For anyone who’s just getting started in a development career, it’s exciting to learn about all the paths you can take to become an engineer. One particularly popular field is computer systems engineering.
Keep reading to learn what computer systems engineering is, what Computer Systems Engineers do, how much they make, and how to get into this very in-demand field.
What is computer systems engineering?
Computer systems engineering involves the design, assembly, and maintenance of networks of computers for individuals and organizations. This interdisciplinary field combines computer science, engineering, and mathematical analysis.
Just about every kind of company and organization has its computer systems engineering challenges. Still, Computer Systems Engineers are especially in demand in the government, manufacturing, transportation, and telecommunications industries.
What does a Computer Systems Engineer do?
The next time you connect to a computer network at work or school, think about all of the components that make up that network. It’s not just the other computers connected to the network but also the routers, servers, cables, backup power equipment, and remote access systems. Plus, the software that lets all of these components talk to each other and work together.
So, who put the whole system together? Who decided what kind of equipment and components should go into it? It was all designed by a Computer Systems Engineer.
A Computer Systems Engineer works with people and organizations to create computer systems and networks that meet their needs. Keep in mind that different companies have different requirements and priorities for their computers and networks.
For example, while a manufacturing company may prioritize inventory tracking and payment systems, a government contractor may need to put security above all else. A Computer Systems Engineer can translate the needs of a company into the right hardware, software, and network structure to meet those needs.
Computer Systems Engineers typically work with components and hardware such as servers, routers, file storage systems, networking cables, desktop machines, and employee laptops. Their primary goal is to ensure that a company’s computers are connected in a way that meets business requirements while making the most efficient use of computing resources. They may also assess the effectiveness of a company’s current system and offer advice and improvements.
While Computer Systems Engineers used to focus on local systems, today, they also integrate companies’ computer systems with remote servers and other cloud-based tools such as virtual machines.
Though Computer Systems Engineers do work with software, they also work a lot with hardware, equipment, and components. This makes them different from Software Engineers. On the software side, Computer Systems Engineers work extensively with operating systems through shell scripting.
In short, Computer Systems Engineers are the go-to people for IT professionals and System Administrators whenever there’s a problem or concern. They’re trained to look at a computer system’s architecture and assess its stability, security, and interoperability.
What skills should a Computer Systems Engineer have?
Since Computer Systems Engineers work extensively with computer technology, they should have a solid grasp of computer science and how computers work. A significant part of their day-to-day job involves testing and troubleshooting systems. They also need to be able to tell when issues stem from the hardware, software, or something else.
Computer Systems Engineers are expected to know how to design, connect, and integrate computer networks, both local and remote. They also need to understand how proposed changes to a network structure will affect the costs and operability of the whole system.
Today’s Computer Systems Engineers must also understand the basics of cybersecurity to keep systems safe from cyber-attacks and data leaks.
Lastly, a Computer Systems Engineer needs to have top-notch communication and analytical skills. Communication skills are especially key because they work closely with Software Engineers, IT specialists, cybersecurity experts, and managers to understand both the technical and business requirements of a computer system. They should also be critical thinkers and good problem-solvers with a high level of curiosity and willingness to ask questions.
How much does a Computer Systems Engineer make?
Computer Systems Engineers are in demand worldwide and by companies in every field. That’s because companies are more reliant on functioning computer systems now than ever before.
According to a recent survey, the average Computer Systems Engineer salary in the U.S. is about $52,300 — with an average bonus of $5,500 per year.
What factors affect a Computer Systems Engineer’s salary?
Two major factors affect how much a Computer Systems Engineer can expect to make: the type of organization they work for and their location.
Field and organization
While $52,300 per year is the national average, some fields and organizations pay Computer Systems Engineers a lot more. Generally, government and research agencies offer well above the average salary. And in particular, many federal agencies, from the Navy to the Department of Commerce, pay Computer Systems Engineers over $100,000 per year on average.
Location
Many Computer Systems Engineers live on the coasts. That makes them far more in demand in the Midwestern states, where salary expectations are well above 25% of the national average. Major exceptions to this include Virginia and Maryland, where there’s high government demand for Computer Systems Engineers.
Interested in becoming a Computer Systems Engineer?
Computer systems engineering is an excellent career choice for anyone ready to start a new career in development. There’s high demand, and Computer Systems Engineers can look forward to job security and good pay.
“The Upshaws” has plenty of classic sitcom DNA. Bennie’s love-hate relationship with Lucretia is based on the dynamic between Fred Sanford (Redd Foxx) and Aunt Esther (LaWanda Page) in “Sanford and Son,” the hit 1970s comedy developed by Norman Lear and Bud Yorkin. Fields is best known as a star of two long-running TV sitcoms: “The Facts of Life” and “Living Single.”
