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Top Articles of 2025

Recapping our Top Articles from 2025

As we enter the new year, let’s recap our top articles from 2025!

ArcLab’s approach to learning and development centres around the principal of effective mobile and nano learning, specifically tailored for the deskless and frontline workforce. Good digital learning must be mobile-first, bite-sized (10-15 minutes per module), and available on-demand to seamlessly integrate training into the flow of work. These articles focus on strategies and tips that L&D managers can implement to create effective workplace modules, and enhance overall learning experiences for their staff.

1. 9 Best Practices for Creating Effective Digital Learning Experiences

We’ve all been there – staring down at a massive training document, wondering how to turn it into something your learners will actually absorb. In today’s fast-paced business world, effective digital learning is more than a checkbox – it’s the key driving force for organisational productivity and competitiveness. Last year, ArcLab hosted a User Clinic inviting Martin Goh, a consultant from Deloitte Learning Solutions as the guest speaker, who shared his ultimate guide and tips (tried & tested!) for L&D success.

The sharing follows a systematic guide: always start by identifying the core business problem and tailoring the solution to your specific audience. Once you’re in the design phase, prioritise a value-first approach, use compelling content hooks, and follow the 10-15 minutes rule to ensure content is digestible. Incorporate real-world scenarios and ensure your assessments perfectly match learning goals. Finally, don’t overlook the User Experience (UX) and remember that genuine engagement goes beyond surface-level interactivity; make continuous improvement a habit by routinely collecting feedback!

Read it again here. 

ArcLab User Clinic 2025

2. Your Guide to Creating Better Training Materials

Don’t let the pressure of constantly creating fresh, engaging training content weigh you down! This guide from ArcLab dives into how you can strategically leverage GenAI significantly elevate your module creation process without sacrificing quality.

Think of GenAI as a collaborative assistant (not a replacement) that handles the heavy lifting, from brainstorming initial module outlines to summarising dense material into mobile-friendly chunks, and even creating assessment questions. The secret to success lies in mastering effective prompts: be specific, provide relevant context, and be ready to refine the output until it’s perfect. When you pair this AI-assisted content creation with a robust assessment strategy—using diverse formats like MCQs, open-ended questions, and interactive screens—you empower L&D managers to produce quality learning modules that truly enhance workforce performance.

Read all about it (and get your free guide to prompt writing) here!

ArcLab SmartTransform® document upload feature

3. Anti-cheating in the Workpalce

As digital training becomes the norm, L&D managers are facing a growing challenge: ensuring employees genuinely learn and don’t resort to cheating, which can undermine training effectiveness and even compromise workplace safety.

The solution isn’t just advanced software, but a strategic combination of ethical culture and smart assessment design. Implement monitoring protocols like in-person invigilation to deter misconduct, and most critically, design meaningful assessments that require application and critical thinking over simple recall. Leverage ArcLab’s platform features like question randomisation, diverse assessment types (MCQs, open-ended, reorder), and set strict time limits. By consistently refreshing questions and focusing on high-stakes skills assessments rather than low-stakes memorisation, companies can foster a culture of integrity and ensure genuine, effective learning.

Read it again here! 

Thank you for reading!

We’re preparing for 2026 with even more robust resources and exciting new platform features.

We are committed providing our customers with the business tools to make workforce upskilling fast and frictionless. We trust that our articles and resources will continue to be invaluable to you as you enhance your organisation’s productivity.

Cheers to a successful 2026!

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Your Guide to Creating Better Training Materials

Module Creation with GenAI

Generative AI (GenAI) is quickly becoming an indispensable tool for L&D managers, offering an effective and cost-saving way to meet the ever-increasing demand for fresh, engaging training content. This guide will show you how to strategically leverage GenAI to elevate and accelerate your content creation without sacrificing quality. 

Practical Tips on Using GenAI to Create Training Materials for your Workforce

Think of GenAI as your collaborative assistant, not a replacement – use it to handle the heavy lifting, while you focus on AI-proof tasks like strategic design and enhancing overall learner experience. 

1. Brainstorming and outlining: Not sure where to start when creating a module or simply facing a writer’s/creative block? Use GenAI to generate an outline for a specific topic or learning objective. It is important to that the prompt given is clear and specific to optimise the results generated.

Prompt example: “Create a learning module outline for F&B staff on excellent customer service. Focus on handling complaints, appropriate behaviour, and upselling techniques. Include learning content, case studies and assessment questions.”  We will cover the tips on writing effective prompts in the next section.

2. The first draft: Once you have the outline or main points, feed it back to GenAI to generate information that substantiates, elaborates and expands on each point. This extra information generated can be used as explanations, case studies or examples, saving you a significant amount of time taken for research and development.

Prompt example: “Expand and elaborate on the point: De-escalating a complaint about an unsatisfactory customer experience. Include the necessary steps to take and provide a short scenario-based case study.”

3. Summarise and condense content: Alternatively, if you have existing lengthy training materials, use GenAI to repurpose the information by summarising key learning points and concepts into bite-sized, mobile-friendly chunks. This is especially applicable to mobile learning platforms like ArcLab, with AI-assisted features like ArcLab SmartTransform®. This feature allows users to upload an existing training document (supports all major file types) to create an entire training module in a matter of seconds. 

ArcLab SmartTransform® document upload feature

4. Generate case studies and scenarios: To reinforce learning concepts, use GenAI to generate plausible examples tailored to specific roles and the corresponding “dos & don’ts”. Furthermore, to foster critical thinking and problem-solving skills, use GenAI to research and generate relevant case studies.

5. Generating assessment Q&A: Of course, scenario-based learning is insufficient to support all rounded learning. Use GenAI to generate relevant quiz questions using various assessment methods based on the content covered. We will cover the use of appropriate assessment screens in section 3 of this blog. 

Tips on Effective Prompt Writing

The quality and accuracy of the GenAI output is dependent on the quality of your input. To ensure satisfactory generated results, it is important to grasp the strategies to write an effective prompt.  

1. Be specific and clear: Be clear and concise when stating the learning objective, topic, target audience and format. Remember – the more vague your prompt is, the more generic the results will be.

Prompt example: “Create a module to train (learning objective) my on-site construction workers (target audience) on safety measures and protocols to observe when working at heights (topic). Include learning content, case studies and assessment questions (format).”

2. Give relevant context and limitations: If possible, reference existing material to provide the AI with background context, so that more personalised and relatable content can be generated. This information can come from your company’s website, industry-specific guidelines/regulations, or a role-specific job description.

Prompt example: “With reference to Workplace Safety and Health (Work at Heights) Regulations 2013 enforced by MOM (context), provide a bullet-point list (format) of the necessary guidelines and measures for construction workers to adhere to.

3. Refine: Satisfactory results may not be delivered on the first attempt. Use GenAi’s output as a first draft, then prompt the AI for further elaborations and amendments. Be specific about the areas that you want to revise as well!

Prompt example: “Elaborate on the steps taken by a F&B staff to de-escalate a customer complaint about an unsatisfactory meal. Give a scenario and include the appropriate response to be taken.”

Using Appropriate Assessment Screens

Good learning content contributes to only half of an effective learning module. The assessment component is essential to ensure that your learners understand the material covered. Here are various assessment screen types (used for different assessment goals and methods), and how ArcLab supports them:  

1. MCQs/ True or False Questions: Quick checks for comprehension on basic concepts. ArcLab MCQs screen consists of various customisable settings such as – display media, time limit, number of options, randomise options, question type (quiz/ poll), and answer explanations. 

Prompt example: “Generate a multiple choice question with one correct answer and three plausible distractors based on this concept.”  

ArcLab MCQ quiz settings

2. Open-ended/ Short Answer Questions: Encourages critical thinking and elicit detailed responses from learners that provide deeper insights on their level of understanding. ArcLab’s auto-grading feature allows the system to grade learners’ responses based on the correct/incorrect/alternative keywords input by the learning designer. This reduces the need and time taken for manual grading. 

ArcLab OEQ's auto grading feature

3. Interactive drag-and-drop: Applicable for visual learners. ArcLab’s Reoerder screen assessment reinforces sequence-based learning, while the Unscramble screen adds a fun twist to test learners on key words. Try it out for yourself! 

ArcLab's Reorder screen

Gen-AI should not replace the work of L&D managers.  But rather, when used strategically, assist them in creating more engaging and relevant learning modules. By leveraging on GenAI’s potential, accompanied by powerful AI-assisted features on ArcLab’s module creation platform, L&D managers can produce quality learning content and enhance overall performance of the workforce.

Start Creating Training for Free

Download your free guide on Writing Effective Prompts

Download this FREE one-pager guide to find out more about how to write effective prompts using GenAI. 

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ArcLab 2025 Round up

The AI Advantage

2025 was a productive year in developing ArcLab’s Generative Artificial Intelligence (GenAI) features. GenAI has revolutionised the creation process of training content, significantly boosting efficiency and personalisation. These tools can automate tedious and time-consuming tasks like drafting learning modules, generating assessment questions, and summarising large amounts of training content, allowing L&D managers to focus on other in-person tasks. Furthermore, L&D managers can use AI to tailor learning content to individual learner needs and the organisation’s training goals.

This results in more efficient training creation process, and more engaging, relevant and effective training programmes.

Image from Unsplash

ArcLab 2025 Round Up

Here’s a quick recap of the features that we have enhanced and launched in this past year 🚀

SmartTransform® AI Reloaded – GenAI for training Creation

Increase your training curation & creation output and efficiency!

With ArcLab SmartTransform® AI, you can create modules and quizzes instantly by uploading an existing SOP document or training manual (all major file types are supported), and entering a prompt (just like you would in ChatGPT or Gemini).

Check out our step-by-step guide here. 

ArcLab SmartTransform®

SmartTranslate™ AI Reloaded – Create Multi-language Training

Let your learners consume training in the language(s) they know best!

ArcLab SmartTranslate™ AI empowers you to automatically translate your modules and Question Bank MCQs (new feature for ArcLab Pro customers only) into any language in a matter of seconds. This allows learners to consume training in their native languages, breaking down any language barriers that may hinder effective training. 

Check out our SmartTranslate step-by-step guideere, and a sample module.

ArcLab SmartTranslate™

SmartMedia AI – Create Training Media in seconds

A picture paints a thousand words!

ArcLab SmartMedia lets you create contextually-appropriate media for your training modules with a simple prompt. No more expensive photoshoots or cutting & pasting from other apps. Prompt directly in ArcLab and iterate the media such that it best fits your learners. 

Learn more about SmartMedia here. 

ArcLab SmartMedia™

SmartVoice AI – Text-To-Speech / Voiceovers

ArcLab SmartVoice AI is our newest feature that also increases your training’s accessibility and inclusivity.

Our text-to-speech voiceover function auto-generates any module text into audio narrations, allowing auditory learners to consumer training content more effectively. Equipped with several toggle functions (speed, repetition, etc.), SmartVoice allows leaners to consume training at their own pace as well. 

Learn more about SmartVoice here. 

ArcLab SmartVoice

Collaboration and Efficiency

ArcLab Pro+ Shared Workspace

Another feature that we introduced exclusively for our ArcLab Pro customers is ArcLab Pro+.

Think of it as a Google Drive / Microsoft OneDrive equivalent.  ArcLab Pro+ is a collaborative platform that serves as a shared workspace, allowing multiple Builders within an organisation to jointly develop and administer ArcLab modules and manage a common pool of learners.

The primary purpose of Pro+ is to optimise subscription costs through centralised management while simultaneously decentralising the actual creation of training content and learner administration across different internal teams.

ArcLab Pro+ is also a much more secure way of collaboration within the organisation, compared with sharing one login and password across several Builders (this is very poor cybersecurity practice!)

Learn more about ArcLab Pro+ here. 

ArcLab Pro Plus

Automated Learner Reminders

Automate module completion reminders for your learners (available for ArcLab Pro customers only) using ArcLab’s platform. This saves you the effort of manually following up on learners that have yet to complete their assigned modules. You can set the reminders for individual modules or entire folders, and customise the time intervals/ repetition of the reminders.

Check out our step-by-step guide here. 

Setting up reminders for individual modules

Lastly, we would like to round off 2025 by extending our deepest gratitude to you. We are incredibly proud to support your training goals and look forward to continue building the best tools for you.

We wish you a joyous holiday season and a prosperous New Year!

Sincerely,

The ArcLab Team 

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Anti-cheating in the workplace

Anti-cheating in the workplace

Cheating among learners in workplaces has become a growing concern, especially as organisations adopt digital training approach and initiatives. While workplace learning is designed to foster growth and development of employees, some employees may choose to resort to dishonest and unethical work practices such as copying of answers, or having others complete the assessment for them instead. These behaviours can in turn compromise the effectiveness of such training programmes, leading to poor on-site workplace performance, and in more serious cases, breaches of safety. Hence, addressing such complications requires proper measures to be put in place.  

Companies can implement a combination of policies as well as cultural and ethics strategies to counter or minimise cheating among learners in digital workplace training environments. 

1. Assessment protocols and monitoring system 

In-person invigilation or setting up of webcams (or CCTVs) can be implemented during assessments in a controlled environment to deter any misconduct among learners. This also provides evidence if any misconduct or cheating is suspected.

2. Fostering a culture of integrity in the workforce 

Often times, employees behaviours, culture and values are cultivated from Day 1 of joining the company. Hence, it is important to encourage employees to take accountability and be in charge of their own learning and growth, and practice honesty even when carrying out daily tasks. 

3. Diverse assessment types and design  

As L&D managers, another way and the most effective way to deter cheating among learners is through assessment design. With the diverse number of mobile training platforms available, relying on good instructional design and leveraging its built-in features are essential, rather than opting for advanced protocol softwares.

ArcLab, is one of such platforms for mobile and nano learning. While it offers assessment features, it is not primarily marketed as a high-stakes exam protocoling tool. Below are some ways in which L&D managers can successfully utilise ArcLab by combining its features with general best practices for online assessments. 

Leveraging ArcLab's features

Diverse Assessment Types 

ArcLab offers various assessment screens, including: 

  • Multiple Choice Questions
  • Multiple Select Questions
  • Open-Ended Questions
  • Reorder questions
  • Word Unscramble 

Using a mix and putting a timer on the questions can make it more challenging for learners share or copy answers with each other.

Question Bank and Randomization (for MCQs)

ArcLab has a Question Bank feature for Multiple Choice Questions. This allows you to:

  • Bulk upload a set of different MCQs.
  • Serve different questions to different learners. This is a key anti-cheating measure, as it allows each learner to have their own unique test version.

NanoCredentials

ArcLab allows you to award digital achievement badges (NanoCredentials) for completed modules. While this does not serve directly as an anti-cheat measure, it can be part of a broader strategy to encourage ernest learning and achievement.

Geofencing

ArcLab offers geofencing capabilities to restrict module access to specific locations. This can be useful for in-person training or assessments as it ensures that learners are present in a specific physical area to access the content or complete an assessment.

Secure Access

ArcLab modules are accessed through unique logins automatically-generated by the platform, which helps ensure that only authorised learners can participate.

Learner Analytics 

The Learner Analytics Dashboard can help you track learner progress and effectiveness. While not a direct cheating detection tool as well, it can be used to detect inconsistent progress, similar responses or unusual completion times, which can in turn raise flags for further investigation.

General best practices & tips

Design Meaningful Assessments

  • Questions should focus on application, not just recall/facts: Instead solely relying on memorisation, formulate questions that demand critical thinking, problem-solving, and application of knowledge and concepts. Questions that require situational analysis or individual viewpoints and responses are harder to cheat on.
  • Open-Ended Questions: These are more difficult to cheat on with simple copy/paste methods or pre-written answers.
  • Personalised Questions: Wherever deemed suitable, tailor questions to learners’ personal experiences or ask questions that apply to their specific job scope.
  • Vary Question Order and Answer Choices: Even without an exclusive feature for randomising questions, manually shuffling the question and answer options order across different versions of a module can deter cheating and copying of answers. 
  • Frequent, Low-Stakes Assessments: Instead of one high-stakes exam, assessments can be split up into various frequent, smaller quizzes. Low-stakes assessments generally reduces the pressure on the learner to cheat on any assessment.

Time Management

  • Set Time Limits: Set reasonable time limits on questions to prevent learners from having sufficient time to search for answers online or discuss with one another. 

Content Security

  • Regularly Update Questions: Avoid recycling the same questions over various learner groups. It is important to regularly refresh the question bank so that each group of learner gets a new set of questions.
  • Avoid Publicly-Available Answers: Avoid using questions and answers that readily accessible from the internet or online forums. Instead, tailor the questions to your specific company or industry. 

It is essential to put measures in place that encourages honesty in the workplace, especially as business are becoming more and more reliant on digital training. By enforcing general best practices while leveraging on ArcLab’s features, companies will be able to create a learning environment for effective and genuine learning. 

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9 Best Practices for Creating Effective Digital Learning Experiences

In early April, ArcLab hosted our first User Clinic of 2025, with Martin Goh, consultant at Deloitte Learning Solutions as our esteemed guest speaker. Martin delivered an insightful session on best practices for creating effective digital learning, drawing from his extensive experience in the field. The webinar brought together L&D managers, industry trainers and leaders from across multiple countries. In addition to the valuable sharing session, Martin was joined by ArcLab’s CEO, James Chia, for a thought-provoking Q&A session that sparked meaningful dialogue and practical takeaways for all attendees. 

In today’s fast-evolving business landscape, digital learning has become more than just a trend- it’s a vtial part of how companies grow, adapt and stay competitive. When done well, digital training can siginificantly boost employee productivity, engagement and performance. For L&D managers and trainers, understanding and applying best practices in digital learning design can help create high-quality digital learning experiences that is not just about delivering information –  but doing so in a way that saves time while using resources effectively.

Top tips to level up your training content

During his session, Martin shared several practical strategies that can be readily integrated into existing corporate training and learning materials. For those who were unable to attend, this blog serves as a summary of the key insights – valuable takeaways that may be highly relevant and applicable to your organisation’s learning goals. 

Tip #1: Determine the problem and identify key audience 

Before diving into the design of any learning solution, it is essential to evaluate two key considerations: whether training is the appropriate response to a specific business challenge, and whether the solution is aligned with the needs of the target audience (your learners).  

Tip #2: Use of content hooks 

Moving into the design phase, a key element to consider are content hooks, which are short, compelling phrases designed to capture the attention of the learners and spark engagement. 

Tip #3: Value-first approach

Structuring content by beginning with the “why” allows learners to understand why a topic matters and is of relevance to them. Naturally, learners become more engaged, receptive and motivated towards the learning content. 

Tip #4: 10-15 minutes rule 

To ensure the learning content is digestible, keep one learning module to 10-15 minutes to ensure optimal knowledge retention.  

Tip #5: Match assessments to learning objectives/ outcomes 

To determine learners’ understanding of a certain topic, the correct assessment methods must be used. 

Tip #6: Incorporate real-world scenarios and case studies 

Scenario-based learning resonates strongly with adult learners, as it can reinforce practical application and real-world relevance.  

Tip #7: Keep in mind the User Experience (UX)!

Key elements like font size, colours, and visual layout play a significant role. When poorly applied, they can impact the overall learning experience and hinder learner engagement. 

Tip #8: Interactivity does not equal engagement 

Effective learning design should go beyond surface-level interactivity and focus on creating experiences that are engaging 

Tip #9: Continuous improvement is key 

Conduct routine pilot tests, collect feedback from your learners to constantly improve the learning experience.  

For a more in-depth look on Martin’s presentation, the full User Clinic session is now available for viewing here. Feel free to check it out!   

Designing digital learning experiences can initially feel overwhelming, given the many possibilities and considerations involved. However, with the advancement of technology, organisations now have access to a wide array of tools and platforms that support the development of effective, tailored digital training modules – making it easier to meet both learning and organisational needs. 

ArcLab is a user-friendly mobile learning platform designed to simply the creation, delivery and tracking of workforce training. Training modules can be easily customised to align with specific learning objectives, making it adaptable to various organisational needs. Equipped with a comprehensive range of features – including AI powered tools, ArcLab empowers organisations to effectively bridge knowledge and training gaps of learners across the workforce. 

Try it for free!

Alternatively, you can request for a demo if you are unsure how to get started and we will guide you along! 

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The Ultimate Guide to Training F&B Staff (updated)

Editor’s Note: ArcLab works alongside Experts and Training Providers to help businesses upskill workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

We’re glad to co-author this article with Lauren Wan of Passioneat Hospitality, a hospitality driven consulting company motivated to ignite lasting memories for teams and guests using the power of culture-based training and positive leadership to create consistently excellent experiences.

* This blog is an updated and edited version. For the original version, visit here. 

The Biggest Asset of your F&B Business

A trained workforce is the biggest contributor to the success of your F&B Business. 

Be it front-of-house or back-of-house, well-trained staff make your business operations smooth as butter (pun intended). Customers are attended to promptly, orders accurate and well-cooked, and your staff creates an excellent experience that delights your (returning) customers over and over again.

Returning customers means higher and more consistent topline. So it’s absolutely crucial to train your staff – to achieve more for your business. Better trained staff also means reduced turnover rates, and increased employee satisfaction. 

Yet despite all the acknowledged benefits of training our workers, 56% of Singapore F&B operators alone indicated hiring and training as a key pain point they faced (according to a survey done by Skale Today.)

It is perhaps understandable given the lack of time, resources, and manpower, a perennial problem in the Food Services industry. 

The positive impact brought about by training is no secret, regardless of which industry your business operates in. More operators are leaning into the benefits that investing in their teams can bring, especially as the workforce increasingly views training as a sign of a good employer.

How can F&B operators leverage these insights and provide training that enriches both their business and their teams?

Training your F&B Workforce

F&B training can be divided into two main categories – (1) onboarding, and (2) ongoing training and support, both of which have very different objectives.

Onboarding and induction programmes typically offers the following:

  • Sense of confidence with the product, brand, and company values
  • Compliance with health and safety standards
  • Faster competence with guest service
  • Acknowledgement of operating procedures

Digitising certain aspects of onboarding allows you to:

  • Engage and excite your new hire before their first day
  • Make the best use of downtime when your on-the-job trainers are occupied with other tasks
  • Ensure consistency between different trainers and locations
  • Allow access to training content in multiple languages

Where digital training can really shine is with ongoing training and culture support, because it allows you to create rhythm and repetition that is essential for developing a strong culture and high levels of consistency and accuracy.

Case Study

One of Passioneat Hospitality’s clients is a multi-concept Japanese restaurant group. We created interventions for Day 0, Day 1, Day 7, Day 30, and Day 90 so that new hires would feel  welcomed and supported. 

We made use of various mediums to ensure information was consistently shared and recalled by the new hires.

Information Cards

We used static cards to convey operational information like uniform and grooming standards, floor plans, and menu items and company information like Who Am I? introductions so that new hires could learn names and faces more easily, along with fun notes about each person in the team.

Videos

We harnessed videos for demonstrating procedures, especially for the kitchen team, so they could see preparation methods, presentation standards, and hygiene integrated in one shot, which is particularly helpful for action learners.

Quizzes

Multiple choice questions help to test retention quickly and develop a sense of personal ownership over information and agency for closing any knowledge gaps.

Check-ins

We complemented the digital with scheduled in-person check-ins with leaders at various levels of the organisation to ensure that new hires truly felt supported.

Approaches to F&B Workforce Training

While there are many approaches to staff training, some work particularly well in F&B and in tandem with digital training.

Peer-led training

Digital training often features best practices and ideal scenarios, when coupled with real, on-the-ground implementation that is consistent with what is advertised in the digital learning space the learner feels a sense of security and trust with the organisation.

Project-based learning

Allowing your team to engage in their own learning within their area of curiosity has great benefits for their personal development and contribution to your business. You can use digital tools to set up the project process with an overview of the guidelines, support available, tips for success, and preferred reporting back formats.

Developing online content can feel overwhelming at first, but if you keep these tips in mind, you’ll be able to maximise your online learning space:

  1. Keep it light and fun – the digital content we consume is filled with entertainment. No one wants to engage with a text book that has been split into dozens of small screens. Use all kinds of media to drive your learning objectives – make your content dynamic, moving, and interesting
  2. Mimic reality – don’t worry about making sure everything feels like a hollywood production. While professionalism is important, being fixated on being overly polished is often hurtful. Tap on your team to share their experiences, best practices, and stories of what it’s really like to work at your company. Creating too much of a divide between the online and offline worlds will create a disconnect for your team member and result in disengagement
  3. If you cover everything, you’ll cover nothing – how much can we really remember? If we’re being honest, it’s not much. Keep things that can be looked up optional so they can be used as and when they are needed. Understand the importance of being selective on the mandatory parts of your onboarding and ongoing training content and emphasise the how and why of your business
  4. Remember that training doesn’t exist in a vacuum – training is vital and accomplishes an important role – it helps us know what we don’t already know. However, there are two equally important pieces of the puzzle that also need to be addressed to create consistent, high-quality guest experiences – operational culture and performance management. It’s important to place equal value on all three parts, otherwise you’ll end up with a sophisticated training program that either collects dust on a shelf or is scanned through once and never actioned upon.
Related: Read more about Digital SOPs for your workforce – step-by-step manuals that instruct your kitchen staff and food servers on basic procedures for different tasks

Incorporating Mobile Learning

Training should continue for the entirety of your staffs’ employment journey. As pointed out above, ongoing F&B Staff Training improves your workers’ skills and productivity, contributing to better business performance.

As your F&B staff grow into their roles and get promoted, their training needs will also change, as there are now new and higher-level knowledge and skills that they need to be trained in.

Hence, there’s a need for your F&B Business to invest in a system to manage training for different staff in different roles and at different career stages. A good training technology platform will be useful for your organisation to do this.

There are some excellent training tools in the market that complement instructor-facilitated training described above, and workplace learning.

ArcLab is one such innovative training tool that allows you to create, distribute and track Food and Beverage Training for your workforce, fast & easy.

While there are other tools around, one crucial advantage: ArcLab is built for the Deskless Workforce, which comprises virtually all of the workers in your F&B business. In this way, you do not implement a clunky training system which is difficult to onboard for your L&D / Ops / HR administrators and high-friction for your workers to learn how to use – posing unnecessary barriers in their training.

Instead, the ArcLab platform is simple to use for administrators. Your L&D team uses the ArcLab Editor Dashboard to easily create training modules and distribute them to designated staff (your authorised learners). Best of all, ArcLab’s SmartTranslate feature helps you to create multi-lingual modules with the click of a button – to best suit your learners’ individual language preferences and competencies.

Your learners then receive a notification in their email of SMS inbox, and start their ArcLab training module via their personalised secure access link. Content is presented via text, video, pictures, infographics and other rich media, and tested via multiple choice, open-ended and other forms of questions / assessment.

Each learner’s progress is tracked and credentialed, and your L&D / Ops / HR administrators receive a top-level overview and dive into each learner’s detailed journey via ArcLab’s Learner Analytics.

"By breaking down the training into small, easily digestible modules that can be completed within short timeframes, ArcLab Nano-Learning offers convenience, flexibility, and engaging content. Our retail staff can now access this training tool at their convenience, anytime and anywhere, aligning with their busy schedules and enabling optimal learning experiences."
Polar Puffs & Cakes

Using AI to train your workforce in 2025

Artificial Intelligence (AI) is becoming a crucial tool for businesses (regardless of industry) to stay competitive while reducing costs. Incorporating AI into the training process creates personalised learning solutions that can significantly reduce both training costs and time spent on creating training materials. AI-driven training can also enhance staff skills, improve service quality and ensure consistency across all operations. 

According to a research conducted by POS platform Toast, restaurant owners are increasingly interested in implementing AI into their operations, with 48% recognising the importance to use AI for employee training. 

ArcLab SmartTransform® helps create effective training content in seconds. Cut back on the time spent on creating training by simply uploading existing training manuals into ArcLab’s platform, and let our AI-assisted feature do the work for you. ArcLab SmartTransform® will convert the training slides into bite-sized, interactive modules. 

Meanwhile, break down any language barriers with ArcLab SmartTranslate™. This AI-assisted translation feature allows you to create training modules in multiple languages, to enhance learner understanding by allowing them to train in their native languages. 

“The AI-enhanced ArcLab nano learning platform allows the industry to scale a cost-effective solution in the shortest period of time to train a company’s workforce. Many more Malaysian firms can and should benefit from ArcLab’s solution to build productive teams and profitable businesses.”
Ahh-Yum by Kampong Kravers
Mr Ayub Ali - CEO

Invest in your F&B Workforce today!

Training your workforce is an important initiative that your F&B Business critically needs.

It’s simple to start, and your F&B Business can too. 

1. Get in touch with Lauren via Instagram (@passioneathospitality) or https://passioneathospitality.com for F&B training content and support. (PS. Read another guest piece by Lauren on Next Generation Training here.)

2. Start creating simple ArcLab digital learning modules for your workforce today.

 

Top Photo by Lefteris Kallergis on Unsplash

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HROnline Learning & Development Asia Conference 2024

On the 25th to 26th September 2024, ArcLab partnered with Human Resources Online for Learning & Development Asia 2024, held at Le Meridien Petaling Jaya, Malaysia.

Over the course of the two-day event, ArcLab (represented by our CEO James Chia) had the opportunity to connect and engage with over 150 key L&D decision makers, HR consultants, and training providers.

The event was lined up with speeches, panel discussions, breakout sessions and networking activities. Attendees also networked with industry peers while visiting the exhibition booths to find out more about the different companies and digital training solutions they have to offer for organisations.

Skilling your organisation’s employees is essential to enhance your workforce’s productivity and company’s profitability. Skilling programmes also provides employees with the opportunity for career growth and advancement, and is a talent retention strategy.

Keeping up with ever changing skill requirements and technological advancements may be a challenge for orgnanisations, and have become some of the prime concerns that managers face in L&D. Hence, L&D managers are also exploring new but proven methods that showcase how revolutionised learning can shape their businesses and organisations. This is where attending an event like L&D Asia is helpful to L&D professionals, to:

  • Learn new methods of upskilling to apply in our organisations
  • Gain new approaches to demonstrate learning’s business impact
  • Network with industry leaders & peers

ArcLab is committed to providing tailored training solutions for businesses seeking to revamp their current L&D organisation framework. ArcLab Enterprise is a one stop solution for managers – simply share with us your L&D concerns and leave the rest to us!

One more thing… we’ve a free L&D guide for you. Read the rest of the article and download it for free!

ArcLab at L&D Asia Conference 2024 (Malaysia)

L&D Providers and Solutionists at L&D Asia 2024

ArcLab was honoured to have shared our work and L&D solution with L&D professionals alongside our industry colleagues who provide their own unique solutions for organisations’ training and development programmes:

Coachology

Coachology consists of a group of expert consultants, facilitators, coaches, and trainers focused on providing strategies and methodologies for organizational development by employing a variety of approaches drawn from coaching, psychology, established leadership models, consulting frameworks, and neuroscience. Contact the Coachology team for proven programmes to upskill your managers and leaders.

(P/S: Coachology was also ArcLab’s immediate neighbour during the event. They are really friendly people!)

ArcLab CEO James Chia with Coachology founders Cristy Aphimonthol & Luke Salway

Here were the other organisations at L&D Asia 2024 (Malaysia):

GLOBIS Asia Pacific provides a variety of customized corporate training programs, leadership workshops, and strategic consulting services. By utilizing the knowledge of experienced professionals and advanced educational techniques, they enable individuals and organizations to thrive in an increasingly complex global business environment, fostering growth, efficiency, and enduring success.

StoryIQ collaborates with organizations to provide captivating courses that turn individuals and teams into effective data narrators.

Hong Bao Media is a communications consultancy founded by former CNBC television anchor and Gallup-certified Advanced CliftonStrengths® Coach Mark Laudi. They provide coaching for top business executives in executive presence, communication, and media skills at their specially designed TV studios located in Singapore and Kuala Lumpur.

Fish Camp Learning is a corporate training consultancy focused on leadership development, talent evaluation, and solutions for organizational growth. Backed by a team of expert coaches, consultants, and trainers, they provide solutions that meet the changing demands of the workforce.

Leadapreneur has been facilitating advanced upskilling for prominent organisations throughout ASEAN for more than 10 years. They specialise in creating innovative talent development programs that enable organisations to succeed in today’s fast-changing digital environment. 

eduCLaaS serves as a Pan-Asia Digital Skilling Platform designed to foster talent and business growth through CLaaS®  for an inclusive digital economy. They facilitate connections among higher education students, working professionals, businesses, employers and post-secondary institutions for digital upskilling, career onboarding, and encourage workforce progression in the digital space. 

Mango Training is a training and consultancy firm based in Malaysia. They have developed a variety of programs that emphasise on skills necessary for future leaders. Ranging from coaching to change management, they recognise the need for organisations to become efficient and adaptable, now more than ever. 

Kickstart your L&D journey

To help you get started on your organisation’s L&D journey and find out more about Mobile Learning, download this FREE playbook. 

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Learning Design for Deskless Training: How to upgrade your training materials

Who said learning had to be mundane, boring and repetitive? In a world that is constantly evolving, learning is the greatest tool to stay ahead and stay relevant. 

The 6 Principles of Learning Design was developed by Helen Bound, Arthur Chia, and Annie Karmel. It focuses on creating a learning framework that addresses the dynamic needs of every learner. The 6 principles: Authentic, Alignment, Future-Orientated, Judgement, Feedback, and Holistic, are described as individual pillars that come together in building the foundation of learning design. While these principles apply to a broad spectrum of learners, they are particularly relevant to deskless workers, who often face unique challenges in acquiring new skills and knowledge as they typically operate in fast-paced, on-the-go environments. Hence, adapting the 6PoLD framework to their specific needs ensures that their training is relevant and effective. 

Authentic learning ensures that learning stimulates real-world work practices. As deskless workers are often at the frontlines of their jobs (such as customer service and operations), it is crucial that their learning reflects the requirements and skills required to perform their daily tasks. For instance, the on-site construction environment is often risky and dangerous. Proper safety and precautions training should be implemented to ensure that all workers are aware of the Standard Operating Procedures (SOPs) to follow to prevent workplace accidents. 

TIP! Authentic learning activities should incorporate real-life case studies, and even role-playing. Creating learning modules in an authentic and engaging manner is a form of self-direction learning, which can help equip learners with the necessary hands-on knowledge they need to carry out their daily tasks effectively. 

The next principle is Alignment. As the name suggests, this principles places emphasis on the correlation between learning outcomes and learning assessments. Learning does not stop at knowledge intake – a crucial component of learning include assessments. This principle applies to deskless workers because their learning needs to be properly aligned with the skills that are required of them. Using the wrong assessment methods can lead to misaligned training, which can result in waste of precious time and resources. But more importantly, disengagement and a lack of knowledge retention. For deskless workers, developing practical skills such as customer service are essential. Hence, assessments such as focusing on proper service ethics and handling difficult customers are ideal. 

From generic Multiple Choice Questions (MCQs), to in-depth Open Ended Questions, ArcLab’s learning platform offers a variety of methods in which learners can be assessed by, to suit the needs of their learning outcome. Ensuring learning assessments are aligned with job expectations and outcomes can help organisations improve their workers’ on-the-job performance. 

There is more to learning than bombarding learners with mountains of information. A holistic take on blended learning incorporates both knowledge and “soft” skills. Deskless workers, particularly in sectors like service and hospitality, often need to possess both technical skills and interpersonal skills. A holistic design encourages learning through problem solving, observation and simulated assessments – in other words, learning outside the “classroom”. Outside the classroom learning provides a realistic environment for learners to develop a more comprehensive and all-rounded skill set.

Feedback plays a critical role in improving performance and ensures continuous progress and development. Incorporating consistent and regular feedback from supervisors, peers, and customers can give workers a better understanding on their performance and areas for improvement. Online platforms that provide real-time feedback are useful as the worker’s memory is still fresh after the completion of tasks, and will be able to take the feedback immediately into consideration. 

Feedback also fosters a sense of continuous growth and improvement among learners, which is essential for their development in competitive industries like retail and hospitality where employee turnover rate are high. 

Judgement refers to the  learner’s ability to self-assess and evaluate their performance, while making objective decisions based on their learning. Due to the nature of their job, deskless workers often work independently (i.e. without a manager to consult in the face of immediate problems), and have to make quick-witted decisions. This can be incorporated in training modules in the form of problem-based learning to prompt learners’ critical thinking and self-reflection. 

Future-orientation equip learners with the necessary skills to tackle unforeseen challenges and adapt to new situations. Now, apart from going through the motions of their daily tasks and jobs, more are expected from deskless workers. Training modules should thus encourage creative problem-solving and adaptability, which help workers to not only excel in their current roles, but also prepare them for future challenges. 

By using the 6 PoLD as a guideline for designing training, organisations can ensure that deskless workers are well-equipped with the necessary skills to thrive in a fast-paced work environment. Given, not every organisation has the time and resources to create and implement their own training modules. ArcLab Enterprise is a one-stop solution, where ArcLab’s own learning designers help craft learning modules created to suit the needs and learning objectives of the learners.

Contact us to get started on revolutionising learning in your workforce today!

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Navigating through an omni-channel retail era

On 19th July 2024, ArcLab was invited to share at a Singapore National Employers Federation (SNEF) workshop, wonderfully organised by FastCo (the company behind job portals FastJobs and FastGig). The event touched on topics that include: mobile learning, career health, job redesign, and career profiling. This event targeted the retail sector, with 40 retail businesses in attendance, engaging in a meaningful session of learning and dialogue. 

 

Together with Jace Tan (co-founder of Emo7ions) and Stephen Yee (Deputy Executive Director of SNEF), ArcLab (represented by our CEO James Chia) led a panel discussion, which sparked thought-provoking insights centring around improving the skills of retail staff and encouraging continuous growth of retail businesses by leveraging different technological platforms.

Guest Speakers at SNEF's retail workshop (ArcLab CEO James - 3rd from left)

Using technology to keep up with evolving trends is essential in today’s fast-paced world. Advanced tools enable individuals and businesses to stay ahead by providing insights into market shifts, consumer behaviours, and emerging innovations. Additionally, continuous growth and improvement through online mobile learning platforms helps individuals acquire new skills and adapt to changes swiftly. By leveraging these technological resources that are now widely available and accessible, staying updated and competitive in a constantly evolving retail sector becomes not only feasible, but also efficient and effective. 

The 1990s marked a significant turning point for the retail sector, with digital revolution redefining the way people shop. The birth of e-commerce has brought about convenience, accessibility and variety that remains unparalleled. E-commerce has not only allowed consumers to shop from the comfort of their own homes, but also enabled them to compare various prices, read reviews and make informed purchasing decisions. Other innovations in recent years such as social and mobile commerce, and AI try-on platforms have continuously reshaped consumer expectations and retail business strategies.

Despite the rise of e-commerce, physical retail stores continue to thrive due to its unique appeal of offering a tangible experience. 

Navigating between a physical and online space can be tricky, as retailers learn the ropes of providing a seamless omnichannel retailing experience for their customers. Investing in comprehensive training for retail staff plays a crucial role in ensuring that they are well-equipped and highly skilled, to remain relevant and keep up with consumer demands in the ever-evolving retail sector. 

 

Retailing with ArcLab

To keep up with ever-changing consumer demands, retailers regularly make changes to their stores’ policies such as SOPs, ongoing promotions and prices, and consumer regulations. Disseminating such information can present several challenges, especially for large retailers with a considerable staff pool. When departments or HR managers interpret and relay information differently, it can give rise to inconsistencies in messaging and incorrect information. Another challenge is also ensuring that the important information reaches all employees. This is where ArcLab comes in to serve as a platform for standardised communication, which can be easily accessible to all on- the- ground (and deskless) staff. ArcLab also understands the importance of confidentiality, especially when it comes to sharing sensitive information and materials. Our learning modules are all secured with unique web-links that are easily incorporated into your existing company’s intranet. 

 

Apart from delivering important information, ArcLab can be used as a training platform where managers can deliver bite-sized upskilling and training content which is easily digestible by their staff, addressing the problem of information overload. 

ArcLab Discover has endless templates to help you get started on creating training modules for your learners, saving you precious time and resources. 

It is crucial for companies to stay flexible, while adapting to new training and communication strategies to keep up with changing technologies and employee preferences. ArcLab’s aim is to help industry leaders and managers realise the full potential of their staff and company through proper and effective training in this digital day and age.

P.S. Here’s a bonus retail module to kickstart your company’s digital transformation journey today!

Photos credits: SNEF

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The Evolution of Onboarding

Technological advancements have not only transformed our daily lives, but has also been a key driving force of economic growth. The current explosion of Artificial Intelligence (AI) and automation has drastically enhanced the productivity and efficiency of various industries and sectors. 

In the Human Resource (HR) sector, many can agree how onboarding has drastically evolved over the years, due to a combination of factors – the most significant being, technology, changes in business trends, environments and workplace cultures or demands. 

Onboarding is without a doubt, a critical stepping stone to successfully integrate a new hire into the company. Without a clear and effective onboarding strategy, the company loses money, time and talent all at one go. Hence, being able to transform from traditional paper-based onboarding to digital platforms has fundamentally altered and benefitted HR processes. 

Going Digital

Digitalising the onboarding experience has streamlined processes for both HR managers and new hires. Automating mundane procedures such as filling up personal details and registering payroll through online systems has taken a considerable administrative load off HR managers. With technology taking over onboarding administrative tasks and logistics, HR managers are now able to dedicate more time to focus on other more value-adding aspects of their job, thereby improving overall job efficiency. Headspace is also freed up to do more strategic HR planning to aid in business strategy, increasing the value of HR to the C-Suite. 

Getting Personal

Onboarding programs have also become increasingly personalised to fit specific job scopes and company departments. Tailoring training modules to meet the needs of different employees and job roles can create an overall more engaging and welcoming onboarding experience for them from Day One. Advancement in technology has also provided HR managers with an easy solution to customise such programs which provides the necessary support new hires require to integrate seamlessly into the company. A successful and satisfying employee onboarding experience can also drastically reduce employee turnover rates and increase talent retention.

Gathering Insights

An essential aspect of onboarding is tracking the progress of new hires, while identifying any areas for improvement. Digitising onboarding processes has allowed HR managers to easily monitor and access new hires’ onboarding progress, through analytics. 

Digital platforms used for onboarding can also serve as a means of communication and training for HR managers and new hires. While onboarding typically only serves as an initial introduction for new hires into the company, HR managers should view onboarding as an ongoing and continuous process (also known as “everboarding“) by intermittently overseeing their employees’ growth. This will in turn provide a holistic development for them. 

Onboarding with ArcLab

Just like how technology has advanced over the years, companies and HR managers too, need to advance with it, by leveraging on the benefits technology can bring about. Digitising training and onboarding material or shifting away from paper-based procedures are not as daunting as it seems! SmartTranslate and SmartTransform are AI-assisted functions available on ArcLab’s platform that aid users in creating modules in mere seconds. This creates an inclusive onboarding experience, and new hires can be onboarded anytime, anywhere, in any language. 

Singapore University of Technology (SUTD) has been leveraging on ArcLab’s platform to successfully deliver onboarding materials to create pre-orientation modules and train their new hires without the need for physical orientation sessions. With ArcLab, they have created an effective onboarding strategy that saves precious time and resources. 

Still hesitant or unsure where to start? ArcLab Discover has a wide range of onboarding templates to choose from to help you get started on your revamped onboarding journey!

 

Explore more onboarding templates here!
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Safety Compliance & Training – The Essence of All Construction Businesses

Construction sites are known to be complex and potentially-hazardous environments. Officially, statistics show that in 2023, a total number of 159 accidents took place in Malaysia’s construction industry (this does not take into account potentially unreported incidents). As construction workers are constantly exposed to heavy machinery, work at height and among a multitude of moving objects, the importance of ensuring implementation of proper compliance and safety protocols among them cannot be emphasised enough. 

Malaysia - The OSH Amendment Act

Recognising the importance of workplace health and safety, Malaysia updated its Health and Safety statutory requirements. The Occupational Safety and Health (Amendment) Act 2022 (OSH Amendment Act) will take effect in Malaysia from 1 June 2024. The updated OSH Amendment Act includes the extension of relevance to ALL workplaces in Malaysia (with minimal exceptions), while establishing new safety requirements workplaces must abide by. 

 

From a business standpoint

Given the varied risks construction workers face daily, construction companies should deem their workers’ health and safety as more than just a regulatory obligation, but a moral imperative as well. One life lost is one loss too many. Additionally, ensuring a safe working environment by reducing the number of preventable accidents boosts overall productivity within the workplace and helps companies cut back on medical and compensation expenses. Companies are also able to reduce turnover rates by retaining skilled workers, while upholding their reputation as a safe construction firm with low accident rates.

ArcLab, shares your sentiments as a construction firm – that proper compliance to safety regulations and guidelines of your workers takes number one priority. Effective training measures are the foundation of any strategy to ensure workers’ safety. It is vital that on-site workers are trained on the proper use of equipment, machinery, and tools, as well as emergency protocols, procedures, and work practices. Refresher courses are equally as important to pinpoint and bridge knowledge gaps, while ensuring workers are constantly up to date with compliance and safety guidelines.

Click to explore different module templates at ArcLab Discover

As a Workforce Mobile Training Platform, ArcLab aims to revoluntionise the way training is delivered from you to your workers. With ArcLab’s fast and easy training solution, training material and assessments can now be accessible by Deskless Workers through their mobile devices – anytime, anywhere, making Mobile Learning much more convenient and on-the-go. ArcLab also provides interactive assessment options and analytics functions to track and analyse workers’ progress and understanding. 

 

ArcLab has worked to reduce every possible barrier that you, as employers will face when it comes to training your workers. We developed an AI-assisted feature, SmartTranslate, to help create training modules in multiple languages, overcoming any language barriers your workers may previously have faced when being trained. 

It is our moral and ethical obligation as employers to equip our workers with comprehensive training and measures to create a safe construction work environment. With ArcLab, employers can ensure proper compliance, best practices and regulations of workers through Mobile Training.

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Sources: 

https://www.statista.com/statistics/965651/total-number-of-construction-accidents-malaysia/ 

https://hsfnotes.com/employment/2024/05/15/compliance-check-malaysia-recent-updates-to-statutory-health-and-safety-duties-at-work

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Next Generation Training

(How) Do you train your Supervisors?

Editor’s Note: ArcLab works alongside Experts and Training Providers to help businesses upskill workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

This is a guest post by Lauren Wan – Founder of Passioneat Hospitality, a small but mighty hospitality consulting company that blends operational, learning, and culture expertise. Passioneat Hospitaliy partners with their clients to deliver sustainable and meaningful evolution of talent, guest experience, and business direction.

(Also read Lauren’s co-authored piece with ArcLab CEO James – “How to Train F&B Staff“)

Think about your team… The organisational structure, distribution of roles and tasks. The various weights of responsibility that each tier holds. Which tiers get the most attention and focus, which the least?

In many of the organizations we consult with, an often under-supported part of the workforce are our supervisors. 

Rank-and-file team members strive for promotion and once they are presented with a shiny new title and uniform, full of excitement, they often face a difficult mix of noise and silence. Together with their new supervisory position, they are typically also gifted a heavy load of responsibility to now help others in the team rise while trying to grow taller themselves. They take on additional tasks on top of their usual operational duties. 

Supervisors play the most crucial role in the team in a hospitality operation: active management of the floor and standards throughout service and conduit to more senior leaders who are also balancing back office tasks like ordering, scheduling, and HR admin. Supervisors are also the most common position to be tasked with training. 

Too often though, they are left to figure out supervising and training on their own – considered too senior and experienced for operational training and too junior for leadership programs, thus they tend to learn through observation, trial and error. 

Given that a lot of leadership growth is high-touch, how can we grow the next generation of hospitality professionals, trainers, and leaders by leveraging digital, bite-sized training?

Bite-sized Training (Nano Learning) can be as short as a minute for small learning ‘nuggets’ or up to 10-15 minutes for the learner to absorb longer pieces of information. Simply put, Nano Learning refers to highly-focused training through bite-sized chunks of learning content, often in an engaging manner, with a single learning objective.

ArcLab

Igniting Training, Igniting Trainers

At Passioneat Hospitality, our answer has been the launch of our Igniting Trainers program. Igniting Trainers is designed with a concierge approach. Knowing that each trainer and operation requires its own set of interventions and different tools at different times, we combine the best of digital and face to face training. Most train-the-trainer programmes are one-offs or a series of standalone sessions that provide little ongoing coaching. By leveraging digital mediums, we can transform the training journey by connecting the trainers – whom we call igniters – with our team, discuss their training needs, and deploy interventions to them virtually.

Virtual deployment of interventions is a necessary component, because it allows multiple things:

  • The trainers can view the content when their operations allow
  • Every trainer will absorb the material differently, so being able to slow-down, rewind, rewatch, pause, and take notes are all important steps of the preparation stage
  • Some of the interventions have training aids that we deliver virtually, this saves precious time and reduces cost and waste because phones are quickly and easily transformed into high quality learning tools. Depending on the intervention, post-training sharing is also easily accomplished

What are some of the digital elements of our interventions?

  • Reel style videos – made for vertical viewing, the reels help us engage the trainers quickly with a summary of the training’s goal. It’s also a useful medium for the trainer to send out to a group chat to excite the learners for the upcoming training
  • Long form explanation video – combined with subtitles and key learning points, we’re able to explain the activity in greater detail, adding more texture and nuance with a distinctly human interaction. Choosing a more conversational approach helps the trainers to feel less like they’re taking instructions from a website
  • Infographic – shares the intervention graphically in a simple step-by-step format with options for variations. The most valuable part of the infographic is the debrief section which is often the most challenging skill to develop as an emerging trainer
  • Additional aids – depending on the activity, we may provide tools that can be used immediately or provide a structure for easy replication

How does this concierge format set trainers up for success?

  • We know that operational trainers are time-strapped: now instead of spending 30 minutes searching for activities online we provide them activities that can be prepared in 5-10 minutes and delivered in 15-20 minutes. Eliminating the task of hunting for activities means that most trainers would be able to deliver a training each week or 50 interventions a year
  • Operational trainers have a clearer and deeper understanding of the acute needs of their team and operation. Standard programs that deliver a series of interventions may not deliver the right intervention at the right time. This mismatch can lead to demotivation for the trainer and the team and suboptimal results
  • Every concept and operation is slightly different, our coaching allows us to help trainers see the intervention from the lens of their needs. For example, a halal concept can adjust a cocktail challenge to a mocktail challenge and a Japanese restaurant can adjust a wine spotlight to a sake spotlight
  • Rising leaders can often grapple with doubt and desire for a mentor. Having additional support from outside of the organization that helps them to grow and reach their potential throughout a sustained journey
  • Digital is good, but hybrid takes training to the next level. Greater context, support, and application allows training to truly shine and learners of all levels to thrive

(Training) Concierge? I'm used to a Menu

We can think of the training concierge service like a librarian helping someone find the right book on the shelf, except we’re guiding our trainers through a virtual bookshelf of titles. We also act as a sort of book club – choosing the best next book to read based on the previous one; asking the right questions; and discussing the outcome of each read in depth.

Resources are only as valuable as the way you use them. With the vast collection of training available to each organization and team member, consider how you can support navigation of digital libraries for your team to bring learning from screen to life.

Are you ready to harness the potential power of your supervisor team? Reach out at https://passioneathospitality.com/contact

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Workplace Learning: Blending Effective Upskilling

Workplace Learning & External Courses - An Effective Upskilling Blend for Companies

Editor’s note: We’re glad to co-author this article with Ms Florence Yuen, a freelance certified learning/process facilitator, certified workplace learning consultant and digitalisation consultant with more than 30 years of operational excellence, digitalisation and change management experience in the service and support of the technology sector.

 

Singapore’s Budget 2024 continues to encourage Continuous Education & Training (“CET”) for our workforce. 

For individuals – A significant top-up to SkillsFuture Credits of Singaporeans aged 40 and above was announced, alongside enhanced subsidies for mid-career workers pursuing certain diploma-level courses. 

For businesses – The SkillsFuture Enterprise Credit was extended till June 2025, continuing to cover up to 90% of out-of-pocket expenses for supportable enterprise capability development and workforce transformation programmes. 

The rapidly-changing industry landscape requires each and every one in the workforce to periodically upskill so we have the right skillsets for our work roles, which would necessarily change with time. 

To their credit, many companies already have training programmes for their workers

When too much choice leads to no choice

Firms often seek to send workers to SkillsFuture-subsidised courses, to which there are many providers offering many courses in many disciplines. 

Therein lies one key issue: when there is too much choice, there is often no decision, because our brains find it difficult to process so much information all at once. That is why the best websites often have one single message and the best user menus give users 3 options. 

The plethora of market course offerings available makes it cumbersome for companies’ Human Resource and Learning & Development teams to properly curate training opportunities for staff. So despite the best intentions, workers may not necessarily be sent to courses most suitable for them. 

Additionally, given that many such courses are only 3-5 days long (to minimise work disruptions), more than one employer has questioned how effective these short courses are in improving employees’ skills, and ultimately contributing to the company. 

That is partly what Budget 2024’s SkillFuture Level Up programme seeks to address, through support for Diploma-level courses that are longer and presumably more business/career outcome-focused.

Who often knows best? The company (and senior workers)

External training is often useful in improving learners’ skillsets, especially if taught by highly-experienced trainers who focus on application back in the workplace. However, trainers’ experience and calibre do differ, so this is not always a given. 

Irrespective of trainer standards, most off-the-shelf training courses are not 100% applicable to individual companies. 

To have a good fit, the trainer must do more to understand the business and customise their training offering accordingly, presumably at higher cost (which is fair for the additional work done). That is no different from consumers choosing a jacket off-the-rack (cheaper but not 100% fitting), or having a good tailor make-to-measure (individualised fitting but higher price). 

But what if we can have the best of both worlds – training that fits the individual company, but at not too significant a cost increase? 

One solution is Workplace Learning – helping workers to acquire skills or knowledge by formal and/or informal means AT THE WORKPLACE. 

Workplace Learning such as On-the-Job Training (“OJT”) are especially useful for frontline / deskless / blue-collar job roles, where external courses in an “academic” setting, e.g. at an Institute of Higher Learning (“IHL”) may not be optimal in imparting the skills needed for the job. 

Learning at the workplace offers benefits to both organisations & workers – as workers can now participate in training right in the work environment, taught by senior colleagues who know exactly how the work is done. Time is saved, and contextual application is improved. 

Workplace Learning (“WPL”) is not costless. Senior workers who are tapped to be the workplace trainers need to be taken out of their job responsibilities temporarily, so this does affect short-term work output. These new de facto trainers themselves also need training in how to train colleagues effectively. 

But overall, the costs are outweighed by the benefits in the medium-to-long term, through the entire workforce’s improved job performance and contribution to the company bottom line.

Workplace Learning in Practice

One of us worked with a company who needed to add a new consultancy business area to increase the firm’s profitability. The team hence needed new skills to undertake this new area of business. 

Driven by this business need, a Workplace Learning programme was put in place, complemented by Job Redesign and Digitalisation. The following was done: 

1. Senior staff were roped in to train younger staff to perform business diagnosis, which was useful for clients’ consultancy projects. This training was conducted via OJT where learners looked at internal business and performance gaps, and co-created solutions, facilitated by the senior staff. 

2. Job Redesign was done for Training Administrators to become fuller-scope Service Administrators, including defining measurable Key Performance Indicators and a new Standard Operating Procedure, co-created with staff. 

3. The IT team formulated new workflow automations such as digital scripts to auto-generate work accounts for new consultants, as well as implementing microlearning for onboarding and training. The entire process was driven by senior staff, guided by one of us as the Workplace Learning Consultant, and with the full support of Company Leadership. 

The entire firm gained from the Workplace Learning. Senior workers were able to hone their leadership skills, while the IT team applied their technical expertise. Everyone in the firm improved their problem-solving skills, collaboration skills and communication skills.

Supporting Workplace Learning

The great news is – companies do not need special training or infrastructure to put in place a Workplace Learning programme. 

However, for companies who require assistance, The Institute for Adult Learning (“IAL”) currently provides support through its Centre for Workplace Learning and Performance (“CWLP”). 

Through targetted projects, CWLP consultants (many of whom are industry- professionals) work with companies to diagnose business needs and co-create training interventions that can be implemented by company staff in-situ. In fact, IAL also offers a Graduate Certificate in Workplace Learning for companies interested to deepen in-house Workplace Learning expertise. 

To ensure sustainability such that it is built into the company’s culture, companies who deploy Workplace Learning can consider the following: 

1. Send 1 or more senior workers from individual work sections for the Advanced Certificate in Learning & Performance 2.0 (“ACLP 2.0”), administered by IAL. This SkillsFuture-subsidised course trains them to be Adult Educators, effectively upskilling these senior workers. 

2. These trained senior workers can then be roped into a company-level internal training unit, or sent back to their work section as Lead trainer for the rest of the team, and/or other units’ team members for cross-training. This improves each worker’s breadth of skills and increases organisational redundancy. 

3. Build in the training work into these senior workers’ core job roles & compensation. i.e. make training core to their job as part of their career progression. In this way, conducting training for co-workers is no longer viewed as “extra work”, but rather part of what gets these senior workers promoted. 

For greater accessibility – digital approaches like mobile learning can also be utilised to design in-house training programmes and SOPs that can be accessed by workers on their smart devices anytime, anywhere when they require job aids for a refresher or quick reference. These job aids codify the tacit knowledge and experience that many of these senior workers apply in their work, which can now be shared with the entire workforce to improve skill, productivity and output for the company.

To promote inclusivity in learning – Mobile learning platforms like ArcLab also offer in-built translation features so workers can consume training in their desired language. In this way, workers who are not proficient in or comfortable using English can also be upskilled, creating a more inclusive training and work environment.

Implement Workplace Learning for your Organisation

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Companies’ institutional knowledge base often reside in their senior workers, which many more companies can and should tap on, to upskill the rest of their workforce in the flow of work. 

Through an optimal blend of practical external training and effective workplace learning, Singapore’s workforce can be continuously upskilled, improve their companies’ output, and ultimately drive Singapore’s growth to uplift livelihoods and lives.

