Authoring Archives - imc Learning

Here we look at the important topics of knowledge sharing and training digitisation, with tips on how to leverage the experience of your employees to improve performance and future-proof your business.

For many businesses, especially those within the knowledge-based economy, existing employees are their greatest asset. Staff turnover is expensive for any business. Studies show that the direct cost of replacement is over £30,000 on average to replace an employee earning over £25,000 per annum. However, more detrimental is often the indirect cost that comes with losing valuable knowledge and experience - something that is far harder to measure.

Facilitating and encouraging knowledge sharing across your organisation can be an extremely effective way to both enhance productivity within your existing teams and mitigate the brain drain that comes with staff turnover.

While your L&D department can roll out training programmes in a planned and centralised manner, a culture of knowledge sharing and a toolkit that makes it easy means that information can be shared at the speed of need (‘Just in Time Learning’) and when it’s convenient for subject matter experts to do so.

Knowledge Sharing Definition

Knowledge sharing is the exchange of information, skills and experience between individuals or across groups. When expertise is shared by an experienced person, it allows further people to benefit from that experience in order to boost their own performance and that of their peers, potentially strengthening an entire organisation.

Much knowledge sharing occurs naturally and accidentally through day to day interactions and conversations - those ‘water-cooler’ moments that characterise informal learning or tacit knowledge. Of course, the Covid-19 pandemic has caused (or at least accelerated) the transition to a hybrid or fully-remote work environment, making the accidental water-cooler conversation much less likely for many.

That informal kind of knowledge transfer is a social activity that is often hard to describe and organise - it comes with nuance, intuition and the free-flow of ideas.

However, explicit knowledge is something that can be more planned for and organised, so that specific information can be codified and made available to others.

The main attributes of explicit knowledge sharing are:

Describable - the subject matter expert must be able to clearly articulate the information and experience they want to share
Visible - the recipient must be made aware that the learning materials exist
Accessible - the recipient must be able to open and consume the content where and when they need it
Organised - the recipient must be able to navigate learning materials so that they can be consumed in a structured manner without confusion or information overload
Complete - the education or training content should fit into a wider organisational context, signpost further related information where needed, and clarify any distinction between self-published, employee-generated content and the more top-down learning materials created by an L&D team.

Knowledge Sharing Benefits

When you have in-house expertise, you’ll want existing and future employees to be able to access it and enhance their own performance as a result. Knowledge sharing benefits can grow exponentially across a large organisation, spawning new ideas and strengthening the collective brain.

With a culture of knowledge sharing and providing the tools for digitising content, along with the structures to support it, a company can gain a great deal of competitive advantage. Some of the many benefits of knowledge sharing include:

While guarding against brain drain is about making the organisation resilient to employee departures by being agile in a reactive situation, succession planning is about looking ahead to (perhaps even scheduling) departures and promotions. This includes the process of knowledge transfer that will need to take place during that transition.

Starting in Spring 2021 during the Covid-19 pandemic, employees voluntarily leaving their jobs en-masse in many countries - most notably the US - was a trend dubbed ‘The Great Resignation’ by organisational psychologist Dr Anthony Klotz.

The pandemic caused employees in many countries to rethink their work-life balance and many countries, including the likes of the UK, Australia and Canada as well as the US, saw resignations increase, in addition to the millions of forced redundancies.

Regardless of Covid-19, millions of ‘baby boomers’ - those born between 1946 and 1964 - are now hitting retirement age. This large cohort of the population holds vast amounts of information and experience to share with their Generation X, Millennial and Gen Z successors.

Employees often feel that they are not being listened to, which can lead to discontent and potentially resignations as a result. Rather than only experience top-down training that can feel disconnected from their real-like working environment, knowledge sharing tools and processes can help employees at every level to create learning materials that help to provide management support and information gathering.

This can then influence subsequent onboarding and training materials created by management and L&D teams, making them more contextually relevant.

The 70:20:10 learning methodology proposes that, on average, 70% of workplace learning is done ‘on the job’, while 20% is done through the sharing of knowledge between peers and only 10% is through formal, top-down onboarding and training.

