Develop a Learning Technology Strategy
Set clear expectations for learning technology by aligning goals with organizational priorities.
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Contributors
- Katrina Baker, Senior Learning Evangelist, Adobe, and Principal Consultant, Resources of Fun Learning
- Alec Ballantyne, Greater Toronto Airports Authority (GTAA)
- Cathy Chae, Public Health Ontario (PHO)
- Leah Craig, Greater Toronto Airports Authority (GTAA)
- Lynn DiBonaventura, Teleflex Medical Canada
- Nigel Fortlage, GHY International, CIO Association of Canada (Manitoba Chapter)
- Lars Hyland, Chief Learning Officer, Totara Learning
- Lyndsay Massey-Groel, Toronto 2015 Pan Am Games
- Jim Tom, Public Health Ontario (PHO)
- Matt Whitehead, Online Learning Enterprises
- Vivian Yap, Ontario College of Teachers
- Anonymous, Government Industry
- Anonymous, CPG Industry
- Anonymous, Commercial Real Estate Consulting Industry
- Anonymous, Information Technology Industry
Your Challenge
- Organizations often have difficulty with increasing internal course participation, measuring training effectiveness, and increasing training accessibility.
- Processes are often manual, resulting in wasted time and resources and a lack of traceability and visibility between departments.
Our Advice
Critical Insight
- A disjointed and departmentalized approach to learning technology will inevitably fail.
- Ensure you have a holistic learning technology strategy through the necessary convergence of people, process, technology, and content.
Impact and Result
- Connect a strong learning and development (L&D) strategy with a robust learning technology strategy to increase L&D efficiencies, develop in-house talent, and provide a competitive advantage to organizations.
- Identify your solution alternatives across people, processes, technology, and content. Create a comprehensive roadmap, prioritizing initiatives and identifying dependencies.
1. Clarify project purpose
Identify project team and stakeholders, align objectives, set metrics, and determine project scope.
2. Map current state
Conduct a learning audit, create learner profiles, map learning processes and systems, and identify key systems integrations.
3. Visualize future state and gather requirements
Prioritize core delivery methods to realize the ideal future state for processes, gather strategic requirements, and classify themes from feedback and analysis.
4. Establish governance and evaluate solutions
Determine guiding principles, process owners, and governance, and develop a strategic roadmap for vendor selection.
Guided Implementations
This guided implementation is a six call advisory process.
Guided Implementation #1 - Visualize the project
Call #1 - Establish a vision for your learning technology strategy project.
Call #2 - Structure the project. Identify your project team and create a project charter.
Guided Implementation #2 - Right-size the solution
Call #1 - Solicit learning technology requirements from the right people in your organization.
Call #2 - Use your findings to provide insight into your solution.
Guided Implementation #3 - Finalize the strategy
Call #1 - Prioritize roadmap initiatives. Identify dependencies between people, process, technology, and content tasks.
Call #2 - Create a governance plan and consider strategies for communicating changes and selling the strategy to the business.
Learning Management System (LMS) Strategy
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Learning Management System (LMS) Strategy
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Course Information
- Title: Learning Management System (LMS) Strategy
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Create an LMS strategy that evaluates and considers the learning needs of the entire organization, and define a comprehensive roadmap
Learning Objectives
By the end of this course, learners will be able to:
- Identify the importance of content, people, process, and technology in evaluating the needs of the organization.
- Detail the organization’s use case and choose an LMS that aligns with that use case and learning needs.
- Create a comprehensive roadmap that prioritizes initiatives and identifies dependencies.
1 CPD hour per course.
Each course is valid for 1 PDC for the SHRM-CP℠ or SHRM-SCP℠.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Course Modules
Introduction
Module 1
Module 2
Module 3
Module 4
