You Know You Need an LMS — Now What?

  • Share:
performance

Learning Managment, LMS, HR, Human Resources
As a recent study by Gartner puts it, HR leaders need to create a “consumer-centric” human resource function that is enabled frequently, if not always, by technology. In other words, a learning management system (LMS). And when it comes to creating an effortless learning experience within an LMS, employees value three things over the rest: how training will benefit their career ambitions, how easily accessible the training is and how easily the training can be consumed.

Learning experience that is valued most

Benefits of adopting an LMS

Learning management systems are an effective method for organizations to deliver eLearning to their employees in a consistent, organized and measured format. Since an LMS is considered by some to be a more “advanced” method of eLearning, some organizations believe that it’s not entirely necessary for their purposes, but this is often a misconception. An LMS can be a cost-effective training delivery method that fills in skill gaps, improves strategic development and even integrates into performance management systems for goal-tracking and analysis.

Benefits of an LMS for your credit union:

Learning management systems can have many other uses than just simple training, including onboard, communicating culture and even rewarding progress.

LMS, Learning Management, Training, Trainer

Assess what is needed

One of the first steps you should take when approaching a new LMS is a needs assessment. Your HR team may have already determined they’re interested in upgrading their L&D resources, but what are they looking for in an LMS? Organizations with robust data-gathering processes may already have a long grocery list of needs, especially when it comes to shoring up skill gaps, while other businesses may want to run a round of questionnaires or even one-on-one interviews with employees to see what is needed.  

Gain buy-in from decision makers

Now that you have identified needs and objectives, the plan should be presented to decision-makers. It would be a mistake, however, to believe that buy-in is only needed from the executive team. Adopting a new LMS will also greatly affect managers as well, and they will be handling much of the day-to-day interaction with their team and how they interact with the LMS, so gaining support from them is essential.

Roles and accountability

Organizational change has a high risk of falling apart without the proper structure in place. Something as large as implementing a new LMS will likely impact more than just the HR team, and these roles and responsibilities should be identified before the switchover. Larger organizations are more likely to expand their team, perhaps even open new roles for eLearning specialists and project managers, while smaller organizations will be looking at existing talent and leaders to guide LMS implementation. How easy or difficult this becomes will depend a lot on the LMS the organization chooses. LMS software that leans more towards self-service will have more automation and ease-of-access features, making it easier and more time efficient to use.

Timeline

How many users will you onboard? What kind of content and features are needed for these users? What additional software is needed to complement the LMS? When will implementation begin and when will it finish? What resources does IT need to facilitate the change smoothly?

These questions and more will have to be answered in a timeline for LMS implementation.

Trial run

There is no need to jump in head-first. Many organizations opt to test the new system (or certain parts of an LMS) with a select trial group before opening it up to the entire workforce. With this small test group, organizations can see whether the LMS meets their expectations in a controlled setting, as well as identify possible issues ahead of the full rollout.

Switching over

Finally, planners need to give some thought to how the actual switchover will work. While an instantaneous change might be appealing, it is not always the best method, and in the case of some organizations with existing learning management systems, it may not be possible. Many businesses opt to slowly phase in the new system or even run both the new and old systems concurrently for a brief time.

Choosing the right LMS

Choosing the right LMS will depend on several factors, including the skill and size of your L&D team, the objectives defined in planning, the available budget, features desired and technical considerations. Credit unions with dedicated training and development resources, perhaps an L&D specialist or even a full team, may be able to adopt more advanced systems and move some of the content and tracking work in-house. Organizations without these resources will be looking for a more generalized, easier-to-use system that handles much of the tracking and reporting automatically.

When choosing the right LMS, it’s important to know what features are most important to the organizational goals laid out in the planning process.

Compare vendors

Once you have a desired list of features and tools, you’re ready to drum up a list of vendors ⁠— perhaps scroll through a few websites and look through testimonials, features lists, videos and course listings.

