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Overview (Child)

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“The virtual reality functionality makes learning so much more fun. The uses of these functionalities are endless!” With this learning journey, Litop was able to offer its students an innovative experience.This learning journey was nominated for the aNewSpring Awards 2021.

About Litop

Litop specialises in training production personnel, especially operators.

The company

Learning trends

Learning trendsLitop has found the answer to: “How can we offer our learners an innovative learning experience?” It is important for their learners that the course offers broad possibilities to properly convey the context and the essence of the actions. Litop has made innovative use of the latest trends in learning and marketing; now with virtual reality, the learners can check out the actions themselves.

Innovative tool

Previously, the learners did their assignments in Microsoft Word, which they often found boring. That had to change.

Litop developed its own virtual reality software that was easy to use in aNewSpring. The learners can now get to work themselves. Within aNewSpring, they can easily submit these modules to their on-the-job trainer.

It doesn’t have to be boringA lot has also changed for Litop’s customers; the software has also been used for onboarding modules. Customers can easily keep the VR modules up-to-date themselves and implement changes directly in aNewSpring. The reactions to the virtual reality function within aNewSpring were very enthusiastic. The participants indicated that learning became so much more fun. Life is way too short for boring teaching material, right?

Customer Story

Customer Stories

skills training

“The virtual reality functionality makes learning so much more fun. The possibilities are endless!” With this learning journey, Litop was able to offer learners an innovative experience.

Making an impact with virtual reality

Litop

In collaboration with nursing home De Gelderhorst, G4S has adapted an existing learning journey into a bilingual training. It&#039;s now also available for the deaf and hard of hearing.This learning journey was nominated for the aNewSpring Awards 2021.

G4S develops safety trainings for businesses. Especially for emergency response, first aid and VCA, G4S is the place to go.

Learning is for everyoneWe believe that learning should be accessible to everyone, including hard of hearing and deaf people. G4S agrees and has adapted a current learning journey so that it&#039;s also available in the main language of this group people.

In collaboration with nursing home De Gelderhorst and aNewSpring, the learning journey (which is based on the Emergency Response training program) is available with a deaf interpreter.

An example

What it looks like

Videos with a deaf interpreterMany videos have been added that are supported by a deaf interpreter. The learning journey starts with an ‘imagine’ scenario for each topic. Then a piece of theory is given about how to recognise an injury or illness and what help you should offer. The theory is interspersed with various questions and videos. The interpreter and the trainer work closely together to convey the material as clearly as possible.

Ambitions

Ambition to innovateIt is a great development that a learning journey in aNewSpring is being opened up to the deaf and hard of hearing. This contributes to equality between participants, one of the core values ​​of De Gelderhorst. This development has already helped 100 participants and hopefully many more will follow!

online learning

In collaboration with nursing home De Gelderhorst, G4S has adapted an existing learning journey into a bilingual training. It's now also available for the deaf and hard of hearing.

An emergency response learning journey in sign language

“During the pandemic, the online element in blended learning gained great added value. One of the most important challenges in the L&amp;D world is the digital transformation of learning.”This learning journey was nominated for the aNewSpring Awards 2021.

Leerpunt KOEL offers fully independent and accredited training to professionals and organisations in primary care.

About the company

Challenging developmentLeerpunt KOEL is not unfamiliar with blended learning. In fact, blended learning is always the starting point. The online element gained extra value when the world was turned upside down.One of the key challenges in the L&amp;D world is the digital transformation of learning. Therefore, it is increasingly important to create the best possible digital experience for learners. The aNewSpring platform offered many opportunities to meet this challenge, with success.

Blended learning is interesting for everyoneHow often can you remember information when you have only read it? It’s often easier when you can apply the knowledge directly. You can do that by asking a question, but isn’t it nicer to develop a learning journey that is designed to make you curious?Leerpunt KOEL encourages its learners to look for the right answers through pop-ups and to navigate between scrollable pages. By combining all information and elements on one page, each learner has the opportunity to learn in their own way. One person prefers to read, the other prefers to watch a movie and yet another likes to see the information presented in an infographic.

