational engineer create a course? Is there a methodology specific to Coorpacademy?

First of all, several factors can influence the way a course is created. First, it depends on the educational engineer in question, but also and above all on the target audience, the subject of the course, the objectives and the company or the partner publisher! At Coorpacademy, we have our own method for building courses. Our unique pedagogy is based on several pillars. We start by asking questions to the learner, who can then play the short course video whenever they wants. This is the principle of inverted pedagogy: the learner is involved from the beginning of the course and everyone can progress at their own pace! So at Coorpacademy, when we work on a course, we must first keep this format in mind. Then, we must also think about the fun aspect of our courses, with quizzes, battles between learners, and stars and lives to accumulate. The gamification of training invites the instructional engineer to think of these courses in an entertaining format, which makes the course and the learning experience more fun and engaging, as opposed to the classic course format, which we already know by heart.

To build a course, you must first master the subject matter, and for that, we work with partner course publishers, or experts. We have the pedagogical expertise, but not the expertise on all the subjects we will cover in the premium content catalog, which already includes more than 1,700 courses! So, when we have to think about creating a course, we talk to those who have the expertise on the subject, our role being to take ownership of it, to understand what is at stake, to define the pedagogical objectives and the skills that the learners will have developed as a result of the course.

Could you give us a recipe for creating a course at Coorpacademy?

Of course! First of all, you will need essential ingredients: curiosity, desire to learn, a zest of humour and a good dose of rigour. As far as the recipe is concerned, I invite you to follow the following steps:

Step 1

For a successful Coorpacademy course, start by getting to grips with the subject. Once you have a good grasp of the subject on which the course will be focused, you can define the pedagogical objectives with the client or partner. These elements are crucial to building a course architecture. With this detailed plan, we will be able to think about and define which essential ideas we want to convey, in which order we want to organize the ideas, in how many chapters and, above all, in how many levels.

Step 2

Once the course architecture is ready, let it rest, the better to make the dough rise! In non-cooking terms, this means leave yourself some time to analyze the course progression: is it coherent? Is there a gradation in terms of difficulty of the questions? What format would be most appropriate to best address the topic? All these questions are essential to ensure that the pedagogical objectives are achieved.

At Coorpacademy, it is on this basis that we will then produce all the course content, making it engaging with short and entertaining videos! To remain in the analogy of the recipe, it is a bit like the cherry on the cake.

Step 3

You’re almost there, but there’s still a lot of preparation to do: this is the production of the videos, which are our main course materials. To begin, write a script. This writing step may require working with an editor (external or partner). Once the script is finalized in your hands, it’s time to taste the dish: proofreading! And if it’s not to your liking, the ideas are not clearly stated or the tone is not appropriate, make the necessary changes. Finally, it’s time to cook! The videos are produced, and naturally, this step will also require you to pay attention to the final production, even if it means cooking a little longer.

Step 4

The oven is ringing! The course materials are ready and it is time to assemble them. On the basis of the courses, therefore the scripts, you will be able to write the inevitable quizzes, the Coorpacademy trademark. To make sure that the dish will be delicious, you have to put yourself in the shoes of those who will taste it! So, we put ourselves in the place of the learner, we try to vary the question formats (True or false, multiple choice, situation, illustrated questions, etc.) and to vary the situations. In fact, the hardest part is often finding the wrong answers! They should not be too obvious, nor too complicated.

Step 5

It’s time for service and tasting. Everything is ready. Put it on the plates, or rather, on the Coorpacademy client platforms! Then, after the final proofreading and uploading, it’s time to play the course of our colleagues, and to get some good practices and feedback from them.

What about custom courses, i.e. courses tailored to our clients’ topics?

For custom courses, the same production process and methodology is used. The steps of the recipe remain the same. The only difference will be in the subjects. Often, with custom courses, we will deal with subjects that are more specific to a sector, an industry, a customer need – and for a more precise target: learners from the same team, from a specific profession, or who already have a certain level of knowledge on the subject. The first step, which consists of taking ownership of the subject and defining the client’s training objectives, will also be defined by the theme that the client wishes to address. Then, it is the CSM team that takes over the cooking, by the way, discover the CSM job in this article!

