Totara Learn forums add an important social element to the online learning experience. Communication between teams or individuals based in different locations can be achieved through a range of forum types. Read –only forums can be created by managers to communicate important information but also to encourage topic discussion threads. Totara Learn’s Q&A style forums are useful for creating scenario-type discussions, for which users can only view responses from other individuals once they submitted their own. Subscriptions emails allow learners to keep track of conversations in the forums and instantly jump back in to make further contributions or begin new discussions.
Collaborate, Create and Inspire
Online learning doesn’t have to be a solo experience. With Totara Learn, there are a number of activities you can utilise to form invaluable communication pathways, not just between learners, but also between learners and those within the company of who possess vital expertise. Glossary and database activities allow both course managers and learners to build searchable knowledge stores and automatic linking of defined terms enables users to navigate through company and sector specific terms. The wiki tool provides learners with a tool to create useful training journals but it can also be used for users to create collaborative content such as best practice guides and new starter information sheets.
Continued Communication
For more focused or time sensitive discussions, course managers can create an unlimited number of chat room environments or schedule live discussions. All chat room discussions can be recorded and saved for learners to access at a later date or for managers to review and assess when required. Totara Learn also offers a site-wide instant messaging tool so that direct messages can be sent between individuals. For safety and privacy purposes, the customisable messaging tool enables users to choose how they receive messages and who from.
A Shared Experience
It is well known across the industry that learners obtain 20% of their knowledge from social interaction so enabling communication between peers is an integral element in the learning and development process. With Totara Learn, your employees can partake in forum discussions and scheduled live chats, create blogs and journals to keep track of their learning journey, collaborate on development activities and access custom-built databases of company information. Course managers can encourage communication between teams and individual learners and record time sensitive discussions. All users across the system can send and receive direct messages and control who they receive them from. All these are valuable tools which directly support the social element of the 70:20:10 model by allowing users to form an online community in which to share, assist, assess and inspire.
One of the biggest challenges faced by online learners is a lack of time. Allocating a time slot within their daily or weekly calendars to professional development and workplace learning can be an arduous task. Work, family and personal commitments mean that as a society, we are constantly on the go and require learning and development to fit into our busy lives without causing disruption.
With the Totara Learn Mobile app, you can provide your learners with a personalised learning portal that they can easily and conveniently access whenever they choose, wherever they may be.
Making Learning Accessible from a Range of Devices
The fully responsive default design of Totara Learn allows users to access their learning resources via PC, laptop, tablet and mobile. To aid navigation and maintain a positive user experience, the innovative platform adapts page layout and navigation controls for each technology so learners can choose to access from whichever device they prefer.
This streamlined and tailored user experience is further supported by the Totara Learn mobile app. Totara’s dedicated interface for mobile devices offers users the convenience of being able to access their course content, complete supporting activities and monitor their learning progress from their mobile phone. Courses created on Totara Learn can be flagged as mobile compatible so you can ensure that users are only delivered learning content that is relevant to their needs and learning requirements.
Making Learning Accessible From Any Location
Totata Learn meets the requirement for making learning accessible on the go but it goes a significant step further by making it accessible offline. Chances are, your learners will need to access content from different locations and internet connectivity isn’t always guaranteed when accessing out of office or away from home. The Totara Mobile app features a useful offline player for SCORM activities so users can download e-learning content when they online to access when they are offline. Activities can be completed in places where there is no internet connection and users can then submit their answers once connectivity is restored. To retain user engagement, Totara Mobile also includes a notification system so users can be prompted or reminded to complete specific tasks.
Making Learning Customisable
The native Totara Mobile app is available for both Android and iOS devices and features a range of authentication options. Whether choosing a single sign-on or a manual sign-on, this screen can be customised and branded to match your Totara Learn site for user familiarity.
Whether you are delivering learning material to employees based in the office, on a shop floor or out on the field, the Totara Mobile app provides users with permission-controlled access to easily digestible training resources in a flexible and convenient manner.
Successful organisations place a great deal of importance on staff development, but getting learner management and administration right can be a big resource investment.
