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Garin Hess

Author in a Flash

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Most LMS administrators don’t expect their learning platform to help create training content. And that’s the problem.While video has become the dominant format for delivering training, from onboarding to compliance to customer education, most learning teams are still stitching together external tools to get content uploaded, formatted, and assigned. The ongoing challenges? Wasted time, frustrated admins and content creators, and a disjointed learner experience.In 2025 and beyond, it’s time for a better way.Built-in video authoring tools are no longer a “nice to have.” They’re essential for streamlining workflows, reducing tool sprawl, and giving training teams the centralized control and functionality they need to move faster and deliver better results.Why Video-First Training Isn’t Optional AnymoreTraining has shifted dramatically in recent years. According to the International Accreditors for Continuing Education and Training (IACET), demand for asynchronous, flexible learning has grown by more than 60 percent since 2020. Today’s learners expect training to be:Self-paced Video-based Accessible on demand And it’s not just what learners want; numerous studies demonstrate that video training works. A 2023 survey by Synthesia found that 97 percent of L&D professionals believe video is more effective than text-based documents for training purposes.Video brings training to life, especially in environments and industries where visual context matters most including:Manufacturing: Demonstrate machinery use, safety protocols, or PPE requirements. Construction: Standardize equipment handling and jobsite procedures across teams. Continuing education: Break down certification topics in fields including healthcare or real estate through high-quality video modules. The Hidden Cost of a Disconnected Training Ecosystem Here’s the workflow that many LMS admins are up against:Build content in a separate tool. Export and package it (often in SCORM). Upload it to the LMS. Test it to make sure it works. Fix any issues and re-upload if needed. This process repeats every time you update a course. Every time a slide changes. Every time a video needs a new voiceover.And that’s just the admin side. Learners often deal with mismatched layouts, buffering videos, and inconsistent UI experiences depending on where the content came from.This lack of continuity and complexity drains time and energy from teams that are already stretched thin.Built-In Video Authoring = Faster Workflows, Better ResultsWhen your LMS has native video tools, everything changes.No more jumping between platforms No more downloading, uploading, and re-uploading No more tech support tickets to fix broken SCORM files With some LMSs, you can record, edit, caption, and launch video training directly inside the LMS. Whether you’re creating an onboarding module, a safety briefing, or a product demo, the workflow is seamless and owned entirely by the training team.Built-in tools allow you to:Create both asynchronous (on-demand) and synchronous (live-recorded) content. Add chapters, closed captions, and learner checkpoints. Customize views based on role, department, or location. Update content instantly, without redoing entire courses. Use Cases That Benefit MostAdmins in high-complexity environments feel this pain the most and benefit the most from simplification:Manufacturing: Video-based SOPs and safety training can be created and updated as equipment evolves. Construction: Toolbox talks, project walkthroughs and site-specific instructions can be standardized across crews. Continuing education: Instructors can record certification lessons directly in the LMS and update them regularly to meet changing regulations and compliance standards. In all three industries and many others, having video tools built into the LMS drastically reduces turnaround time, enabling learning teams to operate with more agility.On-Demand, Multi-Format Learning Without the HassleA modern LMS should let you serve learners on their terms whether they’re on a factory floor, at a jobsite, or completing CE credits at home.With video-first LMS tools, you can:Record updates and deploy them instantly. Reuse live sessions as on-demand modules. Offer training that’s mobile-ready and always accessible. Eliminate the silos and software sprawl that slow down delivery. This leads to faster launches, lower training costs, and broader learner reach without the need to bounce between tools.Rethink What Your LMS Should Do to Support Your Video Training RequirementsYour LMS shouldn’t just be where training lives. It should be where training comes to life.If you’re tired of patching together systems, chasing down SCORM errors, or waiting on content updates to go live, look for a platform that does more than host videos. Choose one that helps you create, customize, and deliver training the way your learners expect it: seamless, self-paced, and easy to access.When your tools work together, you gain more time to focus on learner success.

