1. As the official magazine of the Greater Latrobe-Laurel Valley Chamber of Commerce, the Laurel Mountain Post is a vital tool for telling the stories of our
membership and the communities we serve — through feature articles, the comprehensive regional calendar of events, effective print advertising, and creative
marketing strategies. Your support of the LMP reinforces the chamber’s ongoing mission to advocate for business and industry, promote a vibrant local economy,
encourage growth and interest in our towns, and inspire positive cooperation and communication within our business communities.
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EVERY STORY BEGINS AT HOME … LET’S TELL YOURS!
Digital Learning Center
L&S Machine Company, LLC
PART A. Video Production for Quality Employee Training
Prepared by
Gregory Susa, Operations & Special Projects Manager
L&S Machine Company, LLC — September 2015
with the assistance of Laurel Mountain Post Team
PART B. Social Media Strategy
PART C. Internal & External Communications Programs

2. • 50% of companies surveyed plan to increase U.S.-based production jobs by at least 5% in the next five years.
• Nearly 25% of companies plan to grow more than 10% in the next five years.
U.S. Manufacturers Continue to Experience a Skills Shortage
80% of manufacturers report a moderate or serious shortage of qualified applicants for skilled and highly skilled production positions.
A shortage of skilled talent exists in the manufacturing industry, and this shortage is likely to become more severe in the coming years. Manufacturing as an industry has become
more efficient through automation, which has resulted in a smaller workforce overall. At the same time, productivity has steadily increased (See Figure 1). Although the workforce is
smaller, a greater percentage of remaining US manufacturing roles are skilled workers who need many months and, in some cases, years of experience and training to perform their
jobs efficiently and effectively.
Skills Shortages are Causing Significant Impacts to Company Earnings
More than 70% of manufacturers report at least a 5% increase in overtime costs and nearly one-third report a greater than 10% increase in overtime costs.
Nearly two-thirds of manufacturers report at least a 5% increase in production downtime and production cycle time.
The total cost to manufacturers of skills shortages are up to 11% of net earnings.
Manufacturers are Spending Significant Resources on Training the Workforce
Manufacturers invest approximately $3,000 in training for each new hire.
Manufacturers spend approximately $1,500 per employee in training each year.
Introduction
US MANUFACTURERS ARE READY TO GROW

3. The manufacturing skills shortage in the United States has a direct effect
on business profitability. When a company lacks key skilled roles on a
production line, it impacts productivity, efficiency and, eventually,
profitability. Having skilled manufacturing roles go unfilled influences
several different operational metrics:
• Quality
• Overtime cost
• Production down time
• Production cycle time
• Scrap
• Customer satisfaction—lead time, delivery and quality
Our manufacturing study was designed to quantify the bottom-line impact
for companies that cannot fill skilled manufacturing roles. Using data
collected from our survey respondents, the cumulative cost of the skilled
manufacturing labor shortage was quantified in increased overtime cost,
increased cycle time and increased downtime. The largest financial impact
of the skills shortage was in increased overtime cost. In order to backfill
necessary skilled roles, more than 70 percent of respondents reported at
least a five percent increase in overtime cost with 32 percent reporting an
increased overtime cost of 10 percent or more.

4. SOLUTIONS
Expand the candidate pool
Research indicates that, given the reported difficulty of finding qualified
candidates, companies should drop the notion of finding the “perfect”
candidate based on a lengthy list of highly specific skills, education or
experience. Instead, they should look for more generalist skills from
candidates—even those outside of their industry, in other geographies or
with adjacent or overlapping skill sets—that can easily be developed to
perform the job. Many of the manufacturing companies that we spoke with
have a ready pool of workers who may lack the specialized skills to fill
critical roles, but they have basic knowledge and motivation to build upon.
“One employee six years ago started as a machinist trainee. Really smart,
not a lot of formal education, but intelligent,” said Mary Ann Cervinka, HR
manager at Arrow Gear. “He is now pursuing formal education and is a
supervisor of our highly technical area.” Employers can identify the best
performers and up-skill motivated employees from their unskilled
workforce pool. By providing a path to higher skilled work through training
and apprenticeships, employers will offer a fulfilling career path that
engages employees and builds long-term loyalty. They will also shape a
long-term pipeline of skills to support the business.
Average cost for trade school is $40,000 with interest. These skilled
graduates are expecting to earn an entry level salary of $35,720, pricing
the well out of reach for local manufacturers.
(US Bureau of Labor & Statistics)
Offer digital learning experiences
Leading companies are embracing digital technologies to offer learning
experiences anytime, anywhere. For example, organizations are offering
remote skills training for manufacturing, allowing employers and
employees alike to make use of self-paced learning that is available 24x7
and is delivered in a way that is best suited for the learner and learning
objective. Digital learning also can be a more economical approach than
traditional classroom learning.
Evaluate the results
Leading companies use statistical analysis and reporting to correlate their
training and recruiting programs with key business and operational
metrics, including:
• Production cycle time
• Downtime
• Inventory
• Scrap rate
• Overall equipment effectiveness (OEE)
• Order lead time
• Ability to scale for peak production
• Percentage of orders filled on time
• Lost orders due to inability to fill
• Overtime cost
• Cost of goods sold
Through data analytics, firms are able to identify and improve effective
skill building or certification programs and quickly make changes to
programs that are not yielding a positive return on investment.