But by using the audiences tool in Totara Learn you can easily balance quick and efficient administration of learners with personalisation of an individual’s learning and development requirements.
A key feature of audiences is that it allows administrators to create groups of users through selection or based on certain criteria such as job role, position, last access rate plus a range of other criteria.
Enrol users on relevant courses and programs
There are a number of different criteria which can feed into an individual’s different training needs, such as their current job, past experience, current knowledge and future aspirations.
The audience tool is unique in that it allows you to enrol users into training programmes based on their criteria. On top of that, mandatory training can be automatically assigned to users once they join your organisation, or with other triggers such as a change in roles or requirements shift.
Create a custom portal for each audience
With audiences, different LMS features such as dashboards, graphical navigation and main menu items can be restricted to specific audiences to create a personalised platform experience for them.
As well as restricting access, its functionality also allows you to highlight different areas to different audiences, such as certain courses, programs and certifications. A benefit of this feature is that it allows courses which are created specifically for either internal staff or external customers to be available by audience membership only, providing a custom learning catalogue for every user
Tailor every learner’s experience
Personalised learning experiences are the key to a successful eLearning provision, and audiences help you create exactly just that. From granting exclusive access to particular activities and individualised course recommendations, to automatically assigning learning plans and filtering reporting data.
Totara Learn provides all the functionality you need to truly understand how your platform is used.
The custom report builder has been carefully considered to allow for powerful and flexible reports that are not only impactful but easy to use, too.
Accessing data from the report builder on how your platform is used, the progress learners are making and L&D achievements is straightforward.
Customised landing pages can be distributed to users of all types, complete with the most relevant and up-to-date data they need.
Sounds like it could be complicated to use?
In fact, the opposite is true. A range of templates are readily available as standard and with a simple interface which allows you to access any of the data fields you need, getting the data you need is easy.
Rather than presenting data in difficult-to-interpret tables, Totara Learn’s report builder allows users to create visualisations with a range of graphs and charts which make analysing data more accessible.
Custom Reports in Totara Learn
Custom reports also draw from Totara’s other features, such as audiences and team management, to allow for meaningful insights, no matter what you want to report on. This allows every level of seniority to benefit, whether you need a holistic overview of the entire company’s L&D progress or a detailed breakdown of an individual’s activity.
As well as simple yet effective filtering, customised search filters add an extra layer of sophistication – even allowing viewers to export reports in a range of formats including CSV and PDF for further analysis. This means that getting data to line managers and other stakeholders is effortless.
Distributing relevant data to different user roles
By utilising user roles within the system, you can give access to specific reports, and automate their distribution, sending them to relevant users, groups or audiences on a predefined schedule. This takes away admin time and ensures people remain informed.
When access has been allocated to a specific user or group, the reports become easily accessible via the main navigation, making them just a single click from anywhere on the system.
As well as that, course and activity level reports allow course leaders to monitor how successful individual pieces of learning are. This data can be used in countless ways and even presents opportunities for testing different course formats, titles or descriptions to establish what your learners engage with.
With Totara Learn, managing your team’s learning is easy.
The platform includes native features specifically designed around giving managers insights into their team’s progress, the ability to craft unique learning paths, assign competencies and make sure that learning objectives line up with your organisation’s learning and development strategy.
The focal point of the team management features available within Totara Learn is the customisable team dashboard. Here, a snapshot of real-time information on learning activity is available, and the ability to click into team members’ learning plans, profiles and course enrollments makes for an intuitive experience.
But, don’t worry about getting bogged down in too much data. Team dashboards allow you to visualise high-level data to give managers and learning leads the information they need within seconds – rather than having to set up, export and organise spreadsheets or any other admin-heavy process. This allows for better decision-making when it comes to planning future learning activities, as well as providing the opportunity to tweak your strategy if you’re not getting the results or engagement you’re after.
Tasks
Totara Learn supports workload management through the ability to set tasks. Managers can set reminders on any actions they need to undertake such as amending learning plans, approving attendance to training or scheduling learning events.
