Global HCM Transformations in large companies

Over the course of the past 20 years, we have seen a number of global transformation projects.  Some went well, some not so much.  Here are a few tips we picked up along the way and tips we use to help guide our clients to be successful in their transformation.

Understand the culture

Culture is incredibly important in any change.  The team that proceeds with the transformation may have an executive order to complete their mission but that doesn’t mean that the rest of the business lines will just fall into place.  Many implementations and transformations forget about this and fail to meet the needs of all the business lines and groups in different countries.

Strive to know the culture of the people you are transforming. Does the transformation fit their culture?

Remember the project team and the ongoing business team have separate functions

After the project is live, who will be the "run" team?  Are they the same?  If so, will the pains of the transformation follow the team?  During the transformation, hard choices need to be made.  The transformation team may have some lingering issues (professionally) if those decisions were made and not everyone was happy.  There is still work to do after the "we are live!" email goes out.  The team that continues on may have some wounds to tend, but they will be expected to carry on and sometimes rehash decisions made.  The run team needs to move on (fairly quickly) to the business of running the system and ensuring the processes are continuing efficiently, making adjustments where needed.

The project team will have a target on their back throughout the project.  What is your plan to help the project team rise above and become reinvigorated after the go live?

Allow consultants to help through the organizational change management

This may sound counter intuitive, but it is sometimes easier for a third-party consultant to create, manage, and execute the change process.  An internal employee will be biased to make everyone happy for fear of losing their position or receiving a bad review. Consultants can sometimes have the critical conversations necessary to ensure the transformation, without fear of reprisal later.

The more you can assure your internal employees that they don’t need to fear reprisal after the "go live," the more they can be effective during the project.

Stick with the original mission and requirements and only change if absolutely necessary

Something is always lost or forgotten from the time you select the system and Systems Integrator to the "we are live" email.  We often advise our clients to have a monthly (or more often) review of the original requirements and mission.  This helps to keep everyone on the same path and correct some decisions, if necessary.  Additionally, if things have changed since the initial mission, then it may be necessary to rewrite the original requirements.  Either way is fine, as long as it is a collective decision to make the changes or correction.  There should also be a process to follow to manage the scope and change process to reduce the number of surprises along the way.

Constant communication (good news and bad) with the project team, stakeholders, and business lines will help to make sure your global transformation is a success.

It will be harder than you think

We all see the advertising, Twitter feeds, and LinkedIn articles that profess how awesome the projects and the results were.  I have told clients some things are easy and some things aren't – but they are still work.  The easy part is that the process is known, and you are not creating things from scratch….the hard part is the work itself and the sheer volume of it.  Global transformation projects are large, complex, and challenging.  Working through them is often a very rewarding project, but there is a significant amount of work that is sometimes underestimated.

Global transformations can create a wealth of opportunities for growth and success.  These projects are a great challenge for everyone involved.  Internal employees and contractors see the challenges differently, and you can use the different viewpoints for the good of the project and the company.


Microlearning’s Vast Impact on Corporate Training

As millennials continue to grow in the workplace (33% of workforce in 2015) the learning material must adapt. Craig Weiss CEO of eLearning 24/7 believes we will see more 90-120 second courses being pushed to consumers. Yes, millennials are well known for their short attention span, but this trend has more to do with our workforce becoming more tech savvy. Regardless of the attention span, our current workforce is becoming more adept to understand what they want to know and how to find it. Most of the time through Google. Let's adapt to our users behaviors.

Karl Kapp labeled microlearning as one of the five learning trends to look out for in 2017. With the ability to push small portions of specific learning as opposed to broad videos, learning becomes more engaged.

Would an individual rather watch a 5-minute video explaining 5 objectives, or watch 5 short, specific videos? What if they do not need the other 4 objectives, what if they just need to know one specific task? Microlearning puts all learning topics in front of the user to select what they need.

An example of eliminating the redundancy would be cutting down the introduction and review stages of the learning. Based on the title of the video and the description, the user should have a good idea whether this video will answer their needs. Therefore, minimizing the video content's introduction. Here is a great blog from eLearning Industry laying out 7 tips for creating microlearning.

Beyond just making it shorter for the end user, it helps keep your training fresh and on topic.
We live in a world of constant change. Learning content must keep up with these changes and while also being readily accessible. Learning is not confined to our desk anymore. Learning is being everywhere. Whether on a train, bus, Uber or on your lunch break, microlearning is designed to be consumed on any device, at any time.

To be more agile in the market, employees need the most up to date training, tips and tricks that are available. It is much easier to release a 90 second ‘How To’ or ‘What’s New’ video than a revamp of a 25-minute eLearning.

Macrolearning had its run for several decades and it has done us all a great service. But it is time for microlearning to step up in a big way and become the main focus of training moving forward.


A Managers’ Guide to Onboarding New Hires With Ayris

As a manager, it can be difficult for me to find ample time to properly onboard my new hires and ramp them up to speed of the work environment. Whether my hire is a fresh college graduate or an expert in the field, there are always challenges. That is why Ayris has released a new functionality called Programs

I can now set up an onboarding program for my new hires using Ayris to push out specific content to my new hires along the schedule that I set up.

I hire people throughout various points in the year, therefore I want this be a universal hiring program. I am going to set it up on a timeline, meaning Day 1, 10, 20 and 30, content will be pushed to my newly hired sales associate. 

Below I outline the first month of my employees onboarding program.
  • On Day 1 my new sales associate, will receive a Welcome email with a link to our team page to view the teams structure, responsibility, and current project statuses.
  • On day 10 my sales associate, will receive a link to a PDF file containing our pricing strategy and overview documents.
  • On Day 20 an exam and survey is sent directly to my new hires email address along with a customized message.
  • On Day 30, as the manager, I receive an emailed report of my employee’s progress to date.

