http://www.trainingindustry.comumbracoLists all articles found on http://www.trainingindustry.comen http://www.trainingindustry.com/learning-technologies/press-releases/hatsize-launches-next-generation-training-labs.aspxThu, 16 May 2013 09:31:56 GMT http://www.trainingindustry.com/learning-technologies/press-releases/hatsize-launches-next-generation-training-labs.aspxCalgary, Alberta – Hatsize, the leading provider of global training labs for software and hardware products, today launched Hatsize 4.0, the latest release of their flagship cloud-based training lab product, which includes a new, intuitive and highly interactive interface for instructors and students called Hatsize Lab View, which is designed to help students and instructors optimize their learning experience. “Hatsize 4.0 is a truly next generation training lab platform, which includes a new, state-of-the-art instructor and student interface that makes lab-based learning easier and more interactive," said John Tossing, MicroTek Technical Sales Director. “Designed with extensive usability testing, Hatsize 4.0 is a groundbreaking release for the training lab market. It provides a cutting-edge interface that makes lab-based learning easier and more engaging and it enhances the user experience by putting more interactive control in the hands of instructors and students,” said Guy Hummel, Hatsize CEO. “For example, the ability to see at a glance what is happening on every lab machine in the class, even with complex, multi-machine labs, gives online instructors more visibility into their students’ progress than even a physical classroom would provide.” About Hatsize Hatsize is the leading global provider of cloud-based training labs for software and hardware products. As a cloud service, Hatsize has successfully delivered over 2 million hours of hands-on training sessions for some of the world’s fastest growing technology and training organizations including Symantec, Juniper Networks, New Horizons, MicroTek, and Palo Alto Networks. http://www.trainingindustry.com/leadership/press-releases/lack-influence-at-work-why-most-leaders-struggle-to-lead-positive-change.aspxWed, 15 May 2013 15:32:25 GMT http://www.trainingindustry.com/leadership/press-releases/lack-influence-at-work-why-most-leaders-struggle-to-lead-positive-change.aspxMay 14, 2013—Provo, UT—Most leaders put a great deal of time into crafting strategy, selecting winning products and engaging with analysts and shareholders, but according to a new study, only six percent are successful in influencing the behavior of the people who will have to execute on the big ideas—their employees. The online survey of 2,308 people from the authors of the New York Times best-seller Influencer: The New Science of Leading Change found that more than half of the time, leaders do little or nothing to reverse dysfunctional behaviors at work. In fact, pervasive behaviors have become so tolerated that 94 percent persist for a year or longer, and a third report the problem has persisted for more than 10 years. The most common behaviors named were gossiping, shifting blame and turfism—actions that serve personal interests at the expense of business results and end up sapping morale, lowering productivity and decreasing quality. One survey respondent shared that his company is about to lose a contract due to poor performance. In an attempt to drive performance improvements and prevent losing the contract, a senior manager at the company made plans to implement a new software tool companywide. Despite employees’ warnings that the new tool is insufficient to change employee performance, the new tool is being implemented, emotions are running high and performance improvement is grim. Joseph Grenny, co-author of Influencer, says often when leaders attempt to influence new behavior, they commonly fall into the trap of thinking deeply ingrained habits can be changed with a single technique. “When leaders rely on just one simple source of influence to drive change, such as incentives or verbal persuasion, they almost always fail,” says Grenny. “The most influential leaders realize there are six sources of influence that drive employee behavior. When strategies within these sources are marshaled, leaders are 10 times more successful in their efforts to influence rapid, profound and sustainable change.” Grenny offers tips for how leaders can increase their influence in creating lasting change: 1. Focus on behavior. Leaders who simply repeat vague values drive little change. Those who identify concrete and clear behaviors they hope people will enact are far more effective influencers. For example, five million people were spared from AIDS in Thailand when one leader moved beyond vague awareness campaigns and focused on 100 percent condom use in the sex trade. 2. Connect to values. Use potent stories and direct experiences to make change a moral and human issue. New York restaurateur Danny Meyer helps employees connect to the value of “hospitality” rather than just “customer service” by repeatedly sharing powerful stories of meaningful guest experiences their colleagues create. 3. Invest in skills. Most leaders see influence as a matter of motivation. Influencers invest more in building ability than simply motivating the masses. For example, healthcare CEO Matt Van Vranken influenced massive increases in hand hygiene habits in his nearly 20,000-employee hospital system by helping employees develop skills for speaking up when they saw a colleague violate hygiene standards. 