According to current statistics, hundreds of thousands graduates in Malaysia are jobless, and it’s due to elements which fail them in the interview stage.

Are these fresh Malaysian graduates actually incompetent? The answer is no, but how can you ensure that you are properly prepared to head into the workforce after graduating. We take a closer look at how we can start to diminish all the negative perception towards our future colleagues and leaders.

As we are all aware, coming into the world of employment is a dramatic change of pace compared to the lives graduates completing their studies. This is a world where they need to prove themselves even before being hired.

Imagine scrolling through job-posts and finding that everyone listing states that “2 years’ experience is required”.

The average person will send in an application hoping to be called for the interview and plan to portray a so-called fast learner with an energetic and brilliant personality, and although they may possess the quality required, they still fail the interview.

This is primarily due to the applicant’s inability to express these qualities during the interview process. Employers describe them as not having the required critical thinking ability, no ability to take the initiative, lacking in communication skills, and so on.

However, these factors are not a true representation of the applicants. Fresh graduates are just not being prepped well enough to handle the interview process. They need some tips and guidance to have the ability to conveying their capabilities.

So, how do they do this? That’s where Go1 comes in!

It’s important to look at solving this predicament from both the perspective of the applicant and the employer.

APPLICANT: Stop going into interviews unprepared! Acquire the skills, knowledge and information needed to have the power in conveying your abilities. It’s time for a CHANGE!

When you don’t have any work experience it’s is hard to answer any questions that will relate to the position you are applying for. Instead, focus on your assets that will be used to within the position that will show your employer you will be a good fit for the role. Your assets must be at the same par as the other experienced applicants.

For example, although a student has multiple times used Microsoft Office in doing their assignments, it is NOTHING compared to the usage of working environments. So, explaining to the interviewer that you are at an intermediate level (and pursuing expert level) due to the online courses which you have taken would surely help a lot.

Also, fluently expressing your knowledge in Cyber Security Basics, Accounting Equation or anything related to the job being applied is always the way for winning an interview.

Trust me when I say that those examples above are something that have not been seen through my experience. Yet, is EASILY achievable..

EMPLOYER: Start digging for talent in the interview sessions. Be creative! Look outside the immediate role and consider how the applicant will fit into the wider organization.

In Delivering Happiness by Tony Hsieh, Tom says “my problem with recruiting was not the actual function of recruiting, IT WAS THE LACK OF CREATIVITY AND ADVENTURE in my work that had been killing me softly….”.

Acquiring more knowledge is a good start to being creative and adventurous. Find ways on picking up talent that will benefit the company. A skilled interviewer must always be selective about hiring. An experienced candidate is not always good for the organization.

It is the people we choose that creates the culture in the organization. Creating the right culture through the right people will benefit organizations in the long run. Keep the organization relevant & competitive by choosing the right people for success and move towards a better future.

Both graduates and employers are holding on to a tradition that has resulted in the current statistic of jobless future leaders.

Online learning is the best acquirable mode of knowledge that is best suited to implement these changes. A valuable and inexpensive resource to consider is a platform which enable a user to find, filter and even share the content accordingly to their needs. Go1 Premium is the answer!

Everything you need from professional development, leadership, Human Resource, IT, sales skill and communications is available and they are all created by experts.

It is cost-effective, certificates issued, 24-hour support, and the freedom to choose in the spirit of betterment. Get started with Go1 Premium today. You are one step towards a better future reality!

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Top challenges facing Malaysian graduates entering the workforce

We have all heard that “Content is King” in the world of digital marketing, but it is important to remember the same is true for e-learning. We must remember that quality is still important in the modern learning age, not just quantity.

Here at Go1 we are looking to demonstrate that quality through the top 10 most popular courses we have available for you on the Totara integration. These courses are part of the Go1 Premium package of content, and will enable you to access hundreds of courses over many topics.

In our first webinar for Totara Partners, we will be taking a closer look at the content available through Go1. This content can provide a substantial value add, and help to drive additional recurring revenue.

Want to get started with Go1 Content? Talk to our team today

View the top 10 most popular courses in Go1

Time is everything in business and procrastination is the thief of time.

But with this course, you can learn how to improve your organization skills and ways you can plan and prioritize tasks effectively. By managing your time better and efficiently, you can be more productive in the workplace.

As part of the personal development collection, this course is suitable for anyone that wants to improve their time management skills.

