LMS Strategy: The Key to Training Success

Successful HR professionals understand the critical role that employee development plays in organizational success. And with the prevalence of working from home, it’s clear that the present and the future of learning and development (L&D) is online.

A well-implemented Learning Management System (LMS) can streamline training processes, improve employee engagement and drive better business outcomes. But what you may not be aware of is how much these digital platforms have transformed since they were first introduced.

“If you’re looking to find more of the same, which is a house for … generic online learning content … then you’re barking up the wrong tree,” commented David James, the chief learning officer at L&D solutions provider 360Learning.

With AI accelerating the pace of change in business, he said modern employees should “expect to reskill pretty often.”

But because of the AI-powered skills engines (360Learning offers a skills library building tool called SkillsGPT) and the high level of training customization available in modern LMS software, if you’re considering a new or upgraded solution the first step is getting strategic by identifying your company’s specific needs and goals for the next three to five years.

“What extent [are you] going to bring people in versus train your [existing] talent and then what is it you’re going to actually do in order to achieve your talent development goals?” James asked.

What Are Your Firm’s Unique Requirements?

Before diving into the world of LMS software, it’s essential to consider the following:

• Learning objectives: Where is underperformance occurring, what actions (or inactions) are costing the company money and what knowledge do you need employees to acquire to fix these issues? “Organizations need to … understand the criticality of the skills gaps that reside inside their organization, right down to the specific tasks that are required,” James said.
• Target audience: Who will be using the LMS? Employees at all levels, specific departments or external stakeholders?
• Training content: The majority of respondents to 360Learning’s 2024 State of Online Learning Report said they learn most effectively from their colleagues, so the ability of your internal subject matter experts to be able to create training that solves problems is a must-have. Will the system need to integrate with external resources?
• Compliance needs: What legally required training will your LMS need to address?
• Budget: What’s your allocated L&D and tech budget?

Because CFOs love all things strategy and all things money, the smart move is to get them involved at this stage instead of begging for tech budget dollars down the line to acquire an LMS.

Key LMS Features to Consider

Next, it’s time to look for tools to power your strategy. Once it’s clear what your company’s L&D needs and goals are, consider the following features that may (or may not) align with those needs:

• Skills-based learning tools: If skills mapping and career pathing are part of your strategy, this needs to be at the top of the list.
• User-friendly interface: Not only must learning be convenient and flexible, so employees can learn at their own pace, but the content must also be relevant to them.
• Content management: The LMS should provide AI-powered tools for creating, organizing and managing targeted training content efficiently.
• Gamification features: When learning’s fun, it enhances learner motivation and engagement.
• Reporting and analytics: A reporting system will help you track training progress, measure learner performance and identify areas for improvement.
• Mobile accessibility: Given the increasing reliance on mobile devices, an LMS that doesn’t support mobile learning is at risk for lackluster engagement results.
• Integration capabilities: If it’s going to be problematic for an LMS to integrate seamlessly with your existing HR systems and other business applications, don’t waste your time looking at it.

Be sure to collaborate with your managers and IT team throughout the selection process.

Consider the Implementation Phase

There’s no getting around the time commitment required of an LMS implementation, so be up-front with your prospective vendor partners about it. Ask about how employees will be trained to use the LMS and if there’s a pilot program for testing the system’s functionality before committing to full-scale deployment.

“You need support partnership when it comes to bumps in the road. Your vendor shouldn’t just be based on the functional capability. When meeting with the vendor, you should … meet your customer support teams [and] your implementation teams so that you know who you’re working with,” James said.

When done right, an LMS empowers your employees and delivers a positive return on investment. For more information, check out 360Learning’s 7-Step Playbook for Performance-Driven Online Learning.