The first necessity is a learning management system implementation plan that methodically spells out the steps, roles and processes by which your learning and training systems will migrate. Below are four key steps for keeping your e-learning implementation running smoothly.
You will need a strategic plan for content migration. Not all existing content needs to be migrated, and it likely cannot be done all at once.
A migration represents an excellent opportunity to assess the training/educational programming offered and the content in those resources. This is also an ideal time to look at the metrics behind your content. Which subjects are under-enrolled, no longer necessary or not as effective? What new content needs to be created to respond to changing business priorities or strategies?
With a clear ranking of what's needed when, you will better serve your employees.
An LMS is at its best when users gain value from using it. If the LMS is not easy to use and intuitive, presented material will not be learned and absorbed effectively. That's why users, managers and administrators need to be surveyed before an implementation project begins.
In addition to basic functionality and ease of use, these conversations must examine whether there are nuances to be address regarding geography, work functions, employee roles, experiences, required competencies, and training needs. Ask for user opinions on the experience, and use that information to create optimal user interfaces.
A migration or implementation is an ideal time for the organization to pause and ask the right questions about what is needed by different user types regarding reporting. The needs of your sales team likely are very different than those of the marketing or customer service functions. Reporting is likely to vary based on the types of certifications, competencies and skill sets being honed by your LMS. Understanding what units need for outcomes can drive the reporting creation.
Before you create an LMS implementation project plan, identify the key players in your organization who can complete the key tasks necessary. The core team should include those who are empowered to make decisions and lead the project. Among the roles to determine on your core team:
For the system implementation plan, you'll also want an extended team of authors, designers, trainers and users who serve as extensions of the core team and are brought in at different phases of the project. There are myriad roles and identities that need to be determined with your LMS.
In order to configure the system appropriately, there are broad decisions that need to be made. Having a clear, thoughtful process for making these decisions will reduce headaches later on. Among the decisions are what to include in user profiles, domain configuration, and administrator security roles.
Planning for your LMS implementation is beneficial not just for the team responsible, but also for the overall efficacy and value of your learning, training and employee talent-management functions.
ShareKnowledge can help your company’s implementation strategy at every step along the way. We strive to make corporate e-learning compelling, efficient and affordable. More than 250,000 users in companies from five continents trust us to provide LMS solutions. Contact us today to learn how we can help your company.