L&D Platform

How Can L&D Platform Be The Virtuous Tool To Enforce Employee Retention Strategies?

Employees aspire to do their job well. Therefore, they pursue different ways to enhance their skills and abilities to better themselves at what they do.

But what avenues do companies offer their employees to achieve their goals? 

Falling employee engagement and rising employee turnover point to the fact that companies are not doing enough, resulting in a drop in employee productivity. Furthermore, you are left with fewer employees to get things done, causing work overload. Above all, the time and expenses of hiring replacements will soar.

A few reasons for this setback are the lack of proper employee retention programs and innovative employee retention strategies. In addition, conventional training can be unyielding most of the time, thus summing up the worries of employee retention for companies.

How Important is Employee Retention for Companies?

Your company’s success and longevity are reliant on retaining the top talent. 

What are the factors that threaten your ability to keep employees from leaving? 

Salary? Poor management? 

Although these could be a few reasons, we say the lack of adequate training is one factor that is commonly overlooked. 

Employees get diffident when they have not been properly trained. For your employees to represent the organization at the best level possible, efficient training is vital. In addition, the organization must ensure to keep employees confident to undertake responsibilities and engage them with the best employee retention strategies.

Are you facing dire straits with employee turnover? If yes, to straighten things out, we can help you get started with the following retention strategies:

  1. Lower recruitment expenses
  2. Boost employee productivity
  3. Level out workflows
  4. Build and maintain team strength
  5. Secure trained talents, keep them in house
  6. Power up employee satisfaction levels

Keeping all these in mind, let us look at how L&D platforms boost employee retention programs in the long run.

What are the few Employee Retention Strategies that L&D enables you with?

A recent study shows that employee retention attempts are the topmost priority for 87% of human resource leaders in the next few years. However, the study also revealed that 20% of these HR leaders struggle with keeping employee retention as their top priority, as it consumes the lion’s share of their attention and budget.

The solution to retaining employees with minimal effort and cost-effectively is employing a clever learning and development (L&D) platform.

Are your employee retention activities progressing at a snail’s pace? 

An L&D platform can simplify things for you. Here is how.

1. Onboard right talents

“Train people well enough so they can leave. Treat them well enough so they don’t want to.”Sir Richard Branson

Focus on your people and not on KPIs or profit margins. A company struggling for business success without focussing on its people is like a boat without a rudder. The key is focusing on people right from their onboarding and ensuring you invest enough time.


Make sure you are interviewing the right candidate. Next, conduct assessments on the behavioral and situational quotient of the candidate, and make sure an expert manager handles it. Lastly, ensure that the employees you are onboarding are a good cultural fit for your company. 

If you feel this can be painstaking, leverage the smooth onboarding features of an L&D platform and see how automation can change onboarding for your company.

2. Develop a good feedback mechanism

Unless acted upon by a mentor, an employee will never realize what they are doing or how to improve their skills. Therefore, develop a feedback mechanism that happens more often, not just during performance reviews.

Honest feedback is expected, and don’t burden the other employee with negative comments. ‘Constructive criticism’ might suit best in such situations and show them ways to improve themselves. Train underperforming employees or, if required, place them in a position where they can give their best. 

3. Appreciate your employees’ efforts 

Saying ‘You are doing a great job’ to your employees is not enough!

When employees do a good job, it benefits the company in some way. Give a part of that benefit to the performers as a reward. Not just a pat on the back or a public acknowledgment, but instead rewards like salary hikes, gift coupons, bonuses, or promotions. Through promotions, make your employees realize that the company trusts their abilities, and hence they are assigned new responsibilities. 

An L&D platform can be a convenient tool to facilitate employee-oriented training, reskilling, and upskilling. 

4. Set the seal on your employees’ professional development

Development of your employees and making them multitaskers is something that your company needs more than the employees themselves.

Learning is a continuous process, and growing professionally is rewarding to both parties, which is why an L&D platform is befitting for your company. With an L&D platform, you can offer customized learning paths to every single employee and develop their work skills, whether in remote or hybrid working mode. 

An ideal L&D solution helps you create and upload custom-made courses. eLearning has had more impact on employees’ professional development than traditional approaches due to the ease of access at any time and on any device. 

Training is a cost-effective option, and companies often misunderstand that an L&D platform is expensive. A scalable L&D platform offers different affordable plans, and as the company grows, you can switch from one plan to another.

How can an L&D platform like Skill Lake Help?

Companies practicing employee retention programs send positive signals to employees, signaling a great potential to learn. L&D platform like Skill Lake offers a unique learning experience for employees and companies looking forward to upscaling the learning journey of employees. 

Constant learning has exponentially growing relevance in today’s competitive world. But more importantly, it is a win-win for both employees and companies.

Skill Lake is a comprehensive L&D platform that extends beyond a regular LMS and helps you execute all the required employee retention strategies. In addition, Skill Lake helps in creating a work culture that nurtures employee growth and makes them want to stay in your organization.

  1. Help implement the best employee engagement strategies
  2. Support internal mobility for boosting professional motives
  3. Improve team collaboration and togetherness 
  4. Provide learning from anywhere, at any time from any device
  5. Track employee performance and suggest personalized training

That’s not all!

To know more about Skill Lake’s exclusive features and how it can work for your organization, reach out to our team or take a quick demo.

Ashmitha Chatterjee

Ashmitha works with Skill Lake as a creative writer. She collaborates with the Digital Marketing team to deliver engaging, informative, and SEO-friendly business collaterals. Being passionate about writing, Ashmitha frequently engages in blogging and creating fiction. Besides writing, Ashmitha indulges in exploring effective content marketing strategies.

Employee Reskilling

Employee Reskilling Program: Best Practices For Competitive Advantage

You have reached this page probably because you searched for ‘Ways to reskill your employees’ or ‘An LMS that is best for employee reskilling’. 

Whatever your search words were, we are quite sure that you are part of an amazing organization invested in people’s development, and gladly let us assure you that you have reached the right spot!

Is employee training nerve-racking in your company? 

Well, different forecasts suggest that the majority of employees need major training, upskilling, and reskilling. These training sessions are not just about technical abilities and emerging technologies but are also about soft skills like communication, attention to detail, listening, and much more.

Working conditions and business competitiveness are testing companies now more than ever, and this has spurred the need for training programs for employees. 

But what is the right tool for it?

Well, for one, a robust L&D platform can be a one-stop solution for all your employee reskilling-related challenges, especially in a changing work culture landscape. 

Let us see how.

Employee Reskilling in Today’s Work Culture and Rapidly Changing Talent Market

The way companies work has undergone a paradigm shift ever since the emergence of the hybrid or remote working model. We have new ways to collaborate, lead, delegate, connect, and even conduct employee recognition programs.

In 2021, organizations around the world invested an average amount of more than the US $2800 per person for reskilling.

Another interesting statistic shows that despite 91% of employees learning a new skill, 98% of companies report notable skill gaps.

These figures point to employee reskilling being a ‘must-have’ in today’s talent market, given the changing work culture.

What is Employee Reskilling, and How Does It Differ from Employee Upskilling?

Reskill and upskill have been the buzzwords in the talent market for quite a long time. Gartner’s HR Priority Reports says that building critical skills and competencies was the topmost priority for 2022. 

 Are reskilling and upskilling different concepts? Verily so!

While reskilling applies to an employee acquiring new skills that can be applied to a different position, upskilling is when an employee learns a new skill related to their current position.

Whether an employee opts for reskilling or upskilling, wouldn’t it be great to access it all from one source? A perfect L&D platform offers this, alongside other finesses like employee reward programs and much more!

How Can L&D Digital Platforms Strategize Employee Reskilling?