That 20% part in the middle goes both ways - not only does the recipient benefit from information shared by the expert (making the 70% on the job part feel better supported) but the action of sharing knowledge can actually strengthen even the expert’s understanding of a subject.

Studies such as this one detailed in the Applied Cognitive Psychology journal show that learning by teaching others is extremely effective because it enhances the pathways of knowledge retrieval.

Training Digitisation & Knowledge Sharing Tools

Digitising training makes it possible to store and share information with an unlimited number of employees, even across territories, virtually instantly. A good, modern elearning content authoring tool makes it easy for any of your employees - regardless of their technical skills - to share knowledge digitally.

Such an authoring tool, like imc Express, can immediately benefit colleagues in any location via the cloud, while this form of training digitisation makes more knowledge available for future recruits too.

This is about employee-generated training content, and each person will have their own preferences around the style and media they feel most comfortable using for knowledge sharing.

Therefore, you’ll want to make sure your authoring tool enables content creation and sharing though any combination of:

Text
Audio
Video (including subtitling)
Images
Interactive elements

There should be little to no learning curve when it comes to an elearning authoring tool for employee-generated training software. It should be easy to access on any device, easy to use, and make the sharing of materials a fast and simple process.

It should also provide visual elements out of the box to make that training eye-catching and engaging by default so that your people can be proud of the materials they create - without needing to work at it.

For over 20 years, we’ve worked with some of the world’s leading brands, such as Audi, BASF, Sky, Deloitte and Vodafone, supporting their training needs with elearning solutions.

This experience has enabled us to create an elearning toolkit that makes it easy for them to digitise training content and make it accessible across multiple locations, countries and even languages.

If you’d like to learn more about how our solutions could enhance training digitisation and knowledge sharing within your organisation, feel free to contact us for an informal chat about your needs and goals.

imc Express is an easy-to-use authoring tool that takes the hassle out of content creation. Learning teams can easily import text from Microsoft Word, add multimedia content, drag-and-drop images and build interactive learning activities to build engaging learning experiences. To support the most inclusive Commonwealth Games ever, video content is automatically subtitled, ensuring it’s accessible to the entire workforce.

On top of this, imc Express offers a range of pre-made and customisable design templates, along with didactic templates to help authors convey their content in a didactically meaningful way. Content is adaptive and responsive for all devices, ensuring it’s suitable for the Commonwealth Games’ large, diverse audience who may be accessing training from desktop computers, tablets or smartphones.

The Birmingham 2022 Commonwealth Games team has two imc Express ‘super users’ with the overall responsibility for managing the eLearning content creation process. These super users will set up the templates and send them out to each functional area in line with demand for new learning content.

The templated approach will empower more people to create learning content without needing extensive development or design experience, while also being able to create engaging and interactive eLearning content instead of a plain PDF.

This custom eLearning content will supplement the in-person training which takes place within the Commonwealth Games venues in Birmingham, ensuring volunteers can make the most of their face-to-face time. The modules created in imc Express will help volunteers know what to expect before their in-person training, giving them a useful overview of their roles and the tasks they can expect to perform.

Over 50 courses were created, in-house, in no time. Many static documents and plain text resources were transformed into engaging, interactive eLearning. This was made significantly easier by the fact that with imc Express, a single plain text input can be converted into multiple outputs, such as SCORM, web content or ebooks. This content was then imported directly from imc Express into the Learning Magagement System (LMS), reducing manual content upload.

Providing this content as soon as volunteers have their roles, ensures that they can start to prepare for the games immediately without having to wait for their face-to-face training. They will have access to photos, videos, maps and more created with imc Express by leaders in their functional area, ensuring they can turn up for their face-to-face sessions with a foundation of knowledge.

This primarily self-created approach will also allow the Birmingham 2022 Commonwealth Games team to accommodate inevitable last-minute requests for learning content, as they can all be quickly created in-house using templates and the imc Express tool’s artificial intelligence to pull together accessible, attractive and engaging learning resources for thousands of volunteers, contractors and paid employees.

Let’s say a company comes to us for help with incorporating diversity and inclusion (D&I) into the learning experience of its employees. Up until fairly recently, the first question we would ask would be, are you looking for training content that appeals to a diverse target audience, or training content that deals with the subject of diversity?

