Fairytale from the Future: Facial Recognition

For most organizations, the ‘new normal’ is synonymous to ‘remote working.’ Remote working also means remote learning and upskilling being the need of the hour, learning is a vigorous process with us all. But what happens to assessment? Remote assessment is not something we are used to yet. Though there are some instances of remote assessment practices, but they are not fool proof thus not good enough for desperate time like these.

Traditionally, the authentication of the person appearing for the remote assessment was being done through designated username and password, and also two-factor authentication but there’s a loophole. It does not have proof of authentication. Thus, to ensure secured proctoring of these assessments, GCube proposes Facial Recognition, and we implore you that you hear us out as we shall be surely answering all the questions of high cost and accuracy issue.  

As a client posed the problem, we got into action to research the challenge and that is how we arrived at the facial recognition solution to make proctored assessment process seamless and efficient with practically zero imprecision. However, like with technology, facial recognition has been presented with challenges in its capacity but, GCube’s LMS has countered and resolved most of the following challenges by integrating a robust system.

High costs involved in facial recognition: Facial recognition involves continuous clicking and matching of the images with the ones in the database. Every passing second involves 24 frames, so a session of 30 minutes will increase the cost manifold. GCube’s solution counters these exorbitant costs by clicking the pictures of the learner at irregular intervals (which cannot be predicted by the learner) and matching it with the database. In addition, the FR now is offered as a service by providers like AWS and Google Vision so there’s no need to build a separate infrastructure. This way the costs are greatly controlled without affecting training and assessment.

Improved accuracy: Another challenge that used to come in the way of using facial recognition is accuracy. As the current facial recognition systems are trained on larger data the accuracy levels have increased following the very basic principle of machine learning. Of course, add to this the availability of high-end camera equipment at reasonable pricing which has improved the FR technology by many folds.

Privacy – the bone of contention in the field of FR:  For a long time, facial recognition has dealt with the issue of privacy. This has however been solved in the GCube facial recognition suite by matching with the reference image and erasing the rest of the captured data except in case of a discrepancy. In case of any discrepancy below the mismatch threshold of 70% between the uploaded photograph and the snapshot, the following error messages, dependent on the upload will be registered:

·             MF – Multiple Faces Detected

·             OF – One Face Detected

·             NF – No Face Detected

The snapshots which do not cross the mismatch threshold are stored for the proctor or mentor for their approval along with the original photographs the learners have uploaded. The proctor or the mentor can then access the report workflow and deal with them accordingly.

Thus, we have now made Facial Recognition an accessible technology and not a fairytale from the future.  

With over 100 industry awards in learning technologies, G-Cube would love to share more information with you about our facial recognition solution engineered specifically for the learning industry. Please do write to us here.

GCube’s BFSI LMS: Must have Mobile-First Features

 

According to a study by Mordor Intelligence, ‘The mobile learning market is expected to register a CAGR of 21.45% over the forecast period 2021-2026.’ With the pandemic moving people out of office, this was inevitable but our experience with some of the largest BFSI organizations in Asia Pacific, helped us realize this sooner. Not showing-off but we already did build a Mobile-first LMS for our clients long back.

While one of our clients needed a mobile-first LMS to enable faster onboarding of its 40,000 strong sales team; another banked on this technology to help in virtual sales. It is not just them but organizations that rely on mobile learning solutions saw a 16% boost in productivity and improvements in creativity and loyalty of their employees.

With reports of the global mobile workforce being set to increase to 1.87 billion people or 42.5% of the global workforce in 2022, up from 38.8% in 2016, workers have become increasingly mobile, which includes their primary work device. Now, it is important to understand that building a mobile version of a learning management system is not just changing the UI. It requires well-researched and thoughtfully applied features to ensure security and connectivity.

Here’s how we did it.   

Sensitive Content Security   

Mobile devices are personal devices with a public network connection. Thus, the content like internal data, processes, reports, fund values, customer information and even training manuals vulnerable to online abuse. To secure sensitive content on the device, the GCube BFSI LMS comes with Personal Information Encryption. Screenshot is disabled for all content.

