TutorPro Limited

Quarter Three Newsletter 2019

Our Quarter Three Newsletter 2019

Hello Summer!

Where are you and your family headed for summer vacation? What are you doing for Labor Day? Do you want to come over for a BBQ?

These are typical questions circulating this time of year! As we dive into the summer months (and some of us, into our swimming pools), many of our Client Family are focusing on getting training completed and assessments continue to be a hot topic (summer, hot, haha!!). So, as we race through the dog days of summer trying to stay cool in the shade & enjoying lazy sun-soaked afternoons, be sure to take a read of our feature article below, where we talk about promoting a learning culture and assessment strategies for success.

TutorPro would certainly welcome the opportunity to do a demo to show the value of our tools too. We would love to grow with you and help you grow your organization!

TutorPro News

The second quarter of our year has flown by! Team TutorPro flew to DC in May to attend the Association for Talent and Development’s 2019 conference. It was our first time exhibition there and it was truly AMAZING! We are all signed up for 2020 in Colorado and we’re super excited.

We are also looking forward to the DevLearn conference in Las Vegas, in October, and we’re busy getting organized for that. If you happen to attend the conference, please pop by to see us- – we will be at booth 704!

We’re growing the team again and we will be welcoming two new team members this summer. Reese Harlon and Matt Fillary.  Reese, our new Instructional Designer, will be joining Team U.S. out of the Atlanta office and will be reporting to our Head of Courseware, Christel Burris. Reese has an extensive skill set and is an awesome content strategist! Matt will be the U.K. office and will work with the client applications development team and is super excited to start working with our unique solutions!

LEARNING…an ongoing process

“Tell me and I forget, teach me and I may remember, involve me and I learn.” -Benjamin Franklin

This quarter’s feature is going to explore the necessity for Assessment use in training. The amount, type and quality of professional development can vary from organization to organization. Some firms offer benchmarks for learners at each stage of their careers and assist them in meeting those goals by ensuring that they work on a variety of assessments. This reinforces the fact that the firm is serious about developing its employees into leaders within the firm. Many firms have professional development directors to assist employees in navigating their career paths.

Recent Blogs

Quarterly Offer

TutorPro’s third quarterly offer for 2019 is existing Client Family Members. Do you have new team members that need training? Or do you need a refresher session? Reach out to your Account Manager and we’re happy to offer you the full training at a third of the cost! Quote “Qtr3Offer”
Don’t miss out on this great offer, contact accountmanagment@tutorpro.com for more details!

Team TutorPro’s Fun Fact!

This quarter’s fun fact…the e-learning market is now more than 21 years old!! (Source: SH!FT) The word e-learning was coined back in 1998. That’s the year Google was launched. You could have just about been able to Google it back then! How about that?!

Courseware Updates

Recently Released:

  • iManage Work 10

Coming Soon

The Modern Workforce

Today’s employee is overwhelmed and distracted.  Published research suggests that our work is interrupted every 5 minutes.  The irony is that the interruptions are coming from our work applications and collaboration tools.  Within our working day, we are bombarded with information.  We are all connected to our work 24/7.  A typical learner only has 1% of their week to devote to traditional training and development. So, when you think about how long it takes to build expertise, that stat of 1% is pretty scary.

Investing in employee development has become more quantitative and metrics-driven than ever before, which puts assessment methodology at the forefront of workforce investment. Statistics prove that companies across the globe invest heavily in employee training and development. According to Training Industry magazine, employee training and education spends in the United States alone are growing incrementally by 14% every year.

Types of Assessments

  • Formative assessment this happens in the flow of learning, which is more commonly known as flipped assessment and it’s similar to the flipped classroom concept. Flipped Assessment happens at regular intervals of a learner’s progress, it’s embedded within the lesson and in learning plans, in order to identify learning gaps. The importance of flipped assessment is the immediate feedback. It allows you and the learner to measure individual strengths and weaknesses and focus on their unique learning needs
  • The second type of assessment is Summative assessment, and this is the traditional assessment.  Users are given this type of assessment at the end of learning to test what is recalled from the training event and evaluate learning according to a benchmark that is set by the trainer. 