The need for reskilling continues to grow as it creates more room for employability, employee capability, transitioning people into new roles, and responsiveness to the latest industry needs. You need a digital L&D platform to lead these changes and create an edge in a highly competitive market.

How can companies augment their employee reskilling efforts amidst changing business conditions? Here is how.

1. Provide Individual Training Plan 

Reskilling is employee specific. It is important to consider the learner’s background and identify the skill gap. You need to weigh people analytics, learning analytics, skills, career goals, and interests. A good personalized reskilling plan will be specific to the person and their context. An intuitive L&D platform will balance perfectly between individual needs and business goals. Leverage the features of an L&D platform that support customized and adaptive learning and that has a good understanding of the learner’s previous learning pathways of skills and experiences. 

2. Enable Just-in-time Learning 

In-person communication has changed to virtual spaces in recent times. Employees are expected to perform responsibilities on their own. They also need to adapt to these new developments and new technologies without asking for much mentoring. Just-in-time learning is one of the best ways to support individuals and teams for reskilling. Just-in-time learning focuses on the learners’ needs and provides learning materials accordingly. If a proper L&D platform is in place, then guiding people through new processes or coaching employees on a particularly challenging set of tasks becomes a cakewalk.

3. Ensure Knowledge Sharing

The onset of hybrid work culture might have made you realize how handier a digital medium like an L&D platform can be than in-person knowledge sharing with peers. A digital L&D platform can ensure job-relevant knowledge sharing at different organizational levels. This collaborative knowledge base will thus spontaneously create a community to share knowledge and best practices. Companies can work their way up using such brilliant L&D digital tools by creating and expanding easily accessible content, thus fostering a culture of knowledge sharing among employees.

4. Gain Insights through Employee Collaboration

A digital L&D unit can boost employee reskilling in your organization by supporting the framing of a learning plan and uploading tailored content. An L&D platform acts as a collaborative digital medium that will bridge skill gaps. It can provide insights on changing business processes and the latest employee trends that come with added benefits like employee rewards and recognition programs enabled through gamified learning.  

How Can an L&D Platform Like Skill Lake Help?

Skill Lake is a perfect choice for your organization’s L&D needs in terms of helping your employees fulfill their current responsibilities in the best possible way and molding them for hard-to-fill roles in the future.

Wondering how? It supports: (pictorial)

  • Framing individual career paths
  • Incorporating reskilling in review processes
  • Tracking individual lessons progressions
  • Fine-tuning skills through multitudes of learning techniques
  • Recognizing employee achievements

Employees picking up new skills on the job is something that companies look forward to. That is not our say, but that is what 94% of global business leaders believe. 

Reskilling and skill transformations can catalyze business outcomes like the realization of company strategy, building employer reputation, employee performance, and job satisfaction.  

The world of work may continue to evolve. But you need to keep pace with an intelligent L&D platform like Skill Lake.  

Ready for Skill Lake to prepare a future-ready workforce? We bet you are!

Contact us or connect with our team for a quick demo to experience Skill Lake, the modern learning development platform.

Sachin Krishna

Sachin works as a part of the digital marketing team at Skill Lake. He believes in a healthy and resourceful web and does his own little contributions for the purpose by creating and disseminating innovative and quality content

Corporate training platform

LMS solutions assist your business in better training employees and actively engaging them. The right LMS for corporate training can provide you with the desired results and assist you in reaching your business objectives.

In 2020, the eLearning Market surpassed 250 billion USD and was predicted to grow at a CAGR of more than 21% between 2021 and 2027. With this accelerated rate, it is clear that businesses gain a plethora of advantages from implementing an efficient LMS. Many organizations have already jumped on the LMS bandwagon, enrolling 80,000 personnel in a web-based LMS course.

Read more: Effective Training For Your Remote Workforce – The Guide

Here’s a quick rundown of some convincing reasons why an LMS is necessary for a successful business: 

  1. Ensures staff receives adequate training required to assist them in performing efficiently.
  2. Thorough data and analytics tracking to ensure the quality of training.
  3. Reduces staff attrition.
  4. Helps craft courses, set assessments and assignments, and automate the onboarding process.
  5. Ensures successful onboarding.
  6. Provides better ROI.
  7. Lowers employee travel expenses.
  8. Create a personalized learning journey for employees to sharpen their skills and knowledge.
  9. Calculates allocated resources and identifies existing inefficiencies in training.
  10.  Improves employees’ intellectual capital, thereby resulting in better productivity.

What is a Corporate LMS?

A corporate learning management system (LMS) provides a platform to host online training and store all training resources within a single repository. In some ways, it acts similar to business intranets. However, these platforms focus on learning and development, information storage, and sharing rather than being a general-purpose platform for sharing and collaborating. 

Corporate learning management systems assist businesses in organizing, tracking, and managing training initiatives for the benefit of workers, customers, and other external partners. Such corporate training platforms offer specialized training programs for onboarding, development, and compliance. Companies use a corporate LMS to assign courses to employees or external end-users and track learners’ progress as they complete course sessions and evaluations. Corporate LMS functions as a centralized repository of learning materials for employees and administrators, allowing organizations to distribute content for staff development and customer training. LMS platforms for companies can help businesses streamline their procedures and are critical to boosting business growth.

Read more: Tips on L&D in Hybrid Work Culture in the Post-pandemic Corporate World

Distinction Between a Corporate LMS and an Academic LMS

An academic LMS is particularly beneficial in a classroom with faculty and students. In contrast, a corporate training platform is more effective for professional development. Many elements of corporate LMS are effective for job training or other sorts of corporate learnings. They often emphasize the delivery of online eLearning courses and tools for training the workforce in developing job skills and competencies or training paths for specific skills.

Furthermore, eLearning platforms for companies frequently provide options for employees to access training in addition to the ones allocated to them, allowing employees to autonomously discover more information about their employment or alternative jobs they might be interested in.

Before we get into the differences, it is essential to mention that both academic LMS and corporate LMS have some similar characteristics, such as:

  1. Making educational and/or training resources available online
  2. Content authoring tools for creating and managing learning materials
  3. Automating and/or simplifying many components of the education and training processes, such as course registrations, and assignments, sending alerts to learners, tracking training success, analysis, and more.

Corporate LMS vs. Academic LMS

Top features to look for in a Corporate LMSs

Corporate eLearning platforms can provide numerous benefits to your business. As a result, selecting one out of the available corporate learning management systems is critical! Here is a list of corporate LMS features and characteristics to consider when choosing the right corporate training platform out of the offerings from top LMS companies:

1. Accessibility – A corporate LMS should be accessible at all times and from any location. This feature allows employees to access training whenever they want without coordinating time and dates as with traditional training. In addition, the ability to access training material on-demand provides learners with flexible learning options.
2. Integration- A good LMS should be capable of integrating seamlessly with other corporate systems. For example, whatever data you save in your LMS system should sync with other systems used by your firm.
3. Accountability – A corporate LMS should be able to track the trainee’s learning progress and deliver reports and records for additional reviews. It helps the management to keep track of all training progress on a single platform and find the top talents.
4. Gamification – Your online training system must be capable of engaging employees and motivating them to perform better. In an ideal world, internal motivation would suffice. However, many employees need a gentle prod to get them to participate in training. Gamification motivates them to participate and set their sights on the prize.
5. Mobile learning – Your learners should be able to access their training information whenever and wherever they want from any device. Mobile access is required to facilitate continuous learning.
6. Certification and rewards – Course completion certificates help recognize and reward your learners’ accomplishments. This motivates the learners and ensures they attend subsequent courses enthusiastically.
7. Social learning – With the rise of remote learning, it is critical to incorporate some interacting social components into your training. For example, users should be able to ask questions, offer feedback and ideas, communicate with peers, and participate in conversations on a corporate training platform.
8. Learner and user feedback – Learner and user feedback are critical for an LMS to function smoothly and effectively. Therefore, a corporate LMS must enable learners and users to provide feedback on training programs, enabling firms to continuously improve their training and provide more relevant and effective courses.
9. Built-in content authoring – One of corporate LMS’s essential functions is the ability to create training materials. It could be client product guides or instruction pamphlets. Your system must have the ability to develop content from both technical and layman’s perspectives. Therefore, looking for the best corporate LMS with authoring tools integrated with asset libraries, templates, and other critical content development elements is imperative.
10. Enterprise IT readiness – Corporate training platforms should run on private servers or the cloud. Furthermore, the corporate eLearning platform must support SSO and role-based controls and adhere to organizational security standards.