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Sustainability – Take a leaf from Far East Flora

The sun rises in the Far East

Far East Flora is one of Singapore’s home-grown business success stories, a household name in floristry and everything associated with flowers, horticulture and greenery.

Established in 1965 (the year of Singapore’s Independence), she has grown from humble beginnings offering fresh flowers from a small van, into a major wholesaler, retailer and importer of flowers, plants and accessories in Singapore and the Asian region today. Flagship brand FarEastFlora.com is a leading online florist offering a wide range of flower bouquets, floral arrangements, plants, gifts and hampers.

In late-2023, Far East Flora officially opened Far East Flora Centre, which I visited. The Centre now serves as their Corporate Headquarters, and within its 11 storeys houses:

– Retail outlet selling exotic flowers in the basement,
– Rooftop garden selling larger plants and edible greens,
– Gourmet grocery store,
– F’east – their 80-seater casual diner / eatery
– CreativeWorkz Floristry Academy – floristry workshops taught by award-winning Principal Instructor Ms Christina Pang. Sign up here!

The "S" in ESG

Sustainability is one of the biggest issues facing our world today. Since the Industrial Revolution, the human race as a whole started to use the Earth’s resources at a far greater pace and manner than she can regenerate. People have started to recognise that this cannot continue, and slowly but surely we are changing our practices of consumption and production.

By the very nature of her business, Far East Flora is a vanguard in the sustainability space.

Just in the design of the Far East Flora Centre alone, sustainability is built into its core. One example is their use of high-volume, low-speed fans to minimise the air-conditioning use (significant contributor to climate change).

Another example is them designing and building a system to collect rainwater into an automated rainwater recycling and self-irrigation system, which I saw first-hand. Pipes carry the harvested rainwater to water plants throughout the building. That seems simple enough, but it required clear direction from Management and thoughtful planning and execution to make it happen. And this pays dividends over and over again.

At the product offering level, sustainability is also built in:

1. FarEastFlora.com, their e-commerce subsidiary, offers an easy and affordable way for consumers to add plants and greenery to our lives, to play our part to produce oxygen and remove carbon from the atmosphere. FarEastFlora.com has created sustainable and eco-conscious gifts & bouquets that “showcase the beauty of sustainable materials and reflect your care for the environment and your loved ones”.

After you’ve gotten your plants, you can also garden sustainably. FarEastFlora.com put together a playbook for your home garden. Learn how to compost, use water sustainably and upcycle your waste in this insightful blog post: https://fareastfloragarden.com/blog/3-simple-practices-for-sustainable-gardening. 

2. OneO2Plants, Far East Flora’s integrated floriculture subsidiary, does the same for businesses, helping companies to “Breathe Life into Space”, and transform offices into green oases through their “Greenery-as-a-Service” offering of plant rentals and ongoing upkeep.

If you want to create a comfortable, green workplace for your team, get in touch with OneO2Plants today.

Building a Sustainable Business

It was great to visit the Far East Flora Centre.

I came away more-than-convinced that building a sustainable business is only possible with good people.

ArcLab has been privileged to serve Far East Flora for the past few years, and we see first-hand their investment in people, their ongoing learning & development at the workplace, across her many businesses.

We’re also pleased to know that Far East Flora is a PWMark employer, committed to uplift lower-wage workers’ wages, invest in their training, skills and productivity, and provide clear pathways to progress in their careers.

Singapore's Progressive Wage Model ("PWM")

Learn more

Special Deals for the Dragon Year

For readers who’ve come this far, there’s something special for you.

The Lunar New Year of the Dragon is upon us very shortly, and we all know the Dragon is considered one of the most auspicious animals in the Chinese zodiac.

If you’re still shopping for Lunar New Year, check out FarEastFlora.com’s Chinese New Year 2024 Collection, and get an EXTRA $8 OFF with promo code HUAT8. Corporate orders get additional discounts with a minimum spend of SGD $1,000.


May we all find sustainable good fortune in the Year of the Dragon.

HUAT AH!

 

 

Photos: ArcLab

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Top Articles of 2023

Recapping our Top Articles from 2023

As we enter the final stretch of 2023, we recap our top articles from this year. 🥁

1. What are Occupational Progressive Wages

Part of our Employer Resource Pack for Singapore’s Progressive Wage Model (“PWM”), we share about how the PWM extended beyond identified industry sectors to cover specific occupations (Drivers and Administrators in this instance), regardless of the employer’s industry classification.

Training is a key component of PWM and OPW frameworks, helping workers to be more skilled and productive to justify the increased wages over time. Otherwise, these mandated wage increases will not be sustainable and may result in unintended effects on employers and employees, making everyone (including customers) worse off.

Read it again here: https://arclab.io/blog/what-are-occupational-progressive-wages 

2. How can AI be used for training

Our 2nd other popular article of 2023! With the explosion of ChatGPT and Generative AI these past 12 months, we discuss the role of AI in employee training.

Human society has undeniably been greatly impacted by AI entering the public consciousness. The easy user interface has also resulted in tons of “AI” startups creating apps for consumers and businesses, with many not more than merely a user layer built on top of Large Language Models (“LLMs”) of the AI leaders, most prominent of whom is OpenAI.

For now, trades-based work especially in blue-collar and deskless vocations remain relatively insulated from AI (ChatGPT isn’t likely to help you repair your choked sink, for example). This makes it even more important for employers of deskless blue-collar workers to upskill them to “stay ahead”, and build productive and profitable businesses and pay justifiably higher wages to their workers. In fact, AI can be deployed to increase efficiency and effectiveness of workforce training.

Read it again: https://arclab.io/blog/ai-for-training

3. ArcLab Malaysia 1-month Anniversary – a KL Travelogue

Rounding out our Top 3 is our CEO James’ travelogue of the first month after we officially launched ArcLab Malaysia. 

We’re humbled for the opportunity to set up shop in Kuala Lumpur, being now closer to the businesses we have been serving since 2022. 

We now also have the opportunity to get to know more Malaysian businesses and make greater headway in helping employers upskill a workforce that is 10 times larger than Singapore’s.

ArcLab Malaysia Boleh!

Read it again here: https://arclab.io/blog/arclab-1-month-anniversary-upskill-deskless-workforce-kl-travelogue

Thank you for reading!

We’ll be back with even more resources and updates in 2024. 

We’ll work hard to empower even more businesses in our core markets of Singapore and Malaysia to upskill your workforce fast and easy, and keep you updated on our plans to serve even more markets in 2024 and beyoned.

We hope you continue to find our articles and resources valuable as you upskill your workforce to be more productive for your organisation, this year and next.

Best wishes for 2024!

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ArcLab Malaysia 1 month anniversary – A KL Travelogue

One month ago, we officially launched ArcLab Malaysia in our new office in Kuala Lumpur (“KL”).

It was our immense pleasure to welcome customers and guests to the official opening, complete with the rolling of the pineapple into the office for luck. “Ong Lye Huat Ah”! 🍍🍍🍍 (Chinese Hokkien for “Pineapple, which sounds identical to “Prosperity”).

Thank you to all who took time to grace the occasion. There was much good conversation and makan (Malay for “eating”) and a great way to officially kick off ArcLab Malaysia.

One month in Kuala Lumpur, Malaysia

We’ve had the privilege to serve customers from Malaysia for more than a year, which helped validate our decision to open ArcLab’s KL office. Since international travel re-started post COVID lockdowns in 2022, I had been making business trips to KL every few months. But each trip was always constrained by time, and it was not possible to do everything we planned.

With ArcLab Malaysia’s official launch – I’m committed to spend 50% of my time in KL as as we work to build ArcLab’s Malaysia business and the ArcLab Malaysia team. Being in KL helps me better understand market-specifics in Malaysia and for our team to continue building out & iterating ArcLab’s mobile learning platform – there’s no substitute for pounding the pavements, conversations, listening, and hearing pain points first-hand.

It’s only been a short time, but here’s what I’ve learnt so far:

1. Norms of scale differ in Malaysia
We have the privilege to serve 4Fingers, an Asian crispy chicken F&B chain, in both Singapore & Malaysia (actually, Indonesia too). 4Fingers’ Singapore business has ~20 outlets across the island. In Malaysia, there are more than 3 times the number of outlets, ~70, – to serve Malaysia’s larger population.

Hence for ArcLab’s goals, it was a no-brainer to extend to an economy with a significantly larger workforce, where our platform can help businesses to easily create, distribute & track training in areas such as Food Safety training, Workplace Safety & Health training and many more (see https://builder.arclab.io/discover) .

(On that note, for F&B chains across both countries, central kitchens are a great efficiency-maximiser, and I was grateful to Kampong Kravers for hosting my visit to their Food Manufacturing operations).

2. Norms of distance (& time) differ in Malaysia
It’s easy for me to set 3-4 meetings a day in Singapore (if necessary) as the maximum I’d need to travel between locations is 45 minutes to an hour. Malaysia is a much larger country, and distances in KL / Klang Valley are obviously far greater.

In my first ArcLab trip to KL, in typical Singaporean style, we scheduled 3-4 meetings every day. This proved foolhardy as the estimated time taken on Google Maps is merely that – an estimate. Often it would take 20-30% longer (I was also recommended to use Waze instead).

The biggest overshoot I experienced was a trip from Subang to KL City Centre which G-Maps estimated at 1hr 15 min long but clocked in at 2h 20 min due to incredible traffic jams. Fortunately my Grab driver Mr Stephen was a model of courtesy, provided me frequent updates on expected arrival time, and great conversation. Stephen previously worked in Singapore as a software engineer and spoke fondly of his time working there, bringing his family over for a short vacation (paid for by his boss), and what he thought was a brilliant MRT system. 

I gave an additional small token to Stephen, as I know he was also delayed from taking more passengers by choosing not to cancel my ride.

One lesson I learnt was that KL folks were considerably more sanguine about time, and much more forgiving of people who showed up a little late. A good lesson for us Singaporeans, who treat time as as very precious (which we should), but can learn to have more forbearance if things don’t happen on time. The Singapore model is efficiency & timeliness, but maybe a little more 人情味 (Chinese for “human touch”) can be added to our way of doing things.

My other lesson was to be less ambitious about trying to squeeze so many meetings in 1 day, and leave more time for travel, unforeseen delays, and also conversation.

3. My KL Public Transport experience is very good
After a few trips to KL and commuting by Grab, I decided to utilise the public transport system instead. Several Malaysian friends told me I was very adventurous to do so, but I gave it a shot as a KL Monorel station was near to where I stayed. So I bought a Touch’N’Go card and started to get familiar with the RapidKL public transport system.

I found the KL MRT / LRT / Monorail system easy to understand, and of course map apps helped greatly in planning my route. While there were still the rush-hour crowds (trains on the Putrajaya MRT line for example, came at 5-8 minute intervals during rush hour (vs 2-minute intervals we’re used to back home)), it was manageable, and the trains’ travel time was predictable. I’ve also been taking the KLIA trains from the city centre to the airport – no risk of traffic jams or delays.

The last mile is sometimes more challenging (e.g. ArcLab Malaysia’s office was 15 minutes’ walk from the MRT station, with the feeder bus only coming at half-hourly intervals). But as a healthy person I could still manage it. 

I think if even more KL friends took public transport during workdays, the traffic jam situation would be considerably better too. I am getting used to it, and even managed to give directions to someone (in Bahasa Melayu!).

4. Consumers’ Digital Adoption is extremely high
KL consumers are fully digital and mobile. 

Common with cities everywhere, KL commuters are viewing social media on their phones in the trains and also while walking. Payment apps are commonly used, and Malaysia’s DuitNow is inter-operable with Singapore’s PayNow for business entities – however, for hawkers and sole proprietors here whose DuitNow payment QR code is to their personal bank accounts – Singapore’s PayNow could not be used. There are obviously alternatives, e.g. Fave is widely-accepted so travellers from Singapore like me could use our app in both countries, and card payments even more ubiquitous.

As a former public servant, I pay close attention to public policy and also followed Malaysia Prime Minister Anwar Ibrahim’s Budget Announcement – it’s great to see support for digitalisation initiatives.

I definitely think there is room for more adoption of digital in business, like the work ArcLab does empowering companies to digitalise SOPs. We’ll keep working hard on that front and hope to serve many more Malaysia businesses in the coming months!

5. Malaysian cuisine is sedap (Malay for “delicious” – note: Singapore’s is also sedap)
Malaysian food is great. I will not steer into comparisons of which country’s food is better. I personally think Singapore and Peninsular Malaysian food are just different expressions of equally great Malayan cuisine (high-school friends Sudhir Thomas Vadaketh & Sumana Rajaratnam’s term from their book “Floating on a Malayan Breeze“).

I’ve had great Nasi Lemak (shout-out to Taste Legendary at Chow Kit market (note: not halal)), Chicken Rice, Biriyani, Peranakan Laksa, Bak Kut Teh (Pork rib soup / tea), Beef Noodles, Soto Ayam, just to name a few. I also like the Yong Tau Foo Chee Cheong Fun (tofu dishes with rice rolls) from Restoran Kuchai Lama, which I eat plain as it’s lighter and healthier. At my age I do need to watch the diet closely and make sure to hit the gym and swim every other day, so the calories going in are used up. Heh. 

As an aside – since I’m also here in KL on weekends, I took the chance to be a tourist, walking around the different KL neighbourhoods, as well as visiting Batu Caves, counting the 272 steps 😅 and burning the calories from all that eating… 

I also visited the Bank Negara Malaysia (“BNM”) Museum and Gallery. As some may know, the earliest days of my career were spent at the Monetary Authority of Singapore. Hence I’ll always have a natural affinity for Central Bank & Financial Regulator colleagues. My BNM Museum visit brought back many good memories, especially the replica Bloombergs in the Dealing Room exhibition which transported me back to my Reserve Management days in as a fixed income portfolio manager. It was great fun, and the Fintech exhibits were very educational too.

Day 1

I’d been saying this for a while now, but we’re still at Day 1 of ArcLab’s journey to empower businesses to upskill their deskless workforces.

I hope to keep having the opportunity to learn from customers and businesses here, and also to learn from Malaysia’s founders and startup and technology community. For us coming from Singapore, where many problems have already been solved and we’re honestly just making small tweaks to improve quality of life (“1st-world problems” as some may put it), there is value in broadening horizons to see how different things are in different places, and help to solve them with our heads and hearts.

I think there is great scope for ArcLab to grow here in Malaysia, and contribute to improving lives and livelihoods in this country.

if there is any way that I and ArcLab can be helpful, please reach out. 

And if you know a business who could benefit from an easier way to train their workforce, please get in touch with us at growth@arclab.io.

I hope to write another travelogue soon! Meanwhile…

#ArcLab #MalaysiaBoleh ! 🇲🇾 🇸🇬

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The Next Big Thing: Upskilling

Recent studies conducted by Randstad showed that 85% of Malaysians and 91% of Singaporeans recognise the importance of upskilling, but a shocking 1 in 4 revealed that they have not received sufficient support from their employers. A further 36% of Malaysia respondents stated that they would contemplate leaving their current job should they be presented with more attractive career advancement opportunities.

It seems that employees understand the importance of upskilling. But as employers, do we?

Think of it as a computer software update – just like how computers need to undergo constant maintenance and updating, employees too, need to remain “up to date” by equipping themselves with necessary skills to stay relevant. Presented with ever changing market trends, in-demand skills and requirements, companies will never be able to predict what is the next big thing that dominates the market.

This is where efforts to upskill your employees come in useful. With proper training and equipped with new skill sets, they will be prepared to tackle and adapt quickly to new market developments.

Devoting company resources to upskill your employees is like making an investment in them. Providing employees with learning and career progression opportunities will inevitably boost employee satisfaction and productivity. Like most investments that are done strategically, you are bound to yield profitable returns. In this case, enhance employee retention and create a happy workforce.

ArcLab is here to support businesses, just like how employers support their employees.

Digitalising training is the way to go. Cut through the clutter of wordy training manuals, time consuming seminars and ineffective assessments. 

Digitalising your training materials with ArcLab does not require much effort. Simply upload them onto ArcLab’s platform (powered by AI) and leave the rest to us! Now, your employees can access online training modules on the go.

ArcLab believes in Nano Learning, also known as bite-sized learning. Online training modules can be easily broken down into succinct and easily digestible pieces of information for your employees to absorb and retain. 

Join companies in Malaysia like 4Fingers & Ahh-Yum by Kampong Kravers who have used ArcLab to train staff, and build your productive and profitable business.

It is time to evolve with this digital age. Let ArcLab help you so that you can help your employees.

Create Training for Free
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How Polar Puffs & Cakes is redefining F&B Training with ArcLab

ArcLab believes in lifelong learning, by dedicating ourselves to providing training and upskilling opportunities for all – regardless of industry.

In the food & beverage sector, we are privileged to serve companies like Polar Puffs & Cakes, who has been utilising ArcLab’s platform to upskill and train their employees. As a prominent and established brand within the Singapore F&B industry, Polar Puffs & Cakes sees the importance of empowering their staff with dynamic learning methods in order to enhance knowledge retention and application in the workplace.

Digitalising training within the F&B industry is not always easy for L&D managers, especially when Deskless Workers make up the majority of such an industry. Furthermore, many believe that upskilling within the F&B industry is derived from hands-on experiences.

 

So how has ArcLab been able to help Polar Puffs & Cakes transform their F&B training into bite-sized online modules?

Polar Puffs & Cakes uses ArcLab to create bite-sized informative modules that target specific skill sets and knowledge essential for staff growth and development.

One bonus of using ArcLab: the platform helps L&D managers to save much time & effort when delivering training material. 

Through ArcLab’s SmartTransform™️ Generative AI tool, managers can generate interactive content for learning modules by simply uploading existing Powerpoint training slides, or providing ArcLab’s platform with specific keywords, saving time and effort in the development of such training content. 

Due to the flexible nature of ArcLab modules, they can be completed anywhere at the convenience of the staff, enhancing the overall learning experience.

Upskilling your employees has never been easier with ArcLab. Just take Polar Puffs & Cakes as a positive example! 

Start today. It only takes a few seconds.

Create training for free

Image credits: Polar Puffs & Cakes

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How can AI be used for training?

What is AI?

AI, or Artificial Intelligence, has exploded into our general consciousness ever since OpenAI introduced ChatGPT to the world a few months ago. 

However, AI is not a new concept. In fact, scientists have been discussing and studying AI since the mid-20th century, if not earlier. 

But what is AI? Here are some definitions:

Artificial intelligence is intelligence demonstrated by computers, as opposed to human or animal intelligence.

Wikipedia

Artificial intelligence is a machine’s ability to perform the cognitive functions we usually associate with human minds.

McKinsey

Artificial Intelligence (AI) refers to the development of computer systems that can perform tasks that typically require human intelligence. This includes tasks such as speech recognition, decision-making, problem-solving, and learning.

ChatGPT 😅

Essentially, AI is getting computers to assist us with certain tasks that require “cognition” or “thinking”.

How are we using AI today?

ChatGPT’s “Hello World” moment accelerated the permeation of AI in our day-to-day lives. 

While we’re still some ways from the J.A.R.V.I.S. of Marvel’s Tony Stark (aka Iron Man), the adoption of AI is accelerating, and there are new AI-assisted products and apps being launched everyday. 

Where previously Apple’s Siri, Amazon’s Alexa and Hey Google AI assistants were more incidental to a how we go about our day-to-day (e.g. “play me this song“, “turn on the bedroom light“), we’re now interfacing more and more with AI directly for higher-order purposes.

  • Marketers are using ChatGPT to write copy.
  • Programmers are using AI to help write code.
  • Doctors are using AI to help diagnose cancer.
  • (horrors)… Students are asking ChatGPT to do their homework 😬
Note that these examples are what we term as Generative Artificial Intelligence, or “Generative AI”.
 
So what else are you using AI for?

 

How can AI be used for employee training?

AI is transforming the way that learners learn.

1. AI can help create a more personalised learning experiences and pathways for individual learners

2. AI can provide adaptive, personalised assessment – taking into account learners’ strengths and weaknesses based on previous assessment performance.

This also means AI is transforming the way that Learning & Development (“L&D”) Professionals develop training content.

How can AI help L&D professionals in our work? 

Artificial Intelligence’s strongest suit is in helping us with the time-intensive and resource-intensive tasks that are involved in L&D work. 

Some possibilities of AI in Learning & Development:

1. Machine Learning (an application of AI) can help trainers to translate training content into multiple languages. This increases inclusivity and opens up training to more learners with different language preferences (and abilities).

2. Generative AI can help L&D teams to free up content development time, by automatically generating training content based on defined parameters that the AI is instructed to follow.

3. Natural-Language Processing (a specific branch of AI) can help transcribe or caption training videos automatically, so your hearing-impaired learners can also consume the video training.

4. AI, through studying Learner Analytics patterns, can help identify learning gaps in learners at both individual and cohort levels and make recommendations for follow-up or remedial training.

 

These are just a few ways that organisations can unlock the benefits of artificial intelligence in training. Generative AI will have an increasingly important role in Learning & Development.

 

AI will not replace us. Someone using AI will.

What is the role of AI in employee training?

AI cannot replace an experienced and well-trained L&D professional. But AI helps us with completing the time-intensive and resource-intensive L&D tasks, such as research and content creation, very quickly. 

As the L&D professional and subject-matter expert, we still retain the final the most important role – which is to curate and ensure the quality of the training content, before rolling out to your learners. So using AI in our L&D work will augment our effectiveness, and give us an edge over not using it.

ArcLab believes that AI has a key role in your workforce training, and AI should be incorporated into your organisation’s learning & development (L&D) process. Because doing so helps you to create training content more efficiently and more effectively. The less time you spent on “grunt” work, the more time you can spend on what matters – Creating Effective Training.

You will find some AI-assisted features in ArcLab’s learning platform: 

SmartTransform™ helps you create training for your workforce in seconds, and SmartTranslate™ empowers you to create multi-language training so your learners can learn in their native languages.


In a nutshell, you are now able to take 30-minute lectures, and use AI to condense into a series of 3-minute multi-lingual Nano Learning modules – which have been proven to increase the ROI of training.

Start using AI in your L&D. Someone else in another organisation (maybe a competitor) is already doing so.


Unlock AI for your L&D

“AI Brain” Photo by julien Tromeur on Unsplash

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I Trained for Nothing

“Training to be soldiers
Fighting for our land
Once in our lives
Two years of our time
Have you ever wondered
Why we must serve
‘Cos we love our land
And we want it to be free, to be free yah.”

This past April, I was officially posted to Singapore’s Ministry of Defence Reserve (“MR”) holding list. This means that barring exceptional circumstances, I would no longer need to be called up every year for National Service.

It’s been a long time coming, since my Enlistment day many, many moons ago when I began life as a Full-time National Serviceman.

Soldiering

Conscription is mandatory for all able-bodied male Singapore Citizens & Permanent Residents upon reaching age 18.

I served my National Service in the Singapore Armed Forces (“SAF”).

These were some things I learnt, in no particular order:

  • Marching commands in Malay, and how to follow orders.
  • Cover & concealment, and basic fire movement.
  • How to load & fire a rifle, and clean it afterwards.
  • How to construct a basha (field shelter), eat combat rations, and survive multiple days in the field without a bed and sewage system.
  • How heavy my fullpack weighed on a then 50-kg frame during 8/16/24km Route Marches.
  • What a knoll meant, and how to charge up a hill and capture an objective.
  • How quickly a platoon of 40 young men could kit out into Full Battle Order and move from the 4th floor bunk to the Parade Square, especially when the faster ones helped the slower ones.

 

It has been many years, but I don’t recall taking badly to military training. I vaguely remember getting some award in my Passing Out Parade, so I suppose I did reasonably.

(p/s This little snippet might bring back some memories to National Servicemen: 

https://b.arclab.io/safday)

I was later sent to Officer Cadet School, commissioned as an Army Officer, and posted to an operational military unit. At a still-young age, I had to learn to think on my feet, and to lead and manage my fellow conscripts to discharge the mission we were assigned to undertake.

It was a privilege to have led this group of (then-)young men, some of whom came from very different backgrounds from me. It was no bed of roses, but again there was much learning.

In addition to the perhaps tongue-in-cheek list above, these were two of the lasting lessons of my time as a Full-time National Serviceman:

  • To always understand the motivations of the people that we work with, and
  • To do things right the first time so we don’t sabotage our friends.

In a different world, I could have been a career soldier.

However, by the time the SAF scholarship opportunity came, I had already accepted the offer from the Monetary Authority of Singapore.

And I always keep my word.

Operationally-Ready

As it turns out, “2 years of our time” from the marching ditty at the beginning of this article is not quite true — In Singapore, every able-bodied man is required to serve 1–2 weeks of National Service (“NS”) until reaching 40 years or 50 years in age. In practice, most of us serve 7–10 years, before becoming part of the MR I mentioned.

So once or twice a year, I would report to the SAF for refresher training to stay Operationally-Ready.

I disrupted my NS for several years to work in the United Kingdom. So when I returned to Singapore, the last few years of my Service was spent with an entirely different group of fellow-NSmen.

Once more, I leant back on the lasting lessons from all those years ago:

To do things right the first time so we don’t sabotage our friends, and to always understand the motivations of the people that we work with.

There were new learnings:

  • How to connect and communicate with men >10 years younger than me
  • How to lead (essentially cajole & persuade) people I have never worked with before, to get the job done
  • How to utilise these young men’s professional experience in their civilian lives, and not make their time back in the Army a complete waste.

I worked with fellow NSmen, who in their civilian lives are capable Accountants, Auditors, Bankers, Business Owners, Consultants, Educators, Engineers, Finance Professionals, Human Resource Professionals, Lawyers, Lecturers, Managers, Restauranteurs (one a fellow Tottenham fan 😅 ), Real Estate Agents, Startup Founders, Visual Effects Artists, etc.

There were differences to leading young full-time soldiers, e.g. a sometimes less-urgent approach and for some, not quite the same fitness levels as their 18-year old selves. But we always worked to achieve the training objectives — not cutting corners on the task at hand, and never compromising on everyone’s safety.

Now that I am in the MR, I would no longer need to be called up for In-Camp Training except in exceptional circumstances (though I think I remain liable for NS till age 50).

I also no longer need to take my annual Individual Physical Proficiency Test. I’ll miss the $500 Gold Fitness Awards, which were a good bonus (though it got harder with each passing year as my body aged and ached), but the fitness habit has been hard to break, and I am thankfully still swimming, gymming or running every other day.

(And not forgetting our band of brothers from full-time National Service days that still maintain an active WhatsApp group, sharing anecdotes and jokes. COVID had put a stop to regular meetups, but hopefully soon.)

I Wasted My Training

As the refrain goes — training is never for training’s sake.

We train to make sure we have the skills to perform a task or job. Our military training was no different — to give each and every National Serviceman the skills, if ever needed, to protect the land that we live in and love.

I’m blessed with 2 daughters — to whom I’d explained why my fellow NS men and I needed to be ready to defend our home. And they always found it interesting to see Papa leave home decked out in green camouflage, once or twice a year.

But as it turns out, I never needed to put my soldiering training into practice.

  • I never needed to take up arms, nor put my marksmanship skills to use by shooting at a ‘live’ target.
  • I never had to be out in the field, and face a real aggressor.
  • I never needed to lead our men in a real operation.

So I suppose I wasted my soldiering training.

Yet in this particular case, I was glad! Because if I ever needed to do the above, this would mean our country is under threat.

A credible and capable deterrent military force is part of our pillars of Total Defence, and I was glad to have contributed to that pillar for some time.

But at the end of the day, I am glad I never needed to apply my soldiering training for real. I hope I never have to for the rest of my life. Something we should never take for granted as a small country, which the recent geopolitical developments have shown us very starkly.

Then again, maybe I didn’t waste my my SAF training after all.

There were some practices that I’ve never really stopped:

  • I still wake up early
  • My bearing is upright
  • I stay active & fit as best as I can
  • My desk is always neat 🙂

I’ve applied the lessons from being a (then-)young Platoon Commander to my career. In Public Service, Financial Markets, and which today centres on building ArcLab — the world’s simplest system to Upskill the World’s Deskless Workforce (whose training is never wasted).

In no particular order, these are some of the lessons I’ve put to use:

  • To understand team members’ motivations
  • To care for their welfare
  • To communicate goals & tasks clearly
  • To never ask a team member to do anything I wasn’t willing to do myself
  • To push them to grow, and to never take credit for their work
  • To always lead from the front

So while I never got the chance to put my military-specific skills to actual use (and I hope I never will), my time in National Service taught me skills that accompany me throughout my life.

For that — I am thankful.

“ORD
Back to Study
Got Degree
So Happy
Can’t Forget
Still Remember
With my rifle & my buddy & me”

Saluting the men & women who keep our nation safe.

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ArcLab User Clinic – Learner Analytics and Improving ROI of Training

ArcLab is building the world’s simplest training platform for organisations to upskill your deskless workforces.

Our regular User Clinics gather ArcLab customers and users to connect, learn and share all the benefits that Nano Learning and Just-in-Time Training has brought to their workforce and organisation. The ArcLab team also shares new features that we developed since our User Clinic, and explore how these can be used to create even better and more engaging training for organisations’ workforces.

Our first User Clinic of 2023 centred around Learner Analytics and the Measurement of Training Return on Investment (ROI). 

We had the pleasure to welcome ArcLab’s Advisory Board Member – Dr Karin Avnit, Associate Professor at Singapore Institute of Technology (“SIT”) and Deputy Director (Tech-Enabled Learning) of SIT’s Centre of Learner Assessment & Development – to share on how we think about Measuring & Improving the ROI of Training.

Our broad framework on Training ROI:
1. Do employees:
– find the training useful?
– feel motivated by the training?

2. Do employees:
– show an understanding of the learnt content?
– perform better after a training?

3. Can I get:
– the same training done in less training time?
– more learning in the same training time?

Here’s the full details of what Dr Karin shared:

Our CEO James also shared about ArcLab’s Learner Analytics Features, which you can read in detail via our Knowledge Base:

Massive thanks to everyone who took time out of your busy schedules to join our User Clinic of. We hope to host an in-person User Clinic very soon – stay in touch via our mailers & social channels.

Meanwhile, we keep working to help you create continuous upskilling programmes for your workforce, and build better and more productive organisations. 

Thank you for Creating Effective Training with ArcLab!

Download your free deck: "Improving ROI of Training"

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What are Occupational Progressive Wages?

Singapore's Progressive Wage Model

Singapore does not have a minimum wage system in the classical sense. Rather, Singapore’s has to-date adopted an industry-to-industry approach, termed the Progressive Wage Model (“PWM”).

From 1 March 2023, the PWM extends beyond identified industry sectors to cover specific occupations regardless of the employer’s industry classification. 

This is termed as Occupational Progressive Wages (“OPW”) and is meant to uplift local workers who are in occupations that exist across many sectors.

Occupational Progressive Wages

The OPW’s core pillars are unchanged from the PWM:

(i) Clear pathways for workers to progress in their careers,

(ii) Minimum wage requirements for different rungs of the career pathway (Singapore citizens and Permanent Residents (“PRs”)),

(iii) Training to improve workers’ skills & productivity – to uplift the capacity to contribute more to employers’ bottom line and justify the wage increases.

The first 2 occupations covered under the OPW are Administrators and Drivers. OPW is compulsory and applies to ALL firms who employ full-time or part-time employees in administrative or driving roles on a contract of service and hire foreign workers. This is irrespective of the industry sector that the firm operates in.

OPW Wage Requirements from 1 March 2023 to 30 June 2026 have been set. Wage levels for 30 June 2026 and later will be reviewed by Singapore’s National Wages Council sometime in 2025.

OPW Wage Requirements for Drivers

The OPW for drivers is a two-level career progression model:

From 1 July 2026

The first rung of the career level is for General Drivers who operate vehicles requiring a Singapore Class 3 driving license or lower. Examples of jobs include motorcycle delivery drivers, van drivers and tram drivers etc. These jobs are often found in the Logistics industry.

General Drivers progress to become Specialised Drivers, who operate vehicles requiring a Singapore Class 4 driving license and higher. Examples of jobs include trailer truck drivers, bus drivers, chauffeurs, and concrete mix truck drivers etc. Such jobs can be in various sectors including Logistics & Supply Chain, Construction etc.

OPW gross monthly wage requirements for Full-time General Drivers start at SGD $1,750 ($9.17 per hour for part-timers) from 1 March 2023, while those for Specialised Drivers are $1,850.

After 1 July 2026

OPW is set based on the license classification of the Driver. There are 2 groups:

Group A: Drivers with Class 3 license and below

Group B: Drivers with Class 4 license and above.

(Click table to enlarge)

 

After 1 July 2026

OPW is set based on the license classification of the Driver. There are 2 groups:

Group A: Drivers with Class 3 license and below.

Group A Level 1 Driver: A driver assigned to operate vehicles requiring a Class 3 or below driving licence.

Duties may include:

  • Inspect and ensure vehicle is in good operating condition
  • Execute transportation operation schedules and ensure timelines are adhered to
  • Interface with customers at collection or pick-up points and destinations
  • Maintain and update logs, records or documentation
  • Uphold safety and/or security standards
  • Report occurrence of incidents or accidents to the appropriate persons

Group A Level 2 Driver: A driver carrying out the tasks of a Level 1 Driver and fulfilling additional duties involving one or more of the following:

  • Performs higher-value activities with some scope to exercise initiative such as crowd management, CPR, handling hazardous materials, cold chain management, chauffeuring services
  • Mentoring and training other drivers
  • Route planning
  • Attain requisite certification should the job require to meet operational or regulatory requirements

Group B: Drivers with Class 4 license and above.

Group B Level 1 Driver: A driver assigned to operate vehicles requiring a Class 4 driving licence.

Duties may include:

  • Inspect and ensure vehicle is in good operating condition
  • Execute transportation operation schedules and ensure timelines are adhered to
  • Interface with customers at collection or pick-up points and destinations
  • Maintain and update logs, records or documentation
  • Uphold safety or security standards
  • Report occurrence of incidents or accidents to the appropriate persons

Group B Level 2 Driver: A driver assigned to operate vehicles requiring a Class 4A or 5 driving licence, or vehicles requiring a Class 4 licence and fulfilling additional duties involving one or more of the following:

  • Performs higher-value activities with some scope to exercise initiative such as crowd management, CPR, handling hazardous materials, cold chain management
  • Mentoring and training other drivers
  • Route planning
  • Attain requisite certification should the job require to meet operational or regulatory requirements

(Click table to enlarge)

(Click table to enlarge)

OPW Wage Requirements for Administrators

The OPW for administrators is a three-level career progression model.

Level 1 is for Administrative Assistants who perform basic admin tasks like data entry, receiving & registering documents, sort & store files, run errands etc.  Examples of Admin Assistant jobs are: data entry clerk, library clerk, office attendant.

Level 2 is for Administrative Executives who perform more advanced admin tasks like accounting & bookkeeping, customer facing tasks (e.g. answering & directing phone calls, providing client information & services), manage records (e.g. maintaining & updating filing and inventory), handle money, prepare production schedules, secretarial tasks (e.g. arrange appointments, organise meetings.

Examples of Admin Exec jobs are: Office cashier, bank cashier, receptionist, telephone operator, secretary, verbatim reporter, typist & word processing operator, concierge, clerks (e.g. general office clerk, customer service clerk, stock clerk, transport clerk, statistical clerk, legal clerk, accounting and bookkeeping clerk, production clerk, computer operations clerk, postal service counter clerk, finance and insurance clerk, travel agency clerk, proofreading clerk)

Level 3 are Administrative Supervisors – essentially Office Supervisors who supervise staff in admin or clerical roles, and manage personnel, resolve work problems & coordinate work between an organisation’s units.

Administrators are found in virtually every industry and organisation.

OPW gross monthly wage requirements for Administrative Assistants start at SGD $1,500 ($9.00 per hour for part-timers) from 1 March 2023, rising to $2,000 for Administrative Executives and $2,800 for Administrative Supervisors.

(Click table to enlarge)

Workforce Training Requirements

It’s important to recognise that workers’ wages are also employers’ costs, so raising wages cannot be done sustainably without a corresponding rise in workforce productivity. Otherwise, margins are eroded for the business and product pricing cannot be competitive, which hurts consumers.

The only way to square the circle is to improve productivity. This can be done via 2 ways:

1. Adopting digital technologies that streamline business processes

2. Investing in workers’ training so they can improve skillsets and productivity. Ultimately, a well-trained, skilled employee produces more for the organisation.

Hence, training is a key pillar of OPW.

Employers must ensure that your Singapore citizen & PR Drivers and Administrators meet the OPW training requirements. These are:

1. At least 1 Workforce Skills Qualification (“WSQ”) Statement of Attainment (no restrictions on any WSQ course currently); or

2. An In-House Training programme.

To meet the training requirements – the in-house training programme will have to be guided by Training Objectives, Training Modality, Key Training Tasks and Training Duration.

Singapore’s Ministry for Manpower (“MOM”) expects employers to show supporting documentation on their in-house training programme and records of workers who attended the trainings – where required.

On-the-job Training (“OJT”) can be counted towards the In-House Training if the OJT fulfils these requirements.

Employers are given a grace period to comply with the OPW training requirements:

– For new hires: 6 months from the new hire’s date of employment
– For existing employees as at 1 Mar 2023 (when OPW took effect): By 29 February 2024

The ArcLab platform is a simple and effective way for organisations to put in place an in-house training programme:

1. An entire training programme can be developed online and is suitable both for the office setting (Workers in Administrator roles can consume training via their desktops / laptops), as well as for workers who do not work in an office environment – Drivers who can consume training via their mobile phones.

2. ArcLab’s Learner Analytics Dashboard keeps detailed records of every single workers’ training, including time spent on individual modules and as a whole, scores for Knowledge Assessment quizzes etc. These can be easily exported and presented to MOM as required.

Here’s an example of a Training Module for Motorcycle Drivers.

If you found this way of learning engaging and effective, try building a training programme for your workforce now on ArcLab. Here are a few sample training templates from ArcLab Discover, our free library:

1. Safe Riding Training – suitable for General Driver roles (motorcycle delivery drivers) in Logistics firms etc.

2. Safe Manual Handling Training – suitable for General Driver & Specialist Driver roles in Construction, Logistics firms etc.

3. Customer Service (Serving Difficult Customers) Training – suitable for Administrative Executive roles (e.g. receptionist, customer service clerk, receptionist, telephone operator etc.) working in any industry.

Build Training Programme

PW Mark

From 1 March 2023, firms who hire at least 1 Singaporean or PR workers covered by the PWM / Occupational PW are eligible for a newly-launched PW Mark. This enables consumers and corporate buyers to easily identify and support these PW Mark-accredited firms. 

Important note for firms who provide goods & services to the Singapore Government: PW Mark accreditation will be a new procurement requirement for Government tenders called from 1 March 2023.

Supporting Employers

The Singapore Government has committed to providing assistance for employers:

1. Progressive Wage Credit Scheme: From 2022 to 2026, the Government is co-funding eligible wage increases given to lower-wage workers. To reduce administrative burden for employers, any co-funding payouts are automatically disbursed to eligible employers.

2. Workfare Skills Support Scheme: Employers’ training costs for workers above 35 years old and earning less than $2,300 per month are significantly offset.

These would help businesses to ease into the PWM and OPW in the initial period. However, the true benefits accrue over the medium-to-long term for the businesses, as a more productive workforce produces much more and higher-quality products and services that satisfy customer needs, and ultimately adds to the bottom line. Everyone wins – Businesses, Workers, Consumers.

Supporting Lower-Wage Workers

It is time to break the practice of only wanting our own salaries to go up, while our costs (other people’s salaries) stay low. No longer should Singapore’s domestic economy be built on the model of a low-wage, foreign-only workforce.

ArcLab’s vision has a strong impact focus on uplifting deskless worker lives and livelihoods. To achieve this, we know that ultimately – workers win only when businesses win.

We are hopeful that the PWM and OPW help break the vicious cycle of Deskless Workers being viewed as low-productivity and hence not worthy of skills investment and higher wages. In such a scenario, everyone loses – businesses, and workers especially, in today’s high-inflation world. 

Instead, an upskilled workforce means higher productivity and profitability. Businesses can then justifiably pay higher worker salaries. This means better livelihoods and stronger loyalty to employers (lowering costly staff turnover for businesses). This turns the previous vicious cycle into a new virtuous one, helping all of us – government, businesses and consumers to all do well and do good in our new higher-inflation world.

Build Training Programme

*Updated on 11 Mar 2026 (Original post 10 Feb 2023).

While care has been taken to ensure accuracy, please always verify with up-to-date information from Ministry of Manpower’s official OPW website.

Top Photo by Muhamad Iqbal Akbar on Unsplash

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Higher Productivity for Progressive Wages (F&B sector)

Singapore's Progressive Wage Model

Singapore does not have a minimum wage in the classical sense. Rather, she has adopted an industry-by-industry approach to setting what is termed as the Progressive Wage Model (“PWM”).

PWM started in September 2014 for the Cleaning sector in Singapore, and gradually extended to more and more industry sectors in the years since – Security and Landscape sectors in 2016, Lift & escalator sector in 2019, Retail sector in 2022, and the Food Services and Waste Management sectors in 2023.

The core pillars of PWM are: 

(i) Clear pathways for workers to progress in their careers,

(ii) Minimum wage requirements for different rungs of the career pathway (applicable to Singapore citizens and Permanent Residents (“PR”)),

(iii) Training to improve workers’ skills & productivity – so they have the capability to contribute more to employers’ bottomline, justifying the wage increases.

To hire foreign workers, Singapore firms must comply with their respective industry’s PWM requirements for their local employees covered by the respective PWMs, and the Local Qualifying Salary (“LQS”) requirements for all other local employees.

 

PW Mark

From 1 March 2023, firms who hire at least 1 Singaporean or PR workers covered by the PWM / Occupational PW are eligible for a newly-launched PW Mark. This enables consumers and corporate buyers to easily identify and support these PW Mark-accredited firms. 

Important note for firms who provide goods & services to the Singapore Government: PW Mark accreditation will be a new procurement requirement, for Government tenders called from 1 March 2023.

ArcLab had previously hosted a webinar where we discussed the PWM with industry leaders from Fei Siong Group, Kiosks Collective (operator of CRAVE Nasi Lemak, Pezzo etc.), IHRP and StaffAny – the motivations behind the PWM’s raising of wages for workers – many of whom are Deskless / blue-collar / frontline workers that have to-date commanded relatively low pay, and are disproportionately hurt in today’s higher-inflation world.


Now let us now look at the PWM requirements for Singapore’s Food Services sector.

PWM for the Food Services Sector

Under the PWM for Food Services, F&B businesses are split into 2 categories:

Category A is comprised of food establishments without wait staff. These include Quick Service (“QS”) F&B establishments like fast-food outlets, food courts etc. Essentially, self-service F&B eateries.

For PWM purposes, one career track is mapped out – stipulating a gross monthly wage requirement of SGD $1,750 from 1 March 2023 for Full-time entry level Food / Drink Stall Assistant ($9.18 per hour for part-timers), with progressive increments as (s)he moves up the career ladder. 

This PWM wage minimum rises to $1,915 per month on 1 March 2024, then $2,080 on 1 March 2025.

(Click table to enlarge)

 

Category B is made up by food establishments WITH wait staff, as well as Caterers and Central Kitchens. 

Two career tracks apply for Category B food businesses. 

1. “Back-of-house” roles, with these minimum monthly gross wage requirements:

(Click table to enlarge)

 

2. “Front-of-house” job roles, with the following monthly gross wage requirements:

(Click table to enlarge)

It’s important to recognise that workers’ wages are also employers’ costs, so raising wages cannot be done sustainably without a corresponding rise in workforce productivity. Otherwise, margins are eroded for the business and product pricing cannot be competitive, which hurts consumers.

F&B establishments can adopt a variety of process innovations and digital technologies that make the business more productive. 

It is also imperative that F&B businesses invest in upgrading workers’ skills so they can increase their productivity and skillsets, offering great food service experiences to customers and helping F&B employers to achieve more. 

Hence, training is a key pillar of the PWM.

Higher Productivity: Training the Workforce

For the Food Services PWM – employers must ensure that their Singapore citizen and PR workers attain at least 2 Workforce Skills Qualification (“WSQ”) Statement of Attainment, from the list of approved WSQ training modules. Alternatively, employers that have in-house WSQ training modules with prefix “FSS” in accompanying Technical Skills & Competencies (“TSC”) code can use these modules to meet the training requirements.

PWM training requirement must be done within 6 months of a new hire’s employment start date, or by 29 February 2024 for existing workers.

F&B employers can consider various Approved Training Organisations (“ATOs”) offering WSQ courses that meet the PWM’s requirements. 

One of these is FSI, an ATO backed by Fei Siong Group – one of Singapore’s largest F&B groups with 173 (& growing) outlets across 20 brands (e.g. Malaysia Boleh, Encik Tan, Nam Kee Pau etc.) employing over 1,600 staff. They are a proven market practitioner – amalgamating decades of practical real-world F&B experience into a sound training curriculum at FSI.

FSI is a public WSQ ATO accredited by SkillsFuture Singapore, supported by Enterprise Singapore and Institute of Adult Learning. They offer WSQ courses that meet the PWM requirements.

FSI offers structured training via in-person classes at their centrally-located venue right above Tanjong Pagar MRT station.

FSI’s courses are short and concise, helping F&B operators to upskill and reskill workers  with minimum fuss and time commitment. 

FSI has also created bite-sized learning modules, readily available 24/7 on mobile devices, shortening the time needed to induct new F&B hires and impart knowledge.

So if you are an F&B business, consider FSI for your training needs – 
(i) to meet PWM requirements, and
(ii) more importantly, continuously skill up your workforce to achieve more for your business.

For starters, check out FSI’s mobile learning module explaining the Food Services PWM ->

Supporting F&B Employers

The Singapore Government has committed to providing assistance for employers:

1. Progressive Wage Credit Scheme: From 2022 to 2026, the Government is co-funding eligible wage increases given to lower-wage workers. To reduce administrative burden for employers, any co-funding payouts are automatically disbursed.

2. Workfare Skills Support Scheme: Employers’ training costs for workers above 35 years old and earning less than $2,300 per month are significantly offset.

These would help F&B businesses to ease into the PWM in the initial period. However, the true benefits accrue over the medium-to-long term for the businesses, as a more productive workforce produces much more and higher-quality offerings for the business, and ultimately adds to the bottom line. Everyone wins – Businesses, Workers, Consumers.

Supporting Lower-Wage Workers

It is time to break the practice of only wanting our own salaries to go up, while our costs (other people’s salaries) stay low. No longer should Singapore’s domestic economy be built on the model of a low-wage, foreign-only workforce.

ArcLab’s vision has a strong impact focus on uplifting deskless worker lives and livelihoods. To achieve this, we know that ultimately – workers win only when businesses win.

We are hopeful that the PWM helps break the vicious cycle of deskless blue-collar workers being viewed as low-productivity and hence not worthy of skills investment and higher wages. In such a scenario, everyone loses – businesses, and workers especially, in today’s high-inflation world. 

Instead, an upskilled workforce means higher productivity and profitability. Businesses can then justifiably pay higher worker salaries. This means better livelihoods and stronger loyalty to employers (lowering costly staff turnover for businesses). This turns the previous vicious cycle into a new virtuous one, helping all of us – government, businesses and consumers to all do well and do good in our new higher-inflation world.

Before you go… we’ll leave you with a free takeaway (“dabao”):

Get your Free E-Book on Increasing Productivity for Food Service Businesses

Top Photo by Nauris Pūķis on Unsplash

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ArcLab is growing

Upskilling the World's Deskless Workforce

ArcLab is a team of educators, designers and technologists working together to create the world’s simplest training system to upskill the world’s deskless workforce.

It’s a huge endeavour – there are 2.7 billion of such workers in the world, 250 million in Southeast Asia alone. We’ve gotten great results, achieving solid results with a very lean team to-date.

We’re now growing the team to so we can accelerate our growth in Southeast Asia (Malaysia and Vietnam in 2023), and help many more organisations to onboard, train and support their workforces in a fuss-free & effective way.

Who we're looking for

To help us achieve our mission, we’re looking for talented folks for these roles:

1. UI/UX Design Lead – Our design philosophy is Simplicity, because the Deskless Workforce doesn’t have bandwidth or infrastructure for Complexity. If you have a passion for understanding users’ needs and pain points, and can design the simplest way to get the job done, there’s a product design role waiting for you. Check the ArcLab platform out too: https://builder.arclab.io

2. Learning Design Lead – ArcLab is a tech platform but ultimately a skilling company. If you can help us build up our mobile learning andragogical practice (see ArcLab Discover: https://builder.arclab.io/discover), and work with & educate customers on their L&D frameworks and training rollouts, we want to hear from you.

3. Customer Success Lead – ArcLab is a B2B SaaS company – we serve labour-intensive businesses across various industries e.g. Food Services, Construction, Logistics, Retail and also Non-Profit Organisations. If you love working with people, helping customers’ HR and L&D leaders and managers to do well for their people and organisation, both individually and for a wider audience (see ArcLab Academy: https://arclab.io/academy), reach out.

4. Sales & Marketing Lead (2 roles: 1 based in Singapore 🇸🇬 , 1 based in Malaysia 🇲🇾) – ArcLab is a product-led growth (“PLG”) company. The majority of businesses find us through stellar content marketing (notice how this blog post has targetted keywords so searchers can find us…). So if you’re passionate about inbound, can get into the weeds with SEO (e.g. ArcLab ranks on Google’s Page 1 for “Train F&B staff”), and also able to do sales-related work like PQL intro calls, follow-ups, please get in touch. [Update: Singapore Position filled! ☺️ ]

5. Software Engineer – We’re a well-architected SaaS platform. If you like simple-to-use software, love building and experimenting, and are passionate about organisation and maintainability of the codebase, our CTO Steven (who is ex-PayPal and had successfully exited a business to Rocket Internet before) is looking for you. Work with, and learn from Steven.

If you are (or know someone who can be) a good fit, we’re interested to speak with you. 

We don’t need you to have years of experience, and you’ll notice the job listings don’t ask for any minimum academic or formal qualifications – that’s because we believe that (i) passion for your chosen discipline, (ii) a great attitude towards people and (iii) the drive to learn whatever you need to do you job – are the most important traits for a would-be ArcLab-er.

If we can sync up on these 3 areas above, we’re ready to work with you and give you time to grow into the role that you join us for.

Apply!

Why join ArcLab?

We’ve been recognised globally – featured in Holon IQ’s Southeast Asia Ed Tech 50 for 3 years running, and part of GSV Ventures’ Elite 200 2022, one of only 10 from Southeast Asia.

We’re a driven team yet nice, humble people. See what we get up to on our Twitter page.

We’re doing noble work – ArcLab’s platform empowers businesses to uplift the skills, lives and livelihoods of blue-collar, deskless, frontline workers who’re so crucial to our economies and societies, but yet are severely underserved by current market skilling solutions.

We’re a disciplined business – We don’t subscribe to the scorched-earth, grow-at-all-costs business model. We build efficiently, do a lot with very little and are here to build a sustainable, profitable and impactful business that will be around for a long time.

If you're a good fit, reach out right away!

Hero Photo by Duy Pham on Unsplash

Gif by Tenor. Rights to Captain America are owned by Disney.

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Top Articles of 2022

Recapping our Top Articles from 2022

As we enter the final stretch of 2022, we recap our top articles from this year:

1. How to Train F&B Staff, co-authored with Passioneat Hospitality – shares how a trained workforce is the biggest contributor to the success of any F&B organisation, and how you can achieve this for your business. 

2. Body Language for Customer Service shares how effective body language is key to creating your well-trained sales force and customer service team. We also share free templates from ArcLab Discover.

Body Language in Customer Setvice

3. Melabur Untuk Perkembangan Perniagaan shares in Bahasa Melayu – all the ArcLab Use Cases that our customers use us for, including digital Standard Operating Procedures (“DSOPs”). Also read the English version Investing in Intangibles for Growth & Productivity

Rounding off, we have:

4. Nano Learning – Simple, Effective, Scalable Training for New & Replacement Workers

5. How can F&B outlets attract new hires & retain existing staff – discussing the importance of a comprehensive L&D programme in making jobs in the food & beverage industries attractive for would-be and existing workers to build their careers, and increase employer loyalty.

6. Streamline Business Processes with Digital SOPs – where we share how documenting procedures is an important way to get staff up-to-speed quickly, and also share various digital SOP templates such as Operating a Point-of-Sale System (“POS”).

7. Construction is NOT Dangerous – which shares about how to effectively conduct Workplace Safety & Health Training (“WSH”) for construction workers.

8. How to Onboard & Orientate your Deskless Workforce – A Fast & Easy Way to conduct staff onboarding, orientation, induction programmes

What's in store next year...

As ArcLab continues to serve our existing customers, extend into new markets like Malaysia & Vietnam, and grow into new sectors (e.g. Logistics and Supply Chain), we’ll keep sharing what we learn in our work serving organisations’ skilling of workers.

At the same time, we keep investing resources into building out the ArcLab platform, while staying true to our vision to always be the simplest and most fuss-free way to digitally skill the most important part of your organisation – your people.

We hope you continue to find our sharing useful as you upskill your workforce to be more productive for your organisation, this year and next.

Best wishes for 2023!

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Work-from-anywhere a pipedream for Frontline Blue Collar Deskless Workers

COVID-19 changed the world (& work)

Once upon a time, the world was pre-Covid. 

Remote Work, Work-from-Home (“WFH”), Work-from-Anywhere were almost alien concepts. For many of us, work took place in an office or worksite, in a different place from our homes. Employers expected staff to work together in a common location.

COVID-19 upended the world we knew. But the early days of battling with COVID-19 have also passed, as better knowledge about the virus helped scientists and healthcare professionals to develop vaccines and medical treatment. 

We learnt to live with the virus these past 3 years. 

In our personal lives – we wore face masks, practised social distancing, learnt how to self-test, got vaccinated. 

In our work lives – we adopted digital technologies in new hybrid work arrangements, sometimes working out of the office, more often working-from-home.

Today, we live in a COVID-normal world, almost no different from pre-2020 (with the notable exception of China). No more lockdowns, social distancing or masking requirements. International travel resumed even as Zoom and Google Meet video conferences became second nature. The ArcLab team ourselves have travelled twice to visit our customers in Malaysia, and plan for more visits next year.

Work-from-Anywhere, I will.

As the economy reopened, we resumed international travel with a vengeance. 

But workers were reluctant to make a shorter journey – that of returning to the office. 

Many workers had gotten used to not having to commute, to having much more flexibility to manage our time & tasks, to having more time & interaction with the family and loved ones.

Technology played a part – why do we need to meet and work together in person when tools like Slack, Zoom and Microsoft Teams helped us to communicate with co-workers, and project management software like Notion and Asana kept everyone on task? 

In fact, work-from-anywhere has now being brought to a whole new level. “Workations”, where professionals travel to a different country to work for an extended period while enjoying leisure travel is “an upcoming workforce train” (quote from this Straits Times article). If you live in a high-cost country, moving to a lower-cost economy to discharge your work duties (without changing job) can end up being financially-productive.

Flexible Work Arrangements like these had now become mainstream. We can now well-and-truly integrate work and play, though there are also downsides from being “always-on”, with no natural break between the workplace and the home (now one and the same).

From the worker’s perspective – it’s the output that matters. Don’t micromanage HOW I do my work, or WHERE i work, as long as I deliver on my responsibilities.

 

Remote Work, you can't (any more).

Not all employers were 100% comfortable with remote work, even when mandated during early-COVID days in 2020. 

For supervisors used to managing by “line-of-sight”, this new WFH setup was tough. How would I know if my staff was indeed working, or slacking / shirking / “relak one corner” (Singaporean slang)? Some managers had resorted to compulsory “video-on” Zooms, where staff needed to be in front of the computer camera, as “proof-of-work” (pardon the blockchain reference).

The reopening economy this past year was a godsend for many employers, many of whom rolled back Hybrid Work Arrangements as a non-negotiable given.

From the employer’s perspective – I’m paying your salary, so I have the right to mandate how (and where) you work. In 2021, my hands were tied because of COVID restrictions, and also because the economy and job market was hot. In late 2022, with rising interest rates, slowing economies and a loosening labour market, employers could now call the shots. 

If a worker insisted on remote work, companies can now easily find someone else who will work in the office. And if it’s really work-from-anywhere, this also means companies can also give one worker’s job to another from a country where wage demands are lower. 

So holding out for remote work also cuts both ways.

Hybrid Work (Give some, take some).

As with most things, the optimal arrangement is probably somewhere in the middle.

In “Water Cooler Moments” – I shared how ArcLab balances Work-from-Home with In-person collaboration for our team.

We’re an output-driven company, but we also believe there is magic when people come together. So we continue to maintain a hybrid approach. 1 or 2 days per week where everyone comes in (no need for the whole day even), rest of the time work-from-anywhere.

Additionally, ArcLab is not ruling out letting our team members work out of different locations (and countries) for a period of time – as we also take steps towards establishing presence in Southeast Asia, starting with Malaysia next year. 

Having worked in 3 countries, I KNOW for a fact that working abroad can be a great professional experience, and helps us broaden our perspectives as we build out the platform for our customers. I want to provide this opportunity for my team as well.

As long as employers and employees have a shared vision, and recognise we are all playing on the same team – then there’s no us vs them. 

Together, we achieve more. Together, Stronger – as the Welsh football team’s motto proclaims (condolences to Gareth Bale & team at their World Cup 2022 1st round exit at the hands of Harry Kane & England).

For many, WFH is a pipe-dream.

Whatever we’ve read so far – is only for office workers. The white-collar. The professional. The knowledge worker. The digital nomad.

For 2.7 billion Deskless Workers in the world (250 million in Southeast Asia alone), also known as blue-collar, frontline workers – the concept of Remote Work is utterly irrelevant.

#WFH isn’t for everyone – which I wrote early in the pandemic, highlights that a significant percentage of our workers work in Food Services, Construction, Retail, Logistics, Manufacturing, Healthcare etc., and have time-specific and location-specific jobs.