5. THE MORE ENGAGED EMPLOYEES ARE IN THEIR TRAINING,
THE BETTER THEY’LL LEARN
Video Production
Seeing someone or something with one’s own eyes through video
allows him or her to feel a stronger connection to the specific message
that is being conveyed. This personal connection can be helpful for
companies in terms of training purposes, passing information along in
an organization, attracting people to a brand or for basic marketing
strategies.

6. VIDEO HORIZONS, LLC
Training & Informational Videos
Over the past few years, video has become more popular when it comes to corporate training. Dial-up internet connections are a thing of the past, and broadband (high-speed
internet) means that videos now load at significantly faster speeds than in years past. In fact, most videos can download almost instantly, or, stream as the employee is watching.
So what does this mean for you? Saving time and money!
Informational and training videos are cost effective. A company only has to make one video, but can use or sell it many times over. In these videos, companies can explain a complex
process with ease and clarity through product demonstration or animation. Plus, video is global and can virtually transport a person to wherever they need or want to go.
Relaying information or training employees via video also allows you to combine various components, such as photos, video clips, documents, animations, and even pre-existing
PowerPoint presentations, to create succinct video. The video can then be topped off with a voiceover to explain and enhance the learning experience.
Thanks to the advances in broadband internet connections, companies can now offer training and informational videos to certify employees on a wide range of topics, including how
to use software, products and soft skills within the company. Employees can take part in these high-definition video training sessions at work, or even at home, conveniently and
securely.

7. LEARNING SOLUTIONS MAG.COM – MARCH 13, 2014
BRAIN SCIENCE: The Forgetting Curve
Imagine you’re put in charge of your company’s biggest leadership training program. You do
everything right: you conduct extensive discovery with your subject-matter experts, you spend
weeks authoring the storyboard, your executive team signs off, and you deliver a stellar training
experience. Everything goes beautifully and everyone agrees the training was a huge success. Your
work is done.
But back in your office, while you bask in the glory of your success, a dreadful thing is happening
inside the brains of your students. The neural networks that your training inspired are beginning to
dissolve, and as a result, your employees are quietly forgetting almost everything you presented.
How bad is the problem? How much do people forget? Research on the forgetting curve (Figure 1,
right) shows that within one hour, people will have forgotten an average of 50 percent of the
information you presented. Within 24 hours, they have forgotten an average of 70 percent of new
information, and within a week, forgetting claims an average of 90 percent of it. Some people
remember more or less, but in general, the situation is appalling, and it is the dirty secret of
corporate training: no matter how much you invest into training and development, nearly
everything you teach to your employees will be forgotten. Indeed, although corporations spend 60
billion dollars a year on training, this investment is like pumping gas into a car that has a hole in the
tank. All of your hard work simply drains away.
And it gets worse. Given that our employees forget most of what they learn, we should have no
hope that our training will transfer back to the workplace. Afterall, memory is a necessary
condition for behavior change, and if your employees have forgotten the lessons of your leadership
seminar, there is no reason to expect them to become more effective leaders back in the
workplace.

8. Why do people forget so much?
As a learning professional, it is essential that you understand why we forget, and so I will address the issue this month.
Everyone is always bragging about the power of the human brain. So if it is so darned powerful, why does it fail so often? Why do we forget 90 percent of what we learn within one
week? From the perspective of a neuroscientist, this question speaks to a fundamental misunderstanding about the brain and about forgetting. Whereas most people think of
forgetting as a failure of memory, “I forgot because my memory failed,” in professional neuroscience, forgetting is not thought of as a failure at all. Instead forgetting is thought of as a
natural, adaptive, and even desirable activity.
Let me explain. At this moment, thousands of sensory inputs are inundating your brain and your brain is busy ... ignoring them. For example, sensory impulses are racing from your left
ankle telling your brain about its position in space. However you were not aware of this sensory information until I brought it to your attention because your brain was actively
suppressing that input. Simultaneously, other inputs are arriving and your brain is ignoring them too. For example, your brain is ignoring the background noise in the room, the feel of
clothing against your shoulder, and perhaps a faint odor of coffee in the room.
You get the idea ... at every moment sensory information is flooding your brain, and your brain actively suppresses most of it using center-surround neural networks (see the end of
the article for more information). This suppression is highly adaptive because, by suppressing most information, you are now free to focus on what you think are the one or two more
essential pieces of information.
You need to experience this for yourself. Please watch this 90-second YouTube video and discover how our selective attention makes us oblivious to most information in the
environment.
Avoiding memory overload
If our brain suppresses active sensory inputs, it also needs to suppress active memories so that it can focus only on essential information. When you think about it, every minute of
the day we receive a river of information that is relevant only for a short period of time. For example, you may have remembered the phone number of a restaurant for a couple of
minutes, but then it was no longer useful, and your brain managed to quickly forget it. Likewise, you parked your car last Thursday and you remembered where it was for the rest of
the day, but now that the information is no longer useful, your brain has forgotten it.
The point here is that your brain needs to forget things that are no longer useful. And this forgetting is inevitable, it is useful, and it is adaptive because it clears your memory for
things that are more relevant. The problem, however, is that in the process of all of this memory purging, our brain often forgets important information.
Is there any hope?
Your leadership training did indeed go well and you deserve credit for it. But when you go back to your office, you can’t afford to bask in your success because, although the training
went well, the ideas are quickly and quietly leaking out of the gas tank. But here is good news and there is hope.
Although the brain will inevitably purge most of what it learns, it does retain some information, and contemporary neuroscience has discovered the signals that teach your brain
which signals to remember and which information to purge and which information to retain.