Read more: Debunking Five Popular Myths about Corporate eLearning

Skill Lake fits the requirements for being the right choice for a business’s total development. With the constantly growing technology, learning is no longer limited to rolling out courses without making it personalized and interactive enough for learners to participate actively. Skill Lake was created with the intent to hold the attention of the coming generations by offering interactive learning, competency management, instant feedback, gamification, and more.

Skill Lake is one of those platforms that creates a culture of continuous learning and growth through – accountability, cooperation, and personalization. Skill Lake outperforms the competition by enabling organizations to realize the benefits of well-trained staff. Additionally, Skill Lake enables the development and modification of learning based on success data and changes in corporate strategy.

Skill Lake allows companies to create an employee-centric learning culture. It provides self-paced learning facilities and better knowledge retention with multiple modes of access.

With Skill Lake, you can learn anywhere, anytime, using any convenient device. In addition, this platform offers a personalized learning roadmap to all participants with timely feedback and corrective measures from assigned mentors.

Getting access to engaging learning and competency management options was never as easy.

So contact us today to see how Skill Lake can help you change your organization’s learning culture for the better.

Aarathy Jayakrishnan

Aarathy is a Senior Digital Marketing Analyst at Skill Lake. She is majorly into content marketing and focuses on getting the messaging right across a host of marketing collaterals. While not working on content, you can find her juggling SEO, social media, branding, and more. She enjoys exploring new frontiers in digital marketing and the associated challenges keep her going.

Telecom Training Challenges & How To Overcome Them – The Definitive Guide!

Organizations across industries are increasingly transitioning towards technology-assisted eLearning, and the telecommunications industry is no exception. The telecom sector is one of the most crucial industries globally. This industry recognizes the importance of training geographically dispersed staff to meet evolving client expectations. Here’s a quick glimpse of the major challenges faced by L&D in the telecom industry. Understanding them can assist you in developing a training strategy that satisfies the demands of your organization and remains competitive.

Training challenges in the telecommunications industry

Challenge #1: Market Consolidation

Service providers must reposition themselves with the evolving technology. Many telecom companies are doing so through mergers and acquisitions. As a result, larger teams get formed, frequently dispersed across a geographically diversified area. When you integrate additional service providers into your firm, you’ll need to retrain your employees on your products or services. 

Challenge #2: Need for Constant Upskilling

The only thing constant in the telecommunications industry is change. Emerging high-tech products and services, including 5G, wearables, smart gadgets, and the pervasiveness of the IoT, put employees’ technical skills to the test. Furthermore, because employees are increasingly operating worldwide, the global nature of the industry may necessitate continuous upgrades in cultural and communication skills. These continual changes entail new processes, rules, tools, and technology. 

Challenge #3: High Attrition

The telecommunications industry has a relatively high attrition rate. Since there is a lot of new hiring involved, it is critical to impart detailed induction training for employees. 

Challenge #4: Customer Turnover

Customers are continuously looking for solutions as technology and communication trends advance. Constant evolution implies the possibility of client turnover. The problem is providing ongoing training and disseminating it throughout the organization. 

Challenge #5: Training dealers

Telecom products are often sold by dealers, who also sell competitor products. Therefore, the dealer staff must get trained in all aspects of the products, including sales and service, to promote the product effectively. 

Read more: Setting Training Objectives For a Successful Customer Education

How can an LMS bring a difference to the telecom sector?

The goal of an LMS is to provide adequate training and development to maintain the company’s growth, success, and, eventually, revenue. Therefore, an LMS must be an intelligent and sophisticated solution to meet the organization’s expected goals.

The telecommunication business faces many hurdles as legislation, protocols, and standards keep changing. An efficient LMS can manage the telecommunications training program cost-effectively and comfortably. The goal is to close labor skill gaps and link appropriate learning with specific company goals. A telecom training LMS can help telecom organizations across multiple areas. 

  1. Learning flexibility– An LMS promotes an easy-to-learn approach by enabling training courses at any time, location, and device. Online training gives telecom employees the flexibility to learn in their free time, even across different time zones and geographies.
  2. Easy content delivery– Deliver training content in different formats such as pdf, videos, games, and powerpoint presentations to make learning more engaging and retain information for a more extended time.  
  3. Cost-efficient– One of the biggest benefits of using an LMS is the low training cost. With telecom employees scattered across different locations, online training sessions can avoid the expenses incurred for travel and infrastructure. 
  4. Scalable training– Traditional training methods face limitations in terms of scalability. An LMS can provide training to as many employees at a time from any place at any time. The standard of the training also remains the same throughout.
  5. Monitor training courses– LMS can track and monitor all the courses conducted, no.of learners enrolled, and the progress of the learners. Thus, making it streamlined and eliminating the hassles of course administration and allocations.
  6. Seamlessly update courses– The telecom sector involves a lot of compliance and regulatory changes, which need to be regularly updated to keep employees abreast of the changes. LMS makes it simple and easy to make changes to the training materials without requiring significant changes to the distribution mechanism.
  7. Multiple learning modes– Just-in-time learning is becoming more popular in the telecom industry, especially among sales staff. LMS can provide interactive learning mechanisms through audio or video to encourage learning at employees’ pace.

Read more: Top Learning Management Systems Money Can Buy In 2022

Top features to look out for in an effective LMS

LMS in the telecom sector will motivate the employees to reach their goals and improve their productivity levels. There are numerous LMSs available in the market today, but make sure to zero down on the LMS with features that can ease and streamline the telecommunication training programs.

1. Competency control and mapping

LMSs today help assess competence levels with custom graded evaluation built around your competency framework. You could set performance goals by taking a holistic view of individual capabilities that suit different job roles and create detailed learning plans comprised of objectives to assist mentors in planning and managing the learning goals of each enrolled learner.

2. Analytics & Reporting

LMSs deliver reports on individual course activity, progress status, performance, and much more. LMS in telecom can present personnel with automatic reports that track their assessment scores, progress status at the end of each training, employee performance metrics, and overall training impact. 

3. Gamified learning

LMS telecom platform includes interactive game components such as badges, scores, awards, avatars, and leader boards, among other things. Games encourage maximum team engagement and information retention, making learning more engaging and enjoyable.

4. Learning Delivery 

The option of delivering self-paced learning, instructor-led sessions, or a combination of the two provides flexible learning. Moreover, with the changing rules and regulations in the telecom sector, employees can opt for their convenient learning mode for better knowledge retention.

5. Content Authoring 

Powerful, lightweight, distraction-free content production tools can be available to develop mashups, assessments, and exams.  

6. Seamless Integration 

A modern telecom training software system can seamlessly integrate with other systems such as  Human Resource Management System (HRMS), Software to Monitor Call, and other software used by the telecom industry for smooth and streamlined functioning. 

