Practically all medium and large companies offer their employees a digital campus of training content. The campus provides them with access to the training they need to be trained in their positions. The software that manages all these contents is categorized as the Learning Management System. Although Moodle was the pioneer, multiple alternatives are currently commercialized that improve its usability or extend its functionalities.
With an LMS, those responsible for corporate training can design courses easily. Through a final exam they confirm that a certain profile of the staff has reviewed its contents. In most cases, this test is performed immediately after the employee has read the course. Its function is to certify the reading of each module and assess the degree of understanding of the concepts immediately above. To overcome this test, the employee should only resort to his short-term memory to give a good impression in the photo-finish recorded by the LMS. This is usually monitored by the Human Resources Department or by technical professionals who have created the contents.
But … why leave the campus courses obsolete once they are finished? How many employees re-enter voluntarily to review periodically in order to keep all that interesting knowledge acquired fresh?
To those who have access to the LMS of your company, I invite you to answer the previous question. Check the interesting data of how many revisits a course has once passed the final test. Most courses are only reused for onboarding processes of new employees, or for changes of internal position. Repeating a course is tedious. People will only re-read the contents when they are presented with a problematic situation or unresolved question. Recent studies describe that creating each hour of a course has required a dedication of the trainer of between 1 and 3 weeks of work (between 42 and 143h); therefore it makes a lot of sense to pretend that all this effort is used to the maximum.
The human brain in a couple of days after the course will retain less than 40% of the concepts and, a month later, less than 10%.
To maximize the likelihood that the content provided by the LMS can be applied successfully to each professional challenge, the company needs to establish a strategy for people to consolidate in their memory the greatest possible volume of knowledge taught in the courses, or at least the most strategic. This rapid replacement of what is learned by the memory is independently that the final test has been passed with high marks, although it can be very influenced by the experiential format of the course (passive or active).
If the concepts learned are applied frequently or are reviewed from time to time, they may be transferred to professional actions or decisions. If these revisions become consolidated, they will be applied with agility. The brain can resort to them operating from their subconscious neural circuits, which are practically instantaneous to ensure our survival in the middle.
The software categorized as Learning Retention System (LRS) serves to consolidate knowledge in people’s long-term memory.
As in the advertisements, if they do not expose you to multiple impacts, they will not change your buying attitude. The training impacts can not achieve a change of knowledge or skills if it is not with the re-impacts of the LRS. In terms of DIGITAL TRANSFORMATION, if the LMS facilitates digital access to the training content, the LRS what it digitizes is to certify that there has been a memorization of effective learning applying the best study techniques.
How does an LRS consolidate the knowledge?
There are few LRS in the market, although there are good ones and they work with different formats. I give you some examples that get the reexpositions to the strategic concepts in different ways:
- Sending periodic emails:
- with 3 questions daily quiz type, insisting more on those that the user has registered failures previously (Ex: Q-Stream)
- sending weekly 1 or 2 training pills reviewing a paragraph of the course taken, attaching images that illustrate your visual message. This format can be done by the trainers without acquiring specific software. Lacking interactivity, it does not force the employee to make decisions and therefore his reminder is less effective.
- The TrainApp game has been specially designed to consolidate knowledge, since it includes neurodynamic dynamics based on the conclusions of multiple studies, and in a playful and motivating way it incorporates the most effective study techniques among other long-term reminder strategies. The driving thread of the game is the journey of a train that runs modules of 6 stations. These stations are similar to formative micropills of 10 new concepts, which integrate a spiral training itinerary. This combines the curiosity that awakens the new with revisions of the previous concepts. The questions of the game are repeated at increasing intervals, customizing the ones that need to be reviewed by each player until they are consolidated. It also differs by its functionality. It gives the opportunity to the users themselves to share their know-how, creating questions for their colleagues to answer.
- There are consultants such as Domoscio that can integrate their algorithms into the corporate LMS, a system for planning spaced repetitions of the content modules of the courses. The successful Duolingo application makes it easier to learn languages through the “programmed obsolescence” of the student’s passage through its modules. At a certain date, the user is recommended to repeat them again.
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