Introduction: Selecting a Learning Management System (LMS)
3 minute read
Selecting a Learning Management System (LMS) is a critical decision for any organization aiming to enhance its digital learning capabilities. Based on our extensive experience with various clients, we believe that while technical requirements are essential, there are several non-technical considerations that play a pivotal role in the successful implementation of an LMS. Here are the 3 main areas to consider in parallel to a LMS implementation.
1. Administration of the LMS
Firstly, the administration of the LMS is a crucial aspect that is often underestimated. An LMS requires dedicated administrators, or super users, who possess the necessary knowledge and skills to manage the system effectively. These administrators should be proportionate to the number of learners and can be specialized in different areas such as first-level support, online content management, and project management. A phased approach to administration, starting with outsourcing and gradually transitioning to full autonomy, can ensure a smooth and efficient rollout.
2. Knowledge management
Secondly, knowledge management is a vital component of an LMS. Centralizing knowledge from various departments and structuring it appropriately is essential for effective administration and maintenance. This process involves categorizing knowledge into core skills and job-related skills, which helps in defining a competency framework for staff. Knowledge management also comes with operating procedures to ensure discipline in maintaining knowledge which is pertinent to the company ensuring it is not lost when key subject matter experts leave the company. In addition, by enhancing content to improve the learner experience, such as converting long policy documents into gamified resources, organizations can ensure that the LMS remains engaging and relevant.
3. Learning Strategy
Thirdly, a LMS implementation should not be done in a vacuum. It should follow the Learning and Development (L&D) culture within the organization, securing buy-in from top management and subject matter experts. Defining a clear L&D strategy and identifying scalable Key Performance Indicators (KPIs) are crucial steps in this process. A unified L&D operating model, supported by well-defined policies and procedures, ensures that the LMS aligns with the organization’s overall learning objectives.
Conclusion
In conclusion, by considering both LMS technical requirements and the objectives of the learning operating model, including all the stakeholders involved around this tool will help maximize the potential of their LMS and achieve their learning KPIs.