Alerts
Alerts are another helpful aspect of team management. The ability to set custom notifications means that you remain informed on your team’s progress, as well as being reactive to any warning signs such as overdue courses.
Managing Learning
A supportive manager is the cornerstone of a great L&D programme. With the features within Totara, your leadership team can take a hands-on role in their colleague’s learning with the ability to add new courses and competencies. The system also allows managers to take set learning plans, give feedback, update competency ratings, prioritise and set deadlines.
If you’d like to understand more about team management within Totara, get in touch with our team and book a demo.
A common question people ask us is—what exactly is a Learning Experience Platform? It’s a fair question, LXPs are a relatively new category of learning platform compared to more familiar terms such as LMS or VLE, and they’re nowhere near as widely adopted (yet!)
If you’re new to the concept, the best way we can explain an LXP is by giving examples of how it’s actually used, rather than regurgitating vague dictionary definitions or lists of features.
Let’s start by saying that, fundamentally, an LXP is learner-focused, rather than trainer-focused. It’s designed to facilitate a bottom-up, rather than top-down approach to learning and development, with a focus on independent, self-directed and collaborative activities as opposed to the more formal course, resource and assessment structure you would associate with an LMS.
Open versus closed learning platforms
Another way to compare the two types of learning platforms is as open versus closed systems. An LMS is closed, in that its learning content is structured and arranged in courses designed by the L&D team or other managers. Where third-party or external resources are used, these are selected or curated by the course creators.
By contrast, an LXP is an open system. The structure of the learning experience is more flexible and is defined and influenced by the learner. This means that within a group of employees using an LXP, each individual may have a qualitatively different experience. External content can be readily incorporated into the platform, curated, rated and recommended to other users, all driven by the learner.
The power of social learning – how an LXP helps achieve it
The design and user experience is another key differentiator between an LXP and an LMS. Most popular learning management systems, for example, Moodle, Totara Learn, and Blackboard, were first released long before the explosion in social media and user-generated content that we saw with the rise of sites like Facebook, TikTok, and Instagram.
While LMS providers have made major strides in updating their interfaces over the years, their fundamental structure remains the same, ideal for course-based learning, but less flexible when it comes to a learner-centric approach.
LXPs, however, are heavily influenced by these current-gen platforms, not only in an aesthetic sense but in terms of the underlying structure of the platform and the functionality available to users. Put simply, while some LMSs boast social tools or add-ons, today’s LXPs have social interaction, collaboration and communication built into their DNA.
Navigating the platform, browsing for content, commenting, recommending or rating resources and uploading original content all work in an intuitive way, similar to popular social media and content sharing apps and familiar to the current generation of workplace learners. The barrier to entry is therefore far lower, which means less time needed for onboarding. Instead, learners can hit the ground running, building engagement and enthusiasm from their first use of the LXP.
From an organisational perspective, embedding social learning via an LXP creates new opportunities in knowledge capture and sharing, collaboration and team building, as well as reducing capital expenditure on fixed-price resources such as content packages or pre-designed courses
Improving learner engagement through an LXP
The social aspect of LXPs is a key feature in building and maintaining employee engagement. Having a clear view of how their peers are using the platform, with regular updates, suggestions and recommendations helps to motivate learners to press ahead with their own development, and contribute to the group themselves.
But beyond peer-to-peer communication, modern LXPs make use of the latest technology to create far more tailored learning experiences than are possible with a traditional LMS. Machine learning and artificial intelligence allow LXPs to automate the curation and recommendation process, suggesting content or activities to learners based on their individual interests, preferences and progress.
Over time, the LXP builds up a more accurate picture of an individual’s learning style, and the result is a highly personalised learner experience which engages the employee by anticipating and meeting their L&D needs. This can be complemented by course leaders or managers manually tweaking the AI to direct the content suggested to the learner at a high level, if necessary.