7. Enterprise IT Readiness

Today, an LMS can be delivered based on your IT specifications – on your servers, in the private cloud, or in the public cloud, customized to your brand, organizational structure, and processes. 

Read more: The Essential Guide to Choosing the Best LMS Software for your Organization

How can Skill Lake be the right choice for telecom?

It is vital to combine technological advancements with an efficient customer- and employee-first strategy in telecom training software. Only then can your organization prosper in this competitive climate. 

Skill Lake offers you all of the capabilities you’re searching for in a telecom training LMS. Some of the inevitable features in Skill Lake include:

  1. Competency management and mapping
  2. Multiple learning modes
  3. User management tools
  4. Enterprise IT readiness 
  5. Robust tracking and reporting tools
  6. Gamified learning
  7. Social and collaborative learning
  8. Microlearning approach
  9. Single repository for training materials

All these features can contribute to effective holistic learning that aligns your L&D efforts with business requirements, resulting in higher learning retention. Experience Skill Lake LMS through a quick demo, and explore our exclusive features built within our LMS platform.

Click here to book a free demo today. 

Ashmitha Chatterjee

Ashmitha works with Skill Lake as a creative writer. She collaborates with the Digital Marketing team to deliver engaging, informative, and SEO-friendly business collaterals. Being passionate about writing, Ashmitha frequently engages in blogging and creating fiction. Besides writing, Ashmitha indulges in exploring effective content marketing strategies.


Role of eLearning in the Oil and Natural Gas Industry

L&D requirements in the energy and oil businesses are unique. According to the Society of Petroleum Engineers (SPE) poll, three-quarters (74.6%) of employees agree that L&D programs are essential in their career path, and more than half (53.3%) agree that lack of options would cause them to contemplate quitting the firm (Source 1). Consequently, a workplace with such possibilities is more likely to attract and retain an organization’s best qualified and valued employees. Furthermore, the worldwide need for traditional and alternative energy sources places difficulties on businesses, thereby upskilling their workforce. While a learning management system (LMS) may not solve every problem, deliver the necessary training and swiftly spot who is qualified or near qualified to fill a position. It also assists with onboarding new workers and maintaining a high level of compliance while managing a workforce. 

Organizations have realized that eLearning is critical to keep workers involved and engaged with the changing industry guidelines, attaining their career goals, shaping better organizational outcomes, and obtaining a high ROI. An end-to-end oil and gas training platform enable enterprises to efficiently manage their eLearning, boost training quality and productivity, and keep learners actively updated on the latest enhancements.

What are the training roadblocks faced in energy businesses? 

With the changing shifts and transformation in the energy sector, organizations experience growing pains to become more sustainable and long-lasting. Let’s look at some of the training challenges that energy or oil companies might face regularly.

  1. A common problem faced by the energy industry is the inability to find qualified freshers or skilled talents with a good understanding of the industry. As a result, companies are burdened with in-house training to mold the employees to meet the expectations.
  2. With tight constraints around time, resources, and in-house expertise, it is often difficult for energy companies to conduct systematic training courses and programs for upskilling employees regularly. 
  3. Providing hands-on experience and real-life training programs are not within the reach and budget of every energy company. Most energy companies depend on a localized solution that offers the expertise of skilled professionals closer to them. 
  4. Employees or teams working in the field or in remote locations often miss out on the development programs and activities held at the office, leading to the disparity of skills and knowledge between the employees.
  5. Most energy companies heavily rely on in-house senior talents to conduct orientation and training programs for new joiners. However, this knowledge is limited to their personal experiences and could lead to a knowledge transfer gap.
  6. The lack of clear-cut standards and policies around workmanship in the energy sector leads to unstandardized and disconnected employee training.
  7. With the energy and oil industry being a rapidly advancing field with innovations and technologies, companies are often unable to keep up with regular training programs to meet the advancements.

Read more: Debunking Five Popular Myths about Corporate eLearning

Benefits of using an LMS for the oil and energy industry

The global LMS market is expected to develop at a compound annual growth rate (CAGR) of 19.1%, from USD 15.8 billion in 2021 to USD 37.9 billion by 2026. (Source 2) An effective LMS solution can make eLearning for the oil and natural gas industry easier to manage and deliver. Notable benefits of adapting to  an effective LMS in the energy sector include: 

  1. Larger scale, lesser cost – A multi-tenant LMS minimizes operational expenses by accommodating thousands of trainees from many locations into a single online training platform compared to traditional offline learning. 
  2. Administration made easy – Reduce the administrative load associated with training a varied and scattered workforce. An LMS can automate and simplify time-consuming and repetitive operations.
  3. Compliance -Another significant advantage of utilizing an LMS solution is ensuring compliance with the many regulatory standards imposed on the energy and oil industry. An LMS can assure delivery of compulsory instruction and consistent assessment of an employee’s knowledge on the topic.
  4. Continuous training – As regulations, technology, and procedures evolve, a continuous solar training program ensures to keep your employees up to date and avoid costly errors in the industry.
  5. Customer satisfaction – Online customer training can act as an alternative to customer care for utility firms, providing a client experience that may enhance loyalty.
  6. Quick onboarding – LMS enables a robust onboarding process that helps new employees get started with their work faster. Engagement increases and the staff gets access to the tools and information needed to begin their work right away.
  7. Reporting and analysis – An LMS system helps to gather and analyze the training outcomes to assess employee and organizational performance. Furthermore, it can also show the effectiveness of the specific courses and subsequently reveal areas or concerns that need improvement.
  8. Improved security training – Whether offshore training, drill training, or oil & gas training, an online program reduces risk factors by providing the personnel with appropriate health and safety training. 

Read more: Top 5 Essential Features for a Modern Corporate LMS

Why is Skill Lake a perfect LMS for oil & energy companies? 

Skill Lake emphasizes holistic employee development through real-life skill training and job-based learning. The energy industry comprises several rules and regulations to comply with, necessitating workforce training to overcome skills gaps. Skill Lake’s competence management and advanced reporting features assist organizations in setting performance targets by taking a comprehensive perspective of individual talents appropriate for various work categories. 

Skill Lake is a reliable platform for hosting energy management training courses and assessing workforce capabilities. From exploration through processing and distribution, energy businesses may utilize Skill Lake LMS to keep their staff well-trained and comply with the laws, reducing training costs and increasing productivity.

Take a quick demo to experience Skill Lake, or talk to our experts to know more about its features and tools.

Sachin Krishna

Sachin works as a part of the digital marketing team at Skill Lake. He believes in a healthy and resourceful web and does his own little contributions for the purpose by creating and disseminating innovative and quality content

Employee Onboarding

Tips For Effective Employee Onboarding

Onboarding is perhaps one of the essential steps for acclimating new hires to your firm and prepping them up to face the demands of their new role. According to a Gallup poll, only 15% of employees get engaged at work — a figure compounded by the pandemic — which is a concern for companies who know that one of the key factors to enhancing employee engagement is ensuring new hires get a solid start.

The most effective onboarding programs are well-planned and efficient, with a long-term influence on employee retention. Structured onboarding practices and staff retention have a significant correlation. When new hires go through a structured onboarding process, their retention increases by 82% and their productivity increases by more than 70%. 

Improving the Onboarding Process for New Employees

When you keep aside some time and resources to develop a purposeful, high-quality employee onboarding program, you receive far more than you give. The return is apparent; satisfied, engaged, and productive employees who understand and justify their new responsibilities. In addition, by concentrating on a few key enhancements to your current onboarding process, you can assist new team members in making a smooth transition and assimilation into your business culture.