4. Leverage peer pressure. Social influence is the most potent force for change. Research shows that if people believe bad behavior is normal they are far more likely to follow suit. A Ghanaian gold mine reduced vehicle accidents by engaging respected drivers in training other drivers in proper safety practices. Peers were far more effective at gaining compliance than either staff professionals or senior leaders had ever been. 5. Change the environment. Use tools, technology, information and surroundings to make people conscious of the need to change and enabled to make better choices. For example, software entrepreneur Rich Sheridan cut employees’ time fixing errors from 40 percent of working time to no time at all by putting code writers in teams of two, sharing one computer. This environmental change significantly increased employee productivity and morale. About VitalSmarts: An innovator in corporate training and organizational performance, VitalSmarts is home to multiple training offerings, including the award-winning Crucial Conversations®, Crucial Confrontations®, Influencer®, and Change Anything™ Training. Each course improves key organizational outcomes by focusing on high-leverage skills and behavior-change strategies. The Company also has four New York Times best-selling books: Crucial Conversations, Crucial Confrontations, Influencer, and Change Anything. VitalSmarts has consulted with more than 300 of the Fortune 500 companies, trained more than 1 million people worldwide and been named by Inc. magazine as one of the fastest-growing companies in America for eight consecutive years. www.vitalsmarts.com.   http://www.trainingindustry.com/training-outsourcing/press-releases/capita-acquires-managed-learning-services-provider-knowledgepool.aspxThu, 09 May 2013 11:48:11 GMT http://www.trainingindustry.com/training-outsourcing/press-releases/capita-acquires-managed-learning-services-provider-knowledgepool.aspx Capita announced that it has acquired KnowledgePool Group Ltd, a managed learning services provider, for an undisclosed sum.  KnowledgePool provides learning managed services, including its three core service components of supplier management, training administration and learning consultancy. Its clients, which include Lloyds Banking Group, Aviva, Virgin Media and Ford, benefit from KnowledgePool’s ability to manage all learning activity and operations through a single channel that maximises return on training investment. Chris Sharp, managing director for Capita’s learning and development business, said: "KnowledgePool provides a world-class service that aligns learning with business objectives to improve performance and deliver results.  Customers also benefit from access to over 2,500 international suppliers, bespoke e-learning and its ability to deliver efficiencies and evaluate return on investment. This acquisition further enhances Capita’s capability to support organisations to meet regulatory training requirements and develop the knowledge and skills of their workforce.”  Al Bird, managing director for KnowledgePool, said: “Clients will continue to benefit from our passion for delivering efficient learning management while also benefiting from an increased depth of capabilities.  Our TrainerAdvisor knowledgebase will ensure we continue to objectively match each client’s learning requirements to the most appropriate provider and delivery medium for optimal outcomes.  We look forward to working together to deliver further value for existing and prospective clients and to lead the next stages of KnowledgePool’s innovation and growth.” http://www.trainingindustry.com/training-outsourcing/press-releases/gp-strategies-reports-first-quarter-2013-financial-results.aspxThu, 02 May 2013 13:29:35 GMT http://www.trainingindustry.com/training-outsourcing/press-releases/gp-strategies-reports-first-quarter-2013-financial-results.aspxELKRIDGE, Md., May 2, 2013- Global performance improvement solutions provider GP Strategies Corporation (NYSE: GPX) today reported financial results for the quarter ended March 31, 2013. Overview of First Quarter 2013 Results: Revenue of $101.4 million for first quarter of 2013 compared to $93.6 million for first quarter of 2012 Diluted earnings per share of $0.26 for first quarter of 2013 compared to $0.23 per share for first quarter of 2012 EBITDA of $9.5 million for first quarter of 2013 compared to $9.2 million for first quarter of 2012 The company's revenue increased $7.8 million or 8.3% during the first quarter of 2013 compared to the first quarter of 2012.  The revenue growth is primarily attributable to acquisitions completed during 2012. The Company also reported overall organic growth during the quarter, with notable performance by the Sandy and Performance Readiness Solutions segments which achieved double-digit organic revenue growth in the quarter, offset by revenue declines in the Professional & Technical Services segment due to project completions. Gross profit was $16.2 million, or 16.0% of revenue, for the first quarter of 2013 compared to $15.6 million, or 16.7% of revenue, for the first quarter of 2012. The decline in gross margin is largely due to a $0.9 million increase in medical benefits expense due to higher than usual claims under our self-insured employee medical plan during the first quarter of 2013. Income before income tax expense was $7.5 million for the first quarter of 2013 compared to $7.3 million for the first quarter of 2012. Net income was $4.9 million, or $0.26 per share, for the first quarter of 2013 compared to $4.4 million, or $0.23 per share, for the first quarter of 2012.  