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Making the Most of Your VAIRKKO Free Trial

  • September 03, 2019
  • VAIRKKO
You'll be happy to hear that a VAIRKKO free trial includes everything for each of the products that you are trialing that you would find in the paid version! There isn't anything that you would receive as an upgrade after you purchase because we want to make sure you're aware of everything that is available to you should you decide to pay for the software. A free trial lasts for 30 days and is totally risk free - which means you don't have to enter your credit card information - once your time is up, you will be logged out of the platform until you purchase.
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Tracking Compliance in Highly Regulated Industries

  • August 20, 2019
  • VAIRKKO

With increasing regulation within many industries, keeping track of what is important and necessary  can be quite a task for any human resources department - not to mention, time consuming. With looming audits, and fear of falling out of compliance, there are many moving parts that HR professionals need to keep in check. 

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Three Ways to Use VAIRKKO's New QR Verify

  • August 13, 2019
  • VAIRKKO

VAIRKKO released a new feature in the Certification Cloud platform called QR Verify. The system helps employers to quickly check certification status for their employees while out in the field without access to their VAIRKKO platform.

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Buried Treasure: The Lost Data Points Training Leaders Should Uncover

  • August 06, 2019
  • Erin Gentry

By now, every L&D leader knows that data is crucial. But which data points are getting your attention and energy? Unfortunately, many training managers only measure learner attendance, completion, and maybe feedback scores for satisfaction if they have time. These numbers definitely tell a story, but not the whole story. This data can inform your communication and delivery of training initiatives at best, and send you on a dead-end treasure hunt that doesn't produce results at worst.

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The 10 Commandments of Content

  • July 30, 2019
  • Erin Gentry

Video, gamification, good 'ol PowerPoint. Creating custom learning material is only growing more and more confusing as we acquire more tools and research. We want to take the guessing game out of content creation, and also give you the tools you need to prepare training material that abides by best practices. Here are a few commandments...er....suggestions for compiling outstanding custom content.

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Learning is a Journey, Not an Event

  • July 23, 2019
  • Erin Gentry

As Learning & Development professionals, there are phrases we hear often that spin us into a flurry of planning, executing, hoping and praying. But what's just as important as these sentences? The unspoken additional context that goes with it:

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Press Release: VAIRKKO Releases QR Code Platform to All Users

  • June 11, 2019
  • VAIRKKO

For Immediate Release - June 11, 2019

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3 Benefits of Adopting Performance Management Software

  • April 23, 2019
  • VAIRKKO

Software solutions are popping up everywhere, for almost every process imaginable. While sometimes software can get a bad rep, that it might replace a workers job, there’s a different way to look at it: it helps every worker accomplish more. Most software solutions are designed to aid a worker, not replace them. In the case of Human Resources software, these solutions are designed to handle tasks that are necessary while creating time for the human resources professional and managers to complete tasks that need human interaction and decision-making capabilities.

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Talent Management in 140 Characters or Less

  • April 16, 2019
  • VAIRKKO

The next terminology in our tweetable series: Talent Management. We’ll sum this up in 140 characters or less so you can make a mental note and move on. Who has time for long blog posts on one concept?

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360-Degree Feedback: The Full Circle

  • April 09, 2019
  • VAIRKKO

When organizations first began the process of performance evaluations or appraisals, the feedback typically flows from the top-down and ends there. Supervisors provide feedback to their direct reports, often times individual contributors. This leaves a lot to be desired, not only is the expectation that the supervisor has a thorough grasp on the work that the subordinate does (and remembers it), but the supervisor is also left unchecked for how the working relationship is going from the viewpoint of the subordinate. The aforementioned type of feedback is typically referred to as “downward feedback” because the conversation stems from the top and flows downward.

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