You’ll learn all about the four essential pillars of time management and how you can use them in your life and career, using an animated and interactive interface.

This includes realizing ways to avoid procrastination and how multi-tasking and focusing are keys to success. There is also a quiz at the end of each topic to test your knowledge. You’re onto a winner with this course!

Excel is one of the most popular programs out there and a stable in many workplace environments. But, not everyone is as tech-savvy as they’d like to be, so this Excel for Beginners course will get you up to speed!

With interactive and step-by-step content, this course is all about learning how to do the basics on Excel yourself, instead of just sitting back and listening. Users can digest bite-size topics to learn everything at their own pace, as well as practice the steps themselves.

This course is suitable for people that are new to Excel 2016 or using spreadsheets altogether, as well as being a refresher course for others to gain confidence and more knowledge of the uses of Excel.

You know what they say – teamwork makes the dream work! This Team Working Excellence course is all about how you can work together with others and improve your communication skills and performance.

To become a team player, this course explains why team working is important and how you can collaborate with others effectively, as well as dealing with conflict.

As part of the personal development collection, this is an interactive course that keeps users engaged with interesting stories and bite-size activities. With a quiz at the end of each topic, users can test their knowledge and retain information to use in real life scenarios.

Anyone that works in a team or manages one can learn all about the four key skills needed to improve team working performance for future success in this course.

When the office is busy and work seems to be stacking up on our desk, it’s easy to get stressed and feel out of your depth. But, we all know it’s not good for our health or for being productive in the workplace.

Now with the Managing Emotions course, users can work on ways to take the intensity out of their working lives and filter in more positive ways of thinking and acting on a daily basis.

This course is suitable for every employee, including managers and covers how you can develop enthusiasm when the times get tough and ways to use anxiety as a tool for success. You don’t have to be your worst enemy anymore!

Being professional and courteous is essential when you work in customer service, especially when you’re answering telephone calls.

The way you interact with a customer represents your company and you have the ability to secure lifelong clients within only a few minutes of a conversation.

With this animated Telephone Etiquette course, users can learn all about the seven steps to providing excellent service, with good manners and effective communication to improve the experience for customers.

This includes how to answer calls and introduce yourself, ways to provide your full attention and take good notes, as well as how you can resolve issues and end the call on a positive note.

This course is part of the customer service collection, which makes it valuable for any employee that works in a customer service role. But, it can also be a useful course for anyone that wishes to learn about practicing good telephone etiquette in the workplace.

The way that employees handle complaints is essential to retaining customers and sharing positive company representation.

Of course, it’s not always easy when you have difficult clients and tough situations. With the Compliant Handling course, users can learn how to turn a negative into a positive in only a few simple steps.

This course is part of the customer service collection, which means it’s a great choice as training for customer-facing employees. It explains why it’s important to possess complaint skills and how you can put yourself in the customer’s shoes to reach a compromise.

In addition, the course teaches you how to find a solution for a positive outcome that will make sure you and your company are seen in the best light.

Training for manual handling shouldn’t be underestimated – without it, employees can make mistakes and even suffer serious injury. This is especially true if an employee’s around hazardous substances or activities.

This Manual Handling course teaches workers the controls that should be applied in the workplace when there is manual handling involved.

The course explains what manual handling includes and how you can define hazardous activities, before teaching the controls that should be used to reduce risk to health and exposure to injury.

This content is aimed at workers that conduct manual handling in the workplace as a refresh course for regular training.

Some people are born confidence and natural speakers. But for the rest of us, it’s skill that has to be practiced and honed since it plays a crucial role in business and in the working world.

As part of the personal development collection, this Presenting and Power course will help users build their confidence and learn how to conduct an effective presentation in front of a group of colleagues or wider audience.

In particular, this course teaches techniques to captivate and persuade an audience, as well as motivate and inspire others. What’s more, these presentation skills are used by some of the best public speakers in the world!

There are also methods that can be used to overcome the fear of public speaking and how to create the best presentation – this course is the whole package!

One of the most important skills to have in the workplace is the ability to communicate with others. Not to mention, this is a skill that’s essential in life too!

This course is from the personal development collection and is designed to help users become a better and more effective communicator with others.

Anyone can benefit from this Communicating Effectively course and improve their communication skills. Through interactive content, you can learn listening and questioning techniques, as well as how your body language can speak louder than words.

