Beth Jones

When looking for a new learning management system, there are a multitude of questions that must be asked, starting with: What do I need my LMS to be able to do to allow us to reach our e-learning goals? However, one consideration that people often overlook is the type of technology that an LMS uses, which is important when evaluating whether an LMS will be able to provide the type of functionality you’ll need to meet your goals.
Therefore, when beginning the LMS evaluation process, one of the first questions you should ask yourself is whether an open-source LMS (like Moodle or Totara) or a closed-source platform (like SumTotal or Cornerstone) will be better suited to meeting your needs.
During this webcast, you will learn:

the fundamental differences between an open-source LMS and a closed-source platform
why the technology your LMS uses is important, including significant considerations regarding data ownership, security, LMS customization, product updates, and support
the advantages and disadvantages of both types of platforms.
 


Open-Source vs. Closed-Source LMS: Why the Technology Your LMS Uses Matters

In managing our own development, talent developers are faced not only with the challenge of continuous learning, but also the need to have that learning recognized by stakeholders in their careers (employers, human resources departments, and clients, for example). A great way to accomplish this is by earning credentials these stakeholders will recognize. In this edition, we’ll lay the foundation for this dynamic, examine three types of credentials, and explore the ups and downs of pursuing each one.Credential as a ProxyA credential is issued by some authoritative body, attesting the credential holder’s knowledge and skills in a particular area. As a proxy, it speaks on behalf of the credential holder—a degree listed on one’s résumé, for example, or a certificate from a training program entered into one’s LinkedIn page. It says something about you.Social Capital TheorySociologist Pierre Bourdieu suggested we can examine social dynamics as an exchange of capital—you get something, and you give something. When pursuing a credential, you offer two forms of capital: your money and your learning effort. In return, you receive two forms of capital: an education (or other learning experience) and a credential. The rest of this article focuses on the latter, the credential.Types of Credentials and the Social Capital ExchangedWe’ll examine three forms of credentials professionals typically pursue, as well as the capital exchanged to get them. These are: certificates, certifications, and degrees.Certificates. These typically are the simplest to obtain (and the least expensive). Certificates can be awarded by almost anyone—typically schools, businesses, and professional organizations. They can be as short as a few hours or last several weeks or even months. There are no controls over who issues what certificates, so it’s up to each stakeholder to assess their value and meaning. You might not want to put that safety training certificate you got from your employer on your résumé, but you would certainly include that executive leadership training certificate you received from Harvard!In terms of capital exchange, certificates are usually the easiest to earn and the least expensive as well. However, they can sometimes be brief and may not say a lot to people evaluating the holder.Certifications. These differ from certificates in meaningful ways. First, they’re typically awarded by either governmental agencies or professional associations. Second, they tend to be much more widely recognized in professional circles. (They can even be mandatory. You can’t practice law without a law license, for example.) Typically, a certification will require a certain amount of professional experience and the passing of an examination, adhering to a code of ethics and continuing education to maintain the credential. In talent development, our professional body, the Association for Talent Development, offers two levels of certification: the Associate Professional in Talent Development (APTD®) and the Certified Professional in Talent Development (CPTD®). Achieving either of these attests to the holder’s experience and their knowledge (demonstrated by passing a certification examination).When thinking about capital exchange, certifications often offer the best “bang for the buck.” Many relevant certifications can be obtained inexpensively and can have a great impact on one’s career, both in terms of learning and recognition.Degrees. Degrees are offered exclusively by colleges and universities. They require one or more years of focused study. Whether it’s a bachelor’s degree to round out your education, a master’s degree to get advanced training, or a doctorate to become a professional who does research, earning a degree—especially one related to your profession—can be an extremely valuable credential to hold.Keep in mind, however, that earning a degree is both time-consuming and can cost tens of thousands of dollars—a huge investment no matter how you look at it. But the capital you receive—advanced training and almost universal recognition—can be a career-booster—or career-changer!ConclusionEarning a credential—whether it’s a certificate, certification, or a degree—can enhance your career tremendously. But keep in mind your own developmental and career goals, as well as the time, effort, and expense involved. Balance this with your other commitments and priorities and you’ll make the best choice for your career—now and into the future.

Developing the Developer – Credentials Edition

August 2020 - TD Magazine

The decency quotient goes a step further than emotional quotient—the self-awareness of emotions, both others’ and one’s own.