What is a learning management system?
A learning management system (LMS) is software companies use to train and educate employees, clients, and business partners. Traditionally, work training programs would take place in person over a few hours or days. LMS technology, however, streamlines this learning process. It provides a one-stop-shop for educational content, offering learning options including videos, programs, courses, quizzes, and guides. Furthermore, the content can be live or recorded so individuals in different locations, time zones, and companies can easily access it. Companies use LMSs to:
- Create informational content
- Organize it in a centralized digital location
- Deliver it directly to the targeted audience
- Monitor learning progress
- Facilitate learning collaboration
Why should HR leaders care about a learning management system?
LMSs provide customized informative content to engage, motivate, and develop the workforce while boosting productivity and retention. An LMS promotes professional growth in the workforce– propelling the company forward toward reaching its business goals. LMSs can optimize HR functions such as:
- Job and compliance training
- Skills gap analysis
- Learning and development
Through automation, LMS platforms also save time and money. Rather than leading the same training repeatedly, professionals can record their instructional videos once, and numerous employees can benefit from them.
What can HR leaders do to build a successful learning management system?
- Choose wisely. Because there are a dizzying number of LMSs, HR leaders must focus on why they want to incorporate an LMS and how it will help them reach their goals. Moreover, understanding the various employee learning styles helps leaders select a program that will promote growth and higher performance among the workforce.
- Promote the LMS internally. To reap the benefits of an LMS, employees must be on board. HR professionals can incorporate different methods to motivate employees to use the LMS, such as gamification, incentives, and preparing employees for the new LMS a few months ahead of time.
- Gather feedback. Employee feedback is crucial; understanding what employees like and dislike about the LMS enables HR leaders to adjust the LMS to be more personalized and user-friendly.
- Check-in with managers. To encourage a smooth transition into the LMS, maintain regular communication with managers. Supporting their adaptation and adjustment to the new LMS will help them lead their teams to embrace the new system.
- Fuse the LMS with traditional learning. Standard, in-person training shouldn’t be disregarded. For example, interactive group workshops and on-the-job training are still worthwhile and may be just the learning style employees need. HR leaders can use an LMS to complement traditional learning methods and monitor employee progress.
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How can a learning management system improve company culture?
Enabling employees to develop their knowledge and skills can nurture meaning in the workplace, improve their performance, and boost their value to the company. Moreover, supporting employee development allows companies to build a learning culture that facilitates business growth while keeping up with the rapidly changing world of work.