Certificates: Tips and Tricks
Have you ever created a certificate on your Docebo platform?
If so, you may have noticed that it could be a challenging activity. With our tips and tricks, you can become a certificate guru.
First of all, you need to decide the language in which you will create your template. That’s because the language won’t change based on the user’s language. For this reason, we suggest you choose a common language for all your certificate templates. If you need to have more than one language, you should create a course for each language and associate the corresponding template to it.
Less is more
When creating your template, please consider inserting just the necessary information. You can unleash your creativity using images and colors as a background, when doing so remember to keep an eye on the text readability and color matching.
The best layout is usually created with few well-spaced elements.
Images
You can work with images such as logo, background and frame, by uploading them as a background image.
Here the suggested size for your image: portrait 1810 x 2560 pixel – 150 dpi; landscape 2560 x 1810 pixel – 150 dpi.
Supported formats are: JPG, PNG, JPEG e GIF.
In our experience, we suggest you to use JPG formats to avoid any readability issues after certificate download.
Tags and Additional Fields
Below the text box of your certificate template you can find a list of tags arranged in categories that you can use to shape your certificate. These tags are dynamics, this means that according to the case they will be replaced with the actual information needed.
Most commonly used tags are [display_name], [course_name] and [date_completed]. This last tag shows the date in the following format: dd/mm/yyyy. If you wish to change your date format this tag can be customized according to Docebo guidelines.
Among the available tags, there are the course additional fields that you created, so if needed you can create some course additional fields specific for certificate creation. The course additional field for the signature is the most frequently used by our clients: it is a free text field, in which you can insert an image of the signature that should be placed in a certificate. You can have different signatures for different courses.
When you copy paste a tag in your certificate template, make sure you paste it without formatting or you may see a gray box in the background of your tag.
Using Tables
If you type in a free text in your template, it will be difficult to place it correctly on the page, and if you use a certificate tag like [course_name], you may risk that it will be truncated because you don’t have enough space before your frame. To avoid all this, we advise you to create a table that will help you by creating margins to your certificate template.
You may create a table with three columns and three rows and you can place your text in the very center. If you have not edited any certificate yet, you may find a table sample in the template, created by Docebo, called “Certificate sample”.
By clicking on the “source code” button (<>), a window with the HTML code of the template will appear. You may edit your certificate directly from there. If you do so, we recommend using percentages to modify your tables.
Once you have created your certificate template you can easily replicate its layout in another template by copying the HTML code and pasting it in the source code window of this new certificate template.
Also, learn more about new web application for the massive download of certificates fully integrated with docebo LMS in the video below.
We hope that this article helped you learn more about certificate template creation in Docebo. If you have any other tips or tricks, share it with us, we’re keen to read you!
For more information, please contact us at info@apprendere.eu or check our website www.apprendere.eu
Thank you for visiting and see you in the next article!
Learning Is No Longer An Option!
Successful people ask better questions, and as a result, they get better answers.
― Anthony Robbins
Today’s organizations are characterized by changing, dynamic environments in which the need for adaptive workers has become increasingly important.
This change has caused research sponsors, academic researchers, and practitioners in organizations to become increasingly interested in understanding and enhancing adaptability in the workplace.
One of the tools that professionals use to stay updated in an ever-changing workplace to remain innovative, relevant, and ahead of their competitors is perpetual learning.
Perpetual learning is a set of cultural values and a state of mind that enables employees to enhance their skills and knowledge at their own pace through a personalized development design. It empowers employees to perform effectively and adapt to changes in the workplace.
However, in order for it to work, it must become more than just another task or another training course. It needs to become a mindset and system integrated into the work environment naturally. And that takes time, effort, and vigilance. But once achieved, the results can be significant.
Culture is at the heart of an organization and your ability to succeed depends on cultural alignment. It’s important to understand that cultural transformation is a continuous process and that impactful, meaningful, and sustainable change is built day by day.
– Edoardo Gironi
But what does a culture transformation strategy look like?
Shifting from old-school training to a modern, perpetual learning mindset comes with significant benefits such as:
- LEARNING ENGAGEMENT: by incorporating scenario-based learning, microlearning, gamification, and other features, we can increase employee engagement, knowledge retention, and completion rates.