Social connections

Socially connectedThe combination of different elements makes it possible for everyone to see something on the page that appeals to them. If this is combined with a discussion or poll, everyone stays socially connected. The option to follow the learning journey on any device makes online learning possible anytime, anywhere!

blended learning

Leerpunt KOEL offers fully independent and accredited training to professionals and organisations in primary care.

An engaging learning journey for every learner

Leerpunt KOEL

“Thanks to the variety in assignments, the low threshold and the visualisation of theory and practice, we have been able to create an inspiring training.”This learning journey was nominated for the aNewSpring Awards 2021.

The organisation

What do you call a partnership between healthcare institutions, the municipality of Rotterdam and ROC-onderwijs? Right yes, you call that Rotterdam Plus (R+).

The learning experience discoveryThe average MBO-2 student likes to see a playful, challenging, clear and varied learning journey. It should not be too wordy or complicated. With the 100+ learning tools in aNewSpring, Rotterdamse Plus has provided exactly what they want.This is a learning journey that appeals to the target group and motivates them to get started. It is clear at a glance what is expected of the student. By varying assignments, accessibility and visualisation, Rotterdamse Plus was able to offer its students the learning experience that they previously lacked.

Core values

The learning journeys are based on four core values: treatment, cooperation, care and dealing with misunderstood behaviour.

These are divided into three learning journeys, each with its own subject and activities, including school and internship. It is a continuous learning path where the student goes from supervised independent to increasingly truly independent with options at the end.In the learning journey, students are prepared for the practical assignment with animations, theory, supervision and assignments. The learning journey can also be followed on your mobile or tablet, which is a must for today’s students.

aNewSpring and the education program of Rotterdamse Plus have created a progressive and appealing form of education.

Motivation and opportunity

Motivation and opportunityLearning is much more fun with challenging tools, isn’t it? The aNewSpring platform gave the students the opportunity and motivation to get started with the material. Many inspiring changes have been made, not only for the student, but also for the teacher and the learning environment.

Rotterdamse Plus x Flipped

Visually, the learning journey of Rotterdam Plus was created through contribution from partner Flipped.

Flipped made small adjustments that had a big effect (such as adding icons and title bars). They also developed animations specifically for Rotterdam Plus, bringing the content to life for the students. The client, who had the main role in the learning process, was given a voice.

What do you call a partnership between healthcare institutions, the municipality of Rotterdam and ROC-onderwijs? Right yes, you call that Rotterdam Plus (R+).

More students in elderly care thanks to appealing learning tools

Rotterdamse Plus

“We are very proud of what we have achieved so far with our learning journey for one of our most valued customer.” This learning journey was nominated for the aNewSpring Awards 2021.

About NIMO

NIMO supports organisations and individuals in the development and professionalisation of project-based work, as well as project and program management.

Simon Uithol, Manager Learning Academy at NIMO, explains their approach: &quot;Online where possible, in person where necessary: with the learning platform of aNewSpring as a basis, we created an interesting learning journey that connects our training meetings on location and the interaction with the trainer and the student online. Our students have an overview of the learning journey they are following, and the trainer has insight into the progress and can offer just-in-time guidance.&quot;

The course

<h3>Develop as a project manager</h3>Within aNewSpring, NIMO has set up a learning journey ‘in-company project management course’ for a valued customer. The customer is a company engaged in activities in the field of real estate development, construction &amp; technology and infrastructure.In this learning journey, the student encounters four modules with activities in which they go through the ‘lifecycle’ of a project and its development. The goal of the learning journey is to train the student to develop themselves even more as a project manager.NIMO has managed to develop a learning journey that is innovative in this industry.

<h3>Learning objectives and reflection</h3>The design tools in aNewSpring gave NIMO the opportunity to develop this inspiring learning journey in the look &amp; feel of its client. To begin with, the learner is asked to record a video to introduce themselves and set learning objectives.