From an organizational standpoint, effective onboarding implies that the staff can begin working at their full potential sooner. As a result, organizations are rethinking their strategy for hiring and onboarding staff in the aftermath of COVID. In contrast, businesses forced to lay off workers and stop recruiting during the pandemic have subsequently begun to re-hire existing workers and recruit new ones.

Read more: Tips on L&D in Hybrid Work Culture in the Post-pandemic Corporate World

Here are some basic practices to consider when navigating onboarding challenges: 

1.     Approach proactively

Taking a proactive approach to preparation and communication is one of the best ways to optimize your employee onboarding program. Do not wait till the employee’s first day to interact with them. Instead, start the process ahead of time by communicating via email. This way, recruits will have a better idea of what to expect on their first day at work. 

2.   Well-structured plan can eliminate stress

It is natural for recruits to be nervous while starting a new job. Organizations that do not have a plan for their arrival add to the burden of an already stressful situation. In addition, it demonstrates to the new employee that the organization does not regard them enough to prepare for them, causing them to reconsider their decision. 

3.   Be Social

If you have a bunch of new hires that start on the same day, plan social activities to assist them bond with their new teammates. One of the obstacles for new hires throughout the onboarding process is getting to know their co-workers. You can ease the ice-breaking session with interesting events, like planning a lunch for your new hires with their team on the first day so that they can meet their reporting manager and the rest of the team. 

4.   Set common rules

Employee onboarding training should be consistent across the organization and for all new employees, regardless of the designation or role. Adjustments are required based on the individual scenarios in each team— for example, a marketing professional’s onboarding may differ from that of a receptionist — but overall criteria should be the same. 

5.   Determine your onboarding training requirements

It is also beneficial to consider each new hire’s capabilities and weaknesses so that they are trained to be efficient. This is because if they are familiar with each new hire’s skill gaps, recruiting managers can provide the necessary training to fill in the skill gaps.

6.  Design and execute onboarding training plan

With HR onboarding software, you no longer have to schedule training manually. One can train new staff quickly and easily without overwhelming them. You can also gamify the process to promote success. Employees should understand the department and individual key performance indicators (KPIs) such as quality and performance during onboarding. Career advancement and learning about other internal processes ensure that new hires comprehensively understand the organization and their role. 

7.   Clarify expectations and responsibilities

Even the most talented new joiners will eventually become a liability to the organization if they do not follow the company policies and embrace the culture. Onboarding training programs ensure that everyone revisits various aspects of your organization’s mission and culture to ensure they are fully absorbed, understood, and accepted.

8.   Make onboarding more engaging

Technology enables a more involved onboarding process for new hires and helps streamline the new-hire paperwork. In addition, training materials that spur interest, such as quizzes, videos, and webinars, are often easier for employees to understand and absorb. 

9.   Create workflows

Onboarding new staff is a multi-step procedure, similar to completing a university degree program. Building a scalable HR process eliminates the repeated processes of handling the new-hire classes in multiple departments simultaneously. Workflows turn the process of developing top-tier personnel into an assembly line. With a unified platform, the C-suite can quickly obtain a high-level picture of how many applications, interviews, and follow-ups are lined-up in the recruitment and hiring process. Employee training can then occur across the board, not only for new hires but as ongoing learning, which is crucial for all employees. 

10.  Allow co-workers to mentor a new employee

While HR and management are essential in the onboarding program, there is something to be said about allowing someone from the frontline to show a new worker the rules. It gives the new team member a powerful perspective that represents what they will encounter daily in the future. In addition, new joiners can be guided by a co-worker as a buddy who can help them and answer all their questions related to workplace, team, role, etc. 

 11.  Automate the procedure

Automation of paperwork and standard onboarding training program boosts productivity for all parties involved. Human resources can spend less time following up and chasing employees by creating more engaging and efficient processes to support them. New employees can begin assimilating into the culture and attain goals more rapidly. When documents are due, unfinished, or incomplete, automated notifications help notify employees. 

12. Go digital with an HR Onboarding Software

Deploying an employee onboarding software creates a paperless environment that centralizes the employee onboarding and training plan for new employees. This enables one-click reporting and at-a-glance analysis of individual employees or entire training programs as they progress through the process. Going green in human resources entails converting from paper to digital throughout recruiting, hiring, and training. In addition, a good platform may integrate with existing systems and data formats to ensure a smooth transition from recruit to an employee to retiree. 

13.  Inform onboarding program with feedback

Throughout onboarding, don’t be afraid to solicit feedback from your new employees on areas where the process could improve. Of course, given a new hire’s position within the firm, they may be hesitant to offer any criticism of their new employer or your onboarding methods. As a result, keep such queries informal and relaxed, possibly anonymous surveys to remove any unnecessary pressure a new worker may feel while offering genuine and unbiased input. 

Read more: Effective Training For Your Remote Workforce – The Guide

The future of Employee Onboarding with an LMS

As the job market heats up and turnover rates skyrocket, executives, hiring managers, and HR professionals must recognize the benefits a Learning Management System (LMS) can provide the modern onboarding process for employees. In today’s talent economy, forward-thinking businesses must evaluate how LMS can help integrate recruits into their company culture and make them productive as soon as possible. 

An LMS ensures that you’re covering all relevant information efficiently and effectively by constantly attempting to enhance and update your onboarding efforts. And by adhering to an onboarding training plan, you can ensure that each new hire is ready to succeed.

How Skill Lake helps you with effective onboarding

Based on a study by the Society for Human Resource Management (SHRM), a quarter of recruits leave their employment within the first six months owing to confusing expectations, inadequate onboarding, and training. 

Skill Lake lets you involve your recruits throughout the onboarding to ensure that they are productive, irrespective of whether they work remotely or in the office.  Our system informs the recruits of your corporate culture, HR regulations, and data security protocols to generate a sense of belonging from the outset. To help them perform at their best on the job, Skill Lake helps impart functional skills based on the learning paths established by mentors. 

Interested to know more about how Skill Lake can help you with staff onboarding?

Request a demo here.

Sachin Krishna

Sachin works as a part of the digital marketing team at Skill Lake. He believes in a healthy and resourceful web and does his own little contributions for the purpose by creating and disseminating innovative and quality content

Maritime eLearning

Maritime eLearning- The What, Why, And How!

What is eLearning?

eLearning aims at delivering learning and training through the use of digital resources. eLearning is based on formalized teaching and is provided through electronic devices such as PCs, tablets, or even cellular phones that are connected to the internet. It allows users to learn whenever and wherever they want at their convenience. eLearning is simply training, learning, or education delivered online via a computer or digital device.

Marine professionals get regularly trained to avoid becoming out-thought and out-of-date by the rapidly evolving maritime regulatory system. New worldwide regulatory frameworks present increasingly complicated difficulties for personnel, necessitating better maritime education and training levels, computer literacy, critical thinking, information analysis, and synthesis abilities.

Read more: Why eLearning Efforts Are Important — For Your Organization And The Environment

How eLearning aids Maritime Job Training and Familiarization

The shipping business is one of the most severely regulated industries. It involves complex rules, guidelines, and regulations that must be followed at the regional and worldwide levels. This includes construction requirements and crew competence standards, encompassing all International Maritime Organization (IMO) rules and export, environmental, and labor norms that apply to seafarers. 

Shipping firms can use eLearning solutions to train their personnel to navigate this complicated regulatory landscape efficiently and cost-effectively. Specifically, marine organizations gain a plethora of benefits from implementing maritime eLearning for employee training. 