This makes remote work and work-from-anywhere a pipe-dream for our Deskless Workforce.

As employers and employees continue to hammer out optimal work arrangements that are productive yet flexible, spare a thought for our Deskless Workers – who toil in typically lower-wage jobs, on-site, cooking and serving your food, building your homes, and many other essential tasks that keep our economies and our comfortable lives humming.

For employers who employ teams of blue-collar, frontline workers – can we also help them achieve more for the company with the same / less time at the work place?

We certainly can. 

One important component is making workers more productive through effective, efficient training programmes so they don’t spend more time at the worksite in unproductive tasks.

Here are some tips:

1. Making sure businesses processes are streamlined and aptly-communicated. This can be done by devising well-documented Standard Operating Procedures. These SOPs can then be sent directly to Workers’ smartphones, so that they can easily access performance support materials in a fast, easy and accessible manner.

2. Providing workers with continuous training so they are well-equipped to do their jobs. To avoid more time commitment by the workers, which is also time away from the shop floor, Digitalising Training is a great way to improve the efficiency of the training process so more of the knowledge component can be consumed in a “flipped” setting, without the need for in-person training (here’s how F&B companies can do so)

3. Giving Local Language Support for worker training so they can consume training in the native language they are most comfortable with. ArcLab SmartTranslate helps companies train workers in any language, solving the current training roadblocks where too much off-the-shelf training content is in English, and all-too-general for individual companies.

These simple steps go a long way towards creating an effective, productive workforce, who achieve more for your organisation while working on-site, whom you can now justifiably pay the higher salaries, which promote greater company loyalty while improving their lives & livelihoods at the same time.

Uplift your (Deskless) Workforce.

To conclude, ArcLab believes that for the White-Collar workforce – hybrid work arrangements are here to stay, with the exact mix and mechanics the purview of individual employers & employees to agree on.

At the same time, for our Blue-Collar workforce – there is no such hybrid work arrangement yet. 

Deskless Work still needs to be performed on site, at least for the foreseeable future. We believe employers must ensure that workers’ time spent at the workforce be utterly productive, and that can in good part be achieved by creating a continuously upskilled, productive workforce, with organised SOPs that are well-communicated to streamline business processes.

That’s where ArcLab is here to help.

Get started today – create your productive workforce and profitable organisation, and improve your workers’ livelihoods and lives: https://builder.arclab.io

Build your Productive Workforce
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ArcLab User Clinic – Geofencing and much more

ArcLab is building the world’s simplest training platform for organisations to upskill your deskless workforces.

Our regular User Clinics gather ArcLab customers and users to connect, learn and share all the benefits that Nano Learning and Just-in-Time Training has brought to their workforce and organisation. The ArcLab team also shares new features that we developed since the previous User Clinic, and explore how these can be used to create even better and more engaging training for organisations’ workforces.

In our second User Clinic of 2022, we welcomed ArcLab customers from several countries, including Singapore, Malaysia and Australia. 

We also announced new features to help organisations create more effective, engaging and secure training modules. 

For those who weren’t able to attend, this blog post details everything we debuted. And here’s the video too:

 

Now for everything new we announced to help you with your workforce training:

Reorder

“Reorder” is ArcLab’s newest Assessment screen, which can be used to assess learners’ knowledge of procedures, steps or sequences. 

An example might be: 

“Arrange in order: the sequence of the 7 steps of proper handwashing”, 

or 

“Reorder: What are the 5 steps in marinating this chicken dish?“

“Reorder” can be used for assessments as described above, or toggle the “Quiz” setting to “Poll”, and you can use it to survey your staff or any audience’s preferences ranked against the other options.

Full details are in the Reorder section of our Knowledge Base.

Geofencing

Geofencing is a new security measure that you can add to your modules, especially if they contain sensitive or proprietary content.

Geofencing allows you to restrict learners’ module access to specific geographical locations such as your outlets, worksites or offices. Geofencing uses the Global Positioning System (“GPS”) information from your learner’s mobile device to detect if they are within or outside the virtual boundary set up by you. Learners will then only be able to gain access your geofenced modules when their devices’ GPS detects that they are within the pre-defined geographical location.

Other innovative ways of using Geofencing is for onboarding or team-building exercises, where your staffs’ access to specific modules are unlocked at specific locations as part of a series of tasks or “missions”. 

For example, one of ArcLab’s customers used geofenced modules as part of an “Amazing Race” in their new staff onboarding activity. As this organisation had locations all across the country, this was a great way for new staff to visit each location and get to meet the people who work in each location. A great way to conduction an onboarding and induction programme, if you ask us!

What other ways do you think Geofencing can be used for your onboarding, training or HR programmes? Let us know!

Geofencing is currently an Opt-In feature, so drop us a note if you’d like to get onboard.

Learner Access Metrics

We introduced Monthly Learner Access reports so you receive periodic email updates on how many learners have accessed your ArcLab modules. Look out for these on the first day of every month.

We also added a dedicated dashboard where admins & managers can check on these Learner Access metrics at any time. This gives you an idea of the level of engagement from your learners on a month-to-month basis, and give you better control on how you would deploy and manage learner access across your organisation.

Learner Access Metrics can be accessed easily via the top right of your ArcLab Dashboard:

Learn more about your Learner Access Metrics Dashboard in our Knowledge Base.

Upskill your Workforce today

Massive thanks to everyone who took time out of your busy schedules to join our 2nd User Clinic of 2022. We hope to host an in-person User Clinic very soon – stay in touch via our mailers & social channels.

Meanwhile, we keep working to help you create continuous upskilling programmes for your workforce, and build better and more productive organisations. 

Thank you for Creating Effective Training with ArcLab!

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HolonIQ EdTech 50 hat-trick for ArcLab!

Thank you, HolonIQ!

HolonIQ’s Southeast Asia EdTech 50 features the most promising EdTech startups from Southeast Asia.

The EdTech 50 identifies young, dynamic startups working hard to improve learning & teaching in K-12 & Higher Education, and Workforce Upskilling.

ArcLab is proud to be featured in the EdTech 50 for the 3rd year running. 

We are humbled and grateful for this hat-trick of validations of our work to Upskill the World’s 2.7 billion Deskless Workforce, through building the world’s Simplest Training System. 

If of interest, here’s what we’d showed HolonIQ (we updated the 2nd screen after 1 Nov 🙂 ).  

Now imagine a training module built this way. How easy it would be for a lower-educated Deskless / Frontline / Blue-Collar Worker to consume.

Thank you, ArcLab customers!

ArcLab exists because of of forward-thinking customer organisations who trust us these past 3 years to upskill their workforces. Through contextual, continuous and calibrated training in-the-flow-of-work, they nurture well-trained workers who are more productive for their businesses.

This is especially important as costs rise in our new higher-inflation economy. For businesses to be viable, new technologies, processes and business models need to be put in place. All these require effective training – so staff know what to do, and how to do it better for the business.

ArcLab’s data from serving our customers show higher productivity though better-trained workers means better bottom-line for the business. This hopefully means firms can now justifiably pay higher salaries to workers who have contributed more to the business. This is important for the lower-wage workers – where higher costs can very well mean meals skipped, pulling a kid out of school, or worse. 

Looking at this another way – wages have in fact risen due to market forces, especially in labour-constrained economies. Companies who invest in staff training create more productive workforces, meaning getting more bang for their buck for every dollar in wage paid.

Still Day 1 of ArcLab's journey to Upskill the World's Deskless Workforce

I remember ArcLab’s earliest days, from our first POC (built in 6 weeks) to the platform’s commercial launch and our first customer The Hour Glass in late-2019.

The early ArcLab platform was fuss-free and no-frills – with a single-minded purpose to solve organisations’ needs in onboarding, L&D and HR (e.g. Appraisals & Pulse Surveys). 

Along the way, we take in feedback from customers and users, and keep improving the platform, yet retaining our fuss-free and no-frills design pillar. I’ve kept snapshots of our platform through its different development stages. It was a nice trip down memory lane putting them together for this blog post.

Here’s how we’ve been improving ArcLab these past 3 years:

1 ArcLab POC of the world's simplest training system
2 Create training with 1 single click
3 ArcLab's 1st menu had 5 screens
4 ArcLab MVP - we added training templates
5 We also added automated reporting
6 ArcLab Pro's launch retained our clean, fuss-free splash
7 ArcLab Pro introduces a more organised and full-featured dashboard
8 Adding detailed learner analytics for greater insight
9 And the ability to award NanoCreds (digital badges)
10 We launched ArcLab Discover - a free library of templates for onboarding, L&D and HR
11 ArcLab Geofencing lets organisations protect sensitve content
12 Beefed-up Learner Analytics gives actionable insights, displayed as a HUD
13 SmartTranslate lets organisations create training for non-English speakers
14 Our new Learner Management System improves managers workflow, and we're still working on much more

We’ve grown a fair bit since those early days, and are glad to have the opportunity to now serve customers in Singapore and in Southeast Asia – in industries ranging from Food Services & Manufacturing, Construction, Non-Profit, Retail and others, in areas like customer service training, workplace health & safety training, onboarding and induction programmes, and many more. 

Thank you to all our customers for trusting us to onboard and train your workers.

Thank you too, Bisk Ventures, Tinkertanker & EduSpaze for backing our work from the earliest days.

We remain at #Day1 in our journey to Upskill the World’s Deskless Workforce.

Create Effective Training today
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F&B Leaders’ Dinner in Kuala Lumpur

ArcLab StaffAny F&B Leaders' Dinner KL

In August, ArcLab had the opportunity to be back in Malaysia – following from our previous trip in March. On both our trips, we had the chance to meet with leaders of F&B businesses – some of whom ArcLab is already serving, and others who were keen to find out how to enhance their workforce productivity. 

This trip – we were glad to host F&B guests to a delicious meal at Ahh-Yum on the Hill, a Kampong Kravers concept serving delicious Malaysian food. The dinner was jointly hosted with our friends StaffAny – a rostering & scheduling system for shift work.

Building ArcLab, we adopted a beyond-Singapore mindset from the get-go. Firstly, Singapore is small as a market, and the workforce is also largely white-collar office workers. ArcLab is built to be the go-to training tool for the Deskless Workforce, so it was only natural for us to think regional and global from our earliest days.

Starting with the problem, we looked at some training pain points that market solutions weren’t solving well: 

1. Off-the-shelf Training content wasn’t suited to individual businesses

2. Deskless workers weren’t necessarily proficient in English, which is what most training content was created in.

3. Businesses often do not have the time nor resources to conduct these training sessions, which took employees off the shopfloor, resulting in lost production time.

4. Consistent, uniform training was difficult to do across multiple locations – as much training is person-dependent.

 

Since most companies possessed deep knowledge of the work that they needed their workers to be able to perform, companies themselves should be the best at upskilling their own workers, be it training F&B staff, or training construction workers.

We were also laser-focussed at ensuring simplicity and ease of use as we built ArcLab. And this became the platform:

The platform is infinitely scalable, as training is created by individual companies for their respective workforces. 

ArcLab makes it easy for a HR / L&D / Operations / Workplace Safety & Health professional to create a set of bite-sized training modules for the organisation, designate learners to receive the training, distribute via SMS or email, and track learning & performance via the ArcLab Learner Analytics dashboard. Follow-ups & interventions can then be planned as needed, for workers who need it most. And if inspiration is needed for training content, ArcLab Discover’s library of 70+ (and growing) training templates is a great resource.

Conducting training this way ensures conveying a uniform training experience to every worker – in the flow of work. This helps businesses to reduce time and cost needed for training – effectively, it funds free headcount for the business, through the resource savings and productivity gains.

Having served many Singapore companies since we launched in late-2019, we’re glad to now also serve Malaysian businesses and help you create a more productive & profitable organisation. 

Interested to find out more? Join our LinkedIn community and download your free e-book!

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The BEST Way To Train F&B Staff

The face of your F&B business

One of the most important factors that makes or breaks a business in the F&B industry is its staff, as they have the most interaction with customers. To maintain a good reputation and build rapport with your customers, your business has to ensure that all staff are well-trained, be it front-of-house or back-of-house staff. Every restaurant’s goal is to provide customers with excellent service and meal. To give your customers the best dining experience you can, these are some of the basic F&B staff training points:

  • Meeting Safety & Health requirements
  • Quick service to reduce customer waiting time
  • Familiarity with company and its products
  • Effective communication with confidence
  • Body language for customer service
  • Understanding of company’s Standard Operating Procedures (SOPs)

Training your F&B staff

Training F&B staff can be tedious and laborious, especially with so many rules, including those listed above. With company rules, guidelines, as well as SOPs, thick binders and 100-slide powerpoints have been the most common method of training for a long time. It’s time for change.

MOBILE Training your F&B staff

Mobile Training

Mobile training is a method of training in the flow of work for your F&B staff, which digitalises training documents into small, bite-sized modules for better understanding and more effective learning. Most studies have shown that the  maximum attention span of an average adult is 20 minutes. 

Thick binders and long hours of training will limit the amount of information absorbed by the employee, hence multiple short training modules will allow training to increase in effectiveness.

ArcLab

ArcLab has built the World’s Simplest Training System to help your restaurant create, deliver and track training all at once.  Digitalised SOPs and training materials can be sent out to your employees with a simple click. With ArcLab, training modules become interactive and engaging with options to embed visuals, as well as create short quizzes to facilitate your staff’s learning. Try it for yourself via this embedded module.

ArcLab's F&B case study (4Fingers)

4Fingers is a Singapore-born restaurant chain specialising in crispy Asian-styled fried chicken, with over 60 outlets across Asia.

Before adopting ArcLab, 4Fingers‘ operational manuals and SOPs were documented in binders kept in each outlet. Updating new content was laborious and costly across the different outlets and countries. Longer training time was required due to limited resources at each outlet. Workers also had to review lengthy texts in the binders to find specific information.

ArcLab's solution to F&B training

With ArcLab, 4Fingers’ staff now have access to the operational manuals and SOPs on their mobile devices, enabling training to take place anytime, anywhere. The static hard-copy binders are also replaced with more engaging and effective learning modules filled with visuals and activities. For training managers, updating content becomes much faster as ArcLab supports real-time editing of all information stored in the digital SOPs.

Results have shown:

  • 4Fingers’ HR and field training team achieved up to 27 hours time savings per staff per month.
  • Staff reduce time away from kitchens or cash counters, increasing productive time
  • Trainers save time by being able to distribute training modules remotely to staff mobile devices. For additional security, proprietary training materials are geofenced for access only at outlets.

Start your F&B mobile training journey with ArcLab today!

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The Best Digital Workforce Training Platforms

As our economy advances, businesses need to continuously innovate to better serve customers and stay relevant. Digitalisation is often a key enabler to improve business processes – even if the business continues to be labour-intensive and high-touch, like in Food Services.

Yet even as businesses digitally transform, a trained workforce is still the pre-requisite – so staff know how to better make use of the new technology and processes – to increase the productivity (and profitability) of the business. That’s where an efficient training system is necessary – to continuously upskill workers in the flow of work, especially as knowledge cycles shorten.

While there are many Learning Management Systems (“LMS”) in the market like Canvas, Blackboard, D2L and Moodle, most of these are built for schools and Institutes of Higher Learning (“IHLs”) – designed to serve thousands of students studying together in an academic campus. 

Are there digital training platforms that are more suited for companies, especially Small & Medium Businesses (“SMB / SME”)? 

Let’s look at a few (in alphabetical order):

ArcLab

ArcLab is designed for Deskless Workforces who are usually not seated in an office or have a workstation / computer. 

ArcLab is a mobile learning platform that empowers organisations’ HR and L&D managers to easily create, distribute and track training – delivered via email or SMS direct to employees’ mobile phones (and computer browsers) – all without an app. Anytime, anywhere, any language.

Some important aspects of ArcLab:

1. Fuss-free authoring – ArcLab’s module builder has a WYSIWYG (“What you see is what you get”) user interface that Microsoft PowerPoint & Google Slides users will be familiar with, making the learning curve pretty flat. L&D managers can directly embed rich media and add assessment screens as needed, without coding or complicated UX.

2. Multi-lingual modules – ArcLab’s SmartTranslate is an AI-assisted translation feature that empowers creation of modules in multiple languages with just 1 button click. It’s built directly into the ArcLab builder so you don’t need to toggle back-and-forth with your translation app. Learners choose in their first screen which language they are most comfortable with to consume your training. This is an important feature if your learners’ education level or command or language is not high.

Here’s what ArcLab’s customers have to say.

ArcLab is based out of Singapore & Malaysia, featured in Holon IQ’s Southeast Ed Tech 50 for 3 years in a row, and in the GSV Elite 200 – GSV Ventures’ global list of the top early-stage edtech startups.

EdApp

EdApp is a mobile LMS that aims to change how the world learns at work. 

EdApp’s thesis is that younger employees’ increasing share of the workforce means establishing agile learning & development. EdApp believes their platform can help companies establish a constantly-improving work culture.

EdApp’s platform includes:

1. Learner Platform – where learners are welcome by a modern learning experience with gamification & real rewards.

2. Administration Tools – giving organisations full control and flexibility to manage and deliver content.

3. Editable Course Library – EdApp’s free library of (editable) courseware designed by global thought leaders and leading industry experts.

4. Authoring Tool – where course managers can design microlessons for learners – no coding required.

EdApp has offices in Australia, the US and the UK.

eduMe

eduMe is a mobile training platform that helps companies to onboard and train deskless workforces, within organisations’ existing technology stacks.

eduMe’s advertised value proposition is to empower organisations’ new joiners to become productive in less time, increase the quality of work and set a base for future performance improvements.

eduMe’s features include:

1. Assessments – for L&D teams to monitor, test and ensure workforce quality

2. Engagement – to give organisations’ workforces a voice and to gather insight

3. Integrations – Embedding training into existing workflows for seamless learning

eduMe encourages businesses to include L&D into organisational initiatives because 84% of workers feel disconnected from their companies (the cost of disengaged workers can be $3.4k for every $10k of salary). Thus, equipping frontline workers with technology is the key to organisations’ success.

eduMe has offices in the UK and the US.

Gnowbe

Gnowbe is a microlearning platform, created to empower content creators, thought leaders and trainers from organisations to build experiential, participatory learning on mobile.

Gnowbe’s platform enables curators to:

1. Create – either using one of their editable templates, or to create a program from scratch

2. Share  – preview, publish and share programmes with groups of learners

3. Analyze – gain insight into learners’ performance and progress through the Gnowbe Dashboard.

Gnowbe’s speciality is in mobile-first, group-based experiences, to make it easy for users to learn on-the-go on any device. Gnowbe also has a Learning Library of courses that individual learners can purchase for individual upskilling.

Gnowbe is based in Singapore and the US.

Kahoot!

Kahoot! is a digital quiz engine. The platform has engaging visual interface, and is presented as a “game” where learners answer on their own, or compete by answering questions within a shared session. It is accessible via smartphones as an app, or on computer browsers.

Kahoot! is not designed for the workplace specifically and not particularly as a learning app since knowledge cannot usually be conveyed via the modules. (n/b see this Kahoot! vs ArcLab comparison that one of our users built).

However, Kahoot! is useful to test knowledge that had been taught through other means and its free version has seen widespread adoption in schools (especially for young students) and in-person events – primarily for audience engagement and its gamified experience (countdown timers, scoring etc.). Kahoot!’s recognisable earworm “soundtrack” also helps in its popularity. Kahoot! has also been expanding their family of learning apps through acquisitions.

Kahoot! was founded in Norway in 2012.

TalentCards

TalentCards is a mobile learning product from TalentLMS’s suite of e-learning solutions. It’s a standalone mobile training platform hived off from their LMS solution to work towards addressing deskless workers’ training needs.

TalentCards helps organisations to bring training to frontline workers instead of pulling them away from their jobs for training. Their digital learning format is known as “cards”, which can be implemented in 3 steps:

1. Create card sets with training material

2. Add users to the platform and invite them to download the TalentCards app

3. Share card sets to be accessed from learners’ smartphones.

Any user can also type in a code to join the company portal and access training, available in over 13 languages.

TalentCards is based in Greece and the US.

In Conclusion

There’s no one single best Digital Training platform that fits every business, since no two organisations are the same. We’ve listed the key features of the platforms above so you can consider which could meet your organisation’s needs.

If you employ a Deskless Workforce, e.g. in Food Services, Construction or Retail – it may be ideal to consider a mobile learning system like ArcLab. 

This ensures that you work with your staffs’ already-existing devices (their phones), helps you deliver training in the flow of work – and equip them with the skills to help you build a productive and profitable business.

Let’s start investing in our people today!

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How can F&B outlets attract new hires & retain existing staff?

COVID-19 Safe Management restrictions have eased with countries adopting a COVID-endemic policy stance. Food establishments have fully opened up as a result. Many countries have also begun accepting travellers and the flight prices have increased considerably as the demand for flight tickets continually increases. Adding on to the holiday seasons that families were unable to travel these past few years, “revenge travel” has been taking place in the recent months. Families are now planning their year-end travel and it is essential for businesses, the F&B establishments, retail outlets, hotels and resorts etc., to prepare themselves for the visitors coming for vacation. 

In Malaysia alone, thousands of food establishments exist. In malls, hotels, wherever you go, there is always an extensive ray of food, drinks and desserts you can choose from. Besides the well-loved eating haunts in Penang, Malacca, Ipoh and Kuala Lumpur, there are also famous food chain establishments you may have heard of in Malaysia, including Secret Recipe, Pelita Nasi Kandar, PappaRich, Old Town White Coffee, Sushi King, Manhattan Fish Market and many more!

Many establishments have difficulty finding & maintaining hires

With these establishments running, job opportunities open, but why is it that many of these places have a hard time attracting new hires or retaining their existing staff? This is a common problem faced by countries around the world and unfortunately, restaurants are known to have a high turnover rate.

How can you fix this problem and work towards attracting new hires as well as retaining the existing ones in your F&B outlets? 

What are the reasons for people leaving the F&B industry?

Some of the reasons for the high turnover includes:

1. Hires appear to be short-term staff made up of students

Jobs in food establishments are one form of job that never runs out. There is always a need for staff waiting at tables, managing the cashier, chefs, washers, cleaners and so on. Even for outlets that do not have dine-in options, they still require food packers to help pack the food that has been ordered.

These jobs are typically jobs that do not require prior experience nor higher education to be qualified. Hence, many students go to food establishments to earn extra income during their holidays. These students come with the intention of having short term work and thus, contributes to the high turnover.

2. Possible mistreatment of workers

Mistreatment of staff is another factor to consider. Many establishments condone the behaviour of managers who speak harshly towards their staff or treat them with little respect when in fact, every worker deserves to be treated as an equal. In some cases, workers are not given the break they deserve or are spoken down to. 

This is a problem that can easily get out of hand when customers see it before their very eyes or hear of it through social media. Businesses should rectify these issues if they exist to avoid the situation where one rotten apple spoils the barrel. 

Professional work ethic courses should be reintroduced to employees at least once every 3-4 months to ensure that every staff member is aware and reminded of the proper behaviour they should put on at work. 

Some might disagree but customers who treat staff with no respect should also be dealt with accordingly. Gone are the days where customers are kings. We now work and walk towards treating everyone with the respect that they deserve as humans.

3. Improper management

Image is a crucial aspect to maintain when it comes to restaurants, cafes and any establishments out there as people are continuously forming new perceptions of what they see by seconds. 

As a customer or staff, improper management can cause people to avoid coming to such places. A messy and unmanaged establishment causes unrest and people will start forming negative associations with the business. 

In order to maintain and build positive imagery in customers and staff, businesses have to ensure company policies, SOPs and the systems of their F&B outlets, are properly delivered and understood by existing staff and new hires. That way, instructions to follow are clear and staff can carry their duties out competently, leading to happy customers. A place with good management will eventually lead to higher reviews.

4. Unprepared for task

Feelings of unpreparedness do not only exist in potential hires but also in existing staff. Research on Malaysians showed that many feel that businesses and organisations are not providing proper or enough training prior to the commencement of jobs. 

As a result, potential hires are hesitant to apply when they feel unqualified for the job they are about to take on. Sometimes, these hires are also taken aback as they are not prepared beforehand to face difficult customers, handle peak periods and all the challenging scenarios they may encounter when carrying out their job.

The workload of F&B workers is more than what meets the eye and hires are not aware of the actual load that they will be carrying. By conducting training beforehand, teaching on basic things such as the right body language to have when dealing with customers, getting out and manoeuvring around the difficult scenarios they may find themselves in, are simple things that could change the rate at which your staff is leaving. Here is an example of how you can deliver training for handling difficult customers.

What can you do to attract new hires and retain the existing ones?

  1. Provide training, learning & development and upskilling opportunities. A job is much more appealing to potential hires when there are skills and certifications they can pick up whilst working with the business. For existing hires, upskilling opportunities are attractive as they can grow and upgrade themselves while still on the job.

    Upskilling is also very important for the older workers     who work in the F&B industry as they can learn to keep up with new systems, digital trends and operate new machinery without being overruled by the new generation and losing their jobs. Not to forget mentioning, it is much easier and time saving for businesses to upskill their existing workers rather than spending lots of time searching for new ones.

  2. Onboarding and training has to keep up with the trend as well. The new generation prefers if training is made accessible through online means and much better if accessible through mobile phones. ArcLab’s solution of delivering training modules through SMS and links is a great way to integrate online training which appeals to younger hires while making it easy for the older generation to navigate and access training content.

     

  3. Go for micro-learning instead of traditional training. Micro learning or in other words, Nano learning, packages training content into small, bite-sized materials, making it easier for people to go through and retain the information learnt. In ArcLab’s modules, we help businesses move their physical training content to small, bite-sized content to the ArcLab platform and transform old boring training to fun and engaging sessions through the use of quizzes, open-ended questions and word unscramble functions.

     

    Businesses in Malaysia can now attract new hires and retain existing employees easily with ArcLab just like 4Fingers, Ahh-Yum by Kampong Kravers & more. ArcLab solution is a cost and time saving solution allowing fellow businesses to deliver training easily without needing plenty of resources. By saving on training, you can now afford to offer higher wages, making it more appealing to work with your business. 

Read More In Our Free E-Book

Photo by Jeremy Tan, Jay Wennington & Ravin Rau on Unsplash

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How Mobile Training Benefits Non-Profit Organisations

The Non-Profit Sector

Non-Profit Organisations (NPOs or Non-Profits) are organisations that are driven by dedication to a specific cause instead of profit, such as giving back to the society through food or donations etc. Hence, NPOs often receive tax-exempt status from their governments. 

Here are some examples of NPOs in Singapore:

  • Montfort Care was founded in 2000. They provide family services, child protection service as well as cyber wellness and cyber care programmes for the youth and elderly. Their mission is to improve the lives of individuals, families and the community facing transitional changes.
  • Rainbow Centre is a registered charity and Institution of Public Character founded in 1987. Rainbow Centre serves persons with disabilities (PWDs) by providing practical education, meaningful support and effective training. Through their programmes, Rainbow Centre creates opportunities for PWDs to make the most of their abilities and participate meaningfully in society.
  • Care Corner is a NPO founded in 1981, that provides services for families, children, youths, seniors as well as mental health and wellness. Their mission to build hope and promote the well-being of individuals, as well as families in community through social and healthcare services.

Why Mobile Training for Non-Profits?

With good samaritans from all backgrounds and walks of life coming in to volunteer each day, providing them with standardised and timely training can be challenging. Even simple training sessions on Standard Operating Procedures (SOPs) can take up to hours when having to conduct it multiple times in different languages. This is where ArcLab comes in.

Digitalise

ArcLab is a mobile training platform that enables you to digitalise your SOPs into bite-sized mobile learning modules. You can easily supplement your modules with interactive and engaging visuals and quizzes to help facilitate effective learning for your volunteers. Try it for yourself!

Mobile training enables your volunteers to undergo training on-the-go and at their own time. This helps to save training time and increase the organisation’s productivity.

SmartTranslate

ArcLab’s SmartTranslate empowers your learners to learn in their preferred language. This helps to save time as training or briefings do not have to be repeated in different languages.

Our modules are designed to be interactive and engaging with visuals and short quizzes to help facilitate effective learning of your volunteers. Try it for yourself!

Just-In-Time Training

ArcLab supports the delivery of Just-In-Time training to ensure all staff and volunteers are equipped with the relevant knowledge about the programmes prior. It also helps keep information fresh in the minds of the volunteers since the bite-sized training can be completed right before commencement of the programmes. Easily prepare your staff for events and activities through simple ArcLab modules.

How Montfort Care benefits from ArcLab

Montfort Care is a network of programmes committed to improving the lives of individuals, families and the community facing transitional changes. 

  • Previously, before using ArcLab, new hires had to sit through a full day of live 100-slides onboarding presentation on their first day, by various departments (such as HR, Finance & IT). For them, this method of staff induction was time-consuming and inefficient for both existing staff, as well as new hires. The process was also ineffective due to the information overload. 
  • Hence, Montfort Care digitalised their onboarding deck into a series of bite-sized ArcLab modules that are delivered straight to the staff’s mobile devices. This enables them to learn at their own time and pace, as well as refer to materials on-demand. At the same time, representatives from different departments no longer have to be physically present to conduct the onboarding presentation. The onboarding modules also included interactive quizzes which are embedded in the modules to engage and facilitate learning.
  • Montfort Care also embedded virtual office/office tour videos into their onboarding modules for new hires that were not able to physically visit any of their centres (primarily due to Covid Safe Management Measures). This allowed those new hires to experience the office/centres virtually through ArcLab modules.
  • Last but not least, ArcLab is also being used to supplement a “Montfort Care Amazing Race”, which is part of their new joiner orientation programme. Some of their modules will provide participants with clues, as well as details and descriptions of the location of certain centres that they will be visiting that day. Similarly, a virtual tour video is also embedded for participants to take a sneak peek before actually visiting the location.

ArcLab supports Non-Profit Organisations' noble missions with preferential pricing

What are you waiting for? Connect with us and start using mobile training for your organisation today!

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How to Plan Effective Training for Construction Safety

Construction Safety

Worker safety is of utmost importance in the construction industry as having higher accident rates may break your firm’s reputation. Construction work is laborious and physically draining, however nobody’s life should be compromised. To ensure a safe working environment, your workforce should always be practising the relevant safety procedures and taking proper safety measures. Hence, regular training should be provided for many reasons, such as:  

How to create an effective training plan

1. Defining needs and objectives

A clear understanding of your agenda makes the planning easier as the purpose of training will become apparent. Identifying accident-prone situations or hazardous equipment will help ensure that the training will cover safety measures relevant to the site.

2. Do research

After Step 1, do the research to make sure your safety tips are relevant. Go through the entire plan and curate the safety procedures in every step of the construction process. Compile all the useful information before moving on to Step 3, the final step.

3. Design and present

With all your relevant information from Step 2, it’s time to put together your very own safety training module. Design your training to suit your workers and keep it interactive as engaging training may help your staff retain the information easier. Keep the training simple as most of your construction workers may not be as well-educated. Know your workers well, so you can train them effectively.

Tired of using 100-slide PowerPoints or 100-page binders and documents? Take your workers’ training online with ArcLab. 

Why ArcLab benefits for construction firms?

Designing a simple, yet interactive and engaging training module doesn’t have to be difficult. ArcLab is building the World’s Simplest Training System to help businesses easily create, distribute and track training. With ArcLab, customization is limitless, from ready-made templates to designing your very own modules from scratch. Visit ArcLab Discover, our platform where we collect and display templates created by our builders from all over the world.

With our ArcLab Discover feature, your safety training modules can be translated with just a click and your workers will be able to select their preferred language before they commence training. This will take away the tedious procedure of having different trainers go down to the same site to conduct training in different languages. Such benefits are only possible with mobile training. Prioritise worker safety with ArcLab’s quick and easy training modules. Try it for yourself on the right.

ArcLab modules are created to be simple, yet effective and engaging to train many workers at once. Embedded images or videos, and short bite-sized quizzes can also be added to facilitate the training so you don’t have to. With a simple interface for builders, designing a training session has never been easier. Check out the video below to find out more.

Our Customer

In 2022, Woh Hup started using ArcLab to train their workers and ever since, results have been nothing but positive.

Based on the feedback we received, Woh Hup managed to save 47% of their workers’ training time and over 95% of them found ArcLab modules simple and easy to use. Their training departments are also able to save up to 200 hours on training every year.

We want to thank Woh Hup for treating worker safety seriously and prioritising their Workplace Safety & Health regulations.

If Woh Hup is benefitting from using ArcLab, why aren’t you?

Create Your First Free ArcLab Safety Training Module Today

Connect with ArcLab and begin your workplace safety mobile training journey today

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Problems faced in Construction & How can we improve Workplace Safety?

The Construction industry is one of the economy’s most important industries, as it is the foundation of a country. Jobs in the construction industry not only include construction workers but also, flooring installer, surveyor, brick mason, iron worker, crane operator etc.

However countries like Malaysia have to rely on foreign labour as the construction industry is not seen positively by locals and instead, seen as a very challenging one. The low participation rate from locals has now become a challenge in Malaysia’s construction industry.

Here are some common problems in the construction industry of Malaysia, causing negative perceptions and low participation:

1. Poor working conditions and lack of safety in construction sites

Unfortunately, occupational fatalities and deaths occur in Construction industries in all countries. Death, disability & injuries happen, and instances of injury or disability are just as bad as death. There is no way to properly measure how much is lost when a worker dies or faces disability, but even a fine of thousands of Ringgit on the management will never be able to replace what has been lost. 

For many workers, their job is their only livelihood. Once these workers face disability, they are no longer able to work like they used to, meaning they lose their income for life.

2. Lack of proper skilled labour training programs

Many workers in the Construction industry are unskilled laborers. It is reported that more than 90% of foreign laborers in Malaysia appear to be unskilled workers. Having only the basic knowledge about Construction and not actually knowing the different systems that exist, these workers may have a harder time kicking off in their jobs as they are unsure of how to operate certain things. 

For example, the industrialised building system (IBS) which is a system in Malaysia used in Construction, requires a good amount of knowledge from workers to be executed accurately. 

Unskilled labourers lead to low-quality production, low productivity, delays in projects, and high accident rates. These problems can be solved if workers are properly trained, allowing firms to achieve greater heights of success.

3. Salary

Many people find construction unappealing as on top of the poor working conditions, the pay they receive is not comparable to the amount of effort required as well as the risks workers face. There are also many firms who make use of the high numbers foreign labor as an excuse to provide lower pay, as they know that many of these workers are willing to accept the standard that has been set by these firms.

However, by increasing pay, we can actually increase worker satisfaction which potentially leads to higher productivity and eventually, higher profits for the business. One way to increase pay without using up more money is by saving on training resources. (Continue reading for an elaboration)

All these issues can be easily solved with one solution. Take for example the problem of workplace safety and health.

How can we improve workplace safety and health?

Ensure workers have adequate onboarding prior to starting their jobs. WSH training encompasses many aspects. From ensuring safety on-site, safety equipment checklists, safety with machinery etc., must all be covered in the training programme.

Having stacks of binders or conducting months of training to cover all these topics and having them delivered in the preferred language of construction workers may be impractical as there is a variety of language used by them. ArcLab enables firms to easily translate training content with just a click of a button. The SmarTranslate function has helped companies like Woh Hup prepare their training materials in a number of languages without much hassle. 

Here are other things you can achieve with ArcLab

Other things you can achieve with ArcLab include creating effective training. Training content should be made in bite-sizes to increase learner retention and enable training materials to be accessed whenever it is needed. ArcLab modules are easy to understand and are sent through SMS, making it not complicated for your workers to access.

You can also provide necessary checklists using ArcLab modules to remind workers of the proper attire and safety harnesses they should have on them when working on high floors.

Don’t be hesitant to spend on training and development due to budget or lack of resources. 

ArcLab has helped construction companies like Woh Hup create effective training for their workers, and we welcome Malaysian firms to come onboard. That helps you deliver effective training easily.

Read more on how ArcLab is a cost and time saving solution for Mobile Training

Photo by Mikita Yo on Unsplash, Parth Savani on Unsplash 

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What is Mobile Training? The Benefits & Best Practices of Training in the flow of work

ArcLab Mobile Training

Across the world, 84% of the world’s population owns a smartphone. Mobile phones represent an important part of our modern life, we communicate, access the internet for information, check e-mails, and perform many other important roles with our phones.

For the Deskless workforce, mobile-phone accessibility is also a game-changer. With Mobile Training, they can easily access opportunities to learn and upskill continuously in the flow of their work. As workers’ productivity increases, organisations stand to reap great benefits on the bottom line.

What is Mobile Training

Mobile training refers to training content that is delivered directly to a learner’s mobile device. No printed SOPs checkboxes to tick, hard-copy binders filled with a hundred pages of onboarding to go through, or squeeze in a conference room with hundreds of people for a 3-hour training conference.

Training modules offered through Mobile Training are bite-sized, interactive, and most importantly trackable, so you can measure what matters to further your organisation’s goals.

Benefits of Mobile Training

According to internal research conducted by ArcLab, we see customers such as 4Fingers achieving up to 27 hours of training time savings, per staff per month. Another company – Fei Siong Group, has since achieved 50% time savings and close to 50% increase in productivity, and a 23% decrease in trainers’ manual workload.

This is an achievable goal largely due to our platform features that allow large quantities of information to be condensed into engaging bite-sized NanoLearning materials that make learning quick & fun. The time savings from Mobile Training are beneficial to the bottom line from a business perspective. When staff is well-trained, their productivity increases. All this goes to help employers build a Productive Workforce.

Another benefit of Mobile Training is that it can take place Anytime, Anywhere in Any Language. Our Deskless employees do not have to take precious time away from their job in order to complete their training. Staff are free to complete the training modules at a time and place that best suit their workflow.

3 Best Practices of Mobile Training

Here are some ways to optimise your workforce Mobile training strategy to foster engagement & increase productivity among your deskless workers.

Make it Interactive

Our attention span now averages 8 seconds (for comparison – the attention span of a goldfish is 9 seconds). Making learning on the job interactive is not a suggestion, but imperative to engage staff and keep them motivated to learn more and do more.

Ways to make learning on the job fun and interactive are to include pop quizzes throughout the module and to incorporate video into your content.

Make Mobile Training in the Flow of Work

This means having small bursts of information that your employees can complete, and digest easily in 2-3 minutes, and get straight back to work.

Learning and upskilling become a core part of their existing workflow. When Mobile Training becomes an enjoyable experience for your workers, it encourages repeated usage. 

A way to achieve this is to ensure that your training is accessible Anywhere, Any Time, and better yet in Any language tailored to their specific needs. When workers are able to train remotely in their preferred languages, it can help not only increase completion rates, but also provide more value to your business.

ArcLab SmartTranslate

With a click of a button, you can translate an entire module to another language preferred by your workforce.

Measure using Learner Analytics

Measuring performance data ensures that we get the most out of our Mobile Training program. The data can also help guide future mobile training strategy so that it remains effective and impactful for your workforce.

Some key metrics to consider with Mobile Training are the Completion Rates, Training Duration & Performance Scores. These are components that would be effective & relevant in any training program, even more so when it comes to our Deskless workforce who are largely on the go.

That’s why it is essential to create your training module on a platform that allows your HR managers and L&D teams to access relevant data points when needed. ArcLab allows you to access Folder Analytics Dashboard which presents a comprehensive snapshot of all your Learner’s progress & performance.

Looking to incorporate Mobile Training in your Workforce Strategy? Speak with us and let us help you get started!

Or simply start creating your first module!

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Ensuring Construction Worker Safety with Mobile Training

Construction Safety Time-out

Just a week ago, a safety time-out was set in place due to the unexpected rise in worksite fatalities. This situation caused some unrest and caught the eyes of many, including Singapore Prime Minister Lee Hsien Loong. PM Lee’s Facebook post reached out to the general public and served as a reminder that we, as a community, should NEVER take construction worker safety for granted. As PM Lee mentioned, “Since the beginning of this year, 20 people have died at work, in accidents of one kind or another — 10 in April alone. This is far too many, and not acceptable.”

Accidents can never be prevented as we are all human and make mistakes. However, every life lost is a life too many. With adequate training and emphasis on safety guidelines, I’m sure the accident rates will go down.

Prioritising Construction Worker Safety

As we sit in the comfort of our homes, offices, or anywhere, let us not forget how all these infrastructure came to be. Be it rain or shine, construction workers put in their blood, sweat and tears to build the Garden City we reside in today. Without them, how much of this will be a reality?

Last week, I wrote about my experience visiting one of Woh Hup’s construction sites and how it influenced my mindset on the current situation. I truly believe that though construction is physically laborious, it should never be dangerous or putting lives at stake. It also states how mobile training can reinforce construction safety training with bite-sized learning modules.

I want to take this opportunity to thank every worker in the construction industry, because without you, there would be no Singapore as prosperous as today’s.

Let us ensure a safe workplace for our construction workers while they part ways with their families to toil for us. Reinforced safety rules and regular risk assessment tests, everyone has a part to play in safety. No one’s safety should ever be compromised at work. We urge all companies to take safety reinforcement seriously. As we are all able to return to our families every day after work, let’s help our construction workers return to theirs too.

Woh Hup's Experience with Mobile Training

Thank you to Woh Hup for hosting our visit to their site. Since using ArcLab, Woh Hup managed to save 47% training time and over 95% of their workers found ArcLab simple and easy to use. Their training departments also managed to save up to 200 hours a year on training.

With ArcLab, safety procedures and guidelines can be conveyed through online learning modules, making training accessible anytime, anywhere. There is no need for a 100-slide Workplace Safety and Health powerpoint. Educate & ensure safety guidelines are met with ArcLab Mobile Training Platform – Anytime, Anywhere in Any Language. 

Connect with ArcLab to start your Construction Safety Mobile Training

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Construction is NOT Dangerous

Workplace Fatalities

Due to the recent spike in workplace fatalities, a safety time-out is taking place in Singapore construction sites for two weeks. If you’ve been catching up with the news, you’d be well aware of the situation right now.

As Singapore Prime Minister Lee Hsien Loong mentioned in a Facebook post, “We have been working hard for years to prevent workplace accidents, especially deaths. We have made good progress. But with our economy reopening and activities ramping up, safety standards and practices seemed to have slipped. Accident rates have gone up, and we have lost ground.

Back to "Normality"

As we Return to Office, or “normality”, workplace safety should never be taken lightly as precautions should always be adhered to. Here are some thoughts:

  • To say I can fully understand workplace danger and fatalities would be a lie since I work in the comfort of a fully air-conditioned and safe office, and sometimes from home (note: construction workers have no option to WFH).
  • However, I was fortunate to have the the opportunity to visit one of Woh Hup‘s construction sites as part of our customer visits. It was a very insightful experience as I was given front row seats to witness how our construction workers toil tirelessly under the hot sun. They do all the hard work for us, building the Singapore we live, work and play in. The visit got me appreciating our construction workers a lot more.
  • Seeing recent news about workplace deaths made me really sad. Our migrant construction workers leave behind kith and kin, coming to Singapore to work for their families with hopes to give them a better life. Sadly, not all are able to return. So even as a 19-year-old young buck, I should cherish life a lot more and do my best to make our workers’ lives safer.

Does construction necessarily mean danger?

PM Lee’s Facebook post highlighted that “We have made good progress.”. Doesn’t this show that workplace fatalities can be reduced?

The first step is to make safety part of COMPANY CULTURE.

Every company must treat safety as a no-compromise must-have. It starts top-down, from the company’s leadership. That our workers’ lives are important, and one death is one death too many.

From culture comes POLICIES & PROCEDURES. Company management must do proper risk-assessments and institute Workplace Safety & Health (“WSH”) frameworks and detailed rules which must be adhered by EVERYONE. Some of which include, not leaving any floor openings unprotected and report to the Safety Personnel immediately to have it covered up, and always ensure that you are equipped with the appropriate Personal Protective Equipment (PPE) when handling chemicals. Simple safety rules are often overlooked and taken for granted, but they are there for a reason (to keep everyone safe). 

Next, TRAINING. Every construction staff and worker must be trained in the basics of safety and what are the DOs and DON’Ts at the worksite.

Creating Effective Construction Safety Training

Construction Safety Training should not be thick binders of rules & policies, or 100-slide powerpoint presentations.

No-one can absorb all that information at one-go. Not a PhD, less likely a lower-educated construction worker whose native language is not even English.

Instead, we should make training materials rich-media focussed and interactive. Like this example:

Special thanks to Woh Hup for hosting our visit to their site, as well as treating Worker Safety seriously. Here are some of the data we received from them after using ArcLab:

  • On average, Woh Hup managed to save 47% training time and  over 95% of their workers found ArcLab modules simple and easy to use.
  • Their training departments are able to save up to 200 hours every year

With ArcLab, safety managers can digitise all Standard Operating Procedures (SOPs), as well as WSH policies & training materials. 

Create engaging and effective training modules for your staff with images and videos embedded to help facilitate their learning. Interactive quizzes, short-answer or open-ended questions to help ensure your employees understood the module.

For the employers, create one short, bite-sized learning modules to be sent to all your workers. Our SmartTranslate feature allows workers to select their preferred language so safety managers don’t have to create same modules in different languages. Our Learner Management System also helps you keep track of every learner’s progress with a simple dashboard. ArcLab helps move safety training direct to workers’ mobile phones, so safety managers can save time spent on physical training and channel time to higher-productivity tasks.

 

One fatality is one fatality too many. 

Especially in times like now, during this safety time-out, where organisations are revising safety procedures with their staff as well as conducting risk assessments at the same time, this is the best time to use an interactive learning platform like ArcLab to get everyone in the company trained in important WSH training.

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The Ultimate Guide to ArcLab

Ultimate Guide to ArcLab

In this comprehensive guide, you will master every Nanolearning toolset available on the ArcLab platform to easily create, distribute and track training for your Deskless workforce – Anytime, Anywhere, in Any Language. No coding needed, no app to download.

Keep on reading to understand more on Mobile Training & Nanolearning on ArcLab, or jump ahead to the section that interests you most.

Table of Contents

Introduction to ArcLab

What is ArcLab?

ArcLab is a web-based Mobile Learning & Training platform, we empower companies that use our solution to deliver training and digital SOPs to their deskless workforce with the click of a button, saving them valuable time and cost.

Businesses using ArcLab achieve 50% time savings and productivity increase. Businesses are able to gain more from each worker, and grow their bottom line.

For more information on our platform, check out our Knowledge Base.

Why use ArcLab?

ArcLab is the top Nano Learning platform to empower the deskless workforce in various industries including F&B, Retail, Construction, Non-Profits, Logistics and many more. We provide extensive support through content templates, design customisability, and learner analytics to build your productive workforce.

Who uses ArcLab?

ArcLab serves Training Providers, Human Resource, Learning Design & Operations team. Our used cases vary from Digital Onboarding for New Hires, to training in the flow of work and analytics from on-the-job performance support.

Get free onboarding templates here!

Getting started on your ArcLab journey with this 3 mins video:

For more tips on how to use ArcLab to create the best training for your workforce, check out our Academy.

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Return To Office: ‘Water Cooler Moments’

Lunch & Learn with 4Fingers delights!

2 years after COVID-19 became part of our lexicon – there’re good signs that we’ve moved back (almost) to life as we used to know it. Life B.C. (Before COVID).

COVID-19 & Work from Home

The COVID-19 pandemic changed our workplaces. Lockdowns (Referred to as Circuit Breakers or Movement Control Orders in some countries) meant Work-From-Home (”WFH”) became a default for many of us who used to work in offices. Even post-lockdowns, COVID-19 restrictions kept some of us working from home.

WFH gave us flexibility and bought us time. Among other things:

  • We no longer needed to brave the morning and evening commute; we could in fact put that time saved into a more efficient workday, and see our loved ones who lived in our homes a lot more (while they also busied with their lives).
  • We no longer needed to “beat the office lunch crowd”. In fact, we could prepare our own (healthier?) meals. Many of us started exercising more too.
  • We could still collaborate with our teammates, almost as efficiently as before – with Zooms, Slacks, Teams, Meets – whatever platform our organisations used. Digital adoption became mainstream, and scanning QR codes became 2nd nature. ArcLab ourselves had the opportunity to serve a lot more organisations to onboard, train & understand their workforces.

Yet there were also drawbacks:

 

  • Zoom fatigue replaced commute fatigue. While a decent substitute for in-person meetings, it was not perfect. There was only so much one could bear staring into a screen.
  • The boundaries between Work and Personal Life are blurred. Some of us ended up working a lot more because there was no longer that office commute to put a natural ‘break’ to the workday. Travelling time saved ended up being ploughed into more back-to-back meetings (not all of which were productive or necessary).
  • Too much overlapping time at home could create tension. Many of us breathed a sigh of relief when schools reopened and welcomed our children back to the classroom. Sometimes absence makes the heart grow fonder.

Return to Office

With COVID restrictions gradually lifted in the past year and a half, employers in Singapore and all over the world had to decide whether / when / how much to have teams return to the office

While there’s never a perfect system, we think the office does have its place. Most of us are in fact glad to spend some time in the office with our co-workers. We might not miss the commute, but we miss the discussions and brainstorming that we could do with our teammates in the office. No amount of Zooms or Slacks can replace this.

Each of our organisations will have to make our own decisions.

At ArcLab, here’s how we think about WFH vs Return To Office (”RTO”):

  1. We’re an output-driven company – so we don’t police time spent at the desk. If we can finish the work we’d set out to do for the day in 6 hours instead of 8, all power to us. Take that last 2 hours to work on a personal project, or prepare dinner for the family.
  2. We believe in personal integrity & pride – As a software firm, our team members can work from anywhere. So for personal tasks and independent work, we don’t need our team to Return to Office. WFH (or Work from Anywhere) is perfectly fine. This includes every member of our team taking turns to man our User Support Chat (that blue bubble at the bottom of your screen) – so everyone talks to the customer. Obviously, we don’t need to RTO for that. And Point (1) above continues to apply.
  3. We believe in “water-cooler moments”. In spite of Points 1 & 2, much magic can happen when people get together. As we execute our development roadmap to keep building out ArcLab, there are times that we need to brainstorm and think together as a team. Slack message threads can get inexorably long & inefficient, and Zoom Whiteboards just can’t bring out that ‘spark’ moment that can take place when everyone gathers around a physical whiteboard with post-its.

Eventually, after some iteration – we decided as a team to have 20-30% of the time each month be spent in the office, together.

So we now have a hybrid work model – we meet once a week in the office, spending the day working on common problems together, or just working in the same place. In that way, we create opportunities for banter, “water-cooler” conversations (OK, so we don’t actually have a water-cooler), and out of these – sometimes magic happens. We can’t mandate these situations, but we can create the environment for it.

We also have a monthly Lunch-and-Learn – where different team members take turns to share a topic of their choosing – be it their current project, something they learnt, their hobby, anything at all. The firm buys lunch (always from one of ArcLab’s F&B customers 😊 ), and we get to spend time together as a team and learn from one another.

So far, we find this flexible work arrangement a good balance. If the situation evolves, we’d adapt as a firm. That’s what we’d all do.

Now, regardless of whether you’re an employer or an employee, it’s not us vs them.

We all need one another.

The market may be in the employee’s favour today, but I’ve worked long enough to know that the economy moves in cycles. There’ll come a day when there are more workers than jobs available. So always conduct ourselves reasonably.

To Conclude RTO vs WFH - Remembering our Deskless Workforce

Now even as we contemplate RTO for our businesses, let’s remember the workers around us where WFH was NEVER an option – the baristas who make your coffee, the servers who serve your meals, the construction workers who build your homes. And many more.

For these – our Deskless Workers – their jobs are time-specific and location-specific. All these discussions of RTO or WFH are irrelevant to them.

For our Deskless Workforce – work continues, often ignored by the majority of society. Yet, we’d come to realise the crucial role that they play in our economies. On average, they earn lower salaries, because they are often lower-educated, and are less highly skilled (at least in the skills that command high pay). Businesses find it hard to pay them more because their productivity is so low.

This is a vicious cycle that we as an economy and society must break. This is the problem that ArcLab is solving.

Watch:

At ArcLab – we’re building the World’s Simplest Training System – empowering businesses to easily create, distribute and track training for deskless workers.

Training that can be consumed by workers in the Flow of Work. 

Anytime, anywhere, in any language.

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How your untrained staff can get your business into the news for free

Last week, Singapore online publication Mothership published an article of a TikTok user’s video. This video narrated untruths about a woman calling out the user’s parent for opening a sealed bottle of Vicks VapoRub ointment at an NTUC Fairprice outlet without intention to purchase it.

Mothership published the article without fact-checks with the Fairprice outlet in question nor the woman being maligned. We’ll not include the article link here because I don’t want to send more undeserved traffic to a click-bait-y site whose staff did not even follow the basics of Journalism 101 (fact-checking & getting all sides of the story).

Point to note: many online comments supported the woman who was maligned. After all, who wants to purchase an item previously opened by another? For what it’s worth, the TikTok user’s account is no longer active, and the video is no longer available. I am not sure why but perhaps the person realised his plan for online sympathy did not get any. The public can be very discerning when it comes to online bullying.

Mothership eventually apologised to the woman and attempted to salvage the situation by publishing a follow-on article: “The woman’s side to the story”. We’ll leave it at that.

Lessons we could learn: NTUC Fairprice

An NTUC Fairprice staff had seen the perp open the Vicks VapoRub ointment and then put it back on the shelf. However, said staff did not approach the perp on-the-spot to ask if he was intending to buy the item. Instead, the perp was given time and space to shat at the woman, and generally be unreasonable.

Besides the negative publicity, this incident ended up hurting the business’ bottom-line. Let’s unpack it:

Goods are displayed on shelves for shoppers to browse. But opening sealed bottles of goods are definitely a no-no. Opened goods cannot in good conscience be sold to another shopper. So this tainted item now has to be discarded. This means waste (so much for sustainability) and adds to business costs which inevitably has to be pass one – certainly no help for consumers with inflation at multi-year highs today.

What can NTUC Fairprice do? Put in place a comprehensive training programme.

Well-trained staff would be made to understand that shoppers who open sealed goods hurts bottomline (which fund salaries!) and create a worse shopping experience for other shoppers.

It’s also important to train staff how to deal with difficult customers. These always exist. Effective mediation techniques can go a long way to keeping situations calm, and make sure things do not go out of hand. It is the business’ responsibility to equip staff with this training.

Remix this template for your Customer Service Training | Source: ArcLab Discover 

With NTUC Fairprice’s workforce on the shopfloor, it is tough to be able to schedule time away from work to attend training. Here’s where a mobile learning solution like ArcLab can empower organisations like Fairprice to upskill staff in the flow of work.

I like shopping for groceries at NTUC Fairprice. Most of their staff in our neighbourhood outlet are good folks whom we’ve gotten to know in our years living in our neighbourhood. Many of them are great ambassadors for NTUC Fairprice – knowledgeable, efficient, friendly to customers.

I hope NTUC Fairprice can take my suggestion to upskill their workforce so the minority of staff can be just like the rest I described above.

Lessons we could learn: Mothership

Let’s talk briefly about Mothership, whose press accreditation was suspended after they broke a press embargo by publishing market-sensitive information on the Goods & Services Tax increase earlier-than-permitted.

Mothership’s boo-boos may be symptomatic of a less-than-adequate staff onboarding & training programme.

Here’s where a good Standard Operating Procedures (“SOP”) framework could be useful for Mothership to ensure that staff are trained adequately, can refer to said SOPs as-and-when needed, and generally remain onside when discharging their journalistic duties.

Given Mothership’s digital operations, a Digital SOP Solution (ArcLab modules can be created for this too) is probably best for the organisation and staff.

I hope Mothership can step up. Some of their articles can be genuinely quite entertaining.

In Conclusion

Today, businesses’ operating environment are fundamentally changed. Technology in one form or another is needed to keep our businesses relevant in the Digital Age.

Technology is a tool. Tech needs talent to operate and utilise it, to further the organisations’ goals. Talent that is trained continuously and effectively. This is true whether you are a digital media agency or a supermarket. Or any business for that matter.

As we transform our businesses for the Digital Economy, the foundation for all innovation is ALWAYS a well-trained workforce.

Let’s Upskill our Workforces today. Anytime, anywhere, any language.

Top Picture credits: Andre Hunter on Unsplash

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Melabur Untuk Perkembangan Perniagaan

Masa hadapan perkembangan & produktiviti

Masa hadapan perkembangan & produktiviti dalam perniagaan sudah mula bertukar dan para perniagaan akan ketinggalan sekiranya tidak mengikuti perkembangan ini. 

Masa hadapan yang sedang dibicarakan disini merujuk kepada pelaburan para perniaga dalam perkara yang tidak ketara seperti latihan pekerja, pengurusan bakat pekerja mahupun penyelidikan pasaran dalam setiap industri. 

Ada peningkatan dalam kesedaran orang atas kepentingan melabur dalam perkara yang tidak ketara dalam bidang kewangan dan juga industri manufaktur, f&b, runcit dan setiap perniagaan yang mempunyai pekerja kolar biru. Tidak seperti dahulu dimana industri-industri akan lebih fokus dalam pembelian peralatan, bangunan dan sebagainya.

Covid-19 menyebabkan lebih perniagaan mengenali kepentingan untuk melabur dalam perkara yang telah disebutkan oleh kerana melabur dalam penggunaan platform digital, kemahiran pekerja dan penyelidikan pasaran adalah faktor-faktor yang telah menolong perniagaan mereka kekal semasa Covid-19.

Sebagai contoh, industri F&B melabur dalam melatih pekerja mereka untuk mempelajari cara mengambil pesanan melalui platform talian semasa pandemik berlaku. 

Mengapakah perniagaan-perniagaan sedang menuju ke arah ini?

Pelaburan dalam perkara tidak ketara telah dibuktikan menolong perniagaan berkembang dan meningkatkan produktiviti perniagaan. Ini membolehkan para perniagaan mencapai kejayaan lebih tinggi daripada para pesaing mereka dan juga dapat meningkatkan pendapatan perniagaan mereka. 