9. HOW TO SET UP AND MANAGE A CORPORATE LEARNING CENTER BY SAMUEL A. MALONE
People Learn at Different Speeds and in Different Ways
In a ‘live’ training course, the trainer’s presentation is aimed at a common denominator of participants’ experience, knowledge and ability, so that individual variations in learning ability and
prior knowledge are not catered for. For example, a learner may have to it through a whole course just to get one small piece of relevant information. In computer-based training (CBT), you
can go directly to the information you need. Repetition and practice is a key principle of learning, and one that open learning courses facilitate. Trainees can go back over different areas as
often as necessary until the relevant skill of knowledge base is acquired. In ‘live’ training, this is not practicable. Using video instruction, you can be sure that the same standard program is
provided for each trainee; whereas, in live training, variations will occur due to changes in delivery, mood, and the receptiveness of the learner.
CBT caters for different learning styles. Research into how people learn and remember suggests that we retain about 20% of what we hear, 40% of what we see and hear, and 75% of what
we see, hear and do. Multimedia engages all the senses – hearing, seeing, and doing — and thus maximizes learning while catering to every style.
Comparative studies suggest the learning effectiveness of CBT is superior to conventional training — people learn faster, and retain more. Some studies have shown an improvement in the
time required to learn of 50%.
This is due to:
• Self-Pacing: because the learning is self-paced, the learner can take the most efficient path to learn the content.
• Interaction and Feedback: the courseware is specially designed to provide reinforcement by giving plenty of practice. In some courses, learners are not allowed to progress until
earlier stages have been mastered.
More Focused and Active Learning
In a corporate learning center, people can focus on exactly the area they want to develop. Peripheral areas can be ignored. They can concentrate on the issues that are currently relevant to
their needs, can move back/fast-forward/skip/stop/repeat and exit as they please.
Motivation
The availability of a corporate learning center in a company can boost staff morale and motivation. It is a visible demonstration that the company cares about the development of its
employees. Learners are made autonomous, and encouraged to identify and meet their own training needs as and when required. They draw up their own personal development plans, set
their own learning objectives, and become responsible for their own learning. Thus, they feel a sense of empowerment. To attract learners, the training experience provided by the
corporate learning center must give employees an opportunity to develop competencies directly relevant to their jobs. The training must be perceived as useful for career progression and
promotion inside or outside the company. Using the corporate learning center must have status and acceptability with the employees’ peer group. These factors will affect the motivation of
the learners.
Flexibility
Staff can pursue open learning videos at their own pace, in their own time, and without supervision, threat of fear or competition. Courses can be studied as often as needed, and
complicated topics repeated as often as necessary.
Training is provided year-round, at any time or place. People become more flexible in their attitudes to new methods and technology, especially in the acceptance of change through
continuous lifelong learning. The ‘drop in and help yourself to learning’ approach creates an ethos and culture of learning in the individual and the organization. The barriers to learning are
eliminated when it becomes available to all.

