Wednesday Jul 18, 2012

Korean is now available for PeopleSoft ELM 9.1

We are happy to annouce that the PeopleSoft Enterprise Learning Management 9.1 Multi-Language Revision 3 release became available on the Oracle Software Delivery Cloud (OSDC) and for physical shipment as of Friday, July 13, 2012.

This revision is based on the previous release - PeopleSoft Enterprise Learning Management 9.1 Revision 2, which included all of the enhancements through bundle #8. However, the Multi-Language Revision 3 release also includes content translated into Korean.

An updated HW-SW Guide is available here and an updated Installation guide is available here on MyOracleSupport (MOS) and both documents are also available on the Oracle Software Delivery Cloud.

Thursday Mar 15, 2012

PeopleSoft Enterprise Learning Management Continues to Deliver Value to Customers

I am very excited about what we have been delivering in PeopleSoft ELM over the past year and what is planned for the upcoming ELM 9.2 release and beyond. You might have seen the announcements regarding the PeopleSoft HCM Feature Pack 2 release that delivers a Manager Dashboard and Talent Summary, among other features. There are some ELM features that were delivered as part of the HCM Feature Pack.

  • A new ELM Application Search Learning Index was delivered so that users can search the learning catalog and view the results from ELM directly within HCM.
  • A ‘Team Learning’ Pagelet from ELM was delivered and allows Managers to view their Team Member’s learning within the Manager Dashboard.
  • An ‘Upcoming and Required Learning’ pagelet from ELM was delivered and can be included in the Talent Summary within HCM to view the Employee’s learning.

Both of the new Learning Pagelets were delivered on ELM and can be either viewed from within ELM itself or integrated into HCM and viewed from there. SCORM 2004 support was delivered for ELM 9.1 last July, 2011 and French Regulatory Enhancements were delivered in ELM 9.1 bundles 1 and 2.

ELM is part of Applications Unlimited and the PeopleSoft Continuous Delivery Model. An ELM 9.1 Revision with Upgrade Scripts that includes all of the new ELM 9.1 features delivered post-GA and bundles 1-8 will be delivered in the next few months and can be used by new and upgrading customers to quickly implement ELM 9.1 with the latest features.

Even with all of the development and new features we have delivered for ELM 9.1, what I am the most excited about is what we have coming in ELM 9.2 and beyond. Our ELM 9.2 roadmap includes:

  • A delivered, role-based learning homepage with many new pagelets for learners, managers, administrators, and instructors to access their key business processes directly from the home page.
  • Ratings and Reviews for learners to rate and review learning and allow others to use that input when making their own learning decisions.
  • Enhanced learning catalog search that allows learners to launch learning directly from the search results and uses the capabilities of Oracle’s Secure Enterprise Search to provide faceted searching for quick, easy filtering.
  • Learning Compliance and Survey Results pivot grids that utilize the new PeopleTools pivot grid feature to provide relevant analytics on the users homepage.

And there are even more new features that will be delivered in ELM 9.2 and beyond!

To read more about what we have coming, the ELM Roadmap and the ELM Statement of Direction is incorporated with the overall PeopleSoft documentation that is posted and available to our existing customers on My Oracle Support here.

Sunday Aug 21, 2011

Achieving your Desired Business Results with an Integrated Learning Management Strategy

Do you have a Learning Strategy that is integrated with your overall Talent Management strategy and is creating the business results that you expect?

Creating an effective Learning Strategy can be a daunting task. Research has shown that a Learning Strategy needs to be integrated with a comprehensive Talent Management strategy to have a positive impact to an organization’s business outcomes. More importantly, the overall Talent Management Strategy must be tied to measurable, meaningful business results.

Many organizations today have a Learning Strategy focused on providing some basic courses to meet the skills gaps of their workforce and staying in compliance. While this approach does meet the basic learning needs of an organization, it does not drive true business results. Here are a few steps that can help you create an effective Learning Strategy.

