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Where Companies Go Wrong: Training and Development

LMS for corporate training and development programs

Learning management systems (LMS) are programs designed to create and track eLearning activities for the employees of a corporation. Online learning projects range from customer service to the improvement of pre-established skills. Corporate training is an undertaking that demands a compatible system designed to teach numerous individuals. The number one goal of an effective employee training plan is creating quality learning for professional development.

Implementing an LMS in your training and development processes can be challenging. To understand the function of an eLearning system, considering both efficient and inefficient applications is vital.

  • What are some bad examples in company development?
  • What is the right direction for corporate training?
  • How is the discrepancy between those two cured?

These are a few questions that are addressed below.

Bad Examples in Company Development

Copying an HR (human resources) system is unadvisable. Unless personal information is necessary for the style of eLearning implemented on the LMS, leave as much of it out as possible. Cluttering the system with birth dates, addresses, and phone numbers is not helpful for the end-goal because it slows down the process and creates a delay when searching through the available materials. Also, offering generalized solutions is not desirable; a LMS needs to be able to meet the various needs of each employee.

Minimize the number of administrators for the system. Having too many of them can lead to confusion and pointless dispute. Be sure there are follow-up systems for employees during and after their corporate training completion. These are in place to gather information about what an employee’s experience was like and how to improve it. Also, having a good follow-up encourages employees and reinforces what they learned.

The Right Direction for Corporate Training and Development

Create attainable, defined goals for the LMS system within your training and development process and how to execute them. Answer questions like, “What content should be on the LMS system? How should we set it up? Who should this be proposed to first? How is the LMS system going to be implemented?” After these goals are addressed, form a small group of capable administrators to employ them.

Without higher-ups knowing and agreeing with the new LMS, the entire mission is a waste of time and money. Making sure these key leaders understand and support the LMS system is life or death to the program's success. Getting more supporters on board is always a desirable course of action. Therefore, having managers and chairmen in agreement with the plan is good, but finding people to sponsor the project is just as important.

Teach employees to utilize the LMS system properly so that the corporate training programs are successful. Configure the LMS to the company's needs; employees need to learn skills that are relevant to their place in the corporation. Teaching an individual specialized in computer programming about customer service at a helpdesk is not effective. Nothing is more wasteful than creating a system not used to its full potential.

Curing the Discrepancy between the Two

Design the LMS system to be interactive. After all, you want the training and development process to be engaging, right? Gamify it, and make it competitive by using a point system and scoreboards. Everyone loves a good game, so configuring it like one motivates people to work harder.

Compose bite-sized learning chunks that employees work on daily, enabling them to get through a course by continuously learning. This is by far superior to letting them plow through a course all in one day. Also, providing them a simple schedule that is adjustable to their needs allows time to complete their assignments without worrying they will forget.

Encouraging a learning culture provides employees with an environment that reinforces continuous learning. From this, employees establish a community of practice: a group of employees who continually train together through social learning. Taking a collaborative learning approach and working alongside peers enables the employees to continue with their online training.

Interactive learning is the way to go for any companies who want to provide their employees with training and development programs. It nurtures a positive atmosphere and the appropriate motivation to get work done, on time. Looking for a good eLearning platform for your corporate training programs? Check out Brain Concert. They are highly valued in the area of IT training.

Some (final) thoughts

Looking for a good eLearning platform for your corporate training programs? Check out Brain Concert. They are highly valued in the area of IT training.

This article is part of a bigger topic called: 

Corporate Training

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