What do you like most about your job today?

Beyond the fact that I really like Coorpacademy and my colleagues with whom I get along very well, what I like most in the work of an educational engineer is the multitude of subjects that I have to deal with. I learn every day and interact with a variety of people, so I never get bored! I also like the challenges that it can sometimes represent and the intellectual stimulation that it provides to think together about well thought-out course paths for learners.

Do you have any courses that you prefer to work on?

Overall, all subjects are interesting to work on, but if I have to name one, I would choose sustainable transformation because it is a current topic and because it is urgent to act! But in itself, all topics interest me. What will matter most to me are the courses that require different formats. It’s kind of fun to work on innovative formats, and then I like the reflection that it requires to build the course. Innovating, thinking, putting yourself in the shoes of the end user/learner to make the learning experience as pleasant as possible, always with the pedagogical objective in mind. Finally, I think that what stimulates me is to create, to do new things and especially when we invest in subjects that seem classic but are nevertheless unavoidable.

Could you describe a typical day for you?

I don’t have a typical day in the sense that, as we manage several projects or several partners at the same time, I am constantly developing my agility! Switching from one subject to another, from partner X to partner B, managing emergencies: my typical day is ultimately a mosaic. On the other hand, there are tasks that are constant and cannot be ignored: reading sources, books, proofreading and writing scripts and quizzes, and finally, a lot of spelling and typography work. It’s a job that requires both work and dedication upstream of the publication of the course, but also downstream because it also means following the feedback (from learners, customers, partners) to improve ourselves, perfecting our content so that it is as qualitative in content as in form!

Do you have any advice for those who are interested in becoming an educational engineer?

Among the ingredients of the recipe, you can’t do without the two main ones: stay curious and keep learning! Curiosity is one of the primary qualities of an educational engineer. You have to be willing to learn about all subjects, even those that don’t necessarily speak to you at first. From a more pragmatic point of view, there are more and more training courses for educational engineers, and I think that this can be a good way to discover this profession! But any experience in education, training, writing, or publishing are interesting experiences to have in this position. Finally, and not surprisingly, I would advise sleeping with a Bescherelle on your bedside table, because you need to have impeccable grammar.

And finally, a little quiz: If you had to choose between these 3 new courses in the catalog, which one would you choose and why?

The new Trivial Pursuit courses
The “Making Better Decisions with Game Theory” course
The “Preventing Discrimination and Encouraging Diversity” course co-published with Wolters Kluwer

I would say Trivial Pursuit because it is a perfect course for summer and vacations! Trivial Pursuit is 30 questions to learn while having fun, while developing one’s general culture and knowledge of certain subjects. Moreover, at Coorpacademy, we provide you with an explanation of the right answer and a “Did you know?” as a bonus, unlike the classic general knowledge game. Frankly, a course played on the phone at the beach with your friends or your family, it is still the best way to learn in a fun way and with others!

Trivial Pursuit – Planet and Environment

Contest “Show us where you learn” – To learn continuously during the summer, with Coorpacademy!

What if summer was the best time to learn and train? With a slowdown in activity, vacation and a more relaxed atmosphere, the month of August is an opportunity to enrich one’s skills, in total mobility.

Distance learning has always taken advantage of technology to develop. Educational practices have evolved in record time, adapting to learners’ uses. At Coorpacademy, our mission is to accompany employees in their continuous learning, with the aim of promoting their employability. Thus, our catalog of premium contents is available everywhere, all the time, in particular thanks to the Coorpacademy mobile application!

This summer, Coorpacademy is organizing an Instagram competition to help you discover the pleasure and freedom of learning from anywhere in the world!

Show us where you learn

Engaging learners in training means first and foremost making them active in their learning. This philosophy is the foundation of our pedagogy. Make a catalog of premium content available anywhere, anytime, on any device, so that learning becomes a daily reflex.

This summer, try to win a weekend for two people worth 230€, as well as other prizes, by taking 5 minutes to train on your Coorpacademy platform!

But then, what is this Instagram giveaway and how to participate?