But Sykes was also inspired by the free-flowing verbiage of August Wilson’s plays (“Jitney,” “The Piano Lesson”) and said she wanted to create a comedy that “sounds like how real people talk” instead of one that relies too heavily on the dialogue-setup-punchline rhythm of most sitcoms.
Daily Word Challenge
Can you correctly use the word verbiage in a sentence?
Based on the definition and example provided, write a sentence using today’s Word of the Day and share it as a comment on this article. It is most important that your sentence makes sense and demonstrates that you understand the word’s definition, but we also encourage you to be creative and have fun.
Then, read some of the other sentences students have submitted and use the “Recommend” button to vote for two original sentences that stand out to you.
If you want a better idea of how verbiage can be used in a sentence, read these usage examples on Vocabulary.com.
Students ages 13 and older in the United States and the United Kingdom, and 16 and older elsewhere, can comment. All comments are moderated by the Learning Network staff.
Gen Z artists like Olivia Rodrigo, Lil Nas X, Chloe Bailey and the Kid Laroi grew up admiring artists who are now their contemporaries. The playful competition between these young stars and their idols is “evidence of a dynamic that has been increasingly noticeable this year: the growing generational divide between pop’s millennial elders and their Gen Z heirs,” Lindsay Zoladz writes.
In this lesson, you will explore what makes artists of Generation Z unique and how they relate to older music legends. Then you will choose a Gen Z artist you respect and write an analysis of what makes that artist’s work innovative, interesting or inspiring.
Warm-Up
What kind of music have you been listening to recently? Do you enjoy listening to current artists or older ones?
In a quickwrite, respond to the following questions: Who are some of your favorite younger artists? What do you like about them and their music? In what ways do you connect to their music? What do you think their music says about your generation?
If you want, you can share your responses, and find out what other students from around the world are listening to, in our Student Opinion question “What Music Are You Listening to Right Now?”
1. The article starts with an anecdote about Drake’s album release and Lil Nas X’s response. How does this anecdote hook the reader and establish the thesis of the article?
2. According to the article, why has the generational divide between pop music’s millennials and Gen Z stars become more evident this year?
3. What are some examples of millennials’ mentoring or collaborating with younger artists? What do you think about these collaborations? Have you enjoyed witnessing the creative output from them? Why or why not?
4. How have Gen Z artists publicly shown their loyalty to, or acknowledged the ways in which they’ve been influenced or inspired by, millennial artists?
5. Why have some relationships between Gen Z and millennial stars become more complicated? Why do you think some millennial artists are distancing themselves — or asking for more acknowledgment — from Gen Z musicians?
6. How have stars like Olivia Rodrigo and Lil Nas X made choices that differentiate them from their millennial forebears?
Going Further
Who is your favorite Gen Z artist? Or, name a Gen Z artist who you think represents something interesting, innovative or inspiring.
Once you’ve decided on an artist, make a list of the person’s traits and characteristics. As you make your list, consider these questions:
What feelings, images or words come to mind as you think about this artist and his or her music?
How would you describe the artist’s music to someone who has never heard it?
What makes the artist unique? What do the person’s music, style and beliefs say about the generation the artist comes from?
Next, use the ideas from your list to write a paragraph about the artist and what his or her music, and artistic identity, says about Generation Z. You can share your paragraph in the comments section of this article.
Want more Lessons of the Day? You can find them all here.
In a five-minute Opinion video “It’s Quitting Season,” Lindsay Crouse and Kirby Ferguson argue that despite what many of us were taught in childhood — that quitters are losers — sometimes the bravest thing you can do is quit. “I’m not saying quit everything. Lots of great things require perseverance — our relationships, our health, our careers,” Ms. Crouse says. “But think about it: Perseverance shouldn’t be a default, it should be a choice.”
Do you agree? When, if ever, is it a good thing to quit?
Students
1. Watch the short film above. While you watch, you might take notes using our Film Club Double-Entry Journal (PDF) to help you remember specific moments.
2. After watching, think about these questions:
What questions do you still have?
What connections can you make between this film and your own life or experience? Why? Does this film remind you of anything else you’ve read or seen? If so, how and why?
3. An additional challenge | Respond to the essential question at the top of this post: Is quitting a sign of weakness or strength? When, if ever, is it good to quit?
4. Next, join the conversation by clicking on the comment button and posting in the box that opens on the right. (Students 13 and older are invited to comment, although teachers of younger students are welcome to post what their students have to say.)
5. After you have posted, try reading back to see what others have said, then respond to someone else by posting another comment. Use the “Reply” button or the @ symbol to address that student directly.
6. To learn more, read “It’s Quitting Season.” Lindsay Crouse and Kirby Ferguson write:
It’s been a brutal few years. But we’ve gritted through. We’ve spent time languishing. We’ve had one giant national burnout. And now, finally, we’re quitting.