First, identify the issues that you want to address with your overall Talent Strategy. Are you having trouble finding candidates to fill your open positions? Do you have a strong pipeline of leaders? Has your employee engagement and productivity decreased? Focus on the most important issues impacting your organization.

Second, determine the key people needed to come to the table and define the business outcomes you are seeking to attain. These business owners should include and expand beyond the HR and Learning organizations. An October, 2010 Learning & Development study written by Mollie Lombardi of the Aberdeen Group states: “The top capability cited overall by 65% of all companies was visible senior leadership support for learning and development efforts. While direct managers are held accountable for development, senior leaders must make a visible effort to promote the importance of learning within the organization.”

Now that you have the right people involved, work together to define what your desired business results are and how those results can be measured objectively using business data to evaluate the effectiveness of the strategy. Be sure to focus on long-term goals to ensure the true success of your efforts.

Once your business outcomes and measurements are in place, evaluate the tools and programs that you can use to help meet those results. Do you need to create new or different Performance Goals across the organization? Are there new recruiting strategies that need to be put in place? How can you effectively utilize new learning opportunities to achieve your desired outcomes? Be innovative and use tools and programs that will engage, incent, and reward your employees.

Now for the fun part – the execution. Since you have included the key business owners needed to sponsor your strategy across the organization earlier in the process, it is time to get it started. Implement your new strategy with the support of your leadership team. The execution can be done in phases or all at once based on your business needs and the programs and tools you are using. Monitor the results of your strategy using your pre-defined goals and outcomes, both short-term and long-term. Adjust the strategy as needed to ensure that it has the greatest positive impact possible.

And finally – communicate your results. Be sure to let your key business owners know the results of your efforts, supported by real data, on an ongoing basis. Using the pre-defined measurements developed with these key stakeholders, you can effectively demonstrate the correlation between your Talent and Learning Strategy and the desired business results.

Friday Jul 22, 2011

SCORM 2004 support now available for Oracle's PeopleSoft Enterprise Learning Management 9.1

What is SCORM 2004 and how is it different than the previous version? 

SCORM 2004 is a standard learning specification that governs how online training is created and delivered. The SCORM standard was developed by the collaborative efforts of the Advanced Distributed Learning (ADL) initiative.

The SCORM 2004 standard defines both how the content needs to be structured (Content Packaging) and the allowable types of real-time communication between learners, the content, and the LMS. This latest version also provides sequencing and navigational specifications that are new to SCORM, adding a level of complexity and flexibility to the flow of the learning content. This includes calculating and adjusting the real-time flow of the learning based on the learner’s current progress, choices, and/or level of knowledge (scoring). The addition of the sequencing and navigation enables the development of more enriching and engaging learning content.

The ELM 9.1 posting that is now available allows customers to take advantage of SCORM 2004 content and all of its capabilities. The support for SCORM 2004 version 4 (1.3) provided by ELM 9.1 includes the following:

  • Importing of the packaged content
  • Maintenance of the content metadata
  • Facilitation of the launch and usage by the learners
  • Tracking of the learner's progress, including their completion status, score, and current location
  • Communication between the content, learner, and ELM 9.1

More information about SCORM 2004 can be found at the ADL website.

Customers can find the Resolution ID 868568 for the ELM 9.1 release through the My Oracle Support website. This resolution supports the 4th edition of the SCORM 2004 specification (also known as SCORM 1.3). There are no optional aspects to SCORM 2004, so all features of the specification are supported. ELM 9.1 continues to support both of the previous SCORM versions 1.1 and 1.2 in addition to the AICC learning standard.

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This blog is dedicated to topics focused on PeopleSoft Applications, including Human Capital Management, Financials, Enterprise Service Automation, Asset Lifecycle Management, Procurement, Supply Chain and Customer Relationship Management.

For information about legislative updates to our PeopleSoft Applications see the PeopleSoft Legislative Updates Blog.

For information about PeopleTools see the PeopleSoft Technology Blog.

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