Does Your Learning Management System Need an Upgrade?
If you’ve had the same Learning Management System (LMS) for years, then maybe it’s time to re-evaluate your needs. For all you know, you may have grown complacent about it. You could be so comfortable using it that you have learned to overlook the flaws that may have crept in. Therefore, you should step out of your comfort zone and look at your LMS objectively. A good LMS needs to be intuitive and customizable. It should make life easy for you and your learners. Never compromise on your corporate learning strategy.
Here are five signs that your LMS needs to be upgraded. If your LMS meets any of these criteria, then it is time to consider improving it!
#1: It is not being used.
There could be several reasons why no one wants to use your online training system. Maybe your employees do not like the platform. Or, perhaps the interface is not user-friendly, or not compatible with mobile devices. Whatever the reason is, if the end result is that your employees are not using the LMS, then you need to think of upgrading it. But how can you be sure that the learners do not like the LMS? You may consider sending them an online survey. It’s a great way to find out why they do not like the system, as well as the features they want in their LMS.
#2: It cannot be customized.
Web-based training works best when it can be customized. Your LMS should give you the option to do so. Each one of your employees is different. They should not be served one-size-fits-all courses. If you want the learners to benefit from the online training courses, you must give them what they find relevant. Your LMS needs to support personalization. Learners should be able to find content that is relevant to their job role and needs. Otherwise, they will just ignore the overwhelming amount of training you push out to them.
#3: It is used as an online archive.
Your LMS should be much more than an online archive for your learners. It should allow your learners to interact with each other and share opinions. Social collaboration can go a long way in enhancing the overall productivity of an organization. If your LMS does not allow them to collaborate, they will choose a different platform. The LMS should also allow you to obtain reports about the learner activity. It should be much more than an online filing system.
#4: It is not mobile friendly.
Everyone has a smartphone in their pocket. Your workforce, especially the millennials, wants to access everything on a mobile device. They do not have the time to get tied down to a desktop. So, your LMS needs to be optimized for mobile usage if you want it to be successful.
#5: It does not provide relevant support.
Your LMS provider should provide robust service. A good LMS service provider should have dedicated support personnel, along with ongoing telephone and email support. Learners or administrators should not be required to wait for days after they submit a question or raise an issue ticket.
Once you make the final decision of upgrading your LMS, follow the following 3 steps.
Step 1: Define your requirement as clearly as possible. You need to be absolutely sure about the business objective you want to fulfill. Make sure you list out the reasons why you want to upgrade your system and the features you desire. That way, you can create a shortlist of the LMS that is most suitable for you.
Step 2: Now that you know what features you are looking for, make a list of all the LMS’s that fulfill your needs. You may have the option to upgrade to a newer or more robust version of your existing LMS, rather than investing in a new one. See if that is a feasible solution for your organization.
Step 3: Create a comparison chart of the benefits, costs, and risks associated with each option. Choose the option that is the most advantageous for you.
We create custom eLearning designed specifically for your training objectives, and our programmers certify it meets the technical specifications of your LMS. Our courses ensure strong retention of information and provide innovative ways to change learner behaviors. Each learning ecosystem developed by Designing Digitally is tailored to the customer’s eLearning specifications and needs.
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There is hardly any training that learners look forward to less than compliance training. The only way to get your employees to complete a compliance training is to make it mandatory. Even then, there is no guarantee that the learners will remember even a word of it. They are just interested in completing it some way or the other. Moreover, compliance training solutions are repeated annually. When employees are forced to attend the same boring course every year they tend to view the training as an obligation and not something that would add value to them.
This lack of enthusiasm is not just on the part of the learners. Learning designers also invest minimal time and effort in designing the training as they know that the training is mandatory for the learners whether they like it or not. This becomes a loop of boredom for all concerned and the original purpose of the training is lost. But, there are several ways in which you can improve compliance with the help of e-learning.
Here are some ideas on how to up the jazz quotient for compliance training.
#1: Personalize it
Your learners will change their attitude towards the compliance training when they find the information customized and relevant to them. Most compliance training uses statistics to show how much loss the organization will suffer if they do not comply to the rules. They highlight the serious consequences the organization can face for non-compliance. That is all good, but what interest does the learner have here? How will it affect him? You may want to talk about how non-compliance to safety rules caused a major accident to one of the workers. Had he followed the safety rules, he would have been able to avoid the accident. This scenario would be more relatable to the learner.
#2: Gamify it
Gamification takes your training a notch up. Using points, rewards, and leaderboards makes online learning all the more exciting. Compliance training is usually drab and learners go through the content because they have been forced to do so. A great way to bring that bland content alive is through gamification. If you infuse game mechanics into the content, learners will participate voluntarily. Of course, you need to use gamification concepts in a way that it adds value to the content and doesn’t worsen it.
#3: Keep it realistic
Aim to keep the setting realistic if you want your learners to identify with the training. Provide real-world examples and create scenarios that your learner deals with on a regular day on their job. If you are not sure about how to use real examples, your target audience can help you. They can provide you details about the situations they encounter. They will help you fine tune your content with realistic details. The characters in the game-based learning should look like people who the learners encounter in their work environment. Use a mix of people with varied gender, age, and ethnicity. The dialogue should sound genuine and not out of a movie.
#4: Make it optional
The problem with compliance courses are that the employees need to take it every year. Now that is boring and useless for long-term employees. They do not like going through the same content every year. If you want them to retake the course each year, either add new information or revamp existing information to keep it interesting. If you are not doing any of these, then no point asking them to repeat this task annually. Make the course optional. You may consider keeping some assessments questions for learners who opt out, just to test that they understand the basic concept.
#5: Use job-based branching scenarios
Custom content is always better than a general course. Your organization has different job types. Each job type will have its own specifications. So, why will a learner need to know about the ones that does not apply to them? Instead use relevant branching scenarios based on each job-type. Let the learners choose the job they are in at the beginning of the course. Branch out the content accordingly. Keep the scenarios realistic. Add as much detail as required but do not overdo it.
Every custom e-learning solution developed by Designing Digitally is created around your brand and your learners’ needs. By utilizing innovative instructional design and the latest technology advancements, our firm partners with large brands and federal government agencies to create cutting-edge training that engages employees and changes behaviors.
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