In addition, users can master written and email etiquette skills, with a quiz at the end of each topic to test what you have learned effectively.

Accidents on the road can take place at any time and this includes during working hours. You can never learn too much about driver safety and this course focuses on how you can stay safe and lower the chance of accidents happening.

This is especially important for those employees who drive as part of their workplace duties.

With this 30 minute course, users can listen to the significance of driver safety and the most common causes of motor vehicle accidents on the road.

This course also teaches the ways you can prevent driver fatigue and comply with driver management procedures while at work.

Want to get started? Talk to one of our team members today

We hear the phrase ‘duty of care’ all the time, especially in the health and social care industry. But, a lot of people don’t know what it actually means when it comes down to it and what responsibilities are expected from them.

To keep it simple, we often have a duty of care to keep other people safe, protecting them from harm and bad situations, whether it’s caused by themselves or others.

Usually, this duty arises from a working relationship, like a client or patient, as well as to towards other employees and even your organization.

Of course, we aren’t just talking about a moral obligation. Having a duty of care is a legal obligation too. In this respect, you don’t have a choice what your responsibilities are – you are expected to follow them to the best of your abilities to abide by company and legal rules.

This is why it’s important to learn all about duty of care and what your responsibilities are so you can do everything right.

In addition, it’s essential to know what’s expected of you so you can figure out what you should do if something goes wrong. Both employees and managers can benefit from training on this subject and this is where a duty of care training course will help.

Things can get complicated, especially when your duty of care clashes with someone’s individual rights. For example, if a patient makes a choice that you disagree with or you feel is unsafe.

It’s crucial to remember that you can advise someone and even carry out a risk assessment, but ultimately, it’s their choice and you can’t decide for them. Your duty of care is to promote wellbeing and safety, but not control the situation.

You’ve got to respect individual rights, promote independence and enable the person to make an informed choice on their own. The only exception to this is if the individual lacks the capability to understand the choices they are making due to a mental capacity issue.

Duty of care includes supporting individuals with complaints and this even applies if it’s to do with the care you’ve provided. This section explains that the best way to deal with comments is quickly and as positively as possible.

Complaints are a learning opportunity for you and you can use it as a way to look for improvements. In addition, it’s also required by legislation and local authorities to listen to patient comments.

It’s all about creating an environment where there’s an honest approach to dealing with someone’s comments or complaints.

Ways you can do this include providing a private setting, adhering to confidentiality, using active listening skills, not judging someone, offering support and thanking them for feedback.

Why is a duty of care training course important?

It’s always vital that employees know what’s expected of them and are aware of their responsibilities in the workplace, especially towards patients and colleagues.

With a duty of care training course, employees can be clear on what their role includes, as well as what they can do if they experience a problem regarding their duty of care.

This will make sure that patients receive the best care possible and it will avoid any negligence cases being brought against the employee and organization in the future.

Get Duty of Care for your team with Go1 Premium now!

Your one-on-one meeting with your boss is your most important work meeting. There are many reasons for this, but, crucially, your relationship with your boss has a significant influence on your happiness, engagement, and success at work. However, has your boss has been trained in how to have effective one on one meetings? For that matter, have you? 

One-on-one meetings are one of those vital life skills that they just don’t teach in school.  While it might seem like an intuitive skill, many underlying tricks and nuances can help you get the most out of your one-on-one meetings. As such, we’ll explain why one-on-one meetings are so important, before analysing the skills you need to make your one-on-one meetings count. 

Why are one-on-one meetings so important?

Hypercontext’s recent State of One-on-ones Report provides crucial insights into why one-on-one meetings are so important. After surveying more than 200 managers across 30 industries with 985 direct reports, they found that 94% of managers have regular one-on-one meetings, with 48.5% holding these meetings weekly. 

The most common purpose of one-on-one meetings is to understand and eliminate roadblocks (70.4%), followed by a pulse check on how employees are feeling (60.7%), and status updates for specific projects (53.6%).

Further, those surveyed identified the following common topics that are discussed regularly in one-on-one meetings: 

Additionally, most managers agree that devising a one-on-one meeting agenda should be a shared responsibility. 49% of managers say that both the manager and the employee should contribute to the one-on-one meeting agenda, while 15% say that they own the meeting agenda but wish their employees would. 

Finally, the top three challenges that managers face during one-on-one meetings are: ensuring they’re providing value to direct reports (34%), getting direct reports to contribute to the agenda (22%), and having meaningful, productive conversations (​​17%).

