Measurable and Effective Learning
SNAPSIM™ Learner is, learning platform based on principles of spaced learning and post-training control. This solution guarantees while only taking of employees’ time daily. This solution is ideal when there is a need for a rapid learning in product/process, operational safety, compliance or onboarding areas. SNAPSIM™ Learner вimplementation, administration, setting up or downloading anything. Learners can access it anytime, anywhere from any device.
Setting Learning Goals
Rapid learning often doesn’t require finetuning a competency profile. All HR professionals need to do is to train their employees and ensure that learners meet certain requirements on knowledge retention. But you have to customise the competency profile if you need to track progress and learning results. In this case, finetuning the competency profile means that you set learning goals in the form of competency increases.
Optimised Learning Schedule
Our system has an optimised calendar plan. Learning material is scheduled over a training period. The schedule is re-calculated each time after an employee completes (of fails to complete) a learning task.
Simple Learning Routine
Everything learners should do is to log into the system daily and complete learning tasks via widgets. Out of 15 minutes learners dedicate daily to learning, 5 minutes they learn new material, 5 minutes to answer questions to test knowledge just acquired and 5 minutes they answer questions to learning material acquired previously.
Learners can see detailed statistics on the following: 1) learning progress, 2) sets of competencies development, 3) skills development, 4) development of specific competencies, 5) potential evaluation by components (learning agility, ambition, perseverance).
Essential SNAPSIM™ Modules
Main modules in SNAPSIM™ Learner have everything HR professionals need to conduct corporate training and track progress in skills and competencies.
Competencies profile customisation and setting target levels of knowledge.
Setting learning goals and learning scheduling is done automatically.
Individualised daily tasks for every learner, tracking and visualisation of progress.
All learning content is divided into microchunks of 3-4 sentences.
Understanding of each piece of content is tested with specially designed questions.
Progress in competencies and skills is evaluated real-time automatically.
Initial and post-training testing (3 months after the last training session).
Tracking reports for each user on competencies development progress.
SNAPSIM™ Learner offers unique features to make learning in your organisation measurable and effective.
No Implementation, No Administration
Get login data and start to use the platform immediately.Pay per user, scale up and down easily.
Easy access to our platform worldwide.
Modern Learning Methodologies
Until recently, most companies didn’t consider research onin their learning and development process and they develop their employees not in the most efficient way. SNAPSIM™ Learner design was based on microlearning and spaced learning principles proven to provide learning approach more effective to long-term memory. This approach also helps to identify .
Click on the button or image, to learn more about methodologies of SNAPSIM™.
Learning content used for microlearning should be divided into small chucks of information. In SNAPSIM™ platform these chunks of information are called snaps. Each snap usually consists of 5-7 sentences.
This approach allows to avoid problems most corporate coaches and trainers of today consider the most important – employees have lower attention spans, companies decrease training budgets, knowledge and skills become obsolete quicker than ever.
Spaced Learning is a learning methodology based on the latest research on neurological mechanism of long-term memory. Research proves that neuron chains are formed when brain is “at rest" after learning material and repeating in a certain timeframe.
Spaced learning is different from testing; however, both have blocks of questions. Final testing is used to test residual knowledge and usually covers only 4-6% of learning content. Spaced learning allows to form long-term memory and enhances understanding.
Microlearning and Spaced Learning allow to understand how good certain employees and groups of employees can are at processing and acquiring information. According to Frank L. Schmidt и John Hunter ("General Mental Ability in the World of Work: Occupational Attainment and Job Performance"), correlation between General Mental Ability (GMA) and performance of a manager with 3-6 years of experience is 0.37 and it increases up to 0.59 when a managers gets 12 years of experience.
ЭThis correlation between GMA and performance proves that High-Potential Employees should be identified among those who demonstrate superior intellectual abilities. All intellectual abilities are based on learnability and long-term memory. Spaced Learning can help evaluate these via:1) understanding ratio (i.e. speed and amount of learning material remembered) and 2) residual knowledge.