- Alec Ballantyne, Greater Toronto Airports Authority (GTAA)
- Leah Craig, Greater Toronto Airports Authority (GTAA)
- Jim Tom, Public Health Ontario (PHO)
- Cathy Chae, Public Health Ontario (PHO)
- Matt Whitehead, Online Learning Enterprises
- Lyndsay Massey-Groel, Toronto 2015 Pan Am Games
- Lynn DiBonaventura, Teleflex Medical Canada
- Nigel Fortlage, GHY International, CIO Association of Canada (Manitoba Chapter)
- Vivian Yap, Ontario College of Teachers
- Anonymous, Government Industry
- Anonymous, CPG Industry
- Anonymous, Commercial Real Estate Consulting Industry
- Anonymous, Information Technology Industry
- Organizations often have difficulty with increasing internal course participation, measuring training effectiveness, and increasing training accessibility. Processes are often manual, resulting in wasted time, resources, and a lack of traceability and visibility between departments.
- Right-size your LMS solution. Avoid underinvesting or overbuying from the start. LMSs come in all shapes and sizes: don’t buy functions you don’t need.
- Identify your LMS use case from the start to focus your strategy and filter your needs.
- A disjointed and departmentalized approach to learning will inevitably fail. Ensure you have a holistic LMS strategy through the necessary convergence of people, process, technology, and content.
Impact and Result
- A strong learning and development strategy that leverages a learning management solution will increase L&D efficiencies, develop in-house talent, and provide a competitive advantage to organizations.
- Take a step back and create a business model that considers the learning needs of HR, IT, and the broader business. Strive for a holistic strategy and avoid compartmentalized efforts.
- Understand your use case. Identify your organization’s goals and L&D objectives to choose the LMS use case that is most aligned with your learning needs.
- Identify your solution alternatives across people, processes, technology, and content. Create a comprehensive roadmap, prioritizing initiatives and identifying dependencies.
This guided implementation is a six call advisory process.
Guided Implementation #1 - Visualize the project
Call #1 - Establish a vision for your LMS 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 LMS 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
You must be enrolled in this course to play this video
- Title: Learning Management System (LMS) Strategy
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Create an LMS strategy that evaluates and considers the learning needs of the entire organization, and define a comprehensive roadmap
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.