- CAREER DEVELOPMENT: by perpetual learning, workers can make sure their skills and abilities are meeting the changing needs of their current roles, incorporating new tools and knowledge for possible future roles, and encourages employees to learn and develop professionally by reassuring them that their employer values their willingness to learn.
- SOCIAL COLLABORATION: by promoting a collaborative learning environment, employees can leverage the expertise around them to get the exact information they need and quickly apply it to the task or goal at hand. This can be done through discussion boards, polls, work-related groups, or simply by contacting a colleague
- KNOWLEDGE SHARING: sharing knowledge at work can enhance creativity, improve knowledge retention, and reduce information barriers between departments.
- SUCCESSION MANAGEMENT: the ability to identify skills and competencies that next-generation employees will need to succeed in key positions, and then use systems to transfer that knowledge and shorten learning curves, can help companies prepare a pipeline of future leaders.
- BUSINESS IMPACT MEASUREMENT: a more effective learning measurement system can be implemented in an organization’s effectiveness and business impact, allowing them to prove the ROI of their training programs, which can lead to better business performance and goal achievement.
Once you become aware of the benefits of perpetual learning here are some suggestion to help your organization creates the right environment that will help you to take your business to the next level:
- Passionate Leaders: leaders should become passionate and enthusiastic learners to motivate others into becoming lifelong learners and trying new solutions and ideas.
- Personal development goals: setting personal development goals for mastering certain areas, or acquiring knowledge that will help the organization, can be a good way to foster self-learning responsibility. Let employees choose areas they are interested in learning more about, rather than imposing a specific topic on them. The knowledge they need must be acquired through self-motivation
- Become an expert: employees should be encouraged to become knowledge experts in their fields. Provide them with the opportunity to become the go-to person for all questions. Let them share their wisdom, for example, in the company blog, newsletter, or in the LMS Coach&share. They’ll be encouraged, and will encourage other employees to share their knowledge as well.
- Create learning task forces: organize employees into task forces to learn more about an issue, a process, clients, and competitors. Consider sharing it with others. It will improve the efficiency of teams, encourage other employees to follow suit, and reinforce the process of continuous learning.
Now that you have the necessary knowledge, the question to ask is:
Is your organization prepared to deliver perpetual learning to your employees?
Building a culture of perpetual learning and development requiresalso an intelligent learning tools. As Docebo®’s expert, Apprendere will help your organization and your employees learn more, connect deeper, adapt faster, and perform better through intelligent Cloud LMS platform designs to create beautiful learning experiences that are tailor-made for your use case to help you deliver engaging, continuous, and personalized learning and development experiences that will drive your business impact.
I hope this helps you on your journey to establishing a perpetual learning culture!
What about you? Are you already a perpetual learner? Is your company deliviring perpetual learning? And which changes have you noticed? How well did it work?
Please feel free to share in the comment session your thoughts, ideas, and experiences, we are more than happy to learn from you!
Also, learn more about our customized dashboards in the video below.
For more information, please contact us at info@apprendere.eu or check our website www.apprendere.eu
Thank you for visiting and see you in the next article!
Transform Your Learners’ Experience: Build a Map that Encourages Discovery, Coaching, and Knowledge Sharing
Ask yourself this question: “How did you learn to do your job?”
Perhaps you are part of a large company and have received onboarding materials or completed some courses. However, if we are being honest, much of what you know now has likely been taught to you by one or more experienced colleagues. In the end, you probably turned to them for guidance and learned the most from their knowledge and expertise.
There is an enormous amount of knowledge that lies beneath the surface, passing from one person to another. Just imagine if there was a single platform where everyone in your company could share this knowledge and where it could be stored for future reference.
This is where Docebo Discover, Coach, and Share come to your aid. With these tools, you can easily access and share knowledge with your colleagues, making it easier to learn from one another and grow together as a team.
The “70-20-10” model, created by researchers M. McCall, M. Lombardo, and R. Eichinger, suggests that 70% of training occurs through experience and sharing, 20% through learning from others, and only 10% through formal training such as structured courses. This underscores the importance of a well-structured social learning experience.