These statistics send two clear messages. Firstly, one-on-one meetings are vital for everything from growth and development to performance and motivation, underscoring why they are your most important meeting. Secondly, many managers wish that employees would take more control of driving one-on-one meetings. 

Below, we’ll explore how employees can do exactly that. 

How to make your one-on-one meetings count

You can’t always leave it up to your boss to tell you what you need to know. That’s not to say there’s anything wrong with your boss. It’s simply that they may be busy, distracted or — worst case — hasn’t received the proper training to manage employees. 

Instead, take matters into your own hands by asking these essential questions in your next one-on-one meeting.

PS: This article includes content from the online course “One on One Meetings with your Boss.” Find out more here, or, access our course on How to manage your employees in 30 minutes a week.

One of the most important steps to optimising your one-on-one meeting is checking in with your expectations. To get started, you might want to ask yourself some of the following questions:

What am I doing that is working and why? Do you want more of this and how?

What am I doing that needs to change? Why and how?

What am I doing that I should stop doing?

What do I want to get out of this meeting? How? 

2.  Growth, personal development, and career progression

Some bosses are great at developing their employees, while others, unfortunately, don't have a clue. Here are a few questions to ask your boss that will help you create a better future:

What future roles do you see as suitable for my skill-set and career progression?

What skills should I develop to do my job better?

What skills should I develop to support my career progression?

What responsibilities can I take over as part of career development or building my network/experience?

Can you please give me X responsibility (because I think I can do a good job at it or it will develop my experience/network)? Some bosses prefer their employees to be proactive. If you want responsibilities, ask for them.

Can you please support me in learning about X? (via coaching or sponsoring training - see 9 Ways to Get Your Company to Pay for Your Training. If you want training, ask for it specifically and justify why it supports your boss' goals.)

What do you think my blind spots are that are holding me back?

What do you think are my strengths that I should focus on?

Are there any people I should develop a better network with? Would you introduce us or put us on a project together?

As Hypercontext’s report identified, alignment to the company’s mission is one of the most commonly discussed topics in one-on-one meetings. To ensure you’re aligned with your manager’s priorities, try asking the following during your next one-on-one meeting: 

What is the highest priority for you right now?

What items are a lower priority? What's the possibility of these being cancelled/postponed indefinitely?

My workload is currently at capacity, is there anything we could reshuffle or reprioritise to help with this? 

Are there any upcoming priorities that I should be aware of? 

Are there any tools we could use to help align priorities more smoothly?

Do you think I do a good job at prioritising? Is there anything I should be doing to upskill in this area? 

Is there anything I need to know about you, the team, or the business?

To do your job effectively and efficiently, you need access to a variety of tools and resources. If a lack of resources is blocking your progress, it’s important to bring this up in your one-on-one meeting. For instance: 

I am struggling with project X, do you think we could source a new tool to help with this? 

Are there any areas you have noticed where we are lacking in resources? 

I am trying to achieve X, can you please help me with Y because of Z?

These questions will show your boss that you're on their side and want to make a meaningful contribution.

These questions will also help you understand your boss better and build a better working relationship with your boss.

Is there anything I can do to help the team run more smoothly?

Need some support with your one-on-one meetings? Go1 can help. Start your free trial today to access dedicated courses on Making your meetings more effective, Managing productive meetings, and many more.

For more insights, be sure to subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

We’ll explain why one-on-one meetings are so important, before analysing the skills you need to make your one-on-one meetings count. 

Questions you must ask your boss in one-on-one meetings

This month, it’s a good idea to set aside some time to make sure your company’s social media policy is up-to-date.

Social media certainly has its benefits in the business world, allowing us to connect like never before, and increasing the diversity and volume of recruitment. There’s no doubt that using social media in the right way can raise more awareness of your organisation and what it does. But the world of social media can also have its downside.

We’ve seen many brands damage their reputations – and profits – through social media mishaps. We’ve also heard the stories of workers being fired for their careless use of social media. And with new social media platforms appearing on the scene all the time, it’s important to know the potential risks they could have for your company and employees.

The fact is, your social media policy must be as fast-paced and fluid as social media itself, to keep up-to-date with what’s going on in the digital landscape. That’s why it’s so important that all businesses, large and small, make sure their social media policy is regularly reviewed and updated. So when did you last review your policy?

