Missed a Promotion-Did you leverage your LMS?

Steve Turner, Manager, Deloitte

Steve Turner, Manager, Deloitte

Why keep learning?

Every time this question is asked at work–the answer varies from “I want to be more productive” to “I want to gain more knowledge” to do things faster, better, and more efficiently.

"Learning systems are integrated to the new world Human Resource enterprise application on premise or the cloud"

With that being said—how many of us put in the effort to learn something new each day? How about we replace ourselves with companies trying to learn each day with their employees?

A learning organization facilitates the learning of its members and continuously transforms itself to increase market share. If we associate that increase in market share–it circles back to our individual growth be it financial or operational. This is how we associate our learning at workplace to its employees.

How do we keep track of our learning, we have come a long way from punched cards, learning logs, personnel files maintained by HR for an individual, Look no further, Say hello to a new shiny tool called Learning Management System(LMS ).

LMS is a software application for the administration, documentation, tracking, reporting and delivery of electronic educational technology (also called e-learning) courses or training programs.

Learning systems have been utilized since the advent of the usage of the mighty computers in a work environment. What has really changed is learning methods, delivery, tracking and analytics which in turn helps leadership take better decisions on recruitment and performance evaluation.

We have evolved in the last few years from spreadsheet reports to leveraging Business Intelligence tools which provide user friendly and understandable charts and dashboards on handhelds. Gone are the days of maintaining paper records or spreadsheets, individual records in files or online folders. Learning systems are integrated to the new world Human Resource enterprise application on premise or the cloud.

An employee is tracked in the system even before his day of hire at the organization, there are times when companies utilize Learning systems to get a future employee up and running so that he is ready to hit the ground on the day he starts his job. That in turn provides analytics on learning resources for an employee. As the employee progresses in the organization, there are times when he/she has to enroll in mandatory training like ethic’s and compliance. Imagine a large organization doing classroom sessions for ethics and compliance–how much productivity could be impacted. Needs like these led to the foundation of virtual training. Most fortune 500 companies implement LMS in some form or another. Some home grown, some through a software integrator and some on the cloud, whatever form may that be —they all embrace a single goal for an organization to learn and keep track so that data based decisions are made for performance evaluation, succession management and recruitment.

The individual has access to tools on an LMS which previously had to be scheduled via a learning management team who had a burden of all the logistics and execution. All this can be done virtually using a LMS Tasks like scheduling training, enrolment, communication, session reminders, online sessions, end of session evaluation, certification, faculty feedback, new training requests and workflow approvals, among all others are available with most LMS in the market. LMS providers have gone a step further where companies can subscribe to a SaaS for Learning Systems and don’t have to undergo any development costs and systems like these can be implemented in a matter of weeks based on the size of the organization. There are multiple options for organizations where they can pay using a one-time fee, number of users or annual subscriptions and many other modes of payment.

The only thing the Learning systems cannot accomplish is to push individuals to leverage existing learning tools. This unfortunately is in the hands of the organization on how to best leverage the learning systems.

Matured organizations are at a point where their job catalogues depict what training needs to be completed before an annual appraisal takes place for a certain individual who falls in a certain job category. They review employees who attend trainings, pass training and provide feedback on them which later captured for leadership reporting and better business decisions.

As a LMS user, I encourage you to make the most of that learning system that your organization has implemented; it will do only good in the long run. You can acquire skills that are necessary for your next promotion.

See Also: Manage HR Magazine

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