6 Steps to Get the Most out of Your LMS Investments



Senior editor

Parul Saxena

Chief editor

Last updated: May 21, 2021


Mindflash : No. 1 In Learning Managment Software

Learning Management Systems (LMS) are all the hype today with virtual classrooms over typical seminar-based certifications. There are millions of websites online and apps today that are offering hundreds of courses on just about any skill, topic or competency to master and sometimes even for free to attract all kinds of students, employees, and even organizations towards it.

Get Free Demo: Best Learning Management System in 2020

But what would set an excellent online course apart from thousands available online?

A good learning management software, yes; but a well-optimized LMS that aligns the needs and expectations of your users is what you should be striving for most importantly.

Managing an LMS is a lot more than what meets the eye. It’s not all about just delivering a course material excellently or running a software smoothly or bug-free.

The LMS that you choose for your users has to give them a positive interaction experience and also take towards a fruitful learning experience. And this can only be done when you explore the LMS to its premium or full potential.

LMS platforms have to handle all aspects of development by automating and managing the management, administration, delivery, and end-user experience of combined learning programs. Businesses that have invested in such blended hybrid learning management systems praise several significant benefits. Here’s how you can definitely get the most out of your LMS investment.

Important Steps to Get Most out of LMS Investments

1. Link Employee Development to Learning Delivery

Plans of development help employees to improvise their parts in the current role and also help them ripen better for a future role of interest which may turn out to be essential in terms of succession planning.

While an employee’s behavior, skill, and competency gap are typically identified during the performance assessment process or through a 360-degree feedback process, learning delivery is that mechanism that helps to close these gaps.

Few critical questions to consider to link employees’ development to learning delivery are:

  • Are the advanced courses and programs presented to the users automatically within the development programs to help with their training and coursework?
  • Is the shift between employee development planning and learning management smooth to users in terms of the user interface, look and feel?
  • Does it give the user an impression of a disjointed process?
  • Is the systems integration on an effort and cost required basis for tying development and learning delivery together, or do all the necessary capabilities come on a standard technology platform that natively connects the functions out of the box?

2. Aligning Learning Activities with the Business Objectives

One of the biggest deals of integrated talent management is to improve alignment between personnel activities and overall business strategies and objectives. And such an arrangement can be typically achieved through performance management and goals.

Managers and their associates define goals as part of the performance management process and line up the goals up with the objective of the organization.

Alternatively, the organization distributes the purposes down to its employees. In either of the cases, it is often concluded that the employees need specialized training to achieve their specific objectives and goals. It is a sign that you need LMS for your organization.

The biggest challenge in linking these functions has been its technicality. Many companies continue to use multiple systems like performance management systems, learning management systems, etc., that are not integrated or interconnected.

Yet as many organizations continue to approach single platform solutions that natively connect all needed functions such as performance, learning programs and goals through which the technical integration challenges can be eliminated.

These single-platform solutions also make it much easier to report on critical parameters and metrics such as the efficacy of learning programs on performance since all of the data stays in a centralized storehouse. With such data in hand, HR management can be better equipped to monitor, track and continuously improvise their learning processes and programs.

Also, Read: The Role of Mobile Apps in the eLearning Market

3. Maintain Regulatory Conformity

Learning management systems (LMS) is an essential mechanism for managing compliance and certification training within an organization. Organizations and companies will fall out of regulatory compliance quickly without any central tracking repository to report globally.

A few questions to contemplate in maintaining regulatory conformity are:

  • Can courses related to compliance be automatically assigned to new employees as a part of the onboarding process?
  • Can triggers and alerts be established to inform employees when they need refresher training automatically?
  • Does your current learning management system supply your library of predefined competencies?
  • Does it provide tools for managing skills, including competency categories, supporting definitions, behaviors, development opportunities and on-the-job activities?
  • Can you easily import your existing skills into the learning system?
  • Does your learning managing software include robust reporting and analytic abilities to facilitate agreement reporting?
  • Does it come with out-of-the-box standard reports?
  • Is the complication of the reporting and analytics engine extracted so that non-technical users can run their own reports without any IT intervention?

4. Track Effectiveness of Learning Throughout The Organization

Many organizations do not have any systematic way to track the impact of the learning programs they have on their own organizational outcomes. These results may include employee productivity or even individual employee performance.

The main difficulty lies in the fact that data is mostly spread out in various storehouses across the organization, and there is no standard employee system of records.

A fully-connected, single talent platform that covers the whole spectrum of all the HR functions and processes, including learning, is needed to help relieve some of the problems for the data to be all in one place. And with such a robust analytic and reporting service, previously unavailable insight can be gained.

Also, Read: Market Scope of LMS in the Coming 5 Years

5. Share Your Common Challenges

If you do LMS Investments, then it means you have specific common challenges of your organization that you want to overcome.

But before you go defining them, ask yourself these questions or refer your internal organizational department to consider these:

  • If it’s a brand new LMS Investments, what do you hope to gain from it or what gap are you trying to fill with it? 
  • If it’s a replacement for the current LMS, then why aren’t you satisfied with the one you’re using now? What unique features are you looking for? Or what more features do you need along with what you already have?

The more such questions are cleared before going to a vendor, the better the vendors can explain how their product will help you resolve your issues in your organization. Even if you know what you’re looking for, you can always get more features and learn something new.

You can categorize your priorities in a need-to-have and nice-to-have basis and then check out the best LMS for corporate training in the market. The right LMS Investments are out there in the market ready to meet your needs in a way you didn’t even expect. So keep your perspective open and be prepared to share your challenges with anyone.

6. Create Seamless Onboarding Plans for Employees

A compelling new personnel orientation and the onboarding program are essential to ensuring the long-term success of the new hires.

Yet managers – and their employees in many cases – often find it challenging to know which courses to take in training, especially if development planning is not a part of the onboarding process.

As a result, a lot of time is consumed; frustration and confusion can occur in a new employee’s career within the organization, which can lead to an early disengagement or even decreased turnover.

Chanchal Soni is a Growth Hacker and CRO Specialist at Appitsimple. She has experience in digital marketing, social media, content strategy, and marketing communications. Lover of huskies, the ocean & Boston sports.

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