Meghan M. Biro, founder and CEO of TalentCulture Consulting Group, is a firm believer in annual reviews for corporate social media policies, recommending that companies update their policy at least on an annual basis to reflect industry changes, avoid legal troubles and protect company secrets.

Biro also points out that only 51 percent of people said their employers have social media guidelines.

“Developing a social media policy and keeping it up to date will ensure that your employees are aware of what they can and cannot do, help your company avoid violating any rules and ultimately serve to cover the company's you-know-what,” she says.

The Risks of Social Media for Your Company

In a previous article, we’ve talked at length about why you need a good social media policy for your organisation.

These days, with much of our life being documented online, there is a thinner line between what’s private and public. Many people include details of their occupation and employer on their Facebook, Twitter and Instagram accounts, meaning anything that is posted on social media could be seen to reflect that company’s organisational values.

Whether you like it or not, the way in which your employees use Facebook, Twitter and other social media platforms can have an impact on the professional and ethical reputation of your organisation. It can also lead to serious legal ramifications and security risks for the company.

Things can become even more complex when it comes to protecting sensitive or confidential information. How can you know, or control, what content employees are posting on social media?

To avoid any risk from this kind of situation, it’s vital for all businesses to have a strong social media policy in place, outlining guidelines and expected behaviour from their employees.

A good social media policy will help to define what’s appropriate for staff to post about their company on social media channels. Having clearly defined guidelines means all employees know the difference between what’s appropriate and not appropriate to discuss on social media. This information will need to be regularly updated as the business grows and develops.

Your social media policy can also help to safeguard sensitive data from potential hackers and scams. This is really important if you’ve got employees working remotely, or bringing their own devices into work.

Make Sure All Staff are Aware of Your Social Media Policy

Your social media policy should be part of a company-wide training plan that includes everyone in your organisation.

Biro raises a good point: “Just because Sarah is a Millennial, who works in marketing and Joe is a boomer toiling away on the factory floor, don’t assume that Joe knows nothing about social media, and Sarah is the digital native.”

These days, expect employees of all generations and backgrounds to be using social media. The best way to make sure that all staff are aware of the policy and its guidelines is to run social media training.

Basic social media training will let your team know how you expect them to represent your brand online, and what they can and cannot talk about. You’ll be able to make sure staff are familiar with the key points in your social media policy, as well as who to contact if they have any questions or are unsure of what’s appropriate.

Using an online platform to deliver your social media training will help you reach all staff, regardless of geographic location. You can also find plenty of good online courses that will help you in creating your own social media policy.

Take a look at this short one-hour course on Developing a Social Media Policy. This eLearning course is useful for anyone wanting to know more about protecting their business and employees while using social media. You’ll also receive a free social media policy example for you to download at the end.

Need training for your team? Get started with Go1 Premium now!

Does it seem like you’re spending more time working, but less time actually making progress?

Don’t worry, you’re not alone. When you’re in a position of management, you’ve got a lot of responsibilities and one of them is being in charge of other members of staff. This means you’re their first port of call when they need help with a task.

Delegation is a great way to get things done in the office when there are deadlines approaching on the horizon. It makes sure everyone is productive and works towards goals and success together. Of course, some people are better at delegating than others.

Being able to delegate effectively is an important skill and one that’s vital for business. People often make excuses for not delegating work out to other staff, thinking that they can do the job better themselves.

But, the truth is we don’t have all the time in the world and despite what you may think, you’re not always the best person for the job. It’s a skill to recognize this and know what to do about it.

Delegating is all about working as a team and playing to everyone’s strengths. It makes everyone in the workplace valuable and allows you to contribute your ideas and learn new skills.

If you aren’t delegating properly, you risk wasting time and effort and you can even cost your company money.

While some people are naturally good delegators, all isn’t lost for the rest of us. There are certain core skills we can work on to improve our ability to delegate effectively. That’s where a good delegation e-learning course comes to the rescue!

You need to know what tasks are suitable for delegation and when to ask certain employees to perform those tasks. You shouldn’t be delegating tasks that you should be doing, even if you’re running behind schedule. Delegation isn’t about cutting corners.

The three golden rules on delegation are time – do you have enough time to delegate the task? You have to be able to give sufficient instruction and support, as well as make time for corrections.

The second rule relates to availability. Is someone available for the task and have the skills needed for success? Number three is criticality. Is the work critical to the success of a project or the company?

