Viva Learning Home Screen Provider Not Recognized
The Viva Learning Home screen does not recognize the provider, so the content is not displayed on the screen. The connection to the SharePoint site is normal. However, the content does not come out on the home screen because the provider is not recognized. Please let me know the solution
Viva Learning as an activity source
Hello, I'm exploring options to create a custom learning management system for my company. The first thing I would like to do is to pull data from Microsoft Viva Learning via the Microsoft Graph API, for example to see which courses the employees have completed. The next step will be to write that data on a SharePoint site. However, the https://learn.microsoft.com/en-us/graph/api/resources/viva-learning-api-overview?view=graph-rest-1.0 described in the docs seem to implicate that the data should only flow from the LMS to Viva, and not in the opposite direction. Since Viva Learning has a UI for searching for and completing courses, I would like to use that activity data into my custom LMS. Is this use case possible and does it make sense? Thank you in advanceThe Latest Research: How Investing in Employee Growth and Learning Impacts Employee Productivity
Work culture is constantly evolving and now more than ever we've realized the importance of equipping employees with the necessary training/resources to do their jobs most efficiently. With the current shift of employees now working alongside AI capabilities, there are new skills to be learned to increase work productivity. Below are some of the top skills leaders believe will be essential for employees to learn to adapt to these changes (Work Trend Index, 2023): There is a lot to learn in a variety of different areas, which is why it is important to make sure employees feel well equipped to complete day-to-day tasks and excel in their careers. In an article by Viva Glint’s People Science team that discussed “Learning as a People Success Habit,” employees who were a part of a company that they thought provided them with good opportunities to learn and grow are: 3.6x more likely to report being happy at their current company 3.5x more likely to report they believe their company can help them meet their career goals 2.9x more likely to report they expect they’ll still be with the company in two years’ time Read more about how you can develop a great learning culture in your organization here.An ultimate guide to Viva Learning
My name is Asif Rehmani. I'm the CEO at VisualSP and also a Microsoft MVP. I have been working with Microsoft Viva Learning since it was launched and have presented it at numerous conferences, in webinars and in my writing. The following article is the culmination of all that I know about Viva Learning: https://info.visualsp.com/blog/microsoft-viva-learning It answers the following questions among many more: What Viva Learning is and what it is not? Why you would want to get Viva Learning? What are the differences between the free and paid version? How much does Viva Learning cost? Can you replace your LMS with Viva Learning? It has links to videos where you can watch Viva Learning in action.Key components to drive a culture of learning
My name is Flemming Goldbach and I am the Chief Product Officer and Head of Engineering at LMS365. We are Learning Management platform built into M365 and have been an early adoptor and supporter of Viva Learning. I wanted to start the conversations in this forum but offering a perspective on how to drive a culture of learning. Key components to succeed with this are the following: Make it easy for people to get to the available learning opportunities This is done by ensuring that learning opportunities are available right at the persons fingertips - by being available right where they spend their working time: In Microsoft Teams. Ensure that the relevant learning opportunities are available This can be partially achieved by having relevant insights as to the different needs and connecting with large libraries to quickly offer ready-made generic learning content. However, to provide organization specific learning opportunities as well, learning and development professionals need to engage closely with subject matter experts - or empower those subject matter experts - to create organization specific learning opportunities in form of self-paced training (e-Learning), instructor-led training and/or on-the-job training opportunities. Promote learning successes in the organization This is achieved by ensuring that it is easy for people to keep a single source of truth with tracking of their learning successes (their learning transcript) regardless of where they achieved their learning success. To drive the change in behavior, the organization also need to publicly and loudly promote the learning success of the people in the organization who are front-runners. What other key components to drive a culture of learning do you see?