And as we argue in the video above, we’re not quitting because we’re weak. We’re quitting because we’re smart.
It echoes what the 18-year-old singer Olivia Rodrigo expresses so profoundly when she laments, “I’m so tired that I might quit my job, start a new life, and they’d all be so disappointed, ’cause who am I if not exploited?” Perhaps it’s fitting that younger Americans like Ms. Rodrigo and the extraordinary Simone Biles are barely old enough to rent a car but they are already teaching us about boundaries. They’ve seen enough hollowed-out millennials to know what the rest of us are learning: Don’t be a martyr to grit.
Students 13 and older in the United States and Britain, and 16 and older elsewhere, are invited to comment. All comments are moderated by the Learning Network staff, but please keep in mind that once your comment is accepted, it will be made public.
I love math, and I believe that several excellent teachers have cultivated this passion to where it now stands. That said, much has to be said about the current rigid path of mathematics. Math is a vast and various field beyond the narrows of calculus. Other topics like statistics are at least equally important for most students. Personally, learning about data analysis gave me powerful skills that I apply every day in my science classes for accurately analyzing and understanding study findings. With its direct usefulness in other disciplines, I believe that core statistics will spark further curiosity in mathematics. We should look towards the future as well. With the rising presence of big data, having the skills to take advantage of this sensory surplus is vital for the progression of the internet of things. As data science and artificial intelligence become more prevalent in our lives, having a fundamental understanding of data analysis will help the populace understand what exactly they’re relying on. Boaler was right; the current focus of math is outdated for a past chapter of American history, and a change is needed to address the chapters to come.
Going into class as a student and upon examining the board, you see an equation, and you immediately realize the inevitable: memorization is about to take place. In regards to the education of maths, one major discussion being addressed is the approach to teaching the subject. One standpoint suggests that memorization in math, such as equations, is essential for students to grasp and recall the information being taught, while the other advises that conceptual approaches will improve understanding of the topic at hand. In my experience, memorization does little to improve the most imperative goal of learning math: to enhance logical skills. When an equation is needed to solve a particular problem, students should be taught the relation of the equation to the problem, in order for the student to understand them. Having the ability to understand the how and why in math builds those logical skills, which is one of the ways the proposed California guidelines might be beneficial to go forth with.
What I think would be the most effective way of teaching math is to have the teacher explain a concept and then come to individual students who have questions while the class is independently working on problems involving the concept so they can offer 1 on 1 learning. I also think projects are a good way to assess students as well as tests, but they should be done individually, not in groups.
Consider the Pros and Cons of Grouping Students by Ability
In high school, students who were able to take more advanced courses in middle school are then able to quickly progress into advanced math classes, having already taken many of the prerequisite courses. If tracking was eliminated, all students in each grade level would take the same foundational math courses that may better prepare a wider range of students for higher-level math. However, high school students would be entering high school without having taken many of the prerequisite courses that would qualify them for advanced math courses. In such a system, successful math students would be prevented from advancing and would instead be limited to a much slower pace; furthermore, having more students in the middle school courses would prevent teachers from helping each student more individually.
Another issue found in teaching math is the separation between the “gifted” children and others. Students are put into different tracks early on in their education, and it can be hard for a student to get into the advanced track if they didn’t make it the first time. The guidelines suggest a limitation of gifted courses and programs, but Critics of the draft see this as punishing the high achievers. I can attest, being a part of a gifted program in early elementary school myself. It gave me an advantage by adapting my learning to my needs, but it was cut short, leaving me to feel as if I haven’t quite reached my potential.
In my experience, tracking students not only helps them receive a higher level of learning, but it also promotes a comfortable environment for those who aren’t accelerated. In grade school before tracking, I frequently remember feeling discouraged and drowned out by all of the students that were ahead of me. It wasn’t until we split in 6th grade that I remember finding comfort in being with those at the same caliber as me.
It is known that students of races other than white are not given the same opportunities and as I read it became more apparent that even the simplest of things are taken away. The article says “According to data from the civil rights office of the Education Department, Black students represented about 16 percent of high school students but 8 percent of those enrolled in calculus during the 2015-16 school year. White and Asian students were overrepresented in high-level courses.”, now these students most likely were not given the same encouragement or confidence before either enrolling into or not enrolling into calculus. Typically White and Asian students are stereotyped to be good at math and praised more for doing so. I think that opportunities should be given equally among students and they should all be encouraged to do bigger things.
Here is the November edition of Teenagers in The Times, a roundup of the news and feature stories about young people that have recently appeared across sections of NYTimes.com. We publish a new edition on the first Thursday of each month.
For ideas about how to use Teenagers in The Times with your students, please see our lesson plan and special activity sheet, both of which can be used with this or any other edition.