Terdapat banyak faedah melabur dalam latihan pekerja. Ini termasuk mengenal potensi terkunci, memajukan kemahiran pekerja dan meningkatkan pengekalan kakitangan. Setiap kakitangan merupakan tulang belakang perniagaan dan ianya penting untuk memastikan mereka tersedia dengan ilmu dan kemahiran yang diperlukan untuk menjalankan tugas mereka dengan cemerlang. 

Anda Boleh Melabur Sambil Menjimat Masa Dan Duit

Sementara melabur dalam perkara yang tidak ketara itu penting, hadir sesuatu sistem yang membolehkan anda latih pekerja baru dan kakitangan anda sambil menjimatkan kos dan masa. 

Sistem itu adalah ArcLab. 

Sistem ArcLab merupakan solusi yang menjimatkan wang dan ianya boleh mengatasi halangan bahasa yang dihadapi ketika sedang melatih pekerja. Ianya juga memastikan kandungan latihan anda konsisten di setiap cawangan perniagaan anda dan membolehkan sumber manusia, para pelatih dan pasukan L&D jejaki kemajuan pembelajaran kakitangan mereka.

Jadi Siapa Yang Menggunakan ArcLab?

ArcLab menolong perniagaan dalam industri makanan dan minuman, runcit, pembinaan, pertubuhan kebajikan sukarela etc, dan sedang mencari untuk membantu lebih perniagaan dengan pekerja kolar biru, latih pekerja mereka. 

Kami bekerja bersama pengurus sumber manusia (HR), pasukan L&D dan jurulatih untuk sampaikan latihan dengan mudah tanpa memerlukan banyak sumber dan masa. Latihan yang boleh dijalankan pada bila-bila masa, di mana-mana dan dalam apa bahasa jua. 

ArcLab memperkenalkan penggunaan modul pembelajaran Nano yang memecahkan kandungan latihan berat kepada saiz kecil untuk meningkatkan kadar pengekalan maklumat dalam fikiran kakitangan anda. Ini akan menolong kakitangan anda tingkatkan hasil kerja mereka.

Kita menolong para pekerja untuk dilatih dengan cepat dan kita menolong para majikan jimat masa latihan.

Bagaimanakah ArcLab digunakan?

Modul ArcLab boleh diubah suai mengikut keperluan anda dan hadnya adalah imaginasi anda. Pasukan L&D Fei Siong Group, sebuah perniagaan dalam industri makanan dan minuman di Singapura, menggunakan modul ArcLab untuk sampaikan latihan yang tepat pada masanya dan konsisten tanpa mengganggu aliran kerja. Modul ArcLab juga disampaikan dalam bahasa ibunda para pekerja. 

Restoran 4Fingers (Singapura & Malaysia) pula menggunakan ArcLab untuk sediakan manual operasi, SOP digital dan latihan mudal alih yang membolehkan pekerja mengaksesnya pada bila-bila masa dan di mana-mana sahaja. Ini mengurangkan masa yang biasanya digunakan untuk membaca manual latihan yang bertimbun dan mengekalkan konsistensi dalam prosedur operasi standard terutamanya untuk pernigaan seperti 4Fingers yang mempunyai banyak cawangan. 

Hasil Mengguna ArcLab

Fei Siong Group telah mencapai sehingga 50% penjimatan dalam masa latihan. 4Fingers (Singapura & Malaysia) telah berjaya menjimatkan 27 jam dalam latihan bagi setiap pekerja setiap bulan. (Isi borang di bawah untuk membaca lebih lanjut dalam eBook kami)

Penggunaan lain untuk ArcLab termasuk latihan digital dan prosedur operasi standard (SOP) untuk industri pembinaan dan industri yang bekerja dari rumah oleh kerana sekatan Covid-19. Kita bekerja bersama Woh Hup, syarikat pembinaan yang mempunyai pekerja yang berbual dalam bahasa ibunda yang berbeza, untuk menyampaikan latihan dalam bahasa yang selesa buat mereka. 

Latih kakitangan anda tentang bahasa badan untuk perkhidmatan pelanggan, kecemerlangan perkhidmatan pelanggan atau gunakan ArcLab untuk meningkatkan kesihatan mental pekerja.

ArcLab boleh membantu para perniagaan mencapai potensi maksimum mereka dan meningkatkan produktiviti sebanyak 50%, sama seperti Fei Siong Group. Perniagaan dalam industri makanan, pelayan di hotel dan restoran, bar, kafe mahupun hospital negara, semuanya kita sambut dengan tangan terbuka.

Pelajari Lebih Dari E-book Percuma Kami

Photo by James Sullivan on Unsplash, Photo by Bimo Luki on Unsplash

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Investing In Intangibles For Growth & Productivity

Businesses are investing more in the intangible

The terms ‘Growth’ & ‘Productivity’ are evolving and there is a new future that businesses have to come onboard with in order to remain relevant in the current market. 

The future of growth and productivity we are talking about refers to investing more into the intangibles of every business such as in staff training, talent management or even market research. This is true for companies in all industries. 

Instead of only spending on the tangibles such as equipment, buildings & machinery, there is an increasing awareness on the importance of investing in intangibles. Businesses from the financial sector to manufacturing, f&b and retail companies, are now moving in this direction. 

Covid-19 has amplified this effect further due to the newfound importance of making use of the intangibles to continue the life of the business. Research, moving the business onto digital platforms, upskilling workers to be digital-savvy and even establishing new channels to make your product or service accessible online, are factors that drove sales for businesses during the pandemic. 

An example of investing in these intangibles in the F&B industry is in training staff to take orders using online platforms during the pandemic.

Why are businesses moving in this direction?

Investment in intangibles have proven to drive productivity and growth for businesses, allowing them to perform better than competitors and increase company revenue. (Read more: How employers can support their Lower Wage Workers)

Benefits of investing more in staff training includes unlocking hidden potentials, developing staff skills, increasing staff retention and hence, lowering turnover rates. As staff are the backbone of every business, it is essential that they are equipped with the necessary knowledge and skills to carry out their jobs well. 

Whilst investing in the intangibles is the way to go, there is a system that exists out there that makes it possible for you to train your new hires and existing staff effectively while saving time and costs. 

The system is ArcLab.

ArcLab provides a cost-effective solution that could overcome language barriers, ensure there is standardisation in training content across different business outlets and enables HR managers, L&D teams as well as trainers to track their staff’s learning progress.

So who uses ArcLab?

ArcLab is helping companies in sectors such as F&B, Retail, Construction, Voluntary Welfare Organisations etc., and are looking to help more companies with blue-collar workers train their staff. We work with HR managers, L&D teams and trainers to deliver training easily without needing plenty of resources and time. Training that can be done anytime, anywhere and in any language.

ArcLab introduces the use of nano learning modules which break down chunky training content into bite-sized information to improve the retention rate of the information delivered in your staffs’ mind. This results in an improvement in their job performance and satisfaction levels.

We help employees get up to speed quickly and we help employers save precious training time. 

How else do people use ArcLab?

ArcLab modules are flexible in use and the only limit is your imagination. Fei Siong Group’s L&D team implements ArcLab modules to deliver timely and standardised training with minimal disruptions to their workflow and even crafted in employee’s native languages. 

Meanwhile 4Fingers (Singapore & Malaysia) uses ArcLab for operational manuals, SOPs and mobile training which allows employees to access them anytime and anywhere. This reduces the time that is wasted on going through stacks of training manuals and maintains consistency in standard operating procedures especially for businesses with various outlets. 

As a result, Fei Siong group has achieved up to 50% savings in training time. 4Fingers (Singapore & Malaysia) has managed to save 27hrs in training for each learner each month. (Fill the form below to read more in our eBook)

Other uses for ArcLab include digitalising training and standard operating procedures (SOPs) such as for construction industries and industries who have to work remotely due to the Covid-19 restrictions. We work with companies like Woh Hup, a construction company with workers who speak in different languages, to deliver training to foreign workers in their native language.

Train your staff on body language for customer service, customer service excellence or even use ArcLab to improve employee mental health. 

ArcLab can help businesses achieve their maximum potential and increase productivity by 50% just like Fei Siong Group. Businesses such as your favourite food establishments, Swensen’s, Astons, Koufu, BreadTalk Group and more can achieve greater heights with a trained workforce.

Learn More In Our Free E-book

Photo by James Sullivan on Unsplash, Photo by Bimo Luki on Unsplash

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Top ArcLab Discover Templates

Arclab is a Nano learning platform that allows organisations to create bite-sized modules for their staff’s training.

ArcLab gives our users the freedom to design your own unique modules best suited for your staff. However, to help reduce time & effort needed to create your own modules from scratch, we have just the thing for you!

ArcLab Discover

Introducing ArcLab Discover, a platform where our Learning Design team has curated templates designed by builders from across the platform. 

Here are the top most popular templates from ArcLab Discover.

5. Workplace Health & Safety

There is no doubt that Workplace Health & Safety would be in our top 5 templates. 

No company wishes to have any kind of work accident or disaster. Not only does it put staffs’ health and safety at risk, workplace incidents also result in work stoppages, and decreases the workplace productivity.

Hence, to avoid workplace mishaps or accidents, safety must be reinforced, and what better way than to use ArcLab module to convey important Workplace Safety and Health dos & donts to your staff!

ArcLab’s module template includes some general workplace safety tips, so feel free to add on to make it your very own module.

Help ensure your colleagues are well-prepared and ready for work with one simple module. 

Click on the Workplace Safety module here to try it out!

4. Service Crew Onboarding (Chinese)

Up next in fourth place is our Service Crew Onboarding template written in the Chinese language. This highlights ArcLab’s proficiency to allow you to train your workforce in any language. 

No worries if Chinese is not the language you’re looking for. With ArcLab’s SmartTranslate feature, translate any of your modules with just a simple click! 

ArcLab’s SmartTranslate feature allows your learners to select their preferred language of choice, so there is no need to create a different module for another language. Features as such are implemented to cater to the convenience of our builders. Start building your first module now!

3. New Staff Onboarding

If you are one of the first few people to visit our homepage at arclab.io,  you may find this template very familiar. In third place, it is none other than our New Staff Onboarding template. This module covers general procedures that should be carried out when conducting induction programmes for new staff and team members. The module also shows how ArcLab can help make onboarding smoother and easier for everyone. Check it out and let us know what you think.

Image from TAB

2. Visitor Health Declaration

Image from Vietnam.travel

With recent news on borders reopening in multiple countries, ArcLab’s Visitor Health Declaration template swoops in for second place! This module showcases the versatility of ArcLab, to be used for more than just onboarding and training.

Forms as such can be created as well to collect responses from a large number of people. In addition, with our new learner management system, it provides our builders with a dashboard collating every learners’ responses. This will help simplify data collection and tracking for you.

1. Customer Service Training

Drumroll please….. and first place goes to… Customer Service Training! 

Excellent customer service is a must-have in any industry involving interaction with potential customers or clients. Different types of customer service caters to customers in different industries, however basic manners, body language and knowledge of products are the standard expectation. How would you feel if staff attending to you have no clue about what they are selling?

This template will provide you with an interactive scenario where you have to learn quickly and display your knowledge on the product. Are you up for the challenge?

Image from SAP News Center

With that, our Customer Service Training template stays in the lead with many remixes from various builders. Will you be one of them? Or will you create your own?

Choose the best way to help you and your staff.

Sign up here and start building for free!

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Bahasa Tubuh Untuk Perkhidmatan Pelanggan

Body Language in Customer Setvice

Tahukah anda 93% komunikasi bukan verbal?

Ini bermaksud kita boleh berkomunikasi tanpa mengata satu perkataan. Bagi pekerja yang berperanan menghadap pelanggan, komunikasi positif yang bukan verbal boleh menyebabkan pelanggan mengalu-alukan perniagaan kita dan akan mahu membeli daripada perniagaan kita. 

Apakah itu bahasa tubuh?

Bahasa tubuh merujuk kepada pergerakkan, isyarat dan adab seseorang ketika berkomunikasi dengan orang lain. Ini semua menunjukkan bagaimana perasaan seseorang dan selalunya dibuat tanpa disedari. 

Body Language

Para peminat drama jenayah US mungkin akan kenal siri “Lie To Me”, dimana karakter Tim Roth membantu agensi penguatkuasa undang-undang dalam siasatan mereka, dengan mengaplikasikan kemahirannya dalam mempelajari “micro-expressions” dan bahasa tubuh seseorang. 

Kadang kala, apa yang kita ingin katakan mungkin lain daripada apa yang kita lakukan oleh kerana kita menggunakan bahasa tubuh untuk berkomunikasi tanpa sedari. 

Justeru, mengapakah perlu kita ambil kisah tentang bahasa tubuh walaupun perniagaan kita mungkin bukan dalam sektor penguatkuasa undang-undang ataupun psikologi? 

Bahasa tubuh dan Perkhidmatan Pelanggan Cemerlang

Salah satu faktor perniagaan berjaya adalah produk yang menyelesaikan masalah pelanggan tetapi cara pekerja anda berkomunikasi bersama pelanggan memegang kunci pada penjualan dan menawar hati pelanggan. 

Bahasa tubuh yang positif menolong tenaga kerja anda berkomunikasi dengan lebih baik bersama pelanggan dan boleh mempengaruhi reaksi pelanggan yang lebih berimpak terhadap perniagaan anda. Oleh itu, pekerja-pekerja patut memberi lebih perhatian terhadap bahasa tubuh mereka ketika sedang berhadapan dengan pelanggan. 

Tidak kira sama ada perniagaan anda merupakan perniagaan “brick-and-mortar” atau seperti yang semakin meningkat, perniagaan online. Ini kerana bahasa tubuh boleh disampaikan melalui telefon dan juga chat atas talian. Apabila pekerja perkhidmatan pelanggan anda rasa tertekan, mereka boleh tercakap ataupun teks sesuatu yang berbeza daripada ketika mereka sedang tenang. Bahasa tubuh boleh menyebabkan pekerja anda menggunakan kata-kata yang tidak diingini yang pelanggan boleh salah faham ketika mendengarnya. 

Dengan demikian, semua pekerja anda yang sering menghadapi pelanggan harus menyampaikan bahasa tubuh yang positif ketika sedang berinteraksi bersama para pelanggan dan dengan yang berminat dalam perniagaan anda!

Apakah contoh-contoh bahasa tubuh positif yang pekerja anda patut pamerkan ketika sedang menghadapi pelanggan?

Tiga contoh tersebut adalah:

1. Kontak mata

Para pekerja patut berkontak mata sebelum berbual bersama pelanggan. Ini menunjukkan pelanggan bahawa pekerja masih sedang mendengar dan bersedia untuk berkhidmat. Namun, pekerja harus berjaga-jaga supaya tidak terlebih melihat kerana memegang kontak mata dengan terlalu lama boleh menyebabkan pelanggan rasa tidak selesa. 

Satu nasihat adalah untuk memegang kontak mata hanya untuk separuh masa ketika sedang berbual dan 70% masa ketika sedang mendengar. Dengan ini, pelanggan akan rasa hargai oleh pekerja anda serta lebih berkemungkinan untuk membeli daripada penjualan anda. 

2. Diri dengan posisi yang terbuka

Posisi yang terbuka menunjukkan kemesraan dan sambutan yang baik oleh pekerja. Bandingkan dengan pekerja yang bersilang tangan, pelanggan akan rasa tidak dialu-alukan oleh pekerja anda kerana posisinya yang tertutup dan defensif. 

Pekerja yang berdiri dengan posisi yang terbuka membuat pelanggan rasa sambutan yang mesra dan juga membuatnya lebih senang untuk memegang kontak mata.

3. Senyum 😊

Senyuman adalah sesuatu kecil yang boleh meninggalkan kesan yang sangat positif atas orang lain. Ia menyebabkan seseorang kelihatan lebih senang untuk didekati dan pelanggan akan tidak teragak-agak untuk mendekati pekerja anda. Para pelanggan akan rasa tercenderung untuk membeli dari pekerja yang sering senyum dan mesra daripada yang tidak berminat dan kelihatan tidak mesra.

Apakah contoh bahasa tubuh positif lain yang anda boleh fikirkan?

Body Language in Customer Setvice

Bagaimana untuk melatih bahasa tubuh untuk mencapai perkhidmatan pelanggan yang cemerlang?

Bahasa tubuh positif boleh diajarkan kepada pekerja-pekerja anda.

  • Pertama sekali, pekerja patut mengenali contoh-contoh bahasa tubuh yang berlainan. Mereka harus mengenali bahasa tubuh yang positif yang patut mereka guna dan juga yang negatif yang harus dielak. 

    Tunjukkan gambar-gambar atau video contoh setiap bahasa tubuh, supaya pekerja anda pasti akan apa yang mereka patut lakukan dan yang mereka patut elak. 

  • Kedua, aturkan sesi ‘role-play’ bersama pekerja-pekerja anda untuk melatih bahasa tubuh yang baru dipelajari mereka kerana latihan yang selalu di praktis akan menyempurnakan bahasa tubuh positif pekerja anda.

  • Ketiga, sediakan prosedur operasi standard (SOP) yang lengkap dengan informasi tentang apa yang patut ataupun tidak patut dilakukan pada bahasa tubuh supaya pekerja anda boleh lihat informasi itu pada bila-bila masa, ulas kembali dan latih bersama pekerja lain pada waktu yang sesuai bagi mereka, di mana-mana jua. 

    Contoh bahasa tubuh dan prosedur operasi standard (SOP) sudah tersedia dan boleh dijumpai di ArcLab Discover.

Belajar Lebih
Bahasa tubuh yang positif adalah aspek penting dalam komunikasi dan ketika sedang berinteraksi bersama pelanggan. 

Tenaga kerja dan pekerja perkhidmatan pelanggan yang dilatih dengan baik boleh menolong perniagaan anda membina perhubungan yang mesra bersama pelanggan dan menolong meningkatkan prestasi perniagaan anda, sama ada dalam perniagaan runcit, penjualan makanan & minuman, pertubuhan kebajikan sukarela ataupun pembinaan. 

Untuk mula penggunaan Latihan Bahasa Tubuh ArcLab dengan percuma untuk pekerja anda, klik disini:

Latihan Bahasa Tubuh

Teruskan Berhubung Dengan ArcLab

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Cara Untuk Melatih Pekerja F&B, Runcit & Hospitaliti Dengan Cepat

Pembukaan Pusat Pemeriksaan Woodlands Dan Tuas

Sebelum pengisytiharan sekatan Covid-19 terhadap pergerakan sempadan antara Singapura dan Malaysia, anggaran 415,000 orang dikatakan melintasi pusat pemeriksaan Woodlands dan Tuas dalam sehari. 

Pada 1 April 2022, sempadan Malaysia-Singapura telah dibuka semula sebagai kelonggaran dalam sekatan yang telah ditetapkan sebelum ini. Sekitar 33,700 orang dikatakan telah melepasi pusat pemeriksaan Woodlands dan Tuas dengan menaiki bas, kereta dan motosikal hingga 5 petang pada hari pertama sempadan dibuka sepenuhnya.

Keputusan ini merupakan pengakhiran dalam penantian lama untuk bersatu sama keluarga dan rakan-rakan tercinta yang menetap di negara seberang. Sementary kebenaran untuk ke luar negara adalah kelegaan setelah hampir 2 tahun tidak dibenarkan melancong ke Singapura atau Malaysia tanpa ujian ataupun kuarantin. 

Pembukaan Membawa Harapan Bagi Memulihkan Ekonomi

Keputusan ini juga merupakan harapan bagi kedua belah negara untuk memulihkan ekonomi. Pada hari pertama pusat pemeriksaan Woodlands dan Tuas dibuka, Johor Bahru menyaksikan lonjakan sehingga 40 peratus dalam penjualan makanan dan minuman mahupun runcit.

Para penjual makanan, khidmat cuci kenderaan dan runcit akan dapat menyaksikan lebih kemajuan dalam penjualan mereka dalam minggu-minggu yang akan datang memandangkan ramai lagi yang masih belum menyeberang sempadan dan juga bulan Ramadhan yang telah tiba yang akan menyebabkan ramai untuk mahu membeli-belah bersama keluarga. 

Inilah masanya dimana kesemua perniagaan makanan dan minuman, runcit dan industri hospitaliti sedang bergesa untuk sediakan perniagaan mereka bagi kedatangan pengunjung yang mahu membeli-belah, makan bersama keluarga dan rakan-rakan serta memerlukan tempat berehat di hotel dan resort.

Ada banyak informasi penting yang harus disampaikan kepada pekerja-pekerja seperti prosedur operasi standard (SOP), prosedur bagi memastikan keselamatan dan kebersihan dan juga latih tentang perkhidmatan pelanggan.

Belajar Lebih

Bagaimanakah Industri Makanan & Minuman, Runcit & Hospitaliti Boleh Melatih Pekerja-Pekerja Mereka Dengan Cepat?

  1. Siapkan informasi-informasi penting yang perlu diajar sebelum onboarding dijalankan supaya tidak ada maklumat yang tertinggal dan semua pekerja mendapat latihan yang sama. Ini memastikan pekerja tidak salah faham akan arahan yang telah diberikan dan akan dapat menjalankan tugas mereka dengan tepat. 
  2. Kumpulkan informasi tersebut dalam satu platform supaya informasi penting dapat diakses pada bila-bila masa, di mana jua. Ini akan menolong latihan pekerja dan onboarding menjadi lebih cepat dan menolong para pekerja mengekalkan informasi dalam minda.
  3. Pastikan pekerja anda memahami apa yang telah diajar semasa latihan mereka. Sekiranya ada pekerja yang masih kurang faham, mereka boleh dilatih untuk masa yang lebih panjang ataupun ia menjadi sesuatu yang menunjukkan bahawa program latihan kita masih boleh diperbaiki. 

Sampaikan latihan anda dengan cepat dan juga dalam bahasa yang pekerja anda guna supaya latihan anda lebih mudah difahami. Ketahui tahap kefahaman pekerja anda dengan menjalani kuiz dan jejaki tahap kemajuan pekerja menggunakan ArcLab Learner Analytics. 

Anda boleh melatih pekerja anda dengan cepat dengan menggunakan ArcLab. Bacalah lebih tentang 4fingers Malaysia dan bagaimana mereka dapat mempercepatkan program latihan mereka atau cuba sendiri di sini.

Ketahui Bagaimana Anda Boleh Jimat Masa Latihan Seperti 4fingers Malaysia

Gambar dari TodayOnline & Lisanto 李奕良 (Unsplash)

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How to promote Employee Happiness

Promoting employee happiness at the workplace has increasingly become a business imperative. Why? Happy employees raise work productivity, they go on to create happy, satisfied customers. When your staff are happy, your business thrives. On the flip slide, unhappy employees are more likely to take sick days at work & are at a greater risk of burnout. 

Why is a happy workforce good for business?

A happy workforce is a productive workforce. In a happiness study by Social Market Foundation, where participants were given “happiness shocks” (it is a lot less electrifying than it sounds – the shocks provided were watching comedy videos, getting snacks & drinks), these subjects were “approximately 12% more productive than the control group” who received nothing.

Happy employees provide better customer service. When your staffs are happy, they naturally show better body language at work. Customers appreciate interacting with cheerful staff and are more likely to make a purchase. Satisfied employees are extremely beneficial for the growth of your business by providing excellent customer service that keeps customers returning.

Happiness at work is infectious; it can spread & affect the entire mood & energy of the team. When you cultivate a positive work environment to promote employee happiness, your staff are more engaged at work, which strengthens camaraderie among your team.

3 ways to build a positive work environment

Positive work culture boost teamwork & communication, which promotes greater engagement, happiness at work. A positive work environment facilitates opportunities for colleagues to learn & help one another to achieve better results.

Here are some tips on how you can build a positive work environment in the company:

Start with ‘thank you’

 A ‘thank you’ costs nothing, but it provides important recognition for a job well done. Take time to notice & highlight tasks performed by people at any level in the organisation to give periodic shutouts to them. It does not take a lot of effort, yet this small gesture of appreciation at the workplace can keep staff motivated to continue to work towards delivering better results. When employees are respected for their work, this builds compassion as well as kindness within the team. 

Aside from thanking your team for a job well done, consider your customers & how you can show your appreciation for their trust & support in your company. Supportive & loyal customers are what push the company forward, served well by your staff, who are appreciated & respected by their supervisors & managers. 

Communicate with honesty & transparency

Top employers are able to create a work environment where all members can freely articulate their thoughts & achievements. Employees know that they are in a safe environment to share & that their concerns are taken into consideration in the company. Frequent transparent & honest communications on company happenings & updates, celebration of individual milestones & achievements, overall company direction all help a company cultivate a positive work experience & promote employee happiness. This is especially important if your organisation is spread over multiple locations – that’s where digital platforms help your organisation communicate effectively. 

Check out ArcLab’s free template for mobile-ready newsletters, delivered straight to your staff phones, digitally.

Create career pathways & the right training for your staff

Helping your staff grow & develop is another important aspect of promoting employee happiness in a positive work environment. By establishing clear career pathways in the company, employees are fully aware of the different development opportunities to grow, expand & pursue career goals in an encouraging & supportive environment.

How do staff achieve that? With training of course!

Training is never for training’s sake: when the right training is implemented & provided for your workforce, your employees can work to achieve better business outcomes. The role of managers or the Learning & Development team is to ensure that they are able to consolidate performance analytics so that they can map skill gaps & zero in on them accordingly. The effectiveness of such a training program can be surveyed through employee feedback. Meaningful data can be extracted to help guide future training and development materials.

Check out how you can collect & analyse survey feedback here.

Build a happy, productive workforce with ArcLab

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How to train staff to achieve customer service excellence?

What affects customer service?

 

Regardless of the industry that you are serving, be it in the F&B, retail or hospitality industry, the most important people we are dealing with are our customers. Delivering excellent customer service becomes one of our big goals, and training our workforce automatically becomes a priority.

The excellent delivery of service is what will help you transform your customers into returning ones and establish customer loyalty. 

So what are the factors that affect customer service and how can we work to ensure our staff delivers? 

There are a few factors we can consider and we can start by looking at the interactions exchanged between our staff and our customers. In summary, they are:

  • Body language / Non-verbal communication
  • Verbal communication
  • Attitude

Body Language

 

Non verbal communications are an important factor in customer service as body language can reveal plenty of information about a person and thus, body language does affect customer service. In an organisation, we want our staff to portray positive body language which communicates our organisation’s interest in caring for customers and readiness to serve which makes customers feel more welcomed. This is why training our staff on body language for customer service is important.

Verbal Communication

 

Verbal communication is another aspect to look at. Our staff’s choice of words can depict our staff’s friendliness and showcase the value we have for our customers. Our staff are essentially the representation of our company and the short few minutes where they interacts with customers can either build rapport and form positive associations in our customers’ minds or tarnish the brand’s reputation.

Positive Attitude

 

Not to forget, our staff’s very own attitude can affect customer retention. Building a positive attitude at work is a crucial point to consider. People we meet and interact with, who are pleasant and treats us with respect, are those who we form positive connections with. Hence, positive attitude is key in customer service and organisations should take the necessary steps to ensure staff develops a positive attitude and learns the art of dealing with various types of customers. 

Conducting training for body language, verbal communication and building a positive attitude can be done much more quickly than thought. 

By using ArcLab’s mobile learning software, which helps to deliver comprehensive and effective training for the Deskless Workforce through compiling training content into one online module making it accessible wherever and whenever required, you will be able to train and set expectations for your staff quickly.

Here is an example of how it can be done:

How can we work to ensure our staff delivers?

  1. Establish a system where good or excellent customer service performance is recognised and rewarded. Positive reinforcements help to drive employee motivation, resulting in higher productivity and performance quality. 
  2. Actively take in feedback and learn from workers. This helps our staff feel heard and valued by the company which improves employee satisfaction leading to better job performance as staff becomes genuine in executing their job. At the same time, you get to identify gaps and improve organisation processes where needed.
  3. Support their learning and training. Most fast-paced industries such as F&B, hospitality and retail have a constant need for manpower but lack time and resources to train their employees properly. Training programmes become insufficient or ineffective due to the speed at which the training programmes are being conducted. Workers who require more support and time in their training do not get the help they require and as such, job performance quality declines. Therefore, establishing the right support for staff is necessary. 
    (Read also: 3 ways employers can support their lower wage workers)

Here is where ArcLab supports you in training and staff’s learning & development. Nano learning platforms and tools are effective in helping employees retain information and quickly pick up new training content. You are able to conduct training online, ensure your workers understand the training programme thoroughly and even keep track of their performance. ArcLab modules are comprehensive, allowing information on their job roles to be accessed whenever the staff requires. 

Companies like Fei Siong Group have achieved 50% time savings and close to 50% increase in productivity gains after implementing training with ArcLab modules. 

Save your time and resources, train your staff for customer service and build a productive workforce easily!

Create Your Own Training Modules Here

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What’s new in ArcLab – Everything announced in User Clinic

ArcLab is building the world’s simplest training platform for organisations to upskill your deskless workforces.

We are growing our community of forward-thinking practitioners, and gathered folks who are new to ArcLab or have used our mobile training software together to connect, learn and share all the benefits that Nano Learning has brought to them. Thank you for being part of the Mobile Training & Nano Learning community!

The core objective of the User Clinic (ArcLab’s first in 2022!) was to share how our tools can help Learning & Development & HR managers succeed in upskilling and increasing the productivity of their deskless workforce with 50% savings in training time.

In our first User Clinic, we announced a couple of new features to help you create better, more organised, and trackable Training modules with ArcLab. For those of you who couldn’t make it, here’s everything we debuted. Or you can watch the full recordings below!

SmartTranslate

ArcLab takes away the problem associated with having to train a diverse group of learners with different language needs and proficiencies. ArcLab’s SmartTranslate helps you translate your original training content into any language with a single click. Your learners can now access the same module and select which language to consume their training in – increasing the inclusivity and accessibility of your training programmes.

Your learners’ data are also consolidated in one place within the same module, even if the modules have been translated to multiple languages. This allows much easier tracking and analysis – as you monitor your staffs’ training and career progression.

How to SmartTranslate?

On your ArcLab editor, head over to the translation icon at the top bar (next to the module title), select the language that you wish to translate your content into. Within seconds, your translated content will be ready to launch and before that, you can make some minor refinements to ensure semantically and grammatically sound language. We don’t impose a limit on the number of translations for each module – so fire away!

ArcLab SmartTranslate

Folder Analytics

Training is never for the sake of training, but for organisations like yours to identify and plug any knowledge or skills gap to achieve better business outcomes.

Training data and analytics becomes an inseparable component. Which is why the ArcLab team constantly strives to improve our analytics features to provide more insight to L&D / HR managers and administrators.

With the newly updated Folder Analytics, you can now consolidate & track your Learners’ progress and performance across all your modules within a single folder. You no longer need to manually consolidate data across individual modules or use advanced Excel formulas to obtain key compliance & performance metrics.

Time saved can be spent towards more value-added strategic thinking and planning of training programmes to improve the skills and productivity of your workforce, whether you’re an organisation in F&B or construction or VWO or any other industry sector!

How to use Folder Analytics?

Our folder feature operates much like the file-sharing feature on Google Drive – where sharing 1 folder will enable the recipient to access every document & file within. On your folder analytics dashboard, you can have an overview of key metrics such as completion rates of assigned modules, average training duration, and average scores across all assessments and quiz components within your folder. With folder analytics, compliance and performance tracking no longer needs to be a time-consuming process. The updated Folder Analytics is here to make key data and metrics quickly accessible and operational for you.

New Learner Management System

In our new system, we’ve centralised learner management into one single location – akin to a central organisation Staff Contact List.

You no longer need manual updates of individual modules’ Learners. Additionally, Learners can now be categorised into different groups based on regions, outlets, worksites, departments & even their job roles or functions. While you are at it, you can filter invitations based on your learners’ invitation or completion status. Lastly, we launched the most requested feature – which is to customise the invitation message to your learners. You can inject your creativity in crafting encouraging messages for your learners. No more sounding like a faceless chatbot, but a real person behind your training module!

How to use the new Learner Management System?

This soft-launch is now live 🥳 , and we are rolling this out to ArcLab users on an opt-in basis.

To move over to the new ArcLab Learner Management System (all the conveniences described above), please write into growth@arclab.io for our development team to assist in importing your contacts to this new platform. We provide a free 1-to-1 personalised session to help ease the migration.

Build a productive workforce

All these updates and announcements – SmartTranslate, Folder Analytics & New Learner Management System – build towards our long-term mission: to make training and upskilling easier for your deskless workforce. ArcLab will keep working hard to help you create better tools, to connect, train, upskill, share information with your employees more readily. We are thrilled to finally share what we’ve been working on with you and hope it helps you achieve more together with your workforce.

A big thank you to everyone who shared their time with us during our User Clinic session. We hope to host you again at our future User Clinics. Follow our social pages or Subscribe to our blog to find out when. Stay tuned!

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How to Train F&B Staff

Editor’s Note: ArcLab works alongside Experts and Training Providers to help businesses upskill workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

We’re glad to co-author this article with Lauren Wan of Passioneat Hospitality, a hospitality driven consulting company motivated to ignite lasting memories for teams and guests using the power of culture-based training and positive leadership to create consistently excellent experiences.

The Biggest Asset of your F&B Business

A trained workforce is the biggest contributor to the success of your F&B Business. 

Be it front-of-house or back-of-house, well-trained staff make your business operations smooth as butter (pun intended). Customers are attended to promptly, orders accurate and well-cooked, and your staff creates an excellent experience that delights your (returning) customers over and over again.

Returning customers means higher and more consistent topline. So it’s absolutely crucial to train your staff – to achieve more for your business.

Yet despite all the acknowledged benefits of training our workers, 1/3 of businesses surveyed by POS platform Toast encounter challenges in implementing training programmes.

It is perhaps understandable given the lack of time, resources, and manpower, a perennial problem in the Food Services industry – now exacerbated by COVID-19 and the Great Resignation.

The positive impact brought about by training is no secret, regardless of which industry your business operates in. More operators are leaning into the benefits that investing in their teams can bring, especially as the workforce increasingly views training as a sign of a good employer.

How can F&B operators leverage these insights and provide training that enriches both their business and their teams?

Training your F&B Workforce

F&B training can be divided into two main categories – (1) onboarding, and (2) ongoing training and support, both of which have very different objectives.

Onboarding and induction programmes typically offers the following:

  • Sense of confidence with the product, brand, and company values
  • Compliance with health and safety standards
  • Faster competence with guest service
  • Acknowledgement of operating procedures

Digitising certain aspects of onboarding allows you to:

  • Engage and excite your new hire before their first day
  • Make the best use of downtime when your on-the-job trainers are occupied with other tasks
  • Ensure consistency between different trainers and locations
  • Allow access to training content in multiple languages

Where digital training can really shine is with ongoing training and culture support, because it allows you to create rhythm and repetition that is essential for developing a strong culture and high levels of consistency and accuracy.

Case Study

One of Passioneat Hospitality’s clients is a multi-concept Japanese restaurant group. We created interventions for Day 0, Day 1, Day 7, Day 30, and Day 90 so that new hires would feel  welcomed and supported. 

We made use of various mediums to ensure information was consistently shared and recalled by the new hires.

Information Cards

We used static cards to convey operational information like uniform and grooming standards, floor plans, and menu items and company information like Who Am I? introductions so that new hires could learn names and faces more easily, along with fun notes about each person in the team.

Videos

We harnessed videos for demonstrating procedures, especially for the kitchen team, so they could see preparation methods, presentation standards, and hygiene integrated in one shot, which is particularly helpful for action learners.

Quizzes

Multiple choice questions help to test retention quickly and develop a sense of personal ownership over information and agency for closing any knowledge gaps.

Check-ins

We complemented the digital with scheduled in-person check-ins with leaders at various levels of the organisation to ensure that new hires truly felt supported.

Well-trained staff make your F&B operations smooth as butter (pun intended).

Approaches to F&B Workforce Training

While there are many approaches to staff training, some work particularly well in F&B and in tandem with digital training.

Peer-led training

Digital training often features best practices and ideal scenarios, when coupled with real, on-the-ground implementation that is consistent with what is advertised in the digital learning space the learner feels a sense of security and trust with the organisation.

Project-based learning

Allowing your team to engage in their own learning within their area of curiosity has great benefits for their personal development and contribution to your business. You can use digital tools to set up the project process with an overview of the guidelines, support available, tips for success, and preferred reporting back formats.

Developing online content can feel overwhelming at first, but if you keep these tips in mind, you’ll be able to maximise your online learning space:

  1. Keep it light and fun – the digital content we consume is filled with entertainment. No one wants to engage with a text book that has been split into dozens of small screens. Use all kinds of media to drive your learning objectives – make your content dynamic, moving, and interesting
  2. Mimic reality – don’t worry about making sure everything feels like a hollywood production. While professionalism is important, being fixated on being overly polished is often hurtful. Tap on your team to share their experiences, best practices, and stories of what it’s really like to work at your company. Creating too much of a divide between the online and offline worlds will create a disconnect for your team member and result in disengagement
  3. If you cover everything, you’ll cover nothing – how much can we really remember? If we’re being honest, it’s not much. Keep things that can be looked up optional so they can be used as and when they are needed. Understand the importance of being selective on the mandatory parts of your onboarding and ongoing training content and emphasise the how and why of your business
  4. Remember that training doesn’t exist in a vacuum – training is vital and accomplishes an important role – it helps us know what we don’t already know. However, there are two equally important pieces of the puzzle that also need to be addressed to create consistent, high-quality guest experiences – operational culture and performance management. It’s important to place equal value on all three parts, otherwise you’ll end up with a sophisticated training program that either collects dust on a shelf or is scanned through once and never actioned upon.
Related: Read more about Digital SOPs for your workforce – step-by-step manuals that instruct your kitchen staff and food servers on basic procedures for different tasks

Incorporating Mobile Learning

Training should continue for the entirety of your staffs’ employment journey. As pointed out above, ongoing F&B Staff Training improves your workers’ skills and productivity, contributing to better business performance.

As your F&B staff grow into their roles and get promoted, their training needs will also change, as there are now new and higher-level knowledge and skills that they need to be trained in.

Hence, there’s a need for your F&B Business to invest in a system to manage training for different staff in different roles and at different career stages. A good training technology platform will be useful for your organisation to do this.

There are some excellent training tools in the market that complement instructor-facilitated training described above, and workplace learning.

ArcLab is one such innovative training tool that allows you to create, distribute and track Food and Beverage Training for your workforce, fast & easy.

While there are other tools around, one crucial advantage: ArcLab is built for the Deskless Workforce, which comprises virtually all of the workers in your F&B business. In this way, you do not implement a clunky training system which is difficult to onboard for your L&D / Ops / HR administrators and high-friction for your workers to learn how to use – posing unnecessary barriers in their training.

Instead, the ArcLab platform is simple to use for administrators. Your L&D team uses the ArcLab Editor Dashboard to easily create training modules and distribute them to designated staff (your authorised learners). Best of all, ArcLab’s SmartTranslate feature helps you to create multi-lingual modules with the click of a button – to best suit your learners’ individual language preferences and competencies.

Your learners then receive a notification in their email of SMS inbox, and start their ArcLab training module via their personalised secure access link. Content is presented via text, video, pictures, infographics and other rich media, and tested via multiple choice, open-ended and other forms of questions / assessment.

Each learner’s progress is tracked and credentialed, and your L&D / Ops / HR administrators receive a top-level overview and dive into each learner’s detailed journey via ArcLab’s Learner Analytics.

Invest in your F&B Workforce today!

Training your workforce is an important initiative that your F&B Business critically needs.

 

It’s simple to start, and your F&B Business can too. 

1. Get in touch with Lauren via Instagram (@passioneathospitality) or https://passioneathospitality.com for F&B training content and support.

2. Start creating simple ArcLab digital learning modules for your workforce today.

Create training

 

Top Photo by Bimo Luki on Unsplash

In-article Photo by Crazy Cake on Unsplash

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ArcLab in GSV Elite 200

ArcLab launched officially in late-2019 with a simple mission to Upskill the World’s Deskless Workforce through Building the World’s Simplest Training System.

“ArcLab’s vision is to Upskill the World’s 2.7 billion Deskless Workforce through building the World’s Simplest Training System,” said James Chia, CEO of ArcLab.

In 2020, the world as we knew it changed. COVID-19 lockdowns accelerated digital training & upskilling for many frontline workers. We saw a huge spike in inbound and started to welcome many more organisations to use ArcLab’s Learning & Development (L&D) platform to easily create, deliver and track Nano Learning.

With ArcLab, companies are able to deliver targeted bite-sized training modules and digital SOPs – to employees anytime, anywhere, in any language, through mobile.

 

Organisations are able to easily SmartTranslate their training materials with a click of a button

In the past 2 years, we received favorable feedback from our customers on how our platform has helped improve work performance and business outcomes. (Read about how Fei Siong Group & 4Fingers are able to raise productivity of their workforce with ArcLab).

This is only just the beginning. ArcLab remains at Day 1, we’re customer-obsessed and keep working to better deliver modern training, digital SOP & communication SaaS Platform for your workforce.

“We are honoured to be part of the GSV Elite 200 and are grateful to GSV Ventures for recognising our work. We keep working hard to build and scale ArcLab to simplify workforce training, making it accessible and inclusive to the needs of the Deskless Workforce – regardless of age or language” said James Chia, CEO of ArcLab.

We are delighted to be selected to The GSV Elite 200, one of only 10 Southeast Asian firms in this group of innovative edtech startups.

We’re grateful to GSV Ventures for the validation that we’re solving a big problem, and doing it in a very scalable way. We are excited & ready to showcase ArcLab to the world at the GSV Cup during the ASU+GSV Summit in San Diego.

Keep up with our journey at the GSV Cup.

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Streamline Business Processes with Digital SOPs

If you’ve ever baked a cake (oooh… hunger pangs…), you most probably followed a recipe – what are the ingredients, what are the steps to make the dough, what temperature to set the oven at, how long to put it the cake mix in the oven… etc.

This recipe that you followed to make that delicious cake – that’s in fact a Standard Operating Procedure, or “SOP”. 

The Master Baker documented step-by-step instructions to make it simple for bakers like you and me to follow and recreate that same cake on our own. Simple, and delicious!

SOPs in the Workplace

Businesses use SOPs to outline how workers should perform different tasks in the workplace. 

An SOP helps a new worker unfamiliar with the task to be done to simply follow the instructions step-by-step and perform the task without assistance or additional instructions.

A good SOP is very defined and focused. Just like how a cake recipe describes how to bake just ONE type of cake, an SOP documents very clearly on just that one particular work task. It does so in a step-by-step manner that is easy to follow and does not leave the worker guessing. 

An even better SOP also describes contingency situations and how to respond to such What-If scenarios.

Here’s an example of an SOP instructing cashier staff how to use the Point-of-Sale (“POS”) System:

In terms of usage, you would expect staff that are new to the task to refer to the digital SOP more often. As he/she gets familiar with the task, this will happen less often, and is perfectly in line with the pedagogical concept of “fading“. This is when the SOP has fulfilled its objective. It has trained your staff on what to do, and how to do it well.

As you can see, SOPs help your workers to learn what is expected of them, how to perform the tasks in their jobs, and ultimately contribute positively to your business.

Your new workers hit the ground running. 

Your managers’ time is freed up for more strategic areas of the business. 

This helps your business to move ahead of your competition.

In summary, SOPs increase your organisation’s productivity because instructions do not have to be repeated to new workers over and over again.

Paper SOPs vs Digital SOPs

SOPs have traditionally been written in paper format. 

Hard copies of procedure manuals are typically put together by an operations or line manager, and filed in a folder for staff to be trained, and to refer to before they start on the shop or factory floor.

There are several disadvantages if you choose paper-based SOPs for your business:

1. It takes a lot of time and effort to create these hard-copy SOPs.

2. It’s expensive and non-environmentally friendly to print out multiple copies of the SOPs for different outlets or branches; even more so if each staff is provided with a personal copy. 

Not many companies would shoulder the cost of providing SOPs for individual workers – who end up needing to refer to shared copies, and many end up not doing so. This results in some workers not being proficient in the task, and more time is needed to (re-)train these workers, meaning more effort and cost.

3. It is difficult for workers to search for specific information on a particular task if you don’t know exactly where to look (“Ctrl-F” searches don’t work on hard copies)

4. Physical copies of SOPs in the F&B or construction work environment get dirty and grimy with repeated use.

5. Adding to / Updating SOPs means another round of intensive effort to print out multiple copies for multiple outlets.

6. Errors in (or missing out) replacing specific SOP pages means some workers may end up referring to outdated SOPs. This introduces risks to your business, workers and potentially to the customers too.

 

In short, paper SOPs are not feasible for your business in the modern age, especially as processes continually get refined and changed in our digital economy. 

A Digital SOP framework is definitely required for your business to do well today.

Creating your 1st Digital SOP

There are different tools in the market that you can use to create your digital SOPs. Today, we will learn how to use ArcLab, our cloud-based mobile learning SaaS platform – to create your first Digital SOP – fast & easy.

Before crafting your SOP, it is useful to watch the task being performed by an expert or someone competent in the task. Write down everything they do, or better yet – take a video clip of them performing the task.

1. Include this video in your ArcLab Digital SOP module as your first demo of the task to be performed, and the sequence of actions – step-by-step. 

2. Break the video up into segments, including an explanation for each step. Make sure that each step is described as simply and as to-the-point as possible.

By this stage the learner has seen what he/she is required to do in totality, and the individual steps required.

3. Test understanding of the knowledge required in the work procedure by including assessment questions.

Your first draft of SOP is ready to be tested. 

Send this 1st draft to a group of staff. Ask them to review that the steps covered are correct and clear. It is very important that the steps be simple to follow for someone with absolutely no background knowledge of the task to be performed.

If your staff pilot group are able to perform the task correctly, your SOP is ready to be rolled out. If not, take in the feedback to improve the SOP further. Then test the 2nd draft of the SOP again – repeating until ready.

In the ArcLab Mobile Learning platform – you can go to ArcLab Discover and pick Digital SOP templates that you can use for your company’s specific needs. Simply select the Digital SOPs menu tab:

Review the SOP template and pick the ones that fit your company’s needs. 

Click “Remix” to add it to your ArcLab Dashboard, where you can adapt to your business’ specific circumstances and workflow.

Once your Digital SOP module is complete, save them to a Folder in ArcLab, and designate which staff to invite to access the Digital SOPs. 

It’s that fast and easy, not to mention secure, as access is limited to only who you designate.

Your Digital SOPs can now be accessed by staff on their mobile devices, ready to be referred to as-and-when needed. 

The best part: whenever there are changes to your processes, you can simply update your SOP in your ArcLab dashboard. Since the SOP modules are cloud-based, staff will always be able to access the most up-to-date SOP modules.

Anytime, anywhere, in any language.

Examples of good Digital SOPs for training

You’ve seen how important SOPs are to your business processes.

You’ve also seen how easy it is to create Digital SOPs on the ArcLab platform, with templates from ArcLab Discover. Here are some that may be applicable for your business:

1. Digital SOP template for Customer Service

2. Digital SOP template for Operating a Point-of-Sale System (“POS”) 

3. Digital SOP template for Chemical Spill in a Lab

Begin your Digital SOP journey today!

Feel free to use these ArcLab Discover templates, and many more.

Now get started creating your own digital SOP on ArcLab today! https://builder.arclab.io

Create Digital SOP

Top photo by Brooke Cagle on Unsplash

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Nano Learning – Simple, Effective, Scalable Training for New and Replacement Workers

The Rise Of Nano Learning

Before we can go into Nano Learning to understand how it is being increasingly used by companies, we must first look at the situation that is resulting to increase in wages of blue-collar workers and subsequently, higher costs. This is to help us see how Nano Learning comes in to help businesses save cost in training and provide a more effective training programme for their workers. Hence, leading to an increase in workforce productivity. 

Is everyone quitting their jobs?

Is the #GreatResignation only taking place among higher-salaried knowledge workers?

A reasonable line of thought is these are the workers who’ve managed to build savings buffers during COVID-enforced travel bans and rising asset markets, giving them enough runway to resign from jobs that they may be tired of & reassess their lives. 

Apparently, that’s not quite true.

Blue-collar workers are leaving their jobs too. In countries like the US and Singapore, job openings in food services and other deskless workforce-heavy industries are rising – as workers quit and there’s no ready pool of unemployed workers to take these traditionally low-end jobs. Singapore’s F&B businesses face the double-whammy of being reliant on non-local workers, and their increasing unavailability due to tightening work visa requirements etc., has hurt businesses’ daily operations, not to mention any possible expansion plans.

As a result, the manpower crunch is driving up wages in “blue-collar” vocations. 

Rising wages (both market-driven and legislation-driven) is good for workers. However, compounded with supply-chain bottle-necks, rising real-estate prices (read: rentals) all exacerbate the increase in costs for employers – which would have to be passed on in some part to the end-consumer. 

Ultimately, these all contribute to the rising inflation in many countries today, which hurts all of us as our paycheques (and business topline) don’t stretch as far as before. Left-unchecked, this becomes a vicious cycle of rising wage -> costs -> wages -> costs… which our Central Banks and Governments are now working hard to address at the macro-level.

Achieving more with a smaller but more productive workforce

On a micro-level, increased worker attrition means your business needs to hire replacement workers for critical roles, and onboard & train them with increased frequency. 

This also means you need to train your staff to perform their roles well, and possibly cross-training them to do one another’s job during busy shifts, especially if higher market wages means your business may not be able to afford to hire as many workers as before.

Traditionally, this training was done in person but may no longer be possible in today’s COVID environment. A digital approach is often necessary. In fact, digital learning in bite-sizes (or what we term as Nano learning) is a simple, effective, scalable way to onboard and train new and replacement workers.

What is Nano Learning?

Nano Learning refers to breaking down learning materials into small units of information whilst increasing engagement, crafted to aid in learners’ understanding and information retention. 

To break down our Nano Learning definition:

1. “Bite-sized” training modules lasting between 2 and 10 minutes

2. “Highly targeted” with each module focussed on ONE single learning objective

3. “Interactive” with rich media and on-the-spot digital assessments used to promote learner engagement and enhance learning retention.

The Nano Learning delivery method of training is a great andragogical framework which Engages Learners, Helps Learners Apply Knowledge and is Available On-Demand. It can be used for education, training, onboarding etc. 

In a workplace setting, long periods of “training” or long text-based reading is hard to accomplish. This is especially true for our workers in operational (or Deskless) roles, who do not have workstations or computers. Hence, training and upskilling is best done via their mobile phones.

How to use Nano Learning in Staff Training?

That’s where a Nano Learning Tools like ArcLab helps your business – by giving you a one-stop tool to easily create, distribute and track training for your workforce – anytime, anywhere, in any language.

ArcLab’s Nano Learning platform data shows that our customers save an average of 11 hours of time per worker per month. Time that can be better-deployed to business operations, and focus on the ‘human’ aspects of the business, like delivering great customer service.

Workers interact with the digital training content, are tested on their knowledge via quizzes, and can apply it easily to their work. That’s learning in the flow of work in action. Staff training at its most efficient.

The end-result? A well-trained workforce that does more for your business. 

In today’s #GreatResignation, it is crucial to have a scalable and effective way to onboard and upskill your new and replacement workers, and invest in your existing staff to achieve more for your business.

It becomes a strategy to implement and integrate nano learning courses and modules into your training programme. Here’s an example of how it can look: 

Time to start Nano Learning for your workforce training!

Read More On Increasing Productivity with Nano Learning:

Photo by CHUTTERSNAP on Unsplash

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How to Onboard & Orientate your Deskless Workforce? – A Fast & Easy Way

onboard with arclab

Summary: Employee onboarding is an important process for employers to welcome and orientate new hires and to set them up for success. In this article, we share a fast and easy way for businesses to successfully integrate your new workers.

Happy 2022! It is a new year with new business goals and most probably new hires which you need to onboard properly.

Some time ago, we published a blog post on 5 tips for remote onboarding, outlining many ways that employers can welcome your new workers and keep them engaged. Our post today centres it back to the Deskless workforce that ArcLab can help your business onboard & upskill – fast and easy.

Strategise onboarding with a digital plan

At ArcLab, we understand the challenges faced by employers as you orientate and welcome new staff into your company. And one of the biggest challenges we’ve heard from our customers is that:

“We need fast and easy training to get our workers up to speed, so they can hit the ground running. We really don’t have four hours to sit down and deliver training materials.”

Gathering groups of new hires physically into a training room and taking 4-5 hours away from work is simply not feasible in this day and age (especially in a pandemic era). Remote onboarding is the future of work. Employers must have a digital plan. Companies with many deskless & frontline workers want software that helps these workers become more productive and makes their work experience more pleasant. Read our success story with Fei Siong Group.

The goals for digital onboarding and induction programmes are simple: Publish and Communicate.

A great way to achieve this goal in a fast and easy way can be found in our free template here.

If you would like to build your own free module for your workers, make sure you have answers to the following questions:

  • What is the overview of the entire process of onboarding
  • How long will the onboarding process take?
  • Who can they reach out to for questions or technical difficulties?
  • What are the goals from this onboarding process
  • How would you measure their onboarding success?

With the answers you have, you can start designing your own effective module tailored specially for your company and employees’ need. The average time we have seen a module being built from scratch? Less than 15 minutes. Try it for yourself.

Personalise training materials to your employee's preferred language

Increasingly, companies are finding ways to create an inclusive work environment that empowers all employees to reach their fullest potential. This is especially important with today’s diverse workforce.

Having the right training content can be further enhanced when it is delivered in a language that your workers are most comfortable communicating in.

While English is the predominant working language in many countries, language barriers still exist as a problem between workers and managers. Having your training materials translated to your employee’s preferred native language can help your workers better understand your SOPs, work expectations, company direction, and business goals, which can translate into the greater productive output from your workforce.

A fast and easy way to translate your training materials is through technology.

At ArcLab, we deploy AI-assisted translation that allows users to create multiple languages of one module with a simple click of a button.

The total time spent to translate a particular training module into your employee’s preferred language? Less than a minute.

Here’s a quick demo:

smart translation demo

Try it and let us know how it goes, we would love to hear if it helps in your organization. If you have any feedback on the improvement – we are all ears, email us at growth@arclab.io

Use Analytics to track workers’ progress

“You can’t manage what you can’t measure” – Peter Drucker.

A clearly defined quantitative objective can prevent businesses from flying blindly and being in a constant state of guessing. And… if you’ve guessed it – time is wasted when we do not have immediate data to work on.

Without clear metrics for successful onboarding, we cannot quantify a learner’s progress and improve to the companies desired outcome. Meaningful data inputs throughout the learner’s onboarding can give employers insights into the knowledge and skills gaps that employers can quickly rectify. Adapting effective usage of analytics to track workers’ progress can save time and money for a company.

In our free-to-download e-book we’ve shared, we found that companies like 4Fingers achieve up to 27 hours of time savings per staff per month!

learners analytics

An effective way for managers to replicate this success is to have a digital onboarding that has an integrated analytics feature. That way managers do not have to painstakingly go through each and every learner’s assessment but can have an overall bird’s eye view of the results.

Assessing your employee’s onboarding process is one of the most important steps to ensure the success of your business. You can start orientating any new hires by building (or using any free templates we have) with ArcLab, disseminating training materials, and accessing assessment analytics. With the insights from these data, you can further implement strategies to better improve your business’s workflow.

Watch: How to build effective onboarding for your Deskless workforce with ArcLab

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Body Language for Customer Service

Body Language in Customer Setvice

Did you know that up to 93% of communication is non-verbal?

This means we can communicate without even saying a single word. For staff in a customer-facing role, positive non-verbal communication can be a powerful amplifier to be more welcomed by customers.

What is Body Language?

Body Language refers to “gestures, movements, and mannerisms” by which a person communicates with others (definition from Merriam-Webster). These are your non-verbal cubes that communicate how you feel, and are typically performed subconsciously.

Fans of US crime dramas might remember the series “Lie To Me“, where Tim Roth’s character assists law enforcement agencies in investigations with his expertise in studying “micro-expressions” and body language. 

What’s said can sometimes be different from what is unsaid. Our body communicates sub-consciously.

Body Language

Body Language and Good Customer Service

Few of our businesses are in law enforcement or psychology. Why should we care about body language?

While a fundamental factor of a successful business is a product that solves customer problems, how a salesperson or a customer-facing staff communicates can be the key between a sale or a customer walking over.

Positive body language helps your workforce communicate better with customers, and affects how customers react. Hence, we need our salespeople to pay exceptional attention to body language.

This is true irrespective of whether you business is brick-and-mortar, or (increasingly today) an online business. That’s because body language CAN carry across the phone, or even an online chat. When your service rep is frustrated, he/she may end up with a very different chat message compared to when when he/she is a good frame of mind. The sub-conscious body language can translate into different choices of words – which CAN be misconstrued by customers over that chat.

Bottom line: All your customer-facing staff need to convey positive body language in their interaction with customers (and prospective customers as well)!

What are examples of positive body language that your staff should exhibit? Here are three:

1. Eye Contact

Make eye contact before speaking with a customer. This is to let the customer know that he/she is actively engaged and actively listening. Be careful not to overdo it though. Staring too intently can make the customer feel intimidated. 

A good rule of thumb is to maintain eye contact 50% of the time while speaking and 70% of the time when listening.

2. Keep an Open Stance

An open stance signals friendliness and open-ness. That’s in contrast to body language like crossed arms, which is a closed, defensive posture.

Standing in an open manner makes the customer feel welcome, and also makes it easier to make & maintain eye contact (point 1 above)

3. Smile 😊

Smiling creates a positive effect on people. It makes one appear more approachable and positive. A prospective customer feels welcome and would be more willing to speak to your smiling salesperson rather than one who is sullen and disinterested.

What other examples of positive body language can you think of?

Body Language in Customer Setvice

How to Train Body Language for Good Customer Service

Positive Body Language can be taught to your staff.

First – make staff aware of the different examples of body language – both positive ones that they should adopt, and negative ones that they should avoid.

Show pictures, or better yet – a video of each body language example so that staff know exactly what to do and what not to do.

Second – Make staff put what they have just seen into practice via role-play. The old adage “Practice Makes Perfect” is always true, especially for skills-based training.