Net income for the first quarter of 2013 includes a $0.4 million non-recurring income tax benefit. "GP Strategies continued to show overall improvement of its results in the first quarter of 2013," commented Scott N. Greenberg, Chief Executive Officer of GP Strategies. "We have developed a unique platform in the training industry through the combination of our organic operations supplemented by strategic acquisitions. In the first quarter, the Company increased its business development efforts to support larger outsourcing opportunities and invested in its proprietary software technology at a greater level than in the past. We are optimistic that these investments will translate into growth in future quarters." Balance Sheet and Cash Flow Highlights As of March 31, 2013, the Company had cash and cash equivalents of $11.0 million compared to $7.8 million as of December 31, 2012. The Company had no short-term borrowings or long-term debt outstanding as of March 31, 2013. Cash provided by operating activities was $5.3 million for the quarter ended March 31, 2013 compared to $7.0 million for the same period in 2012. Investor Call The Company has scheduled an investor conference call for 10:00 a.m. ET on May 2, 2013. In addition to prepared remarks from management, there will be a question and answer session on the call. The dial-in numbers for the live conference call are 800-754-1336 or 212-231-2932, using conference ID number 21656158. A telephone replay of the call will also be available beginning at 12:00 p.m. on May 2nd, until 12:00 p.m. on May 16th. To listen to the replay, dial 800-633-8284 or 402-977-9140, using conference ID number 21656158. Presentation of Non-GAAP Information This press release contains non-GAAP financial measures, including EBITDA (earnings before interest, income taxes, depreciation and amortization). The Company believes this non-GAAP financial measure is useful to investors in evaluating the Company's results. This measure should be considered in addition to, and not as a replacement for, or superior to, either net income, as an indicator of the Company's operating performance, or cash flow, as a measure of the Company's liquidity. In addition, because EBITDA may not be calculated identically by all companies, the presentation here may not be comparable to other similarly titled measures of other companies. For a reconciliation of this non-GAAP financial measure to the most comparable GAAP equivalent, see the Non-GAAP Reconciliation – EBITDA, along with related footnotes, below. About GP Strategies GP Strategies Corporation (NYSE: GPX) is a global performance improvement solutions provider of training, eLearning solutions, management consulting and engineering services. GP Strategies' solutions improve the effectiveness of organizations by delivering innovative and superior training, consulting and business improvement services, customized to meet the specific needs of its clients. Clients include Fortune 500 companies, manufacturing, process and energy industries, and other commercial and government customers.  Additional information may be found at www.gpstrategies.com. Forward-Looking Statements We make statements in this press release that are considered forward-looking statements within the meaning of the Securities Exchange Act of 1934. These statements are not guarantees of our future performance and are subject to risks, uncertainties and other important factors that could cause our actual performance or achievements to be materially different from those we project. For a full discussion of these risks, uncertainties and factors, we encourage you to read our documents on file with the Securities and Exchange Commission, including those set forth in our periodic reports under the forward-looking statements and risk factors sections. Except as required by law, we do not intend to update or revise any forward-looking statements, whether as a result of new information, future events or otherwise. http://www.trainingindustry.com/sales-training/press-releases/richardson-partners-with-firmwater-for-online-sales-training-delivery.aspxWed, 01 May 2013 09:07:45 GMT http://www.trainingindustry.com/sales-training/press-releases/richardson-partners-with-firmwater-for-online-sales-training-delivery.aspxPHILADELPHIA, April 30, 2013 — Richardson, a leading global sales training and strategy execution company, today announced a partnership with Firmwater, a specialized learning management system (LMS) vendor, for delivering their award-winning online sales training, Richardson QuickSkills™. The Richardson QuickSkills™ library consists of over 60 core selling, service, and sales coaching courses and is considered the most in-depth and proven web-based sales, service, and management curriculum in the industry. Firmwater assisted Richardson in migrating all existing clients and historical data to the Firmwater LMS platform. The system will serve as the platform on which Richardson will continue to support and grow its online training presence. “The Firmwater system and team have met our expectations every step of the way, often far exceeding them,” says Joe Jacobs, Richardson’s SVP and ChiefTechnology Officer. “Firmwater’s professional services team did an amazing job orchestrating and executing our deployment. ‘The LMS designed for Training Companies’ positioning is quickly evident once under the hood. We are very excited about our new partnership and the opportunities it creates for both of us.” Firmwater LMS is an online training system in use at over 400 organizations. The Firmwater LMS platform provides a self-service online training system built specifically for training companies. It has a clean, simple user interface that makes management and delivery of web-based training courses easy across all of a company’s clients. New clients can be configured and deployed in minutes, all while keeping support costs low to maximize return. About Firmwater Firmwater (http://www.firmwater.com) is a boutique technology services company specializing in helping training companies deliver their content online. TheFirmwater LMS makes it easy for training companies to organize, sell, distribute, track, and report on their content across multiple clients and their users. About Richardson Richardson (http://www.richardson.com) helps leaders prepare their organizations to execute sales strategies and achieve business objectives.  