After students at a Pennsylvania high school yelled sexually explicit chants at a visiting team’s only female player, the entire student body was barred from games for the rest of the season.
St. John Bosco and Mater Dei, 24 miles apart in Southern California, don’t just funnel players to the top college teams. Increasingly, they resemble them.
“Aristotle and Dante Dive Into the Waters of the World” (by Benjamin Alire Sáenz), “Bad Girls Never Say Die” (by Jennifer Mathieu) and “Himawari House” (by Harmony Becker) all explore, through very different approaches, what it means to grow up.
In his latest movie, Paul Thomas Anderson returns to the San Fernando Valley for a shaggy 1970s romp about a self-important teenage boy and a memorable woman.
1. After looking closely at the image above (or at the full-size image), think about these three questions:
2. Next, join the conversation by clicking on the comment button and posting in the box that opens on the right. (Students 13 and older are invited to comment, although teachers of younger students are welcome to post what their students have to say.)
3. After you have posted, try reading back to see what others have said, then respond to someone else by posting another comment. Use the “Reply” button or the @ symbol to address that student directly.
Each Monday, our collaborator, Visual Thinking Strategies, will facilitate a discussion from 9 a.m. to 2 p.m. Eastern time by paraphrasing comments and linking to responses to help students’ understanding go deeper. You might use their responses as models for your own.
4. On Thursday afternoons, we will reveal at the bottom of this post more information about the photo. How does reading the caption and learning its back story help you see the image differently?
The Reveal
We’ll post more information here on Thursday afternoon. Stay tuned!
Students 13 and older in the United States and the Britain, and 16 and older elsewhere, are invited to comment. All comments are moderated by the Learning Network staff, but please keep in mind that once your comment is accepted, it will be made public.
Each Wednesday we shine a spotlight on five student activities that support a broad range of learners. In this week’s roundup of accessible activities, we invite students to learn about climate change, share a story about helping an adult, interpret a photograph, tell a story based on a drawing and test their geography knowledge.
Note: To learn more about this new weekly feature, read our introductory post. Please share your thoughts in the comments section or by emailing us at LNFeedback@nytimes.com.
1. Learn about melting glaciers and permafrost.
In this Lesson of the Day students will learn about some of the artifacts that researchers found in glaciers and permafrost that have melted because of climate change. Then, they will complete a citizen science project about tracking climate change through fossils and other specimens.
2. Share a story about helping an adult.
“When have you pitched in to help a grown-up who usually takes care of you?” This is the featured question in our recent Student Opinion prompt. Students can share their answers with classmates or with students around the world in the comments section.
3. Make observations about a photograph.
In this week’s What’s Going On in This Picture, students look at an image from The Times that has been stripped of its caption and share what they notice in the picture. Students can read what other young people have noticed and share their own observations in the comments section.
4. Tell a story inspired by an image.
Students look at the featured image in this Picture Prompt and share what story they think the image is telling. Or they might be reminded of a memory or personal experience when looking at the image. They can share their stories, and read what other students wrote, in the comments section.
5. Test your knowledge about Bulgaria.
Students can see how much they know about this country in southeastern Europe by trying our Country of the Week geography quiz. Then, they can choose a related article to learn more about the country, or even try out a recipe for Bulgarian cucumber soup.
I think I’m a here this is what it is, kind of guy. No messing around. No, “Well, I enjoy sitting on a fence” – which I definitely do not enjoy. I mean, wood fences? No, thank you.
Anyway, for better or worse, straight-talking, no hold barred is the appropriate way to go.
I mention all this, because there is always plenty of items to talk about in the e-learning space, and for this post, all around those wonderful learning systems.
Take an LXP. Is it really something so radical? Or is it something that has become so ubiquitous to an LMS, that it is hard to distinguish? I will give you a hint – it is the latter.
Talent Management – Please. I’ve heard for nearly 15 years, how the LMS is dead or dying and TM is the route to go. No, no it isn’t. Because every TM system, has learning in it, and functionality for that learning – wait, for it, that appears in many LMSs.
Learning is a cash cow in the e-learning industry. And so is training for that matter – customer education/partner training/B2B/B2C and the old legacy term – extended enterprise.
When a vendor messages their system as “talent management” or for Learning and Development and plans to go after the customer learning (a new term that is replacing customer education – but means the same thing) market, they can say goodbye to landing a lot of clients.
The reason is simple. Over 90% of the people who purchase a learning system for the customer/client segment have a background in training. Not L&D. Those associations you want? The majority of the folks have a background in training or are coming for a university or similar.
Not L&D.
And, this has to be repeated – and stressed – L&D is not the same thing as Training. Anyone who is in the industry – i.e. L&D or Training knows this. Yet, over and over again, vendors ignore it and think it is L&D only.