Stop Stitching Tools Together: Create Video Training Directly in Your LMS

Imagine turning your daily routine into a path of continuous growth and discovery. In today’s fast-paced world, lifelong learning is more crucial than ever. The 2024 LinkedIn Workplace Learning Report revealed that eight out of ten people feel learning boosts their sense of purpose at work, benefitting both their personal satisfaction and their company. But how can you weave learning into your busy schedule?Here are seven straightforward steps to make lifelong learning a natural part of your routine. Whether you want to sharpen your professional skills or dive into new personal interests, these tips will help you stay on track and make learning a consistent and enjoyable part of your life.1. Set Clear Learning GoalsStart by deciding what you want to achieve. Do you want to master a new skill, deepen your knowledge in a specific area, or explore something entirely new? Clear goals will help you stay focused and motivated. For example, you might aim to complete a course on a new software tool by the end of the month or read a book related to your field every few weeks. These goals can evolve over time, so don’t be hesitant to revisit and tweak your goals as needed.2. Know Your Learning StyleEveryone learns differently. Do you prefer visual aids, audio content, or hands-on experience? Take a moment to reflect on how you learn best. If you’re a visual learner, try using videos and infographics. If you’re an auditory learner, podcasts and audiobooks might be your thing. Understanding your style helps you choose the right resources for a more effective learning experience.3. Build a Varied Learning PortfolioMix up your learning methods to keep things interesting. Consider including:Online courses and webinars: Check out platforms like Coursera or Udemy.Podcasts and audiobooks: Great for learning on the go.Industry publications: Stay updated with the latest trends.Networking events and conferences: Learn and connect with others in your field.Mentorship programs: Gain insights from experienced professionals.Hands-on projects: Apply what you’ve learned in real-world scenarios.By using different learning channels, you’ll keep your routine engaging and effective.4. Stick to a Learning ScheduleConsistency is key. Set aside specific times for learning, whether it’s 30 minutes daily or a few hours weekly. Make it part of your regular routine by blocking out time on your calendar. You could choose to learn first thing in the morning or in the evening after work.5. Try MicrolearningFinding large chunks of time for learning can be tough. Microlearning breaks your goals into small, manageable segments. Listen to a 10-minute podcast during your commute, read an article while waiting for a meeting, or watch a short tutorial over lunch. These small doses of learning can really add up.6. Put Learning Into PracticeKnowledge sticks better when you use it. Look for ways to apply what you’ve learned in your work or personal projects. For instance, if you’ve picked up a new project management technique, try it out on a current project. Keeping a learning journal can help you track your progress and brainstorm ways to apply new skills. Sharing your knowledge with colleagues or mentoring others can also reinforce what you’ve learned.7. Track Your Progress and Celebrate Keep an eye on your progress to stay motivated. Use a simple spreadsheet or a learning management tool to log your activities and achievements. Set milestones and celebrate when you hit them. Finished a challenging course? Mastered a new skill? Take a moment to appreciate your hard work and reward yourself.Investing in lifelong learning is a smart move that pays off in both your personal and professional life. It keeps you flexible, boosts your problem-solving skills, and opens up new opportunities. Remember, learning is a journey, not a destination. Be patient with yourself, adjust as needed, and most importantly, enjoy the ride!