10. BY BRIAN KELLY, BUSINESS2COMMUNITY.COM
Visual Learning: The Importance of Video Training
According to recent reports, 176 million people watched online videos last month, many of them on YouTube. While this number may not surprise those of you whose online activity only
added to this number, for those of you who read this number as outrageous, the explanation is simple: video is engaging, encourages collaboration, and it’s far more interesting than words
on a piece of paper.
However, the number above reflects mostly consumer targeted video viewed by individuals in their free time. So what about applying video to a more professional setting, specifically to
the task of training? Using visual learning to promote a company’s mission, values, products and overall operations can have a huge impact on information retention.
Video is a Visual Medium: What’s more interesting to you, reading through a 100-page employee manual or watching a video that addresses the same information? Additionally,
which tactic is going to quickly and efficiently get you to the “big picture”? One that provides page upon page of information that you just need to get through or one that can visually and
creatively provide you with concrete examples of procedures and operations?
Video allows us to show our viewers how to do something and how things work. When you are limited to written text, it is harder to provide visual examples and there is more room for
misinterpretation. Recently, the head of sales training for a large manufacturing company has the task of providing team members with new maintenance procedures. With the array of
video technologies available, it wouldn’t have been wise for him to have simply provided employees with written manuals and how-to guides. Instead, he provided video with all of the
information around the new procedures while demonstrating the new maintenance application. He also linked supporting documents to the video as reference material. Video had a
greater impact on employees in learning and retaining this important information.
Video is On-demand: Most large companies have workers spread out all over the world and it’s often difficult to update every member of the team at the same time. What’s the
solution? Are you going to go the traditional route and send out an email and hope it is read by everyone and is effective?
While an email might help you accomplish your end goal, distributing an on-demand video will prove more beneficial. On-demand video is available wherever, whenever, just like an email
would be, but video adds a personal touch that can help employees feel more comfortable about the message. Multi-language closed captions can also be added for your non-English
speaking team members. With video, everyone wins, especially those who are time zones away.
Video is Searchable: Ever go through a new employee manual and lose your page? Or, ever need an answer to something and can’t determine what keyword will give you the best
search results? If you’ve encountered either of these issues, you’ve probably wondered why training hasn’t caught up to 21st century technology.
Reviewing, searching, and re-learning doesn’t have to be so difficult. If you want to see an increase in efficiency, use video in your training programs. Several video platforms enable users
to search by keyword or topic in order to view the specific clip that they are seeking. Users will instantly know if they found the materials that they are seeking. This saves team members
time and effort, while encouraging them to revisit important material whenever they need a refresher.
Video is Secure: What about security? Believe it or not, your online videos can be just as secure, if not more secure, than internal, hard documents. Some video platforms available
will allow you to place administrative controls on each video clip and set unique passwords that viewers must enter before they are allowed access. If you aren’t too concerned with
security, but are genuinely interested in who is watching your videos, these video platforms will allow you to track your viewer metrics.
With video, your training programs can be more effective for your company and your employees. Video provides an opportunity to give everyone the ability to learn and revisit important
materials, increasing their ability to perform their job. When viewed in this light, there’s absolutely no reason why video shouldn’t be a part of your training efforts.

11. • It caters to people who learn at different speeds and in different ways
• It encourages active learning
• Individuals accept responsibility for their own learning
• Students learn how to learn
• It generates motivation and commitment
• It dispels the idea that attendance in class equals effort and achievement
• Accessibility of time and place
• Greater flexibility
• Facilitates equal opportunity
• Maintains and creates competitive advantage
• Modular design for more focused use
• Greater control over quality of training
Key Benefits of Learning Through Video

12. HTTP://SHALINIGROVER.BLOGSPOT.COM/
More Benefits of Video-Based Learning
Learning is a social process. It involves active acquisition of new knowledge and understanding through group and peer interaction ­- the key learning skill being communication.
Human beings gain much of their initial understanding of others through our sensory capabilities - both visual and auditory. According to some studies the written word only
communicates 7% of what we mean. Voice tones and inflections can account for as much as 38% of the understanding a normal conversation. Where you place emphasis speaks
volumes that are very hard to accomplish with words only in PowerPoint slides. With video you can add another 55% to understanding. Video allows you to include all those body
language cues we all use — the smile, the twinkle of the eye, the raised eyebrow, the lean, the crossed arms, the tilt of the head. The instantaneousness of moving image and impact of
human voice is very powerful.
As an interactive communication medium, video in e-learning stands out in a number of ways.
• Video in e-learning stimulates better brainstorming, knowledge sharing and information gathering. Businesses can use video conferencing to provide training to its key members or
give presentations to its clients in a professional manner irrespective of their location.
• It provides students with the opportunity to learn by participating in a 2-way communication platform. It's almost like being there.
• It can be richly informative cashing in to our profound ability to learn from our visual and auditory capacities.
• The visual connection and interaction among participants enhances understanding and helps participants feel connected to each other. Seeing the instructor, or hearing his voice,
goes a long way toward building relationships in a way that e-mail, telephone, or online chat systems cannot. Interactive communication and graphics are among the keys to
learning. This way the students learn from a primary source rather than a textbook.
• A video based e-learning session can prove to be more effective and efficient as it can improve retention and appeal to a variety of learning styles by including diverse media such as
video or audio clips, graphics, animations, and computer applications. Further graphics and video do a great job of illustrating skills and techniques that are difficult to explain. This
first hand learning is especially good for visual learners.
• It lowers the cost of delivery and overcomes the need for centralized location-based training. All you need to do is author it once, and you can deploy it anywhere. Participants may
attend a meeting from their normal workstations without travel.
• It heightens motivation as the excitement of being able to see the presenter or the co-participants enhances the motivation level of the students.
• Holds your audience's attention.
• Enhances interaction with experts. Students are able to get answers to questions from experts who, because of time and distance, would otherwise be inaccessible.
• Students learn about cultural differences. They are able to interact with other students and adults who may be very different from themselves.
• Improve Skills - Presentation and Speaking Skills, Communication and Management Skills, and Questioning Skills.
• Gives the distant learners an opportunity to achieve a sense of belonging with a peer community.