Each type of assessment has its own value because learning happens when we are required to recall what we know.  In addition, both of these have the benefit of encouraging employees to develop their real-world skills.

For companies to maintain their competitiveness, training is a must. Organizations that spend more time and money on employee training do see an increase in profits. HR & Training Managers can fine tune their training in a way that takes into account and builds upon strengths of their employees. Training focused on employee strengths takes into account the ways individual employees learn best. Also, understanding employees challenge areas is also key. Training that is focused on employee strengths can create an environment that allows employees to understand themselves and how they do their tasks allowing for a stronger and more confident workforce. Assessments can provide the learner with the essential skills, knowledge and professional requirements needed to grow in their roles. Some employers include the learners in designing their Assessment growth plans and that can lead to good bonding instilling a sense of inclusion.

Don’t forget the other A word!

When considering assessment, the other ‘A’ word that can accompany it is….Anxiety! Over the years Team TutorPro have found two common types of user who fear the word Assessment. The first one feels things like: “I’m a good employee…so why should I take a test?” “If I fail, am I getting fired? I’ve worked here for many years and it comes down to this one test?” “I wasn’t trained to do this!” The second one may feel: “I will look stupid if I don’t pass!” “I don’t need to take a test!” “I don’t have time for this & I don’t need training!”

You need to be sure to support this fear by promoting a learning culture.

How to Promote a Learning Culture

Learning has an emotional base. There are a variety of characteristics that make adult learners who they are as individuals. But generally, we as adults, share some common themes.  

  • Adults learn for the here and now. We want to learn what we can apply in the present, to get our jobs done today.  We are goal oriented so showing how the training will help reach those goals is crucial.  
  • Adults come to you with real life experiences.  We each have our own unique skills.  We have varied backgrounds, motivations, and interests.  Adults are most interested in learning about subjects that have immediate relevance to their job or their personal life.  Our experience (including our mistakes) provides the basis for how we learn.  Use these experiences as a foundation.  Relate those experiences to the ideas and concepts being taught to keep adults engaged.
  • As adults learn we try to make connections back to memories of things that are familiar to us.  Our brains are full of information, so the content needs to be relevant to real work scenarios using the tools we are using.   Adults prefer learning situations that are problem-centered rather than content-oriented. How does the training relate to their job?
  • Put the learner in control. Adult learners like to control their learning experiences, and most are curious and want learn new skills. They just don’t always make time to learn.
  • Adults also need feedback to build skills. A true assessment places the learners in a place where they have to use their knowledge to solve problem.   It is a transfer of knowledge into action. Because skills build over time having to remember when you are responding to an assessment makes the memories stronger in the brain.  The stronger the memory, the easier it is to recall it when you need it.
  • Lastly, it is also important to understand that adults bring past learning experiences with them.  Stress and anxiety inhibit learning.  When learners are stressed, they go into a hyper-stimulated state called the affective filter which inhibits information from passing through to the processing part of the brain.  But on the other hand, when we are excited and enjoying the learning experience, we are releasing dopamine in the brain which stimulates memory building.

What is the Value of a Comprehensive Assessment?

When you plan training and development for your organization, you expect to gain improved skills and productivity, greater retention rates, and an improved brand. You will also align business objectives and leverage insights to increase firm profitability. You will close the knowledge gaps and increase employee satisfaction.

Post-training quizzes, one-on-one discussions, employee surveys, participant case studies, and certification exams are some ways to measure assessment effectiveness.

How can Team TutorPro Help?

Use TutorPro’s Office assessments for pre-hire, new-hire or to identify a baseline skill level. Let learners complete the assessment workflow, across multiple applications, using any method.  For every assessment Live Content Studio provides a click-by-click report of each mouse event and keyboard stroke. These results are instantly available to the candidate and the assessor. There is no other tool that you can use to create assessments across multiple applications, with no simulation. Map your learning resources to the assessment, providing learners immediate access to relevant modules to close that knowledge gap.

Office assessments aren’t what you’re looking for? We develop custom assessments and LTC4 Core Competencies too and have the tool if you’re looking to create your own.