But things have changed over the past couple of years, as Philipp Schossau, Senior Instructional Designer here at imc, explains: “Making training courses diverse in terms of both content and visual appearance is now a standard requirement, irrespective of the subject matter. Diversity training, on the other hand, has its own special requirements – most notably a clear stance on the part of the client.”

Diversity in e-learning is clearly growing in importance. So, in this article, we have put together a summary of key recommendations for companies seeking to incorporate diversity into their learning experience.

“The more global the company, the more likely that it’s already sensitised to diversity issues and will take the initiative and articulate diversity requirements for our projects,” said imc project management officer Kenneth Littlepage, Project Management Officer Business Consulting at imc in a previous interview on D&I. “Locally focused companies, on the other hand, tend not to be so sensitised, so it’s up to us to ask questions.”

However a company might choose to approach it, diversity is a topic that’s here to stay, especially for today’s younger generation. Warm fuzzy words in the corporate vision statement are all well and good, but they won’t carry much weight if the company is a monoculture of white men in suits or hides behind disclaimers to the effect that “the use of he and his is solely for ease of reading and refers to all genders equally”. If you want diverse people in your company, you actually have to make them feel included.

Digital learning is teeming with cryptic terms, many of which are not at all self-explanatory and have various, equally-confusing alternatives.

In this A to Z, we shed some light on the subject and have compiled a list of the most important terms and abbreviations in the field of e-learning in 2024.

Jump to a relevant section or scroll on to browse…

A to F / A - B - C - D - E

G to M / G - I - L - M

N to R / N - O - P - R

S to Z / S - V - W - X

The term API stands for Application Programming Interface. This is a tool that acts as a bridge between two software platforms, allowing them to communicate data with one another.

In the context of e-learning, an API can be hugely valuable by allowing your learning platform to communicate learner data with related business systems, such as your HR software or collaboration tools like Microsoft Teams. This saves time by reducing the need to duplicate the management of employee data across multiple platforms.

An authoring tool is software for making it easier to create e-learning content. This could include interactive applications with which text, graphics, sound and interactivity can be combined to form a piece of content. Authoring tools can be used to create simple presentations or WBT (web-based training), or with an advanced tool - a full interactive module. No programming knowledge is required for using an authoring tool.

Learn more about our own authoring tools:

imc Express and imc Content Studio.

Custom elearning content is developed specifically for the needs of any individual client, in order to best meet their current and future training needs.

The alternative is ‘off the shelf content’, which is typically lower cost and used to deliver quick, compliance-based training. This can be good for ‘tick-box’ kind of training in areas such as basic health and safety awareness.

However, if you’re looking to use e-learning to engage learners and drive performance in the context of your business, then custom content will tend to be much more effective.

Learn about the custom elearning content development services we offer at imc.

Digitisation is simply the transfer of assets from analogue to digital. In the context of learning, this is often taking paper based training materials or face to face classroom delivery, and creating online learning media, which is often housed in an LMS.

Digitalisation is the tactical use of digital tools to improve business processes. For example, this could be analysis of employee or team data within a performance management system (or even just a spreadsheet), in order to identify skills gaps or improvements to training materials. Digitalisation could go as far as changing a business model - for example, a physical goods store moving to ecommerce or a training company switching to selling courses online.

Digital Transformation is the broadest move that happens as a strategic shift orchestrated by the highest level of management. It is a long-term, highly coordinated series of digitalisation projects that may need to overlap and interact with each other.

Digital Transformation can be a powerful modernisation of an organisation that enables it to find new efficiencies, adopt the latest and future technologies, and literally change the organisational culture.

This is a skill and process that combines foundational principles in learning psychology with the latest available technologies to design content for the best possible learning experience. Trends in recent years have moved towards learner engagement, as well as the effectiveness of content, helping people want to follow the training materials.

Multimedia content options, such as video that is now more accessible with ubiquitous, fast internet access, and principles such as gamification and games-based learning, are now key elements of the instructional design toolkit.

Modern e-learning software, such as our own authoring tools, allow L&D professionals and subject matter experts with no formal industrial design training to create effective learning content.