The “Show us where you learn!” contest will be held on the Coorpacademy Instagram account. In order to democratize the use of the mobile application and to encourage the continuity of your learning, we invite you to share a photo of the place where you are learning this summer!

To participate and try to win a weekend for two, follow these steps:

1 – Follow @coorpacademy on Instagram.

2 – Send us by direct message on Instagram, a photo of the Coorpacademy platform, used on mobile or any other media, of where you use it (the platform is accessible on coorpacademy.com – the link is in the bio). We will relay it on the official Coorpacademy account if it respects these two criteria (platform and location); aesthetics and originality will also be taken into account!

3 – Comment on the post of the competition announcement, using the mention #mylearningspot and tagging the person you would like to go away with for a great weekend together!

At the end of the contest, on September 15th, the winning photos will be chosen by a jury and the winners will be notified by private messages.

Find the rules of the contest by clicking here.

And what can I win by participating?

At Coorpacademy, we like competition and rewards! With the battles between learners and the stars to accumulate, which increase your ranking on the platform, we make the learner active and an integral part of the training. They can set their own personal objectives, over and above the pedagogical objectives communicated by the HR functions.

At the end of the “Show us where you learn!” contest, there are 3 prizes to be won:

🥇 The first prize is a surprise weekend for two worth 230€, to keep learning from everywhere!

🥈 The second prize is an Escape Game for two, to diversify the ways to learn and have fun!

🥉 Finally, the third winner will be able to do like Yann and Lya from the Cybercafé podcast series and learn about the history of the web with a Google Home mini!

The final date of the contest: September 15, 2021. This contest is in no way sponsored by Instagram or Google. By participating, you confirm that you are over 18 years old.

Need some inspiration?

To get your creative juices flowing, be sure to check out the 2018 “Show us where you learn!” contest entries!

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.

Trivial Pursuit : 2 new courses to make people love to learn

December 15, 1979, two friends who love board games decide to play a game. Scott Abbott, a sports journalist, and Chris Haney, a photographer for the Montreal Gazette, ask themselves: who is the better player?

One argument leads to another, and an idea germinates in the minds of the two friends on this cold Canadian night. They don’t know it yet, but they have just invented a board game that will become mythical…

Trivial Pursuit !

Vendu à 20 millions d’unités en 1984, le jeu Trivial Pursuit est depuis plus de 40 ans, le jeu de culture générale pour animer soirées ou après-midis en famille, entre amis, et entre collègues.

Selling 20 million units in 1984, Trivial Pursuit has been the general knowledge game to liven up evenings and afternoons with family, friends and colleagues for over 40 years.

And it is also a partner publisher of Coorpacademy’s emblematic courses for 1 year now. The Trivial Pursuit courses offered on the Coorpacademy platform cover different themes, each time with 30 general knowledge questions on the chosen subject.

A partnership for a love of learning

If we are proud to collaborate with Hasbro to enrich our training offer, it is because this partnership is the symbol of our deepest conviction: learning can be fun and entertaining, while remaining effective and engaging. Indeed, with this partnership, we combine our desire to deal with all existing soft skills (and general knowledge is one of them!) with our constant search for innovative and entertaining formats, which make people want to learn and, above all, love learning.

To date, 7 Trivial Pursuit courses are available on the Coorpacademy platforms, and we have just added 2 new courses accessible from today, 23 July 2021:

Trivial Pursuit courses

Science & Nature

Trivial Pursuit – Science & Nature

Geography

Trivial Pursuit – Geography

Entertainment

Trivial Pursuit – Entertainment

History

Trivial Pursuit – History

Arts & Literature

Trivial Pursuit – Arts & Literature

Sports & Leisure

Trivial Pursuit – Sports & Leisure

(New) Planet and Environment: 30 questions to test your knowledge of the circular economy, to develop your sustainable thinking and initiate change.

Trivial Pursuit – Planet and Environment

(New) Web & Technology: 30 questions specially created for those who think they know everything about the Internet, GAFAM and the big names of Silicon Valley.

