The first question you may be asking yourself is: does my company need an ODL education system? If you have a company, you need to train professionals and keep them up to date, the answer is: yes! So it’s time to identify the best model for your business, and here are some tips for you to consider when choosing an LMS system for your business:
Define the goals of LMS:
Calculate how many trainings you will make available on the platform, who will be the audience, what will be the demand for this content and what its practical applications will be. Implementing a learning system should be treated as a project.
Size the project:
The implementation of an LMS system requires the involvement of different areas, such as processes, projects, HR and IT, among others. See if the company has enough structure or if, with the supplier, it is possible to guarantee that the implantation and functioning of the system will flow without major complications.
Talk to employees: Select some key employees and conduct an internal research on the topic, understanding what features they expect from the tool, and ask for suggestions from professionals who have had this experience before.
Assess the supplier and service packages: As with all contracts, verifying supplier cases is essential. Like any system, the LMS also requires updates and support. Size the project and make sure that all the help needed for the platform to run smoothly is included in the supplier’s package of services.
Test: Put yourself in the user’s shoes and try the tool before hiring. If necessary, request the availability so that some employees from different areas can test and give their opinion on the ease of understanding and navigation, thus ensuring that it is easily accessible and understood.
Distance LMS learning systems have become an excellent distance training tool, capable of offering advantages for the company and employees. With the project well dimensioned and with the choice of a system that suits the company’s reality, the result will be a well-trained and more engaged team.
To ensure security and take full advantage of the benefits, do as big companies like AkzoNobel, Vivara, Samsung and Philips and count on Take 5 LMS , which guarantees agility and ease for the company and for the user. Learn more about our tool.
DEVELOPING THE IDEAL COURSE FOR THE AUDIENCE
Anyone working with training and development knows how challenging it is to offer courses that truly engage employees. After all, it is the involvement of people that will guarantee the absorption of knowledge and its application in the company’s routine.
But for each individual to understand everything that is transmitted and act according to what they learned, the experience of a course as a whole needs to generate value and identification.
This means that, before thinking about the format and content of a LMS corporate course, it is essential to map the needs of the internal audience.
Knowing in depth the profile of professionals and teams will ensure the development of courses that are always adherent, avoiding rework and unnecessary efforts by the T&D team.
Check out five ways in this post to map who your audience is, their needs, better ways of learning of LMS and subsequent application in benefit of the company’s results.
Who is the target audience
Going out creating courses left and right just by feeling is a big mistake for many T&D professionals. Of course, the corporate experience counts, but nothing better than knowing who a course will actually be taught to.
Conducting individual interviews with team members, in addition to managers, is a good tip. Thus, you will understand what are the needs, anxieties, desires, behaviors, questions, objectives and goals of that group of people.
Skipping this step is a shot in the foot, as everything that comes later in the development of a course will depend on the immersion in the target audience.
What are the skills and competences to be developed
As the focus of any course or training is to improve the performance of employees, you will need to identify the gaps in skills and competences, whether technical or behavioral.
Here comes the training needs assessment, or LNT, process. Instead of standardizing the application of a course for all members of a team, you, as a knowledge manager, will know what are the main gaps in the company, whether by position, function or department in which people work.