You should always aim to clarify your expectations, by telling employees what they need to do and why it’s important. Establish checkpoints to make sure everything’s achieved on time.

It’s crucial that the person decides how to achieve it and you shouldn’t take much control over the task after it’s delegated. Be sure to define your role and what you can help with, as well as talk about rewards and consequences of a task.

Why is an effective delegation course important?

When you know how to delegate properly, your working life changes for the better. You can be more productive and make sure your team becomes better at their jobs too.

You won’t miss any deadlines and work will be delivered on time – this will avoid you getting stressed and feeling the pressure of other people’s tasks on your shoulders.

With an e-learning course on effective delegation, you can improve your skills and make sure you enjoy these benefits in the workplace.

You’ll never feel overwhelmed by the amount of work on your desk again! Plus, you can be a good manager and lead the way for your employees to learn new skills and have a more fulfilling working life.

Get this course and much more with Go1 Premium now!

Happy New Year! We couldn’t think of a better way to kick off your 2018 than by releasing a stack of cool new updates and tools to help you make this year your best learning year ever!

We have new tools for content creators to gain insights as to how learners are using their content, updates on adding suggested completion dates, a new teaching overview page to let you quickly know how your learners are progressing, updates to both our Awards and Reporting tools, and the ability to change the language of your portal.

You can now specify a date or completion rule on a learning item within a course. When editing a course, click the ellipsis icon (…) for that learning item, then click Settings. You will be able to choose between the scheduled due date being based on commencement of that learning item, or commencement of the parent of that learning item

Note: Due to this addition, we’ve also updated the way in which you access the learning item. When you click on the ellipsis icon for the learning item within the course, you can click View Overview to access the overview of that learning item and Edit to access the edit screen directly.

We have created a new overview dashboard for assessors and content authors which displays a summary of the enrolments and content managed by that user. Users can click through to see the report used to tally each statistic.

You can now see at a glance how your users are tracking against the due dates scheduled for their learning via our new learner enrollments tab. Learner enrollments displays a summary of the enrollments for which you are responsible, along with the due date for that enrollment and a count of the number of days the learner is ahead or behind, in relation to that due date.

Our portal interface now supports English (Australian). You can change the portal language within portal settings and the preference for your account within your user account settings. This primarily impacts the spelling of “Enrolment” throughout the portal.

It’s easier than ever to delegate responsibilities and have your team update training content on your portal. A new content administrator role has been created which allows users with this role to perform all content management actions, without having access to the full rights of a portal administrator.

To make it easier for you to add images to your portal, we have added options that will automatically scale your image to be the correct size so that you don’t need to adjust the image yourself.

Content providers can view a usage dashboard

To allow our content providers to have a better understanding of how users are interacting with their content, we are introducing a new dashboard where users can take a more in depth look into their users, courses, analytics, payments and more.

We now support standalone learning items and awards within awards (up to 4 levels). Simply search for a learning item or award when you click to “Add content” to an award.

We now support assigning credits on learning items within a course. When editing an award, hover over the course card and click on the ellipsis icon, visible from the top right of the card. Click on Configuration, it will open a modal popup. You can select the Child level toggle to allocate credits to the learning items within that course.

The reports tab now shows the child enrolments for that award enrolment, available via an expand/collapse icon to the left of the learner’s name

You can now enrol learners and import enrolments into an award via the reports tab on an award. Click Enrol Users to open a modal popup, containing a list of Learners who are not currently enrolled in that Award.

When you edit an award with the goal Reach a Target or Track Ongoing Learning, you will now have the option to enable external learning records for that award:

If that option is disabled, users cannot add external learning records to their enrolment in the award

If that option is enabled, users can add external learning records to their enrolment in the award via the my progress and learner records tabs

If external learning records are enabled on an award, you can now also enable moderation of those external learning records. Click the Moderation toggle to enable this setting on an award.

If moderation is enabled, external learning records can be added to a learner’s enrolment in the award, but the credits associated with that external learning record don’t count towards the award enrolment until the external learning record has been passed by an administrator.

External learning records can be passed by clicking on the ellipsis icon (…) to the right of the external learning record within the reports tab of an award, and on the learner’s learning records tab, when viewing that tab as an admin, then by selecting Edit. A modal popup will open, asking you if the user passed this enrolment. Enable the toggle and apply the change to pass the learning record.

If an admin adds an external learning record on behalf of a user, it is automatically passed.