The PeopleFluent Blog

Meeting compliance requirements is a key concern for many organizations, especially in highly-regulated industries. In this blog, we’ll take a look at the key features you can leverage in your LMS to help with compliance management.

When it comes to creating training that strikes a chord with different types of learners, having a learning platform that allows you to adapt and change to meet specific learner needs is key.

Considering investing in a Learning Management System? Find out more about the benefits of modern learning management systems (LMSs) in this blog post.

It's essential that your LMS can integrate easily with other systems. This blog post looks at why APIs are so important when it comes to upgrading to a new LMS.

Single Sign-On or SSO is a convenient and safe way for learners to access your LMS. Key benefits of SSO for a learning management system include a smoother learning experience, mitigation of LMS access issues, and increased organizational security.

While training for remote workers is a must in certain industries, it’s also a way of meeting the rising popularity of mobile learning. Here are a few ways to ensure your organization provides great learning experiences for this growing group.

An effective LMS implementation plan requires specific facets, including a well-structured team, strategic execution, and diverse pilot testing.

David Kelly, a key figure behind DevLearn 2018 and a leading voice on the ways technology can be used to enhance organizational training and learning, shares his thoughts with gomo.

Compounded by the competitiveness of recruiting and retaining top talent, business leaders and HR managers face a common source of stress: the overwhelming pressure to keep up with change. Fluctuating trends in talent management processes and shifts in talent goals have typically been disconnected. But what weaves them together is learning, and today, it informs the very definition of the employee experience.

Across industries, work and workplaces are shifting to keep pace with technology innovation and digitization. Experts may debate its pace and progress, but no one disputes that the digital transformation is irreversibly underway. And by its very nature, this constant technical innovation and the accelerated pace of business are putting organizations of all types squarely in the learning business. That is, if they want to succeed, companies must invest in the programs and technologies it takes to manage change, develop skills, grow knowledge, and instill desired attitudes and behaviors.

An exclusive emphasis on traditional learning and development is no longer relevant to 21st-century careers. Employees know they need to constantly update their skills. And organizations are recognizing that a “culture of learning”—one that is dynamic and continuous—is key to attracting and retaining the best talent.

In healthcare settings, where nurse staffing is the backbone of a productive operation, too many organizations today suffer from the lack of an adequate leadership pipeline. In a global survey, DDI found that only about 75% of organizations have a program to identify and develop nurses with high potential to be emerging leaders-often just 10-15% of their workforce. But training a few "high potentials" to become leaders may not satisfy the leadership gap.