Information Security Readiness

Security requirement in BFSI sector is much higher than in any other industry. So, the mobile LMS comes with multi-factor authorization for log-in. We also integrate with Mobile Device Management suites that secures your mobile LMS app for distribution withing your authorized employee base. This protects your app from external abuse or malicious activities. Additionally, it provides a mechanism of privacy for anybody who are accessing sensitive content on the app.

Customer Service & Sales Enablement

A very large section of the customer service and sales workforce in the BFSI sector is dispersed and works on the move. To enable them the Mobile LMS comes with ready guides for Complex Products and SOPs. The BFSI LMS has a very specific suite to also enable virtual sales.

Adept to Lesser Infrastructure

The dispersed workforce in the BFSI sector poses yet another challenge for technology access and that is lack of standard infrastructure. While in some cases the issue is of lower connectivity and in some other case, it’s a less sophisticated device. The LMS has been built to be conducive to these devices and makes content available in secure, downloadable format to tackle network problems.

For monitoring this dispersed and mobile workforce, we are developing a fleet management feature as well with geo-tracking and geo-fencing solutions.

With mobility and security at the heart of our R&D philosophy, GCube has won more than 100 awards for the learning technology innovations made over the last 20+ years. To know more about our solutions, please write to us.

Volvo Eicher’s Itube: User Generated Content for Training Revolution

Multi-media learning has been accepted to create better retention for a while now and L&D has seen the uptake of audio-visual learning for decades. However, the pandemic fast-forwarded our worlds and things changed rapidly.  According to Think with Google, 58% learners are using digital video to learn new skills in the post-pandemic world.

Given the blue-collared nature of work in the auto industry’s manufacturing units and service centers, watching and learning is an absolute necessity and thus the value in using video as a medium is clear. When Volvo Eicher approached GCube for a learning solution that will work for their dispersed workforce with variable educational background, we immediately identified the need for video-based learning. However, given the volume of content needed and variety of learners we were catering to there were two major challenges:  

• High costs of video production with proper content localization.
• Time taken to create the same.
  

Thus, ITube was built. ITube is a video sharing platform integrated in the GCube LMS for Volvo Eicher which is a channel-based video platform built exclusively for the client’s workforce much like the more commonly used counterpart, Youtube. The platform curates user generated content which are naturally localized, low cost and also come from in-house Subject Matter Experts.

 How did ITube solve the above stated challenges?

Leveraging localized and user generated video content: Itube resolves the time and cost issues by allowing their workers to create videos. Effectively deploying the user generated video content model for sharing knowledge. This not only brings down the cost but also crunches the hefty process of content generation from 15 – 20 days to just a 5-minute exercise. Suppose there is a need for short format videos on various parts of trucks. That will be a lot of videos with a very high production cost and also will need experts. But here, a senior worker can create a video on their respective work area and upload it for other juniors to learn from. The same can be done for topics related to features, offers, objection handling, addition or removal of parts, upgrades, after sales support and many other areas which become beneficial for the entire force.

Quality check through content moderation: Though Itube grants the content creation rights to all users, it gives singular authority to a moderator to ensure quality control measures remain in place. The moderator curates the user generated video content and after passing the quality check process they are uploaded to the video platform.

Concrete strength to the internal stakeholders for training:  Itube helps the internal leaders to increase their contribution to quality of training. Plus, it comes with a string of benefits like organizing contests for the HR teams from a content development standpoint. This adds strength to best practice sharing within the company.

Itube also comes with a live-broadcast-to-active-audience feature which increases engagement and retention.

How ITube created better learning strategy through videos?