Gradually, the student is asked to complete assignments and to reflect on these learning objectives and on the modules themselves. The trainer can also provide feedback on this. When all four modules have been completed, the student prepares a final presentation in Miro about how their learning journey went.

The future

<h3>Future plans</h3>On average, the students completed the learning journey with an 8! That’s a wonderful score. With this learning journey, a solid foundation has been laid for new customers who participate in a project management course.Extensive use has been made of the possibilities in the platform. This entails a lot of motivation to make the learning journeys even more attractive and challenging for future and current participants. We are looking forward to next year.

certification training

NIMO supports organisations and individuals in the development and professionalisation of project-based work, as well as project and program management.

Motivation to innovate: a course for project managers

NIMO

Sharing is caring, also when it comes to knowledge and skills about learning design. The expertise that digital learning agency LAS has on learning experience design is transformed into a free digital course. Hundreds of learning professionals from all over the world have expanded their skills through this great initiative.Discover how the aNewSpring platform has helped LAS to offer a cost-effective total solution to a diverse group of participants. In doing so, they make an impact on the entire learning world and support charities at the same time.This learning journey earned 3rd place in the 2021 aNewSpring Awards.

The problem

Offering an effective training programme with limited budget and time

LAS is a human-centred digital learning agency, based in the UK. Their course on learning experience design (LXD) uses next generation blended learning specifically designed to encourage learners to use different parts of the brain in order to recall and retain knowledge and information more quickly. It also helps learners develop research skills and understand how to identify and manage a variety of human behaviours.Search for a cost-effective solution for high risk situationsAs a certified B corporation, LAS serves people in the learning community worldwide for free, while raising money for charitable causes. Their user base is incredibly diverse but they have one thing in common – they have limited budget and time resource to devote to training and are often dealing with serious or high risk situations.LAS needed a cost-effective solution that would enable learners to undertake experiential modules in virtual classrooms to manage high risk cases. They also had to deliver offline content that the learner can complete and practice with peers in their own time, so it didn’t impact unnecessarily on important day-to-day tasks

The solution

A blended approach, combined with the MemoTrainer

Using aNewSpring’s platform, LAS developed their blended LXD course based on specific methodologies. These methodologies are taught in the LXD modules and also influence the design of the course, so they are central to LAS’s approach in two ways.The LXD methodologies are split into four areas: knowledge, skills, behaviour and attitudes.Knowledge is divided into &#039;recall&#039; and &#039;refer&#039;The Recall content is covered multiple times throughout the course content and is designed to encourage learners to remember the new knowledge without having to look up answers. This helps the learners to retain the knowledge in both the short and long term. The second part, Refer, includes content that allows the learner to look at resources or tools to check the answer. The two approaches create a balance in the learning process and mean the learner doesn’t feel under unnecessary pressure.Skills are divided into high and low risk activitiesThe high risk content addresses situations where there is more at stake; reputational or physical damage, for example. Due to the potential severity of these activities, LAS chooses virtual classrooms with human-facilitated roleplays, digital simulations and games to encourage repetition and guide learners through these situations.

aNewSpring Awards submission

LAS presented their solution at the aNewSpring Awards in 2021 and landed third place with it!

LAS explains

By placing the learners in ‘real’ situations they can grasp the gravity of the situation and get a feel for the impact the scenario would have on them emotionally or physically in real life. It also encourages the learner to understand the importance of taking responsibility to find the right solution. Learners can easily get support in these virtual classrooms, and also collaborate with others to share experiences and knowledge.Online and offline activities made even easierWhen designing content for the low-risk skills, LAS uses online and offline activities that they can practice at home, or with a peer. This means the learner can undertake learning tasks in their own time, reducing impact on daily tasks and allowing them to learn at their own pace.

