Sustainable development requires a strategic and integrative approach that touches all components of the business. Many of our (LMS365) customers have found that investing in a learning management system (LMS) as a strategic tool has helped them see the growth they’re looking for, as well as manage change along the way. Find out how an LMS can help your organization become more proactive while maximizing overall performance. Learn how it can be applied as more than a technology solution, but as a catalyst for focus and growth, impacting the following areas:
In today’s business environment knowledge is power. Organizations that have a good understanding of their ecosystem can act upon that information to generate momentum and value, becoming more proactive. Small businesses have a distinct advantage as few layers exist between the internal management/operator and external client loops – in short, they are more agile. Subsequently, it is easier to identify patterns in the market, connect the dots, and form better decisions to capitalize on opportunities and minimize risk. A LMS directs this process to operationalize organizational knowledge, then connects it to the competencies and skills required to improve performance, drive growth and create long-lasting value.
A LMS touches all components of the organization including IT, HR, Operations, and Management. To realize the company’s full potential everything must be connected and synchronized. Not only does this process need to occur within the IT layer but at the organizational level as well. IT groups (i.e. Active Directory) need to match the HR organizational chart; job roles and responsibilities in HR need to match the curriculum architecture and competencies defined by the training program. In essence, a LMS channels alignment by highlighting and solidifying the interdependencies across the organization to focus on what is important. This process enhances organizational synergy, ultimately providing a strategic view of what is needed and why. At the tactical level the alignment process defines specific content targeted at specific users.
When implementing a LMS a key question to consider is; what do we need to know and why? This question funnels everything to competencies””the skillsets required to perform certain tasks essential to our job roles and operations. The answer to this question drives the training program and LMS curriculum architecture. It defines what courses and learning tracks need to be delivered to meet organizational goals. Defining competencies directs focus to another critical question of any training program; what content do we need and how will our learner’s best absorb it to translate it from knowledge to action? By analyzing these factors leadership can determine a strategy for success that reaches beyond individual job development and contributes to the growth of the entire company.
By design, LMS implementation makes an organization look to the future. Leadership needs to determine what must be accomplished across the organization to achieve success right now, next year, and beyond. What skills do we need to develop and acquire to perform critical tasks and meet future goals? If you want to know where a company is headed a major indicator is their training program. It is the arrow that points to their perceived future. At the individual level a LMS enhances the psychological connection of the employee to the organization. The message is this: as a company we have a plan of how we need you to perform and how we can help you grow. Furthermore, we will provide you with an advanced platform and deliberate strategy to help you achieve this: you are part of our future, evolve with us. That is a powerful message in this day and age.
These points underline the fact that a LMS can be a powerful tool for any organization and its benefits go far beyond the four topics discussed. The positive impact a LMS has on performance can occur rapidly and help break through the next growth threshold. It can act as a catalyst to tighten the alignment of your organization, concentrate focus on its present state, and where the company needs to be in the future. Ultimately it helps define, deliver and manage organizational training to develop or strengthen the skills needed to get you there.
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