Evening world,
Currently looking at implementing an LMS and I would like to be able to ensure that it adds value, aids cultivation, increase learning, improves internal communication etc. to just to name a few benefits, however my question is what questions would you ask to measure how people learn at present, to then best make comparisons in the future?
I am struggling with wording, and have asked colleagues however would appreciate some other L&D experience/advice in how to best pose questions that are simple to answer, yet provide lots of valuable, measurable data. (not asking for much i know)
Anyway all information welcome.
Thanks in advance
x
Replies
Hi Jacob
Might be worth looking at the Fosway 9 grid matrix on LMS providers - some good in here to look at
http://www.fosway.com/9-grid/lms/
Cheers Mike appreciate it.
Hi Jacob,
Firstly thank you so much for taking the time to come on here with your question. I hope it's the first of many. I love the community when it comes to solving real business challenges.
I do agree with Martin that an LMS may not be the way forward so I'd say go in with an open mind. You'll find out more as you go through the process of asking questions and finding out information.
A great question to ask is one that I picked up on in this interview with Andy Lancaster, Head of CIPD Training. He said that a great question to ask is 'What can I fix?'. I quite like this. It lines in well to what Martin has already said about 'what impedes performance'. It's surprising when you ask those sorts of questions what comes out. Sometimes, it is about resources rather than courses as Martin says. These conversations and questions give the organisation a clue as to what sorts of resources might be helpful and a steer on the useful stuff that could be created.
Hi Andy,
Yeah i'm trying to practice what i preach in L&D, as well all know authenticity is paramount! Again thanks for you comment really helps build my perspective and will influence going forward!
Cheers
Jacob
Hi Jacob
A couple of thoughts from me. First, most learning management systems are focused on the management part - they are used by organisations to manage learning and are effectively used as a content management system that tracks activity (which is important for compliance). And then there are all the aspirations you have around adding value, helping internal comms and so on. I'd be very surprised if anyone could say that their LMS has done any of that very well. Vendors might say that but I'd push hard to find customers that will tell you that.
So for me, I'd focus on the employees and 1) how they find stuff out and learn to do things currently 2) really understand their work challenges and what impedes their performance. This second point will provide you with metrics that show impact. So, identify the performance problem/challenge, then design some questions/metrics on the performance improvement you would like to see, design and implement the intervention and measure the impact.
This approach will likely require a resources not courses approach. It might not need L&D to get involved at all. I would also caution that this approach probably won't need an LMS either. Companies become a hostage to fortune with their LMS - they end up delivering what can be delivered through an LMS, not what is required to solve a performance problem.
Also, start small. I'm not sure an LMS will help solve performance issues and internal comms, for example. They are both big challenges that might need different approaches.
Martin
Hi Martin,
Thanks for the response mate really appreciate it and will take everything you said into consideration, i think that having that specific focus will really help define what is needed. The management of information is an area that we are looking at, however perhaps like you say an LMS is not whats necessary.
Jacob