We all know how essential learning is to organisational success, as it provides measurable results to the bottom line, boosts productivity and engagement, and improves your all around competitiveness. Unfortunately, outdated learning management systems (LMS) are holding organisations back, but they’re still one of the last pieces of technology they decide to replace.
Depending on the industry, an LMS is occasionally seen as a compliance tool that only requires the bare minimum in investment. Either that, or it’s a cost centre with difficult to quantify returns. While many organisations currently have an LMS, they might not have the right one for providing measurable benefits.
A next-generation LMS automates your learning process while offering powerful reporting features for keeping track of outcomes. With the flexibility to manage a variety of third-party and custom content, as well as the capability for peer-to-peer learning and on-the-job training, it offers a dynamic platform for creating a learning culture in your business.
But winning approval for an LMS can present HR leaders with a significant challenge. By constructing a business case that presents an LMS as a proven tool for attaining strategic business objectives, rather than just another technology expenditure, you can create a compelling argument for bringing one of these platforms into your business.
Identify the cost savings
An LMS is essential for offering customisable online training. Once your employees have access to this, you’ll be drastically reducing your costs for training facilities, instructor fees, and time away from work. You also be creating new efficiencies with customisable content, optimised scheduling, and the ability to get rid of some of your duplicated systems.
Estimate the revenue benefits
With the flexible capabilities of a next gen LMS, your employees will have more time available to them to do their jobs. Your sales reps will also have access to just-in-time training about new products and markets, without having to leave the field for attending classes. An LMS can speed up your time to market by ramping up sales and support staff sooner. You’ll also see significant returns from adaptive learning that targets training according to each employee’s specific needs.
Understand the strategic benefits
With the ability to seamlessly integrate with your other HR technology solutions, you’ll be able to tap into your established knowledge base for delivering customised training, which improves overall productivity and quality control. You’ll also be lowering your regulatory risks and liabilities, while reducing your chance of accidents and audit-proofing your training records. Skills gaps, as well as holes in succession planning can be identified and addressed through targeted learning.
Highlight the benefits to your people
By creating collaborative knowledge sharing environments, you’ll be empowering and retaining workers for the long-term. Your employees left capability to proactively plan the training and career development and align the learning with your organisation’s immediate and long-term needs. You’ll also be creating a high-performance culture in which performance reviews lead to the development of training goals and consistent measurement throughout the year.
This piece was written by Presence of IT's Sarah Wojciechowski and published on LinkedIn.