  1. Training Adaptability – Employees can learn at their own pace via eLearning, eliminating the requirement for time away from work to attend actual classes. This flexibility is a game-changer in a sector with tight timetables, where there are often unanticipated delays or rushed shipments, and maintains offices and staff worldwide. 
  2. Savings on expenses – Online learning is comparatively cheaper than traditional classroom-based learning, and the savings compound as the number of learners increases.
  3. Central deployment and control – With eLearning and a little help from the IT team, one can easily handle, oversee, and secure learning content across all locations while offering centralized management of the entire process. Maritime companies can also keep their employees updated on the latest rules and regulations as soon as it gets delivered by the IMO.
  4. Insights – Managers may keep track of courses, groups of learners, or even single employees across all of their global branches and offices using eLearning platforms. The extensive reporting capabilities keep them abreast of everything related to training, attendance, test scores, skill gaps, etc.
  5. Onboarding process standardization – Employee orientation (or “onboarding”) is nothing more than the rapid teaching of new employees about their tasks and responsibilities, and eLearning is also applicable here. A learning management system (LMS) could be used with a customized onboarding course to educate new hires on the company’s operational processes, rules, IMO, agency regulations, sexual harassment legislation, and other maritime-related regulations.

Common elements of eLearning systems to look out for!

A good eLearning environment is aided by a software system known as a “Learning Management System,” or LMS. LMS is primarily a web-based eLearning platform that provides access to learning content, delivers exams, tracks learner progress, and provides metrics and analytics to gauge the efficacy of the training organization. It is widely used across different industries to manage and oversee employee training programs. For example, an LMS is an effective tool for the maritime industry to facilitate necessary training for maritime professionals. The following features support a modern, high-quality LMS. 

1. Customizable Dashboard: A customizable dashboard that provides a complete view of the courses, activities, learner’s progress, and notifications.

2. Course Creation and Management: The ability to create and manage training courses, along with creating content, uploading files, setting deadlines, and assigning grades.

3. Learning Pathways: The ability to create custom learning pathways for employees based on their needs and goals.

4. eLearning Tools: The ability to add multimedia content, including videos, slideshows, graphical materials, etc.

5. Learners’ Progress Tracking: The ability to track employees’ learning graphs and view their performance grades.

6. Assessment Tools: Tools to assess employee comprehension and mastery of the material.

7. Communication Tools: Tools for communication between employees and instructors, such as forums, chats, and announcements.

8. Integration with social media platforms: The ability to integrate with social media platforms to foster better collaboration and networking.

9. Ease of Use: The LMS should be easy to use, with a user-friendly interface.

10. Support for mobile devices: The LMS should be accessible on mobile devices for any time and anywhere learning.

11. Multi-language support: The LMS should offer multi-language support to facilitate international learning.

12. Learning Record Store (LRS): The ability to store and track data about employee learning history, such as which courses they have taken, what activities they participated in, and how they have performed.

13. Gamification: The use of gaming elements and game-based tutorials to engage users and motivate them to achieve their goals.

14. White-labelling: The ability to white-label the LMS for branding purposes.

15. 24X7 Support: The LMS should offer 24X7 support to ensure that users can get help whenever they need it.

Read more: Case Study – How The Training Center Group Leveraged Skill Lake for Effective Training!

Why Skill Lake is a good choice for Maritime eLearning

Skill Lake LMS reveals numerous exclusive capabilities for maritime organizations and their people. Skill Lake presents: 

  1. Accountability through self-paced learning.
  2. Synchronous, asynchronous, and hybrid learning
  3. Ability to recognize skill gaps and assign instructions.
  4. Deployability on local servers as well as on the cloud.
  5. Personalized learning journeys with coaching and mentoring.
  6. Gamification to promote more engaging and progressive learning.
  7. Hybrid learning approach with online & offline modes.
  8. Promotes learning from anywhere and anytime.
  9. Supports micro-learning and flipped learning.
  10. Centralized access to training and course materials. 

Skill Lake helps scale training projects in response to your organization’s expanding skill development requirements. Our LMS ties learning to both individual goals and organizational needs. Skill Lake encourages learning accountability and assists in tracking competency development targets, activities, and deadlines across the organization, improving the entire learning experience. The LMS  enables you to foster a culture of continuous learning and growth.

Take a quick demo here to learn more about our holistic LMS and how it can help your organization.  

Aarathy Jayakrishnan

Aarathy is a Senior Digital Marketing Analyst at Skill Lake. She is majorly into content marketing and focuses on getting the messaging right across a host of marketing collaterals. While not working on content, you can find her juggling SEO, social media, branding, and more. She enjoys exploring new frontiers in digital marketing and the associated challenges keep her going.

L&D in Hybrid Work Culture

Tips on L&D in Hybrid Work Culture in the Post-pandemic Corporate World

Corporations have reopened their doors, and many have started embracing hybrid workplace models that incorporate features of both work-from-home and in-office models. The hybrid workplace is here to stay.  According to a survey, nine out of ten businesses will combine in-office and remote work. “There is no going back,” says Pat Gelsinger, CEO of Intel Corporation.  

A hybrid workplace presents new challenges to HR. When it comes to training employees, a hybrid workforce requires special consideration. Teams with remote and in-person contingents, can make it cumbersome to schedule and deliver regular and effective training.

Furthermore, the human resource specialists will need to do more than focus on supporting the tools and technologies that keep a hybrid workplace ticking. They’ll need to establish a unified culture, determine how to handle onboarding, and ensure employees understand the new workplace’s expectations.

All of this necessitates the development of new policies that dovetail with the new learning environment. It also entails a strong emphasis on Learning and Development resources (L&D) that are tailored to the needs of a hybrid workplace and to each employee individually.

Read more: Debunking Five Popular Myths about Corporate eLearning

Why integrate streamlined learning culture in a hybrid work environment?

We’ve seen countless examples over the last two years of how people and organizations have learned to not only adapt but advance in a remote work environment. The workforce has risen to the occasion, demonstrating considerably more versatility than imagined. But, in the long run, shifting to hybrid work means more than just instructing people to come to the office for a couple of days a week. It entails a new approach to interacting with and nurturing talent. When done correctly, it provides a chance to turbocharge your employees by broadening and improving the breadth and quality of the learning and development that gets delivered to them.

Organizations who thrive at this will have a competitive advantage, but you can’t just recycle what you’ve done for L&D in the past and expect it to work in a hybrid context. Because the nature of hybrid work is so much more dynamic, L&D programs must be aggressive. Let’s look at the need to implement efficient L&D in a hybrid work environment.

1) Flexible Learning – Following COVID-19, new sorts of hybridized on-site and remote work have evolved, involving new approaches to working and learning. When training and re-training staff, firms can help foster a flexible learning experience by integrating a hybrid learning culture.

2) Increase the Effectiveness of Corporate Training – A hybrid learning environment is very efficient for both learners and instructors. In addition to being adaptable, it aids in the improvement of learning and the efficacy of corporate training. A mix of multimedia and instructional activities provides a rich, reproducible learning experience, which is why hybrid learning can be effective.

3) Efficient use of Resources – Numerous digital tools can augment hybrid learning. Incorporating this learning strategy into your culture makes it simpler for employees to utilize the tools at their disposal.

4) Reduces Training Costs – Generally, hosting a training, seminars, lectures, or conferences in a physical place is expensive for the organization. Employees can, however, access courses online through hybrid learning. They only require a computer or smartphone with an internet connection.

5) Effective time management – Including hybrid learning in your environment helps you manage your time more effectively. When it comes to upskilling staff, time management is critical. Employees can utilize a hybrid mode to better use their time judiciously. 

6) Promote Constructive Learning Environments – Effective learning occurs via peer interaction and on-the-job activities. Few learning experiences can compete with the closeness of face-to-face learning. That’s where hybrid learning provides great flexibility to learn online from anywhere across the globe and benefits from the real-time engagement between peers.  