If I hire someone else in the meantime, I can assign them this program and their schedule will run independently of the first employee I hired, which is why I used a 1,10,20,30 type set up.

This is just one of many use cases for Ayris Programs.

Ayris schedule can be tailored to fit your needs. To schedule a demo, or to find out more information on Ayris Programs please reach out to support@ayris.com


Make Ayris Yours: Branding in Ayris Now Available!

OutCons is excited to announce the ability to brand Ayris to your specific company color scheme and incorporate your logo throughout the system, including emails! 

As my company’s admin, I can now alter Ayris to have the same look and feel as my other internal products. After I upload my company logo, it replaces the Ayris logo throughout my Ayris domain. Which means when my contacts take an exam, answer a survey, launch a course, or access www.goayris.com, they will see my company logo and color scheme. To go even further,  the emails my employees and contacts receive, which are pushed from Ayris, will also have my company logo within the email.

We are very excited to announce this, and we hope you enjoy the freedom of customizing Ayris to fit your needs!

Below is a preview of the Branding options within Ayris.

Ayris Default Branding Scheme

Branding Ayris with Company Scheme
For more information on Ayris and our branding capabilities, please reach out to support@ayris.com. We hope to hear from you!


Ayris: The First Learning Distribution System

Learning and employee development is an ever growing aspect in the corporate environment. Companies, managers and employees, all alike, are looking for E-Learnings to be more engaging, more gamified, and more impactful for their growth. Ayris is here to simplify the consumption of those learnings.

A Learning Distribution System is a disruptor in the learning technology landscape. OutCons developed this system based off various requirement-building sessions with clients while implementing other Learning Management Systems and platforms. OutCons’ team found a gap – a need to quickly and easily touch team members or clients - and decided to bridge that gap with Ayris.

Ayris is not here to replace your current LMS, but rather streamline the interaction between manager and employee, or employee and colleague. All you need to begin is a URL to the content you wish to share and a valid email address for the recipient. It is that easy.

If you are a larger corporate company, Ayris is a perfect fit with our Enterprise package, even if you have an LMS. Ayris can run in conjunction with your LMS while allowing smaller organizations or teams to run independent learning activities. If you do not have the budget nor time for a full scale LMS implementation, Ayris is ready now. Check out our various subscription based plans here.

Ayris can be used in a variety of ways, from an Onboarding tool to a team development aide.
  • An Onboarding buddy could push the new hire the important links and videos about the company or team.
  • A manager can have a more hands on approach to his/her team development.
    • Imagine wanting to send your entire team a Ted Talk, but it does not fit the requirements to be created in your LMS.
    • Ayris is here to allow that manager to push emails consisting of Ayris courses to their employees and track their completion.
  • If you need reporting captured in your LMS, we can integrate the system to send completions back to your learning platform.
  • Ayris can take content from virtually anywhere and assign it to any valid email address. Examples of learning content includes:
    • Online news articles
    • YouTube videos
    • TED Talks
    • Online file shares
    • Direct links to courses within your LMS
    • SCORM compatibility
Ayris allows you to surround this newly created course with customized exams, as well as course surveys for feedback.

To become a subscriber, please visit www.goayris.com and select the plan that best fits your needs.
  • You control who the end users are
  • You control the learning pushed
  • You control the reporting
If you have any questions, please reach out to support@goayris.com.


The New Disruptor - Learning Distribution System

There is a new disruptor in the learning technology landscape, a Learning Distribution System or LDS. There are two major ways that people currently access learning materials.  Learners pull what they want to learn or someone pushes what they want to have the learners learn.  Learning Distribution System (LDS) helps by pushing learning to learners. Our new LDS is the perfect way to share and track the usage of content you want to push to your learners.

For corporate clients where a learning management system (LMS) in in place, the LDS works in tandem with your LMS by allowing smaller groups the ability to push learning to their people and then provide a learning history to your LMS.  If you are a small business that can’t justify a full LMS, the LDS can help you track your initiatives.

The LDS will work with content from anywhere.  It can be a set of YouTube videos on workout moves for personal trainers to help their clients reach their goals.  It can be a TED talk on how your body language impacts sales for sales managers to help their team meet their quotas.  It can be a SCORM package that helps you meet legal standards for sensitivity training. If you can link to the content online, the LDS can help you push it to your target audience and track the completion.

The LDS is a tool that anyone can use and is accessible via the tools they already use on a daily basis. Typically, people are working in their email both personal and corporate.   Email is accessed at work on their computers, at home on their computers or tablets and even on their phones.  So rather than have the learner go to an LMS, the LDS will send the links you want directly to the learner’s email from you.  It will not be a system generated message but one that comes from you.

Your email will include links to courses which reside in your LMS, TED talks, SCORM courses, online articles, PDFs of pricing documents, YouTube videos of work outs; essentially whatever you want that your learners will be able to access via a link. Once you have done this, you will be able to view and export LDS reports to track usage of the content you pushed to your learners.

OutCons will be leading the way in LDS technology with a platform called Ayris.


Best of Manchester - Thank You!

My partners and I are deeply honored to accept the award for Best of Business Services in Manchester, New Hampshire.  We were a bit stunned when we discovered we had won this award as 2015 was only our second year in business. 

Without false modesty, I can say we could not have done this if it were not for our employees and contractors. They each deserve as much, if not more, of the credit for the work they do with our clients.  I also want to take this as an opportunity to give a huge thanks to our clients… without them we would not be in existence. 
We will continue to provide exceptional customer service as we truly believe that our ability to serve our clients, is what separates us from others in our line of business.  We will also continue to provide the highest level of customer service and provide our clients with the services they require in the learning industry to excel. 

Thank you,