Third – Provide an SOP of dos & don’ts of body language so staff can easily make reference to it, and after review, practice with colleagues or on their own – anytime, anywhere. Examples of Body Language and other SOPs can be found in ArcLab Discover.

Good body language is an important part of communication. Nowhere is this more crucial than when interacting with customers. 

A well-trained sales force and customer service team can help your business better interact with customers and help your business grow, whether you are a retail business, or running a food chain selling delicious local delights. Any business for that matter.

To use and adapt ArcLab’s free Body Language Customer Service training modules for your staff, simply click here: 

Body Language Training Module
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How to train your staff effectively

How to train your staff effectively? Featuring Fei Siong Group’s 50% time savings

Staff development is a crucial aspect in ensuring continual growth for the company. Without opportunities for growth or continual skills upgrading through training, we are building employee frustration resulting in lower employee retention. Staff who leave the company need to be replaced and retrained, essentially stunting the advancement of our business.

Why should we emphasise on staff development?

Staff development is crucial to equip our staff with the skills they need to produce more effectively for our business. It creates a positive environment with a learning culture where companies help their workers, regardless of age, level up their skill sets. It also helps our workers adapt to the ever changing business environment brought about by digitalisation and automation. 

Changing business needs means companies must quickly and efficiently communicate such changes to your staff, and upskill them to adapt quickly to these changes. By providing the support your staff require, companies can build employee satisfaction in the long run resulting in higher satisfaction levels, productivity and lower staff attrition.

Things change more quickly in customer-facing businesses. Staff need to provide fast service when dealing with customers and also in learning and picking up new skills. Hence, there is a need for fast and easy training. 

However, businesses with Deskless Workers may find it harder to achieve this. The business not only has to figure out how they can deliver training quickly and effectively but must also consider the different learning needs of each worker, their work environments, and the large number of workers that they need to train, often in multiple locations.

What do different learning needs refer to?

Different learning needs of Frontline Workers may include their:

  • Educational background
  • Their age
  • Their most comfortable spoken language, which may not be English
  • Accessibility to training materials
  • Information processing speed and more

All these affect training as now training has to be altered to cater to these needs. For example, for our workers who do not speak English, we have to ensure that we have trainers who speak the same language as our workers and that the training material is in the staff’s proficient language. 

Another example is that some of our workers may not be as quick in learning as others perhaps due to age or other factors and may require more time to pick up new information and skill. This suggests training material must be crafted in an easily-understandable format, such as using pictures and videos. 

Many other issues add on to the time consuming process of training for industries with blue collar workers, such as the current method of training which is by conducting in-person training and the manual tracking of training progress.

What can your business do to better support our Deskless Workers?

You might be asking yourself this question; Is there a one-stop solution to train your workers more effectively whilst overcoming the limitations your company faces and meeting your workers’ learning needs?

Yes, there is. 

ArcLab is an SaaS platform that we built to meet the different learning needs of Deskless Workers. With ArcLab, you can deliver fast and easy training that is suitable for workers of all ages, in multiple languages and does not even require your workers to download any apps. ArcLab solves your problems when it comes to training your Frontline Workers. With ArcLab, you can deliver effective training and drive your business for productivity and profitability at the same time, through a skilled and competent workforce.

Let us look at Fei Siong Group's training experience

Fei Siong Group is one of Singapore’s casual and quick service restaurant company with 19 famous brands such as Encik Tan, Malaysia Boleh and more. With over 150 outlets, Fei Siong Group workers consist of the young and old, English speaking to dialect speaking workers and yet they manage to run consistent and non time consuming training for every new hire. Since adapting their training plans into ArcLab’s Nano learning modules, Fei Siong Group has achieved 50% time savings and close to 50% increase in productivity with a decrease of 23% in trainers manual workload.

Scan or click here to see ArcLab in action

Click here

What does this mean for your business?

Training your workers using ArcLab is fast, easy and less taxing on their trainers and learners. 

With the use of the ArcLab mobile learning software, employee learning experience also becomes more positive as every staff has access to the latest training materials all on their phones and this becomes an initiative to help workers adapt to digital means. Overall, every staff is being provided with better support and an increase in employee engagement. 

It doesn’t end here. Following training, you are able to assess employee performance through assessing the learner analytics function to look out for employees who may require more help in their training. This enables your L & D team to focus on providing quality training content instead of spending time on training preparation. With this, you can now support your Deskless Workforce through better and effective training, effectively increasing your business productivity and profitability at the same time.

#ArcLabFastandEasy

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Deskless Workforce – Investing in our vital workers for higher productivity

The Deskless Workforce - who are they and why are they important?

As the name suggests, the Deskless Workforce is made up of workers who do not have a designated working space.

Instead, they are constantly on their feet, and do not have the luxury to work from home even during the pandemic.

Deskless Workers come from all sectors such as retail, food and beverage services, hospitality, healthcare, manufacturing, construction industries and more. We may sometimes refer to them as Blue-Collar Workers, Frontline Workers or Rank-and-File workers.

Deskless Workers are the vital people who keep our economy running every single day. 

We meet countless Deskless Workers every day in our daily activities – such as eating at a coffee shop, going to a mall to shop. Even when you are home, ordering online delivery, you are interacting with a Deskless Worker. 

With the increasing number of technology innovations and the ever-changing business landscape, we meet even more Deskless Workers than we used to in the past. 

Believe it or not, Deskless Workers make up 80% of the global workforce. 

However, only about 1% of businesses’ spending on software goes to these important workers in their companies. 

This needs to change as devoting more resources and better training for the Deskless Workforce lead to higher productivity for businesses who employ them.

How can we boost employee performance and increase productivity?

To boost employee performance and increase productivity for companies, it is a MUST for companies to shift our working mindset to investing more in your Deskless Workforce. 

In the past, onboarding (induction), training and upskilling of workers had to be done face to face. For companies who constantly get new hires, this would mean repeated onboarding briefings for new hires who join at different times, which exhausts our trainers. 

Training may also be restricted due to language barriers, as not all our Deskless Workers are English speakers. In all, the onboarding, training and upskilling process is traditionally time-consuming, tiring for all, and to which the efficacy is often uncertain.

Today, there is a better way. 

We are seeing an increasing number of adopters of platforms which can help businesses onboard, train, understand and support our Deskless Workforce. ArcLab is one of these SaaS platforms, which we built to be a fuss-free way for businesses to train and communicate with our workforce – Anytime, Anywhere, in Any Language.

How is ArcLab different from other providers? 

Most fundamentally, ArcLab was built from the ground up FOR the Deskless Workforce, rather than adapting an existing solution that was built for office workers.

1. ArcLab does not require managers to install any software, nor require workers to download an app. 

2. ArcLab training modules can be easily created and distributed via secure authenticated hyperlinks via email or SMS (most Deskless Workers do not have email – which impedes traditional platforms).

3. ArcLab training modules can be easily built in multiple languages using ArcLab SmartTranslate, catered for our workforce who may not be proficient in English.

What should businesses do to better support our workforces?

Businesses should strongly consider moving training programmes to digital and mobile platforms, where it is more flexible and accessible for our learners. Platforms like ArcLab come with many benefits such as enabling bite-sized learning, which has proven to be well received by learners as training, done in small bites, helps knowledge to be retained faster and longer.

With more widespread adoption of COVID-19 vaccines globally, governments all around the world are slowly opening borders, which will help our domestic businesses, affected by the COVID-19, a chance at recovery. 

Businesses polled by Singapore Department of Statistics have higher expectations for an increased revenue for months October to December 2021 as compared to the previous 3 months of July to September 2021 as more people start looking forward to living with the new normal.

With the upcoming festive periods, the rate of employment is also expected to increase in service sectors such as the retail trade and food & beverage industries as well as the accommodation industry. Hoteliers expect to hire more workers to support the increased demand with VTLs (Vaccination-Travel-Lanes) to more countries and the year-end school holidays.

To capture opportunities from the reopening, it is important for businesses start upskilling their workers NOW. 

Now that we know the deskless workers are one of the most important (yet underserved) segments of our workforce, the questions we should consider are: 

How can we provide the necessary and sufficient support they need? 

How can we train these workers without having to halt or slow our business down? 

How can we effectively train every new hire that comes onboard?

Get the answers to these questions & more with our free e-book

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How employers can support their Lower Wage Workers

arclab webinar summary
[Summary: Within the next two years, Singapore companies hiring Lower-Wage Workers will see the extension of progressive wages to better uplift and support this group of workers. Companies hiring foreigners will also have to pay their local employees a Local Qualifying Salary (LQS) of S$1,400. How would the higher wage bill affect businesses? We speak with our industry leaders to find out how companies can better prepare and support the upcoming higher wage bill and remain profitable. We discussed topics on providing mobile training for blue-collar workers, job redesign, and automation of workflow.]

Many of our Deskless Workers are also Lower-Wage Workers. To uplift our Lower-Wage Workers requires a concerted effort from the government, employers, unions, service buyers, and fellow citizens. 

At Singapore’s 2021 National Day Rally, Prime Minister Lee Hsien Loong announced three key measures to support our Lower-Wage Workers.

Businesses would have to fund a part of the higher wages, as they are unlikely to be able to pass on the full magnitude of the wage increases to buyers. So how can businesses sustainably fund the wage increases?

To address this question, ArcLab hosted a webinar speaking to industry leaders from Singapore Productivity Centre, Institute for Human Resource Professionals, F&B companies Fei Siong Group & Kiosks Collective, and HRTech platform StaffAny.

Here are the 3 ways Employers can support their Lower Wage Workers –

1. Find ways to redesign jobs and automate work processes

The purpose of job redesign is to tailor employee job scope to a business’s current needs. During times of change, job redesign can help to ensure business needs are filled by competent workers. When employees tasks and abilities are aligned, this can increase their job satisfaction and workplace experience. 

Danny Khoo, Director of Operations at Kiosks Collective (operator of food favourites like Pezzo, Crave Nasi Lemak, Ya Lor Braised Duck etc.) shared how they make job tasks “bite-sized” so they can easily train workers to do them. Pieced together, the various job tasks translate into a job well done. This increases productivity and reduces costs, a win-win for the business and the worker.

Digital transformation does NOT have to be expensive, and there are many technology solutions that companies can adapt to upskill their deskless workforce.

2. Measure so you can manage

Peter Drucker, one of the most widely known management consultant, is often quoted saying that "You can't manage what you can't measure."

Work process should also include an assessment of performance. An assessment of employee performance can help workers self-monitor their performance and adjust when needed. There are many ways to measure performance, and employers should research to find the best one to suit their companies objectives and need.

Janson Seah, co-founder of StaffAny, a business solution that provides automatic scheduling software for companies hiring hourly workers shared that assessing sales / labour performance helps companies to more holistically increase overall productivity and profitability.

Companies can make use of analytics to guide future efforts in increasing productivity in the workforce.

3. Training underpins any new system or tech

Business changes require a competent workforce to support. By providing ongoing workforce training that is scheduled consistently, workers can continuously increase their skills and reach a better understanding of their job scope.

Adrian Tan, Future of Work Strategist at IHRP, advised that training should be prioritised and ‘scheduled’, so that it is not put off whenever work gets busy. In fact, training can be conducted in bite-sizes, digitally delivered in the “flow of work”.

Indeed, employee training when done right can improve workforce productivity and performance. Mervin Lee, VP of Fei Siong Group (owner of casual dining eateries like Encik Tan, Malaysia Boleh!, EAT. etc.) also shared that companies should also consider factors such as employee education background, languages and experience when designing their training programs.

Fei Siong Group used ArcLab’s mobile-learning platform for employee onboarding and training, via modules sent directly to their worker’s mobile phones. They continually helping over 1,000 of their workers stay upskilled on topics such as customer service, safety, and quality standards, with training customised to suit staffs’ language preferences. This has helped Fei Siong Group improve training while cutting 90% in training time compared with traditional methods. Staff are also updated with messages from their founder, Mr Tan Kim Siong, a practice that garnered positive responses from their many on-site workers who would not otherwise have the chance to hear from their founder first-hand.

Employee training that resonates with staff can provide a wide host of benefits, from boosting employee performance and productivity, reducing turnover, and improving company culture. This leads to better business performance and better business profitability.

The time to upskill and train your workers is now.

arclab webinar summary

Thank you to our speakers (clockwise from top to bottom), Michael Tan, James Chia, Mervin Lee, Janson Seah, Chu Jie Ying, Danny Khoo, Adrian Tan, and Sim Siling.

Looking for workforce productivity solutions? Check out ArcLab on how you can up-skill your team effectively in a cost-friendly manner.

Get in touch today at growth@arclab.io

To read a more in-depth study:

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Benefits of Bite-sized Learning

Ever encountered a problem and went to search for a 1-minute “How-to” video to solve it?

(drumroll…) You’d just done a session of Nano Learning. Well done!

We’ve been subconsciously incorporating Nano Learning in our day-to-day lives, and it has become increasingly popular in corporate training.

Nano Learning is Bite-sized Learning: a quick and efficient way for organisations to train their workforce and equip them with basic knowledge to perform their roles - with training conducted in the flow of work.

ArcLab

What separates Nano Learning from other types of training?

As its name suggests, “Nano” means small.

Nano Learning Definition = bite-sized pieces of training or learning.

Nano Learning can be as short as a minute for small learning ‘nuggets’ or up to 10-15 minutes for the learner to absorb longer pieces of information.

Simply put, Nano Learning refers to highly-focused training through bite-sized chunks of learning content, often in an engaging manner, with a single learning objective.

Why Nano Learning works - the science behind bite-sized learning

When large chunks of information are condensed into digestible content modules, learners can focus on key learning points instead of being bombarded with information that may not be directly relevant to their learning goal.

Furthermore, Nano Learning that is delivered digitally to your learners’ mobile devices also means the bite-sized training content can be easily accessible by your workforce, who can train in the flow of work, or learn at their own pace and in their own time. 

Short durations of effective bite-sized learning can be also easily slotted into small pockets of free time amidst their hectic schedules, e.g. while on a commute.

This reduces the need for businesses to take staff away from the shop or restaurant floor to attend day-long (or longer…) training sessions.

This improves workforce productivity to help meet your organisation’s goals, and helps your team to grow their output and improve your business’ bottom-line.

Benefits of bite-sized learning

1. Focussed learning fits workforce learners’ cadence

The focussed nature of NanoLearning makes it easy for specific groups of your workforce to be targetted with learning goals and bite-sized training content catered specifically for them.

(i) Just-in-time Learning: Your staff can apply what they learn immediately to a task or problem at hand.

(ii) Closes Skills Gaps: You can identify and close any margin skills gaps your staff may have.

(iii) Fits Modern Workforce: With shortening attention spans, bite-sized training modules makes it easier for your staff to slot learning into their schedules.

2. Reduces learning & development cost and effort

Nano learning saves your organisation time and money. 

It is far cheaper to roll out Nano Learning to your staff. No more logistically-intensive classroom bookings or external trainer fees. Modern Nano learning SaaS like ArcLab also means no more expensive courseware development fees from vendors who might charge an arm and a leg to build training modules for your workforce. 

With training content made available on the cloud, staff can access the bite-sized learning modules repeatedly, without repeat cost.

It also takes significantly less time to author and refresh training modules when content needs to change. E.g when a new workflow procedure is instituted. This ensures your training content is always current, and there’s no time wasted by your staff in learning old content that is no longer relevant. 

Viewed holistically, by saving time and training cost, organisations like you can effectively gain funded headcount, which you can then use to increase your firm’s output and topline.

You now have a clear idea of how Nano Learning (or bite-sized training) helps to complement your organisation's L&D framework.

To get started at no cost, sign up for ArcLab Basic at https://builder.arclab.io

If you need any more ideas, or have any questions, please reach out to us at any time at growth@arclab.io.

To read a more in-depth study:

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Is the Skills Debate Academic?

Employers are always on the lookout for prospective hires with skills for the job at hand, and have potential to grow into larger roles.

Unfortunately information is asymmetric, and it’s not easy to know ex ante who in our applicant pool are adequately-skilled, and who are insufficiently so. Some hires will fit well and do the job. Others won’t. That’s the risk we take.

Here’s something I’m starting to think about… isn’t hiring similar to investing?

It is hard to consistently generate alpha in markets. In fact, investment disclaimers tell us that ‘past history is not indicative of future performance’. Yet we do the very opposite for hiring!

Pedigree is not a precursor of performance.

I am starting to wonder if for hiring, instead of attempting to pick ‘alphas’, we can consider building a team of ‘betas’ that are coachable.

Hirers never truly know. There are no sure-wins. In professional football, not even ‘proven winners’ like Jose Mourinho could do the job at Tottenham Hotspur, while then-unproven upstarts like Mauricio Pochettino outperformed and brought 4 years of Champions League to North London.

Is Skills-based Hiring a myth?

LinkedIn recently announced “Skills Path“, a pilot skills-based hiring programme, supported by Singapore’s National Jobs Council.

The topic of skills-based hiring is not new and comes up every few years. In fact, I co-wrote an opinion piece on Skills-Based Hiring 3 years ago.

LinkedIn’s announcement checks all the boxes. Unfortunately it doesn’t move the needle. There is a grand total of 8 companies under the programme offering a mere 6 job roles: customer service, data analyst, project manager, recruiter, supply chain coordinator and sales development.

To be fair, this initiative is a pilot. I fully support starting small, tracking the data, and if it looks like it works, scaling up only then.

As what I co-wrote above (and the LinkedIn initiative postures), the hope is for hirers to look past academic qualifications as a non-negotiable filtering tool for prospective candidates.

Otherwise, no matter what is said and done, incentives will drive behaviour, and every rational student will pursue the degree, because non-graduates continue to be disadvantaged at the hiring gate, and for career advancement.

Incentives drive behaviour.

Should we NOT try to pick winners?

Hiring well is crucial for every organisation. It’s also exceedingly-hard to do well, for reasons discussed above.

Which is why there’s so much money being spent on good hiring solutions, and much innovation in this space. The Singapore HRTech Market Map (brought to you by hrtech.sg & Adrian Tan) lists the different companies providing solutions for your organisation’s Talent Acquisition needs.

I wonder if we could take a different approach, and look further down the employee journey. I’m referring to the Talent Development area, where ArcLab has some track record (irony intended).

Since it’s so hard to bet on winners when hiring, could we adopt a more “portfolio” approach, especially if we are a large organisation. This means not optimising for the perfect ‘alpha’ candidate, since he/she does not exist. Rather, we do a few things to attract the ‘beta’ candidates:

  • Properly profile job requirements & packages. No ‘padding’, no ‘undercutting’
  • Set a minimum bar for the candidate. Everyone who meets this gets an interview (virtual or otherwise), which is more to assess team fit. Involve the team in the interview and give everyone an equal vote.
  • Suss out open-mindedness and ‘train-ability’. Look for evidences of picking up new skills and applying them.
  • Where possible, consider a work trial for demonstration of competency, softer skills and fit with potential colleagues.

Hiring a team of ‘betas’ means we don’t go all out to find Ivy League graduates. It means we put in place an exceptional learning & development programme, because we know that investing in our workforce gives our organisation the best chance of success.

Since people are the lifeblood of our organisations, we should put our money where our most important assets are, and invest in them, through training them to be the best professional that they can be.

The best part of this approach is, by hiring coachable people who have not yet been ‘proven winners’, we hire humble people, who are not afraid to admit they don’t know. They are then able to learn what’s needed to do their job so the organisation (and they) succeed. And when business requirements change, they change accordingly.

That means continuous, bite-sized training. Because no longer do we study for the first 10-20 years of our life and work for the rest. We study for a basic minimum, and keep learning as we work.

I submit to you that this is one good way for an organisation to succeed.

We’re building that sort of organisation at ArcLab, and helping many companies build theirs.

Can we help your organisation build yours?

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Higher Wages. At What Cost?

A few years ago, our girls’ kindergarten informed parents they would have to increase school fees, which had been kept the same for the previous 10 years.

We greatly appreciate the love, care and education our girls received from their kindergarten teachers, and believe the fee increase was justified. Otherwise, how could the kindergarten continue to pay competitive wages to hire and retain good teachers, of whom our girls were direct beneficiaries? Furthermore, having no fee increase for the previous 10 years in effect meant the school fees we paid had fallen year by year, when we take inflation into account.

We acknowledged the letter and agreed to the higher fees.

One parent was unhappy with the fee increase. The irony was this was a well-off family (I gathered this from watching the family roll up to the kindergarten in a Volvo most days). The parent started to canvas other parents to protest the kindergarten’s fee increase.

When the parent-in-question came round to us, we politely informed her: 

“It was unfair to expect OUR OWN WAGES to continually rise, but expect our kindergarten teachers’ wages (aka our costs) to remain unfairly low.

That was hypocritical, not to mention foolish; not paying market-level fees would only result in the school not being able to hire good teachers, and our children would be the ones losing out.”

I do not think we got through to that parent, who I don’t recall ever spoke to me again.

But I am thankful the fee increase went through, because it is fair to pay more for better goods and services, which our girls benefitted from. I am also grateful that we could afford that justifiable fee increase.

Higher Productivity for Higher Wages

Singapore Prime Minister Lee Hsien Loong’s 2021 National Day Rally announced a stronger thrust of support for lower-wage workers. These include:

  1. Extending the Progressive Wage Model (essentially sector-specific minimum wages that rise annually) to more sectors and more occupations
  2. Requiring companies employing foreign workers to pay at least the Local Qualifying Salaries to ALL local staff
  3. Accrediting companies that pay all their workers Progressive Wages with a new “Progressive Wage” Mark (a new requirement to sell to the public sector)
  4. Lowering the qualifying age for Workfare Income Supplement from 35 to 30 (to help younger lower-wage workers)

These are significant steps, because (point 4 aside), the Singapore Government is now also looking at EMPLOYERS and CONSUMERS to foot the bill for the mandated-increased wages.

Paying higher wages to workers directly affects payroll costs for businesses. The higher costs might also be passed to customers in the form of higher prices, depending on the price elasticity of demand. That extra dollar must obviously come from somewhere.

Higher costs are not easy to bear, especially when many companies and many workers have been negatively-impacted by COVID. As a business ourselves, we understand it fully and feel it directly.

Higher wages for low productivity is unsustainable. The market will make sure of that. Neither is a race to the bottom for wages the way forward for Singapore.

Instead, what we must have is higher wages for higher productivity. This is the very mission statement of ArcLab:

 

Higher productivity only comes about with technological progress, more and better capital, and a better-trained workforce.

 

Higher productivity is a positive sum game for the business and for the worker, because output increases and/or quality improves. This means justifiably higher prices for goods and services, which funds the higher wages. Higher wages also means better spending power, which flows back to businesses.

 

This data from the Economic Survey of Singapore speaks for itself:

Higher productivity simply makes good business sense.

Here, ArcLab comes in to support. 

Use ArcLab’s mobile learning SaaS platform to easily author, distribute and track training modules and digital SOPs for your workforce. The way that companies like Fei Siong Group, 4Fingers use our platform for.

Using ArcLab saves you training cost, cuts down training time, and helps your business do more with less. This means higher productivity and better bottom line.

The savings enables your business to pay better salaries to your workforce, who are then better taken care of, more highly-motivated, and have higher spending power too.

Singapore is taking our first step towards this virtuous cycle.

Higher Wages for a Better Economy. And a Better Society.

ArcLab is encouraged that societies are taking more concrete steps at addressing income (or rather opportunity)-inequality issues. That may be one of the silver linings of COVID-19, where we have newfound recognition for our frontline workers, many of whom are lower-income workers.

Yet more than inclusiveness, higher wages for higher productivity is simply good business, and a positive sum game for all.

ArcLab believes that’s the best way for our companies, our workers, and our society to succeed.

We’re building that sort of organisation at ArcLab, and helping many companies build theirs. Companies like Fei Siong Group, 4FINGERS and many more.

 

Shall we help you build yours?

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Doing the impossible: Equal training opportunities for all

Doing the impossible: Equal training opportunities for all

With remote work here to stay, at least while the pandemic continues, managers now face another daunting task: engaging and tracking the process of their employees.

A Gallup report on employee engagement shows that companies with a highly engaged workforce have 21% higher profitability. They also have 17% more productivity than companies with a disengaged workforce. So how do companies overcome one of the biggest HR challenges of the present?

Furthermore, with business operations being shifted online, managers are presented with another challenge — the increasing digital skills gap between the younger and older generation of workers. Many older generation workers lack the technological skills to successfully adapt to the changes in technological trends. 

It is now all the more crucial that managers leverage on their available resources to ensure no employee gets left behind while working remotely in the pandemic— the new employees who lack proper onboarding, or even the experienced, older employees who struggle to adapt to the shift from offline to online. 

Online training and employee polls are just examples of accessible technology available to companies. However, a recent poll by Gartner suggests that only 16% of companies leverage technology to track employee progress and engagement. Perhaps managers are also intimidated by the transition from traditional to online, or are unsure of where to get started?

ArcLab Training

We pride ourselves in giving ArcLab users the best remote training and learning experience possible. This is why we provide support for your workforce anytime, anywhere, in any language (yes, training modules can be created in other languages besides English!). More importantly, ArcLab is easily accessible to low skilled and the older generation of workers. While it is important to upskill your existing workforce, ensuring proper onboarding for new team members is also crucial to ease their transition into your company. ArcLab allows you to create different training modules to conduct your onboarding and training concurrently. Adapt your training materials to cater to the needs of your workforce and training goals. Check out ArcLab Discover to see how different businesses use ArcLab.

See how Fei Siong Group uses ArcLab while training their employees, most of whom are non-English speaking!

ArcLab Technology

With ArcLab, we can help smoothen this process. To streamline the transition process for new users, there is no software to install or download — not only is it user friendly, it does not take up any additional space in your computer database. For companies who are already in the process of transitioning online, ArcLab can even be used alongside any existing HRMS/ LMS. ArcLab’s interface is equipped with a wide variety of tools to help your company deliver training and performance support. Apart from the customisable designs and rich visual media, ArcLab also has a learner assessment and analytics function. Assess your employees’ understanding with the different assessment methods. Track their progress with the data we collate from your learners’ responses. Get to experience the ease of using technology for our low and affordable pricing.

ArcLab’s interface empowers you with a wide variety of tools

The transition from offline to online can be intimidating. Let ArcLab help smoothen that transition and start your journey with us now!

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Discover ArcLab Discover

Not a typo 😀. We’re just excited to introduce ArcLab Discover 🧭

 

What will you discover today? | ArcLab Discover

Since we launched ArcLab, we’ve had the privilege to empower organisations to easily create, distribute and track training.

Adopting a #Day1 mentality, we’ve listened to our customers and users as we grew (our thanks to each and every one of you) and shape our development roadmap. Responding to all your feedback, we keep working on ArcLab, improving platform stability and introducing features to help managers reduce time in creating & delivering modules to your workforce. 

Discover ArcLab Discover

I’m excited to introduce ArcLab Discover, a collection of 40+ (and growing!) templates that span Learning & Development, Human Resources and Operations, in English & other languages that best suit your workforce.

Review templates for Onboarding & Staff Induction, Training, Digital SOPs and HR use cases like EES etc. that suit your organisation’s needs. Remix them into your ArcLab Dashboard with the click of a button, saving you >50% of module creation time. Adapt the content to the specifics that fit your organisation or workforce.

View this module, or go to https://builder.arclab.io/discover

Discover ArcLab Discover, and remix templates for training, SOPs and HR for your workforce

Building and contributing back to the community

We don’t take the credit for everything in ArcLab Discover.

Rather, we are grateful to tap on the wisdom of the ArcLab community, some of whom have made their modules public and given permission for us to “template-ise” modules for all ArcLab users to remix and use for your workforce.

I’m also glad to introduce a series of 6 complimentary Learning Modules by our friends at Business Academia, a consultancy who helps organisations and teams to diagnose, design, test and implements customer centric learning solutions and digital strategies led by design thinking and agility.

These learning modules are housed under their own menu tab in ArcLab Discover. Use them for your team’s learning, and contact Alina at Business Academia for more information.

Discover Business Academia’s learning modules on ArcLab Discover

Keep Discovering!

p/s ArcLab Discover is still in beta as we refine it to include upcoming improvements like industry/role-specific modules, favourites, ranking and others.

So let us know how you think ArcLab Discover can be improved for you, and what other templates or modules you wish to see in it, that can best support your workforce. Our goal as always is to keep solving your organisations’ problems, and remain useful to you.

We’re also happy to include any modules or templates that you might want to share with the ArcLab community. Simply send them to us via growth@arclab.io.

Thank you! 🙌

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Retail’s digital tsunami strikes

COVID-19 forced many industries to pivot to digital, and pivot quickly. The retail industry is no exception.

In the past few years (even pre-Covid), the retail industry had already seen a shift from offline stores to e-commerce | Pic: Unsplash

In the past few years (even pre-COVID), the retail industry had already seen a shift from offline stores to e-commerce as consumers started to buy more goods online. COVID-19 has only accelerated that move into a tsunami.

The lockdowns in 2020 played a huge role in accelerating the transition to digital shopping platforms. E-commerce became the only way that retailers could make their products readily available to consumers and the only means for companies to keep their business afloat.

Retailers now have no choice but to embrace digital.

Data from Singapore’s Department of Statistics show an undeniable increase in online retail sales from March 2020 to July 2020, the period when Singapore entered her COVID-19 Circuit Breaker.

Source: Singapore Department of Statistics

Big e-commerce players like Lazada, Qoo10 and Shopee also saw a spike in platform sales. According to Vulcan Post, Shopee experienced an 82% increase in the number of user visits from 6 million visits in the first quarter of 2020, to 11 million visits in the second quarter of 2020.

Has the e-commerce future arrived “early” for the retail industry?

Indeed, Singapore has witnessed an increase in emerging small businesses online, some online only.

By having an online presence, companies are able to reach significantly more consumers as opposed to relying on human traffic visiting a physical store.

With retailers adding online channels and using technology to their advantage — products, customer service chat, doorstep delivery, personal online shopping and even virtual product try-ons can make your business available to consumers 24/7, all around the world.

Equipping the Retail Workforce for the e-Commerce Present

With operations shifting online, it is necessary that retail training and HR processes be taken digital as well — to increase efficiency and reduce cost for retailers.

Training new hires online isn’t as daunting of a task as it might seem. In fact, it saves companies the trouble, time and money of organising physical training sessions. The training content would also need to change. E.g. Following the shift from physical to online stores, staff need to be retrained to learn how to serve customers online rather than face-to-face.

With ArcLab, creating training modules has been made simple with our easy-to-use interface. Disseminate the modules digitally to all staff at a few clicks of the button and our system automatically tracks their performances and stores all necessary records.

You can use ArcLab ‘s Customer Service 101 series to get you started.

ArcLab Customer Service 101 modules | Source: https://arclab.io/retail

We’ve built ArcLab to be seamless and fuss-free to start. Explore the limitless possibilities with ArcLab platform and get started on your digital transformation journey today.

If you need any help at all, reach out at growth@arclab.io

Start your Digital Transformation today!
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Digital Transformation is for large firms only… NOT!

Digitalisation is NOT expensive and is well within the reach of Small & Medium Businesses. This is how to start it for your organisation.

Lest some may think we can quickly revert to our pre-COVID lives, the virus’ mutations and continued spread suggest it will be with us for some time.

Globally, the South Asian COVID situation continues to cause concern. In Southeast Asia, a significant increase in COVID cases led Malaysia to impose a 3rd Movement Control Order while Singapore regressed to Phase 2 (Heightened Alert).

As we gear up for tightened measures once again, one silver lining is that there has never been more support than ever for the adoption of digital, both at the individual level, and for businesses.

If your organisation hasn’t started digitalising your operations in one form or another to operate in the COVID-normal, there isn’t a better time to start. There are many different software in the market that are affordable and easy to adopt.

How to Go Digital today?

It’s important not to start with the technology, but go back to basics of what the tech solution is meant to address.

Here’s how we think about it:

  1. Start with the problem — Is there a change in the business environment that is hurting your revenue or cost base? e.g. Is my business unable to serve dine-in customers thus impacting my topline? Or, is there a work process that is being done manually today, resulting in slowness, inefficiency or lost data or opportunities?
  2. What might be needed to solve this problem? (Don’t think about technology or product yet — just the ‘thing’ or ‘ingredient’ you need to plug the gap in (1))
  3. “Google it” — Chances are, yours is not the only company facing the problem. This means that there is probably already a tech tool in the market that has being developed and is being used by companies like you to solve the same problems that you face. This also means there’s usually no need for your business to have a “customised solution built for you” (which is likely expensive and most probably an overkill).
  4. Fit the workflow. Speak to industry peers about their experience adopting the tech tool. If possible, ask for a referral to the tech provider. Or for self-serve SaaS like ArcLab, simply go to our landing page and sign up for a free account to try the free tier out.
  5. Start small. Use the tech platform’s free (or lowest-cost) tier to try the product functionality. Test if it solves your problem in (1). Junk it if it doesn’t. Scale up if it does.

If you follow these steps, you will find that digital transformation for your business is very much possible without huge upfront investment (hurray for SaaS platforms!), and not at at daunting.

 

Start Now

If you’ve been thinking of digitalising your business to stay relevant in our new COVID-normal world, there’s no better time to start.

Meanwhile, let us offer a few software suggestions for the office & HQs:

1. A list of productivity software for Remote Work from our friends at HR SaaS platform Talenox:

2. list of productivity software for Remote Work which we use ourselves:

 

There’s tons more online. Just “Google” it.

Contrary to what Business Consultants and more conventional System Integrators might tell you, Digital Transformation does NOT have to be an expensive exercise for your organisation. Don’t be taken for a ride.

Funding Support for Singapore firms

These are unprecedented times. If your business really cannot afford even the lowest-cost software that you’ve validated your business’ need for, there ARE schemes available to help.

For example, if you’re a Singapore business, there’s also funding support for specific areas, e.g. the Food Delivery Booster Package and E-Commerce Booster Package. Do tap on them to bring your F&B and retail business into the COVID-normal operating environment.

At ArcLab, while our full software is not free (read about the downsides of free software) we’re committed to making our software affordable for all businesses.

Get in touch today at growth@arclab.io

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Costly F&B communication issues and how to solve it

Costly F&B communication issues and how to solve it

Editor’s note: ArcLab works alongside HR Tech platforms to help businesses better manage workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

We’re glad to co-author this article with Jolene Tan of StaffAny, a fast-growing software platform that enables shift-work teams (F&B, Retail, etc) to handle Operations and HR more easily — to share how F&B Businesses can avoid costly communication issues between HR, Ops and staff, and instead focus on growing the business.

 

 

How F&B businesses can avoid costly communication issues | Photo by Joshua Rodriguez on Unsplash

Food & Beverage Services (“F&B”) is an operations-intensive business.

We want things to run as clockwork as much as possible. So imagine a restaurant where things DON’T run like clockwork…e.g.

  • Staff show up on the wrong day / time for work
  • Staff DON’T show up (thinking their shift is another day)
  • Staff show up not knowing what they’re supposed to do, or how to do them
  • Staffs’ shifts are confirmed at the last minute, leaving them with little time to plan their personal calendars
  • Pay that HR processed for staff is not what they expected, due to inaccuracies processing work hours, leading to HR spending unnecessary time double-checking shift hours with Ops…

Instead of staying on top of things,  you’re fighting fires every single day, just barely surviving!

Fighting fires daily means less time to grow your F&B Business.

The downstream effects of haphazard operations are poor customer experience and inefficiency, as more time is spent rectifying errors. Staff will ultimately also end up discontented.

This is hardly the way to run your F&B business — or any business for that matter!

Too much time is spent fire-fighting and doing last-minute coordination tasks. Time that should be better spent on more productive areas, like developing a new item for the menu, and attracting new sources of customers for the business.

We want to avoid such disaster scenarios, which can happen if we have a less-than-effective communication and coordination framework for our F&B business.

There is a better way.

Simplifying F&B Operations

First up — getting your schedules together! A schedule seem like a very simple and minor thing. But it actually forms the backbone of your daily operations. If schedules aren’t planned well, you can expect mess on the ground.

But we know, F&B schedules aren’t that simple. Besides the multiple shifts every single day, but the communication with your staff.

Get part-timer availability on WhatsApp. Plan weekly schedules on Excel. Send the schedules back on WhatsApp. Then begin the back-and-forth dance because a staff can’t make it last minute, or you need to edit your schedule… sounds familiar?

Actually, you can avoid all the time and communication issues of this flow by doing all things scheduling-related on one platform. This not only reduces communication errors but also saves managers and owners a Ton of time! (specifically up to 70% time for some of our users).

After schedules, the next most crucial part is your timesheets. HR spends so much time on this because they want to pay their staff accurately. But did you know? Most communication issues are solved as long as the pay staff expect to receive is equal to the hours HR trusts and processes. This can only happen if the finalised time records HR processes for payroll is also seen by your staff.

That’s exactly what StaffAny was created for. Built for the F&B industry, StaffAny supports your complex operational needs from scheduling to timesheets, so you can save time and labour costs. Focus on what really matters.

Simplify F&B Operations with StaffAny

Digitising SOPs

With proper scheduling, staff now know way ahead of time when their shift is. They also need a clear idea of their roles and responsibilities, and be trained in the tasks that they need to perform onsite, at each and every shift.

Traditionally, the task of teaching Standard Operating Procedures (“SOP”) to staff tends to fall on managers, who are already busy running operations and managing a myriad of other tasks. The training needs to be repeated for new staff, and sometimes staff forget what they need to do and require training again.

That’s where a good SOP system, built on ArcLab, can assist the manager. ArcLab empowers F&B businesses everywhere to easily author & distribute Digital SOPs, sent directly to staffs’ phones.

Unlike greasy SOP ring-binders that sit unused in the kitchen and available only to the manager, Digital SOPs are on-the-cloud and readily accessible by staff as-and-when they need to refer to specific steps and procedures that they may have forgotten, or want a second look.

Digital SOPs can also be updated each time circumstances and procedures change, and can be provided in multiple languages to suit staffs’ needs and abilities. Now every staff member knows his/her responsibility, what to do, and how to do them.

This means less work for the manager, who can spend more time on planning and executing growth plans. This means a more productive, and a more profitable business.

View (and adopt) F&B digital SOPs at ArcLab

Let us help your business!

If you’re at F&B Business looking to simplify Operations…

Get in touch with StaffAny and ArcLab today!

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Lessons from Lasso

The English Premier League (“EPL”) is the world’s most-watched professional football league. Manchester United and Liverpool have traditionally been the most well-followed EPL clubs, while younger/more recent fans may support Chelsea and Manchester City, whose billionaire-owners’ bankrolled spending had bought them relative success.

I support none of these clubs.

My choice was made many years ago, when a Tottenham Hotspur World Cup winner won me over. Thus began years of joy, and more often, heartache.

 

Years of joy, and more often, heartache. | Pic: Me

March-April is typically when Tottenham’s season falls apart. By then, we would usually have lost a League Cup quarter/semi-final, got knocked out of the FA Cup and Europe, plus a series of losses in the league to fall out of the Top 4.

2021 was no different — disaster in the League which started even earlier than usual (in January), bested by Everton in the FA Cup; and even a 2–0 1st leg lead in the Europa League Round of 16 wasn’t enough to get Spurs across the line.

The only saving grace was Tottenham miraculously qualifying for the League Cup Final, though ominously our opponents were EPL champions-elect Manchester City (more on that later).

Yet for all the heartache, Tottenham fans ‘come back’ season after season. “This season will be different” — as we always say.

I recently watched Ted Lasso on AppleTV+.

Ted is a fictional football coach from the US (not the football as we know globally, but the American kind), who gets hired to manage the fictitious EPL team Richmond FC despite having no experience whatsoever. OK, he did have a 1-day spell with Tottenham back in 2013… 😂

Ted Lasso brought some laughs in a year where COVID-19 impacted us all.

One scene in the series jumped out at me: where coach Ted counselled a player to “BE A GOLDFISH” after he made a bad move in training. The point that Ted referenced: a goldfish having a short memory of 10 seconds.

BE A GOLDFISH!

Being a “goldfish” for that footballer meant not dwelling on the mistake he just made, so his mind is free to continue playing the game well.

That’s not a bad philosophy, as long as one learns from that mistake.

When “Being a Goldfish” doesn’t quite work

In today’s digital age, some might say there’s not much point in building knowledge banks when Google ‘remembers’ everything for you. If we’re honest, most of our memories would in fact get worse, because we no longer need to train our brains to remember (we just “Google” when we need it).

But while useful for the footballer above, a short memory isn’t quite as useful in the context of learning and development.

In the workplace, we need to factor in short memories and attention spans, and rethink the way we train our workforce.

Especially in our COVID-normal world — where gathering staff in a room for 3-hour training sessions are no longer feasible (these were never that effective in the first place), we need to consider more effective delivery methods, built on the pedagogical framework of Nano Learning.

Nano Learning is learning that’s “just-enough, just-in-time, just-for-me”.

It’s a great way to onboard and induct new staff, convey simple procedural knowledge and many more.

Another great use case we have seen is the creation of Digital Standard Operating Procedures (D-SOPs), such that staff have all the knowledge they need to do their jobs right in the palm of their hands.

We can’t run away from shortening memories and attention spans. But we CAN and SHOULD turn it to our favour, so that our workforce is continuously upskilled through effective bite-sized Nano Learning modules. To achieve more for our organisations.

Our team at ArcLab has made it easy for every organisation to get started. Right here: https://arclab.io

 

Epilogue

In the final episode of “Ted Lasso”, AFC Richmond lost to “the mighty” Manchester City, and got relegated.

IRL — Tottenham Hotspur did the same thing, and lost the 2021 League Cup Final to Manchester City. For Spurs fans, it’s another season where early promise again faltered. Another season that wasn’t different. Another season where we came close to a trophy, but fell at the final hurdle. 😢

It has now been 13 years (& counting) since I was at Wembley celebrating Tottenham’s last League Cup title.

Yet since supporting Tottenham ISN’T about learning & development — being a ‘goldfish’ works for me as a fan. I (and my fellow Spurs fans) will undoubtedly return next season for more joy, and heartache.

🤞 Next season will be different. COYS.

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Lives are at stake. Is your 100-slide WSH Powerpoint working?

Lives are at stake. Is your 100-slide WSH Powerpoint working?

There can be no compromise when it comes to safety training. Here’s how we make Workplace Safety & Health (WSH) training effective. PowerPoints optional.

In industries like construction, manufacturing etc. — there’s real risk of injury or death if proper safety procedures aren’t followed. How is your company conducting WSH training? 

When the average person’s attention span is supposedly under 10 seconds (less than a goldfish’s), no-one realistically believes we can pay full attention throughout a 2-hour lecture. Not even when the subject matter is as important as Workplace Safety and Health (“WSH”).

Yet many companies’ WSH trainings are 100-slide PowerPoints. How sure are we that staff are absorbing this important knowledge. Or even listening?!?

In industries like construction, manufacturing etc. — there’s real risk of injury or death if proper safety procedures aren’t followed.

So what can we do better to make sure that the training knowledge is effectively absorbed by our workforce so they can put it into practice?

Circle back to MOTIVATION

First and foremost, always emphasise to your staff that the reason why WSH training is necessary, is to protect THEIR lives.

For example, how do we motivate staff to be trained to wear earplugs properly?

(i) Emphasise that learning how to wearing earplugs correctly greatly reduces the chance of noise-induced deafness, or Tinnitus disease (permanent ringing sound in the ears).

(ii) Show workers a video of the much more difficult life of a hearing-impaired person using hearing aids.

(iii) Round it up by making it relevant for them. Emphasise that knowing the WSH measures and adhering to them means they can continue to be healthy, employed, and earn salaries to bring home for THEIR FAMILIES.

This first step is crucial, as it puts workers in the right frame of mind to receive their training.

Make Training Effective

Here are 4 simple steps that help you maximise your WSH training impact:

  1. Keep it short. Training shouldn’t be conducted in a 2-hour stretch. Nobody can pay attention for that long. So break them up into shorter segments as schedules permit.
  2. Use digital & multimedia for better learner engagement & knowledge retention. Create digital learning modules, and use simple pictures & infographics that often convey knowledge better than lots of text. Videos should also be used if resources permit (Lume5, which we use ourselves, is an example of affordable & easy-to-use video software).
  3. Build in interactivity & assessment. After knowledge has been conveyed, test retention with simple assessment quizzes, which can be multiple-choice or open-ended. This gives your organisation the data to work more with staff who need more help.
  4. Provide performance support. By making learning materials digital, these can now be housed in the cloud, readily accessible as Digital SOPs as-and-when your staff need it. A good time could be right before they start their construction project, to ensure they refresh all the WSH training knowledge, to keep themselves safe onsite.

Your workers are now able to absorb your important WSH training content in bite-sizes:

“Just-in-time, just-enough, just-for me”

You have certainty that they understand the material, and can help those who need a little more guidance.

Supervisors and foremen can then focus their attention on ensuring compliance, which should come automatically because workers know the importance of WHY they should comply, and are effectively trained on HOW to put into practice.

Create YOUR OWN effective WSH Training

We conclude by sharing a sample WSH module built on ArcLab’s mobile learning platform.

You can adapting it for your workforce simply by using ArcLab’s Remix feature.

Select from the different templates in ArcLab Discover, and remix them easily to fit your company’s branding, tone, messaging and specific training content.

Use ArcLab to easily distribute training to your workers via email or SMS, so they can easily consume the training.

Everything is made fuss-free and effective for you and your workers.

Because your workers’ safety & health are important. Their lives are at stake. If you need any help on how to start, drop us an email at growth@arclab.io.

Start saving lives today!

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Managing a Deskless Workforce to Success

Managing a Deskless Workforce to Success

Editor’s note: ArcLab works alongside Work Tech platforms to help businesses better manage workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

We’re glad to co-author this article with Andy Schmidt, CEO of 6i Communication, the authorised reseller of Beekeeper, an easy-to-use, inclusive and engaging internal communication platform — to share how businesses can better manage a deskless workforce.

 

70–80% of the world’s workforce is ‘Deskless’ | Pic: 6i Communication

It is far too easy to forget about our frontline workers because we’ve “trained ourselves” not to see them every day. Take a guess how many percent of the global workforce do not have a desk?

70 to 80% of workers globally — at least 1.7 billion people — are “deskless” handling jobs that do not require (or allow for) sitting in place.

If that number surprises you, think about all the industries this includes: retail, grocery, healthcare, hospitality, foodservice, construction, manufacturing, logistics and utilities.

These frontline workers have unique job demands, volatile working schedules, demanding customers, long hours standing and little to no access to task-critical information.

Your frontliners should be of primary importance to the business, considering they are often customer facing and your brand ambassadors.

Let’s face it, we see their jobs as routine and low-skilled. For far too long frontline employees just frankly haven’t been treated that well by their employers, or even by society itself.

For 2021, we predict that this Deskless Workforce will undergo an Employee Experience investment renaissance as companies are increasingly recognising the impact technology has on boosting deskless worker productivity, engagement and job satisfaction.

That said, there are still gaps when it comes to giving them that technology they need to do their best work.

Frontline worker characteristics like higher fluctuation, no corporate emails and lower computer literacy widen these gaps further.

Here’s where a lot of companies go wrong — they give desk workers and frontline workers the same tools and basically say, “Make it work.” Don’t fall into this trap.

Because giving your frontline team a tool built for desktop workers is like giving a fisherman a baseball bat. It doesn’t do the job, and quite frankly, it ends up being more of a burden to carry around than a useful tool that makes their life easier.

Frontline workforces have different requirements

Your frontline workers have unique communication needs covering the wide range of linguistic and cultural diversity and therefore require a communication platform built for them.

What if there was a way to connect everyone, monitor engagement, give your valuable frontline employees a voice, share feedback, take fast action with management and run transparent communication campaigns with your entire workforce — on one platform, without sending a single email?

Meet them where they are. With a mobile-first internal communication App that acts as a one-stop shop comes with inline translation features and can integrate with HR, payroll, workforce as well as learning management tools.

The Beekeeper Employee digital hub becomes a place for people, for communications, for recognition, for content and commenting, conversation and collaboration. It can be the primary platform for providing and discussing the strategy — and even refining it. Leaders can communicate the vision, project managers can explain current initiatives, and line managers can get their teams involved.

Given the high cost of recruiting new employees, and the significant amount of employee turnover that exists in many deskless-heavy industries, companies would be wise to consider how better technology might help them improve their ability to attract, connect and retain deskless workers.

You too can transform business agility, alignment and service quality with a single point of contact for your frontline sheroes and heroes.

 

Download your guide today | Pic: 6i Communication

Effective Communication & Training. For Deskless Workforces

We’ve just learnt about the Deskless Workforce and how their unique needs means companies cannot just provide a ‘desktop’ solution for employee communication. The same principles apply to workforce training, which is important if the business wants to do well.

Traditionally, training has been face-to-face and often time and labour-intensive, especially for onboarding and upskilling rank-and-file employees. We haven’t yet considered that training usually taking workers off the shopfloor, reducing productivity for the firm. Sometimes, as a result, firms skim on workforce training which isn’t a good thing for the organisation, because a poorly-trained workforce is often unproductive.

So the best organisations always invest in workforce training.

However, COVID-19 has made it now impossible to gather 1–200 people in a training room. Even with vaccination rollouts, it is unlikely that we revert to the pre-Covid normals. This means that organisations have to train the workforce more efficiently and effectively.

The way forward for workforce training is to leverage on the power of digital, and to stage out learning, through bite-sized modules, delivered directly to staff devices.

And remember that for the Deskless Workforce — there are no desktop computers or laptops to speak of. Hence, training needs to be designed with the smartphone as the core delivery platform.

 

Not all workforces can be managed the same | pic: 6i Communication

Moving training to the mobile space helps businesses to reduce time and cost needed for training. This effectively funds free headcount for the business, through the resource & cost savings and productivity gains.

Importantly, mobile learning can bring great uptick for learner engagement, knowledge retention and most importantly, knowledge application. Some of these knowledge application metrics include — the drop in customer complaints, production errors etc, time spent on tasks. These are very tangible business objective metrics and provides a positive return on training investment.

 

Start Training your Deskless Workforce today | Pic: ArcLab

Do well, do good. For your Deskless Workforce.

This past year has given us a greater appreciation for the dedication and hard work of our frontline workers — our cleaners, transport workers, delivery and supply chain professionals, healthcare heroes and our educators. Virtually all of them are part of the Deskless Workforce.

70% of deskless workers surveyed report that more technology would help them do their jobs better. The parts of their work that they feel would benefit most from additional technology include communications, operations & logistics, onboarding, and training.

Frontline workers just plain deserve better — and they have for a long, long time. They deserve respect, transparency, and real access to economic mobility through professional advancement.

Most importantly, great businesses can only be built by great teams. It’s a win-win.

If you are a business employing a Deskless Workforce, let's start doing better for them, and your business.

Get in touch with Beekeeper at andyg.schmidt@bkc.sg, and ArcLab at growth@arclab.io.

 

Pic: 6i Communication

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5 tips for remote onboarding

Remote work is the future of work

The move to remote work has been a long and winding path for workers worldwide.

Fortunately, I had been working remotely for three years before the pandemic, and in this post, I’d like to share some of the best practices I’ve seen in the remote onboarding phase.

Onboarding and induction of new staff is tough enough, but remote onboarding has made it much more difficult. For their first day, no one will greet them personally, and they will not have a coworker seated next to them in the workplace. They won’t be around to meet their supervisor in person and will have to handle IT processes and other business apps on their own, albeit in the comfort of their own home and possibly comfy clothes.

HR departments worldwide are also figuring out how to better onboard new hires when they can’t be there to answer questions and calm their nerves. During the onboarding process, it’s important to make new employees feel at ease right away. According to studies, if an employee has a positive onboarding experience, they are more likely to stick with the company long term.

Remote hires will find it difficult to adapt to the company culture and gain a comprehensive understanding of the mission, values, and product knowledge they’ll need to do their jobs well. Team building is already challenging due to the lack of opportunities to meet in person, but there are ways to prevent new hire isolation.

This post will go through some tips for managers & HR to use during the remote onboarding period to ensure that new employees have a seamless transition into their new positions.

Photo by Bram Naus on Unsplash

1. Prepare a welcome package

Consider putting together a welcome packet sent to new remote workers. New workers should receive the welcome packet before their first onboarding session.

The welcome packet aims to provide new workers with the general knowledge that will be useful in their first few days and months at the company. Making a video that welcomes new hires to the company can be a perfect way to give them a feeling of instant belonging.

Incorporate the welcome video into one of the onboarding process’s early stages. Make most of your training videos through training webinars, where you can deliver pre-recorded or live training to your remote employees.

ArcLab’s proprietary platform is ideal for remote onboarding, particularly for workers who are deskless or using a mobile. You can leverage nano learning modules to provide bite-size learning content, which is 5–7 minutes long and include videos and short quizzes to reinforce understanding.

2. Establish clear goals from the start

You give new employee the best chance of success by spelling out their expectations before their first day. They won’t be left in the dark and won’t have to ask too many questions if they have a good picture of their roles and what’s expected of them.

The most effective way to do this is to create a schedule for and new employee that includes time for training, assessments, and check-ins. Openly discuss business principles, new tasks they’ll be working on, team priorities, and personal ambitions.

Your top priority is to ensure that new hires know their roles and the tools/software/applications they’ll need to complete their tasks. Allow time for the IT team to set up their technology and answer any questions. Finally, provide them with the complete documentation of their onboarding process to relate to it during their first few weeks on the job.

3. Assign a buddy/mentor

A typical first day for a recruit will include a workplace tour, introductions to coworkers, and a series of in-person orientation sessions. Since all of this is temporary, it’s important to focus on establishing connections between new hires and their virtual teams.

Consider assigning a buddy to each new hire to chat as they adapt to their new job. They can ask them any questions they don’t want to ask the Slack community. This buddy can be a mentor, a team member, or a volunteer who has already been through the onboarding process. The aim is to connect new workers with someone who can help them get a head start in their new role.

Making early connections is an important part of a person’s first few weeks at a new company. Encourage team members to schedule introductory meetings with new hires so that everyone can establish a good relationship right away and feel less lonely.

4. Include collaborative learning

Photo by Tim Mossholder on Unsplash

Ensure that the remote workers have plenty of chances to learn from one another. This is particularly important during the onboarding phase because it provides another way to promote a positive team-oriented culture, even if workers do not work in the same place.

If you manage a team, specifically, ask each team member to set up a video call with the new remote employee. They should take advantage of this opportunity to welcome the new employee to the team and clarify their duties. Another way to foster a remote-friendly community is to treat all workers equally and fairly, regardless of whether they work on-site or remotely.

5. Make engagement happen

A good mindset and strong relationships open the doors to promotion in the workplace. Working remotely has the downside of making it more difficult to highlight professional accomplishments. Employees will need to put in extra effort in 2021 to increase their virtual participation to access new opportunities. Employee engagement is much more difficult to convey and describe in a remote setting where employees interact primarily via email. Employees who work from home will stand out as leaders by attending virtual gatherings, engaging in online meetings, and maintaining a high enthusiasm level.

Make sure they have access to the same benefits as on-site workers. For example, if the organization provides subsidized gym memberships to employees, offer that to remote employees.

Although both on-site and off-site staff can be members of the same team, they do not all have the same level of experience working for the same company.

Build a remote-friendly environment that makes everyone feel included, regardless of where they work, for the company to be effective in onboarding permanently remote employees.

ArcLab Mobile learning solves training needs, offering remote training via our proprietary SaaS platform or a blended approach integrated with your current L&D framework. You can further learn more about how Nano Learning can improve your organisation’s work performance. Try our learning module and receive a copy of our Nano Learning playbook.

Ephraim, the author, has over ten years of experience in B2B consultative and solution sales. He is a technology enthusiast for SaaS solutions and cloud-based software. His personal motto is to embrace technology, challenge himself, learn new things, and step outside of his comfort zone to try new things. Here’s where you can learn more about him.

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4 Productivity Apps for Remote Working (and They’re Free!)

4 Productivity Apps for Remote Working (and They're Free!)

Editor’s note: ArcLab works alongside HR Tech platforms to help businesses better manage workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

We’re glad to share this guest article from the Talenox team. Talenox is an intuitive and fuss-free Payroll and Absence Management solution for small businesses.

 

4 Productivity Apps for Working From Home is a guest article written by the Talenox team | Pic: Talenox

Love it or hate it, remote working is here to stay for 2021 and the foreseeable future. If you’re working in a team to keep the business running, you need to ensure that your team is well-equipped to manoeuvre a remote work setting for the long haul.

At Talenox, we’ve always had the option to work from home. And we know for a fact that it is possible to keep productivity up and business running just as smoothly in a remote work setting. After all, you just need the right productivity apps that harness automation.

Here are our favourite productivity apps for working from home — namely remote communication, project management and human resource management.

1) For Remote Commuication: Slack

 

Pic: Slack

Slack is one of the most popular apps for remote communication and millions use it every day. We love it because it provides a single place for teams to share messages, tools and files as well as stay up to date. Aside from streamlining all working communication and contacts, Slack allows you to also create specific channels for certain projects which you can chat in publicly, within groups or in private.

With an instant messenger approach to communication, everyone can be contactable anywhere and anytime. Take for instance, Fox Sports’ use of the Slack app. From covering the FIFA World Cup across continents to organizing day-to-day communication, Fox Sports use Slack channels to keep on track. After all, the Slack channels allowed every producer to share crucial real-time coverage of the FIFA World Cup™, from highlights and notable celebrity tweets to videos of fans celebrating across the globe.

2) For Project Management: Basecamp

 

Pic: Basecamp

While Slack is great for instant messaging, Basecamp is the asynchronous communication hub that organises discussions way better than emails. For Talenox, Basecamp is our one-stop-shop for remote teams to discuss campaigns, link important company docs, as well as assign to-do tasks to different teams or individuals.

With everyone working remotely amid COVID-19, it’s easy to keep track of our projects’ progress on Basecamp. After all, the project management tool helps us break work into separate projects. Moreover, each project contains everything related to the task.