Trivial Pursuit – Web and Technology

At the end of the programme, you can win a special certificate with all the pie charts to illustrate your general knowledge!

But what does an online Trivial Pursuit course look like?

Of course, you can find your Trivial Pursuit courses in your course catalogue:

Let’s choose the Planet and Environment course, published this week, which will allow you to develop the new essential skill for tomorrow’s world: sustainable thinking. It looks like a classic course, like all the courses you can find in the Coorpacademy catalogue. The same interface, a Basic, Advanced, and Coach level.

As part of this pie chart, you will, on completion of the Basic level, be able to :

Know a simple technique for air conditioning homes
Understand the concept of the circular economy

At the end of the Advanced level, you will be able to :

Know which resource is the most exploited by humans after water
Master the concept of grey energy

Finally, at the end of the Coach level, you will be able to :

Understand the etymology of the word “climate”
Know the plant-based alternatives to leather

Three levels, increasing levels of difficulty. So far, nothing new.

The difference with another course lies in the structure of the questions, as well as in the way the course is “validated”. Each level will “ask” you 10 general knowledge questions. There is no lesson, no video. Each correct answer earns you 4 stars (as in any other course) and you need 6 correct answers out of 10 minimum to access the next level. Here is an example of a question:

In 2016, Bertrand Piccard made the first round-the-world trip in a…

solar-powered

nuclear-powered

hydrogen-powered

In a solar plane! By answering a question, whether you answer correctly or not, you will have access to these two irremovable elements of the Coorpacademy pedagogy. The Key Point, and Did You Know? As in the following screenshot:

Now you know everything! All you have to do is play the course. And it is perhaps in this context that the expression we regularly use (playing a course, rather than following it, for the entertainment dimension we try to add to all our training content) takes on its fullest meaning.

It’s your turn to play!

TRIVIAL PURSUIT, the associated logo, the distinctive design of the game board, trivia cards, game tokens, and scoring wedges are trademarks of Hasbro and are used with permission. © 1981, 2020 Hasbro. All Rights Reserved. Licensed by Hasbro.

The Coorpacademy platform as a progression tool for employees: a Square Management success

Since 2019, we have been supporting Square Management‘s employees in training, in order to promote their upskilling on various subjects and their progression within the group.

Square Management met with one of the 3 co-founders of Coorpacademy, Arnauld Mitre, to discuss the benefits of this partnership. Back to this interview which describes the projects and successes of this partnership!

A continuously evolving collaboration

This partnership with Square Management began in early 2019. The platform was first made available within two of the group’s practices and then, as more and more employees showed their commitment to training on Coorpacademy, we expanded the partnership to the entire group practice in early 2020. To date, we have trained around 700 Square Management employees thanks to the Coorpacademy platform.

Why choose Coorpacademy as your online training solution?

The need expressed by Square Management was clear. Training was a pillar to accompany the progression of the employees within the group and to enable them to increase their skills, improve their performance and guarantee their employability. Thus, several elements guided the choice of the consulting firm:

A catalog of premium content

The off-the-shelf catalog that we offer contains premium contents, with courses created in collaboration with publishing partners and our team of educational engineers, and also the possibility of using an authoring tool in order to add their own content to the training catalog. Square Management also chose Coorpacademy to accompany the training of their employees because the consulting firm had a real need to train on specific subjects, such as management, leadership and other soft skills, which our catalog covers in depth.

Certifying courses, to validate the expertise of the consultants

Another success factor of the Coorpacademy platform within Square Management is the possibility to validate a range of courses corresponding to a field of excellence of the consulting firm. With this functionality, the consultants could concretely validate their acquired knowledge but also motivate themselves to complete the set of courses thanks to the delivery of a certificate once the set is completed. One of the success factors of the platform today is therefore the strong match between Coorpacademy and Square’s training teams, which gives employees the possibility to use the platform as a tool for their career progression.