13. DIGITALCHALK.COM
Return on Investment
One study has found that if you can invest $1500 per employee in training, you will
experience 24% higher profit margins. Even if your profit margins increased by half that
amount (12%), it could still very well be worth it.
• 77% of American Corporations use some form of online learning. (certifyme.net)
• Corporate training alone is a $200 billion industry. eLearning represents $56.2
billion of this, and will grow to $107 billion by 2015. (Global Industry Analysis)
• The US and Europe account for over 70% of the global eLearning industry. However,
the fastest growing markets are Vietnam and Malaysia. (Certifyme.net)
• eLearning participants learn nearly 5X more material without increasing time spent
training. (The Information Daily)
• eLearning can help companies boost productivity by 50%. Every $1 spent in
eLearning results in $30 of productivity. (IBM)
• eLearning is proven to increase knowledge retention by 25% to 60%. (Certifyme.net)
• Main Business driver for eLearning: 85% of every dollar spent on classroom training is
spent delivering it (instructor time, travel, etc). (Shift eLearning)
• Nearly 23% of all employees leave their job because there simply aren’t enough
training or learning opportunities. However, companies who do offer eLearning and
on-the-job training generate about 26% more revenue per employee. (Training
Industry)
• By 2019 half of all college courses will be taught online. Currently, more than 4.6
million college students are taking at least one course online. (Certifyme.net)
• 10. Corporations save 50-70% when they replace instructor-based training with
eLearning. (Certifyme.net)

14. ACTION: Professional Video Production by LMP Collaborative Group
Video in the Mix
Advantages of Video
Video does have advantages over other media. It provides that instant, combined visual and audio introduction that puts a human face to an organization. This will allow prospective
clients get to know you more easily and will help to promote trust.
It is a relatively inexpensive media with a range of uses and delivery options. For example, it is much easier to watch a product demonstration than read the instructions.
Not all video communication has to point at customers — your employees and other stakeholders will also benefit from a more personalized approach.
• Video marketing for your business gives a 200% increase to the amount of time a person stays on your website.
• 52% of consumers say that watching a product video makes them more confident in their purchase decision.
(Statistics from Video Statistics: The Marketer's Summary 2014 by Invodo.)
Knowing what you want to achieve from a video in the marketing mix is the start point. Through your collaboration with the Laurel Mountain Post, we will establish how to target
your video. We will then storyboard, script and complete the video production as required, as well as advise on the best delivery platforms: website, social media, DVD, email, etc.
Besides a video's versatility in terms of the message areas they can cover, videos have a very real effect in boosting search engines results. In an eye-mapping study of Search Engine
Results Pages (SERPs), video results commanded more attention than other listings.
YouTube is, effectively the second biggest search engine in the world. As it is owned by Google, it is no surprise video results appear high in a Google search. Take advantage of this
for your business.

15. Tips for your Business Video Usage
• Register your name (or something descriptive) as a YouTube channel now, ready for use when you are.
• Make your website responsive so your videos will play on mobiles and pads as well as desktop PCs.
• Think about your audience and getting the message right before filming.
• Maximize filming. Use footage from one shoot and edit to produce multiple videos.
• Do not upload in one hit — spread out over a planned period.
• Use your email, sales messages and social media to announce/include new content.
Types of Video
• Corporate / Promotional / Sales Video Production: A personalized video introduction to you, your business/brand and products or services.
• Your Sales / Customer Service Team Video: Sales video production designed to allow customers to see the human face of your business or organization.
• Product / Demonstration Video Production: Demo's and "How to" videos help people more confident in their training or purchasing.
• Customer Testimonial & Case Study Video: A video review of your product or service straight from the "horse's mouth" — your customers/clients.
• Event Video Production: Capture and share your corporate event highlights.
• Training Video Production: For both internal (staff) and external (customers/end-users) training.
• Video Blog: Use video to share your blog updates across Social Media platforms.