The other main factor in driving employee engagement is the informal nature of the platform and the learning that takes place within it. Unlike a traditional online course, which may require learners to allot significant blocks of time in order to complete activities or assessments, with an LXP learners have access to bitesize microlearning content. This enables them to dip in and out of the platform whenever convenient, solving problems or updating their knowledge in real-time, and learning in a more agile way.
Collating free resources – the cost-effective way to fill your LXP
With an LMS there’s usually a significant administration overhead involved in populating the platform with the content and resources needed, assigning them to the correct courses, and reviewing and updating for relevance periodically. In some cases, this can mean weeks or even months of manual work, even for a moderately sized organisation. There’s also a substantial cost associated with buying pre-made content packages or paying for bespoke content authoring services to develop your own.
LXPs remove this headache by allowing you to quickly collate and link free resources already available on the web. In fact, much of the work can be done either by the users themselves or by inbuilt AI which can locate and list relevant content based on the topics users are studying. Let’s have a look at the main ways to populate your LXP with relevant content, without hours of admin work.
User-generated content – use cases
LXPs offer an unprecedented opportunity for users to generate, curate and discuss their own content, either from scratch or by adapting the work of others in new ways. The main use cases include:
Creating original content.
LXPs make it easy for learners to generate and share their own self-authored content and make it available to peers. From an organisational point of view, this both removes the need to spend heavily on populating and updating content packages (as in an LMS) and also builds and retains a valuable knowledge store which can be retained to assist new intakes of employees.
Adapting/building on existing content.
Another avenue open to users wishing to generate content is to build on resources that already exist. Examples of this include commenting and annotating shared documents, reviewing or responding to video content with reaction videos or commentary, or “remixing” multimedia content into new formats such as turning a whitepaper into an animated video.
Commenting/discussing.
There is also significant value in the meta-content generated by learners as they interact with the LXP. Question and answer sessions, discussions and debates can all happen in the comment sections of resources, and provide additional context to subsequent visitors. Even simple feedback tools such as star ratings or reaction emoji can help other learners navigate, prioritise and differentiate the content available to them.
Behavioural/usage based.
As we touched on above, one of the most powerful features of an LXP is the inclusion of AI-generated content recommendations, which operate in a similar way to the algorithms that websites like Netflix or Amazon use to recommend products or content based on past user behaviour and profile data. So even as users browse and consume content, they are actively curating, recommending or rating it both for their future use and for other users of the LXP.
So are LXPs going to replace LMSs?
Not at the moment. The two types of platforms serve two different use cases, and it’s an important distinction. As we’ve seen above, learning experience platforms excel at facilitating employee-led learning, whether that’s on an independent or collaborative basis.
But there are many workplace scenarios which require a more structured, top-down approach to learning. Obvious examples include studying towards formal qualifications, ensuring regulatory or legal compliance, or completing work-related training such as health and safety or food handling courses.
Ideally, organisations who want to maximise the effectiveness of their workplace learning provision should adopt a two-pronged approach, using an LMS and LXP in tandem to provide both structured and more informal learning opportunities. A good example of this working in practice is the Totara Talent Experience Platform, which combines an LMS (Totara Learn) and an LXP (Totara Engage) along with a project management platform (Totara Perform).
To find out more about the Totara Talent Experience Platform, speak to one of our expert advisors. As a certified Totara partner, we’re well placed to advise you on how the platform can support your L&D goals and raise the standard of workplace learning
We’re delighted to announce that Titus is now an official Totara Alliance Partner.
We’re driven by our passion for helping our customers empower their teams, improve performance & engage their learners.
At Titus, one of our key values is ‘People First’ and a big part of that is making sure we listen to our customers. In this world of hybrid learning our customers told us they need options to address a whole host of areas, from employee performance management to delivering more experiential learning, alongside the more traditional L&D concerns.
In response to this, we are very happy to announce that we have now added Totara TXP to our solutions line up and are now an official Totara partner.
As a Talent Experience Platform, Totara allows us to offer our customers something new, including; the Totara performance management (Perform) and social learning (Engage) functionalities. This complements our existing Moodle partnership which is still very much at the heart of our business and means we can offer the best, most comprehensive solutions, driven by our customers exact requirements.