Employees seduced by the platform gaming universe

Another aspects that has generated so much enthusiasm for Coorpacademy is the significant attraction for the gaming universe that the platform offers and which is also possible thanks to our pedagogy. Indeed, the Square consultants particularly appreciate the video game inspired functionalities: the quiz format, the player’s life which designates the chance given to them to progress in the course, the battles between learners, etc. The consultants really played the game. This motivation is also rewarded, because we also have a feature that is obviously rather positive, where we present the 20 best participants on the platform. This motivates learners to go to the platform and challenge each other to commit to training.

Pedagogical innovations to encourage collaboration

At Coorpacademy, our objective is to release one pedagogical innovation per quarter. The latest one: the Escape Game “The Forum of Babel“. In this innovative format, learners will join forces to climb the four floors of the digital Tower of Babel. Each week, they are provided with documents and clues to solve a riddle. A Babel Forum is also available for peer-to-peer exchange. In this Escape Game, collaboration is key to finding the answers to the riddles. Employees had only one week to decipher each puzzle and reach the top of the tower! This format generated a lot of engagement among Square Management’s consultants, who won the collaboration award with the highest number of exchanges on the forums.

Previously, we also launched an interactive series, “Suspects“, where the goal was to help conduct three interrogations – one per episode – by applying behavioral skills, the famous soft skills. And most recently, we launched a podcast series called “Cybercafé“, to learn about the great history of the Web!

A final word

The success of this collaboration would not have been as great without the involvement of Square Management’s training teams, with whom we are thrilled to keep this partnership going. We look forward to seeing the learners engage in their training and learn things! As Arnauld Mitre reminds us, at Coorpacademy, we believe that all means are good to learn something, even the most unusual ones, such as gaming.

Coorpacademy is integrated in Teams: when working, collaborating and training are done in the same place

We are witnessing the emergence of new, more ergonomic collaborative tools, designed to communicate in a faster and more organized way. Emails are less and less common and the expression “Slack me“, referring to the collaborative communication platform Slack, is starting to democratize, while in September 2019, the platform exceeded 12 million daily active users. These tools that streamline communication between teams and improve overall productivity are slowly replacing older, more segmented work tools. This is both a digital transformation, which favors the adoption of these digital tools, but it is also a generational transformation of collaboration methods at work. Employees will favor comprehensive, interconnected communication channels, or ecosystems such as Microsoft Teams, which facilitates teamwork and telecommuting by combining instant messaging, video conferencing, and file sharing on its eponymous collaborative platform. By 2020, the Teams platform exceeded 115 million daily active users.

Under pressure from the lockdown and generalization of remote working, companies are adapting and adopting these new tools that allow them to work together on files simultaneously, to organize meetings, conversations, and calls, in short, to collaborate – even remotely – from a single location, common to everyone. You might as well say that next to what these new tools allow, messaging services such as Outlook, almost look like fossils of professional communication. Today, we can have everything at hand on the same interface, designed to facilitate and streamline communication. It’s a natural progression, as the user experience on the platforms improves, the work tools also become easier to handle, and respond even more to the needs of a company.

But then, to truly meet all the needs of your employees and provide them with all the tools to improve their productivity, training must also be part of this ecosystem to naturally integrate into the employees’ workflow. Because a tool is useless if no one uses it, digital training solutions must be accessible directly on these new collaborative tools, because this is where employees are active, but it is also where they encounter the need for training. There is even a parallel between the evolution we are witnessing concerning our working methods, which are becoming more ergonomic, digital, and which respond to a set of needs thanks to the same global solution; and training, which is becoming digitalized, innovating to create formats adapted to the needs of the learners and offering contents with high added value in a single place. Our ambition at Coorpacademy is to make training accessible to all your collaborators and to meet them where they work. Thus, to make training accessible to all, the Coorpacademy platform is integrated into Teams! Indeed, on the Microsoft Teams platform, you can train in 1 click by integrating the Coorpacademy application, which will be accessible directly on your working environment once downloaded.

Work tools are becoming ecosystems and are more and more integrated, to guarantee a secure sharing of information within the whole organization and to promote collaboration. As we mentioned in our article “Learn and work at the same time or when training is just a click away“, training must be integrated into your organization’s productivity spaces, to allow your employees to have access in record time to a catalog of premium course content and thus immediately put into practice the knowledge acquired and optimize the retention of information.