Implementing such an experience can keep your employees engaged in the company’s learning ecosystem and reduce the workload of the Learning and Development team in creating content tailored to each user on the LMS. By encouraging social learning and knowledge sharing among employees, you can help foster a culture of perpetual learning and improvement within your organization.
As an LMS administrator, the first thing we suggest is to carefully plan the entire social learning experience. You may want to involve your Marketing and Communications team in the creation of an editorial plan that explains the changes employees will see on the platform and introduces them to this new feature.
By proactively communicating with your employees and explaining the benefits of social learning, you can encourage participation and ensure a smooth transition to the new system.
Here are some additional suggestions you may want to consider:
- Use Channels to share informal content such as videos, links, and PDFs. Docebo Discover, Coach, and Share settings allow you to choose which sources can be shared on your channels, preventing unwanted content from appearing on the platform.
- Choose a specific topic for each channel. Consider selecting topics that employees have expressed interest in or that you believe are relevant to them and not covered by formal content.
- Start with a small number of channels (e.g. 3 or 4) to help employees become familiar with the new tool and to allow for easy monitoring of the social learning experience.
For each channel, it’s important to identify at least two or three experts who can address any questions that your employees may have. Having multiple experts ensures that questions are always answered promptly and that there is always someone available to provide assistance. This can help reduce response times for end-users and prevent questions from being left unanswered.
Collect feedback from the individuals who are using the new feature can be an effective way to improve and refine the social learning experience for your employees.
Creating a well-structured social learning experience requires a lot of effort and planning. At APPrendere, we have extensive experience in developing social learning experiences with Docebo Discover, Coach, and Share. Our team of experts is dedicated to helping you develop your project and ensuring that learning remains at the heart of everything you do.
If you’re looking for guidance and support in creating a social learning experience that engages and empowers your employees, don’t hesitate to reach out to us. We’re here to help you every step of the way.
For more information, please contact us at info@apprendere.eu or check our website www.apprendere.eu
Thank you for visiting and see you in the next article!
Is Perpetual Learning part of your business strategy?
“A man who asks is a fool for five minutes. A man who never asks is a fool for life.” — Chinese Proverb
As we mention in the article ‘’ Learning Is No Longer An Option’’:
Perpetual learning is a set of cultural values and a state of mind that enables employees to enhance their skills and knowledge at their own pace through a personalized development design. It empowers employees to perform effectively and adapt to changes in the workplace.
In other words, Perpetual learning is the “ongoing, voluntary, and self-motivated” pursuit of knowledge. It could be for either personal growth or career advancement. It is the constant learning of new concepts, unlearning of redundant concepts or ideas, and relearning of the latest knowledge or information.
WHY MORE COMPANIES ARE CHANGING TO PERPETUAL LEARNING?
According to the World Economic Forum’s Future of Jobs Report, 50% of all employees will need reskilling by 2025.
Moreover, employees are more likely to stay with a company that offers reskilling opportunities. As reported by a LinkedIn 2022 Workplace Learning Report, 94% of employees would stay with a company longer if it invested in their career development.
In fact, the popularity of employee development is increasing more and more. Over half of the organization now agree that upskilling and reskilling are partially employers’ responsibilities. Employees that are not challenged to improve and progress may well be left behind or experience turnover/retention.
HOW PERPETUAL LEARNING IS IMPACTING THE WORKPLACE?
“Those people who develop the ability to continuously acquire new and better forms of knowledge that they can apply to their work and to their lives will be the movers and shakers in our society for the indefinite future.” — Brian Tracy
Perpetual learning impacts today’s workplaces on four levels: personal, individual, professional, and organizational.
ON A PERSONAL LEVEL: perpetual learning refers to the continuous expansion of skills and skill-sets (the knowledge, abilities, and experience needed to perform a job) through learning and increasing knowledge. The need to adapt both professionally and personally as life changes are as real as the changes themselves.
ON AN INDIVIDUAL LEVEL: perpetual learning is defined as the daily practices an individual employee undertakes to continue increasing knowledge, such as:
- Asking for help when something is not understood,
- Observing more experienced employees at work,
- Trying new ways to do tasks and exploring alternative methods,
- Practicing what has already been learned,
- Finding ways to improve, such as taking training programs or online seminars outside of work.
