LMS Selection Best Practices 11-12-15
33
LMS Selection Best Practices
-
Upload
justin-williams -
Category
Documents
-
view
118 -
download
1
Transcript of LMS Selection Best Practices 11-12-15
LMS Selection Best Practices
How do I choose an LMS?
5 Steps to Choosing an LMS Define business needs Determine your audience Determine your learning
culture Define building blocks Define components
Defining Business Needs
Business NeedsDefine and document your company’s business problems. What are you trying to solve?
Business NeedsConnect business problems with your training activities and document yourtraining needs.
Business NeedsEstablish functional requirements that support and enable training programs to solve business problems.
Business NeedsTest your vendor partner. Be specific, and find out if they can truly help you solve your business problems.
Business NeedsTalk to potential vendors to evaluate the partnership. Is this a company you can work with? Technology represents only 50% of the solution. Your vendor partner’s response to your needs represents the remaining 50% of the selection equation.
Who is your audience?
Audience Internal Employees Partners/Vendors Organizational
Customers Individual
Customers
What is Your Learning Culture?
Learning Culture New Internal Training Program?
Transitioning existing face-to-face program?
Corporate-wide support for training?
Create Your Vision
Learning
Ecosystems
Building Blocks
contentprocess
technology
Content
How do you generate engaging content?
How do you manage all the content?
How do you want to structure the distribution of content?
How do you measure success/mastery of content?
Process
What workflows need to be supported within the organization?
How can that be translated to the technology?
Technology
What platforms are required to deliver training?
What will the LMS allow you to integrate with? web meeting, authoring tools, analytics, video streaming, eCommerce, productivity apps, etc.
Components of a
Learning Ecosystem Structured Learning
Talent Management
Performance Support
Knowledge Management
Access to Experts
Social Networking & Collaboration
Structured Learning
Structured Learning Precisely designed to build skills and
knowledge. For participants: the goal is to learn. For organizations: the goal is to train,
certify, and/or meet compliance requirements.
Talent Management
Talent Management Moves employee careers forward. Identifies employee “best fit.” Allocates workforce efficiently. For the employee: the goal is
advancement. For the organization: the goal is to
manage and develop their workforce.
Performance Support
Performance Support Provides assistance at the moment of
need in the context of work tasks. For the employee: the goal is to
complete a job or task. For the organization: the goal is to
improve productivity and reduce errors.
Knowledge Management
Knowledge Management Provides easy, efficient access to content
that supports workflow. For the employee: the goal is to
successfully research a topic and get answers quickly.
For the organization: the goal is to provide easy and reliable access to information.
Access to Experts
Access to Experts Enables employees to get assistance from
more experienced colleagues in the form of guidance, consulting, coaching, or mentoring.
For the employee: the goal is to consult with experts to resolve a problem or issue, or grow their capabilities over time.
For the organization: the goal is to effectively leverage expertise.
Social Networking & Collaboration
Social Networking & Collaboration Provides opportunities for sharing and insights. Enables collective knowledge, insight and
experience to solve problems, improve performance, etc.
For the employee: the goal is to share. For the organization: the goal is to encourage
exchange of knowledge and ideas.
