Integrating learning management systems (LMS) with HR software gives your employees a way to take control over their own development and saves you from having to schedule awkward classroom-style training. While the integration may seem to be heaven-sent, it’s only as effective as your adoption rates. How can you make sure that your employees are buying in to the program, though?
Drum Up Enthusiasm
Before you even roll out the training model, make sure that your managers and employees are on board with the new program. Explain how the program will help everyone to do their jobs better and set them up for future promotions. Provide specifics about how and when the employees and managers can use the system so that they can begin to visualize the system in place.
Train Employees to Use the System
If the employees don’t know how to use the system, adoption is sure to fall flat. Set up initial coaching when you roll out the LMS and provide additional support afterward in case employees run into complications. If employees still seem to be having problems using the system, do research to find out why and consider offering another company-wide training session.
Make Sure It Works
If employees have problems logging into a system or moving from the main HR software to the LMS, they are going to be discouraged. Before allowing the employees to take the reins on their training, really go through everything and make sure the system works and looks the way that it’s supposed to. If there are any bugs, work with the vendor to straighten these out ahead of time.
After roll-out, bugs may come up that weren’t encountered during the test runs. Be sure to ask employees for feedback regularly so that you can identify and work on fixing any issues as soon as they come up.
Review the Content
Go through the content and exercises provided in the LMS to make sure that everything being offered is relevant to the positions and functions of your company. Training should increase employee knowledge and prepare employees for potential future positions, so keep these goals in mind as you move through the offerings. Talk to the vendor or rework configurable exercises as needed to align the training with goals wherever needed.
Outline the Benefit to Employees
Even if employees have a clear idea of how and when to use training modules, they’ll still shy away from using the system if they don’t know why they should use it. Throughout the initial introduction to the system, the roll-out, and beyond it’s important to reinforce the benefits of the system to employees.
The main benefit of continuous training is that it keeps employees’ skills sharp, which can be helpful not just for their current job but for any job inside or outside of the company in the future. Employees may also find better ways to accomplish their daily tasks, learn more about how their job fits into the big picture, and learn skills that will help them to grow. Employees will be more likely to take the initiative to use an LMS if they see the benefits.