The concept of the Learning System Suite is a combination of an LMS and LXP, as well as a NGLE.

It provides all the top-down training delivery and assessment capabilities associated with a Learning Management System (LMS) for the essentials of onboarding and compliance, combined with the intuitive and engaging environment of a Learning Experience Platform (LXP) and the broader ongoing training, collaboration and interoperability you might consider to be a Next Generation Digital Learning Environment (NGDLE) (or NGLE).

The imc Learning Suite is built for exactly this purpose - a solution for learning management, experience and performance all in one place, while integrating seamlessly into your existing tech stack.

In the field of software, the term multi-tenancy refers to a single application (so in our context, the LMS) shared by multiple user groups who each experience their own, individualised learning environment. This means that different user groups can have different learning portals (each with its own entry portal, its own features, user rights, content, look & feel, etc.), while the system is centrally managed through a single LMS.

This can greatly reduce the cost and time needed to adapt the training experience for different teams, partner organisations, or even customers.

Read more about multi-tenancy LMS solutions in our in-depth article on the topic.

L&D professionals and industry commentators have been bemoaning the limitations of learning management systems and predicting their imminent death almost since they were invented. One of the key complaints is their closed nature that requires a great deal of additional administration alongside other business and HR systems.

The idea of the Next Generation Digital Learning Environment or NGDLE is that it opens up a learning and people performance ecosystem of tools with open standards and principles, perhaps with single sign on (SSO), which will greatly reduce the siloing of learning assessment, collaboration, feedback and general communication.

Some people drop the ‘Digital’ as a given, giving us NGLE.

Our own imc Learning Suite is an example of such an integrated solution that plays nicely with other popular business tech solutions.

In contrast to cloud hosting where data can be stored on multiple servers, and possibly even across multiple territories, on-site hosting will house data at a single client location.

While data security has generally improved over the years and many organisations have moved entirely over to the cloud, on-site hosting can still be appropriate for some organisations where security is of extra concern, and / or to ensure compliance with specific industry or local regulations.

The downside of on-site / on-premise hosting compared to cloud tends to be reduced scalability as resource needs grow or the economies of scale associated with a company maintaining thousands of machines at one or more data centres, rather than a small number on-site. However, this is not a concern for some single-site organisations.

A performance management system enables the ongoing, regular monitoring of employees against KPIs and individual targets. These targets and expectations will be set to support collective contribution towards the wider organisational strategy.

A good performance management system will include learning resources to help support individuals and give them data on their own performance, while providing a management dashboard so that L&D and HR teams can identify an issues, in order to offer additional support or intervention where needed.

The imc Learning Suite incorporates the functionalities of a Performance Management System in the LMS. With its extensive Learning Analytics modules, the imc Learning Suite provides both learners and tutors as well as managers with clear dashboards regarding the learner's progress and performance.

Many companies – for instance, in the food, pharmaceutical or medical sector – need to meet strict regulatory requirements such as FDA Title 21 CFR Part 11. These requirements include that all processes leading up to the production of a product have to be documented and verified at any time. This also applies to employee training, as it is an essential factor in the quality management process.

A Validated Learning Management System (VLMS) - like the imc Learning Suite - enables organisations to make their training processes compliant with these strict requirements. Read more about Validation and Validated Learning Management Systems here.

Learning through videos is popular with both employers and learners as it can convey much more information than static formats in a short space of time, and can appeal to those who prefer visual or auditory content. Videos can be designed and animated in different ways to contextualise learning, or directed by real people - 'characters' - who guide learners through a topic. 'Explainer videos' can be highly effective for onboarding new staff and introducing new concepts.

An advanced use of video-based learning is the interactive video.

More about Video-Based Learning on the blog.

xAPI is often seen as a further development of SCORM. In principle, learning content and learning management systems (LMS) can exchange information with each other in order to record a wide variety of data and learning activities.

To this end, xAPI has redefined some of the basic practices for tracking learning experiences. The main difference between xAPI and SCORM is the type of learning that each participant can follow.

While SCORM is limited to recording online learning, xAPI can track almost any activity. Here xAPI provides a much more detailed view of learning progress, both online and offline.

