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What's Your LMSs Status? Training Magazine 2013 Session 413

You have an LMS. You invested time, money and effort implementing this system; moreover, you have maintained the LMS through multiple integrations, customizations and maybe even a costly upgrade or two. Now you must determine the best way to deal with the onslaught of collaborative technologies. It seems the LMS has begun to take a back seat to social learning technologies. Is the LMS going the way of the compact disc, or is there room for it in the new world? This session will explore the future of your LMS and review how to keep it LinkedIn to your long-term learning strategy ensuring countless hours and dollars won’t be wasted in the wave of new technology.

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What's Your LMSs Status? Training Magazine 2013 Session 413

  1. 1. What’s Your LMSs Status? Training Magazine 2013 The Educe Group© 2013 The Educe Group. All Rights Reserved.
  2. 2. Introductions & Format • Brandon Williams Business Consultant and Social Media evangelist @ The Educe Group – Washington D.C. • Session Information: – Feel free to ask questions along the way – NOTE: Today’s full presentation can be emailed upon request2
  3. 3. Informal Polls to Start… Who here uses a learning management system? Who here uses informal or collaborative technology within their organization? Are they integrated into a larger talent management suite?3
  4. 4. The Big Picture: A Reminder • “You’ve lost…that…learn-ing feel-ing…” – Do we understand the importance of learning or have we been wrapped up in buzzwords and trends? – Do our sponsors “get it”? • The purpose: Utilize these systems to empower, enable, develop potential of our people – Not just another IT project, not just business goals – It behooves us to align our systems properly4
  5. 5. The Social Networking Barrage5 10/6/12
  6. 6. The Social Networking Barrage6
  7. 7. Where’s the LMS in all this? ?7
  8. 8. LMS: Registration and Tracking  Self-registration “A social learning model will not  Manage ILT/VC replace, eliminate, or displace processes traditional formal learning. Companies will still need to  Deliver WBT create, deliver, manage, and report on certification and  Tracking of compliance initiatives.” compliance and David Wilkins, continuing T+D education  Assessments8
  9. 9. LMS Statistics The LMS is ranked as one of most important systems in a LMS Spending company’s HR infrastructure. More than 70% of large 1,800,000M organizations have an LMS, and $754M almost 1/3 are considering replacing them. $380M “LMSs are the infrastructure that 2004 2009 2013 drives learning, making training CLO Magazine, August 2009 Bersin by Deloitte, December 2012 administration more efficient and reaching more people through e- learning and reusable content.” CLO Magazine Survey, 2010 Bersin by Deloitte, 2011 CLO Magazine Article, 20129
  10. 10. LMS: Knowledge Base10
  11. 11. (1) LMS: Catalog Set UpHow is your catalog structured? Saba “Categories”Does it allow learners to findtraining that will build targetedskills and competencies? Cornerstone “Subjects”11
  12. 12. LMS: Portal to Learning Virtual Classroom Web Based Training Podcast Mobile Learning Reference Document ILT Gateway to multiple learning methods12
  13. 13. Common Complaints about the LMS Don’t know It’s not user Too many what I’m friendly clicks Too hard to supposed to find anything take Have to go to too many Can’t get the places to get what I need reports I need Not intuitive I finished my training but it’s Too hard to not on my Can’t keep up with search transcript patches and upgrades13
  14. 14. Evolution of LMS Talent Management Web Based Training Curricula/Blended Learning Registration and Tracking Development Plans/Skills and Competencies ? Collaborative Capabilities14
  15. 15. LMS and Web 2.0 today “For sure, learning management systems are here to stay. But this is the time to determine whether your “You can lead people to Twitter, but LMS stays in the back office and is you cannot make them tweet” focused on traditional tasks or if it becomes a cornerstone for new – Bill Sherman, Intulogy learning and talent requirements” - Josh Bersin15
  16. 16. Metrics in a 2.0+ World • Focus: – Less on utilization metrics – More on the impact skill and training has on employee and organizational performance • Which metrics are more important for business? Traditional Business Metrics Traditional Learning Metrics Revenue Hours of Learning Delivered Source: “Begin With Profit Margins Participant Seat Time the Business in Mind,” Matt Donovan, Order Volume % of Passing Exam Scores CLO Magazine, Customer Satisfaction Unit cost for learning developed January 2012 Defects Participant Satisfaction Ratings17
  17. 17. Web 2.0 Technology Use Web 2.0 has a major role in the learning Not using web 2.0 function now, but plan to 8.7% adopt 23.7% Web 2.0 has a minor 31.6% role in the learning function 24.8% Not using web 11.2% 2.0, no plans to adopt Using web 2.0 but not for learning “Transforming Learning with Web 2.0 Technologies”, ASTD Research Report19
  18. 18. Why adopt Web 2.0 for learning? • Improve knowledge sharing • Foster learning • Provide more informal learning opportunities • Improving communication • Finding resources more easily • Boosting collaboration • Building organizational relationships I4cp/ASTD study sponsored by Booz Allen Hamilton20
  19. 19. Why adopt Web 2.0 for learning? Basics Leading edge Future state Captures new Identify specific Develop processes for Mine social interactions to opportunities where new collecting internal and external ideas from ideas could add value to the innovations on an ongoing identify future innovation anyone needs and trends business basis Use internal Build platform where Identify potential Provide resources to moderate internal communities can community involvement communities come together to share communities with the greatest based on social to innovate strategic value insights contributions Enable more Embed innovation events Conduct ideation events Extend innovation events to and social data into the structured involving employees from the larger stakeholder ongoing product innovation across the business population development process IBM Institute for Business Value November, 201221
  20. 20. Future of LMS: Integrated Talent Management Only one in four Recruiting Learning respondents in a 2009 survey reported full integration between any two talent managementCompensation Performance processes – one of most integrated processes was performance Succession management and Planning learning. T+D, April 200922
  21. 21. Possible Scenarios Registration and Portal to Tracking Learning LMS Knowledge Base Collaboration Talent Management23
  22. 22. Learning Strategy • What do you want your LMS to be? • Many of today’s issues with the LMS are tomorrow’s issues with web 2.0 technologies. • Is your learning environment “user friendly”? The system has to be intuitive for adoption to take hold. • Vendor relationships – what influence do you have in determining their functional direction? • Who owns the business process? Technology decisions should be made looking at environment in its entirety.24
  23. 23. Overall Learning Strategy Chat and Discussion Virtual Classroom Skills and User-generated Competencies content Strategy Mobile Learning LMS Talent Knowledge Integration Base/Repository25
  24. 24. Thank you for your interest! Contact Us Brandon Williams Email: Phone: 301.760.3005 Twitter: @bdotw Additional information and white papers can be found at: www.educegroup.com26