1. The document discusses 8 trends that are changing learning and development: informal learning is becoming more prominent, mobility is driving new approaches to learning, compliance needs are increasing, learning needs are extending to external partners/audiences, security/privacy concerns are growing, analytics use is advancing, and integrated talent management suites are on the rise. 2. Key questions are raised about how organizations should approach these trends, such as whether to focus on social/mobile capabilities, leverage existing content for new platforms, and how to ensure readiness for compliance audits, privacy, and analytics. 3. Integrated talent management suites are becoming more common, but considerations include functionality/experience tradeoffs and market consolidation risks. Organizations must

1. LMS: EVOLUTION OR EXTINCTION
8 TRENDS THAT CHANGE EVERYTHING
1
INFORMAL & SOCIAL LEARNING
collaboration
communities
of practice
user-generated
content
learning at
the point of need
75%It is estimated that at least
of learning is informal
20%
Informal
Learning
10%
Formal
Learning70% On-the-job
Experience
2 MOBILITY
or
MOBILE LEARNING IS
(( Personalized access
(( Context- & location-aware content
(( Performance support
MOBILE LEARNING IS NOT
uu eLearning on smartphones
More than 1/3
of the world’s workforce will be
mobile by the end of 2015
The “market creation”
phase of mobile learning
is over -> demand is
mainstream
Ambient Insight
IDC
?
3 COMPLIANCE
2 out of 3 organizations say that demonstrating
compliance is very important to them
1 out of 2 organizations are relying on their LMS
to demonstrate compliance
Only 1 out of 3 are ready for a compliance audit
(for low performing organizations)
Only 2 out of 3 are ready for a compliance audit
(for high performing organizations)
AND
BUT



 

Source: Brandon Hall Group
Key question:
Are you looking for a “socialized” LMS
application or for an LMS as the social platform
of choice?
?
WHAT TO CONSIDER FOR YOUR LMS
(( Ease of integration with
corporate social networks
(( Syndicated search & expertise locator
(( Gamification options & capabilities
(( Performance support
(“the 5 moments of need”)
Key question:
Should you leverage your existing learning
content investment or start fresh with new
mobile-specific content?
?
WHAT TO CONSIDER FOR YOUR LMS
(( Clear strategy with objectives:
evolution or revolution?
(( Responsive design across choice of devices
(( Native apps optimized for real-world use cases
(( Connectivity – what happens
if a user is offline?
(( Device & platform choice - lots of pros & cons
Key question:
Are compliance checklists & reactive reporting
enough from a risk perspective vs. true workforce
readiness & proactive compliance dashboards?
?
WHAT TO CONSIDER FOR YOUR LMS
(( E-signatures in audit tracking
(( Competencies & certifications
(( Pro-active reporting, dashboards & analytics
(( Easy access to compliance content
Key question:
Can you leverage the same LMS investment for
both internal & external audiences??
WHAT TO CONSIDER FOR YOUR LMS
(( Portals, branding & personalization
(( E-commerce capabilities
(( A new role of the LMS
»» Revenue generation
»» Quality management
»» Documentation distribution
»» Partner certifications
THE EXTENDED ENTERPRISE4
(( Franchise networks
(( Supply chains
(( Distribution channels
(( End clients (B2B and B2C)
Suppliers
Your
Company
Direct Clients
Resellers
Distributors
Indirect
Clients
Source: Ardent Partners
It is estimated that over
the next three years, the
average contingency
workforce will grow by
almost
30%
Key question:
What people data or information do you think
might be at risk in your L&D or HR department??
5
Key question:
Are you looking for a “socialized” LMS
application or for an LMS as the social platform
of choice?
?
WHAT TO CONSIDER FOR YOUR LMS
(( Data hosting location for data privacy
(( Control over software updates
– is it important?
(( Security of application infrastructure
& standards (ISO/IEC 27001)
(( Support for industry-specific
regulatory and legal requirements
(( Ability to tailor your system to
your specific business needs
THE CLOUD
Disruption in every business
Rapid
innovation
Global
accessibility
Easy
administration
On-demand
self-service
Predictable total
cost of ownership
Elastic
capacity
Source: Brandon Hall Group
11 out of 20 companies are currently running their LMS
in the cloud. However, larger organizations are still more
likely to be running on-premise than in the cloud.
WHAT TO CONSIDER FOR YOUR LMS
(( Authenticity - validated identity authentication
(e.g. e-signatures or physical identification)
(( Integrity - secure infrastructure
(e.g. ISO 27001)
(( Confidentiality - data privacy &
control (e.g. Secure SaaS)
(( Availability - system architecture (e.g.
intrusion/DOS detection & prevention)
(( Auditability - tracking & reporting
(( Regulations (e.g. 21 CFR Part
11, EU GMP Annex 11)
7
SECURITY & PRIVACY
Source: corporate press release
Global Services Organization Confirms Illegal
Attack on Information Technology System
News Release: A global services organization has confirmed
today that the posting of certain data files on the Internet
yesterday was the result of an illegal attack. We are conducting a
full review of the nature and extent of the attack. At this time,
we do not believe that the attack extended beyond data
pertaining to a learning management system for a
government agency.
Key question:
Are you able to get started with analytics by
focusing on small data that are already available
to you before tackling big data?
?
WHAT TO CONSIDER FOR YOUR LMS
(( Level of confidence in the accuracy &
integrity of currently available data
(( Self-service reporting capabilities, time
& effort required for a new report
(( Graph charting & visualization options
(( Ability to integrate data from multiple sources
(( OLAP technology & predictive modeling
(( User experience at all levels:
administrators, business line managers,
HR directors, executive team
ANALYTICS8
It is estimated that 9 out of 10 organizations
are still in Operational maturity level.
Small
Data
Maturity
Big
Data
Operational Strategic Transformational
Passive
Reporting
Canned reporting
& dashboards
KPI reporting
& dashboards
Proactive
Reporting Domain specific
relationship
analytics
Silo’d
Analytics Across HR / talent
domain & business
aligned / connected
Integrated
Analytics Dynamic future
scenario modelling
Predictive
Analytics
Dynamic automated
data driven decision
making & machine
action
Machine
Intelligence
Automation
Operational
Source: Elearnity
Only of organizations think that HR is
credible with talent analytics.
Source: Bersin by Deloitte
15%
Evolve or Diehttp://www.NetDimensions.com
Key question:
How much of best-of-breed functionality & user
experience is sacrificed in an integrated suite??
WHAT TO CONSIDER FOR YOUR LMS
(( Organic integration or collection
of acquired technologies?
(( User experience – seamless or
(( Market consolidation – has your LMS
provider been acquired (or re-acquired)?
(( Level of attention & knowledgeable
client support that you are receiving
(( Hidden costs along the life
of your LMS contract
6 INTEGRATED TALENT MANAGEMENT
Integrated systems are on the rise
The LMS is the  of talent management
The LMS is moving to the enterprise level to respond to the
changing needs of agile companies
Ongoing
performance
management
Learning
managementSuccession
management
& talent pools
Compensation
Workforce
analytics