You might have the best Learning Management System (LMS) on the market, but what you need to ask yourself is: are we able to track and measure its impact? Not only to ensure that company dollars are being well spent, but to guarantee that employees are getting the most out of the investment. The best way to do that? Through the LMS itself. Let’s have a look at some additional questions you will want to consider:
To make sure that the right people are building the right skills training must be packaged so that it can be delivered to an individual, a specific group, or in bulk to the entire organization. This will allow managers to target certain training for a certain employee or groups of employees. For example, while everyone will need to complete mandatory HR and safety courses, only the Sales team may need to be trained on the latest product line.
Once training is directed to the right people the challenge then is to keep learners engaged. It’s therefore important to deliver learning content that is fun and relatable. Everyone learns differently – incorporate different kinds of content to meet the needs of all learners and include short surveys to help determine what’s effective and what isn’t. Another way to spice up your training and get employees excited about it is by adding quizzes and leaderboards to test whether learning resonates and by having your learners apply newly acquired knowledge in their everyday work life. This leads us to the second question…
Relating training to everyday work situations is crucial so that employees get the most out of their work and the company is getting the most out of them. Remember that your peoples’ time is valuable – you don’t want to waste it teaching them things they won’t be able to use. Furthermore, investing time and effort to hone specific skills will provide them with better tools to get the job done which will directly impact the bottom line.
Some ways to assure that training is being applied is by setting up learning tracks to establish a natural flow of training that works best for each team member or group. Learners won’t have to hunt for the learning they need because it’s all laid out for them, nor will they have to worry about missing training required for specific certifications.
Consider the advantages of integrating your LMS into the learner’s everyday platform, using, for example, Microsoft Teams. It’s easier to inform learners about upcoming training and eases access as they don’t need to login to an external and unfamiliar system to complete their training – it’s all in the one spot they already rely on to complete their day-to-day tasks. In addition, it provides an easy feedback loop to continue to develop on existing training.
To gain a better understanding of your company’s potential and direction for the future your LMS needs to be able to help identify areas of improvement and support your overall business strategy. By doing so, companies can be more proactive and prepare for any future required or desired skills training. From the learners’ perspective the awareness of competencies needed to advance in their position can motivate them to get ahead and encourage their use of the LMS.
However, the best way to prove that a company’s learning platform is making a difference is in the numbers. For example, using reports and dashboards like Power BI, to track, compare, and share analytics. It is the ability to prove who has completed what courses to the management team or, share engagement levels and even compare one department or team to another on a global scale.
Another benefit of tracking learning in a LMS is knowing what you have. You might be considering hiring someone for a certain project that requires a specific skillset. However, instead of looking outside of your organization, tap into the pool of knowledge you already possess using data from your reports and dashboards.
In conclusion, it’s important to remember that effective training is not a one-size-fits-all. What works for Starbucks may not work for you, and what works in a large company probably won’t work in a smaller one. The most important factor to consider are your learners – the people actually completing the training. Asking the above three questions at both the macro and micro level will help you to naturally form a culture of learning that benefits the entire company.