Learning, development, LMS, Learning Management, challenges

Below are some questions to consider while browsing:

  • Share:


« Return to "Trends"
TrendScan logo
<< Back to Articles

Latest Trends

  1. Identifying Marijuana-Related Businesses
  2. Cut Through the Noise and Deliver Value Members Want
  3. 3 Key Factors for Creating Good Content
  4. Preparing a Transparency Communication Plan
  5. A Content Management System Will Make Your Life Easier
  6. You Know You Need an LMS — Now What?
  7. Opportunities and Risks of Banking for Marijuana-Related Businesses
  8. Why You Need ERM in Your Strategic Planning
  9. Enterprise Risk Management — Where to Start
  10. Just How Distracted Are Consumers?
  11. Credit Unions Could Replace Predatory Lenders
  12. Are You Properly Rewarding Your CEO?
  13. The Quickest Way to Understand Enterprise Risk Management (ERM)
  14. Omnichannel Delivery: Banking Based On Members
  15. The Easiest Way to Deliver Content for Employee Development
  16. What Borrowers Wished Credit Unions Knew
  17. Is Your Credit Union Supported by the Four Pillars of Digital Banking?
  18. Bankers associations’ opposition to mergers does a disservice to member banks and to consumers
  19. Consumer Attitudes Toward Digital Advertising
  20. What Is a DDoS Attack and Why Should Credit Unions Be Concerned?
  21. Three ways to up your social media game
  22. Are You Ready to Adopt a Continuous Performance Management System?
  23. Keep content relevant, short, iterative and engaging
  24. The Quest for a One-Stop Shop Financial App
  25. 5 Things Credit Unions Can Learn from Cyber Attacks
  26. Credit Unions Have an Opportunity to Help Their Members Through Tax Season
  27. Preparing for Compensation Transparency
  28. 2 Big FinTech Goals for Credit Unions
  29. The Quickest Way to Find the Right (and Safest) CMS
  30. Learning Management Systems: What Credit Unions Should Consider
  31. Americans Trust Their Financial Institutions for Tax Advice
  32. How Useful Are Member Personas for Credit Union Marketing Teams?
  33. Popular DDoS Mitigation Methods in 2019
  34. Experience Company Growth and Discovery with Employee-Driven Communication
  35. The Process of Crafting a Relatable, Moving Brand Story
  36. Should You Still Be Concerned about ADA Website Compliance?
  37. Achieving the Golden “Narrative Transport” in Brand Storytelling
  38. Predict the Future of Mortgage Lending with Analytics
  39. Three Ways to Enhance Compensation Strategy for an Age-diverse Workforce
  40. Remaining a Player in the New Home-Buying Experience
  41. What's Hot in Performance Management Technology
  42. Common Mistakes in Compliance
  43. Identify how chatbots will help you
  44. Leverage the Resources of Trusted Experts for Tax Season 2019
  45. The Secret to Future-Proofing Your Organization
  46. The Best Compliance Training with New Topics You Will Need
  47. You Might Already Have the Solution to Your Current Talent Competency Gap
  48. Conversational Commerce and the Rise of the Chatbot
  49. The Member Service Experience
  50. Become a Tax Resource for Members
  51. Volunteer and Young Board Members Need Development
  52. 6 Factors for Choosing the Right ESS System
  53. Do you need a new compensation strategy for multigenerational staff?
  54. Americans' Lack of Financial Literacy Is an Opportunity for Credit Unions
  55. Don't Get Snagged on ADA Compliance Requirements
  56. The Planning Process - Improved
  57. Credit Union Compensation: Philosophy or Strategy?
  58. What others are doing
  59. Prepare for integration
  60. Building a Website with the User in Mind
  61. The Role of HR and Hiring Managers in the Candidate Experience
  62. Do You Know Why Payday Loans Are Used so Much?
  63. Why HR Should Take Advantage of Employee Self Service
  64. Continuous Performance Management is Disrupting HR
  65. 3 Ways Credit Unions Can Prepare for a Cyber Extortion
  66. Content Marketing: Well Worth the Effort
  67. 7 Tax Changes Your Members Need to Know About
  68. 3 Succession Plans Your Credit Union Needs
  69. Anticipating Change with a Succession Plan
  70. People Analytics: Bringing HR and Data Together
  71. Your Social Media Accounts Deserve Quality Content
  72. The Performance Management Conundrum: Structure vs. Creativity
  73. Consumer Appetites in Mobile Innovation
  74. The Win-Win Results of Prize-Linked Savings for Credit Unions and Members
  75. 3 Website Design Trends for 2019
  76. Shifts and Trends to Know About in E-Learning
  77. Content, Tools, and Channels to Capture Consumer Attention
  78. The Website Audit Your Credit Union Needs
  79. 5 Guideposts to Measure Your Brand Promise Against
  80. Are You Missing Out on the Power of Video?
  81. Empowering Employees and HR with the Latest Technology
  82. The Importance of Creating Quality Content
  83. Prioritizing the Credit Union Employee Experience
  84. What Credit Unions Should Do with Ambiguous ADA Standards
  85. Is Your Executive Compensation Still Appealing?
  86. Why You Should Invest in an Applicant Tracking System
  87. How to Identify What You Want in an ESS
  88. Making Sure You Have the Right Leaders in the Right Seats
  89. Selling Payments and Wealth Management Services
  90. Serving the Underbanked and Millennials
  91. 4 Steps to Increased Social Media ROI
  92. Build Up Membership Through Supportive Savings Programs
  93. The Credit Union Advantage for the Digital Customer
  94. Wanted: Apps for Clarification and Simplification
  95. Optimizing Websites for Voice: What You Need to Know
  96. A Simple Way to Unify Your Marketing Efforts
  97. Don't Undervalue Your Brand Promise
  98. Are Your Landing Pages up to Snuff?
  99. Is Your CMS the Right Fit?
  100. The Dream Team for Successful Online Customer Interactions
  101. Caution: Customers Don't Always Ask for What They Want
  102. Credit Unions Can Compete with Shadow Banks
  103. What the C-Suite Wants out of Social Media
  104. How Credit Unions Can Formalize the Branding Process
  105. Protect Your Credit Union with a Website Accessibility Response Plan
  106. Keeping Up with Digital Lending Convenience
  107. 3 Brand Promises Credit Unions Can Learn From
  108. How Credit Unions Can Embrace Storytelling in Marketing
  109. Don't Underestimate the Power of Financial Education
  110. How to Generate Content with Fewer Resources
  111. Leveraging Social Media for Member Engagement
  112. Underestimate the Onboarding Process at Your Peril
  113. 3 Factors Impacting Credit Union Compensation Plans
  114. If Your Site Isn't Mobile Optimized, You're Losing Out
  115. Finding the Best Platform for HR Technology