‘At Titus we have always been led by the customer. This is why we invested (and continue) to invest in Moodle Workplace when our corporate customers needed organisational solutions and why we now are investing in Totara to provide customers with the additional functionality around social learning and performance management.
The demand for a more diverse range of learning opportunities has become more apparent over the past few years, and adding Totara’s TXP to our product list complements our existing offering perfectly’.
Seb Francis, Co-founder
What is Totara TXP?
The Totara TXP (Talent Experience Platform) comprises three exceptional learning solutions to create an integrated learning experience for your workforce, optimise budgets and streamline processes across departments.
“We are delighted to welcome Titus Learning into the Totara Partner network. Their expertise and experience across sectors will make them a valuable addition to our network, and their strong focus on customer service will ensure that they deliver powerful Totara solutions for even more customers in the UK and beyond”
Lars Hyland – Totara Managing Director, EMEA
Titus is now offering:
Totara Engage is the learning experience platform (LXP) to engage, unite and upskill your workforce, leading to higher organizational performance.
With Totara Perform, you harness the power of continuous performance management to boost in-office or remote workplace productivity anytime, anywhere.
Totara Learn is the transformational, extendable and adaptable learning management system trusted by millions of learners worldwide.
Speak to us about how Totara can elevate L&D, Engagement & Performance management in your organisation.
At Titus, one of our key values is ‘People First’ and a big part of that is making sure we listen to our customers and to what our market is saying. We were hearing that people want more options and solutions that enable them to have a holistic and joined up approach to their L&D.
That’s why we’re thrilled to now be an official Totara partner. As a Talent Experience Platform, Totara allows us to offer our customers an even wider breadth of solutions and products, which together with our existing Moodle LMS and Moodle Workplace systems means we have something for everyone.
"We are delighted to welcome Titus Learning into the Totara Partner network. Their expertise and experience across sectors will make them a valuable addition to our network, and their strong focus on customer service will ensure that they deliver powerful Totara solutions for even more customers in the UK and beyond"
"We are absolutely delighted to add the Totara Talent experience platform into the Titus product portfolio. It provides our customers with even greater flexibility to enhance their learner experience and compliments our already comprehensive solutions capability.
We are particularly excited to get under the hood of Totara Engage & Perform which will enhance learner social engagement, introduce user driven content and allow for learner performance tracking and feedback right out of the box!"
Get in touch
If you’re considering how you can deliver sales training via an eLearning platform – we specialise in developing learning platforms based on Moodle LMS, Moodle Workplace and Totara
Give us a call or email. We’d be more than happy to advise you on how it can work for you.
We recently announced our initiation into the Totara Partner network. (Read about it here)
That means we’re now able to offer the Totara Talent Experience Platform alongside the other e-learning products we support. So we figured there’s no time like the present to kick off a new series of articles exploring the platform. We’ve explored the benefits and features it brings to the table, and how it supports L&D, staff training and employee engagement in organisations of all sizes.
Whether you’re completely new to Totara, or it’s been a while since you checked in on the latest features, we’re sure you’ll find all the initial info you need, plus links for further reading below.
01 - Who is the Totara Talent Experience Platform designed for?
Everyone! Okay, everyone involved in eLearning, at all levels. As a comprehensive L&D solution including a learning management system, learning experience platform, and performance management system, there’s something for everyone in the Totara Talent Experience Platform.
From the learner’s perspective, the platform provides a user-friendly and clutter-free interface that makes it easy to navigate to the resources, activities or assessments they need without undergoing extensive training or spending days trying to get to grips with the layout.
For course creators and administrators, the process of setting up new courses, recommending content, reviewing and assessing learner submissions and viewing key engagement and attainment metrics is made simple via the user-centred, responsive design.
Leaders and managers will find all the tools they need to engage with employees, identify rising talent, target additional support where needed, and appraise, evaluate and reward employees.
And the advanced real-time reporting tools built into the solution ensure that throughout the wider organisation, stakeholders at all levels are kept informed and up-to-date on the metrics that matter most to them.