Different learning methods that xAPI can track include reading a web page, attending an event, borrowing a library book, playing a game, blended learning, and team-based learning. The xAPI data is stored in a Learning Record Store (LRS).

... and suddenly, the training had to be scrapped. Many companies made that experience in lockdown number one. Employees needed to be trained, but the training was postponed due to Corona. Again. And again. However, most types of training simply cannot be endlessly postponed or even be cancelled altogether.

A pragmatic and swift solution is needed – training needs go where the employees are: their home office. For many companies, that means digitising learning content, and doing so quickly. They need rapid content development. This trend was already apparent before Corona, but the pandemic greatly increased the demand for the technologies that facilitate rapid content development.

This article explores what qualifies as rapid content development, what type of learning content is suitable for rapid digitisation, and what risks a strong focus on speed entails.

We want things now: fast food, coffee to go, messenger services, online shopping … we no longer have time. Companies have also clocked onto this trend, and want to stay up to date with their training courses. An ever-increasing amount of knowledge is expected to be available almost instantly on various media while maintaining a high quality standard and staying within budget.

The solution: rapid content development. But wait a minute! No matter how fast you go, the quality of the overall learning solution must not be compromised. That’s why learning experts like Eva Lettenbauer always look at the big picture.

Especially at the beginning of the pandemic, many companies were facing the challenge of having to digitalise their face-to-face training in a short space of time. However, directly transitioning classroom-based training courses to a virtual classroom or web session is not always effective, and it’s most certainly not efficient.

That is why we always examine the specific issues and objectives. This allows us to digitise specific learning content in a way that drives outcomes and boosts performance.

Since requirements differ as widely as the type of knowledge to be conveyed, digital solutions vary enormously. We start by analysing the sharable knowledge and the desired outcome. We also examine if the integration of certain existing learning solutions or curated content would add value, and examine the suitability of different learning infrastructures. Finding the right formats for the content at hand has to be a priority, as this then allows new content to be created quickly and systematically.

Redesigning organisations’ employee experience was the focus in Nick Petch’s session. Nick, who heads the Digital Learning Experience & Design Strategy team, pointed out that employee experience is a powerful way to improve organisational learning and, ultimately, the future of performance.

But not many organisations consider employee experience as an essential aspect in the learning and development process. And employee experience isn't just about creating a great experience, it's about establishing a culture and identity of learning and development that is fundamental for an organisation's success.

Every step in the employee journey from onboarding, induction and development will influence an employee’s perspective towards the organisation. When organisations don't design each of these steps carefully, employees will feel that they are not valued, which will lower staff retention rates.

Experience or designing for experience is a systemic design challenge and not a single event. Developing an experience framework represents the very first step of an employee experience.

The panel discussion with Daniel Antman, Managing Director Australia and Ivana Lee, Managing Director Asia, was about measuring results of learning and development objectives. Both agreed that creating meaningful content, where the platform works for the learners rather than the other way around, is vital to ensure that learners can feel the benefit of a Learning Management System (LMS).

In the session, the speakers also pointed out that things are not going back to normal. Adaptability, nimbleness and alignment are the steps that need to be implemented by organisations to stay competitive. For organisations that see themselves as genuine learning businesses, and who are committed to developing and growing their teams, their time has come. They are embracing the technologies that will enable them to deliver learning that is valued by those seeking the development, support and care from businesses committed to them.

Within the discussion, the presenters also answered thoughtful questions from participants. Questions came across on topics like:

when to start redesigning the employee experience
how to prepare the workforce with the right skills in the current situation
the availability of imc Express

Concerning imc Express, which will be rolled out in 2021, the speakers emphasised that this tool will not replace imc Content studio.

Besides this, there was a question if learning analytic dashboard is a part of LMS. However, this is not the case. Learning Analytics dashboard will be a separate component; it will extract the data from LMS and the business data to produce the result.

The difference between training and development was also raised. This was explained as training is a set of programs defined by an organisation and development being much more an entrepreneurialistic, where people are motivated to learn and to improve by themselves.