3) For Human Resource Management: Talenox

At the core of every organisation’s business ethic, paying employees on time is non-negotiable — regardless of the circumstances. Hence, it is important to ensure your payroll processes can execute on time and accurately regardless of any unplanned interruptions, even amid COVID-19.

It’s possible with an HR payroll software that helps you:

With Talenox as our HR payroll software product, we are glad that we can help thousands of companies reduce direct human interaction for these HR processes. After all, it is important that companies can still manage their HR tasks with ease during this difficult period.

One whole month to explore all the features in this HR Software for FREE.

From Payroll to Profile to Leave. Find out if Talenox works for you.

 

Pic: Talenox

4) For Employee Upskilling: ArcLab

Constant learning and upskilling is an important process that helps keep everyone within the company relevant in the industry and the workforce. The best way to help employees upskill in a dynamic, accelerated digital era is to help them become more effective and efficient learners.

Thankfully, there are nano learning platforms like ArcLab to help you with just that, by ensuring your learning modules for employees are:

  1. Engaging to employees with the use of visuals and rich media; like infographics, stock photos, YouTube videos, training videos and more.
  2. Accompanied with Extensive Assessment Templates to help you understand each learners’ understanding of your learning modules.
  3. Able to automatically accredit your learners for attaining proficiency in the modules they take.

This way, your employees can upskill and even improve their work performance easily!

(ArcLab Basic is free for everyone)

4 Productivity Apps for Working From Home is a guest article written by the Talenox team

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Lessons from meeting LKY

Lessons from LKY

I wonder what LKY would have said about my point to promote manufacturing in Singapore, if our meeting had been today.

#ThankyouLKY | Pic: Me

Six years ago today on 23 Mar 2015, Singapore lost her founding Prime Minister Lee Kuan Yew. A day of sadness for many Singaporeans.

More than 1.5 million people paid their respects to Mr Lee, mourning the passing of the man who brought a country with no natural resources from Third World to First.

Meeting LKY for the 1st time | Pic: My parents

I first met LKY was when I was still in school, when he was still Singapore’s Prime Minister. I received the Prime Minister’s Book Prize from him — literally a set of books, which I read over the next few years, and still sit on my bookshelves.

The second time was years later, when I was working in the Monetary Authority of Singapore’s (MAS) London Office, helping to manage our Foreign Reserves.

LKY was in town to meet then-Bank of England Governor Sir Mervyn King. As the MAS’ Reserve Manager (aka Financial Markets person) in London, I was invited to accompany LKY and Singapore’s then-High Commissioner to the UK to the dinner meeting.

To give some context, the meeting took place during the recovery from the Great Financial Crisis, so there was much policy thinking afoot on financial sector reform and improving Financial Stability. I can’t disclose much of what LKY said during the dinner, which were sensitive. Can’t quite remember what we ate, too.

But there’s something I can talk about, when after the official dinner meeting agenda had concluded — I brought up the idea of promoting manufacturing and how it can be a ballast and diversification for financial centres like London and Singapore.

This may have seemed far-fetched for 21st-century advanced economies, where manufacturing had been outsourced and offshored to developing economies. The Governor saw merit in my point, as we operated in the financial world and had seen how ‘financialisation’ had resulted in much misallocation of economic resources, excesses and financial instability. 

LKY was not enthusiastic (to put it mildly), not that he did not agree, I think, but he looked at it from the human aspect — that workers would (quote) NEVER want that sort of menial life when office life is much more attractive and available.

To clarify, I wasn’t thinking about low-end manufacturing of sneakers and paper clips, but research-heavy, technologically-advanced manufacturing. Examples then were Rolls-Royce aircraft engines and Singapore’s cleanroom wafer fab plants.

Today’s examples would be vastly different, and I continue to believe that not everyone is geared for life in shirtsleeves and glass-paneled offices. In fact, much of our advanced manufacturing involves research and design which result in better products used to improve everyday life.

To do that well requires close collaboration between our education institutions and industry, such that we continue to produce industry-ready professionals for the manufacturing sector (I wrote of the good work being done by Singapore University of Technology and Design).

And as knowledge continues to advance, ongoing training is needed for manufacturing workers to upskill and perform their roles. That’s in fact the mission of ArcLab — to supports companies in the provision of training and performance support to Deskless Workers in industries like manufacturing.

Advanced Manufacturing in Singapore | Pic: EDB

The last decade+ since the Great Financial Crisis had seen undeniable shifts. STEM-based disciplines are now just as, if not more, popular than Economics and Finance as a majors of choice. The top-paying graduate hire role in 2020 is in fact for Computer Science graduates, with Engineers in a close second. All these have contributed to more companies being founded, many in software, but also in hardware and advanced manufacturing.

Interestingly, in the wake of COVID, I have recently started reading about how the Singapore Government is relooking at rebuilding manufacturing.

I guess I was just ahead of my time, and wonder what LKY would have said to my point if that dinner were today.

From what I’d read of him, LKY always kept current, never stopped learning, and changed his mind when the data changed. So I believe LKY would have been open to changing his mind. In fact, I think he would have done it many years earlier.

LKY was visionary in Singapore’s early Post-Independence days in the 1960s, and remained so in the 21st-century, where he talked about climate change and the need to “open Singapore up a little bit more in the modern world of fast-moving technology and information and communications”.

All this was pre-iPhone, and pre-Greta Thunberg. That’s vision.

The work of LKY and his Pioneer Leaders laid the foundation for Singapore to carve our niche of relevance in the world and improve the standard of living for generations of Singaporeans. LKY ensured that Singapore always brought something to the table, so we were always needed. They created an environment where Singaporeans could earn a living, and entrepreneurs had the space to dream and create products and services of value and improve lives and livelihoods.

Today, on the 6th anniversary of LKY’s passing, I am grateful for the country he built — where my family is safe, has food on the table, and the opportunity to pursue what we believe in.

My only regret was not getting an autograph for him for my missus when I accompanied him for that dinner at the Bank of England. I was there as MAS ‘staff’, so I thought ‘it didn’t seem right.’ As a public servant, I followed the rules and coloured within the lines. Now as a startup founder, I’m a lot more pragmatic and flexible.

Unfortunately, I can’t turn back the clock. But more than that missed autograph, I am privileged to live in the legacy of LKY that is Singapore. This legacy is everywhere around me, in every direction I look.

#ThankYouLKY

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The Way Ahead for HR in Singapore’s F&B Industry

The Way Ahead for HR in SIngapore's F&B Industry

Editor’s note: ArcLab works alongside HR Tech platforms to help businesses better manage workforces, improve staff performance to achieve more for the business, and digitally transform for the future.

We’re glad to co-author this article with Pang Jian Jie of Frontier e-HR, a leading vendor providing cloud-based HR and Talent Management System since 2000 — to share how Effective Casual Labour Management and Systemising Processes can help bring F&B Businesses onto the next lap.

Moving F&B Ahead | Photo by Dan Gold on Unsplash

Singapore is always known as a global city with a vibrant Food & Beverage (F&B) industry. However, 1 in 4 F&B businesses in Singapore go out of business, many within only their first year of operations. Ranging from hawkers, to cafes, to high-end fine dining restaurants and even reputable Michelin stars restaurants are not spared.

Despite the many ready-made tech and software solutions supported by the Singapore government grants, it is still a highly demanding industry to be in. These are some of the major challenges faced by HR in Singapore’s F&B industry:

1. Casual Labour Management

One of the biggest challenges faced by HR in F&B businesses is casual labour management. The employment laws are stringent and ever-changing, making it difficult to hire, train and retain people. Hence, businesses turn to casual labour which allows them to adapt to constant changes, from changing staff, changing competition to changing expectations of customers.

Having a consolidated and unified solution will save precious time in planning the working schedule and payroll processing. F&B businesses can reduce their labour costs as well by having an accurate and statutory compliance labour management system. Employees are empowered at a click of a button to view and swap their working schedules, removing the tedious process of manual approvals. Managers are also able to make use of dashboard tools which can assist them on future labour forecasting.

Bad workforce management can lead to undesirable consequences such as poor employee engagement, lack of visibility, increased stress for managers, lost revenue, and reputation for the business. This eventually leads to low employee morale, which can lead to good talent leaving your company.

Learn more at Frontier eHR

2. Systemising Processes

The hallmark of any good F&B business: every dish sent in front of the diner is ALWAYS delicious.

To CONSISTENTLY produce good-quality food & beverage offerings, standard operating procedures (SOPs) are extremely important. SOPs systemise the workflow for the workforce so that the recipe in the Head Chef’s head can be replicated dish after dish for diners’ enjoyment. Teaching SOPs is in fact part of new employee onboarding and upskilling.

SOPs are essential not only for the actual production of the dish, but also every other process in F&B operation. Be it health-and-safety processes, or customer service — how to arrange the napkins etc to be ‘on-brand’. In today’s COVID-normal, other important SOPs are the arrangement of seating to ensure safe distancing, disinfecting the outlet, as well as new procedures related to food delivery operations.

Traditionally, SOPs are detailed in hard copy and often filed in folders. This presented a few problems for F&B businesses:

  1. Takes up precious space in typically cramped back-of-house setups.
  2. Can get oily and grimy from day-to-day F&B ops.
  3. Gets outdated as SOPs change, and considerable effort is needed to update them.

A much better way is to have SOPs that are digital. This solves the 3 problems above, and it can now also be made available to every single staff in the outlet or restaurant. Staff can now access SOPs and other training material right on their smartphones.

Achieved efficiencies in time and cost can then be channelled towards improving the F&B business operations, and thrive in the competitive landscape.

View (and adopt) F&B digital SOPs at ArcLab

Find out how Frontier e-HR solution will support you with the information on how to best staff your business during the busiest periods: https://www.frontier-ehr.com/

See how ArcLab can empower your F&B Business to digitise your SOPs and other training materials, fuss free: https://arclab.io/fb-business/

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The COVID-normal Retailer

COVID-19 hit retailers hard last year.

Circuit Breakers / Movement Control Orders & lockdowns in general forced shops all over the world to close for a number of months. Post-lockdown — social distancing requirements and income uncertainty reduced discretionary purchases initially and impacted retailers’ takings at the till.

In Singapore, there was some temporary financial respite with retailers (excluding supermarkets) receiving the highest tier of salary support from the Government, coupled with a small rental rebate (which hopefully retailers received…). This helped to mitigate some costs.

However, recovery ultimately depends on demand and topline, to which there is considerable headwind:

  1. Retailers that rely on tourist traffic — Vaccinations have started globally, but there is no certainty when international leisure travel will resume.
  2. Heartland retailers — the accelerated push to digital has resulted in less footfall as ‘stay-at-home’ families embraced e-commerce — which was more convenient and posed less exposure risk at the height of the pandemic last year. This greatly benefitted the marketplaces like Shopee and Lazada, as well as e-commerce enablers like Shopify and POS providers, and the e-commerce habit has stuck, post-lockdowns.

Some retailers pivoted quickly and opened digital stores on above-marketplaces to capture a share of growing online spend.

But it also takes resources to stand out in a crowded marketplace, especially if the retailer’s brand equity is not strong. Which is probably a reason why part of the household handouts from the Singapore Government’s Budget 2021 was given in the form of CDC vouchers, which can only be spent in heartland shops (see graphic beneath).

 

There’s a good reason why CDC vouchers only ‘spend-able’ at designated merchants | Pics: CDC & Seedly

Embracing e-commerce (and m-commerce) is the only way forward for retailers.

For more tech-savvy retailers, the transition may not be all that hard. The Singapore Government has also offered a Digital Resilience Bonus to support retailers in making that change — through generous subsidies to adopt digital solutions.

On the ground, we find that many businesses do need a bit more than just the subsidy, especially if there was no digitalisation at all in the retailer pre-Covid. From basic things like how to operate a POS for cashless payments, and more involved endeavours like how to set up the e-commerce presence and link up inventory management and accounting, to working with delivery platforms and supply chain — all these require new processes and procedures, which need to be properly documented so staff can be trained and learn how to perform their transformed job roles in our COVID-normal.

An effective way is to set up Digital SOPs, which can be stored on the cloud and easily disseminated to staff across the retailers’ multiple branches, accessed on the staff’s smartphones.

Simple procedural 101s, ‘how-to’ guides which the retailer can easily set up, and serve as important references for staff. And if procedures change, just edit the information online, and it’s now current when staff next access the content.

The road ahead is uncertain for retailers, but the spirit of community remains important for us who grow up with ‘the shops’.

Yet it is important for our Retail Business Orders to acknowledge that the way forward is digital, and to get our workforce equipped with the knowledge to operate the retail business in the digital economy.

This is not the future. It’s already here.

Try Digital SOPs for Free!
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Increasing ROI through employee upskilling

Increasing ROI through Employee Upskilling

Investing in your employees always yields high returns, after all, they are the main driving force of the organization. One form of investment can be via digital microlearning. This method benefits the employees as they learn something new while saving their leisure time. They also have knowledge at their fingertips hence opening growth opportunities for themselves. As for the firms themselves, this new advent in technology can help boost return on investment (ROI).

Investments are a risky venture especially when you are not sure of the outcome, but upskilling is not a risk but a necessity. One of the best ways to look into upgrading your staff is through digitalization, which is not just cost-effective but also efficient. According to psychology, human beings are disinterested in content that is not tailored to them, with microlearning (or nanolearning) this has been made possible. Statistics show there is 20% more information retention when nano learning is used, and there is a 17% boost in learner’s performance. Thus, showing proven benefits of this method of training. Apart from this as a business, if you take time constraints into consideration, training may become secondary. It is always perceived that the employees need to stop daily activities to do on the job training. With nanolearning this may not be needed, due to the mobile nature of nanolearning, it can be done at one’s own convenient time.

An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage. 

— Jack Welch

Interactive Nano learning is becoming the norm in several industries such as F&B, Hospitality, and Retail. In fact, the projected growth rate for nanolearning is 2.7 billion by 2024. The growth represents the success rate of implementing this technology as it makes it easier for employees to perform daily tasks without an information overload. Furthermore, businesses can teach their workers about standard operating procedures, and information about their products which the staff can relay to prospective customers, therefore, increasing sales. The content can also be designed in a goal-driven manner which provides a clear learning objective to the learner. This can be further reinstated via inbuilt quizzes and tests which allow the organisation to test the understanding of the user. Test results paired with key performance indicators (KPI), can help companies track progress and gauge ROI.

Nano learning can be considered as a solution for frontline workers which not only benefits the employees themselves but the management as well. With a plethora of advantages being offered by this technology at low prices, it is quick and easy for a business to adopt this change.

ArcLab Mobile learning solves training needs; offering remote training via our proprietary SaaS platform or a blended approach integrated with your current L&D framework. You can further learn more today about how Nano Learning can improve work performance in your organisation. Try our learning module and receive a copy of our Nano Learning playbook.

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A digital HR experience

A Digital HR Experience

In our new COVID-normal world, companies are working to adapt and pivot their businesses.

Significant changes can be observed in Human Resource practices in organisations across the world, including the application of more technology in the workplace, which ArcLab was glad to contribute our thoughts to this Tech Collective Asia exposition.

What are some key themes?

First — the way we hire affects who we end up hiring. From getting your prospective interviewees take gamified online assessments to identify thinking patterns, to virtual recorded interviews which are run through an AI algorithm instead of a human recruiter. Such technology helps assess and filter candidates with attributes which accurately match with what the company wants for subsequent rounds of interviews.

For example, Hilton hotels, a renowned chain of hotels around the world has turned to digitising their HR. Hilton’s HR team gathers data from high-performing employees and apply it towards filter new applicants.

Existing high-performing employees’ data can be applied to new applicant filtering | Photo by Marvin Meyer from Unsplash

Second — digitalisation can be used to enhance employee experience. To manage the introduction of these new processes in the HR department, skills of current staff need to be upgraded. This means we need to familiarise the staff with technology before they can further hire tech-savvy employees.

Internal HR processes that can be digitised include payroll and leave applications. Digitising these free up HR Department’s time for higher-value activities like strategy and planning. Employee feedback systems can also be digitised, and analytics applied to provide important insights for the organisation.

Pivoting training (traditionally done through face-to-face lessons and by sending staff to external courses to upskill them) to online training services also allows organisations to tailor specific training content for their workforce.

Some important HR will always require a human touch | Photo by Christina from Unsplash

There will undeniably be aspects of HR that will require a human touch. For example, complaints about harassment and bullying will almost always require a closer look from HR, management, and line managers. Empathy is an (the) important trait for HR professionals. Technology is ultimate just a tool.

In conclusion, we need to take the right steps for our our workforce. Happy employees form the working culture for the entire organisation, which translates into the experience of the customers the firm serves.

With the right framework, we then need to apply the proper training. ArcLab empowers companies set up digital training for your workforce with your own Nano Learning modules.

To take the next step, go to ArcLab Discover today!

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SUTD — Doing what it says on the box

As a workplace learning edtech platform, ArcLab collaborates with our Institutes of Higher Learning (“IHL”), who nurture industry-ready students, e.g. I previously wrote about Singapore Polytechnic.

Today I’ll share about one of Singapore’s newer IHLs— Singapore University of Technology & Design (“SUTD”). Here are 3 SUTD stories we’ve privileged to be a part of.

 

SUTD: Where Tech & Design talent is nurtured | Pic: SUTD

"The Intern—starring SUTD student Sylvia (& ArcLab)"

In the depths of last April’s COVID-19 lockdown, I received an email from Sylvia, a mechanical engineering student from SUTD’s Engineering Product Development Pillar. Sylvia had just returned from her exchange programme in Silicon Valley.

As ArcLab is a Mobile Learning SaaS platform… we wouldn’t have much (tbh zero) mechanical engineering work for Sylvia to do 😅 . But Sylvia’s CV showcased various interesting design projects, she had strong interest in technology design & development and aspires to be an entrepreneur that improves the lives of others. Sylvia also built & included an ArcLab module of herself in her email (talk about impressing a prospective employer!). We Zoom-terviewed , and took Sylvia on as a UX/UI Design + Business intern.

Sylvia worked on a variety of projects for ArcLab. To quote from her internship report: “(she) worked on many feature designs, created a marketing sales pack, designed public education modules, and came up a plan to increase product virality”.

We incorporated several of Sylvia’s UX/UI Designs, e.g.:

 

Unscramble(el): Now providing hours of engaging assessment | Built on ArcLab

(i) Unscramble — ArcLab’s newest Assessment Screen, used to test learners as a question midway between MCQ & OEQ difficulty levels. Sylvia’s design was improved upon by Estee (more about her beneath) when she implemented it.

(ii) OEQ Auto-Grading— Saving L&D managers & trainers hours in grading time. ArcLab’s grading engine takes care of everything, with results displayed automatically in our Learner Analytics dashboard.

ArcLab’s vision is to Upskill the World’s Deskless Workforce through building the World’s Simplest Learning System.

In ArcLab, there is no room for complexity, as it would get in the way of learning. Hence, great design always needs to be weaved in with our tech — so it is fuss-free and seamless to ArcLab’s users and learners.

Sylvia’s education in engineering intersected well with her interest and learning in design — she is what SUTD says on the box.

 

Subject: Sylvia! | Pic: Sylvia!
"Hidden Figures"—starring SUTD graduate Estee (& ArcLab)

Estee is an SUTD Information Systems, Technology & Design Honours Graduate, who worked with ArcLab as a Software Engineer under the SGUnited Traineeship scheme.

Estee had impressive work ethic and quickly hit the ground running to build ArcLab features and fix challenging bugs. Ever thoughtful about good design to help the user adopt ArcLab, she took it upon herself to design and implement ArcLab features. Essentially she played the role of UX/UI designer AND developer, which made the features she built intuitively usable for ArcLab users & learners.

 

A major ArcLab feature built by Estee: A Learner Dashboard for Deskless Workers

ArcLab features that Estee helped build and design included:

(i) Unscramble assessment screen described above.

(ii) An upgraded Form Screen which ArcLab customers used for visitor registration (very useful during COVID-19).

(iii) The ArcLab Learner Dashboard, built specially for Deskless Workers.

Estee augmented Sylvia’s original design by looking further into the unique requirements and problems faced by a Deskless Worker who would otherwise been forced to use a feature-rich but clunky alternative LMS made for desktop, on their phones.

So Estee designed the ArcLab Learner Dashboard from the ground up, taking into account the above, and making the UX seamless for the learner, as well as for the L&D Manager / Trainer building and assigning modules to staff.

 

Learn more about Estee here

Estee also applied her experience from working in larger teams at GovTech in her previous internships, and took great initiative to propose good product and project management processes for the ArcLab team which we had just started to build last year.

We lapped them up and eagerly took them on board, ever-learning as we build the ArcLab core team.

Estee’s education in (and love for) Tech & Design empowered her with a great toolkit as she put her skills to good use helping us build ArcLab — She is exactly what SUTD says on the box.

ArcLab is grateful for the opportunity to work with Sylvia and Estee. We credit them both in our alumni list, acknowledging their role in building (and imprinting SUTD’s DNA into) ArcLab’s early foundations. They were also pleasant young ladies whom the team enjoyed working with. We’re honoured they chose to spend time working with us.

 

ArcLab Team lunch @ 4Fingers. Spot Estee! | Pic: Me

"The Office" —starring SUTD OD & HR team (& ArcLab)

ArcLab also has the privilege to count SUTD as one of our platform’s customers. We first met the forward-thinking and energetic OD & HR team of Adeline & Sharon in late-2019, before COVID became a word.

Already thinking ahead of workplace trends of that time, the SUTD OD & HR team looked into ArcLab as a way to easily onboard and induct new staff and educate them on different aspects of the excellent organisation that they were joining.

Adeline & Sharon pushed the boundaries of our platform (we love power users like them), and we listen to their feedback as we continue to build out the ArcLab platform.

Looking back at the early days of ArcLab in 2019, we are grateful for how Adeline & Sharon used ArcLab, and generously helped us on our early prototypes with feedback and suggestions (fun fact: we incorporated Folder Sharing into the ArcLab Learner Dashboard after a conversation with them).

I’m humbled to end this story by sharing Adeline’s review of ArcLab on G2. We’ll keep working to continue to earn her (and your) trust, by making ArcLab better and better.

We remain as always, in #Day1.

 

We’re grateful for the privilege to serve Singapore University of Technology & Design, one of Singapore’s youngest universities, and be part of their stories.

May SUTD continue to produce more Sylvias and more Estees — who are exactly what SUTD says on the box, and are instrumental in building impactful product that uplifts lives and livelihoods, as what ArcLab seeks to do — to Upskill the World’s Deskless Workforce.

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Benefits of digitalisation and upskilling workforce in the F&B industry

Digitalisation for the F&B Industry

When every industry is reaping the benefits of digitalisation, why not the F&B industry? Adapting to technological advancements will not only help the industry grow but also help individuals develop their skills so they can do more for the F&B business.

But what does digitalisation mean for this industry? Customers can make reservations, place orders, view menus online, and so much more. Technology can also be adopted for internal processes such as marketing and sales management, logistics, and training. The data generated over the software can then be analysed to increase efficiency and manage costs. On top of these benefits, using technology to carry out business operations is especially advantageous during this pandemic where social distancing is encouraged.

However, as an F&B business it is not only necessary to switch to tech for internal processes but also to upskill their workforce. With new operating policies introduced by the government due to Covid-19 along with new competitions, current employees will need to keep up to stay relevant.

Thus, digitalisation allows the management to produce dynamic and interactive training material online. This makes it easier to grasp the attention of workers during training and produces more aware and confident employees. What’s more? Tech can help reduce manual hours needed to provide onsite training and lower inconveniences to managers and colleagues.

Arclab’s nano-learning platform helps F&B businesses do just that. Using ArcLab’s platform, managers can create online modules to train and provide SOP manuals to workers. These modules can then be accessed directly through a web link. The software can not only upskill current employees but also train new hires!

ArcLab training modules for F&B industry

Despite tons of advantages, some companies might still find it hard to adopt tech like ArcLab, especially people who resist new technological changes. Such intolerance from employees could result in extra work and costs incurred by the management while introducing digitalisation.

The adoption of digital solutions can make life easier for not just the management and the workforce. Investment in digitalisation can give the businesses operating in the F&B industry an edge in the competitive arena.

Employees who are well versed with the standard operating procedures of the organisation will tend to make fewer errors; data collected during the online training could be collated and used to make a more effective learning experience for the future. So why wait when the government is supporting your decision as well?

Try ArcLab for F&B businesses today.

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The problem with free software

The Problem with Free Software

with Steven Chan — CTO, ArcLab & Co-founder, Tinkertanker

The best things in life are free: Parents’ love. Sunshine. WhatsApp (wait; whatsapp?!?)

We’re wired to love a bargain. Indeed, why pay when you can get stuff for free?

The desire for FREE is especially true for software, exacerbated by the explosive rise of the smartphone. As consumers, many of us have never explicitly paid for our apps (aka software), with the majority *free* to download and use.

For staying in touch, >2 billion of us use WhatsApp, while >1.2 billion use WeChat. After the recent privacy concerns from WhatsApp’s T&C change, a rising number are installing Telegram and Signal. All of them are *free*. Much has already been written, so I won’t add any more to the debate (For our corporate readers who are still using WhatsApp for company-wide comms, read this blog post by Andy Schmidt of 6i Communications).

What I leant well from a previous Portfolio Management career is that there’s no such thing as a *free* lunch. You always need to give something to get something.

No only WhatsApp, but many software applications are *free* because they monetise our data; e.g. we don’t pay to search Google online either, because the data we give up (our search data, location, demographics etc.) is sold to advertisers who pay Google to serve us ads to publicise their product.

So this is not a new phenomenon, but many of us probably don’t value our privacy enough, or we view it as an acceptable trade-off; e.g. getting served an ad for the best coffee in your vicinity may not be a bad thing. But at the end of the day:

If you’re not paying for the product, you’re the product.

ArcLab Pro is not free. But very affordable. And we don’t sell your organisation’s data.

ArcLab is a mobile learning Software-as-a-Service platform. So yes, we are in the B2B software business, and the practice of *Free* software troubles us.

The expectation of *Free* pretty much only extends to software. When purchasing furniture for the office, companies would never ask to have the tables and chairs for free. No landlord would be expected to provide office space for free. No F&B operator would ever be asked to cook and deliver meals to the office for free. Only software (read this excellent exposition from AngelCentral’s Huang Shao-Ning).

Selling software in a world of *free* is challenging. Because of *free* consumer software (which is not actually free, as we read above), when we introduce ArcLab to prospective customers, we’re sometimes asked to offer our platform for free, with no commitment to purchase.

This is obviously difficult, not to mention unfair, as our team which works hard to build and distribute a great workplace learning platform also need to bring money home to their families. Yet ArcLab’s cost incurred is not the main issue, since that’s in all honesty not a factor in buyers’ considerations.

However, what SHOULD be in buyers’ considerations — is the fact that good software like ArcLab Pro offers value to the organisation, which shouldn’t be for free. Using ArcLab Pro saves the company time, effort and cost in upskilling and supporting staff — to achieve more for your firm. Win-win.

And because ArcLab get compensated for the software we build to solve customers’ pain, we have the necessary funds to reinvest into making our SaaS platform better, and unlike other firms have no need to sell ArcLab Pro customers’ valuable data to advertisers. Neither do we sell the learning content that you create (though you can publish it to the world if you want — YOUR choice, not ours).

Finally, free software disappears when the developer runs out of money, leaving the user in the lurch. So companies should be VERY UNCOMFORTABLE with using free software. Paid software sticks around as the seller is building a sustainable business, and is committed to you.

That’s what ArcLab does. Building a sustainable business, and committed to helping organisations like yours upskill and support your workforce effectively and efficiently —SO THEY CAN ACHIEVE MORE FOR YOUR FIRM. Because great organisations can only be built by great teams.

That, is worth paying for.

 

Talk to us today to learn how ArcLab Pro helps your organisation to digitally upskill and provide performance support to your staff. Not free, but very affordable user-based pricing, with no upfront implementation costs. And we don’t sell customer data.

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Customer service in the post pandemic world

COVID-19 has wreaked havoc globally in 2020 and it does not seem to be letting up in the New Year, with new strains of the virus now rearing its ugly head in Europe. As many countries go into lockdown for the umpteenth time, what is going to happen to good old customer service as we know it, be it at retail stores or our favourite restaurants?

As with anything, there are always two sides to a coin. The pandemic has created a new normal and in the area of customer service, some good has come out of it.

Due to the safe management measures put in place, the number of people allowed in restaurants has decreased. As such, there will be less people dining in a restaurant at any one time. With less diners, the service staff will be able to give more attention to the ones that are present. This would not have been possible in the past where you have a fully packed restaurant that was understaffed.

Another positive that has arisen due to the pandemic will be the level of hygiene standards and cleanliness of stores and food outlets. Check out our food hygiene page with sample modules.

How COVID-19 impacted our lifestyle

Due to COVID-19, many shopping malls and food & beverage outlets now maintain extremely high levels of cleanliness to ensure the safety of their patrons and diners. High touchpoints are constantly disinfected to prevent the spread of COVID-19, and this indirectly prevents the spread of other infectious diseases like Hand Foot Mouth Disease (HFMD) and the common cold as well.

On the flip side though, some people may feel that customer service may be less personal nowadays. Reason being that staff have to wear masks so you cannot really see the smiles on their faces anymore. The social distancing practices also means that they cannot get too close to customers so that may feel a little distant, literally. The warmth and friendliness you used to feel from service staff will be a thing of the past and in its place, what you will find will be a human who is there to assist, but from a safe distance, and hiding behind a mask.

When it comes to flying though, it is no different. Even though air travel is still limited to certain groups of people and not opened to the masses yet, those who have been travelling this period have complained of a lack of service on board the aircraft.

Most airlines have stopped serving hot food and in its place instead are pre packed food like bread or biscuits. Food service is non-existent and passengers get bottled water instead for minimal interaction with the cabin crew.

Of course, all these measures are there to protect the passengers, as well as the cabin crew but it does seriously affect the high standards of service that people have come to expect on board an airplane.

From the warm smile of the flight attendant who greets you as you board the plane, to her attending to your request for a blanket after you are seated. These are the service touchpoints that we have come to enjoy and expect over the years pre-pandemic.

When you remove all these suddenly, it does leave a void and bad feeling, regardless of whether we are living in a new normal. It just does not feel like you are flying with style anymore.

So there you have it. Customer service is almost no longer recognizable in this new normal thanks to COVID-19 and no one really knows how long this virus is going to hang around. Fortunately at ArcLab our clients have created customer service modules to ensure we are still maintaining high standards. Feel free to give it a go here, maybe you are a service superstar!

Vaccines are now finally available but only time will tell if we can return to the good old days where we took good customer service for granted.

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How ArcLab uses ArcLab

I often get asked, “How does ArcLab use ArcLab?”

Great question! We’re in the privileged position to share with you how we use ArcLab because…ahem, we built the tool (and continue to improve it as we receive feedback and iterate to solve customer needs).

Let’s walk you through how the ArcLab team uses ArcLab, and share some ideas on how you can stretch the limits of ArcLab to more easily & effectively train & support your workforce. Anytime, anywhere.

 

How ArcLab uses ArcLab

New Hire Onboarding & Training

We practice what we preach, so you can also onboard your workforce using ArcLab

We built ArcLab to empower organisations to easily create & distribute training. Naturally, we ‘dogfood’ ArcLab for our team’s onboarding & training. 😎

New ArcLab-bers and interns receive a personalised link to an ArcLab module on their 1st day. The module walks through ArcLab’s vision & mission, introduces teammates and basic work processes. This particular link can be referenced again repeatedly so it serves as a reference in the early (or not so early) days.

Doing new-hire induction via the ArcLab mobile learning module beats having clunky ring-folders dumped on the new hire’s desk with no context whatsoever on the SOPs or training. In fact, a well-onboarded staff through ArcLab can get up-to-speed to begin work within the same day, helping your organisation’s operations much more quickly.

See how simple it is to create your organisation’s own onboarding module on ArcLab.

Performance Support / Digital Manuals

 

No more clunky folders! ArcLab Performance Support Collection, personalised.

The onboarding module I talked about earlier is the new ArcLab-ber’s 1st digital manual.

As our organisation grows, more specific and targetted modules are getting created to document train team members. We call these Digital SOPs or Performance Support modules, which are used to support team members in their day-to-day work, as a reference guide. Hence — “Performance. Support”. They’re really useful as an SOP manual that’s always accessible on our phone (Say goodbye to bulky training manuals!).

Amidst the COVID-19 pandemic, Performance Support modules aka Digital SOPs were of immense help to organisations who had to very quickly set up split teams and remote-work arrangements. ArcLab modules created by them, as well as by us (see ArcLab’s COVID-19-related modules in ArcLab Discover) helped workers thrust into unfamiliar working arrangements to set up their home workstations, and still have the resources (now digital) to do their work.

For ease of organisation, we group these Performance Support / Digital SOPs into folders right in the ArcLab dashboard, which are shared as a “Learner Dashboard” with specific groups of team members depending on job function. ArcLab-bers can then easily refer to their required modules when they need to reference or refresh their knowledge.

(One other Easter egg for you: I’ve converted several of our presentations from Powerpoint / Google Slides into ArcLab modules, which makes for much better presentations. E.g. this presentation for HR managers).

Digital Assessments

To help organisations to confirm staffs’ knowledge retention, we also built Assessment Screens like Multiple-Choice, Open-Ended Questions, Word Unscramble in the ArcLab platform (that’s for a start; we’re adding more!).

i.e., we use ArcLab modules to test and assess understanding of what had been trained before. Learner performance is then immediately reflected in the administrator’s dashboard, and any needed follow-up can be done quickly.

 

ArcLab Learner Analytics helps managers understand staffs’ learning and intervene where needed

We saw a lot of this during COVID-19-induced lockdowns in 2020. Organisations whose staff had were not able to operate remotely (e.g. retail or F&B companies — how does one “remotely” cook/serve diners or man a shopfront?) took the ‘down time’ to train & assess their staff in product, service training etc. Obviously these now had to be done digitally.

Then when the lockdowns were lifted, staff were now refreshed in their knowledge, and many learnt new things too, to do their jobs better as many of these companies pivoted to delivery and e-commerce models. F&B operators saw food delivery helping to offset post-Covid impact of safe distancing reduced dine-in capacity, and e-commerce helped add back some topline to retailers.

These new business and operating models also require new skills and new training — and we can now use ArcLab learning modules to efficiently deliver them to staff and assess knowledge retention.

Employee Surveys, Polls and many more

Understand your workforce using ArcLab

We also use ArcLab as a Dipstick Polling Tool — via ArcLab’s Poll Screen and/or Likert Scale Screen. This can be votes on features, text copy choices, icon design, or even simply what to ‘tapao’ for lunch. With data at the forefront of companies’ decision-making, at ArcLab, we walk the talk and ‘dogfood’ it.

In fact, ArcLab’s customers have used our platform for Employee Appraisals, Peer Ratings, Employee Engagement Surveys and many more. It’s simply down to the imagination of the company’s HR and L&D team to utilise the full features of ArcLab’s platform, built for simplicity and flexibility. It solves yet another pain point of how companies can easily solicit views and use data in their decision-making.

Declaration Forms

 

Collect Visitor Contacts to help with COVID-19 contact tracing

We also used ArcLab to create a Visitor Health Declaration Form, helpful for COVID-19 related contact tracing.

Visitors to the office can now log their contact details in a contactless fashion (more hygienic) and their contact data stored digitally and securely. This beats using pen & paper which is environmentally-unfriendly. This also avoids loose sheets of paper which could run foul of Personal Privacy Data Protection laws.

Public Communication Modules

 

ReDiscover Singapore! | Built on ArcLab

A more interesting use case is how ArcLab marketing uses ArcLab for, well, marketing.

ArcLab modules can be set to public, which we can include in emails, EDMs, social media posts as well as blogs like these 😎

For example, see this really fun public education module that Martin our Learning Designer made to educate the public on local attractions that families can go to during the year-end holidays last year.

ArcLab modules are interactive, rich-media, and can provide an immersive educational experience beyond just a static poster.

That’s great, engaging communication. Win-win-win.

We hope you found useful — all the different ways that ArcLab uses ArcLab.

You can easily adopt them for your own organisation. Simply head to ArcLab Discover:

Explore the different modules, and remix any module template that you like DIRECTLY into your ArcLab dashboard, e.g. the Onboarding module.

One-click, and you’re all set to edit and roll the module out to your team!

We can’t wait to see what you come up with to easily upskill & provide performance support to your workforce.

And please reach out at any time.

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Importance of upskilling in the digital age post COVID-19

If it was not apparent before, it is now. The digital age is here to stay and for those that are not keeping up will eventually be left behind.

Bearing in mind the harsh lessons learnt at the expense of the former giants, what can an individual do to upskill himself or herself post COVID-19 to ensure that they do not too, become redundant and are left behind?

Upskilling in the Digital Age

First of all, upskilling is not about learning a new device because that very same device can become obsolete tomorrow. Instead, upskilling is about gaining the knowledge, tools and technical expertise to harness the digital technologies that are available in their lives and workplace.

The main difference between upskilling in the pre-pandemic world and the new normal we now live in would be time. Previously, we had the luxury of time to plan, test and adjust new technologies. Nowadays, it is a constant race against time to constantly reframe and adapt to the COVID-19 situation, which is changing rapidly, even as we speak.

As a result, individuals have had to unlearn what they have learnt previously and adopt a new learning mode, which is to make decisions based on current information and data, rather than past data, which may no longer be relevant.

These changes can be seen in various businesses that have learnt to evolve and upskill their employees:

Hawkers: They had to switch to online delivery and payment during the Circuit Breaker period when their customers were not allowed to dine out.

Taxi Drivers: Nowadays, taxi drivers are also doubling up as delivery men, helping to send food and parcels during off peak hours.

Security guards: Security guards at condominiums and shopping malls have had to expand their job scope and serve as temperature screeners and safe entry enforcing officers on top of their previous duties.

As shown above in the various examples, the hawker can no longer claim that he is not familiar with online payment and delivery modes. Similarly, the security guard has to be familiar with the TraceTogether app and temperature screening equipment. All these would simply not be possible if the employers and staff did not embrace upskilling and equip themselves with the necessary expertise as mentioned earlier.

Constant learning and upskilling has always been necessary for us to keep abreast of technology and to make ourselves relevant to the workforce but COVID-19 has simply accelerated the process.

In the past, you would probably be able to hang on to your job if you resist the urge to upskill but in the current climate, you can easily find yourself out of a job if you do not embrace relearning and upskilling.

So, how do we help people to upskill in this ever-changing digital era amidst the pandemic?

The answer is simple. It is all about helping people to become effective and efficient learners. By that, it means to help change people’s mental models and reframe their thinking so they understand that upskilling is unavoidable, even if it means extra effort and time that needs to be invested.

But not to worry! ArcLab is here to help no matter what industry you are in! As you walk around the streets of Singapore, you’ll see everyone glued to the screens of their phones. ArcLab provides a platform for organisations to author short modules for employees to learn anywhere and anytime, even when you are commuting. This way, you can upskill and even improve your work performance easily. It is really that simple! You can try your hands at the modules that we already have on our showcase page, ArcLab Discover!

Therefore, while the pandemic may have wreaked havoc globally and claimed lives, there could still be some good that comes out of it if people learn to think and work differently due to it.

Let ArcLab help you through your never-ending journey to learn!

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Arts, Sciences & Humans

Arts, Sciences & Humans

Many writers have published their “2020 in reflection” articles. Most wrote about COVID-19.

For my “2020 in reflection”, I’m not writing about COVID, but instead — about one piece of news that caught my attention: the proposal by The National University of Singapore (“NUS”) to merge her Faculty of Arts and Social Sciences and Faculty of Science to form an interdisciplinary College of Humanities and Sciences.

The broad (pun intended) thinking: Singapore students will need more “broad-based” knowledge and skills to do well in our new VUCA world. So we get students to learn about different disciplines that may or may not be related, while diving deep into their core specialty. A “T-shaped” individual, for lack of a better word. Indeed, 7 in 10 Singapore companies sought to hire workers with broader skill sets — a point hammered home by COVID-19’s impact on the workforce.

So NUS’ move was a long time coming. Though better late than never.

 

Have broad-based, applicable knowledge, like Spidey | Photo by Road Trip with Raj on Unsplash

NUS’ proposed new college setup is not at all new.

A *few* years ago, I had the privilege to experience such an education. Enrolling in Cornell’s College of Arts & Sciences —pursuing different courses in a myriad of disciplines.

  • In ANTHR 303, I learnt about Nepalese culture and did a research paper on the Gurkhas.
  • In GEOG 404, I learnt about the ocean and climate change (way before the Paris Accord and Greta Thunberg [hat tip to Greta nonetheless!]).
  • In HIST 211, I learnt about Southeast Asian culture & history.
  • In COMP 100, I learnt (as best as I could) basic programming.
  • In MATH 313 — Linear Algebra, learning about matrices and arrays, which proved useful when founding ArcLab years later.
  • In HOTEL 430 — the famed Wines class opened my eyes (and palette) to the world of viniculture and viticulture, not to mention some amazing wines in the process.
  • In some other course which I forget, I also did a study of wines and pricing, and was asked by my Professor to present it to class — my conclusion — drink what you like; price (and ratings) doesn’t matter all that much.

And somewhere in those 4 years, I studied enough Economics to earn my Economics degree, which helped prepare for a later Reserve Management career at the Monetary Authority of Singapore.

That was just academics. There was much more.

Internships in Capital One and working as a Teaching Assistant for my Professor gave a semi-realistic entry into the working world.

I also helped out at a Taiwanese-American schoolmate’s 1st-wave Bubble Tea franchise — making (and drinking) enough bubble tea to last me a lifetime. It was hard work but great work. Work that taught some life skills: proper organisation, SOPs, planning ahead, customer service, thinking on one’s feet.

Work that would prove relevant when I co-founded ArcLab years later. That of honing skill through the job, and providing adequate performance support for the workforce that was not tied behind a desk — who we term the Deskless Workforce.

(Just made myself really miss school… 🏫)

As our economy evolves and knowledge cycles shorten, learning in the flow of work becomes a much more important component that adds to the front-loaded education in the first 15–20 years of our lives.

In essence, that’s ArcLab’s work — empowering organisations globally to easily create, distribute and track training for the workforce.

Training that is Stackable. Multi-disciplinary. In-the-Flow-of-Work.

Helping organisations to effectively upskill the workforce, providing easily-accessible performance support — digital SOPs, 101s, primers.

So the workforce can effectively discharge responsibilities, and ultimately generate more value for the organisation. Learning & Development that does more for the organisation.

One of the lessons that COVID-19 taught us: L&D is a need. Not a want.

Because great organisations can only be be built with great teams.

See ArcLab’s showcase for examples of such stackable, adaptable mobile learning modules and add them directly to your ArcLab dashboard.

And talk to us today.

Wishing everyone a restful year-end, and good things ahead for 2021.

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Here’s the biggest asset that’s missing from your 2020 investment portfolio

Here's the biggest asset that's missing from your 2020 investment portfolio

No, it isn’t Tesla or Bitcoin…

Photo by Author

The topic on investing never fails to excite my friends. After all, for young working adults like ourselves, the enticing prospects of capital growth and financial freedom are often far too hard to resist.

In our rare handful of catch-ups this year, they would spend hours discussing the most coveted investment assets in today’s tumultuous market (Tesla and Bitcoin duh) and what their ‘ideal’ portfolio would comprise of to achieve that mythical return on investment (ROI) that even Benjamin Graham would drool over.

At the height of our conversations, I would often interrupt by asking if they have ever considered themselves to be part of their ‘ideal’ portfolio. Sadly, this question never really got through to them and it was often dismissed as just another elliptical rhetoric of mine which they have probably grown all too familiar with.

But I know it was far from that. It was, truly, a question of paramount importance to each and every single one of us; one that is worthy to be mulled over and over again at every juncture of our lives. Yet, why is it that we hardly devote much thought into it? Do we not see ourselves as an asset too?

“The best investment you can make is an investment in yourself”

— Warren Buffet

To be clear, investment herein is not just limited to a monetary context. It applies equally to us dedicating time and energy into ourselves — whether is it signing up for an online course to learn a new skill or even simply just picking up a self-help book at your local library. But of course, by the classic sense of the term and as the practical beings that we are, we will only do so when we expect a positive return to our efforts.

So, tell me, how does enrolling into that $299 week-long data-analytics course going to benefit my career in sales? Will I become the next Jack Ma by simply watching this 10-minutes YouTube video on entrepreneurship? Heck, am I even going to expect a pay raise just by spending a day reading this Digital Marketing for Dummies book that I grabbed off the library shelf?

“Formal education will make you a living; self-education will make you a fortune” 

— Jim Rohn

Surely, it is hard to deny these thoughts. It is hard to convince ourselves to continue learning beyond our formal education especially since we have been indoctrinated to believe that an undergraduate degree is all we need to get dem monies rolling in. It is hard for us, especially in this age of pragmatism and immediate gratification, to see value in a rudimentary course or a meagre 30-page self-help book. Yet, at the same time, it is hard to explain the strange irony of why we can so readily see ‘value’ and place confidence in that one stock that has been raved about all over by the financial analysts and gurus out there who likely have zero interest in our state of wealth and well-being.

Sometimes, it takes a ‘Black Swan’ event like the Covid-19 pandemic to throw us into a necessary state of flux — and, through it, emerge with a new found epiphany. As this unprecedented year draws to a close, I thought it would be a good time for all of us to look back, reflect, and rethink how we approach the concept of self-investment.

You are the best hedge against economic adversities

When the Covid-19 calamity struck in March this year, who would have thought that it would ignite the worst economic crisis since the 1929 Great Depression. Countries worldwide headed into lockdown, markets tumbled at record breaking pace, and major industries became obsolete overnight. Millions loss their livelihood and were left helpless in the devastating trails of the global crisis. My family was not spared either.

The S&P 500 Index Chart during the stock market crash in March 2020. Screenshot from TradingView

I recalled beginning my job hunt as a fresh psychology graduate right around the time when the economy was withering and employment rates were plunging. What made matters worst was an earlier accident which had left me with significant mobility issues for a hefty period of time — and that further narrowed my job choices in an already debilitated labor market.

To sustain myself, I began to put my skills to work; skills in digital design and video editing that I had picked up from government-funded courses a few years back. I took on gigs that involved designing marketing posters and business cards, basic video effects, and video subtitling. With the surge in number of retail investors jumping in to capitalize on the prevailing market volatility, I also saw scope in the demand for customized trading chart signals/indicators — and that spurred me to begin learning coding by watching hours after hours of free YouTube tutorial videos (God bless YouTube!). To be frank, the money that I earned from these gigs was modest. Nevertheless, they were sufficient to get me through those trying months.

My mum? She gained quite a following herself by selling fabric face masks which she personally hand-sewed. Credit is certainly due, in part, to our late grandmother, for she was the one who imparted the precious craft of sewing to her. As for my sister and her fiancé? Well, let us just say that the couple baking classes that they attended were not entirely for fun and recreation after all. During those months when they had to take unpaid leave off their retail work, they started their own home baking business which continues to be in operation till this day!

“The beautiful thing about learning is nobody can take it away from you”

— B. B. King

The point here is this. Some day in the near future, our beloved stocks may come crashing down on us again, the jobs that we hold so dearly could be taken away overnight, and the flourishing economy that we once knew could be upended in a blink of an eye. But the one thing that stays, through all ups and downs, are the skills and knowledge we have within us. Yes, perhaps we can never really tell when they will be put to work for us, but when that day comes, you can be sure that they are your best bet to get you through.

You are part of the disruptive future

Even before the advent of Covid-19, we often hear of the saying about how 85% of jobs that will exist in 2030 have yet been invented today. Admittingly, I was amongst the greatest skeptic of this statement when I first heard it from my professor back in university — I mean, I could still see our drivers, food vendors, aviation crew, retail and tourism staffs going about just fine. How different can things get? Mind you, these were jobs that already existed decades ago and they have been a significant part of every nation’s GDP. But guess what happened?

By virtue of hindsight, I thought I could refine the above statement into one that better epitomizes the predicament of our existing labor landscape; one that has a greater bearing to what we have witnessed throughout Covid-19:

85% of skills required in the jobs of 2030 have yet been acquired by us today.

Just take a look at what happened to the millions of poor workers who are ill-equipped to survive the market debacle? What happened to those vendors and businesses who persistently resisted change to their operation models? Little, if not none, were able to withstand the relentless transformations of reality in those short months. But what about those who were able to adapt and embrace agility? They emerge, worn, but ever equipped to overcome future adversities that come their way.

What was once a bustling nightclub in Singapore has been transformed into a fitness studio — with safe distancing measures in place of course! Photo by Khalid Baba on The Straits Times

The truth is, jobs and businesses do not just disappear. They continuously evolve and are reinvented to stand the test of time. When they do, the job roles and skill-sets that are required of us get redefined too in order to fit the present realities. What we know today may not be what is needed tomorrow.

If we are able to realize this and begin taking ownership of our future — to actively discern and equip ourselves with what tomorrow’s demands will be — rest assured that you will continue to thrive even in the most dire economy. However, should we fail to do so and remain comfortable resting on our laurels, we will become obsolete and eliminated in no time.

Positive returns take time

Patience is a dying commodity these days. Two seconds is all the time we will wait for websites to load and same-day delivery options are fast becoming the de facto criteria of what we look for in online retailers. There is nothing inherently wrong in this as humans are hard-wired to demand immediate pay-offs, and today’s technology, for good or for worst, has indeed afforded us this luxury to.

“Patience can produce uncommon profits”

— Philip L. Carret

That said, not all things in life can be delivered to our doorsteps the next day. Do you remember how long it took to complete our formal education and to graduate from university? At least where I live (Singapore), that takes a minimum of 12 to 13 years. What about the time it takes to achieve meaningful and fulfilling relationships with our clients, peers, or even our loved ones? Well, I believe many would concede that they are still in the process of doing so — and this is, perhaps, a process that could even take us a lifetime.

How about in terms of our savings and investments? Have we ever been told that our deposits and investments would multiply by ten or twentyfold in a short few months or days even? I am pretty sure very few of us would buy into that. Instead, we would, realistically, expect our funds to generate handsome profits for us over a long-term horizon through the power of accumulation and compounding.

Like a seedling that takes years to grow and thrive, knowledge and skills require time to develop and accrue. Photo by Austin D on Unsplash

The very same logic applies to self-investment. Indeed, we may not be able to observe immediate, tangible returns from the one book that we read or that short rudimentary course that we have attended. Nevertheless, always bear in mind that every minute you spend learning something new is a minute contributed to the growing wealth of knowledge and the repertoire of skill-sets that you possess. Like the money that we conscientiously commit to our savings and investments, it is only a matter of time for their value to be realized and accrued. We ought to place faith in this.

The fundamentals are favourable

In the realms of finance, fundamentals entail the cogent economic and financial factors that govern the valuation of a particular security. Information from the evaluation of these factors is generally used to inform our investment decisions. A company, for instance, with favorable fundamentals can be described as one with outstanding financial performances backed by positive economic sentiments — and for most investors, these all add up to be a good and worthy investment opportunity.

If you ask me, I would say that the fundamentals for investing in ourselves have already been favorable for a long time coming. Technology has enabled information and knowledge to be made available right at the tip of our fingertips. Want an answer? Search it up on Google. Want to pick up a new skill? YouTube and Vimeo are great places to begin with. The biggest catch? All of these come at almost no costs to us at all!

Learning has never been made easier with the rise of online learning platforms and educational resources. Photo by Foxy Burrow on ShutterStock

In recent years, we have also observed the proliferation of online learning platforms such as Coursera, Udemy, Udacity, edX, and Skillshare which offer a plethora of educational and development courses put together by professionals from all around the globe. Fees for these courses are relatively affordable and many of them also offer certificates that complement and add value to your personal portfolio. Moreover, signing up for your desired course or workshop takes just a few clicks! That is how convenient it is to begin your journey of learning.

For years, nations worldwide have placed a high premium on lifelong learning. In fact, during the World Economic Forum held earlier in January this year, global authorities have highlighted once again the imperative need for a “global reskilling revolution” — and in the short few months that followed, we have seen how Covid-19 has been nothing short of a catalyst that substantially accelerated the adoption of this notion.

In addition to the rise of online learning platforms and educational technologies, there has also been a multitude of government initiatives to support organizations’ commitment toward employee development and to provide individuals with a wide range of high quality learning opportunities. Educational and training courses are heavily funded, employers are incentivized to upskill their workers, and educational infrastructures continue to expand rapidly — all these in the name of building a resilient and future-ready workforce. The coming years will never be a more ideal time for you to begin establishing a better version of yourself.

The fundamentals are aligned. Are you ready to invest in this greatest asset?

At the time of writing this piece, I am five months into my new role as a learning designer at ArcLab, an EdTech solutions provider that empowers organisations to create effective mobile training for employees. I have been privileged to be handed the opportunity to work with a host of companies from F & B, retail & hospitality, manufacturing, and construction industries — supporting them in digitizing their training materials as well as developing meaningful learning modules and experiences for their workers.

In this time of economic pandemonium, plagued by soaring retrenchment rates, it is exceptionally heart-warming to see these organisations continue to channel faith into upskilling and nurturing their human capital for a post-Covid-19 era.

If you too identify with the ethos of personal development, and you too, subscribe to the notion that human capital is the most valuable asset to your organisation, then let us journey alongside you to digitalize and futureproof your workforce today!

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The Future of L&D in the New Normal — In conversation with Alina Rusu

Alina Rusu is the Founder and Learning & Development Director of Business Academia — a Singapore-based firm that helps client organisations implement customer centric learning and digital strategies to boost productivity and efficiency.

In this webinar, I had the privilege to learn from Alina how she has been supporting firms since COVID-19 hit, and her thoughts on the Future of Learning & Development.

Listen to what we spoke about:

Business Academia can help your organisation's L&D efforts

To learn more about Business Academia’s Customer Experience Management (“CXM”) programme and to connect with Alina for your organisation’s Learning & Development needs that are Just-in-Time, Just-In-Time, Just-For-You, visit: https://www.businessacademia.co .

For a preview, check out Business Academia’s learning modules that you can Remix directly into your ArcLab dashboard.

Here's the transcript of our webinar:

James: I’m delighted to speak with Ms Alina Rusu, Founder and Learning & Development Director of Business Academia — on the Future of Learning & Development in our New Normal.

Alina is an entrepreneur, based in Singapore and hailing from Italy. She has extensive professional experience in Europe, Southeast Asia and the Asia-Pacific, and was part of several Global Project Management teams in Fortune 500 companies: enabling sales growth, a customer centric culture and organisations’ Digital Transformation. Alina had worked in Vodafone, Randstad, Adecco and Club Med, before founding Business Academia in 2018.

Alina is curious about future trends, innovation, quantum mechanics (of which I know nothing about) and a passionate Science Fiction reader.

Alina — Thank you for joining us today!

Could you tell us more about Business Academia and the work you do?

Alina: We focus on three verticals:

1. Learning programmes: design and deploy learning programmes for corporate and higher education institutions in Asia Pacific and globally.

2. Business consultancy: we are diagnosing, following up and coaching professionals and MBA students

3. Innovation and Leadership: which we want to reactivate once air travel is back again. This is because we work with our business partners and we bring leaders from corporate companies from Europe to Singapore to learn from Singapore as a smart city. They can learn about the our fintech Landscape, innovation and disruption in the financial world, mobility, energy, green architecture, waste management etc.

In your training work, what are some of the specific courses that you run for organisations?

Alina: We run a customer experience management training. We are very happy and delighted that our Customer Experience Management programme (“CXM”) is subsidised by Singapore Government agencies: IMDA and SkillsFuture Singapore with 70% up to 90% support for Singaporeans and PRs.

We are running this for organisations in Singapore, across Asia-Pacific and worldwide. We are very proud of this CXM programme that the government has subsidised, which will run till 2022 with government subsidies.

Apart from that, we help organisations to solve their most urgent business problems with design thinking and agility sprints in order to accelerate their growth.

We also teach soft skill training such as negotiation skills, emotional intelligence at work, sales, business development and so on.

 

Photo by CoWomen on Unsplash

COVID-19 has turned our world upside down. How has your training approach changed in the last 6months?

Alina: We are looking into tech components in our learning programmes. Including nano learning, mobile learning, bite-sized learning, interactive tools and everything we can use to make the learning journey enjoyable. That’s why with the current situation, we accelerate that tech component alongside what we have already designed for our learning programme.

We are answering a question “how to keep people engaged while in front of a computer for a long time?” We took the inspiration from movies — how and why a person should be stuck in front of a device for more than 2 hours. We took that question and worked backwards to see what sort of components, including tech, can we put inside the learning programmes to make it enjoyable.

How do you now assess learning, given you typically aren't able to be in the same room as learners? Any specific tools that you use?

Alina: We have an interesting combination of pre-course and post-course assessment strategy

We include a lot of hands on practical assignments that we design even before the training or workshop starts. We are not waiting for the programme to end, but to encourage this practice, as well as experiential learning

On top of that, we use the ArcLab platform – launching ArcLab modules in 2 sequences, one before the training starts and the second during or at the end of the learning programme.

We use data and we observe the results from the practical workshops and exercises in order to understand the progress for both online and offline trainings. We measure in terms of percentage, how many of the learners have improved, in terms of knowledge, concepts and application.

After extracting the data from ArcLab, it is really impressive the amount of insights we can get. We also start to get qualitative conversation especially on the follow up and coaching sessions and suggest where are the areas that can be improved. To that, we encourage a lifelong learning attitude.

Could you share who are some of the client organisations that you serve, and a little more about digital and 'virtual' training that you now do for them?

Alina: We are running a lot of the customer experience management trainings for the organisations we work with, thanks to SkillsFuture supporting us.

We have human design thinking workshops, sprints and agility, emotional intelligence and soft skills. From there, we go into coaching sessions, follow-ups, implementations and so many more.

We work across industries, e.g. from telecommunications to consumer goods to airports, university, media and cable industries.