Related Trends

  1. Three Ways to Enhance Compensation Strategy for an Age-diverse Workforce
  2. Common Mistakes in Compliance
  3. Do you need a new compensation strategy for multigenerational staff?
  4. You Know You Need an LMS — Now What?
  5. The Easiest Way to Deliver Content for Employee Development
  6. Preparing for Compensation Transparency
  7. Preparing a Transparency Communication Plan
  8. Are You Properly Rewarding Your CEO?
  9. The Planning Process - Improved
  10. Volunteer and Young Board Members Need Development
  11. Are You Ready to Adopt a Continuous Performance Management System?
  12. Experience Company Growth and Discovery with Employee-Driven Communication
  13. What's Hot in Performance Management Technology
  14. Continuous Performance Management is Disrupting HR
  15. People Analytics: Bringing HR and Data Together
  16. Why HR Should Take Advantage of Employee Self Service
  17. Empowering Employees and HR with the Latest Technology
  18. The Role of HR and Hiring Managers in the Candidate Experience
  19. How to Identify What You Want in an ESS
  20. Finding the Best Platform for HR Technology
  21. 6 Factors for Choosing the Right ESS System
  22. Why You Should Invest in an Applicant Tracking System
  23. Underestimate the Onboarding Process at Your Peril
  24. Prioritizing the Credit Union Employee Experience
  25. The Performance Management Conundrum: Structure vs. Creativity

Industry insights
to your inbox!

Subscribe