How can organisations and employees survive the accelerating of the digital transformation? This is a global challenge that all industries are facing nowadays and which they can only handle by focusing on learning and training. Especially the last months has opened the eyes of CEO's, CHRO's and Heads of Learning to an even more significant opportunity for reskilling and retraining. Therefore, it’s essential to use the right platform to launch into future growth and to ensure staff retention.

These were the most important themes of imc Learning Connect industry event which was organised by imc Asia and took place virtually on 24 September 2020. We summarised the key facts of the event and which topics Learning and Development professionals, learning enthusiasts and digitalisation fans should have on their watch list for the upcoming year in two series of articles. This is the first of the series.

Christian Wachter, CEO of imc, opened the event and shared an outlook on the upcoming sessions. Among others, he talked about the importance for organisations to improve their learning strategy by utilising learning analytics dashboard. He also pointed out how to redesign employee experience to encourage lifelong learning and introduced imc’s new authoring tool called blish!. He closed his presentation with the hint, that technology is only a tool to transform organisations digitally; nevertheless, the input is much more critical to ensure effective utilisation.

In the maximise Learning Outcomes Session, imc board member Dr. Wolfram Jost discussed the importance of measuring the result of Learning and Development and how these will impact the business performance. With a learning analytics dashboard, organisations can see the link between the learning program and business key performance indicators.

Proving this connection can be a great support in convincing the management: When learning and development leaders could show the impact of their program, management shall be more convinced to invest in reskilling and retraining.

How can digital learning support companies on their process of digital transformation? That was the topic of Lawrence Loh, Country Manager of imc Singapore. He pointed out that digital literacy, access and participation are essential to optimise organisations digital competency, as all these points influence future skills, business transformation and innovation as well as job profiles. Transferred to organisations, this means they have to prepare for the acceleration of digital led trends in order to optimise organisations digital competency.

Digital enterprise organisations will need to combine their processes, technology and people in the path towards digital transformation. To speed up this process will only be possible with digital learning and therefore a Learning Management System with a good user interface and user experience will enhance the learners' potential.

User generated learning content is the topic in imc Express, an authoring tool session by Oliver Nussbaum. Everybody can produce a learning content since people has abundance knowledge they could share within their organisations. Functional understanding of software, awareness of good design and basic didactical knowledge are the skills required to be learning content producer. imc Express will support the creation of meaningful learning content with a strong Artificial Intelligence (AI); hence everybody could publish their knowledge.

That was part one of the event highlights, you can find the second part here!

Creating and digitising learning content has never been this easy. The days of substandard corporate e-learning courses are over. The new imc product claims as much. Starting in the first quarter of 2021, imc Express lets absolutely anyone quickly produce didactically prepared learning content with ease.

We spoke to Oliver Nussbaum about how exactly that is meant to work, and what exactly sets imc Express apart from traditional authoring tools. The Managing Director at imc in Austria was instrumental in the development of the software.

To put this into perspective: An authoring tool is like Photoshop. It allows you to do very complex things. You can move every pixel separately. You can fine-tune every shade in every cropped image. Yet, without prior knowledge or some initial training, the program will simply overwhelm you.

In comparison, imc Express is like an Instagram filter. You have an image that you want to post, and simply want to optimise it quickly. Instagram will automatically suggest various filters, you select one of them ... and you’re done. Instagram handles the design task.

Applying that same concept to Content Studio and imc Express means that you need to know your way around authoring tools to use them. You need certain skills. Once you acquire them, you can access a wealth of configuration options.

You can test things and design learning content exactly to your liking. Meanwhile, imc Express is geared towards a much broader user group. It is intuitive and requires no prior knowledge.

There are three aspects. First of all, 95 % of the people don’t have the slightest inkling of good design. That may sound harsh, but it’s true.

Secondly, few people understand how to structure learning content didactically. How can I design my training to ensure that people enjoy it and remember it well? How do I package all that into an interesting and conclusive process? Those key points are extremely important for the conceptual design while also requiring significant time investment.

Finally, there’s a technology hurdle. Most people are overwhelmed when a software offers too many features. They don’t have the time or energy to really learn about them, and will struggle to figure it out. That’s a motivation killer.

This is why we set imc Express up to “dictate good design”. Instead of making the user deal with countless possibilities, AI makes the decision for them and optimises content realisation.