7 Steps to Building and Sustaining a Lifelong Learning Routine

Human capital managers at government agencies face many challenges thanks to strict budgets, compliance policies, and organizational hesitancy for change. These challenges often prevent them from offering innovative projects to younger employees, using compensation as a performance motivator or touting growth opportunities, which are frequently defined by tenure rather than performance. As a result, 71 percent of local and state government workers are not engaged in their jobs, according to Gallup.Considering this culture, HCM leaders must seek out innovative tools and leverage creative strategies such as job rotations, flexible work arrangements, or mentorship programs to increase engagement and provide continuous training and development. But it’s no easy task—The State of Human Capital Management in Government report highlights five key obstacles HCM leaders grapple with at government agencies, and how to overcome them.Skills Gaps and Private Sector CompetitionRecruiting people with the right skills for the job is one of the top three talent management priorities for 53 percent of leaders, according to the Human Capital Management Group (HCMG) study. An aging workforce, combined with an observed skills gap in the incoming workforce, means that HCM leaders must find ways to empower and excite employees to attract talent, boost retention rates, and remain competitive with the private sector.Creating a formal mentorship program, putting shadowing opportunities in place, and allowing employees to explore different functional areas are ways to attract talent and build needed skills on the job. To sustain an empowering culture, lead administrative workshops on how to problem solve, create positive change, and implement core values in daily work.Succession PlanningSuccession planning is essential to building a well-trained workforce—36 percent of leaders report that improving succession planning is their greatest staff development need, and 70 percent say they are currently investing in leadership development.By finding ways to develop internal employees for advancement, HCM leaders can build skill sets and create an environment that people want to stay at long term. Incorporating annual employee performance reviews, prioritizing professional development, and having clearly defined competencies can encourage learning across the workforce and inspire future leaders.Limited BudgetsHCM leaders focus much of their time, energy, and resources on employee engagement. And rightly so—when employees feel undervalued or that there isn’t room for growth, they will either leave or disengage, resulting in low productivity and morale. For HCM leaders in government, engagement efforts are typically complicated by a smaller budget.Despite this limitation, agencies are getting creative in their approach to engagement: 81 percent are implementing employee recognition programs and 71 percent are implementing flexible work-from-home options.Listening to employees and implementing flexible solutions that align with their needs helps drive commitment and loyalty. Encourage employees to participate in town hall meetings, roundtables, focus groups, and employee surveys. Based on feedback from these activities, the agency creates targeted, focused, strategic initiatives around engagement.Change ManagementOther than budget, change management is the most cited barrier preventing agencies from reaching their talent management goals. To successfully roll out new initiatives, HCM leaders must first receive buy-in from organizational leaders.Once they have approval, HCM leaders should discuss the goals, benefits, and rollout plan using a variety of communication methods, giving early adopters the tools they need to get the word out and be transparent and clear in messaging.Data-Based Decision MakingHCM leaders can rely on data for information on employee skill level, engagement, and development so they can make better decisions for their workforce. Despite its far-reaching capabilities, data is underutilized by HCM at government agencies.Currently, data is mostly being used to streamline onboarding and assessment processes. But, that is just the tip of the iceberg—data can also be applied to succession planning, recruiting, and talent retention efforts by using employee surveys to gain feedback, or people management software to identify and close skills gaps, or uncover themes and trends to boost satisfaction.As agencies increasingly rely on data to enhance their talent management practices, they must also navigate the complexities of data security. This is particularly important for government agencies, where the stakes of data protection and cybersecurity are exceptionally high. Ensuring that their talent management platforms meet stringent security standards is not just a best practice but a necessity.The Federal Risk and Authorization Management Program (FedRAMP) plays a crucial role in this regard. It is designed to authorize and monitor cloud products and services across the entire government landscape. FedRAMP provides security tiers ranging from impact-level 2 (IL2) to IL4, with IL4 authorization ensuring the highest security standards are met.Despite the many challenges that government agencies face, HCM leaders can build a loyal employee base and nurture future generations of leaders by finding ways to boost employee engagement, provide learning and career development opportunities, and utilize data to generate insights and make decisions.

Top 5 Employee Engagement Challenges That Government Agencies Face

Jay is a futurist. As SVP of Research for i4cp, he has devoted the past 25 years to identifying and analyzing the major issues and trends affecting the management of people in organizations. Currently, Jay and his staff follow demographic, social, economic, technological, political, legal and management trends across 50+ broad topics. Over the years, he has helped some of the most innovative organizations gain a deeper understanding of the world's changing business environment and has helped them think strategically about today's actions and tomorrow's plans. Jay has confidential access to some of the most progressive organizations, and he's currently an active advisor to more than a dozen leading corporations. In addition, Jay conducts dozens of seminars annually for major corporations on subjects related to the changing nature of the workplace and workforce. Jay is also the associate articles editor for the "building a strategic HR function" key knowledge area of the Human Resource Planning Society (HRPS), has had articles published in several major business magazines and is frequently quoted in business publications and newspapers. Prior to i4cp, Jay was Executive Director of the Human Resource Institute (HRI) for 25 years and distinguished lecturer at The University of Tampa. He has also held numerous management positions, including vice president of purchasing for a large import/export wholesaler. Jay has an MBA, and taught labor relations in the School of Management at the University of Massachusetts.