I heard from so many readers, after my post on LinkedIn about this exact topic, who agreed wholeheartedly and stated that they will not buy a learning system for customer education that pushes the messaging or narrative around L&D.
The best way to think of it, is to ask yourself – is HR the same as L&D? No, and nobody, I hope would think so. Sales the same as Recruiting? No. Yes, vendors think L&D and Training are the same. Can someone who has “Training” in their title or background provide employee training? Absolutely. And they can do customers and employees.
The majority of employee training (a term that is used frequently, mind you) and learning, are those who have L&D backgrounds or sadly, HR – sorry here, but typically HR folks have neither a background in training nor L&D. I mean, would you go get a haircut with someone who only watches YouTube videos on how to cut hair OR would you want someone who, studied hair cutting, earned their certifications and has worked in the industry for a few years?
Why the gripe? Okay, well first it is me – so uh, it fits. Secondly, though I wanted to provide the vendors in the customer learning/education market, who when I speak with them, will mention or refer to “Training” over L&D. Some never even say L&D. They do not push the narrative of learning and development nor L&D nor talent management, even if they are going after the CE market.
There will be vendors you will not see on this list – even if they are a combo (employees and customers), because the narrative is either around TM or workforce development or Performance Management or L&D when you talk to their salespeople or even see it on their site. Again, nothing wrong with L&D, but this is for those in customer learning (previously mentioned as customer education, aka B2B/B2C) who want a system that is all about you.
I should add that a customer-focused system, typically will have some employees too – only because the client wants to offer the system to their employees or a segment, but the main focus is on their customers and clients. Example: External audience (customer learning) is the focus, but the client has 200 employees. The system is purchased for the external audience, as the primary. Only one vendor on this list is below the 88-90% customer-focused.
Skilljar (They push the narrative, but over 40% of their clients are using the system for only employees)
Meridian(They note career dev and other items, but they are a combo system, so not a surprise here)
Eurekos(The website is going thru a revamp, so don’t base the platform on the site)
Docebo (I will add that while the messaging is focused on the business case/use case, some salespeople use L&D when I talk about customer education, others say Training)
Tada! What do all of these have in common? Well, they often compete against one another (or at least two on this list against so and so) for the customer learning/education market. Perhaps, I am just thinking openly here, that the messaging/narrative may have something to do with it – well, at least to get the buyer to take a look.
Awards for This and That
I won’t be showing you the top 10 learning systems for 2022 (that is a blog post, coming in mid-Jan, along with a mini report you can purchase with extra details).
Rather here is a list of awards that covers verticals, types, and even a feature (Speaking of which, why do so many Netflix-made movies, seem to be so awful? Big-name talent, bad acting or bad plotline, or just bad in so many ways. Reminds me of Network made movies in the ’80s and 90s).
Probably need an award of that – NEXT TIME!
The Awards for 2021
#1 Learning System for Skills Management/Capabilities
Cornerstone scored 87%. This is based on my Learning Systems Template – the skills tab. As a whole, the industry around skills capabilities and feature sets is in the infant stage, with the majority either having a lot of “On Roadmap” and/or “No”.
Repeat Winner. That says something right there, and this year they had some serious competition. Thought Industries is customer-focused (over 90% of their clients are doing B2B or B2C, customer education, partner training). Metrics are tied around the customer learning space, and yes, training in general. The UI/UX is very modern and slick – a must when everyone knows you have one shot to score well with customers, nobody loves using a system that looks dated or cheap.
Panoramas are really nice, a huge win. The one downer is their lacking of a mobile app, but TI has told me it is coming mid-2022. If you are into classroom management (ILT) or vILT including event management the system scores high.
#1 Learning System for Technology Vertical (Software and Hardware)
EdCast TXP is a very robust system, with items such as Skills DNA (for admins), skills capabilities (as noted above, the second-highest capabilities in the industry), EdGraph which is metrics and analysis on steroids – it is quite good – very similar to a BI tool. Their newest component is the ability for the administrator to create their own APIs, to push and pull data – via a simple method of doing so – I believe you will need some IT skill set here, and/or be willing to learn – there is a learning curve – but what is nice is that EdCast has pre-built several templates with the data sets you likely want – and it is easy to change. BTW, I believe that this capability will take off in 2022, as another vendor, Docebo has it as well – Docebo Connect, which just as it is with EdCast is an additional fee.
For folks who use MS Teams and want their learning courses, experience, and all the goodies of the EdCast TXP system within Teams, congrats – you have it. You never have to leave Teams for your learning, and all the data is pushed into the EdCast XP. This is by far superior to Microsoft’s Viva Learning, which is designed specifically with Teams.
EdCast TXP also has a mobile app with on/off synch.
Includes courses/content specifically for the FS space as part of the learning system, at no additional cost. Compliance has always been the strong point for Access LMS, but with the best quiz game as part of their mobile app, it only adds to the power. CPD is there too. The UI/UX is being updated as we speak.
