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Business case to “go live” – an LMS implementation success story
Wayne Robertson
+Corporate strategy – the vision
+Corporate strategy – the challenge• Pressure to reduce training time away from desks • Cost minimisation and learning budget cuts • Seeking efficiencies • Automation and “self service”
• Improved performance of learners • Quality customer outcomes • Learning focused on real scenarios • Increase in learning uptake • Improvement in engage survey scores
+ A complex path to success• Multiple unsatisfactory legacy systems in
place • Highly regulated, complex, financial services
industry • Curriculum build in progress across several
business functional areas • Multiple learner groups in multiple business
units and distribution channels • Offshore outsource partner • Varying learner skill levels • Desire for multiple learning delivery methods • Desire to make learning available to external
business partners
+Configurat
ion not customisat
ion
Cloud-based
Wide variety of learning
delivery methods
Both Internal and External
audiences
Push and pull learning content
Reporting and
Dashboards
User-friendly and low-
administration
Defining LMS requirements
+Business and learning outcomes• Reduced administrative burden, increased efficiency • Improved reporting capability and data quality • More tracking of learner activity and learner completions • Better regulatory compliance rates • Increased learning content available for learners • Clearer links between role and career development • Increased employee satisfaction survey scores
+Understanding your learners7
• Connected and comfortable with technology, agile and innovative
• Expectation that workplace technology will function in the same way as personal smart devices
• Explore for knowledge by “asking Google” • Sharing ideas and updates via social media is normal and
expected • Comfortable to learn from each other and in compressed
time frames • Skills and capability development are more meaningful than
“information dumps”
+The big pictureWhen considering an LMS implementation take a future focused approach • Consider an E2E Human Capital Management system (Hire to Retire)
to gain rich insights from the components of the HCM • Configure your LMS as a “helping hand” (not as a “disciplinary
manager”) to guide learners • Consider defining and implementing competency frameworks:
• Recruiting for role requirements • Providing learning for role specifics • Development planning and career discussions
• Leverage insights for manager / learner coaching discussions • Design and build surveys and assessments
+ Configuration Workshop
Ensure your implementation plan has sufficient “configure and build” time to carefully consider: • User Management – adding, changing learners • Learning Management – online content; instructor led; experiential learning; virtual classrooms • Physical resources, locations and scheduling of instructor led sessions • Security and logon considerations • Learning completion status – pass / fail / incomplete, in progress • Automatic processes for assigning core content • Reporting, marking attendance, surveys • Access restrictions within the system • Value added components – social, mobile
Getting to grips with “you don’t know what you don’t know….”
+User Acceptance Training!• User uploads and learning history • Data quality and cleansing • Security testing • Creating new learning items • Assigning learning • Reporting • Notifications • User experience • ADMINISTRATIVE FUNCTIONALITY
+Celebrating Success
Achieved • On Time
and Under Budget
• Compliance
+Where to from here?12
• Social learning • Peer collaboration groups • Discussion groups • Feedback, coaching and mentoring frameworks • “On the job” experiences • Wiki’s and forums !
• Elective “pull” content in addition to core corporate learning • Curated learning and external content • Links to frameworks, development plans and career paths • “Knowledge” versus “content”
+A fresh look at learning
• Bring Your Own Device (BYOD) • Designing learning for multiple interfaces (HTML5) • TinCan • Any device any place and time (ADAPT) • Utilising LMS Mobile capability • Immersive, interactive, engaging content • Catering for different learning styles • Bite size learning interactions !
