The document provides guidance on selecting a learning management system (LMS) by outlining a 5-step process: 1) define business needs, 2) determine audience, 3) determine learning culture, 4) define building blocks of content, process and technology, and 5) define key LMS components like structured learning, talent management, and knowledge management. It emphasizes connecting an LMS selection to business goals and testing a vendor's ability to meet organizational needs.
3. 5 Steps to Choosing an LMS
Define business needs
Determine your audience
Determine your learning culture
Define building blocks
Define components
8. Business Needs
Test your vendor
partner.
Be specific, and find out
if they can truly help
you solve your business
problems.
9. Business Needs
Talk 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.
17. 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?
18. Process
What workflows
need to be
supported within
the organization?
How can that be
translated to the
technology?
19. 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.
22. 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.
24. 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.
26. 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.
28. 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.
30. 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.
32. 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.
33. We’re here for you.
Contact me at:
justin.williams@remote-learner.net
Editor's Notes
Every organization has their own learning culture.
Are you just starting training internally?
Are you looking at transitioning from face-to- face?
Is training supported all the way up your organization?
Building blocks of healthy learning ecosystems.
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?
Structured Learning
Talent Management
Performance Support
Knowledge Management
Access to Experts
Social Networking & Collaboration
Structured learning programs are precisely designed learning programs (classroom and online) that help build skills and knowledge.
For participants in these programs, the goal is to learn.
From the organization’s perspective, the goal is to train, certify, and meet compliance requirements.
Structured learning programs are precisely designed learning programs (classroom and online) that help build skills and knowledge.
For participants in these programs, the goal is to learn.
From the organization’s perspective, the goal is to train, certify, and meet compliance requirements.
Talent management helps people move their careers forward and find the best place for themselves in the organization. The organization, in turn, seeks to allocate its workforce in the most efficient and productive manner.
From the workers’ perspective, the goal is to advance.
From the organization’s perspective, the goal is to manage and develop the workforce.
Performance support solutions provide assistance at the moment of need in the context of work tasks.
From the workers’ perspective, the goal is to get a job or task done.
From the organization’s perspective, the goal is to improve productivity and reduce errors.
Knowledge management provides people with access to content in support of their work.
From the workers’ perspective, the goal is to successfully research a topic and get answers quickly.
From the organization’s perspective, the goal is to provide easy and reliable access to information.
Access to experts enables workers to get help from more experienced people in the form of guidance, consulting, coaching, or mentoring.
From the workers’ perspective, the goal is to consult with experts to resolve a problem or issue, or grow their capabilities over time.
From the organization’s perspective, the goal is to most effectively leverage expertise.
Social networking and collaboration solutions provide opportunities for networking and collaboration, enabling people to share information and insights with one another so that the collective knowledge and experience of a group helps everyone solve a problem, improve performance, etc.
From the workers’ perspective, the goal is to share.
From the organization’s perspective, the goal is to encourage exchange of knowledge and ideas.