A close second was Learn Amp, very close indeed. In fact, two points difference between the two.
I recommend going with the entire suite (although they do not advertise it as such) – which is made up of Infuse, Engage, Analyze, and Create LI. Observation checklists, segmentation, external training tracking, classroom and virtual event management, and a strong UI/UX. Gamification, which employees in the retail and hospitality space enjoy.
#1 Learning System for Life Sciences
Cornerstone LMS
The system has always been strong in compliance and regulatory capabilities, and this year, their track record of capabilities continues. There are a lot of players – vendors who go after this segment, but not every system has certain functionality that is needed.
#1 Learning System for Enterprise
Multiple Vendors – Allow me to explain.
Enterprise is always a tad funky when it comes to a user base (employees). There are learning system vendors in the industry, who consider 500 or more end-users as Enterprise, others list 1,000 to 2,500,1,000 to 5,000, 5,000 to 10,000, and a couple of vendors consider Enterprise to be 50,000 or more users.
If a vendor is in the 500 to 10,000 (as Enterprise), and the majority of their Enterprise clients are say, 975 end users, they can easily say they have a lot of Enterprise clients, and you, let’s say have 5,000 end users. Thus, you will think that 5,000 is the standard for Enterprise – a “just like you and me”, and automatically assume that is the size base, and therefore they are in alignment with a lot of big numbers based clients.
The two most popular ranges for “Enterprise” are 1,000 to 5,000; and 5,000 to 10,000. Large Enterprise in the industry as a whole is 10,000 or more, although there are quite a few vendors who see Large Enterprise as 25,000 or more. And yes, the ones who skyrocketed with Enterprise, consider Large Enterprise to be 250,000 or higher.
Thus, if you are a learning system vendor who focuses on specific user segments (which many do, but will stay accept clients who are much larger in terms of size)
The Enterprise Award Winners
#1 Learning System – Enterprise (500 to 2,500 learners)
#1 Learning System – Enterprise (25,000 to 50,000 learners)
EdCast TXP
#1 Learning System – Large Enterprise (50,000 and up)
A triple tie
EdCast XP, Degreed, Cornerstone LMS
Specific Awards covering best new learning system (this means they debuted in 2021), best functionality/capability in 2021, the best system for content curation (which is included for free), and, yes, the Best Award for the most overhyped system, that rolled out in 2021, that turned out to be underwhelming. (I wonder, who will win???)
The Winner for #1 New Learning System that debuted in 2021
Rockstar Learning Platform – They did so well, they landed in my Top 20 (11-20) for the upcoming 2022 Learning System awards.
It is a system that is still a work in progress, but everything points to the system taking off and flying high. I could easily see this system morph into a learning suite, with Lectora Online, CenarioVR- VR authoring tool, content/courses library, digital assets, and more.
#1 Learning System for Content Curation (that is included at no additional charge)
A Tie
EdCast TXP and Fuse – Both scored the highest with their capabilities and functionality.
Degreed was slightly behind them, so uh, let’s say, runner-up.
Best “New Functionality/Capability” in a Learning System 2021
Guidebooks. Guidebooks.
Degreed. This capability exists as part of Degreed Intelligence (an add-on, i.e. additional cost). It actually sits within one of the modules – Degreed Intelligence consists of three modules/components.
The moment I saw them, my eyeballs zeroed right in, and I was saying wow, wow, wow. I wanted to show what they looked like, but Degreed asked me to hold back, for fear that other vendors would see this capability and replicate it. I mean, the learning system space? Cutthroat, lemmings?
Anyway. I wrote briefly about the Guidebook options on LinkedIn, so here it is verbatim.
“With the capture data graphs/screens component and the choice to use either the pre-existing Guidebook, which you just do a brief edit and capture OR create your own guidebook – custom and do a major this or that, is designed for anyone.
I love that, especially with the latest trend around folks without a learning or training background. It is also ideal for folks with learning or training background who need to show C-level or higher-ups, what does the data actually mean. For example, you can show in the guidebook, the top skills – and it says that. The guidebooks can be viewed in various ways offline, another huge win.’
#1 Most overhyped learning system that turned out to be less than impressive
This was a tough one, because two systems really were neck and neck, in being overhyped as though they would change the world of learning, with learning experiences, engagement, content, and lots of other this and that.
The Contenders
Linkedin Learning Hub– Talk about being hyped. This was an “in your face” monumental yowsa type of hype. It was spun as a new learning system, different than LinkedIn Learning. And while LL may say this isn’t accurate, I’d argue that from a perception standpoint with potential buyers it was.
The earth-shattering capabilities from asking and connecting with experts, to an expansive list of courses/content available (beyond the LL content) to even connecting and seeing others – a new learning experience on the same course, were part of this amazing narrative.