We have the expertise and resources to help you scale your initiative quickly and confidently across your entire sales force and supporting functions. With you, we establish sales best practices, evaluate talent, build capability and consistency through world-class sales training, and sustain necessary change. We ensure that your solution reflects your unique culture and values, which drives rapid adoption and lasting results.  http://www.trainingindustry.com/content-development/press-releases/totara-and-osc-maximize-impact-of-workplace-learning.aspxMon, 29 Apr 2013 13:10:39 GMT http://www.trainingindustry.com/content-development/press-releases/totara-and-osc-maximize-impact-of-workplace-learning.aspxTotara Learning Solutions is pleased to announce that Oxford Strategic Consulting (OSC) is joining the Totara Solution Partner Network. OSC has spent the last 10 years developing talent, improving HR performance and providing strategic advice for governments and corporations across the GCC. With the addition of Totara LMS to OSC’s qualification, research and consulting portfolio, OSC helps customers use the latest technology to make workplace education more fun and effective while maximising the return on their training investment. OSC Chairman Professor William Scott-Jackson, explained, “The e-learning market in the Middle East is estimated to be growing by 33% between 2010 and 2014, so use of technology in learning is clearly a key consideration for our clients. After evaluating many learning technology vendors, we selected Totara as the most cost-effective and high-impact system. We’ve seen the positive impact Totara can have on organisations looking to improve their capabilities and performance and see a real benefit for our client base in the GCC looking to HR department change, strategic workforce planning and employee engagement.” Richard Wyles, Totara Learning Solutions’ CEO, added, "We're very excited to be working in partnership with OSC to bring Totara to the GCC countries. Research tells us that Totara's social and collaborative e-learning processes will fit very well with local preferred learning styles, so we look forward to supporting the effective development of employees and organizations." About Oxford Strategic Consulting Ltd Oxford Strategic Consulting Ltd provides research-led technology-enabled learning for organisations throughout Arabia. We focus particularly on culturally-specific approaches to building national talent, in line with the strategic vision of all GCC countries. We offer a complete range of Totara services, from learning strategy development through to Totara implementation, training, project management, customisation, hosting and support. Beyond technology, we also deliver high impact, high level human resources, human capital and workforce development consultancy and guidance. About Totara Learning Solutions Totara Learning Solutions is a global alliance dedicated to fundamentally changing the nature of the e-learning market.  Totara is a packaged distribution of the world’s most popular and widely-used open source learning platform, Moodle, and is available on a subscription basis which provides on-going support and enhancements. Totara can reduce a corporate enterprise's learning management costs significantly whilst providing some of the most advanced learning management functionality. Some organisations have made savings of over 80% compared to proprietary systems. Totara is transforming corporate learning through; Driving down costs with zero license fees Delivering peace of mind with commercial support that companies like OSC provide Collaborative model of innovation Making customisation easy Ensuring freedom from vendor-lock in Totara users come from a wide variety of sectors, including finance, retail, energy, health, government and not-for-profit organizations. Customers range from small enterprises to large multi-national corporations with over 200,000 employees - a testament to Totara's robust versatility and scalability. Organizations throughout the world have chosen Totara as their eLearning platform. http://www.trainingindustry.com/learning-technologies/press-releases/tin-can-api-version-10-released.aspxFri, 26 Apr 2013 08:34:51 GMT http://www.trainingindustry.com/learning-technologies/press-releases/tin-can-api-version-10-released.aspxRustici Software, the Advanced Distributed Learning Initiative (ADL), and a broad community representing industry, government, and academia are happy to announce that the Tin Can API has been officially released as version 1.0. Today’s announcement marks a major stable release of a specification that synthesizes years of experience drawn from previous standards and enables many platforms to communicate in a common data format to track learning experiences. Work on the Tin Can API began almost three years ago. The Tin Can API is an evolution of SCORM, a previous standard managed by ADL. Tin Can allows experiences of all kinds to be tracked using statements of a simple