16. EJ4.COM
3 Ways Technology is Revolutionizing Corporate Training
The basic principle of corporate training hasn’t changed over time. The idea of providing employees with information and opportunities to hone their skills in order to improve
productivity and effectiveness is still a core value of modern training initiatives. However, the way in which companies train their staff has definitely evolved over time, thanks to
technology and studies about how people learn.
If your company is experiencing issues with employee training, your program may simply be stuck behind the times. Modern innovations have reduced disengagement and problems with
time, and have provided companies with a holistic approach to training that covers every staff member. With that in mind (and your company’s issues at the back of your thoughts), check
out the ways technology has revolutionized corporate training:
1. Learning as a Personal Experience
Technology changed that with eLearning and specifically video training. Now employees can use digital tools rather than attend a meeting or training session. However, the technology
won’t be stretched thin trying to cater to everyone’s schedules the way a human trainer would be. With eLearning videos from ej4, employees can simply hop online and watch the
courses their company requires of them.
According to a study by Operitel, corporate training used to be a group activity, but technology has allowed it to become a more personalized experience. When you learn new
information, you’re storing that data in your mind, so it only makes sense to use a learning platform that allows you to move at the pace that will provide the best outcome. Many
companies trained employees in a group setting because it’s cost- and time-effective, allowing the trainer to provide information to several people at once.
What’s more, individuals can set their own paces, watching as many or few videos at one time as they want. They can even rewind to ensure they fully understood a certain concept.

17. 2. Training is More Social
At home, people hop on social media to connect with others, share interesting information and keep up to date with trending topics. Some of that usability has spread to the world of
corporate training, thanks to technology. The most amazing part about making corporate education social is that it engages employees and allows individuals to take ownership of their
learning. They aren’t passive viewers, they’re active participants.
To be more specific, social platforms allow employees to comment on videos they’ve watched, or share those videos with their peers. If they finish a training course and think of another
person who would benefit from the information, they have the ability to pass that along.
What’s more, while learning might be more personal now than in the past, learning administrators may create groups. That way, employees have the control they want to personalize
their learning while also having the benefit of connecting with a group of peers. Social training brings the individual and group worlds together.
3. Impact and Engagement Are Central
The more engaged employees are in their training, the better they’ll learn. With technology these days, people spend less and less time looking at something — there’s so much
information out there. This result of technological development has impacted video training. Rather than spanning half an hour to an hour, videos are now short and impactful. They
contain key learning points that employees can digest quickly.
Because videos are now shorter, they also lack fluff. Employees can see exactly what they need to get out of the video instead of wondering whether training has any relevance. Videos
are also engaging, containing visual aids for better learning outcomes.
Technology has influenced the development of corporate training techniques. We make the most of those innovations, offering services that keep employees engaged and improving
their skills.

18. ROBERT GAGNE’S - CONDITIONS OF LEARNING THEORY (1985)
Instructional Design
Robert Gagne’s theory outlines a step-by-step process that involves
nine steps that instructional designers must complete during the
instructional design process. Gagne’s nine instructional events help
instructional designers prescribe appropriate instructional strategies
when designing and developing instructional materials. Each
instructional event that Gagne lists requires instructional designers to
think about the possible internal and external conditions that have an
effect on the learning process (Gagne, 1985). Internal conditions are
the already established learned capabilities of the learner or prior
knowledge. External conditions deal with the presentation of stimuli
to the learner (Gagne, 1985). The theory is based on information
processing models that focus on the cognitive event that happen when
learners are presented with a stimulus. Gagne’s theory is widely used
in the instructional technology field because it can be adapted for all
types of learning environments as well as all types of learning.
ACTION: Develop instructional design plan, written by Operations
Manager in conjunction with support staff and LMP professional staff.

19. A COOPERATIVE OF COMMUNICATIONS PROFESSIONALS
Our Team

20. The Team
A COLLABORATIVE GROUP OF PROFESSIONALS
Video & Sound Producer
Eric Pensenstadler
Video productions for: Marketing /
Promo; Web Videos; Live Events;
Cable Ads; Audio/Visual needs, and
Wedding Videography.
Web & Social Media Editor,
Research Anthropologist
Megan Fuller
A qualified academic researcher
specializing in government and industry.
Project Manager
Greg Susa
Operations & Special Projects
Manager at L&S Machine Co LLC,
specializing in lean manufacturing
and continuous improvement.
Creative Director
Cathi Gerhard
Over 25 years professional experience
in communications management across
a variety of media.

21. Forward-focused Manufacturing Management leader with a
strong ability to identify opportunities for revenue growth and
build high-performance teams to support company objectives.
Action-driven senior manager with 28 years of expertise in
manufacturing and process improvement, cross-functional team
leadership, and delivering positive outcomes with strong and
sustainable gains. Able to identify and implement strategies to
reduce costs, increase revenue, strengthen customer
relationships, improve business practices and drive profitable
growth. Broad-based management skills with strong planning,
communication, organizational and decision-making ability to
successfully direct concurrent projects. Mentors staff and
fosters a team environment for high levels of employee
confidence and satisfaction.
Inspires the passion to learn, the courage to lead, and the
commitment to serve through involvement in such community
activities as Chamber of Commerce, Boy Scouts and coaching
competitive fencing through YMCA and university clubs.
PROJECT MANAGER – OPERATIONS & SPECIAL PROJECTS MANAGER, L&S MACHINE CO LLC
Greg Susa
Management
Machining
Continuous
Improvement
Lean/Six Sigma
SkillsBiography
MAJOR MANUFACTURING CONTRACTS SERVICED
Westinghouse Nuclear | General Dynamics | General Electric | US Department of Defense
National Aeronautics & Space Administration | Raytheon | Curtiss-Wright | Leybold | Elliott Group
Nuclear Regulatory Commission | Florida Power & Light | Duke Energy | Proton Power Systems | Eskom
Bayer Medical | Stryker Corporation | British Nuclear Fuel | The EDF Group | Samsung | Kennametal
Fullerton Tool Company | Wabtec Corporation | Owens-Illinois | Parker Hannifin | Toshiba Electric
Foro Nuclear | Photon Dynamics Inc | Ex One
Client Portfolio