Too bad, it turned out to be four new features built within LinkedIn Learning. None of which, are earth-shattering, and if anything the “Office Hours with Experts” is nothing more than the expert presenting an event, who may or may not respond to you. Here is my review of Linkedin Learning Hub.
Microsoft Viva– Hype would be an understatement. The buzz started early 2021, with a huge kickoff with press releases, “game-changer”, the only system you will need for learning; an LXP above all others – sp much so, they coined their own term – “Employee Experience Platform”, which to no surprise, made absolutely no sense. Wait there’s more.
As part of the promo tour, they showcased Viva with multiple marketing virtual conferences for analysts. I attended one and instantly realized this was just a promotion tour, without talking about someone’s new movie.
Topics rolled out first, along with Insights, the analytics component. Initially, they were going to have some health module, which made no sense whatsoever from a learning standpoint. Surprise, when it came to launching, it was nowhere to be found. Instead, “Connections” appeared.
All are add-ons (modules that cost, except for Insights that’s free). And to really leverage them, you need the core – Viva Learning.
Let’s get back to Viva Learning, the new learning experience from Microsoft, fully wrapped within MS Teams, that some folks were saying, would eliminate the need of you buying any other learning system.
First off, you have to use MS Teams. Without the usage, Viva isn’t happening. But that didn’t stop the hype, because if you have Office 365, Teams is included.
Next, the pricing. To maximize all the capabilities of Viva Learning, you need the suite – which consists of Topics, Insights, Connections, and yes, Viva Learning – the learning main piece. The cost? $9 per user, per month (auto-renew). To give a perspective here on said pricing. That is $108 per user/per year. While they offer volume discounts (but never state what number is needed for the discount), I decided to play a price game. Let’s say, I have 2,500 employees, and I am buying the whole suite of Viva. I am paying $270,000. Even if, only 1,758 actually use Viva, I still pay 270K a year.
In just a matter of minutes, Microsoft Viva (with all the modules) jumped into the five most expensive systems at the 2,500 end-users for a learning system. Quite a feat, don’t you think? To give a perspective, without saying the actual numbers, I know that MS Viva at 2,500 end-users costs more than Cornerstone, Docebo, SAP Litmos, and the majority of vendors in the learning system space.
The most expensive systems on the market today, in no particular order are Degreed, Pluralsight, and EdCast TXP.
And that is before any type of discount. MS Viva? That’s the price unless you score a volume discount. I mean, at 5,000 employees, you are paying 450K. I know of quotes from some well-known systems, that are nowhere near that fee, at 5,000 active users.
But wait there is more. You might say, “well, you are getting an EXP within MS Teams” that is just beyond amazing, nobody can replicate that or even surpass it.
Sorry to disappoint, but EdCast TXP not only does (and they were the first to do so), but it is IMO far better.
The Winner of the Most Overhyped Learning System for 2021 is
Microsoft Viva
Bottom Line
There you go, the award winners for various verticals/industries, types, functionality, new to the market, and even overhyped underwhelming.
And just think, 2022 is around the corner.
With the Top 10 Learning Systems for 2022 – published the third week of January.
But, this awards showcase, wouldn’t be ultra amazing, if it didn’t announce #11 to #20 Learning Systems for 2022. Hold onto your seat, because here they are:
11. Biz Skills – If you want a game-changer, this is a system to check out. The first to fully skill map to every course/content in their library (over 5,000 – which comes with the system at no additional charge). And affordable no less.
12. D2L – The corporate version, and the #1 Learning System for Associations in 2021. #1 Learning System for EdTech (K-12, Higher Education)
13. Juno Journey – A TXP (which is a combo of talent development where Learning is the core, LXP features, Skills capabilities, e-learning course/content marketplace). Their UI and UX are definitely different. I enjoyed the system quite a bit. And yes, it has a career opportunities option too (an additional cost). Oh, and learners can select interests too, which is cool. #1 Learning System in Israel, 2021.
14. Intellum– Customer-Focused. The minimum user size they will accept is 4,500. They are one of only a handful of vendors in the industry that can do a massive, deep configuration (add-on cost). The mobile app can be white-labeled, which you want for customer education, err learning. UI/UX is slick. Has skill capabilities, which is very unusual for a customer-focused system, but makes sense when you are competing with combos who offer it.
18. SAP Litmos – UI/UX is solid, needs a revamp – think freshness on the admin side, and stronger metrics. That said, lots of functionality, with an option to have content/courses that are part of the system(a different pricing tier). Not a fan of the SAP policy of requiring an SAP salesperson on the call with the SAP Litmos salesperson, when a prospect is interested only in SAP Litmos. Is it the strangest thing I’ve ever heard of? Hmmm…
19. LearnUpon – Always a darling in the learning system space. A combo system, functionality, and capabilities are good. Pricing at 1,000 users per year, is a tad high – but not as high as Viva (HA!). UI/UX is very good.