It is not important for us to position ourselves in a specific industry because our program supports the implementation of an entire structure, when we talk about people, processes, tools. Instead, we are positioning ourselves as collectors of business intelligence tools. So we collect the hottest and coolest business intelligence platforms. That’s why we are teaching ourselves a lot about what’s out there and we extract the easiest, most impactful and the most cost saving platforms. We do that and simplify it for our customers. So they have access to a list of providers they can look into and adapt as tools.

What are some of the key trends that you see in your work, that you think has gone on an irrevirsible course since COVID-19?

Alina: In L&D, the integration of online and offline is going to stay. It is as relevant as it is for the retail or F&B industry. The integration of these two will definitely stay. But when it comes to human interaction, it is very important. We need to understand how to balance that according to what is permitted.

Data is very important as it is no longer based on putting as much content out there as possible and hoping that our people/colleagues can assimilate it. But we need to look into cleaning, analysing, extracting the insides of the data in order to understand where we stay, where we should be, what should be done to reach that point.

We need to enabling a proactive culture, lifelong learning culture. This is an ongoing and relevant trend.

If you look at L&D prior to what’s happening today, you could notice more organisation would run by reacting to what is happening. So they would have skills or suggestions or behaviour that they would encourage the companies to look into. The learners would have catalogs to choose from that the topics they would think is more relevant to them.

This makes sense for a while, but now I am actually looking into trends and trying to get a competitive advantage to understand what are the skills that are necessary today and tomorrow so i can support my people to go towards that path.

 

Photo by Priscilla Du Preez on Unsplash

What's next for Business Academia?

Alina: We are working hard with our learning programme to enable organisation in their transformation journey and to support their teams altogether to work together to make things happen

We hope to reactivate the innovation and leadership programme to learn about the awesome things about the cities of the future.

We are working on projects e.g. a mobile app that supports people that have been made redundant and those that are without a job, to exchange their skills that are relevant in the workplace.

Thank you so muchfor spending time with us today. Before we end off, can you share some tips on what companies need to do, to equip their workforces to be ready for our Digital Future?

Alina: Keep it simple and enjoyable. A lot of people or colleagues might be scared of turning to digital completely. Even though there might be a lot going on out there, we might underestimate the power of resistance.

Support your people with JUST-IN-TIME, JUST-ENOUGH and JUST-FOR-YOUR-LEARNERS sort of journey.

We are no longer as L&D professionals reacting to what’s going on, we are proactively opening the learning library to our learners. The L&D department becomes a part of the operation so it is not the one that has the key to the learning library but enables everyone in the organisations to adopt this lifelong learning culture and be always on top of the game to stay relevant because everyone is replaceable.

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“Have you washed your hands?”

For food & beverage operators, poor hygiene and food handling practices can lead to mass food poisoning, and in extreme circumstances, even tragic deaths.

There can be no compromise on proper food hygiene practices:

  • Don’t mix raw and cooked food,
  • Wash all utensils and cutlery before use,
  • Use different chopping boards for different food types,
  • Don’t leave food out for more than 4 hours,
  • Store food properly, at the right temperature…

But most fundamental of all:

“Serving hygienic food begins with a clean pair of hands”

Ready to test your food hygiene knowledge?

Challenge yourself to a Nano Learning Quiz built on ArcLab: https://b.arclab.io/fdhygiene

 

Food Hygiene Nano Learning | ArcLab

How did you do on the quiz? Let’s come back to that later.

Proper Food Hygiene

Whichever country we are in, all licensed food & beverage operators should adhere to proper practices, guidelines and regulations.

For example, Singapore Food Agency (regulator of Singapore’s food retail industry) lists its Dos & Don’ts:

It’s a hefty list of guidelines, which all licensed food operators will need to train their staff to adhere to. Therein lies challenges:

  • How do they ensure the training is delivered effectively?
  • How do they target follow-ups to those who don’t understand?
  • Do they even know who “gets it”, and who doesn’t?

Training Staff on Food Hygiene

Let’s consider one possible approach of “delivering the training”:

F&B Operator sends the NEA weblink above to employees in its internal Whatsapp chat group, with the message

“Pls ensure compliance”

More likely than not, the message is quickly glanced at, and the “learning moment” may or may not happen.

A more effective approach would be to conduct face-to-face training sessions, outlining the practices that we want staff handling food in the kitchen to be familiar with, and to adhere to.

The training would ideally be a combination of theory and practical, with the participants put through the paces and assessed according to the required standards midway and at the end.

During the face-to-face sessions, the trainer is available to answer questions and clarify doubts of learners, and correct mistakes on the spot.

The approach above can be further improved further by the deployment of technology to create a blended learning approach for learners. This achieves a few objectives:

  • Staff have greater personal engagement and interaction with the learning content
  • Staff have access to an online repository of learning content (in different languages if necessary) – anytime, anywhere.
  • The Organisation can build in assessment modules into the online learning, to test the staff’s understanding.
  • The Organisation now has available the data of staff’s learning that they can use to plug learning gaps and arrange for follow-ups.

The end-result is a better-trained workforce, who know the dos and don’ts of proper food hygiene and can then prepare delicious, healthy and safe food that can be enjoyed by customers.

Unfortunately, the food poisoning tragedy at Singapore restaurant Spize is not unique. It’s one of several food hygiene-related incidents in the past few years.

These repeated occurrences cement the need for effective staff training, and making sure that effective food hygiene practices are put into practice.

The module you tested yourself with above, is just what a technology-enabled training module on food hygiene and safety could look like:

Food Hygiene Nano Learning | ArcLab

We created this with ArcLab Pro, our Nano Learning platform for anyone to easily create, deliver and track effective training.

Like what you see?

Go to ArcLab’s showcase to see more adaptable mobile learning modules and add them directly to your ArcLab dashboard.

And talk to us today.

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Workforce Training in the New Normal

Workforce Training in the New Normal

What #COVID19 taught (and continues to teach) us. Guest post on HRTech Cube.

 

Even Spidey needs to continuously upskill aka Training in the New Normal | Photo by Road Trip with Raj on Unsplash

Fun fact: When I wrote our company thesis in Jan 2018, ArcLab didn’t yet ‘exist’. 😅 We were in POC-mode, learning from usage data & feedback on a prototype built in 6 weeks, and hadn’t even incorporated ArcLab yet.

It’s been an eventful 2 years.

Later that year, ArcLab released our MVP and got accepted to AWS EdStart. We launched the full platform in Jul 2019, welcomed paying customers, and were accepted into the pioneer class of Spaze Ventures’ EduSpaze accelerator in Feb 2020. We were also humbled to be featured in Holon IQ’s inaugural SE Asia EdTech 50 in Jun 2020 and welcomed investment from Bisk Ventures in Sep 2020.

These milestones provided encouragement to us that ArcLab was solving a big problem, and doing it in a scalable way.

Our work to Upskill the World’s Deskless Workforce is only just beginning. Embracing Amazon founder Jeff Bezos’ famous #Day1 mindset, we continuously listen to our users and build out our platform to serve our customer organisations.

But like most organisations, our original plans and projections never quite factored in an infectious disease that would lock down entire countries and change the face of our world and economy as we knew it.

 

COVID-19 & our VUCA world | Photo by Annie Spratt on Unsplash

Volatile. Uncertain. Complex. Ambiguous.—V.U.C.A.

COVID-19 accelerated the paradigm shift that had already started to take hold of the public consciousness.

To me, COVID-19 is the very definition of VUCA. It starts with biology, where individual symptoms may be Uncertain and sometimes Ambiguous, spreads through social behaviour which differs from society to society and can be Volatile, and through various Complex linkages — impacts much of everything around us, notably our economies, jobs, livelihoods, and lives.

Each country’s COVID-19 response differed — a reflection of culture, politics and sometimes plain common sense (or lack thereof). There is still much we don’t know about COVID-19, despite the best efforts of our brightest minds. We can only hope our scientists and doctors make good progress on understanding the disease and developing a vaccine.

The immediate impact of this VUCA disease: Large gatherings of people are no longer possible, for fear of the virus’ spread. Workplaces could no longer function as before. What we took for granted — people meeting or gathering in the same location, could no longer be done.

Truth is: Many of us are generally resistant to change. INERTIA — ‘this is how we’ve always done things so there is no reason to change’ is a big obstacle to progress, even if the alternative is better. From a career perspective, it’s also riskier to propose something new that nobody else is doing, compared with sticking with the status quo, and the safety of ‘everyone else is doing it’.

Until COVID-19 hit.

 

The by-now famous meme | Pic credits: Forbes

COVID-induced lockdowns globally meant teams could no longer gather in the workplace. So Remote Work became the default arrangement (though some in our workforce still need to brave the frontlines 🙌).

Human Resource teams became organisations’ champions, helping staff in many organisations transition to the new remote work arrangement. A task made harder by schools also moving to home-based learning at the same time.

For HR, this would prove to be their shining moment. Many proved their mettle and it’s only apt that we give a shoutout to our HR professionals — who got going when the going got tough.

During tough economic situations, businesses are forced to take an even harder look at financial performance. For many companies, COVID-19 hurt top-line, which inevitably impacts their ability to fund running costs, of which a significant portion is headcount and salary.

There is no question that without customers and revenue, firms cannot (and in fact have no need to) fund headcount. Yet, talent is also needed to develop product to solve customer needs and grow the business. At ArcLab, we fully understand this, as we are a business ourselves.

Several governments stepped up quickly to square the circle through salary support schemes, like Singapore’s Jobs Support Scheme and the United Kingdom’s Coronavirus Job Retention Scheme. Though these, state funds are channeled to help firms fund a percentage of cash burn, while they figure out how to pivot their businesses and continue to operate in a much-changed world.

Except for tourism-related businesses where the recovery to pre-pandemic levels is likely to be sometime away, other business sectors are slowly starting to recover, many adding or pivoting to newer (and often digital) models. This gives some financial space to companies to at least think beyond immediate survival concerns.

With the workplace also transformed, teams in many countries will work remotely at least part of the work week, and in split arrangements for the foreseeable future. Employers will need to think about how to adapt their businesses accordingly, to operate as an ongoing concern, and (if we dare dream it) to grow.

Workforce Training is a Need. Not a Want.

Now more than ever, businesses need strong leadership to strategise, and a high-performing team to execute.

Good businesses are built by high-performing teams.

Highly-performing teams do not happen by chance. The first step is good recruitment — to find good people. Companies also need to:

  • Rally hires behind a shared vision,
  • Onboard hires properly, and
  • Train them in what’s needed to perform their job role.

The last 2 points are important, especially for our junior and rank-&-file workforce. Very few of us take on a role and become expert workers right off the bat. New hires typically go through an Induction process to familiarise themselves with the business and their role, followed by an On-the-Job Training (“OJT”) process, mentored and guided by a supervisor or senior.

Implementing OJT and mentoring is hard enough in normal times. It’s time-and-labor-intensive, and does not scale well. So for businesses that employ more than 5–10 staff, it becomes cumbersome and inefficient for supervisors and seniors to train new staff.

A better way is needed, and has always been needed. The solution for scale has always been technology, once we got the training andragogy right.

At ArcLab, we learnt a few things from serving our customers:

  1. How important it was for the workforce to learn In the Flow of Work. This reduces time away from the shop or factory floor and maximises productivity.
  2. How crucial it was for training to be Uniform, so the company’s standards can be taught without personal bias (or person-specific incompetence!).
  3. How useful it is to continuously provide Performance Support to staff through digital training material — Training Manuals, 101s, Primers, Standard Operating Procedures. So staff can easily access information for them to do their jobs AS-AND-WHEN they need it.

In our New Normal, it’s no longer possible to gather 1–200 people in a training room. Organisations have to do this more efficiently and effectively. So the way forward is to leverage on the power of digital, and to stage out learning, through bite-sized modules, delivered directly to staff devices.

Moving training to the digital/mobile space also helps businesses reduce time and cost needed for training. This effectively funds free headcount for the business, through the resource savings and productivity gains.

Importantly, mobile learning can bring great uptick in learner engagement, knowledge retention and most importantly, knowledge application. Some of these knowledge application metrics include— the drop in customer complaints, production errors etc, time spent on tasks. These are very tangible business objective metrics and provides a positive return on training investment.

COVID-19 has negatively impacted all our lives. The silver linings we can glean for now are:

  1. A greater appreciation for the dedication and hard work of our frontline workers — our cleaners, transport workers, delivery and supply chain professionals, healthcare heroes and our educators.
  2. An irreversible push towards digital and mobile: Video-conferencing, e-commerce, digital payments, tele-health and Digital Learning were all catalysed by COVID-19, and helped make some parts of our lives better to offset the pain and inconvenience it wrought elsewhere.

COVID-19 might yet be with us for some time. Hence, we expect mobile learning to support organisations in a Business Continuity Planning, as well as a Business-As-Usual situation.

ArcLab stands ready to support every organisation in this important part of your Digital Transformation journeys.

For Training is not a luxury for businesses. It is an absolute staple, because, without a high-performing team, it’s impossible to build a great business.

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My Intern Experience @ ArcLab

My Intern Experience @ ArcLab

Editor’s Note: Joanna is our first marketing student intern from Singapore Polytechnic School of Business. Her internship period coincided with COVID-19’s escalation, so she had to work-from-home a mere 2 weeks after she started her stint with us. While some may have found it hard to work without closer guidance & supervision, Joanna took #WFH in her stride (read her thoughts here), adapted quickly and was productive for ArcLab very quickly. Here’s Joanna’s story:

Like every other intern on their first day in their new workplace, I was nervous and unsure of what to expect. Interning at ArcLab is nothing like I had imagined interning would be like — but in the best way possible.

Since ArcLab Upskills the World’s Deskless workforce through Nano Learning, I have condensed my entire internship journey into an ArcLab module.

Here is the longer version:

The atmosphere in the office was always welcoming, warm and lively. Both the interns and full-time staff were always willing to help one another out. However, sadly due to COVID-19, we had to start working from home just a few weeks after internship started. Despite not seeing everyone in the office face to face, we had weekly Zoom “stand-ups” to update one another on new projects we were working on and its progress throughout the week.

“Guide to Nano Learning” E-book | Download at: https://arclab.io

I was fortunate enough to be given the opportunity to work on several projects, and help ArcLab create & distribute new content to educate prospective users on how digital & mobile learning can help their organisations.

Being new to the Marketing/ EduTech industry, I definitely learnt a lot from the 5 short months that I have been here so far (with the help and guidance of Nicholas, who intern-ed in the preceding 4 months and extended for an additional 4 months to overlap with my stint, as well as James, my supervisor).

The first project I had been tasked with was co-writing a “Guide to Nano Learning” ebook with the Learning Design team. Being someone that loves to write and design, I thoroughly enjoyed this entire project- seeing how it progressed over the weeks, and eventually how it came into completion. You can download it at: https://www.arclab.io

One thing about interning at ArcLab is the endless number of hands-on experiences. James is always open to any suggestions that I have, saying that “as long as the idea is supported with research and reasoning”. This could mean proposing a certain way of doing things, or even coming up with new content for ArcLab. In terms of new content, I was able to help co-create 3 new ArcLab Nano Learning series: 1. “Split Teams & Remote Work” to help organisations ease staff into WFH arrangements with the COVID-19 onset, and multi-lingual training modules for “Domestic Workers” and “Migrant Workers”.

For me, proposing a new ArcLab module series and creating modules was always a fun process. Although it involved a great deal of research, it was always interesting to read up on new topics and take a break from the more routine aspects of work. Under James’ guidance, I also had the chance to design ArcLab’s “COVID-19” solutions page (which listed all the efforts ArcLab undertook to help companies during the COVID-19 situation), a “Solutions” page, as well as a “Product” page on ArcLab’s website. Through this experience, I was able to pick up basic elements of web design and Photoshop and learnt how to create beautiful GIFs.

New ArcLab webpages

Working at ArcLab has also given me vast insight into the marketing science that helps B2B businesses to grow. I helped design and create ArcLab monthly subscriber newsletters, plan our content strategy and manage ArcLab’s social media accounts, write ArcLab blog posts, as well as help improve and revamp ArcLab’s website.

In school, we mainly focus on B2C marketing, which I came to learn was a stark contrast to how B2B marketing is. For example, B2C marketing relies heavily on social media such as Instagram to promote their brand to consumers, as compared to B2B marketing where brands are more heavily reliant on LinkedIn social media.

Another aspect of B2B marketing is Search Engine Optimisation (SEO) and Search Engine Marketing (SEM). Having minimal prior knowledge in these areas as well, working on both SEO and SEM helped me gain deeper understanding in the “technical” aspects of marketing. A key takeaway that I had from experimenting with SEO and SEM is that, it has no one fixed method — it requires several rounds of trial and error to find the optimal method which is best suited for your company and its target audience.

Conclusion

I’m very grateful for the chance to intern at ArcLab, as it has been an experience filled with countless number of opportunities, and gaining new exposure to several aspects of B2B marketing that I did not have the chance to learn in school. While the current COVID-19 situation has not been the most to intern in (having to work from home), it taught me a lot about discipline, and the importance of regular communication.

With more and more organisations coming to recognise the convenience and benefits brought about by Nano Learning (Mobile Learning) due to the recent COVID-19, it is no doubt that Nano Learning is here to stay even after this pandemic.

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ArcLab Dev Update — What’s New?

ArcLab Dev Update— What's New?

Editor’s Note: Last month, Joanna interviewed Claire, our former dev intern so instrumental in assisting CTO Steven in building ArcLab. This month, Joanna speaks to Rohit Rajesh and Kimberly Pontanares to get their perspectives on working with Steven to develop ArcLab.

Rohit interned with us after completing National Service and while awaiting University admission. While not formally-schooled in software development, Rohit brought substantial coding knowledge from self-study and Tinkercademy classes, a relentless drive to build great software and a great learning attitude.

Kimberly continues ArcLab’s tradition of collaboration with Singapore Polytechnic’s School of Computing, following in the footsteps of Claire, Francis, Darryl, Zainul and Bing. Adept in coding and possessing a great visual sense, she’s a showcase of the excellent work SP does in nurturing industry-ready tech talent that will play (and are already playing) a big part in solving real-world problems to improve lives and livelihoods.

 

Rohit (L) and Kimberly (R), ArcLab super-interns

We are excited to once again bring you a new ArcLab Platform Update for August!

This month, I interviewed Kimberly and Rohit who were involved in the upgrade of the new ArcLab dashboard.

Joanna (J): “Hi Kimberly and Rohit! Thank you for agreeing to this interview. We wanted to get some insights from the creative minds behind the new ArcLab upgrade!”

Kimberly (K): “Thank you! First, let me explain what we have designed:”

Learner Analytics— Filter Feature

Filter your learner analytics and view the analytics of your published project by date. Simply select the start and end date on the calendar tab to segment your learners (by cohort, etc.)!

 

Filter your analytics by date

Media for EVERY ArcLab screen

Media can be added to almost every screen … or not — the choice is yours!

 

Adding images to each screen is now optional

"Project Settings"—Reloaded

We have also split “Project Settings” into 3 tabs — Manage Learners, Manage Emails, and Question Settings, so that Training / L&D Managers have greater granularity of control!

 

“Project Settings” is split into 3 tabs

Folders

Lastly, we added a folder system in the ArcLab Dashboard. This feature allows you to move projects to folders, so you can manage your various projects more easily and effectively. You also have the ability to rename, delete a folder and remove a project from a folder.

 

Folders added to dashboard

J: “Wow! I hope ArcLab users will find these updates as useful as we did! Could you guys share the reasons behind including these features?”

K: “For sure! The folder system was something Claire and I discussed being included for ArcLab’s UI/UX Refresh. We included it to provide users a way to manage their projects more efficiently by enabling them to further categorise their various projects and facilitate easier access.

While the filter analytics by date was included to further enhance users’ experience when studying learners’ analytics by allowing them to view the calculated statistics (which learners completed the module, how many attempts did a learner take on a specific date, etc.) This also makes it easier to find specific learners that completed the module within a certain date, and help L&D managers segment users into cohorts for easier tracking.”

Rohit (R): “Meanwhile, media inserts were added (and made optional) on a variety of screens so that learners can be exposed to media regardless of the ArcLab screen type. All in all, this allows for more flexibility in the creation of projects for learners — to make learning more effective.”

J: “Thank you for sharing! Lastly, could you give us a sneak peek of what we can expect in the next update?”

R: “Of course! Do stay tuned for the next update because ArcLab’s dev team is excited to bring you:

What to expect in the next Dev Update?

ArcLab’s team is always listening to your feedback and seeking ways to improve — part of our never-ending quest to build the world’s Simplest Learning System.

You can next expect:

  • A “Discover” feature where L&D Managers can source training templates to adapt to their organisations’ specific needs.
  • Further enhancement of the Learner Analytics Dashboard
  • Additional features such as editing and uploading photos in the Question Bank.

… and several more! Follow ArcLab on LinkedIn, Facebook and Twitter to find out!”

J: “Thank you for your hard work, Kim and Rohit! With both your internships ending soon, what did you learn most from your time at ArcLab?”

R: “Firstly, I learnt how to work effectively from home as I sadly only managed to spend a day in the office before being restricted to WFH (due to Singapore’s COVID Safe Management Measures). I realised that creation of daily task lists and a rough timetable for the day help immensely!

Under the guidance of our CTO Steven, I was exposed to DevOps as well as technologies like Docker and Jenkins in order to streamline development processes in the firm. Some notable ones include the creation of Continuous Integration / Continuous Delivery pipelines allowing for rapid deployments and testings and containerisation of the application for developmental work. I was also further exposed to tools in Amazon Web Services (AWS) such as Lambda, S3, CloudFront, and Elemental MediaConvert in the creation of the video upload feature for learners.

I also learned how to work closely as part of a team. As a lean team, communication and teamwork are paramount to the monthly updates we push out for our users. This includes biweekly sprints, where we gather feedback from users and prioritise tasks. We have weekly “standups” where we talk about what we have achieved in the previous and the coming week, and, of course, daily chats with colleagues on bugs that were discovered and/or any user requests that require urgent attention. With WFH, the importance of communication was amplified, as you could no longer just shout over your shoulder to find out what your fellow dev was up to or to look for help.”

K: “While working at ArcLab, I learned a great deal about the process to find the most efficient way to develop and implement features that give our users the best user experience. I am truly grateful to have had the opportunity to work and learn from everyone here.”

J: “Thank you to both of you for sharing your insights!”

Now check out the Brand New ArcLab User Guide: https://arclab.io/knowledge-base !

Postscript — Rohit will soon start his undergrad studies at National University of Singapore, while Kimberly heads back to Singapore Polytechnic for her final semester. We wish them both the very best and hope they put ArcLab at the top of their list when considering future employment. 😊

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Developing a Brand New ArcLab Dashboard

Editor’s Note: ArcLab believes in authentic learning. Students interning with us work on REAL projects to help them translate school-learnt theory into industry-relevant skills.

Singapore Polytechnic School of Computing student Claire Liew interned with ArcLab in 2019–20, working closely with our CTO Steven to build features of ArcLab’s mobile learning software platform. Claire was mature, self-driven, resourceful and had great design & coding chops. Guided by Steven, Claire led ArcLab’s dashboard upgrade — continuing ArcLab’s never-ending quest to build the World’s Simplest Learning System, to help organisations everywhere Upskill the World’s Deskless Workforce.

We interviewed Claire in in her last internship week to get her thoughts on building ArcLab’s new dashboard.

 

Claire Liew, ex-ArcLab super-intern | super-Software-Engineer

We are excited to introduce your Brand New ArcLab Dashboard! 🤗

I interviewed Claire about the upgrades we launched earlier this month.

Joanna (J): “Hi Claire! Thank you for working so hard on the new ArcLab Dashboard. We’ve been getting great feedback from users and wanted to tap your views on what went behind the new design”.

Claire (Cl): “Thank you! First let me explain what we built:

Sorting & Filtering your learning modules made easy

  • A search bar to search for a specific project name
  • View your projects in 2 categories: “Unfinished” or “Published projects”
  • Use the column headings on the table to sort your projects in ascending/ descending order based on Project Name or Recency
  • Delete or duplicate your projects just with the click of a button

These features save you the trouble of scrolling through your entire dashboard just to find that one module you are looking for!

More intuitive Navigation Bar

Features such as Project Settings and Learner Analytics have been moved to a more optimal and intuitive location in the Editor. Take a look at the graphic below, and also see ArcLab’s user guide for comprehensive step-by-step instructions!

 

Step-by-step guide to adding authorised learners

Compulsory Open-Ended Questions Toggle

We also now give users the option to make Open-Ended Questions compulsory. This is particularly important for Assessment modules (which we’re also considering ways to make the grading process more automated and intuitive — stay tuned for that).

 

Open-ended questions can now be made compulsory

Send Digital Certificates to Learners

We received feedback from many users asking if they could send a “completion” certificate to learners.

The answer is now YES. If you are an employer or content creator designing these modules for your learners, you can now personalise your employees’ learning by sending them digital NanoCreds (certificates) when they complete/ pass the module. The best part? Being able to include your OWN digital signature on the certificate as well!

 

Step-by-step guide to mail digital NanoCreds to learners, personalised with your e-signature

 

Example of personalised Digital NanoCred (unsure if really from Yoda) | Credits: IMBA Interactive

J: “Wow, Claire. I hope ArcLab users will enjoy this update as much as I do! So why did ArcLab include these features?”

Cl: “We included these features because we keep learning from our users to keep improving the platform so it can better serve user needs.

We had received feedback that the ArcLab dashboard should let users more easily visualise all the learning modules and analytics at one go. So we took it on board and iterated our design to help users do just that.

By improving your module editor in the other small ways I described above, we hope creating #nanolearning modules can be made even more fuss-free and personalised (for you and your learners)! As we get more user feedback, ArcLab will keep improving the platform.”

J: “Thanks for sharing Claire! Just one more thing — could you possibly give us a sneak peak of what we can expect in the next update?”

Cl: “Of course, do stay tuned because here’s what ArcLab’s dev team is building:

What are we building next?

Our team keeps working hard to listen to users and build what’s needed to best solve user organisations’ training pain points. We will soon release:

  • Video Uploads (for ArcLab PRO users) — this adds to Youtube/Vimeo videos you can already embed directly into ArcLab modules
  • Explanations for MCQ Answers — allowing your learners to see individualised explanations based on their answers

…and several more which you should follow our blog to find out 😉 ”

J: “Thank you for your hard work, Claire! What did you learn most from your time with ArcLab?”

Cl: “I learned how rewarding it is to be able to ship live features tailored to our users’ needs. Also, I’ve learned a lot of technical and soft skills from everyone here at ArcLab. It was definitely an enriching experience for me.”

J: “It’s been really great to be team-mates. All the best to your future endeavours!”

Postscript— Claire graduated from Singapore Polytechnic and will soon start her undergraduate studies at Singapore Management University. We wish her the very best and hope she considers us favourably when contemplating future employment opportunities 😊

Meanwhile, if you have any feedback or suggestions, please drop us an email, we would love to hear from you. ArcLab continues to work hard to #Upskill the World’s Deskless Workforce. Always #Day1.

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#WFH as an ArcLab Intern

WFH as an ArcLab Intern

Editor’s note: ArcLab is privileged to work closely with Singapore Polytechnic (“SP”). In March 2020, we welcomed Joanna from SP’s School of Business to intern with ArcLab till Aug 2020. Alas, Singapore moved into #CircuitBreaker mode which meant Joanna had to #WorkfromHome after just 1 1/2 weeks.

Here’s Joanna’s story, and what she built to help organisations get staff ready for Remote Work Arrangements.

By now, majority would be familiar with the telecommuting lifestyle following the Circuit Breaker measures implemented by the Singapore government just last month. I was privileged enough to be able to intern from home as well. Being my first time working from home, it definitely took time adjusting to a different lifestyle and I thought I would share my experience so far…

 

Photo by Nolan Issac on Unsplash

Since we are on the topic of lifestyle changes, a significant change for me was not having to wake up as early as before Circuit Breaker to get ready for work. I think this is something many people can resonate with. Whether you are a working adult or an intern, showing up for work on time means having to wake up 1, 2 or even 3 hours earlier! You could be taking a longer time than necessary choosing an outfit for work, making breakfast, or even having to drop your kids off at school before rushing to work.

However, with the new Circuit Breaker measures in place, time taken to get ready for work online is significantly reduced. You no longer have to worry about getting your children to school on time. You can even be working in your PJs and enjoying that cup of coffee while answering to work emails. Working from home now means being able to get an extra hour of sleep! Of course, with every benefit there is a downside.

Working from home also taught me a lot about how productivity and discipline go hand in hand. With no one (manager, supervisor, or even colleagues) constantly keeping you in check, it can be hard saying no to distractions. It could be constantly wanting to crawl back into bed, or making rounds to your fridge looking for a quick bite. What I found helpful for me was writing down a to-do list for the week (and although this may not be the first time hearing such an advice, it really does help!) — and once I was done with a task, I would have the satisfaction of crossing it off the list.

 

Photo by Allie on Unsplash

With an increasing reliance on technology, I realised how we often take it for granted, because without it we would hardly be able to get any work done, let alone communicate with our friends and colleagues (even more so during this period). At ArcLab, we use Slack and Zoom to communicate with each other. We even have scheduled weekly Zoom call meetings to update each other on the progress of our work and how our weekend has been.

Speaking of technology…

Split Teams & Remote Work modules

A main project that I have been working on was creating modules for Nano Learning modules for ArcLab’s new “Split Teams & Remote Work” (or WFH) series. The series was created in line with the WFH measures implemented by companies, to help both employers and employees alike adapt to the new work arrangements. If you have yet to check it out or have a few minutes to spare in between your day, you can do so here!

ArcLab’s Work From Home series

With the hustle and bustle of work, it’s very rare that we find time to learn something new, or pick up a new hobby. We probably steer clear of this as well due to our perception that learning = lengthy = time consuming.

ArcLab Nano Learning modules (such as the WFH series) has thus been made targeted, specific and short so that you can slot learning into your busy schedule, without taking up too much of your time!

My WFH experience has been a fulfilling one so far, and I certainly hope yours has been too! Press on, the Circuit Breaker is almost coming to an end, and we would soon be a step closer to resuming our lives as normal.

#StayHomeStaySafe #NanoLearning

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#WFH isn’t for everyone

WFH isn't for everyone

With contributions from Edwin of PowerAbsolut and Justina for Edugrow for Brighter Tomorrows

 

Covid-19: BAU no more | Photo by Markus Spiske on Unsplash

7 Feb 2020 almost seems a lifetime ago.

It was the day Singapore upgraded her disease outbreak status to DORSCON Orange, in response to what the world would soon know as the 2019 Novel Coronavirus, or COVID-19. As COVID-19 infection numbers rose, governments all over the world began to impose quarantine, lockdown, movement control measures to limit community spread. Singapore started her own “circuit breaker” on 7 April, recently extended till 1 June.

With travel curtailed and workplaces closed, Work-From-Home was no longer good Business Continuity or a fashionable hashtag. WFH was now non-negotiable. Schools also closed, so students now had Home-based Learning, or HBL.

Organisations began getting licenses for video conferencing software, communication platforms, productivity tools.

Mobile learning and edtech tools saw increased uptake, as training could no longer be done face-to-face.

 

Video Conference Prep, for the Nth time today | Photo by Austin Distel on Unsplash

Organisations began social-sharing their teams doing video conferences. Photos (and videos!) of video conferences, encouraging messages and memes started to grow, as #WFH started to trend.

While most of us are taking WBL/HBL in our stride, there is starting to be cabin fever/fatigue as lockdown periods get extended.

There was the odd joke about how COVID-19 was a conspiracy by video conferencing software companies/food delivery platforms etc. Some comments were in really poor taste — snide remarks about teachers celebrating that they could slack, folks living in mansions or large apartments complaining about how they couldn’t find a suitable place to ‘focus’ to work.

Worse, some started to flat-out disregard Stay-at-Home advisories and venture out, turning ‘grocery shopping’ into family outings, and driving to different parts of the country to buy food or ‘exercise’.

#WFH isn't for everyone

I’m using this op-ed to highlight that even as some might tire of #WFH, it is in fact a PRIVILEGE enjoyed by just a small part of our societies, and in many cases, only the higher-income and white-collar segments of our workforce.

Most of us are aware of F&B and retail businesses for whom WFH is a near-to-impossible option. There are in fact many others. I canvassed some perspectives:

Engineering: Contribution By Mr Edwin Wong (CEO, PowerAbsolut)

“In the engineering sector, WFH may be applied where work is instructional, administrative, design, e-commerce, etc. Meetings and reviews can be done via video or phone, but these are not the core money-making activities to begin with.

In marine engineering, WFH is virtually irrelevant. Production, maintenance, repair, troubleshooting, survey all necessitate onsite presence. Shipbuilding, fire systems certification, ship surveys and inspections, GPS system installation etc. all require physical presence and very often, congregation. Such work requires physical interaction with machines and other stakeholders. These are the revenue-generating activities which cannot be executed from a remote location.

The Singapore government has been helpful in NOT imposing a full lockdown or enforcing WFH across the board, which will otherwise seal the fate of many engineering businesses. We need the entire society to help us. Please listen to the health professionals, comply with the government, change our social behaviour to keep everyone safe.

So that those of us whose work nature do not permit us to WFH, WILL NOT BE LOCKED DOWN. The more the outbreak is contained, the lesser the restrictions, the sooner we regain our footing.”

Healthcare: Contribution by Dr. Wong (Working in a private clinic)

“Healthcare is an essential service that is still open to provide emergency services. Many perceive that it’s business-as-usual for private healthcare providers, far from the truth. Non-urgent or elective procedures that form a substantial portion of our work cannot be done, resulting in significant loss of revenue. Yet we continue to honour our commitment to staff, paying full salaries, and taking this time to train and re-train ourselves.

Private healthcare providers have been taking extreme precautions to safeguard the interest of their patients, as well as healthcare staff who are at highest risk of getting COVID-19, where examining patients require close contact. Most healthcare workers have no option to work from home.

We are totally in alignment with MOH and the Government’s call. Stay at home and flatten the curve. Avoid crowded places like wet markets and supermarkets. Healthcare workers cannot battle this virus alone. Collectively, every resident in Singapore must play their part. Then things can go back to normal for all.”

Social Sector: Contribution by Ms Justina Quek (Programme Manager, Edugrow for Brighter Tomorrows)

While our children take to platforms like TikTok seamlessly, HBL is, unfortunately, not done via the social networking app. When MOE first announced moving to a month-long HBL, Social Service Agencies island-wide like us had to scour around for devices for our children. That was the first hurdle.

Next was the knowledge and skills gaps in typing, or navigating the various e-learning, video conferencing, and shared drive platforms. These are still considered “easy” problems with “easy” solutions.

The more challenging struggles are the environmental factors; whether it was the lack of a proper study space (such as a table and chair with proper lighting), or a lack of structure (as opposed to being in school), or even simply a lack of the privilege of quiet. Regrettably, many things the more privileged amongst us take for granted becomes more pronounced during this period of WFH.

Nonetheless, this period also serves as an opportunity for us at EduGrow for Brighter Tomorrows to bridge that very gap with the children we work with. In enforcing HBL, our children have to learn to deal with browsers and tabs, pick up basic typing skills, and have found a use for the microphones attached to their earpieces. They have learnt to take ownership of their own studies and set their own time tables.

While we cannot change their environment, we can empower our children to adapt and become more resilient. We walk step-by-step with children who need the extra assistance or an extra push, to ensure that no one gets left behind — or fall further behind. WFH or HBL aren’t great nor are they ideal. But, like our children, we can learn to work with the hands we are dealt with.

So in summary, #WFH is not a privilege easily enjoyed by:

Our healthcare heroes, our F&B, hospitality, delivery, supply chain & logistics colleagues, our security staff, our cleaning colleagues, our carers of young and old, our machinists, technicians and engineers, our construction workers, our law enforcement officers, and soldiers, our persons-with-disabilities in the workforce — for whom technology “as-is” may not be sufficient to help them to #WFH.

It's a PRIVILEGE to be able to Work From Home.

COVID-19’s impact is still playing out, as our healthcare workers and scientists work tirelessly to combat the virus.

We all need to play our part — washing our hands, social distancing, and staying home as much as we can (see this excellent video by Jeremy Goh & Steven Jap).

No-one knows how long the outbreak will last. No-one knows how the world will be after, only that it will be changed.

Some of these changes are good, e.g. WFH and flexible work arrangements. I hope they stay even as our world returns to normal. We’ve also seen great leadership from some countries and companies, and acts of selflessness and heroism.

At firm level, we play our part in two ways:

  1. Collaborating with creative educators like The Dim Sum Warriors to create digital educational material that educate the public (children & adults) on COVID-19. Knowledge about how the virus spreads and what we can individually do to mitigate is the best weapon against community spread. TL;DR — Stay 🏠 Stay Safe.
  2. Helping firms to digitise training material that empowers them to remotely #Upskill staff for the #Upturn (which WILL eventually come), at scale. 

WFH is really a PRIVILEGE we should not abuse.

I hope my fellow contributors helped put our #WFH “woes” into perspective.

In the short-run, the Singapore government’s 3 Budgets provide a lot of short-term support for families’ and businesses’ cost pressures. But this cannot last forever and we all need topline (salaries, revenue) to kickstart the economy’s flywheel again.

So the more that those of us who can WFH do so, the more we can flatten the curve; and the sooner that everyone can revert to a more ‘normal’ arrangement — to visit our loved ones, eat our favourite foods, run and play outdoors.

With everyone playing our part, we can overcome these worst of times… with the best of times.

#StaySafe. #StayHome.

Last but not least — If you’re Singapore-based, please donate your spare computer and/or accessories to Engineering Good, whose volunteers, led by Johann Annuar, are working overtime to bridge the digital divide and repurpose donated laptops for children of disadvantaged families to do HBL 🙌

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The Colour Orange

As we continue to battle the 2019 Novel Coronavirus (2019-nCoV), the Singapore Government moved its disease outbreak response up a level to DORSCON Orange on 7 Feb 2020.

DORSCON Orange means additional precautionary measures to minimise the risk of further transmission of the virus in the community, detailed by Singapore’s Ministry of Health. This includes responsibilities of employers to ensure daily health checks at the workplace, and ensure Business Continuity Plans (“BCP”) are in place. For companies who need help on BCP, here is an Enterprise Singapore Guide.

 

Ministry of Health, Singapore

"Remote Control" In Practice

BCP is important, and requires proper PRIOR planning.

ArcLab works out of the offices of Tinkertanker, our founding investors — who have been prepared for some time, and over the weekend put these drawer plans into action as a precautionary measure to safeguard the health and safety of colleagues. These include:

  1. Reminding colleagues to take temperatures daily, and seeing a doctor (wearing a mask) if one has a fever.
  2. Working from home unless absolutely necessary to be in office (either needing access to office equipment or supplies), but only staying as long as needed.
  3. If in office – practising good personal hygiene and washing hands regularly (asking any office visitors to do the same) etc.

Team members working from different locations requires good communication and collaboration tools.

The office has consistently used Slack as default communication platform, and this continues all through the current coronavirus outbreak.

Now more than ever — cloud is key for collaboration, with files saved and shared using cloud platforms like Google Drive / Dropbox. Our product / project management tools like Trello etc. are also cloud-based, and keep team members on the same page.

In addition, ArcLab is built on Amazon Web Services (We’re an AWS EdStart Startup), which means our platform keeps running for our users, and we continue to be able to serve any queries that might come in through our tawk.to chat channel.

So if your organisation is looking cloud solutions that can help with split teams and remote work, drop us a message at growth@arclab.io; we’ll be glad to share our experience with you.

Keep Calm and Carry On

In times like this, it’s important for all of us businesses to ensure we keep going, to be responsible to the users and customers who had put their faith in each and every one of our businesses.

This means:

(1) Remaining open for business, while dealing with the realities of fielding calls for cancelled meetings, events etc. These are understandable in the current time, yet we remain accessible and helpful to users and customers.

(2) Focusing resources on the longer-term, eg. product development and planning. As tough and stressful as the current situation is, even this shall pass. And if we’d taken this opportunity to maximise what we can achieve in a later BAU time, the business is well-placed.

 

Also learn about the 2019-nCoV

(3) Upskilling your Workforce. Even when we can’t meet for training. In light of potentially lower customer activity and volumes, take the chance to keep the team sharp and current.

Having the team being able to work remote also requires their familiarity with office procedures and policies, so take advantage of remote learning tools, like what we’ve put in place ourselves, using ArcLab’s mobile learning modules.

This includes a module about the 2019 Novel Coronavirus itself, which you are welcome to use (for free) to educate your team.

The Meaning of Crisis

This coronavirus outbreak situation remains fluid, and we all need to play our part to help fight its spread.

For employers who may be looking for ideas / solutions, do consider what I’ve shared above. Obviously these software are just tools, and require team members (and managers) to have trust in one another.

The Chinese word for “crisis” is 危机 (“wei ji”) — a 2-word combination of “danger” and “opportunity”.

So while the virus outbreak is unfortunate, let’s take this chance to put our BCP into practice, and use this time to sharpen them. And businesses that hunker down and do our best to serve our users and customers (even as we minimise unnecessary contact), do longer-term development and planning — can be well-placed to overcome this crisis, and grow from strength to strength.

(n/b — shoutout to our healthcare professionals who are working hard on the frontline of our battle against this coronavirus, and our public officers, public transport workers too 🙌)

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A New Adventure: Journey as an ArcLab Intern

A New Adventure: Journey as an ArcLab Intern

Editor’s note: In mid-2019, we received an internship request from a Temasek Polytechnic (“TP”) student. We’d never worked with TP before and weren’t sure what to expect. But we took the chance anyway. Nicholas started his stint knowing not very much about tech, startups or B2B marketing. By the end of it, he was managing all our online collateral, mailers, social media and produced 2 ArcLab videos.

Here’s Nicholas’ story — suitably, he put it in an ArcLab module, embracing what is known in #StartupWorld as ‘dogfood-ing’.

My whole journey was put into an ArcLab module.

As simple as it seems, that was my entire 4 months of intern into a short module. Imagine how learning can be made easier and simpler with nano learning, built with ArcLab.

Anyway, here’s the full blog…

With little to no experience in the ‘Adult World’, it was definitely challenging having to adapt to a new lifestyle; working in an office and commutes to work with the bustling crowd. Being a Digital Marketing Student, I wanted to showcase my skills as a marketer and successfully ‘market’ a product well. Interning at ArcLab gave me this opportunity and I was able to accomplish it. Here’s my journey in ArcLab as a Digital Marketing Intern…

On my first day, I came to the office with butterflies in my stomach, not expectant of anything. Questions of “What even is Nano Learning?” to “What if I’m not living up to expectations” flooded my mind. Thankfully, I was given tasks that I was familiar with and subjects that were already learnt in school.

My first major ‘project’ was Content Auditing. I was tasked to audit ArcLab’s pages (LinkedIn, blog, website) and assess the current score of the pages. From scoring the pages’ impression counts and bounce rates to scoring its clickthrough rates (CTR).

Content auditing was relatively straightforward and I was done with it quickly. Immediately, I moved on to the next and also, the most arduous task, SEO.

I was tasked to tweak the Search Engine Optimisation (SEO) for ArcLab’s website. SEO was relatively foreign to me even though I had learnt it before. Could it be because I failed to pay attention during class? Or it could just be the onerous and intricate topic by itself. Regardless, I gave it a go and had to do more research to back up my findings.

Ultimately, the long-dreaded research ended and I came up with web titles and alt texts for ArcLabs home and showcase page. The challenging part about SEO is not just the research and execution but rather understanding Google’s algorithms and proper keywords usage in order to rank higher in Google.

(and also the constant fear of whether your page would someday rank higher)

Keywords such as “nano learning” and “mobile learning” were important as this gives the website a boost in SEO. Thus, in order to understand SEO better, I made sure I studied guides on Google and be more profound in SEO.

One of the alt text captions I had to construct

My third major task involved a speck more creativity, and it was definitely one that I enjoyed working on. Ever since I had an interest in photography, it sparked the passion of film-making and photography in me. I enjoyed the filmings and editings of short films for my past school projects, not to mention taking photographs and short videos whenever I go on a trip. It definitely grew the passion in me and I always seek to learn new ways to produce nicer and better quality work. For this task, I had to create a short basic promo video that will introduce the new features for ArcLab. However, this time round there is no filming required and I edited a short infographic video with images that explain the new features. Although it wasn’t relatively a film-making experience, editing a short video was equally as enjoyable for me. Watch it here:

 

A couple of weeks later, I was tasked with a new company promo video. This time, with a more professional touch. The shooting experience was interesting as I got to experience how professional shoots were done. Although it wasn’t a long shoot, it was definitely an eye-opening experience. Do check out the video on ArcLab’s channels when it’s ready!

The last ‘big’ project that I worked on was the tweaking of ArcLab’s website. I was tasked to overhaul the showcase page and pricing page by having the pages look less sophisticated and better looking. It was challenging at first as I was unfamiliar with the website builder ArcLab was using, and it was a little less user-friendly compared to other website builders. Despite the issues, I made it look to the best that I could. Finally, I managed to construct a simpler and slightly more aesthetically pleasing page layout. Now, we are able to better showcase different ways ArcLab users are training their workforce through bite-sized nano learning modules like these.

Learning is made so lengthy nowadays, articles and textbooks are pages worth. Who even has the attention span to absorb everything that was written? I, too, when in school, can only absorb so much in a 2-hour long tutorial. With shorter modules and more targeted learning, information can then be absorbed effectively and ArcLab empowers bite-sized learning to be done on demand. With ArcLab’s modules, deskless workers/learners are able to learn and train without the need to be there physically.

Photo by Ben White on Unsplash

My intern journey was definitely fruitful and I learnt many new and intriguing things. From lunchtime talks on career and football to attending events and trade shows with James, it was definitely a brand-new experience for me. I must say I have fully experienced the “Adult World” and achieved my goals. Interning at ArcLab gave me the opportunity to work in a Start-up and B2B company, which without a doubt, opened up my view to the market and industry. It is not the usual B2C company where “I sell, you buy” but the whole unfamiliar and foreign B2B industry. Interning has taught me things that school would not have and my experience here has been worthwhile. This has been a great journey and it has equipped me with the skills and knowledge that I will need for my future endeavours.

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Many paths to success — The story of Bing

A short story of Bing — who helped us as we built ArcLab’s L&D mobile learning platform, and what we can learn from him.

With training and education at our platform’s core, ArcLab is honoured to work with Institutes of Higher Learning (“IHL”). One important IHL partner we support is Singapore Polytechnic (“SP”):

  1. We support SP School of Business — lecturers & students from their Dip. Human Resource Management with Psychology —who work on our ‘live’ HRTech L&D platform.
  2. We collaborate with SP School of Computing (“SoC”), offering internships to SP students to give them real-world experience, as they support ArcLab’s development under our CTO Steven’s guidance.

Our SP SoC interns proved to be adept coders and were of great help in ArcLab’s product development. Kudos to their lecturers for making them industry-ready — teaching coding skills and software engineering, while instilling in them the mindset of continuous learning (our firm’s raison d’etre), and perseverance & creativity while problem solving.

 

ArcLab 2019 interns at EduTECH Asia 2019 | Claire, Bing & Nicholas (missing Luke — at uni, Francis — serving the nation). NOT that 2nd guy from the right 😎

We’ve had the pleasure to work with Claire Liew, Francis Yeo and Chin Bing Huang from SP, and others we credit here.

They bring enthusiasm, vigour, hard work, and lower the office average age 😅.

On the ArcLab blog — I’ve written before about how we should make the opportunity for everyone to do well a reality . Today, let me share the real-life example of Bing.

The Story of Bing

I first met Bing in late-2016, before ArcLab even existed.

I was then running a game-based learning firm serving schools, but I’d started to research problems organisations faced in scaling workforce training, as knowledge cycles kept shortening. This was before Digital Disruption had taken hold of the public consciousness.

Kris, Cedric and Ruiwen (My then-colleagues and intern 👋) and I met several companies to understand the problems they faced.

I had this idea to reverse-engineer the training process, then mainly face-to-face and requiring significant logistical coordination, with difficulty gathering data to help the organisation’s further training. Imagine the additional efforts needed for organisations with distributed workforces (think multi-boutique retailers, chain restaurants etc.), and how technology could reduce these pain points.

Leveraging the ubiquity of smartphones, we could deliver bite-sized training modules directly to staffs’ mobile phones! I didn’t code AT ALL then, so we needed someone who could.

Enter Bing — Final-year SP student, whose project ‘Happy Wheel’ ( navigational application with checkpoints annotating obstacles for the disabled or wheelchair bound users navigating from point-to-point) had just won in IMDA’s Data-Driven Innovation Challenge.

Bing was a quiet fellow, but had a mind like a sponge, absorbing all the information we fed him — problems we were looking to solve, first-iteration feature designs and wireframes, and a data dump of EVERYTHING.

 

Early ArcLab Ver 0.1 (Built by Bing, Kris, Cedric, Hei Wai, Ruiwen, Zainul, James)

 

Ver 0.1 Design Pillar: SIMPLE learning module creation. We still do this today.

 

Ver 0.1 didn’t have 5 million users. But it’s important to dream big 😉

We had no-one to guide him technically at that time (we were all designers, though Kris had working coding knowledge), but Bing simply took in all our functional design and UI/UX, and single-handedly architected and coded what would later become ArcLab Ver 0.1 — in all of SIX WEEKS.

What Bing built with us was a PoC we could now bring back to the companies we first interviewed, and they became our first beta users.

The amazing thing about Bing was how calm and organised he was. What I admire most about him was his clarity of thought, his ability to break complex requirements into simple pieces, to pick off, build and put together. He didn’t over-engineer, but because he architected properly, there was method to what he built.

(*N/B: When we co-founded ArcLab officially, our CTO Steven remarked that Bing’s original code was well thought-out, with elements worth keeping even as we continued to scale and evolve the platform).

Many paths to success— The way of Bing

Bing enlisted for National Service soon after helping us with this Ver 0.1. But I’m forever grateful to this young man, for helping us lay the foundations of what would later become ArcLab.

So Bing had taken a slightly longer academic route than his peers. Before entering SP, he’d spent two years at the Institute of Technical Education (“ITE”), whereas others matriculated to SP directly after ‘O’-Levels. Where others might have ‘given up’, Bing became a top ITE students. He also did well at SP, as you know.

But what was more amazing was his thirst for knowledge and continuous drive to improve.

Bing participated in many industry hackathons, working backwards from problem statements to code a technical solution. So he constantly honed his skills, which are way better than his peers who may perform better academically, but couldn’t code as well.

As an employer, I much prefer Bing’s approach — to hone skill rather than optimise grades.

Bing also started me on my own coding journey. I got onto the Codecademy platform and started to do coding exercises and learn the basics of Javascript and Python (Note I’ve no ambition to be a professional programmer, but I wanted to at least read code, think like a developer and work with a technical team — which I (hopefully) was able to do when we co-founded ArcLab). Even when Bing was serving National Service, we kept in touch and he helped me out when I ran into learning roadblocks.

ArcLab got the privilege to work with Bing officially after he completed National Service. Bing worked with us in mid-2019 with Luke Tan and Claire (his SP junior). They were Steven’s “power dev team” as we responded to user feedback to build features for ArcLab (now an actual business with customers) to serve users’ L&D needs.

To me, Bing embodies this “Many Paths to Success” statement that has been much bandied about.

At the policy level, I think the right things are being done in Singapore so different academic routes can still lead to employability and viable livelihoods. At the societal level, we have someways to go; there are still many employers who use academic qualifications and grades as a non-negotiable filter (though these are slowly changing).

At our firm level, ArcLab is playing our part in this transformation journey by helping organisations continuously train staff, through ArcLab's on-demand, bite-sized, mobile learning modules.

But it is at the individual level that I think most work needs to be done. Too many give up when they meet their first failure; they settle into a sub-optimal pathway when perhaps more perseverance would have helped them break through.

We can all learn from Bing. Never giving up, learning and doing. Building what’s useful, always improving.

Bing is now a freshman at Singapore Management University. I am so happy he continues to improve his knowledge, and eager for the chance to work together again in the future.

 

2019 Assemble! | Francis (leftmost), Claire, Bing & Luke (in white). Our CTO Steven is 2nd from the right.

Join us! Be like Bing.

ArcLab has just opened our 2020 call-for-interns — across various disciplines.

We’re organisationally-flat so your voice always gets heard and you get to run with your proposals from start-to-finish.

For our tech interns — you also get the benefit of working with our CTO Steven, who’s held senior software engineering roles in PayPal, and previously built & sold his startup Spickify to Rocket Internet’s Helpling! One more HUGE plus: You get to ship ‘live’ code into production, working in consultation with Steven — invaluable experience in your programming journey (whereas (we heard) interns in other companies may only do bug-testing or buy coffee…).

So if you’re a student excited about solving real-world problems and having a positive impact on improving the skills, lives and livelihoods of millions of deskless workers, please apply to ArcLab, and be part of our mission.

(… And I may yet write about you too 😊)

ArcLab’s L&D Mobile Learning SaaS platform empowers organisations everywhere to create effective training that improves staff performance. It’s free to create. Get started today.

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On Lifelong Learning | Speaking at an SUSS event

Speaking at an SUSS Event

I had the privilege to speak at a Singapore University of Social Sciences (SUSS) event for entrepreneur-alumni. It was great to meet fellow entrepreneurs and learn about the businesses they run; I wish them well as they grow their ventures and serve their users.

Thanks for the invite to speak at SUSS Par-Tee 2019 | Pic: SUSS Alumni (Facebook)

SUSS was renamed from SIM University (UniSIM) in 2017 as part of its restructuring into Singapore’s 6th Autonomous University. SUSS retains a focus on lifelong learning and continuous education 👏, as UniSIM did by providing part-time education to working adults who formed a significant part of its then-student population.

My father was one of these adult learners / part-time students who earned his diploma and degree while working. Part of the recently-honoured Merdeka Generation, my father and many of his peers who came of age in the 1960s/70s entered the workforce early (after ‘O’-Levels or less) to support their families, even though many had wished to continue their education if financial resources had permitted.

Today, my missus is also a part-time student — working while training to be an early childhood educator and rushing home after school to cook dinner for the family and take care of the home.

I have the utmost respect for our part-time students, seeing first-hand how my father and missus juggle work responsibilities, family commitments and schoolwork. They show tremendous perseverance and a desire to continuously improve. Adult learners and part-time students deserve as much help and support as we can give.

Back in 2013, I’d proposed for Singapore’s Central Provident Fund (CPF) Education Scheme (a loan scheme where CPF Members used an approved amount of their own CPF Ordinary Account savings to pay tuition fees for their diploma/degree — to be repaid after graduation) to be opened up to Part-Time students — levelling the playing field for them as they upgraded their skills and qualifications.

My reasoning was simple and intuitive:

Giving part-time students access to the scheme does not require government funds. It merely allows them the same opportunity as their full-time peers to unlock their own funds to finance their education.

Upgrading their skills helps them increase their incomes and puts them in a better position to repay their CPF Education Scheme loans, no different from full-time students.

We would then be taking another step towards an equal-opportunity society, and give a greater proportion of our population the ability to upgrade themselves and improve their productivity, which is one of the key goals of our nation.

The Ministries of Manpower and Education replied negatively. While I acknowledge their point that there were many other avenues of financial assistance available to part-time students, they skirted my main point on Level Playing Fields for part-time students and full-time students.

In the six years since, it is now even more imperative that we embrace lifelong learning — in today’s Age of Digital Disruption

To be fair to the Singapore Government, official support for Continuous Education and Learning (CET) has scaled significantly in the past six years. While Singapore has always championed lifelong learning and skills upgrading, this has been made even more explicit now.

The Government set up SkillsFuture, a national lifelong learning movement to provide Singaporeans with the (quote) “opportunity to develop ourselves to the fullest, achieving skills competency and mastery”.

There is now even more support for Singaporeans to upgrade ourselves. SkillsFuture subsidises many training courses for adult learners, and Singaporeans above 25 years were given $500 in SkillsFuture credits to be applied towards training courses. SkillsFuture also engages employers and works with educational institutions and training partners to “ensure students and working adults have access to high quality, industry-relevant training throughout life”.

For Employers— there are now a myriad of initiatives encouraging companies to imbibe learning in the workplace, and continuously upskill staff capabilities. Though, more needs to be done to shift mindsets away from academic qualifications towards Skills-Based Hiring.

From the Training Provision perspective, training and education needs to evolve to fit the schedules and needs of busy adults:

No longer can workforce training continue to be solely classroom-based, which is time-consuming and often not possible for labour-intensive businesses.

This is the raison d’etre of ArcLab, our learning & development SaaS platform that empowers organisations to create ON-DEMAND, BITE-SIZED, MOBILE training that improves workforce performance.

ArcLab is a more effective way to onboard, motivate and train the modern workforce. Designing the product from the perspective of busy schedules (and shortened attention spans) of the modern workforce, learning modules created in ArcLab are:

  • Bite-Sized
  • Fully-interactive and Gamified
  • Rich-media centric — Embedding video, rich media for greater engagement
  • Assessment focused — Testing knowledge retention and understanding
  • Data-driven — Learner analytics provides insight to the manager and organisation

ArcLab ensures effective training can be done anytime, anywhere. This saves organisations training costs and provides them with valuable staff data, and enables workers to upskill more effectively, in less time.

Since ArcLab’s founding last year, we have had the privilege to support the work of Institutes of Higher Learning like Singapore Polytechnic, training providers like Business Academia, and organisations like hospitality company The Lo & Behold Group and luxury watch retailer The Hour Glass, to name a few (hopefully SUSS soon too 😊).

We are grateful for the faith and support they have shown in us in our earliest days, and will continue to work hard to fulfil our mission to support Lifelong Learning. ArcLab is still young, and there is a lot more that we are building and working on — taking in feedback from our users to improve our platform’s andragogy and technology – to help organisations everywhere train their workforces effectively.

I’ll end back at the SUSS Alumni event I spoke at. It was a brilliantly-organised event; there was plenty of discussions and I learnt lots from speaking with the folks in attendance.