Using the aNewSpring platform, LAS was able to deploy a learning tool called <a target="_blank" href="https://www.anewspring.com/platform/memotrainer">MemoTrainer</a> that helps learners with knowledge recall and retention. aNewSpring also developed custom HTML pages with different media, including videos and related resources, to give learners the opportunity to find the learning formats that are most effective, and enjoyable to use. LAS also devised tasks and assignments for learners to undertake with their peers to explore ideas, share experiences and learn from one another.LAS includes a guest project in every section which is designed by a participant within the cohort. Many of the assignments are graded and assessed by LAS instructors and feedback is provided. The projects include undertaking user research, building hypothetical user personas, mocking up ideas and communicating them, and putting together a plan for how feedback will be delivered most effectively. The course is designed to be as practical, and time-efficient as possible so learners can apply the learning to the guest project, or a project chosen by the learner.Participation in the course is rewarded with a virtual partyLAS and aNewSpring believe that, alongside the focus on learning, it is important to take the time to regroup and recognise the achievements that have been made during the course. At the end of the course the learners are treated to a celebration with virtual fireworks and a virtual bar. Here they can reflect on their experiences and have some well-earned time to relax.

The result

Learners from different countries and skill levels improved

With aNewSpring’s support, LAS has been offering the LXD course free for a number of years and are proud to have supplied the platform to a number of organisations this year as part of a COVID support package.The <a target="_blank" href="https://www.las-hq.com/lxd-course">LXD course</a> has helped 342 learners from a wide variety of backgrounds in the past year alone. Some participants are brand new to digital learning, some are honing existing learning design skills and some are using the platform to help them take the next step in a career change.Great motivation to always go the extra mileThe courses have an impressive global reach with learners participating in 42 different countries. LAS is committed to raising the bar in learning design. Helping users begin their learning journey, or supporting them progress in their next steps, in the right way. LAS does not charge their clients or learners for using the LXD course, and has a nominated charity for each cohort.

For the LXD course the innovation and great results from aNewSpring comes from three things; applying next gen blended learning content, mapped seamlessly to the functionalities available form aNewSpring; MemoTrainer to reinforce the recall; and finally, the use custom HTML which gives the course a distinctive LAS look and feel.Positive future plans for both partiesLAS and aNewSpring are looking forward to supporting more learners with diverse requirements in 2022 and beyond. As the world continues to adapt to the various economic impacts of COVID-19 it is good to know that there are businesses like LAS who are supporting organisations worldwide to take positive steps into the future.

Discover how the aNewSpring platform has helped LAS to offer a cost-effective total solution to a diverse group of participants.

A blended course on learning experience design freely available

As one of the fastest-growing sectors, the renewable energy sector is on a race against time to deliver critical training to a disparate user base, worldwide. But appetite for learning is historically slow, and there is a very real danger of disengagement among learners.Discover how aNewSpring helped ARMSA Academy tackle their challenges and achieve 95% performance improvements.This learning journey earned 2nd place in the 2021 aNewSpring Awards.

The appetite for learning is low, but the speed required to make decisions is high

Like many businesses, the ARMSA Academy is working hard to effectively engage their broad profile of users on digital training. As a business specialising in critical safety training, it is vital they tackle this challenge to protect the health and wellbeing of their service users, and help ensure that the renewable energy sector can thrive.The International Renewable Energy Association predicts that there will be 40 million renewable energy jobs by 2050, including 113 specialists and trades across the asset lifecycle. Time is running out to train this vital but disparate user base so it can effectively support the global net zero ambition.Essential importance of well-designed, accessible training coursesARMSA Academy is a leading training provider in the renewable energy sector, and is responsible for delivering training and resources to staff members that can help them manage and mitigate often serious risks to themselves, and others. This includes content relating to critical management decisions affecting project development, construction and operations and maintenance – both on and offshore. The consequences of the training information not being engaged with properly are severe. But in this fast-paced sector, appetite for learning is low but the speed required to make often life-altering and critical decisions is incredibly high. Effective decision-making is central to the success of many renewable energy projects, so devising and delivering training programs that motivate the learner to engage whole-heartedly with the content, and commit the learnings to memory is paramount.Traditional health and safety training content is notoriously dry and learners have a tendency to ‘phone in’ their contribution, and simply get through the training as quickly as possible. One of ARMSA’s key aims is to deliver training that goes beyond simply ticking compliance boxes and that challenges learners to think creatively when managing risky situations, and proactively seek solutions rather than simply fighting fires as they happen.Mission to give two target groups enough and the same amountAnother important objective for ARMSA is the need to accommodate two user bases with very different requirements and mindsets. One that is either often extremely busy and resistant to further distractions in an offshore setting. Another which is based onshore, working under pressure to meet strict deadlines.