1. With users generating video content, the first positive impact was on the number of knowledge videos spanning across a variety of categories, that were created every month. There are more than 350 videos on the platform with almost next to nothing development cost.
2. The basic fact that these videos were created by friends, colleagues, peers or seniors immediately raised the number of views, average duration of video consumption, and engagement levels of the knowledge content. As on 1st May 2021, the total users on the platform are close to 11,500.
3. Localization of video production provided a distinctive demographical edge as content was created from different regions, using different languages, and keeping in mind the preference, culture and sensibilities of the audience in that area.
4. This further allowed content distribution and penetration to the furthest corners of where Volvo Eicher ran operations.
5. By using the metrics from ITube rewards could be given to the best video content creators, providing gratification for their efforts and motivating others to get involved.
   
   

Itube is a revolutionary video training content platform that was specifically designed keeping in mind the unique characteristics of the automotive Industry. It has already delivered on its promise to Volvo Eicher with the total number of users of the platform going up to 7300.

With 100+ industry awards, and 45 new clients onboarded in the last financial year, we at GCube would love to share more about everything Itube can do for your company. Do write to us at info@gc-solutions.net.

Making Pharma LMS GxP Compliant

 

A regular admission of our Pharma Solutions team is that they get requests from clients for an LMS which complies with GxP requirement. And it is interesting to see that even with such a large demand base, there are few products that are customized to their needs. While the need is such, traditionally the LMS and the DMS/QMS are maintained separately and the perennial client complain remains that this leads to higher overheads and vulnerabilities in compliance monitoring.

From our exploration as an LMS provider trying to figure out the optimal solution for GxP in training systems, the challenges identified were as follows:

• System maintenance, risk analysis and record keeping
• Regular system checks and a plan for business continuity
• Information security guidelines being followed based on rules of the country of operation
  
  

Based on the same we have a list of recommendations for your Pharma LMS to ensure long term GxP compliance.

System Qualification for IQ, OQ and PQ validation

For a manufacturing unit to claim to be compliant to GxP, one has to have the information of IQ, OQ and PQ and the concurrent validation available for the LMS. and creating a system qualification of the software becomes an important step to ensuring future GxP compliance.

Service Patch Records and Risk Analysis

Like any software, your LMS has to be updated regularly. However, to remain compliant, it is important that records of all service patches and risk mitigation steps are recorded on the LMS to show to Auditors that all possible steps have been taken to avoid major incidents.

System Checks and Business Continuity Planning

The LMS should come with a process for regular checking of the system. It is also required to have alternate documentation available in case of a single point or multiple point failure of BCP.  It is always advisable to store SOP and Quality guidelines in a backed-up server or the Cloud to remove on-premise vulnerabilities to knowledge or break in process. This storage also needs to come with the highest levels of security but should be accessible so work can continue at other facilities in case of one facility being affected by any major incident whether man-made or a natural disaster. There are many different options to select from including but not limited to AWS and Azure. Auditors love a good Business Continuity Plan that is secure and scalable.

Information Security Guidelines

The regulatory bodies are very particular about Pharma companies demonstrating that the InfoSec guidelines related to the country or region. While choosing an LMS it is important to acquire one that has ready documentation available to avoid any kind of non-compliance incidents been reported during a GxP audit.

While these are standard procedures required for the pharma industry, clients face major time loss trying to get these customizations done to their LMS. We suggest being proactive while looking for an LMS, rather than reacting after getting one.   

At GCube, we have 20 years of experience and 80+ industry awards in learning technologies. To know more about products and services, please do write to us. 

Automotive Industry Update: Learning Management Systems Should Be Industry Focused

Hiring an electrician to do a plumber’s job, could lead to someone or something getting zapped. Similarly using a corporate learning management system (LMS) to deliver training to the personnel at your auto dealerships can bring about dissatisfactory results.

To understand the learning needs at an automotive dealership, we looked at the variables that make our auto industry clients’ dealerships unique.

1. Diverse and non-homogenous skills and education of the work force
2. Unrelated departmental goals at first glance
3. Skewed trainer to dealership ratio
4. Lack of structured training before shop floor exposure
5. Unavailability of logical linking of training and performance

Our study suggests that for automotive dealerships the choice of LMS needs to be industry specific in order to overcome these issues. The following key features are what sets the Auto specific LMS apart from the rest of the lot. Read on.