22. A full-service video production company, Video Horizons helps
businesses and entrepreneurs accelerate their marketing
through an effective video strategy. Eric Pensenstadler leads his
team to produce the finest Marketing & Web Videos,
Instructional Videos, Live Performance Videos, Television and
Radio Ads, Wedding Videos and much more.
Eric started his career as a camera operator for national and
international touring artists such as David Copperfield, Lynyrd
Skynyrd, Brooks n Dunn and others. In 2002 he established
Video Horizons in Pittsburgh as a full service video production
company combining his experiences which encompass 4
continents and over 30 countries. Eric is a graduate of Saint
Vincent College in Latrobe, Pennsylvania where he was the first
student in the college's history to submit a video documentary as
part of his senior thesis. Eric has held the position of both
President and Vice President for the PPVA (Pittsburgh
Professional Videographers Association) as well as the
international organization BNI (Business Network
International). Video Horizons is a member of the Pittsburgh
Airport Area Chamber of Commerce.
VIDEO & SOUND PRODUCER – OWNER, VIDEO HORIZONS
Eric Pensenstadler
Post Production
Video Production
Video Editing
Camera Operation
SkillsBiography
REFERENCES
Excela Health | Pittsburgh Penguins | Valley School of Ligonier | David Copperfield | Lynyrd Skynrd
Brooks n Dunn | United Way | Arnold Palmer | Westmoreland Arts & Heritage Festival | NFL on FOX
G-20 Summit in Pittsburgh | Steelers Training Camp | Flannery Cars | Table Lakeside in Canonsburg
Pittsburgh Pirates | Juanes | President George W. Bush | Mike Super
Client Portfolio www.videohorizonsllc.com

23. Is it irony that a man so "worthy of words" was able to state so
eloquently the mission of a writer? It's taken almost 20 years for
me to even begin calling myself a writer, and usually I still say
"editor." I think of writers as those truly inspired by a higher
power to create images with words, so powerful that we can see
portraits clearly as we read. As for myself, I do a lot more
re-arranging than creating, taking scraps of information and
putting them together in somewhat new or simply coherent
patterns.
As editor of the Laurel Mountain Post, I get to do that every day.
I have managed to work in journalism through a variety of other
part-time professions along the way … farmer, student,
documentation specialist, student loan specialist, secretary,
communications director, ministry coordinator, teacher, hotel
concierge, and machinist: all of which you can read more about
on my CV. These experiences are what separate most writers
from journalists, and I consider myself both depending on the
subject.
MOTTO: “Finding a creative solution to every problem …”
Cathi is currently a Professor of English at Penn State University and
Westmoreland County Community College where she emphasizes
writing across the curriculum.
CREATIVE DIRECTOR – OWNER, LAUREL MOUNTAIN POST
Cathi Gerhard
Graphic Design
Communication
Writing &
Editing
Development
SkillsBiography
REFERENCES
UPMC | Greater Latrobe-Laurel Valley Community Chamber of Commerce | US Marine Corps | Toyota
Ford | Duke University | State of North Carolina | The United Methodist Church, Raleigh District | Eat n Park
Manchester Bidwell Corporation | Valley School of Ligonier | Berkshire Hathaway | RK Mellon Foundation
The Latrobe Foundation | Ameriserv Bank | Marriott | Westmoreland Heritage | Hampton Inn | Touchstone
Northwest Airlines | WQED | The Frick | West Overton Village | Jimmy Stewart Museum | Howard Hanna
Client Portfolio laurelmountainpost - issuu.com/lmpeditor