Experiential learning content which would encourage users to inform, validate, and challenge key decisions in real-time at the touch of a button.

ARMSA knew that creating highly-engaging content that could cut through the literal and figurative noise of a busy, remote setting was central to the program’s success. The content topics had to be clearly signposted and the journey as accessible and flexible as possible in order to tackle the initial barriers to take up. If learners start on the right foot they are far more likely to continue the process, after all.ARMSA had conducted an extensive employee survey to ascertain which training methods and approaches would be most effective. The survey results revealed that learners would be far more motivated to engage with the content if they thought the training would improve safety cohesively across the business, rather than in disconnected silos. They needed to have confidence that these insights would improve decision making team-wide, encourage departmental collaboration, and would help learners to recognize that safety is an emergent property of the decisions they make every day.

A training design based on experienceARMSA studied key roles within the wind power market to identify individual and collective decisions that affect organisational effectiveness, plant efficiency, and operational safety. This extensive research included job applications, pilot testing, accident and incident reports and employee interviews. It resulted in 168 decision-making sprints that the training content would be based around. They focused on designing experiential learning content which would encourage users to inform, validate, and challenge key decisions in real-time at the touch of a button.

The freedom to learn in your own way in aNewSpringaNewSpring and ARMSA understand that every learner has different strengths and approaches when it comes to decision-making. With this in mind, a Plan, Do, Check, Act navigation was set up in the aNewSpring platform where learners can decide which areas they need support with. They can return to the content to reinforce learning whenever they need.

ARMSA Academy presented their solution at the aNewSpring Awards in 2021 and landed second place with it!

ARMSA explains

To address the need for a collaborative training environment, social elements in aNewSpring were implemented, such as commenting functionalities, and video assignments where users can share learnings, opinions, and insights from anywhere in the world. A live discussion functionality was also developed in aNewSpring, which allowed learners to work together during the training workflow.

Easily navigable content library for everyone in the worldARMSA had one last objective to fulfil – making sure the training library was easily navigable for learners. By using aNewSpring’s content library and templating system, ARMSA was able to create a searchable archive that facilitated efficient content management for predetermined roles, instantly. aNewSpring’s system ensures that each user’s learning journey is updated as they progress. Learners receive automated notification emails twice a month, encouraging them to continue on their learning journey, and reminding them about what they have achieved. aNewSpring’s platform also helped ARMSA broadcast their content to users, right across the globe, thereby helping them to improve accessibility and take up.

Useful tools for assessmentsWhen it comes to assessment, meeting the strict requirements of approval bodies such as IOSH and CPD is essential, but it is also vital that the processes are efficient, and cost-effective. By using assessment tools and live delivery sessions, ARMSA could actively invigilate pre-planned assessments via an assessment builder, controlled timers and automated assessment tools. Thereby offering a convenient alternative to traditional approaches.

Learners improved competencies and collaboration

By using the aNewSpring platform, ARMSA was able to aim beyond delivering mechanical training content and foster an approach that focuses on process stewardship and interdepartmental collaboration which resulted in considerable success.95 percent of learners report that the training sprints improved their performance, and that by making smarter decisions, learners could reduce activity time by up to 20 percent when executing projects. Overall the training helped learners improve competencies and collaboration, and empowered them as individuals with differing training needs and preferences.

A great five stars score from the delegates!The blended learning program has received 100% five star reviews from ARMSA’s delegates, with learners stating the content as an excellent way into an often overly complicated subject. They also say that it brings a good, honest approach to the way they work and in turn, creates great group discussions on many topics.

Discover how aNewSpring helped ARMSA Academy tackle their challenges and achieve 95% performance improvements.

