Thinking about implementing a Learning Management System, also known as an LMS? You’re not alone. The number of companies implementing LMS is on the rise, especially in highly regulated industries such as Financial Services and Life Sciences. With the increase in cloud-based technology and companies hoping to tighten travel requirements for training, LMS implementations are becoming mainstream.
Consider the business drivers for implementing an LMS. Perhaps there is a greater need to manage the skills and competencies within the business, or a need to meet a new regulatory requirement. Moving to a cloud-based, e-learning model may also be driving the decision. Most likely, it’s a combination of many factors. In this paper, you will learn more about the steps that need to be considered, the pitfalls to avoid and some best practices while deploying an LMS solution.
1. Scope Definition
One of the biggest struggles for an organization is setting the parameters for scope, including both organizational scope as well as system functionality. First consider the individual training needs of each end user or department. For example, the Regulatory department may have its own set of training requirements while HR and IT have another set of requirements. Conducting a stakeholder analysis and identifying the key business drivers prior to the start of the implementation will help determine the initial scope. This will provide you with the individual, department-level needs of the LMS.
Eventually, it needs to be rolled out company-wide, but consider implementing in a phased approach. If you cast the net too wide, there will be too many processes to be mapped and too much data to convert all at once. Many LMS projects fail or are still trying to get started because rolling it out to the entire organization at once is too aggressive.
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