Read more: Effective Training For Your Remote Workforce – The Guide

How an Enterprise LMS fosters Hybrid & Remote learning? 

While evaluating the use of a hybrid and remote learning strategy,  we must ensure its adaptability and agility. Nonetheless, we should recognize and value the significance of simplicity and clarity. Therefore, keep the following suggestions in mind when designing and executing L&D for your hybrid workforce:

a) Create a curriculum adaptable and successful in virtual and in-person situations – It may be tempting to create in-person solutions and then transfer them to virtual platforms, but this will almost always result in reduced effectiveness.

b) Establish agile in-person sessions – Make sure that in-person classes have the resources to interact with virtual learners. Investing in high-quality video conferencing technology is an excellent way to elevate your learning programs.

c) Be inventive – Since hybrid learning is unfamiliar to most, it is imperative to employ unique methods to personalize the training to suit the needs of learners, which can get accomplished through bespoke branding, themes, and engagement activities.

d) Rethink blended learning – L&D teams must reconsider their approach to blended learning to survive in a hybrid workplace. Traditional blended learning disseminates information from the teacher to the student, ignoring the advantages of collaborative learning, such as enhanced knowledge retention and higher engagement. When you transition to a hybrid workplace, you may take a more practical approach to blended learning—rather than thinking of it as a combination of in-person and online training.

e) Introduce interactive learning approaches – Interactive learning promotes brain activity and better learner engagement—your staff will learn more if learning is actively engaging rather than passive.

As firms continue to adopt hybrid work settings as a viable option for traditional in-office employment, they must design L&D initiatives accessible to all learners.  

Read more: The Essential Guide to Choosing the Best LMS Software for your Organization

Skill Lake for hybrid work culture

Skill Lake aims to holistically educate people by combining life skill training, character-building, and regular job-based learning. It is designed for enterprises and is easy to deploy on private servers or the cloud. The system includes various elements such as blended learning, personalized learning journeys, content authoring, resource library, content authoring, and gamified learning, which make it the right L&D choice for a hybrid work culture.

Skill Lake promotes employee engagement by developing personalized learning experiences for individuals based on their particular requirements and enabling seamless learning anywhere, at any time via secure mobile applications. Skill Lake can also be customized to your brand, and organizational processes, and integrated with your existing applications. All of this and more makes Skill Lake the one to choose for all of your hybrid L&D requirements.

Take a quick demo to experience Skill Lake LMS.


Sachin Krishna

Sachin works as a part of the digital marketing team at Skill Lake. He believes in a healthy and resourceful web and does his own little contributions for the purpose by creating and disseminating innovative and quality content

Top 5 Essential Features for a Modern Corporate LMS

The modern-day corporate workforce is stepping into a new digital reality driven by three powerful aspects: collaboration, communication, and coordination. In this continuously evolving digital landscape, we need constant upskilling, dynamic people management, and effective training. Be it onboarding new employees or training existing employees, a comprehensive learning management system (LMS) has been one of the most beneficial tools in an organization. While managing a constant state of flux and helping key stakeholders in an organization to speed with tasks such as compliance, upskilling, and social learning, an LMS is a savior.

The benefits of building an LMS are aplenty. Firstly, it facilitates seamless communication even in a remote setup through robust collaborative capabilities. Secondly, it naturally enhances employee productivity, thereby contributing to a better ROI, enhanced tracking and performance management, reduced ownership costs, and up-to-date data and regulatory compliance. In short, a robust LMS helps you automate tasks, improves tracking and reporting, and offers a one-stop solution to several corporate bottlenecks of today’s modern workforce.

Companies that offer corporate training programs are set to get a 218% higher income per employee and a 24% higher profit margin than those who do not. However, corporate learning is changing. A shift from instructor-led sessions and in-person training to LMS has been made. This allows a more ‘anytime anywhere’ approach. Be it a small or big enterprise catering to a wide range of industries, deploying an LMS for your business will do you a world of good. In this blog, let’s explore a few beneficial features when you are narrowing down on the best-fit LMS for your business!

Read more: Tips to Choose the Perfect LMS for your Organization

Choosing the right LMS!

Deciding on which LMS best fits your needs is crucial to the success of your online training strategy. However, finding the best one can get tricky in a swamped digital world with several options. Here are a few steps that can make your decision-making process as you navigate the task of finding the best fit LMS.

1. Research and understand your audience’s needs clearly: Whether you are setting up an LMS from scratch or looking to replace a redundant LMS, it is important to identify what you need from your LMS and whom your learning content is aimed at. Analyze your learners’ needs deeply and narrow down on the type of training you need to deliver. If you aim to train internal employees, an LMS that streamlines and formalizes regular corporate processes such as employee onboarding, internal training, and upskilling will come in handy. On the other hand, if compliance training is your goal, you’ll probably need an LMS that helps achieve, update, and regularly track compliance.

2. Identify the must-have and good-to-have features: If minimizing the learning curve for employee training and onboarding is your primary objective, your LMS should offer features that drive a simple, intuitive, and easy-to-navigate user experience. If more complex functions such as reporting, analytics tracking, and compliance management form the core of your organization’s overarching business goals, then an LMS with a robust reporting tool would be your best bet. List features such as third-party integration, device compatibility, and availability of learning portals, and categorize them into basic and advanced features depending on your business’s demands. This step would help cut out the fluff and help you focus on your needs and investment costs, thus putting things in perspective.

3. Zero in on the type of LMS: Now that you have identified your audience and the features and functionalities you’d like in your LMS, it’s time to decide if you want to invest in a cloud-hosted LMS, open-source LMS, or a SaaS LMS.

Let’s get to more specifics and identify what kind of features are most likely helpful in making the best of your corporate LMS.

1. Mobile learning: Since any time, anywhere accessibility is a significant aspect of today’s digital learning, enabling your LMS with a mobile learning feature helps offer benefits of flexibility, better engagement, and faster course completion rates.

2. Personalized learning: Learning is a fluid activity, and every learner has their own pace and style of learning. Personalization is a key feature that forms the core of a successful corporate LMS. It’s given that each learner has their own set of interests and learning capabilities; therefore, a good deal of personalized learning contributes to better learning outcomes.

3. Multimedia support: Plain vanilla content no longer sustains interest, especially within corporate learning contexts. In order to retain a learner’s interest and have them take up a course, several visual aids and multimedia go a long way in building better attention spans and creating successful learning outcomes. Not just that, an advanced LMS can even consider having built-in gamification tools, thus offering multi-sensory engagement. For example, badges, points, and leaderboards are useful in motivating corporate learners to perform better besides enhancing their workplace productivity.

4. Strong integration and easy installation: A corporate LMS that is easy to install on your servers, private cloud, or other enterprise-ready servers is a big plus, given that it integrates with existing infrastructure and directly translates to cost savings.

5. Built-in content authoring: Robust content authoring tools built into an LMS help create a diverse range of content that caters to a variety of learners, thus offering a versatile yet comprehensive learning experience.

Read more: Need for a future-ready workforce

What makes a corporate LMS like Skill Lake your best fit?

By delivering an integrated learning experience, Skill Lake is a scalable, cost-effective, and learner-centric LMS. Built with a wide range of features such as content authoring tools, secure infrastructure, and easy integration, Skill Lake is well poised to improve organizational productivity, enhance learning efficacy, and drive successful learning outcomes. 

Skill Lake empowers businesses to create an employee-centric learning culture by offering a diverse training experience through interactive learning (live webinars), instant feedback (guided tests), self-paced learning, gamification, and other unique features. Revamp the learning experience for corporates with a robust LMS platform like Skill Lake that is designed for the modern workforce.