A core advantage of the Totara Talent Experience Platform, when compared to other, more fragmented, solutions is that it brings users together whatever their role, encouraging effective and open communication and collaboration throughout the learning journey.
02 - What are the key features of the Totara Talent Experience Platform?
Totara’s Talent Experience Platform is made up of three elements, which address individual areas of eLearning. Combined, they create a comprehensive platform that supports and facilitates the learning cycle from start to finish. Let’s take a look at each one in turn.
Totara Learn – learn & grow
Totara Learn is a learning management system (LMS) which provides a more flexible, customisable environment than many last-generation learning platforms. It’s designed from the ground up to fit around the way your people work, not force you to adapt your processes to suit the software. From custom themes to optimised navigation, the user experience is always prioritised.
Whether you’re supporting a small team, or a suite of organisations, Totara Learn offers the resilience, reliability and scalability you need to ensure that nothing gets in the way of learning and development. And with advanced reporting, automated notifications and compliance tracking, you can make sure that all relevant stakeholders are kept in the loop.
Totara Engage is a learning experience platform (LXP) that brings together content curation, resource sharing, collaborative learning and personalised learning within one user-friendly environment. It’s designed to build and maintain employee engagement by making it quicker and simpler to complete learning activities and providing easy access to support feedback and advice.
From a management perspective, Totara Engage streamlines tracking and administration, ensuring that L&D leaders can access key metrics, spot rising talent and intervene where learners need additional support. It provides opportunities to reward behaviours like peer-to-peer learning—through ratings and comments—and allows course administrators to guide users to the most relevant content and resources.
Totara Perform is an integrated performance management system which empowers leaders to increase employee engagement and productivity by aligning their activities with strategic business goals. It adapts to your unique workflows and allows you to monitor performance and development at both a macro and micro level.
Managers can conduct regular employee check-ins through Totara Perform to identify skills gaps, create action plans, and execute objective performance appraisals, combined with self and peer evaluations for a 360-degree view of an individual’s contribution. The system also integrates seamlessly with HR software to streamline recruitment, talent management and remuneration.
03 - What are the main benefits of the Totara Talent Experience Platform?
The Totara TXP helps organisations build a more engaging, resilient and focused workplace, ready for a rapidly changing world. Here’s how:
It’s user friendly
In Totara TXP, the user is always at the centre, whether that’s a learner, a course creator or a manager. The interface is designed in line with User Experience Design (UXD) best practices to ensure that employees can identify, locate and complete the tasks they need without hassle or delay. Custom themes and layouts allow organisations to provide a consistent experience across Learn, Engage and Perform, optimising onboarding time and reducing internal support requests.
It’s collaborative
Communication is key to effective learning and development, and Totara TXP is built around this concept. Users have a wealth of options available, from direct channels such as in-platform chat and messaging, integrations with apps like Microsoft Teams, and collaborative tools like forums and wikis. For quick and instant feedback to colleagues or trainees, social features such as likes and comments provide an easy way to stay connected.
It’s comprehensive
The three products which make up the Totara Talent Experience Platform—Learn, Engage and Perform combine to offer an end-to-end solution which supports, engages and motivates both employees and leaders. With single-sign-on, seamless integration and a consistent, user-friendly interface, Totara TXP provides the tools, features and resources needed to deliver effective L&D at scale, from onboarding right through to assessments and appraisals.
It’s flexible
No two organisations are exactly the same in terms of their people, workflows or L&D goals. Totara Talent Experience Platform supports this individuality by enabling a high degree of customisation across the product suite, from company-branded themes, to personalised course layouts and bespoke reports. The result is a comprehensive L&D platform which flexes and adapts to fit the preferences and requirements of your user base, not the other way around.
04 - How much does the Totara Talent Experience Platform cost?
The customisable nature of the Totara Talent Experience Platform, and its potential for scaling, means that off-the-peg pricing doesn’t really apply. The total cost of the solution will vary significantly from one organisation to another, based on a number of factors including total user numbers, hosting configuration, custom theme design, content authoring, and the level of consultancy or support needed.