ON A PROFESSIONAL LEVEL: perpetual learning is about further expanding a skill-set (the knowledge, abilities, and experience needed to perform a job) in response to a changing work environment and new industry developments.
ON AN ORGANIZATIONAL LEVEL: perpetual learning guides teams to adapt to changes in the business environment. This is important because the ever-changing economic climate demands that organizations are up-to-date with the latest knowledge, and also be flexible and easily adaptable to business advances.
In conclusion, perpetual learning is a critical element for personal and professional growth in the modern world. With the rapid pace of technological advancement and the changing nature of work, individuals who are committed to continuous learning will be better equipped to adapt and thrive in the face of uncertainty. By embracing a growth mindset, seeking out new knowledge and experiences, and continuously challenging themselves, lifelong learners can unlock their full potential and achieve their goals. So, let us commit ourselves to the pursuit of perpetual learning, and embrace the opportunities that come with a lifetime of intellectual curiosity and exploration.
To foster a culture of perpetual learning and development, it’s important to leverage intelligent learning tools As Docebo®’s expert, Apprendere will help your organization and your employees learn more, connect deeper, adapt faster, and perform better through intelligent Cloud LMS platform designs to create beautiful learning experiences that are tailor-made for your use case to help you deliver engaging, continuous, and personalized learning and development experiences that will drive your business impact.
I hope this helps you on your journey to establishing a perpetual learning culture!
some question for you!
- What are some strategies you can use to cultivate a mindset of perpetual learning in yourself and others?
- How can organizations encourage employees to prioritize perpetual learning and development, and provide opportunities for them to do so?
Please feel free to share in the comment session your thoughts, ideas, and experiences, we are more than happy to learn from you!
Also, learn more about our customized dashboards in the video below.
For more information, please contact us at info@apprendere.eu or check our website www.apprendere.eu
Thank you for visiting and see you in the next article!
How to Set Up the Managers and their Teams via CSV File
Often, out of necessity and for convenience, we find ourselves using the csv file to import users into the platform, so why not use them to create managers and their teams within the platforms too?
Let’s see together how to make the procedure as easy as possible by following these simple tricks.
First thing first, what is a manager?
In the Docebo platform, a manager is a person in charge of a team (or multiple teams).
You can create up to ten different types of managers according to your needs; a single user may be more than one manager simultaneously.
The manager does not depend on a level, so a manager could be an admin, a power user or even a normal user.
What you need to know to create your csv file
You probably know that with csv files it is possible to import a large amount of data.
In Docebo some fields are case sensitive, therefore the information in the csv file that you want to import must be reported in a precise format or match exactly what is present on the platform; for instance, the branches must be written exactly as they are in the platform, therefore with any capital letters, underscores, spaces, and so on.
When you want to create the manager/team structure, you need to pass three info:
- Which user is the manager;
- Which type of manager this user is;
- Who are the team members.
According to the Docebo guidelines, once you’ve decided all the managers you’ll need, you can import them using a csv file;
In Docebo there is a particular field “Is Manager” and it is a yes/no field.
Whether a user is a manager or not should be inserted as the first information; because Docebo background job reads the csv file from top to bottom and so first it creates a manager and then the relations among the users.
To make the procedure smoother, the best solution is to create two separate csv files: in the first one, you may put the username and the “Is a manager” field, and in the second one you establish all the connections.
How to structure your csv file
Let’s get practical! In order to complete your manager/team creation via CSV file, as we said, you need to create two different files to upload.
In the first one, you’ll need a column for the username and a column for each type of managers that you want to create (below an example)
In the second one, you will establish the connections between manager and team members.
For instance: Jane is the “Manager type 1” of John and John manages a team of his own.
If you want Jane to see her team and also John’s (in this case Mary), John needs to be a “Manager type 1” too. Below you can see how your CSV file should look like to achieve this configuration:
We hope that this article helped you learn more about manager creation via CSV file in Docebo. If you have any other tips or tricks, share it with us, we’re keen to read you!
Also, learn more about new web application for the massive download of certificates fully integrated with docebo LMS in the video below.
https://www.youtube.com/watch?v=Qx17y2OP3us&t=3s
For more information, please contact us at info@apprendere.eu or check our website www.apprendere.eu
Thank you for visiting and see you in the next article!