Jay Jamrog

Jamie Costello is a freelance writer who specializes in providing knowledge on business-related issues and topics. He's worked alongside many businesses, including Caunce O’Hara to gain a wider knowledge on topics that are beneficial to the business sector.

Jamie Costello

Putting people first is a top priority for many organizations. To achieve this, organizations often avoid using a one-size-fits-all approach to employee development and instead focus on creating integrated solutions tailored to individual needs. To meet this challenge, many organizations have found success in implementing online corporate learning academies.Corporate academies offer a holistic, standardized, and consolidated global offering that transforms learning from a traditional classroom setting into an engaging, self-paced journey that empowers learners to level up their skills. Corporate academies often offer the ability for employees, from varying backgrounds and regions, to engage in a customized learning path for certification-level training.Corporate academies often feature a variety of components and opportunities for connection centered around a unique competency model that supports a function or role. A blend of videos, online learning, games, live sessions, and simulations can create foundational knowledge and also provide opportunities for employees to apply their knowledge to real-world challenges. In addition, incorporating on-the-job activities with support and coaching from managers can ensure sustained learning over time.So how can you implement a successful learning academy? Use the following tips to ensure that your corporate university amplifies employee learning and development.Build alignmentThe first step is to ensure that the learning journey is designed in alignment with business strategies, organization development initiatives, and existing or desired competency models for the target audience. For functional expertise like marketing or sales, methods for understanding needed competencies can include researching existing models or conducting interviews and focus groups with leading professionals around the world.There are often different viewpoints on which competencies are needed to be successful in a particular role, so gaining broad input is critical. Once developed, the corporate academy provides an opportunity to continue to create sustained alignment, encouraging employees to check in with their managers throughout their learning journey on the competencies and skills most needed for their individual roles.Customize the experienceTo support learners of varied backgrounds and experience levels, design your experience with flexibility in mind by basing the learner journey on individuals’ competencies and responsibilities. Give learners guidance on what content will help them in their development, but also allow them to explore additional topics that interest them.Completing assessments and self-rating their confidence and competence can inform a learner’s customized path, and a final cumulative capstone project can allow learners to demonstrate their skills for certification.Ensure accessibility and easeLeveraging a central online portal to house all learning solutions provides an easy-to-navigate experience so learners can focus on what really matters—building their skills. Plus, it creates a consistent learning experience that’s accessible to all learners regardless of their physical location.It can also serve as a point of connection for users to learn and understand the interconnectedness of people and systems within the organization. Depending on ease-of-use, it may make sense to create something outside of your learning management system for better uptake by learners.Leverage diverse new and existing contentLeveraging your organization’s existing program content or off-the-shelf solutions where possible saves time and money during development. Co-creating materials across affiliates or business units ensures representation of diverse views, and enlisting a broad team helps keep stakeholders engaged in the review process. A successful learning academy should also leverage individual, independent learning solutions and cohort-based events that provide learners with opportunities to build confidence and connect with colleagues.Gamify itGamified learning experiences enable learners to practice new skills in unique ways. Learners can apply the foundational knowledge they gain from live learning sessions to gamified simulations and activities. These gamified elements keep learners engaged in content across various topics. It’s important to incorporate authentic examples or on-the-job scenarios from your organization so it feels real-world for learners.Measure the impact and iterate continuouslyAs you design your corporate university, embrace an iterative development approach, reviewing and revising each online solution continuously based on feedback from reviewers. A successful learning academy should support employees in their professional development while also supporting the organization in increased expertise—and ultimately increased business results.To keep the learning experience fresh, regularly expand your learning experiences by creating additional assets and collecting metrics to measure transfer of learning to on-the-job behavior.By implementing these strategies, you will enhance the impact of your organization’s employee learning and enable employees to focus on developing the unique skills that will help them thrive.

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