On the job training and evaluation

At most dealerships, a new hire goes from completing their joining formalities to the shop floor directly. Under these circumstances where there is no formal training, it is important to have an LMS which has inbuilt forms, checklists, and tools. This helps mentors or seniors to keep track of everything they need to share with a trainee, and to evaluate a trainee’s performance while on-the-job.

Predictive analysis of individual’s performance to annual sales trends

Almost every role, whether customer facing or not, has an impact on the brand and reputation of a dealership, which ultimately impacts the annual sales trends. Therefore, an LMS which connects trainings attended to performance in their job roles, and then extrapolates that to find trends impacting sales, gives the leadership a way to predict training needs.

Simple user interface for diverse workforce

There cannot be different learning management systems for different departments at a dealership. Therefore, the LMS of choice must have an interface that is easy to use by an undergraduate mechanic with 20 years of on-job experience with automobile engines. With smartphones and tablets, it has become extremely easy to get a knowledge device into the hands of the employees, but the delivery of knowledge must be easy to handle and understand.

Sales and service enablement tools

Customers want great service and at a price point that makes sense to them. Whether the customer is purchasing a new vehicle, exchanging an older model, or getting one serviced, the employees talking to the customers should have knowledge, expertise, and customer service skills. Some things can be imbibed through training, but some things like market prices, loan rates, parts availability, etc. needs a ready interface that provides this information to the employee. An LMS that gives the flexibility to set up chat-bots, comparison charts, and calculators to enable point-of-sale assist is a blessing.

Integration with management systems

Integration with the CRM or dealership management system allows the LMS to fetch performance data and link it to the trainings attended or available. This also creates a visual chart or dashboard to be available to view and manage the extended workforce.

Optimum training resource utilization

When the ratio of trainer and dealerships is not optimal, the trainer has to travel extensively. Having an LMS that can track trainer calendars for availability and scheduling, and other resources such as room availability really helps. The LMS should also have an OTP feature for when the trainer starts a training. It should be able to capture attendance via an app and should also be able to deliver proctored assessments. If the LMS can provide all these insights, then it becomes easy for leadership to track the cost-benefit ratio of this method of training delivery.

In an industry that is in a constant state of flux, being able to empower and enable all the personnel at a dealership to put their best foot forward is essential. The right learning management system can help provide stability to employees and prepare them for handling the changes the future may bring.

We at GCube, have 20 years of experience and 80+ industry awards in learning technologies; and would love to hear your thoughts, queries, and suggestions. Please do write to us.

Fostering Continuous Learning Culture: Shifting Focus towards Implementing New-age Corporate LMS

In today’s fast-paced environment, companies are utilizing corporate LMS platforms to embrace continuous learning culture and remain competitive. For individuals, continuous learning is all related to browsing the web to watch webinars, read posts, or enrolling in a certification program. For workplace culture, continuous learning is about improving employee engagement, knowledge retention, and accelerating organizational performance. Online corporate learning programs cater to the pertinent needs of globally dispersed audiences by enhancing their skills and creating new growth opportunities.

Organizations adopt a continuous learning culture to keep their employees abreast of the latest LMS technology. So, modern LMS for corporate training plays a significant role in creating a learning culture through a plentiful of ways. These include-

• Content accessibility- Anytime and anywhere

To embrace continuous learning, modern LMSs support the availability of personalized training content across different mobile devices- laptops and smartphones. Mobile learning has gained huge traction in the past few years, with the rise of tablets in the corporate world.  Using a mobile LMS, learners can access relevant training material at their own pace of time, while at home, in office, or while on the go.

• Performance tracking- Real-time feedback

The leading corporate LMS providers deliver e-learning solutions to bridge skills-gaps, boost workforce performance, and enhance business productivity. Modern LMS integrates with other enterprise systems such as HRMS, CRM, and others to fetch employee data and create Key Performance Indicators (KPIs). Based on the KPI scores, the LMS automatically aligns personalized training for diverse training goals- compliance, sales training, onboarding, and so on. Also, corporate managers can provide real-time feedback to their employees rather than waiting for annual appraisal cycles. As a result, employees can efficiently work on their weak areas continually, thereby saving costs and boosting overall productivity.

