Your Learning Management System can be used as a valuable tracking tool, not just for the training and development department but also for employees, managers, and even executives. Most LMS systems provide you with tracking features, but some also include notification and reporting features, so that nothing is lost in the shuffle of a large training initiative or a push to complete required training within a certain time period. Let’s look at some ways you can employ these features.
On the tracking side, your LMS is first a tool for learners. Once they know how to use the system, a learner can log in, determine where he or she is on a career path, an assigned curriculum, or a certification program, and make adjustments for completion. In this way, the LMS data serves as a self-management tool for careers and development. But the employee can also maintain the tracking data to be used as a record when he or she is up for a performance appraisal, merit increase, or promotion. In addition, if your organization employs required training programs on a regular basis, the employee can also use this record to prove that he or she has completed required training. From this standpoint, the LMS and its data is a retention tool. After all, an employee who can manage his or her own development may be more likely to stay with an organization.
By Bryant Nielson, Managing Director On March 21, 2010 NO COMMENTS
Your LMS can manage various aspects of your training life cycle as well as content. Consider how much manual management is involved with curriculum development and management, career-pathing, certifications, testing, and evaluation. With an LMS, once these items are in place you can allow the system to manage and track all of them. Let’s look at each of these functions a little more closely.
In relation to curricula, the LMS enables you to build curricula based on business unit, position, or other criteria, and then place each curriculum on the system. When someone is hired or moves into a position, he or she will get access to that curriculum. From there, each learner, and his or her manager, can work on completing courses and learning interventions that better prepare them for the job. Some organizations may even have multiple curricula for one person. For example, your organization may require every employee to go through “basic training” in your industry or company. Then, you may have a curriculum that goes with that person’s job or job group. Your LMS helps you manage all of these.
By Bryant Nielson, Managing Director On March 14, 2010 NO COMMENTS
One of the most effective abilities of an LMS relates to your online learning content. Your LMS can help you not only to deliver and manage content, but also to develop it. And it typically does not matter what the source of the content is; most LMS vendors provide pathways for their own content, your internally developed content, and externally licensed content, as well.
First, content development can be an important part of your learning initiative. Suppose you’ve decided to develop your own eLearning content. Without a content authoring tool, provided by and LMS, you’ll have to develop courses in HTML or using another content authoring software, and then package the courses into SCORM-compliant formats. Although this may be a preferred way of doing things, an LCMS that provides content authoring can cut this process down in time and cost. With a content authoring tool, your edited content becomes course-ready as it’s being created in the system. In this way, it also becomes ready to deliver upon completion. In some organizations, both Instructional Designers and Subject Matter Experts have access to content authoring. However you do it, content development via and LCMS allows you to provide rapid deployment for just-in-time initiatives, plus the ability to customize and brand the content to your organization and its various audiences.
By Bryant Nielson, Managing Director On March 7, 2010 NO COMMENTS
In today’s environment, your learning and development department must be many things to many people. Managing that environment may have become difficult, but Learning Management Systems are making all facets of training management more efficient-and easier. In this series, we are going to examine the Learning Management System as the foundation of your training initiative, so let’s look at the basics first.
You may have seen or heard terms relating to learning management, like LMS or LCMS, or content management. To begin with, an LMS is a Learning Management System, while and LCMS is a Learning Content Management System. Both provide virtually the same services with one major exception: content development. An LCMS usually has a content development “engine”, which allows you and your staff to develop eLearning content in the system and have it available for delivery fairly quickly. So what are the available features with Learning Management Systems? Keep in mind, we will discuss each of these features in detail in this series.
By Bryant Nielson, Managing Director On April 21, 2009 NO COMMENTS
A Learning Management System (LMS) can provide tremendous benefits both for the training department and for the organization in general. There are numerous choices for LMS providers, as well as functionalities, so an LMS implementation project can become quite confusing. Just what are the LMS basics and how can a system help your organization?
To start with, let’s discuss what an LMS really is. In basic terms, the LMS is a system that helps you deliver and manage training in numerous formats. One of the first misconceptions about an LMS is that it is used solely for the delivery of online courses. While this is an important component, it is not the only reason to use an LMS. The LMS consists of a few separate parts. First, the management system consists of the tracking and reporting of the organization and individual learning activities. Second, the content authoring system (or LCMS) allows the training department to create and or upload its own in-house or purchased learning content and courses, and the third part is the content and courses themselves.