To get a more accurate picture of the costs involved, get in touch with one of our consultants to run through your specific requirements in more detail, and we’ll be able to price up a solution tailored to your use case.
If you’re keen to discover what’s possible in the Totara Talent Experience Platform, or you’re already using it and want some tips on how to optimise your experience, here are our top 10 suggestions for making the most of Totara Learn, Engage and Perform.
1. Customise everything.
From theme design to course layout, to additional plugins that add new features, Totara TXP lets you tweak your user experience to maximise ease of use and functionality.
2. Celebrate your launch.
To build interest in your new platform, make sure you market and promote the launch to all stakeholders ahead of time, so everyone is raring to go from day one, boosting engagement.
3. Onboard in-platform.
Train employees on Totara, in Totara! Using Totara Learn courses to deliver user onboarding is the best way to build familiarity with the platform and interface from the start.
4. Pick user champions.
Rather than a top-down approach to onboarding, nominate Totara champions from within your teams and encourage peer-led training and support, it’s great for motivation.
5. Integration, integration, integration!
Take advantage of the seamless integrations available with other systems, from HR or CRM software to communications tools like Teams, adding extra functionality to the platform.
6. Automate reporting.
Use the custom report builder to push critical data from Learn, Engage or Perform to the relevant stakeholders, without them having to go looking for it manually.
7. Recognise success.
The key to building long-term employee engagement is making sure that your learners are recognised for their success, building a positive feedback loop which will keep them motivated.
8. Target support.
Just as importantly, use the reporting and analysis tools available in Totara TXP to identify and intervene early where learners are struggling with a particular course, task or assessment.
9. Stay up-to-date.
Totara TXP is constantly evolving, so whether you’re a cloud or on-premise user, ensure you’re up-to-date with the latest version release to benefit from new features and updated security.
10. Help us improve.
As a Totara customer, your feedback is important to us. Let us know what works well for you, what new features you’d like to see, and if there’s room for improvement.
06 - Getting started with the Totara Talent Experience Platform.
If you’re looking to boost engagement with your learning and development programs, and equip your organisation to respond to a fast-changing world, then the Totara Talent Experience Platform is just what you need.
Check out our service page for more information on the packages available, or book a time to speak to one of our learning consultants, and see the platform in use.
Super talented, unflappable and very funny, Phuong supports the whole marketing team in her role as Digital Marketing Executive. Phuong holds a bachelor’s degree in Business Administration and recently completed a master’s degree in Management and Marketing. Originally from Hanoi in Vietnam, Phuong is now based in the UK and climatising brilliantly to our weather and food.
Phuong owns a food review Instagram page as travelling and food are her passion. She also has a cute little french bulldog.
Ellie Sharkey
Head of Marketing
Ellie was the first woman to join Titus and has paved the way for many more since then. After studying for a degree in Fashion and Marketing, Ellie was lucky to find herself at fashion weeks and photoshoots.
Now she’s switched from talk of the front row to front end design and has brought loads of transferable knowledge to Titus. Ellie has also found a real passion for tech, especially in the learning sector, helping clients create positive change for their organisations.
Callum Barrett
Senior Brand Executive
As one of the youngest people at Titus but at the same time one of the oldest serving members of the team, Callum has graced Titus with his broad smile and positive attitude for over 5 years now. As a key member of the marketing team, Callum works across all areas, both on and offline, to ensure that all Titus brands and communication are on point.
After missing out on the opportunity to go to University the first time around, management encouraged him to enrol in our course alongside his work. He is now studying to achieve his Level 6 Diploma in Professional Digital Marketing.
Dec Connolly
Acquisition Marketing Manager
Always bringing innovation and new ideas, Dec studied a degree in Journalism but found his passion in digital marketing. Dec has also worked in marketing for one of the countries biggest retailers and within the property sector.
Outside work, Dec Co-founded a news publication where he collaborated with global brands like Uber, Amazon, BooHoo and countless SMEs.