For my sharing per se, I did not have any deep insight or academic study to share. Instead, I shared the mistakes I’d made in my entrepreneurship journey (Section 9 of this Adrian Tan interview). Because mistakes are the most valuable lessons that the school of life teaches us (and I’ve made plenty, as a portfolio manager, an entrepreneur, a person), and I hoped this was of value to my fellow entrepreneurs.

My thanks once again to SUSS — Evelyn, Eileen, Ellen and Nicole, for the kind invitation to speak at your event. 🙏

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Snackable Self-Paced Learning for the Modern (Deskless) Worker

Self-Paced, Bite-Sized Learning for the Modern (Deskless) Worker

Buffets! Spread upon spread — Delightful morsels of savory and sweet dishes. (Hungry yet?) — Guest Blog Post for hrtech.sg

 

Photo by chuttersnap on Unsplash

Why we love buffets

Some say it’s the food. That’s a factor, but I suspect our love affair with buffets lies in knowing there’s ALL THAT CHOICE available. That’s what makes buffets special — the fact we CAN eat such a broad spread of different dishes, whatever you fancy, without limit!

Buffets have made their way into increasing facets of our lives, especially entertainment. Think Netflix, Spotify, Movie Pass. These platforms make you the promise that there’s all this content (movies, songs…) that you CAN watch or listen to. It’s impossible, obviously, but the fact that we CAN… has users stumping up their subscription fees. Month after month.

Netflix and Spotify do something else — they make recommendations to you — about what to watch or listen to next.

To each his/her own

The recommendations are “personalised” for each of us because our behaviour on the platforms is all different. We watch different movies, and listen to different songs. Our likes and dislikes are different. The platforms aggregate all this data to personalise their recommendation, based on what they understand of us.

Yet personalisation is hardly new. As parents — we have knowledge (aka data) about our children’s likes and dislikes. We know Johnny loves his fishball noodles and Jamie her chicken rice. So, we ‘personalise’ their lunches. We know Jimmy loves green and Jessica loves blue. So, we ‘personalise’ their room decor accordingly.

Personalised Learning—What's hampering it?

In modern-day Learning & Development (L&D) — it’s not always easy to personalise training, especially if time and resource are constrained. So, often, it’s a one-size-fits-all approach to training. Much of these changes in the classroom started in the Industrial Revolution — the advent of factories required skilled workers needing to be trained quickly and efficiently. Sadly, that hasn’t changed in the past 150 years.

We know training should be personalised, and we know that there is technology that can help us. But somehow — what Netflix, Spotify, Amazon, and Google have honed into an artform — L&D practitioners find hard to do. This is despite a bevy of ‘personalised learning’ and ‘adaptive learning’ platforms that have sprung up over the last decade.

Yet, good teachers and trainers have always sought to personalise their teaching to the learners they interact with. In an older time, masters impart their skills to different apprentices differently, because each one is different.

Focus (wrongly) on the technology

So, our first goal must be to figure out what best fits our modern-day learners. Focus should not centre at the technology; it starts with the learning pedagogy.

The modern workforce is becoming more mobile, and information’s shelf-life is shortening. That makes traditional methods of training less effective. So, the delivery needs to change, and the assessment too.

What we should first do is figure out the best medium and form factor of training. No longer should we front-load training in the first 3 days of an employee’s induction programme and hope they remember something. Rather, training now needs to be spaced out, made available on-demand; and if possible, ‘pushed’ at the right time.

Thinking specifically about the “deskless” worker — the frontline associate in the shopfront, the barista, the healthcare worker: The gentleman or lady who does not have a cubicle or workstation; no computer to access the operations manuals (s)he may have vaguely remembered browsing through during induction.

Yet, most (if not all) of our deskless workers now have powerful computers sitting in their pockets — their smartphones. Our Learning & Development teams can take advantage of these mediums and find an effective platform and toolset to engineer learning content. This investment is done once, and content can then be tweaked on an ongoing basis with relatively low marginal effort. This ensures accuracy and currency.

Snack-able Learning—Nano Learning

The best form of training delivery is to downsize content into ‘snack-able’ modules — Nano Learning.

These are bite-sized learning modules that are housed in the cloud and readily accessible for the worker to refer to. 

A recipe card, for example, or a repair instruction for a particular machine. Akin to a Standard Operating Procedure manual, except it’s digital and accessible whenever he/she needs it.

A worker who refers to it continuously will level up faster. It’s a proxy for employee effort to HR managers, which should ultimately translate to better productivity and better bottom lines.

Over time, the platform also builds its knowledge of the worker, and platforms can build recommendation engine to recommend learning — which is already proven to be effective. This helps our deskless workers continuously upskill and level up — translating into better job performance, promotions, and better pay to uplift families.

Ending back at the buffet

We end back at the buffet spread and the key element of choice. Best of all, there’s no wastage -because, unlike buffets where unconsumed food is thrown away, all learning content always stays available, to consume as best fits our schedules, to adopt into better work performance — that leads to better organisational outcomes, and hopefully better livelihoods for our workers.

As we bring personalisation into learning — and in ArcLab’s case, Nano Learning, our focus still centres on human choice. So we do not just consume what is recommended or ‘pushed’ to us blindly.

Rather, that insight we glean from all that data and personalisation is the ability to make better choices. That ability to choose is what makes us human, and that’s why we love buffets.

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Creating Effective Training — The Good, The Bad, The Ugly

In a previous blog post, we shared with readers how learning needs to be ENGAGING, EFFICIENT and EFFECTIVE. For workplace L&D in particular, today’s managers and trainers face:

  1. Increased Mobility — Our teams are more mobile and distributed. So it’s hard to get everyone in the same training room. Especially true for multi-branch / multi-geographical organisations.
  2. Reduced Attention Spans — The infamous study that we humans can concentrate for less than 8 seconds, ranking us below goldfish…

Organisations can no longer ‘pre-dump’ our teams with reams of training binders; it will get lost amongst everything else that they need to get up to speed on and daily work responsibilities!

L&D managers are convinced that the best way to train teams is by:

  1. Putting training content online to supplement (NOT replace) face-to-face training. This should be mobile-optimised to be delivered directly to employees’ smart devices.
  2. Making sure training engages the learner for more effective content absorption. Even better if the training is contextual and just-in-time.

That's where Nano Learning comes in

What’s Nano Learning? Bite-sized, self-contained training content that is rich-media focused and peppered with knowledge checks to make sure learning has taken place.

Think of Nano Learning as ‘power bars’ that are consumed just before a key task or activity. The learning is contextual, just-in-time, and application-focused. Employees learn what’s needed, do quick assessments to confirm learning, and put their learning into action through the task. The practical application reinforces the learner and gets the ‘muscle memory’ going.

So how do we create effective Nano Learning? Do we simply take our existing PowerPoint training decks and chop them up into 15-minute modules?

The Bad

 

Bad Nano Learning: https://b.arclab.io/2ykhQWn

Here’s one learning module: https://b.arclab.io/2ykhQWn

Did this work for you? Did you get the point of the module? Or were there too many “focus points” that you got lost in the information overload? Were you able to test yourself that you learned what you were being asked to

The module is indeed short, but we need to do more than keep our Nano Learning modules short.

More than that, we need to keep them focused, and to the point. Ideally, we should only teach ONE learning point per module. There’s no focus if we ATTEMPT to cover too many things.

The Good

Now try this Nano Learning module: https://b.arclab.io/nano1

 

Good Nano Learning: https://b.arclab.io/nano1

This 2nd module is short, just like the previous one. But there are several important differences:

(i) This module is to the point.

(ii) There are knowledge checks to make sure the learner stopped him/herself and reinforced the learning.

(iii) There is also good use of infographics, contextually-appropriate pictures, and a very short, to-the-point video on how Nano Learning can be created.

In general, the rich media appeals to our learners’ right brains, creating emotional connections that imprint on memories more strongly.

In short, it is effective.

How do we create effective training

LESS is often MORE: Resist the temptation to load in more and more information. This leads to a loss of focus, and your effort is wasted.

SHOW; don’t TELL: Spend time sourcing or crafting visually clear media resources, be it infographics that display data or information, or demo videos.

The old adage “A picture is worth a thousand words” never go wrong, as the learner doesn’t need to imagine what wordy descriptions actually mean.

KNOWLEDGE CHECKS: We learn best by testing ourselves continuously. Nano Learning modules that have regular Assessments (be it simple MCQ or Open-ended screens) do this effectively. The learner reinforces his/her learning, and there’s good data for L&D managers.

Create Effective Training Now!

We trust these short tips helps you the L&D manager and trainer to create more effective training through Nano Learning — to supplement your workplace learning programmes.

Remember, crafting effective training requires more than mindlessly chopping up 100-slide PowerPoints into 15-minute bits.

Put thought into the pedagogical approach we suggested, and let’s all create better training for our teams.

Creating effective training for your teams, self-service, with ArcLab Pro is always free. Start now.

For more help or are resource-constrained, get in touch with us at ArcLab Enterprise, where our Instructional Designers can work with you to help craft your content into effective training. Reach out now.

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The Grades Matter

The Grades Matter

There is chatter about how grades don’t matter; that perhaps we should move away from awarding marks and grades to our learners. This has been raised in Singapore where we are based, and some other economies.

Critics point to Finland’s much-lauded education system, where the focus centres on learning how to learn, rather than marks and grades. Students in Finland go through a comprehensive academic programme that encourages curiosity, lateral thinking, and life skills. A culture of lifelong learning continues throughout adult life, as the individual graduates into the workplace.

Yet ignoring grades misses the point, as GRADES DO MATTER.

But perhaps not in the way that we use them now.

Grades are FEEDBACK

Grades give feedback to the learner and feedback to the educator.

As a Learner: When I do badly on a test or assessment, it is feedback to me that I did not understand the material well enough. I should go through the material again, and maybe seek help from my teacher or trainer. Perhaps I should work harder. Maybe I should give up and look for something else that I am better in.

As an Educator: If the entire cohort does badly for a test, it is feedback to me that perhaps I should relook at the parts that everyone did poorly for. Maybe I should think about covering certain concepts again, think of a different way to explain this part of the material that many in the class/course did not seem to understand.

It’s no different from sports, where week-in, week-out, athletes, and teams compete for a good ‘grade’, which is to beat the opponent. Better sides (like Tottenham Hotspur 😊) win in style, though there’s no bonus grade for exciting play.

 

Olympic champ Joseph Schooling got an excellent ‘grade’ at the 2016 Olympics. He did poorly in 2017 before working hard to improve his 2018 ‘grade’ at the Asian Games, inspiring kids like the author’s daughter (pictured) in the process | Photo: James

Singaporean son Joseph Schooling won the 100 m Butterfly gold medal at the 2016 Olympics. He worked hard for his excellent ‘grade’. He turned in the hours, honed his talent through good, honest hard work, and swam faster than everyone else.

Joseph’s 2017 ‘grades’ weren’t stellar, with a poor NCAA showing and finishing only 3rd at the World Championships in his pet 100 m fly. By Joseph’s own admission, he had put in less than half his pre-Olympic training. It showed in his ‘grade’.

But the poor ‘grade’ was feedback to Joseph, who went back to training hard. The results showed as he routed the field (which included world-class Chinese, Japanese and Korean swimmers) to win 2 Asian Game gold medals in 2018. His work is not yet done, as he hunkers down for the next World Championships and the 2020 Tokyo Olympics.

Joseph Schooling responded to his 2017 ‘bad grades’, worked hard, and got back to the top step of the podium.

A world without grades?

Now imagine a sporting world with no gold medals. No silver, no bronze. Participation certificates at the Olympics; every athlete returns with the same certificate.

Imagine if the English Premier League doesn’t keep score, and there are no winners and losers. That FIFA gives every World Cup team the same medal. Just for showing up.

Hardly the real world, is it?

The real world doesn’t give us participation prizes just for showing up. The real world gives us grades — constant feedback, whether we like it or not.

CEOs are graded by their ability to strategise, execute and deliver performance. Politicians by their ability to serve the citizenry. Fund managers by their ability to earn above-market returns. Carpenters by the quality of their furniture. Software engineers by the ability to ship working code. Movie Directors by the reception of their movies. Startups by their ability to turn products into a business. Each and every one of us by our ability to do our job.

We cannot escape the reality that performance matters. The ‘grades’ we get through the metrics we define and are defined for us are the feedback to us to keep doing what is working, and to change tack when something’s not turning out so well.

Those who respond to this feedback well would hopefully turn in better performance (and ‘grades’) at the next opportunity. They should be rewarded more than the ones who did not respond to the feedback.

So it is facetious to tell our children that grades do not matter. Because in so doing, we are not preparing them for life.

Grades SHOULD NOT BE JUDGMENT

The issue with grades right now is how we view them, and how we use them.

Grades DO matter, but grades are not THE ONLY THING that matters.

Singaporeans gripe about the Primary School Leaving Examination (“PSLE”). Currently, each student taking the PSLE is awarded a numerical T-score. This score determines the Secondary school that the student is eligible to enter, as admission is primarily based on the scores of those applying. So the PSLE grade is a first-cut filtering tool.

Singapore’s Ministry of Education recently tweaked the PSLE ever so slightly, where from 2021 onwards, students are not awarded a numerical score but instead are given a grade banding.

It’s a start but doesn’t go far enough. Now students aren’t sieved down to the individual point, but to the individual grade band.

The primary issue for me and many who think Singapore can do better is the PSLE is still perceived as a single high-stakes examination.

Do well at the PSLE, enter a top secondary school, and your academic journey (and perhaps career) is laid out for you. Do poorly at the PSLE, and you’re routed to technical education, and the road ahead becomes bumpier than the other kid (though “there are still many paths to success”).

It may or may not be true, but sometimes perception shapes reality. And parents have to bear a large part of this responsibility.

What is worse is this warped mindset sometimes carries over to the workplace and shapes hiring practices. And the fixation on grades carries on…

Which is wrong. Good grades should not give a free pass to the learner that one is set for life, nor should bad grades condemn one to failure forever.

For what if I was just a late bloomer? And what if I was always good at something else?

How do we do better?

1. Grading right

Albert Einstein said, “If you judge a fish by how well it climbs a tree, it will spend its whole life feeling stupid”.

If we take grades for what they are, which is feedback, then the challenge for education policy-makers is how to design grading systems that are appropriate for learners-in-question.

There’s good progress being made already, as education systems are becoming more flexible, with different tracks of learning for different types of learners. But more needs to be done.

This is true for academic learning, as well as learning in the workplace. At work, HR practitioners and line managers need to define the right metrics to ‘grade’ staff. Ultimately, it needs to translate to business goals (which staff help organisations to achieve).

In the workplace learning arena where ArcLab operates, we encourage organisations to break training content down into modular pieces, or Nano Learning.

This allows staff to learn in bite-sizes, on-demand. The ‘grades’ given at the end of each learning module are specific to the single learning objective that HR, L&D, and line managers have defined together. The employee (and the organisation) knows straight away whether he/she ‘gets’ the material or not, and how to apply it to his/her job role.

The ‘grade’ has become what it’s meant to be — feedback.

2. Giving room to fail. Really.

Just as Baseball players get 3 swings before striking out, Racket players get 2 chances at a serve, we can shape our learning systems to give our learners room to fail.

 

If at first you don’t succeed, Try Again | Photo: ArcLab

There is a common saying in the military — we sweat more during training so that we bleed less during war.

Learning should be a ‘low-stakes’ environment to make mistakes.

That’s why every Nano Learning module we empower organisations to create has a “Try Again” button.

In so doing, someone who hasn’t grasped the material, or hasn’t mastered it to his/her standards, always has the option to revisit it.

Repeated tries are also a proxy indicator to the organisation about the individual’s effort and endeavour, that this individual doesn’t give up.

I have only skimmed the surface of ‘The Grades Matter’, where the current downsides negatively affect both academic students and workplace learners.

Grades DO matter — as FEEDBACK to the learner and the teacher/trainer. Feedback on what has been learned and done well, and what hasn’t.

If we adopt this “Grades-as-Feedback” mindset, we can not only work together to define grading systems that can more appropriately measure learning, and also help those that don’t do well try again.

This needs everyone to play our part: Educators, Parents, Employers, Government, and Individuals.

For one bad grade should never doom one to a lifetime of failure.

That — we at ArcLab will never accept.

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The story of a Teacher

The Story of a Teacher

I first met Mr Liang when I was in Primary 5 (6th grade by K-12 standards). It has been *a few* years since, so my memory of Mr Liang has faded with time. But I remember a few things:

Mr Liang, or 梁老师 as we addressed him half the time, was our form teacher and taught us Chinese and Mathematics. This was an atypical combination since in Singapore, Math was taught in English.

So we had this stern-looking man who walked into class every day, and taught us in 2 different languages.

That was amazing because as I understood it, Mr Liang went to a Chinese-medium school. So the Math concepts and terminology he learnt in school was entirely in Chinese. Yet here he was, decades later, imparting knowledge to us in English (decent, by the way).

I also remember how much ‘off-curriculum’ material he introduced to us, with such passion.

All while his ‘KPI’ in Singapore’s exam-focussed system, must still have been to get us past the exams… so it would have been perfectly rational to have “kept to the syllabus”.

In the 2 years Mr Liang spent with our class, among other things, he transported us to ancient China, and through his eyes, we saw the Great Wall 万里长城 being constructed, the unification of the Warring States 战国, and the advancement of Chinese society.

We flew with him to witness the beginnings of the universe, as he put the magic into science — introducing us to Stephen Hawking’s “A Brief History of Time”, Charles Darwin’s “Origin of the Species”.

We stood with him at the top of the Mayan / Incan monuments, seeing images of large animals carved into cornfields, and wondering if they were made by extra-terrestrials.

He also got us to learn, among other things: 唐诗三百首 (300 Tang poems), regaled us with stories of the Arabic origin of the numeral system, sparked our imagination with theories of time-travel, Leonardo Da Vinci’s inventions… and many others too numerous to list here.

We were all of 11 years old.

In a pre-internet, pre-Google, pre-YouTube, pre-iPhone world, Mr Liang opened our eyes to a brave new world, way bigger than the classroom.

Pre-dating social media, smartphones & digital cameras, this is my only picture of 梁老师 Mr Liang. I have no idea what he was holding in his hand. Was it a precursor of a smartphone? | Photo: James

I have had many teachers in my life, and each left an impact.

But I’ll always remember — this teacher of mine, who with his stories, and his passion for knowledge, instilled the love of learning, to read, and be intellectually curious, to keep finding out more about the world around us, and working to make things better.

“老梁” (as he was affectionately known) taught us to always 跑在时间前面, to run ahead of time, so that our surroundings and those around us would not make us irrelevant. That we should always work hard, think different, do better, rise higher.

Words that would not be out-of-place today, as our lives, jobs, and workplaces are getting disrupted by technology at an ever-increasing pace. In a way, Mr. Liang lived it himself, as a Chinese-educated student who later mastered English, at a level that was more than competent.

Mr. Liang walked the talk. He led the way.

Today, increasing amounts of the content we learn in class are at the tip of our fingers. They are a Google search, a Siri question away.

Yet our teachers, our educators— they continue to be invaluable to our lives. Second, only to parents, our teachers are the shapers of our lives and our children’s lives from the earliest years.

The best educators inspire us, guide us, nurture us. They impart more than just content and knowledge. They help us make meaning, join the dots, draw our own dots, our own lines, create our own knowledge.

They teach us that most important skill — HOW TO LEARN.

So how can we better support our educators, in the classroom, in the workplace? For there are many Mr. Liangs among them. There are various angles, and I’d write more in a future post.

I’ve long-forgotten the academic subject matter that Mr. Liang taught us (though not his specialty “mee goreng” for when we strayed off-course), but his love of the pursuit of knowledge has stayed with me all these years.

I hope that in some small way I have put this love of learning into what I do, through my academic years, my previous career in public service and financial markets, and now our work to empower organisations to create better training.

It would be great to see Mr. Liang again. But even if I don’t have this privilege, I will always be grateful for having once been his student.

Happy Teacher’s Day to all our educators.

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Blog

Size Matters

Size Matters

Interactive Nano* Learning is small but POWERFUL learning.

(*Nano: 1 billionth (1/1000,000,000) a.k.a. bite-sized, digestible, very small)

 

NanoLearning: small but POWERFUL learning | Photo by Vlad Tchompalov on Unsplash

In this Age of Digital Disruption, organisations need to keep employees’ knowledge and skills current.

For all of us, continuous retraining and upskilling are no longer optional. Not doing so puts us all at risk of our jobs being made obsolete and us being made redundant.

Two key factors have major implications for the way we conduct training in the workplace today or educate our children in school for that matter.

  1. Knowledge gets outdated much more quickly today.
  2. Our attention spans now average 8 seconds (FYI the average goldfish’s is 9 seconds).

It is ineffective to have 3-hour lectures, where a trainer stands in front of the class and lectures without break, or learners doing anything ‘interactive’.

This is especially true for millennial learners, who no longer have deep-fixated attention spans. Instead, millennials “multitask”, where attention is divided amongst many concurrent activities (aside: our brains don’t actually focus on many things at the SAME time, but rather, SWITCH between different areas of focus — more on this in a future piece).

It’s also questionable if one-way content delivery in training settings adds much value since there’s already so much knowledge and content that is readily accessible on the web by learners. In fact, the proliferation of the web and digital media also makes it harder to get learners’ attention.

When the ‘competition’ is the latest superhero movie or hit mobile game, the teaching & training profession has its work cut out, to design and deliver knowledge in a manner that at least captures learners’ attention (for those 8 seconds anyway), and more importantly, effect the learning.

There is a better way:

We’re talking about NANO learning: bite-sized, digestible, on-demand learning.

Effective learning.

2 quick points:

  1. Learning in short bursts is not new. For example, the Israeli army, on recommendation by Daniel Kahneman (of “Prospect Theory” fame in collaboration with Amos Tversky), converted the training of tank drivers from a series of 2-hour sessions to 30-minute bursts, during the 1970s Yom Kippur War. This helped tank drivers get educated more quickly and effectively, and reduced war fatalities.
  2. We’re not advocating that trainers and educators do nothing more beyond break down 3-hour lectures into 5-minute chunks — lock, stock, and barrel. Nano Learning is more than simply putting a shrink ray gun on a classroom lesson and nothing else.

Nano Learning is a PEDAGOGICAL FRAMEWORK where we work through the entire content base and think hard about how to package it into bite-sized, interactive modules that best help the learner understand and absorb the content and learning points.

We’ll talk more about the science and pedagogical aspects in a subsequent post, but first, let’s think about how we can operationalise Interactive Nano Learning for our organisations.

How do we start?

So, what does an organisation’s Learning & Development team need to do, to put this into practice?

  1. Start Small (pun intended) — Rather than propose an institution-wide overhaul, start by securing the support of a small group of stakeholders, and use it to get corporate leaders’ buy-in.
  2. Involve the TRAINER — Interactive Nano Learning never REPLACES the trainer & the educator, and we should work with in-house (or external) trainers to repackage learning content into a series of bite-sizes. Remember that the human brain works well with packs of threes, so that might be a good number to reach for, to keep training digestible, and show a progression path.
  3. Reach the LEARNER — The average person today touches his/her phone more than, 2600 times per day. So embrace technology that can help to deliver your training content TO YOUR LEARNER. Hence, a digital platform might be your best bet.

Ultimately, it is all about letting our data guide us. Does this new form of nano learning help deliver content in a better way?

Hence, it’s important that we set very specific milestones and desired end outcomes so that we can measure effectiveness, which will help us secure buy-in to extend the framework to more parts of our organisations.

NanoLearning to Onboard new staff

A good way to start may simply be to take 1 specific training module, like a new-employee onboarding programme (aka induction programme), and break it down into a bite-sized format.

This Nano Learning format can be sent to the new hire ahead of them joining your company, and contain key information that they need to know: Start date, who to report to, dress code (if any), things to bring/prepare for, etc.

Then, when your new employee shows up on Day 1, they at least have some knowledge in their minds, which helps ease them into the new environment.

Talent is the most important resource that every organisation has.

It takes time, effort, and costs to search, interview, recruit and hire every new team member. If employees leave because they feel they are not being trained properly, the re-hiring for the role hurts the cost by explicitly adding to firm hiring costs, and implicitly by dampening morale (and increasing workloads) of team-mates who stay.

So it’s in every organisation’s interest to train employees properly all throughout their journey with the firm.

Interactive Nano Learning can be a big help in making this training bite-sized and on-demand, better delivering the requisite content and skills to members of your team.

Don’t take our word for it. Try it for yourself…

p/s: We’re excited to let you know that WE HAVE LAUNCHED ARCLAB PRO!

ArcLab Pro is a Software-as-a-Service web tool and platform that empowers organisations to build Interactive Nano Learning modules that can be easily distributed to teams to help them onboard and upskill.

ArcLab Pro provides easy-use templates, learner analytics, and everything you need to effectively train your team with Interactive Nano Learning. There’s no software to download or install, no lock-in periods, and no minimum number of learners.

Simply sign up, and start creating and investing in your team TODAY!

ArcLab NanoLearning Builder is so easy to use that a child can use it easily (picture NOT posed). So can you. | Photo: James

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Blog

“Many Paths to Success” — Walking the Talk

with advice & contributions from Huang Shao-Ning, Co-founder of AngelCentral & JobsCentral (any errors are James’)

A seasoned mid-career professional in her 40s recounted her recent experience applying to a few Public Sector roles in Singapore. To her surprise (and dismay), the hiring organisations requested her educational qualifications all the way back to her GCE O-Levels. Without this information, she could not submit her job application.

Juxtapose this anecdote against Singapore’s government’s exhortation to continually upskill and keep our knowledge current. The official message to employers and society (which we agree with):

Don’t view academic qualifications as the marker of success, embrace lifelong learning, be open to new career possibilities and opportunities that may come our way.

So the same government pushing citizens to move away from sole reliance on academic qualifications still asks for these very qualifications when recruiting for public sector positions. It is especially strange that academic grades are still required in the application process for a mid-career position.

Returning to my anecdote, that mid-career individual’s O-Level results have zero bearing on her career performance, where she has proved her mettle through her 20 years of work experience. So there should be no reason for the job portals in question to demand this information as a mandatory submission. Importantly, getting that applicant’s O-Level results will not help the recruiter in assessing the applicant’s suitability for the position.

There are 2 ways to view this:

  1. A trivial IT implementation issue, which can be fixed easily with a line of code to make the request for academic grades non-mandatory.
  2. Part of a bigger public sector mindset-change issue, and needs to be addressed at its roots.

If we take the second view, the Public Sector hiring stakeholders should work together to remedy it more holistically.

The Public Sector is a large ship that takes some time to change course. While political and public sector leaders make the big-picture pronouncements, it takes time for that change to filter downwards and operationalised. Realistically, hiring frameworks and systems need some more time to be adjusted.

Yet adjust it must, and we offer several suggestions for Public Sector employers (and employers in general) to consider, to speed up this change.

 

“Papers, please” | Photo by Bernard Tuck on Unsplash

"Papers, please": A genuine rethink from a recruitment perspective

What is the best way to assess the suitability of job applicants?

1. Never use grades as a non-negotiable filtering tool for prospective candidates.

One of us previously helped with a Public Sector project to review post-graduate scholarship applicants. There was a particular candidate whom we assessed to be a poor fit for the scholarship programme (among other drawbacks, he was unable to speak nor articulate his views clearly). Yet the Public Sector body requested to “upgrade” him to a pass, SIMPLY BECAUSE he had a Degree with First Class Honours.

There ARE valid reasons for academic qualifications to be provided for specific jobs, e.g. medicine, accounting, professional engineering, especially for entry-level or early-career positions. In such situations, paper qualifications are useful as a minimum standard to prove basic technical competency.

In other contexts, e.g. roles where more analytical skills or communication skills are required, academic qualifications or grades are hardly useful to assess candidates’ suitability.

2. Make a more considered effort to PROPERLY PROFILE job requirements.

Employers (both Public & Private Sector) can start by quantifying the hard skills required for the role but also design better filtering mechanisms to assess candidates on the soft skills needed to execute the role effectively, e.g. a well-designed questionnaire or work tests to suss out values/aptitudes that current top performers of the role possesses and hire following that pattern.

Work trials (which our firm uses) are also a good alternative way for Employers to assess candidates’ competency and softer skills, such as communication skills and teamwork. Work trials provide the same opportunity to the job applicant to assess the suitability of the Employer and their comfort in working with potential colleagues.

WE HAVE SUGGESTED AN IDEAL SCENARIO.

The above will take skill, effort, and courage(!) to translate into hiring frameworks. There will also need to be periodic reviews since skillset requirements change over time. One key challenge is how to quantify and effectively communicate the soft skills and “x-factor” required for a role into an advertised job description, and craft it into an interview/assessment framework.

So for a start, a lower-hanging fruit would be effectively quantifying the hard skills required for the role, and working with that as a baseline.

We are conscious that it will take more effort by Employers to operationalise these frameworks (we are Employers ourselves), but we believe the initial hard work will outweigh the time and re-hiring costs to the company of hiring the wrong person for the job, where costs include time wasted from staff turnover and the subsequent re-hiring needed.

In the long run, the hiring organisation wins as it will truly be hiring based on skills profile, resulting in better job hires and benefitting the organisation financially. This contrasts against the usual broad-brush academic qualifications and grades filter of job applicants, which gives the Employer little insight into competency.

Importantly, a move away from a blanket focus on paper qualifications puts the brakes on our country’s systematic discrimination against late-bloomers who may not do so well in the early years of their academic journey. It will also stop the relentless paper chase for academic qualifications’ sake.

There are many stories in the industry (which both of us face as Employers) of polytechnic graduates “obsessed” to get a degree after one to two years of working and saving up. This phenomenon may serve to translate to a vicious cycle of more re-hiring and re-training costs for Employers. Such an obsession to get a Government-recognised degree at times could also sometimes totally blinker polytechnic graduates in career planning, inadvertently leading to poor financial outcomes.

We recall the example of an ex-staff (fresh polytechnic graduate), who after one year of working with the firm, was accepted into a local university to read Electronic Engineering. This individual was working with us as a designer, and was in fact a very good one! However, for the sake of the “paper with the logo of a local university”, he suppressed his own professional and career interests and took on a student loan to do the engineering degree which was not in line with his interest at all. He gave up after one year and enrolled himself in a private university to study a creative discipline that was closer to his real interests. This individual wasted time and money, all for the (misguided) pursuit of a University Degree for its own sake.

The sad truth is that it was perfectly rational for the above-mentioned polytechnic graduate to “aspire” towards a University Degree.

For an employee-track career (unlike in entrepreneurship), university graduates have consistently advanced faster and higher than polytechnic graduates, and their salaries have grown more quickly. So these point toward getting “that University Degree”, because every Employer looks out for it, and rewards those who possess them.

The media sometimes profiles non-graduates that have done well in their careers, e.g. the recent story of non-graduate school principals. Sadly, these stories only serve as the exceptions that prove the rule.

There are not yet any CONSISTENT examples of non-graduates rising to leadership roles in the Public Sector or professional corporate sphere (unlike in the business world where there is consistently a higher percentage of high-performing non-graduate entrepreneurs).

We look forward to the day where non-graduates in leadership roles are no longer newsworthy.

 

Lifelong Learning; Verified Credentials | Photo by Wadi Lissa on Unsplash

Lifelong Learning

The other side of the coin is improving the skills base of job-seekers. To that end, our SkillsFuture Singapore and Workforce Singapore public agencies have rolled out a plethora of schemes that promote the continued improvement of individuals skills to remain employable.

Flagship programme SkillsFuture was launched as a national lifelong learning movement to provide Singaporeans with the (quote) “opportunity to develop ourselves to the fullest, achieving skills competency and mastery”. The programme is intended to tangentially complement our traditionally rigorous (and perhaps ruthlessly efficient) academic education framework.

As of Feb 2018, ~300,000 individuals have utilised their SkillsFuture Credits for upskilling courses. So from a numbers perspective, there IS take-up, especially in Infocomm technology (according to the Agency), which represents the jobs of the future, and which our economy lacks in our talent base.

From a scan of new programmes being offered by our tertiary and vocational learning institutions, the direction appears to be right. But only time will tell.

For now, the jury is still out on the effectiveness of SkillsFuture, as this will need more years of data. We will need to track end outcomes, i.e. are employers now able to find the right fit of talent, and insufficient numbers, to meet workplace needs, even as the advent of new technologies create new “industries” like e/m-commerce and fintech. These have required new skills and created demand for certain jobs, even as they in parallel create labor efficiencies and reduce demand for other jobs, often structurally.

I believe that more thoughtfully-curated learning paths are required to train deeply-competent professionals in all disciplines. These will presumably need to be effected in collaboration with our tertiary institutions, which should be like the US or Israeli institutions that do not preclude non-alumni from participating.

We caution that SkillsFuture must not become a marketplace of entry-level courses, or we risk never being able to produce an adequately high-value and highly-trained workforce.

Nano-Credentials: Adding a Skills-based alternative / complement

As outlined, there are strong calls for a Skills-based framework to complement or serve as an alternative to academic qualifications. We believe this can be framed into a coherent accreditation framework, which we coin “Nano-credentials”

On this front, Singapore has its Workforce Skills Qualification (WSQ) which recognises the skills and competencies of participants in approved training programmes.

There are also competing disparate verticals. For example, individual industries and associations may also provide their own form of accreditation. Tracking and recognition of such training and competency are less straightforward. Learners may also have to justify the courses undertaken to current or would-be employers.

Since no one is presumably “ashamed” of our qualifications, I question if is there a better way to track and populate ALL our qualifications, achievements, skills into a “central database” for individuals to “allow access” to selected parties, e.g. totally public, or only to companies one applies to for jobs, etc.

In terms of tracking qualifications — should we also move away from just tracking only formal degrees and certifications, and are we able to create a centralised (or de-centralised(?)) Nano Credential framework that consolidates and maps skills that individuals have learned from bite-sized courses which are contextual and on-demand?

I believe the answer is yes, especially as technology continues to improve. There are providers with technology that can help to coalesce and VERIFY all training and certifications centrally (or “de-centrally” — blockchain perhaps(?)).

The more able frameworks can also provide ways for individuals to assess current skills competencies and suggest upskilling pathways towards the desired goal, e.g. Head Chef at a leading hotel in 5–7 years. and work backward from the desired end outcome and provide recommendations to the individual.

Conclusions

Our belief is that the traditional ways of hiring are outdated. We particularly frown on the antiquated practice of would-be employers demanding educational qualifications and grades, especially for mid-career positions.

I believe there are better ways for individuals to manage and provide their skills and qualifications to parties of THEIR choosing, through a consolidated skills assessment and accreditation framework.

The key goal that employers should aim for, and put our money and hiring decisions behind, is to hire based on skills rather than qualifications or grades. These need to be built into recruitment systems and job portals, and the philosophy OPERATIONALISED at the hiring manager level.

The Public Sector is a major employer in Singapore. Walking the talk sends a strong message to other employers and the job-seeking public that it is serious about “alternative pathways to success”.

I have faith that it can, and we’re ready to play our part.

Visit ArcLab to find out more about how we’re helping with Lifelong Learning and Skills-based hiring.

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INTERACTIVE nano learning

INTERACTIVE nano learning

“Tell me & I forget. Teach me & I may remember. INVOLVE me & I learn.” — Benjamin Franklin

 

How fun to build AND learn | “A little boy playing with different colored legos” by Caleb Woods on Unsplash

Singapore’s Budget 2018 Speech (where the Finance Minister announced the future increase of Goods & Services Tax to 9%) had a small section on “Support for Financial Planning”. Within it was a move to “pilot a new financial education curriculum” at Singapore’s Polytechnics and Institutes of Technical Education.

Financial Education (#FinEd) was the origins of Oikonopolis, a SimCity-esque learning game that taught teenagers Economics and Personal Finance – created by my first startup, Innervative, in 2013. We made mistakes (being business newbies) in the running of Innervative, but Oikonopolis’ product cycle and startup journey was a great learning experience.

I started ArcLab as a concept in 2018, drawing on lessons from the Oikonopolis product journey to build a full-fledged EduTech business. ArcLab adopted 3 key principles as we designed and developed our learning product’s POC:

1. Learning must be ENGAGING

We need our learners to be engaged in the experience that the product delivers. Otherwise, there is no opportunity for any content to be conveyed, meaning there is no learning. A recent IPSOS study revealed that 90% of US employees emphasised the importance of engagement in learning.

2. Learning must be EFFICIENT

With the average human attention span these days under 8 seconds, the learning process in our product can’t be draggy. If not, we lose our learners to distractions like binge-watching movies, or the latest kitten YouTube video.

(More on efficient learning in my next piece: “Size Matters”).

3. Learning must be EFFECTIVE

Most. Critical. Aspect.

The key metrics of learning products are not the number of downloads or active users.

Instead, the most important metric whether learners have learnt what they’re meant to, by design (or even not by design). Otherwise, nothing else matters.

 

What’s the most effective way to help me learn? | Photo by pan xiaozhen on Unsplash

Effective Learning

How do we measure a product’s learning effectiveness? Simply put, it’s to assess whether the learner meets learning outcomes.

Take the field of game-based learning.

One of games’ key benefits is the ability to engage its players; many of us recall childhoods when countless hours were spent playing video games.

For years, educators have tried to leverage the power of games to help students learn.

 

Will coating the broccoli with chocolate make a difference? | Photo by FOODISM360 on Unsplash

Game-based learning has often been thrown into disrepute by what is termed “chocolate-coated broccoli”.

E.g., some “edu-games” (a misnomer) might make learners do math problem sums to unlock a game “entertainment level”.

Ultimately, learners are still doing problem sums (“eating broccoli”), and the game is totally redundant in the learning process.

Such games do nothing to promote learning through game mechanics. The game has no need to exist.

I advise all educators to avoid adopting such “chocolate-coated broccoli” games unless the educator’s intent is solely to promote “engagement”.

A digital worksheet does nothing to improve learning, if the original pedagogy wasn’t effective in the first place.

We find that the key to making learning effective is getting students involved in actually doing something interesting that is related to the topic. This should be built into the design mechanics of the learning product — so the learning is intrinsic through participating in the activity.

INTERACTIVE Learning

The learner’s interaction with the learning tool (as opposed to passively listening to a lecture or watching a YouTube “educational” video) — becomes an important part of the pedagogy — for the learner to internalise the lesson or concept taught.

 

Slice Fractions | UluLab

Take Math: A good example is the learning game “Slice Fractions” (by UluLab), which brings learners through a prehistoric game world. Through clever use of slicing lava and ice (SLICE Fractions, geddit? =), the learning game introduces them to the relatively abstract and cerebral concept of parts of a whole, aka fractions. A truly effective learning game. See the results for yourself!

 

Arctopia: Bryan Gets FinEd | Innervative

Or Financial Literacy: Arctopia: Bryan Gets FinEd (FINancial EDucation) by Innervative lets the learner make financial decisions while throwing them life’s curveballs. It makes the learning realistic and the lessons immediately contextually applicable to the learner. Yay for financial goal-setting; nay to impulse buying!

These are just 2 examples where well-designed pedagogy is applied to an interactive product, and successfully takes the learner through the journey and helps them internalise the learning.

I also need to stress the importance of the EDUCATOR, who takes on the role of facilitator and helps the learners make meaning of what they have just experienced.

These learning games (and more) are available on TeacherGaming Desk, EduTech visionaries from Finland, whom Innervative was pleased to collaborate (and whose founders I have become friends) with. #SinFin =)

"INVOLVE" me & I learn

We encourage all educators and workplace trainers to think about how best to involve your learners as they go through the learning process, and how to make them learn interactively.

Ultimately, this interactivity concretises the learning for them, helping them to learn better and making your job easier too.

This is true whether you are an academic teacher, or a workplace educator.

We’ll end with a short story about how Salman Khan, founder of Khan Academy, learns. Salman believes in “mastery learning”, spending hours to:

(i) observe the subject (and master) in practice,

(ii) read about the subject,

(iii) talk to other experts,

(iv) solve problems on the subject and work on projects

(iv) think and ponder more questions and solutions,

(v) consult experts again.

He repeats these until he “gets it”, and internalises the concept.

This is interactive learning at its core: Act -> Learn -> Think -> Apply

That’s how we (and you) make learning effective.

Stayed tuned for my next piece on “interactive NANO learning”.

p/s: We’re excited to let you know that WE HAVE LAUNCHED ARCLAB PRO!

ArcLab Pro is a Software-as-a-Service web tool and platform that empowers organisations to build Interactive Nano Learning modules that can be easily distributed to teams to help them onboard and upskill.

ArcLab Pro provides easy-use templates, learner analytics, and everything you need to effectively train your team with Nano Learning. There’s no software to download or install, no lock-in periods, and no minimum number of learners. Simply sign up, and start building and investing in your team TODAY!

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How to win a 100m race when starting 90m behind everyone

Singapore’s proudest Olympic moment | Joseph Isaac Schooling (Facebook)

12th August 2016 was a proud day for The Little Red Dot. Singapore’s Joseph Schooling made history at the Rio Olympics, winning our first-ever Olympic gold medal.

Schooling won the Men’s 100m Olympic Butterfly Final in an Olympic record time of 50.39 seconds, beating world-class swimmers including swim legend Michael Phelps — the most-decorated-Olympian. Ever.

The Same Starting Line

Schooling’s win was the result of years of dedication and hard work, not to mention sacrifices by his parents and supporters. His training honed his innate talent and skill, and made him stronger and faster, culminating in his (hopefully 1st of many) Olympic triumph.

Yet despite all his effort, if Schooling had swum the race where his competitors were given a 10-second or 10-metre headstart, it’s unlikely he would have prevailed. Neither would he have won if his competitors were given motorised fins attached to their feet and Schooling was forced to swim with a weight tied to his waist.

Schooling won his Olympic gold medal in a FAIR RACE, where every competitor started at the same time (barring time differences reacting to the starter’s horn), swam the same course length, with no extra tools except what they were born with, and honed through training.

They say Life is a Race

Unlike in sports, we don’t start life at the same starting line, nor run our race with the same resources. Some have more to work with, or “privilege”, which can help them run faster and further, and get higher in life.

This theme is not new but has recently taken hold of public consciousness again, in the US as well as Singapore.

Scions of the well-heeled and well-connected mostly continue to do better than their peers (should they even be considered peers?). Realist theory dictates that players in power can rewrite rules of play to continue favouring offspring and descendants, and preserving the status quo. It’s a virtuous cycle for those at the top, and a vicious cycle for those at the bottom.

Of course, while we should not ask for equality of outcomes, most of us believe in equality of opportunity. But the truth is, opportunity is not equal.

Privilege entrenches privilege?

I grew up being taught that one’s standing in life wasn’t fixed or pre-determined. Many friends and people I know had humble family circumstances, yet went on to good careers in corporate, civil service, and the military. Some founded start-ups, pursued academia, sport, or music, became top engineers, scientists, lawyers…

The most remarkable story is that of a chap I met while working in London – a managing director of an investment bank covering our account (I was the Monetary Authority of Singapore’s London-based Portfolio Manager) — with the humblest of beginnings — he was the son of an African goat-herder, did well in school, worked hard, got a job in London, and rose the corporate ranks.

The son of a goat-herder!

In my simplistic view, so what if we don’t start at the same starting line? We can still run fast and go far. Sometimes faster and further than someone starting further ahead.

I simplistically thought it was all about choices. Luck plays a part, but in general, we could improve our standing in life, if we only made GOOD CHOICES. We could make the choice to study harder, work longer, harder, smarter, “network” more… We could be anything we want in life that we set our hearts on, and we had the same opportunities as those higher up the ladder — the essence of the Singaporean / American / {insert country} Dream.

I had several impassion-ed arguments with the missus on this, who told me (in nicer language) I was a fool to believe that everyone CAN make GOOD CHOICES to progress in life, that the same opportunities were open to everyone.

The reality she wanted me to see is not everyone has the OPPORTUNITY to make good choices.

Children in the 3rd-world have nowhere near the same opportunity to make the same choices as children in privileged Singapore.

But I kept thinking back to the goat-herder’s son… and what about that Kenyan’s son who became US President? Or the English teacher who couldn’t get a KFC job and now runs one of the world’s largest companies?

A Mile in their Shoes

I’ve since realised that I and probably many others did not have enough awareness of the specific situations people “without privilege” faced. Often, there is a judgment that one struggled in life because one made bad choices. We frame their situations through the lenses of our own VERY different experiences and contexts.

This judgment borders on arrogance, perhaps elitism as a result of having gone to different schools, and living within very different social strata. These all go to further entrench the differences that are dividing our societies within and without.

I’d spent the last couple of years volunteering with Edugrow for Brighter Tomorrows, an early intervention programme for children from lower-income families, ably administered by the big-hearted people of Life Community Services Society and WeCare @ Marine Parade.

Edugrow is not a pro bono tuition agency. Instead, it aims to work through mentors to help these children build aspirations, character, and important life skills like financial literacy. One of the programme’s key objectives is to brighten and magnify the dreams of these young ones, to bring them beyond their present surroundings, which may not be too uplifting.

Through Edugrow, I got to know a young boy (let’s call him “H”), with whom I spend 1–2 hours every Monday evening.

It was hard in the beginning. One job hazard of being a founder is the tendency to view everything as “problems to solve”. I had pigeonholed my mentoring of H in that framework and perhaps got a bit too analytical about his family background, problems he was facing in school, why the current intervention activities he joined may not be helping, etc. I chaffed (internally) at his academic performance, school attendance issues, staying up late playing computer games, why he was eating dinner so late, why he spent all his money on snacks, why he wasn’t doing his homework, etc.

While my intentions were good, I had framed the situation within MY OWN context. Even though I did not express my negativity (I hope), I had inadvertently adopted a judgmental mindset, which surely wasn’t benefiting H.

I realised later I had missed the point of what I was there for. My “brief” is not to tutor H or solve his problems. It’s simply to be his friend.

H was not a problem to “fix”.

H is a PERSON, a genuinely nice boy, whose first thought always went out to his family whenever he received something nice, a responsible kid who helped his mum take care of his younger siblings when she was at work, who was always carefree and positive, always smiling (even though he was often distracted — but then again who isn’t these days).

H had severe family constraints, not of his own doing. He had to help cook dinner, he had to take care of his younger siblings, and he had to juggle many things. H was mostly doing the best he could, with the knowledge and resources he had. He did not have the OPPORTUNITY to make what in my opinion were the “good choices”.

I have since come to enjoy my time with H a lot more, and hopefully am now able to be a better influence.

When we meet, H and I often cycle (his choice), chatting while we ride. He’s started to open up about issues he faces, and what he is thinking about, and I am honoured that he is choosing to share them with me.

I try not to “offer advice”, but to just nod and ask questions, and hopefully help him to figure out his own way. As part of our mentoring training, we were taught how to encourage the kids we work with to talk, and turn problems brought out into brainstorming sessions where they provide THEIR OWN answers. It is a mindset-shaping move. After we manage to do this a few times, we will hopefully be able to internalise this within the kids.

The next step is to scale up ambitions: If the ambition is to be a cook, could (s)he think about what type of cuisine, what skills to learn and master, how to progress so that there are no dead-end paths and vicious cycles downwards.

The journey is still in its infancy. But I am walking it with H with a much more positive viewfinder. Hopefully, he allows me to walk with him for a long time more, and I am helping in some small way.

 

Is Education still the “Leveller”?

I look at this from 2 angles:

1. Education for the “privileged”

The most fundamental thing to be educated is the fact that one is “privileged”, and others are not. If you have that realisation and want to help bridge the gap, you should first also understand the very different contexts that people who are very unlike you face.

A good way is to help out in programmes like Edugrow, and importantly, not be judgmental.

There are many other organisations that do good work that you can help. Googling should help you find those in your local area, though I’d like to mention 3 in Singapore that I’m personally aware of:

(i) CampVision — Empowerer of marginalised youth, founded by a superwoman who is a Hunter of Heads in her day job, and Shaper of Minds the rest of the time.

(ii) EDIS Cares — CSR initiative that works with underprivileged children, and is advised by another superwoman (exited founder, now angel investor, and mother of 4[!])

(iii) Advocaid — Platform that advocates for those in need through crowdfunding. Founded by a Professor who knows the swimming analogy above very well.

Go to their websites and see if something fits what you can contribute. The easiest thing to do is “click donate”, but if you are able to, please also think about donating time and skill.

If you’re unable to volunteer, at least educate yourself in the contexts our underprivileged friends face, and why making “good choices” (in conventional terms) can sometimes be very hard.

Simulations like Spent are great for adults to learn this, while learning games like Life of Bryan can help privileged children understand the lives of those not as fortunate as them.

And hopefully, there might be a future opportunity to help when your schedule opens up.

 

2. Education for the marginalised

They say education is the greatest leveller. But traditional education systems and methods often do not work for those at the very bottom, for various reasons which I will talk about in a future piece.

Hence, at an organisation level, we have been researching a better way to deliver skills-based education and training to those most in need.

Can we EFFECTIVELY combine education, tech, and HEART to uplift lives at scale? | ArcLab

Our work is still in its early stages, but we are thinking about ways to best use our Nano Learning methodology (bite-sized, on-demand, just-in-time digital learning) — currently being used in the workplace, to help the less privileged.

Our work has 3 prongs:

(i) Researching and refining our Pedagogy to best teach the skills that are needed, in the most effective and time-efficient ways (Fact 1: average attention-span now <8 secs).

(ii) Improving our Technology, to make it easy to self-serve content creation for skills training and scale the reach to impact more lives, ideally in the areas of the world where skilled trainers and educators are scarce.

We will still need to lift lives face-to-face, but the omnipresent smartphones can be great complementary tools (Fact 2: the average person touches his/her phone >2000 times a day).

(iii) More importantly, finding the Partners to work with to uplift lives, at scale. Let us know if you know anyone we should talk to.

Back to that 100m race

I’ll end by giving MY answer to the question I posed in the title.

My answer: it is IMPOSSIBLE to win a 100 m race when starting 90 m behind the other competitors. Unless physics laws change, this is what I’m sticking to.

Thankfully, the race of life is not 100 m. It is a much longer race, and if we remember Aesop’s fable of the tortoise and the hare, there is plenty of room to catch up even if you are disadvantaged and start further behind.

Not all hares in real life are as complacent as Aesop’s. But unlike in the fable, I believe hares can also help tortoises in the race, perhaps through some of the ways I suggest above.

Postscript: The issues touched on in this piece are complex and multi-faceted, which I only manage to skim for brevity’s sake. It is not my intent to trivialise the challenges many faces, and which many are working hard to help with.

I’ll be grateful for ANY feedback and suggestions you might have on how I can better help, or how we could work together to further the cause. Please reach out at james@arclab.io. Thank you.

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Learning in the age of Star Wars

Star Wars fans all over the world eagerly await The Last Jedi. It’s an extreme vision of the frontiers of technology, though science fiction sometimes does lead to science facts.

Back on Earth, we’re seeing more drones around us, there are cars driving themselves, and many other new technologies that would fit right at home in Star Wars.

Positively, these new technologies and other innovations in robotics and artificial intelligence have the potential to do much good for society.

Imagine robots doing all the work we find dangerous, dirty and/or repetitive, like that in Star Wars. Wouldn’t that make our lives better? Technology can also help us do more work with fewer workers and time, a boon as our societies age.

 

Phys.org

But the message that makes headlines is that of ROBOTS TAKING OUR JOBS AWAY.

While I ultimately view technology as neutral, there WILL be groups that are hurt and groups that gain.

Optimists point to the fact that with every major scientific breakthrough, society ultimately harnesses the innovations to create better (and more) jobs.

The “This Time is Different” crowd points to the increased pace of change for this particular transition, raising concerns that robots could displace many more workers much more quickly. This gives little time for the now-redundant workforce to learn new skills that the economy needs.

The person who loses his/her job due to technological innovation is NOT going to care that society overall has benefitted from the new technology. All (s)he experiences is the loss of a job and income, and uncertainty for the family’s future. The pain is felt at a PERSONAL level.

What about Learning?

The best thing to do is get prepared. Technology is a tool, and we can all learn how to use it to our advantage.

The learning can in fact be pretty fun, and accessible for all ages.

For our children, the folks at Tinkercademy teach the young (& young-at-heart) coding and electronics in a fun and relevant way.

The climax of a recent Tinkercademy coding class was a race of littleBits R2s droids to the finish line. VROOOM!!

Besides stoking “Fast & Furious” ambitions (no bad thing if properly applied), the kids learned to use their hands and tools to build a hardware and learned to program the software to control their R2 droids.

They mastered the technology. It became their friend.

Step 1 in preparing for life in the age of Star Wars.

What about Workplace Learning?

Learning can be fun for the working crowd too.

Crucially, it needs to be EFFECTIVE.

I was reading Star Wars from a Certain Point of View (yes, all about Star Wars here… ). The blue-boxed section is about the “e-learning” experience of officers from the Empire (the ‘bad’ guys), obviously ineffective.

 

Despite Star Wars’ technological advances, learning hasn’t quite kept pace…

It’s a reminder to us that education practices aren’t innovating enough compared to the breathtaking developments in other sectors.

That’s the irony. We are upgrading many parts of our economy, from retail to transport to finance to healthcare, with breakneck speed.

But we’re not upgrading the most important part as much or as quickly: Us, People. Human Beings.

That needs to change, and we’re working hard to help.

We’re working particularly hard to help up-skill the under-served groups of the economy: the factory worker, the F&B professional, the retail assistant, the store clerk, the construction worker… traditional “Blue Collar” folk.

We believe that new (and newly-designed) jobs will be created in these existing industries and occupations, and their existing workforce needs the most help in up-skilling.

We’re focussing first on the efficacy of the learning, taking into account shortening attention spans, and our new on-the-go, on-demand lifestyles.

Here’s what’s in store:

Learning that is easily consume-able, effective, and not just “acknowledged” like that hapless Star Wars character I read about.

Learning, that workers can access on-the-go, leads to tangibly better skills and hopefully higher pay.

Learning that is interactive, trackable and seamlessly integrated into HR practice, gives managers insight into their staff’s learning and helps them to holistically develop staff to contribute productively to business goals.

Learning that is holistic, effective, scalable, and saves companies and managers time and cost.

Say hello to Learning in the Age of Star Wars.

Say hello to Interactive Nano Learning.

May the Force be with you <(-_-)>

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Singapore will never make the World Cup

My brother Roy and I are part of the generation who grew up watching Malaysia Cup football at the old National Stadium. To us, the Kallang Wave was not a mall; it’s the passion of 55,000 fans.

At the old National Stadium, we cheered the 1994 Malaysia Cup winners, Singapore’s best-ever football team captained by Fandi Ahmad (still our only world-class footballer). Ranking high in our memories was the National Stadium’s greatest goal — THAT Sundram bicycle kick against Brunei. I was seated near the corner flag where Nazri delivered the cross. It was magic.

Singapore football’s greatest goal | Image credits: The New Paper

The ill-fated “Goal 2010” initiative was mooted some years later. Perhaps coincidentally, Singapore football began its downward spiral.

Today, in 2017, Singapore is nowhere near the World Cup. We’re not even Southeast Asia’s best team anymore. There is little joy in watching Singapore football. We’ve no more local football heroes, and struggle to fill our stadiums.

I’m no football expert, so can’t analyse what went wrong.

But the good thing about hitting rock bottom is there’s no way to go but up.

Grassroots Football and Intrinsic Motivations

Commentators point to strong “grassroots” movement as the driving force behind the rise of Iceland and Belgium from football minnows into world-beaters.

Where you would once struggle to name even 1 Belgian or Icelandic player, they are now lynchpins in top European clubs, including the Belgian trio (Vertonghen, Alderweireld & Dembele) of the mighty Tottenham Hotspur, who stands toe-to-toe with Champions League winners, Real Madrid. =)

One reason for success stemming from grassroots movements is the internalisation of motivations, which propels us to work harder than if change was pushed from external sources. Everyone fights harder when it’s a change WE believe in.

We’ve not had good grassroots football in Singapore for some time.

But there are green shoots.

A “grassroots” movement of kids’ football is taking flight, ironically from a government-led start: ActiveSG Football Academy (which must rank as one of SportSG’s best initiatives). Hundreds of boys and girls train in satellite centres all over Singapore 3 times a week: learning football, teamwork, sportsmanship and discipline. Parents are involved too; some join as assistant coaches, and some form their own ancillary sports activity groups. Fun and healthy, while spending time with the kids outdoors.

 

Grassroots Football: ActiveSG | Facebook

My daughter trained at the centre run by Malaysia Cup ’94 champion Steven Tan (how cool that Papa grew up watching “Coach Steven” as a player). I’ve no expectations she will be a professional footballer, but we will support her if it’s what she chooses.

I see the bunch of kids at training every weekend and can’t help but harbour hopes for our football future. Singapore still may not get to the World Cup, but we’ve started a movement, and our kids are better for it.

Multipliers through Upskilling Local Coaches

“Training the trainers” create multiplier effects, as great coaches spread good football techniques and life skills to ever-larger audiences of young footballers.

First Kick Academy (“FKA”) is doing just this. Their coach training programmes concentrate on training good people first, before training them to be good coaches.

FKA boss Jimmy is a former youth football player. Jimmy embraces the best coaching methods and partners with top football clubs worldwide such as Dutch club Sparta Rotterdam to import best-in-class coach training methods, infused with his own local knowledge and expertise.

I’m a big fan of Jimmy and FKA. I admire their international outlook, adoption of best-in-class methods, and embracing of technology to increase their programmes’ effectiveness and reach.

In a world where we need to keep “upskilling” ourselves, FKA is leading the charge with football coaches.

If you’ve interest to be a football coach, try FKA’s Nano Coach Profiler (which ArcLab worked with FKA to digitally embed their coaching philosophy using our nano learning tool) to see if you fit the bill. Or send it to those you think could benefit from FKA’s programme:

Take the FKA Coach Profiler

Singapore will never make the World Cup…

But I’m waiting for ActiveSG and First Kick Academy to prove me wrong, and look forward to the day that the Singapore Lions and Lionesses fly our national flag at the World Cup…

(And if you want to create your own Interactive Nano Learning content, it’s as easy as 1–2–3).

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