Component: Social Learning

Social Learning-gris-HD

Jalios provides Social Learning functions to give employees an integrated formal or informal learning environment.
It can be used alone or within collaborative spaces.
This next-generation Learning Management System (LMS) comes with information and collaboration tools to support the most effective social learning techniques, notably ones employing the latest digital usages.
Any type of content can be exploited, including existing e-learning media (Scorm standard), PowerPoint slideshows, practical instructions in PDF format, office documents, tutorials, internal and external videos (TED, YouTube), quizzes, and links to press articles.
This content, which carries "know-how" in the broadest sense, is compiled into a catalog usually divided into specific subject areas. These know-how resources can then be assembled into learning paths with well-defined pedagogic objectives, for example to enhance skills or facilitate the integration of new recruits.

The catalog can also be fed from all in-house knowledge sources in order to make full use of expertise across the entire organization. All employees can be allowed to contribute their knowledge presented in any form, from a simple wiki text to a PowerPoint file, or a video from a cellphone or edited on a PC or simply found on the Web.
This new component of the Jalios solutions designed to be easy to use and give contributors complete freedom so as to encourage rapid distribution e-learning material and information.



  • Employees use a single access point for all questions relating to knowledge and expertise acquisition
  • Replace "the effort of training by the freedom of learning" by offering the access to training and to the information as the person needs it and by favoring the microphone-learning for a better commitment of the learner
  • Greater motivation is created by spontaneous interactions between learners about learning content, using means that correspond to today's desire for interchange and sharing inside and outside work.
  • The advantages of capitalizing on existing knowledge (and avoiding loss of this valuable asset when people retire or are transferred or take maternity leave).
  • Faster integration and developped skills of new employees, thanks to rich and varied learning paths created autonomously by the Human Resources Department or individual managers

Zoom on three features

Knowledge catalog

Any contents of learning are the object of an index card resuming his main characteristics: title, description, theme, objectives, author, duration, level of difficulty, labelisation, possible prerequisites, languages, type of media, etc. 
Every type of contents can be the object of the creation of such a baptized index card "know-how": run e-learning existing, Quiz, PowerPoint, practical sheets pdf and office automations existing, video internal and external typical TED, Vimeo or YouTube, tutorials, MOOC, links towards articles in the press, on the Internet blog or note of internal communications.

Learning paths

Content of all kinds can be assembled into learning paths to serve particular functions (marketing, office automation, etc.), specializations (sale engineer, manager, technician, etc.) or objectives (on-boarding,  certification, etc.).

This allows excellent reactivity to learning needs, since learning paths can be assembled by training staff or authorized managers. A path is built simply by choosing available content and defining options. Quizz can be integrated to validate the passage in the following stage or the validation of the route.

Trainees can see which other people are doing the same training so they can interact with them  if they wish. 


Follow-up tables are provided to allow trainees to see precisely their know-how and completed training plans and the corresponding knowledge targets.

This information is consolidated for managers to enable them to check rapidly that every staff member is achieving the defined learning goals. This is particularly important in the case of skill enhancement training needed to meet a strategic challenge for an enterprise or a given department.

Other features

  • A "Know-How Suggestion" portlet can be added in any intranet page
  • Alerts to remind trainees of uncompleted learning modules or know-how not yet acquired.
  • Popularity indicators of learning material based on "likes" and participation
  • "Gamification" of learning in order to maximize enjoyment and engagement by capturing the interest of learners
  • Knowledge quizzes
  • Workflow to validate learning content before its release
  • Authoring tool for on-line tutorials
  • Fine management of access rights
  • Multilingual learning material
  • Access to e-learning Resources using a tablet or smartphone (IOS, Android)
  • ...


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