24. Ms. Fuller is a professional anthropologist with over 21 years of
experience working in cultural resource management and social
research. This experience includes involvement in all phases of
archaeological research; tribal consultation; development of
historic contexts; development of cultural resources
management plans; and contribution to environmental
documents. Projects have been undertaken to assure
compliance with Section 106 and 110 of the National Historic
Preservation Act, NEPA, ARPA, and various Army, federal
agency-specific, state, local, and tribal regulations. Major clients
have included Fort Huachuca, Tucson Electric Power, the
Bureau of Reclamation, Nevada Department of Transportation
and Florence Copper.
She is also qualified as a cultural anthropologist and has taught
both cultural anthropology and archaeology. In addition, she has
direct experience in public outreach activities related to
archaeology and cultural resource management. The author of
over 30 technical reports and publications, her background
includes work in the Southwest, Midwest, Mid-Atlantic regions
and central Mexico.
WEB & SOCIAL MEDIA EDITOR, KEEP ARIZONA BEAUTIFUL and SUPERVISORY ANTHROPOLOGIST/ARCHEOLOGIST, WESTERN CULTURAL RESOURCES MANAGEMENT
Megan Fuller
Research
Application
Strategy
Development
SkillsBiography
REFERENCES
First Book Phoenix | Western Cultural Resources Management | Keep Arizona Beautiful | Curis Resources Inc
Engineering and Environmental Consultants Inc | Big Brothers Big Sisters of Central Arizona
Desert Missions Progams/Lincoln Learning Center, John C. Lincoln Health Network | Espinoza Cultural Services, LLC
Arizona Humanities Council | AmeriCorps | Engineering & Environmental Consultants Inc
Bergen Brunswig Drug Company | Harry Reid Center for Environmental Studies | University of Nevada
Sonoma State University | New Growth Arts Festival | Valley of the Sun United Way
Client Portfolio

25. Photography
Video
Social Media
Marketing & Communication
Research & Writing
Likes
Whether we produce our own custom photographs, incorporate some
from your existing catalog, or search the world for a unique file, your
project will include just the right image!
Amateur video and sound can break the quality reputation of any
company in seconds. We guarantee professional video, scripts, voice
and music to create an engaging and successful film – for training,
marketing and documentation.
Manufacturers now recognize the innovative and widespread
opportunities presented by social media engagement. However, half of
the manufacturers using social media also said they felt their social
media efforts could be more effective. To that end, having a clear digital
content strategy is critical for manufacturing companies that want to
reap tangible results from their social media efforts.
EXPLORE OUR SKILLSET TO ENHANCE YOUR BRAND ACROSS A VARIETY OF PLATFORMS
How Can We Help?
Communication is easily overlooked, but the ability to communicate
effectively is necessary to carry out the thoughts and visions of an
organization. The importance of speech and words whether through a paper
or a voice is medium to convey directions to your network.
Knowing what to say and how to say it are the fundamentals to any
communication program. We start with the basics every time.
Evaluating a successful communication strategy consists of three
quantitative outcomes:
• Your promotional message reaches your intended and targeted
audience.
• Your message is understood by your audience.
• Your message stimulates the recipients and they take action.
“To successfully brand in the 21st century, companies have to create a two-sided conversation with consumers rather than a one-way 'push' through the funnel.”

26. EQUIPMENT: $5000
Camera plus additional equipment such as fluid-head kit, dust cover, memory cards, batteries,
road case, on-camera LED light, basic LED lighting kit.
ANIMATIONS: TBD
Depending on the complexity of the subject (hours to produce) or the
price to purchase clips ($500 - $600 each).
LABOR: $120,000
Short videos (30-60 seconds) average $400. Each set of ten would cost
$4000. Thirty total sets over a 24-month period would cost $120,000.
DISCOUNTS: - $24,000
We offer a 10% discount for members of the Greater Latrobe-Laurel Valley Community
Chamber of Commerce, plus another quantity discount of 10%, for a total of 20%.
OTHER COST CONSIDERATIONS: variable
Longer promotional or interview-style videos averaging 10 minutes in length cost between
$2000-$3000, all-inclusive. A la carte prices include $75 per voiceover, $95/hour outside
consultant fees.
THIS IS NOT AN INVOICE, BUT RATHER AN EXAMPLE OF A COMPREHENSIVE PROJECT
Video Production Cost Analysis
In-house labor costs equal the amount spent on a professional, outside contractor over two year’s time. Take into consideration an employee at $30,000 per year plus benefits and
taxes versus the cost breakdown of a contractor over a two-year period: each come to roughly $96,000 total.

27. As a regional publication and communications company, our focus is on the small towns and neighborhoods of Westmoreland County and the surrounding Laurel Highlands. We
promise to feature the people, places and things that shape our lives here – past, present and future. Over the past several years, the Laurel Mountain Post has generated a sense of
ownership among readers who turn the pages and see stories by and about their friends, relatives and neighbors – and created a credible environment not driven by profits and
corporate ownership of the media. We will continue that rare and valuable tradition of truly publishing a magazine by the people, for the people.
LAUREL MOUNTAIN POST … THE OFFICIAL MAGAZINE OF THE GREATER LATROBE-LAUREL VALLEY COMMUNITY CHAMBER OF COMMERCE
Get in Touch
(919) 280-8017 editor@laurelmountainpost.com @LaurelMtnPost
Integrated Parts B & C to Follow