Highly engaging didactics for critical training in the renewable energy sector

ARMSA Academy

Dutch supermarket organisation Vomar Voordeelmarkt gives new employees a good start with a combination of online learning and a programme on the workfloor, in which the technology of aNewSpring provides powerful support.

Developing an onboarding programme that appeals to young people and prepares them well for their first working weeks.For many young people, a part-time job in a supermarket is their first part-time job. Although every first part-time job is exciting, it is also a job where young people immediately come into contact with colleagues and customers. This makes it all the more important to develop a simple and effective onboarding programme for new employees, according to Inge de Ruyter, Training and Development advisor at Vomar’s HRM department. “One that appeals to new employees and that prepares them well for their first weeks of work”.

The concept

Combining: online preboarding, learning in the app and on the workfloor, and learning from each otherVomar Voordeelmarkt uses the platform of aNewSpring for the right mix of online and offline learning interventions. New employees who are set to work in one of the 67 Vomar branches start their blended learning journey even before their first day at work. With an online preboarding programme, new employees get to know the organisation and get a good idea of their position. They watch videos, answer questions and receive tips from colleagues. De Ruyter: “By doing this, they are much more confident on their first workday. If you then take good care of them and guide them, they make a good start”.This guidance takes place with an onboarding programme on the workfloor. This way, new employees get to know the entire store. As a tangible aid in this process, every new employee receives a passport. In addition to all kinds of assignments, they are given a route through the shop and various helpful checklists. With the help of that passport, new helpers go through the entire induction programme during the first three weeks. In a special app they submit photo and other practical assignments. They work together with a buddy: someone who is on the same level, but who already has experience and can explain what needs to be done. These buddies will first be trained how they can best tackle this role through an online training in aNewSpring.

92% of all new employees state that they are able to work independently thanks to the blended onboarding programme.Have the new employees successfully completed the onboarding? Then the buddy signs the certificate in the passport. The new employees hand in the certificate online via the app. “There are often more than fifty photos of these certificates each week,” says De Ruyter. “With this method, we can secure the certificates we’ve obtained and allocate coaching hours to the branches in question. A crucial step that ensures that this programme is well supervised and very positively received”.After going through the programme, 3000 new employees were asked what their experiences were. The results are great!<ul><li>Employees indicate that this way of working gives them a good idea of what to expect, and that they are properly trained in a fun way;</li><li>92% of all employees indicate that they are well trained and ready to start working independently;</li><li>93% said they had received good guidance from their buddy.</li></ul>De Ruyter: “It is nice to see how technology and a personal approach reinforce each other in this onboarding trajectory”.

Ready to take your onboarding blended?

onboarding

workplace learning

A super(market) onboarding

Vomar

How do you realise the sharing of knowledge and support lifelong learning for all 65,000 professionals in the mental healthcare sector? By joining forces and collaborating.

Improving quality of care provided to clients

Mental healthcare providers in the Netherlands face a challenge when improving the quality of care provided to clients. There is a constant flux of all kinds of changes. New insights and new treatments related to a wide variety of mental health issues come into the picture. Society has ever-changing and ever-higher expectations of what mental healthcare providers and professionals should be and do. The government pushes cost-cutting programmes while, simultaneously, inspection authorities impose strict guidelines. This situation leads to some challenging questions related to learning and development:<ul><li>In this complex situation, how is it possible to keep professionals up to date and properly trained?</li><li>What to do when your ambition is to improve the quality of care provided to people through highly skilled professionals when there is such little time, budget and other resources to enable and support learning?</li><li>How to create and provide easily accessible, high-quality and relevant learning materials to support these professionals in their day-to-day jobs?</li></ul>

Combining forces

How do you realise the sharing of knowledge and support lifelong learning for all 65,000 professionals in the mental healthcare sector? By joining forces and collaborating.

Customer stories

Customer stories

Litop

G4S

Leerpunt KOEL

Rotterdamse Plus

NIMO

LAS

ARMSA Academy

Vomar

GGZ Ecademy

Cérélia

112BHV

NCOI Online Academy

GITP