Free Best Practice Guides
Best Practice Guides enabling you to work smarter
We wrote some Best Practice Guides for our customers and for people who were considering Alchemy for Managers, yet unsure of how to go about the selection process.
How do you compare the different products out there so you get the one that will work for you in your organisation?
What selection process is best practice so that you engage the various stakeholders and still have a robust process that leaves you with an audit trail at every step of the way?
What type of product do you really need? Should it be e-learning or e-reference? Do you know the difference between these two genres of product and what the implications are?
We got such positive feedback that we decided to make the guides available to everybody, completely free of charge and with no obligation whatsoever.
#1 e-Learning vs e-Reference:
A vital distinction
If you are involved with selecting a computerised system to provide information to people so they can do their job better, or you are seeking better usage of a system that is already in place, understanding the difference between e-learning and e-reference could affect your ROI by thousands of pounds. Not only in set-up cost, but also in employee time spent on-line.
Many people put these two different genres of product into the same box and that single misunderstanding can lead to whole projects failing, budget wasted on the wrong system and frustrated users who cannot use what they have been given in a way that suits their real needs.
Maybe this paper will fundamentally change your thinking, or maybe it will confirm that you are on the right track. In either case, it is worth the few minutes it takes to read it.
Includes an introduction to the KiFi™ model, and the implications.Learn more...
#2 System Selection:
A method to assist in selecting a computer based system for supporting staff learning and development goals.
Successfully selecting a computer based system to assist with achieving staff learning and development (L&D) goals is not a simple process, and yet many treat it as such, leading to failed implementations and the inevitable recriminations.
The factors involved are usually complex, and there are often many people involved, each of whom can have their own ideas on what should be happening.
The method we describe here helps break down this complexity into simple steps, and provides a framework and process within which to work so you can make a robust decision that minimises risk.