20. KREDO– Probably the most affordable system on the market today, that has a nice UI/UX, with a modern and fresh look to it. Used to be pitched as a micro-learning platform, thankfully that is ending. It doesn’t have all the bells and whistles, but what it does offer, is solid, and for an audience of say 50 to 1,000 users, sufficient. #1 Learning System in India, 2021.
Next week – The biggest blog yet – Battle 2.0 – The Clash of Learning System Titans – EdCast XP vs. Fuse vs. Degreed. What really makes this of interest is that all three are in the top four learning systems for 2022.
Learning a new language takes time, dedication, and patience, and programming languages are no different. There are no tricks or shortcuts to get you to know everything in a matter of days.
But, there are a few ways you can learn a new programming language faster and better retain the new knowledge. If you’re just starting your coding career or want to branch out into a new programming language, these tips may help.
1. Choose a language with purpose
Whether you’re learning code for the first time or furthering your education, you should know what you want to learn and why.
Are you interested in web development or game development? How about data science? Different programming languages have different applications, so you’ll want to have a goal in mind before choosing one. If you’re interested and engaged in a subject, you’ll grasp the material better and move along at a much quicker pace.
2. Start with the basics
Once you’ve chosen the language you want to learn, start from the beginning and work your way up. You may be tempted to jump to intermediate courses or try taking on multiple classes at once, but it’s best to get the fundamentals down before moving on.
Jumping over the basics of programming could cause you to make mistakes that’ll show up later when you’ve progressed to more advanced materials. Then, you’d have to stop and work your way back, wasting valuable time.
We offer a variety of courses that can get you started with the fundamentals of programming, such as:
Learn Java: For those interested in software development and mobile applications.
Learn JavaScript: Explore the language underlying most dynamic web pages and applications.
Learn Python: A great choice for a first language because it’s easy to read and is used within web and software development.
Learn HTML: If you want to create web pages, this is your first step.
Learn C#: Start learning how to build video games and mobile applications with this popular programming language.
3. Practice the code
Practicing may seem like an obvious suggestion, but many people get lost in the learning process and forget that they need to do the work to fully understand it. Reading about how the language works and its different variables is helpful, but until you start coding and figuring out solutions on your own, you won’t truly understand it.
Completing projects is a great way to dive into the ins and outs of your new language. Once you get its basics down, check out our Challenge Projects to put your coding skills to good use.
There are also Portfolio Projects, which are included in each of our Career Paths. Portfolio Projects are a step above Challenge Projects, and they’re designed to showcase your mastery of the languages in your tech stack. Or, if Portfolio Projects are slightly above your pay grade, try out the mini-projects below:
4. Get out your pen and paper
Coding by hand is a time-consuming, perhaps “old-school,” technique, so you may wonder how this could help. Research shows that taking the time to write something down helps you retain the information better — which goes a long way when you’re trying to learn as quickly as possible.
Coding by hand also helps you get a deeper understanding of the code you’re working on. You’ll be able to clearly grasp the algorithms and syntax involved in each line of code as you write it out in front of you.
Another advantage of coding by hand is that it’ll help you prepare for technical interviews. These interviews involve solving coding problems with your preferred programming languages, and you might be asked to write your solution on a whiteboard. Practicing beforehand may give you an edge over the competition, and handwritten code showcases the full extent of your programming ability.
Making mistakes is part of the learning process. Learning a new programming language fast doesn’t mean skipping over those mistakes! By taking the time to understand and fix them, you’ll see what errors you made and how to avoid them going forward.
Since you’re still learning, figuring out your mistake may be difficult and time-consuming at first. Using debugging tools will expedite the process by identifying the mistakes in your code so you can fix them and continue working.
6. Set realistic goals and stick to them
We said at the beginning that learning a new language takes time, dedication, and patience. Try setting aside a specific time for learning each week. Sticking to this schedule will provide you with the right structure to progress faster in your learning.
Patience comes into play when you’re having difficulty understanding a portion of code or when you want to be farther along than you are. Still, it’s important to know your limitations and be realistic in setting achievable goals.
Set time limits for how long you’ll work on a specific problem before moving on. If you have trouble finding a solution, step away from the problem until you’re in a better headspace to tackle it again.
Focus on the work at hand and do your best to eliminate any distractions. This will help you continue to quickly learn the language while grasping as much information as possible.
7. Take a course designed by a professional
Programming courses created by developers with years of experience in the IT industry can give you all the tools you need to launch your career. They have the skills and the knowledge to help you on your career path and are the best resource for the many questions you’ll undoubtedly have.
Ready to take your first course? Check out our catalog of programming courses.