For more information on how Skill Lake is your best fit, find out yourself by requesting a demo, and we’ll get in touch with you soon.


By delivering an integrated learning experience, Skill Lake is a scalable, cost-effective, and learner-centric LMS. Built with a wide range of features such as content authoring tools, secure infrastructure, and easy integration, Skill Lake is well poised to improve organizational productivity, enhance learning efficacy, and drive successful learning outcomes.
Skill Lake empowers businesses to create an employee-centric learning culture by offering a diverse training experience through interactive learning (live webinars), instant feedback (guided tests), self-paced learning, gamification, and other unique features. Revamp the learning experience for corporates with a robust LMS platform like Skill Lake that is designed for the modern workforce. For more information on how Skill Lake is your best fit, find out yourself by requesting a demo, and we’ll get in touch with you soon.


Ashmitha Chatterjee

Ashmitha works with Skill Lake as a creative writer. She collaborates with the Digital Marketing team to deliver engaging, informative, and SEO-friendly business collaterals. Being passionate about writing, Ashmitha frequently engages in blogging and creating fiction. Besides writing, Ashmitha indulges in exploring effective content marketing strategies.

LMS for Healthcare

LMS For The Healthcare Industry – The How And Why Of It All

Inefficient communication costs hospitals millions of dollars every year. Healthcare organizations can curb such losses by implementing modern technological solutions that streamline and automate communication. Collaborative Learning methods can open avenues to provide adequate staff training and improve overall team productivity. While the goal is to spend less time on training while learning more relevant things, an LMS platform can effectively upgrade healthcare training.  

Need for streamlined training in healthcare

A skilled, educated, and flexible workforce should be the priority for every industry. However, there is a growing shortage of experienced and well-trained healthcare workers in many parts of the world. We need to create awareness that L&D does not cease once people begin their professional careers to counteract this trend. In addition, healthcare providers must keep up with new technologies and techniques to broaden their knowledge and skills. This means providing streamlined training is an absolute requirement for any healthcare professional who desires to yield high-quality patient care.

Due to budget limitations and understaffing, many hospitals and practices find it cumbersome to use training centers. Sending staff out for a few hours or even days to attend training sessions is difficult to accommodate. It also produces overtime since colleagues must step in. eLearning assists institutions of all sizes to address these difficulties by providing training at their leisure and without hampering work – therefore lowering expenses. 

Read more: LMS for Medical and Healthcare Industry – The Definitive Guide

Challenges faced by the healthcare sector 

We all relate to the healthcare sector emotionally, physically, cognitively, and financially. Thereby, the influence of the new economy and technology in healthcare need quick attention to handle the challenges they present. 

1. Cybersecurity – Ransomware, data breaches, and other cybersecurity threats are not new to the healthcare business. The Covid-19 pandemic has demonstrated how susceptible sensitive patient health information is. 

2. Patient’s Experience –Changes in the medical insurance sector show how people bear a share of their healthcare costs and naturally expect better services from their providers. 

3. Integrated Health Services and Information – The utilization of linked medical devices and AI-integrated software applications offers healthcare establishments a large quantity of data to produce insights. 

As the volume of patient medical records, clinical notes, and administrative data grows tremendously, new methods for storage and administration will be necessary. The enhanced database would benefit the hospital’s patients and record keepers substantially. It will make information more convenient and accessible, allowing patients to plan appointments and keep track of their treatment more conveniently. 

4. Slow adoption of Information Technology – The Internet is already a key agent in the healthcare system, thanks to advances in information technology. The automation of clinical, financial, and administrative processes is critical to improving quality, reducing mistakes, increasing customer trust in the healthcare system, and increasing efficiency. 

5. Big Data – Healthcare poses difficulties as information gets dispersed among numerous parties and systems, including payers, providers, and patients. To improve the patient experience, clinicians cannot rely on a single “source of truth. 

Read more: The Essential Guide to Choosing the Best LMS Software for your Organization

How can LMS change the game? 

Healthcare providers must constantly upgrade their competence in studying and researching new diseases and illnesses, adhering to pre-defined, organization-specific SOPs, and upskilling for professional advancement and sustainability. In this quest, a Learning Management System (LMS) offers many benefits as a learning and development (L&D) component provides an inexpensive and highly effective training platform for the healthcare business.

Here are six crucial LMS features that can change the game: 

1. Ease in Compliance and Patient Safety awareness – In the high-stake and high-regulation healthcare sector, regulations and standards get strengthened to reduce risks. A Learning Management System (LMS) provides a centralized, secure, and trustworthy platform for hosting, delivering, and monitoring compliance training. It can promote a culture of compliance among employees rather than treating it as a rote duty. Similarly, an LMS assists in developing patient safety initiatives for meaningful and enduring change. An efficient LMS also helps create and maintain a patient safety culture with patient-centered care as its linchpin. 

2. Centralized content management – Healthcare best practices, processes, and laws evolve continuously due to new research and technology breakthroughs. Therefore, healthcare courses must get regularly updated and managed centrally to remain relevant. It is faster to modify eLearning courses on an LMS than to update traditional training content and send invites for refresher courses. Changes to training materials may be made promptly and made available to all students, even if they are geographically scattered. Importantly, this new content is often better retained when presented via an LMS. 

3. Simplified on-the-job training – A good training program involves several intricate moving pieces. One of the most important is content generation and engaging information delivery. Whether the people you’re teaching are new to the organization or changing jobs, an adaptive LMS will make the knowledge transfer easier and keep your new trainees on track. In addition, LMS makes it simple to group training activities into bundles that may be reassigned. Allocating the same bundle to other people who require the same training on-demand can help you save time and resources. 

4. Easily track training – Learning Management Systems can monitor and track employee learning progress and publishes the results in a built-in detailed and shareable report. These reports and analytics are used extensively to assess learning efficacy based on course completions, quiz results, and milestones. It also helps determine whether extra training is necessary. This feature aids in the continuous and intelligent development of career plans.

5. Mobility that allows streamlined/personalized learning – Work in healthcare is complicated and arduous at all levels. As a result, L&D must provide employees with the freedom to study on their schedules and deliver seamless learning opportunities regardless of time, location, or learning device. An LMS’s device-agnostic capability allows eLearning material to seem similar across devices like desktops, laptops, smartphones, and tablets. Compared to traditional approaches, using this feature leads to increased course completion and engagement rates. As a result, skilled LMS companies must have native mobile apps that integrate with the learning platform. 


Why is Skill Lake a suitable LMS solution for the healthcare sector?

Skill Lake offers one-of-a-kind healthcare workforce solutions that include machine learning and AI. You can use our technology to conduct healthcare staff assessments, give customized education, and possibly address long-standing clinical workforce concerns.

Skill Lake assesses skill shortages and quickly offers training based on company needs. This learning management system allows firms to modify training with the changes in corporate strategy. The system enables learning from anywhere, anytime, via easy and secure mobile applications. It includes powerful, lightweight, distraction-free content production tools for creating mashups, assessments, exams, and more. Here, instructors and mentors administer periodic tests and tasks to track and assess knowledge retention. 

Using our LMS for healthcare is an efficient way to teach staff about consistent laws, share system changes, track all employees, and assess the knowledge levels of the staff. Unlock your full business potential with Skill Lake.

Get started by taking a quick demo of our LMS now!


Aarathy Jayakrishnan

Aarathy is a Senior Digital Marketing Analyst at Skill Lake. She is majorly into content marketing and focuses on getting the messaging right across a host of marketing collaterals. While not working on content, you can find her juggling SEO, social media, branding, and more. She enjoys exploring new frontiers in digital marketing and the associated challenges keep her going.