Say, for example, you want to describe a product. You simply select the product description template and the software will give instructions, such as: “Enter a short text that describes your product in one sentence.”

Absolutely. It’s a major topic in the creation of barrier-free content. imc Express uses AI to automatically set the right tags in the background to every image you insert to correctly describe and store the image.

For instance, if you insert a picture of a red cat, words like “animal”, “cat”, or “red cat” are automatically tagged. Naturally, that also allows other users to find your image directly if they do a search for “cat”.

imc Express can also play any spoken text directly – that’s known as text-to-speech – or describe images using the tags. It goes without saying that the software can be used optimally on any device, it s both adaptive and responsive.

That was a key aspect for us. What usually happens is this: You prepare something and send it to a translation agency. When you receive the translated text back, you have to return it to the presentation format.

With imc Express, you simply tick the box for the additional languages you want to prepare the training in. The training course is then automatically and directly translated, staying with the corresponding layout. While it will still need a linguistic review, the time savings are enormous.

imc Express really is suitable for everyone – from marketing manager to apprentice, from consultant to production line workers. Every company can use the software to digitalise its knowledge. We equally see great potential for schools and universities. The tool is made for anyone who wants to share and digitalise information and knowledge.

Our mission is to enable all employees to create great learning content by themselves to make poor e-learning content a thing of the past!

Thanks for your time Oli and let's start creating awesome content!

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Training Digitisation: Leveraging the knowledge of your people

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Training Digitisation – Leverage knowledge sharing among your people

Knowledge Sharing Definition

Knowledge Sharing Benefits

Training Digitisation & Knowledge Sharing Tools

Courage to the LMS - also as SME!

The big e-learning glossary

Commonwealth Games case study: imc Express e-learning content

Welcome to the third in our series exploring imc’s project with Birmingham 2022 Commonwealth Games. In this post, we will explore how the Commonwealth Games used the imc Express authoring tool to create their own eLearning content in-house.

Why did the Commonwealth Games choose imc Express?

Creating content with imc Express

Why Birmingham 2022 Commonwealth Games needs custom content

How the Commonwealth Games is using custom eLearning content

A future-proof LMS for 2022 Commonwealth Games

A holistic learning management experience for Australia’s national rugby league

Corporate Learning is a Window into Your Organisation’s D&I Soul

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All a matter of perspective? Tips for implementing diversity in training content

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GOOD TO KNOW

Attitude is a prerequisite for special diversity trainings

Ready when you are

Rapid Content Development

Gamification takes corporate learning to a new level

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The Ultimate eLearning Jargon Glossary 2024

LMS, LXP, SCORM, WBT, EPSS, NGLE, CBT, ITS!? Lost in a world of elearning terms and abbreviations?

Adaptive Learning Systems (aka Intelligent Tutoring Systems / ITS)

API

Authoring Tool

Blended Learning

Cloud Hosting

Conversational Learning (aka Conversational Interfaces)

Custom content (aka bespoke content)

Digitisation, Digitalisation and Digital Transformation

e-Learning

Electronic Performance Support System (EPSS)

Extended Enterprise

Game-Based Learning

Gamification

Instructional Design

Interactive Learning

Interactive Video

Learning Experience Platform (LXP)

Learning Nuggets

Learning Management System (LMS)

Learning Content Management System (LCMS)

Learning Record Store (LRS)

Learning System Suite

Micro-Learning

Mobile Learning (M-Learning)

MOOC

Multi-tenancy LMS

Next Generation Digital Learning Environment (NGDLE)

On-site Hosting (aka on-premise hosting)

On-the-Job-Training (OJT)

Performance Management System

Predictive Analytics

REST API

SCIM

SCORM

Serious Game (related terms: Adventure Game or Learning Game)

Social Learning

Validated Learning Management System (VLMS)

Video-Based Learning

Web-based Training (WBT)

xAPI (also Experience API or Tin Can)

Do you miss anything?

Convincing stakeholders for an LMS

Stop boring software trainings!

More information about the LMS

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Rapid Content Development: Creating E-Learning Trainings Quickly

Why fast creating digital trainings is possible but risky

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Speedy please – but without quality loss