• Game-based learning- It can be fun

When training becomes dull and boring, it is essential to introduce engaging gaming elements with e-learning courses. Modern LMS supports the gamification feature by including interactive elements such as scores, leaderboards, and badges. Consequently, organizations embrace a fun-filled learning culture by encouraging employees through rewards, driving peer-to-peer collaboration, and gaining a competitive edge.

• Measuring success- Overall training impact

One of the significant benefits of modern LMSs is to bridge skills-gaps, boost engagement, and measure training effectiveness. By measuring different parameters such as skills metrics, training completion rates, test scores, and more, organizations can measure the overall impact of training on employees. So, this continuous measurement of training success ensures that learning caters to the bespoke needs of all.
A workplace learning culture is not a one-time done practice. With evolving training needs, the learning culture also needs to be continuous as well as personalized. Undoubtedly, continuous learning is reshaping the modern training landscape. New-age best corporate LMS adopts a game-based, mobile-aided, and performance-driven learning approach to provide a dynamic experience that hooks every learner. The traditional training model is falling away, and companies are shifting their focus to deliver training that is on-demand, personalized, and technology-aided. So, a continuous learning culture not only boosts your employee growth and retention but also aids businesses to grow and succeed.

Corporate LMS to Drive Engagement and Performance

Must-have Features of Corporate LMS to Drive Engagement and Performance

Modern learning management systems (LMS) are utilized by several organizations to train their dynamic workforce. These aid learning and development teams by providing relevant training for internal as well as extended workforce (channel partners, suppliers, resellers, vendors, and even customers). Enterprises are leveraging multiple benefits of using corporate LMS- reduced training costs, effectively delivery of custom content, and learning at their own pace of time and convenience. 

Corporate LMS

Best corporate learning platforms cater to the personalized learning needs of intended audiences. Top features of the new-age learning management platform include:

• Intuitive User Interface (UI)

The robust LMSs for corporate training have an icon-based intuitive UI which grabs maximum learner attention. These also embed different color themes, background images, and visual cues as per the personalized learning needs and preferences.

• Mobile learning

With an increasing number of external employees spread across different demographic locations, it is essential to create online courses for multiple mobile devices. The ability to undergo training anytime and anywhere aids employee to learn even on the go. Mobile content delivery also enables offline downloading, content accessibility, and get instant responses from experts.

• Compliance management

Several industries, such as healthcare and aviation, need to comply with state or federal regulations. Industry-specific compliant LMSs track participation and performance levels to ensure that employees meet compliance mandates.

• KPI-linked learning

Corporate LMS integrates with Human Resource Information System (HRIS), Sales Performance Systems, Dealer Management System (DMS), and others to fetch employee data. The platform collates Key Performance Indicators (KPIs) to create performance metrics and automatically assigns relevant training courses to intended learners. The KPI dashboard helps administrators to align learning with pertinent business goals.

• Social learning

Corporate training platforms serve as a common platform to share new ideas via polls, discussion forums, surveys, question answers, announcements, and more. Participating learners can also share posts and comments as well as seek expert advice in accordance to their personalized needs and preferences.

• Business Intelligence (BI) tool

A complete set of statistical, interactive, and graphical (pivots, charts, filters, etc.) tools. The BI tool generates automated reports for learner, admin, manager, and trainer. It also manages automatically scheduling of reports, printing reports as PDF, PPT, and Text files.

Some of the leading corporate LMS providers impart innovative e-learning solutions to meet emerging needs and stay competitive. While choosing the best enterprise LMS, you must first identify the features that perfectly fits your learning needs. With the support of a myriad of LMS features, G-Cube LMS also holds the niche to deliver the comprehensive learning experience for all. For more details, write to us at info@gc-solutions.net.