Learning Management Systems (LMS) have integrated their way into the hearts of organizations across every industry. LMS are now often used in conjunction with human resources information systems (HRIS) to help get new employees up to speed and keep employees that have been around a while up to date with current industry knowledge.
If you’re unfamiliar with LMS and are thinking about integrating one with your HRIS, or you have an LMS already integrated and are looking for new ways to use it more effectively, the following tips may be helpful.
Opt for Customization
An LMS that’s not specifically geared towards your organization or industry is bound to be less effective than one that’s been created with your industry or company in mind. While the cost may be higher, a customized or customizable LMS will be better at training your employees for real world situations. Being able to provide this type of in-depth training through such a flexible medium may be invaluable.
Train for Success
Even the best LMS will fall flat if employees, managers, and HR personnel don’t know how to use it. Managers should be shown how to create assignments, employees should be shown how to log in and complete assigned tasks, and everyone should understand how to view goal tracking features. As dashboards and modules change, staff should be retrained to ensure continued understanding and use of the system.
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Tie Training to Larger Goals
Training may seem like an unnecessary hassle or simply extra work if employees don’t see the greater purpose of the training. Training should be tied to larger goals in transparent ways in order to generate enthusiasm for the training. It may be effective to show employees how they are being brought up to speed on the latest industry breakthroughs, or it may be useful to attach training to raises and promotion opportunities.
Linking LMS certification tracking to succession planning could be particularly helpful in ascertaining which promotion opportunities are available for which employees. This could be beneficial for both organizations and employees.
Pay Employees for Training Hours
It’s illegal to require employees to work off the clock, so training hours should be tracked and compensated. It may be helpful to allot a certain number of hours per week or per pay period to training in order to hit labor targets while still making it possible for employees to complete training modules through the HRIS. Allowing employees to clock in online will give them the freedom to complete training at their own pace while still covering legal bases.
Use Training Data Strategically
Training data can be useful in reporting certifications and determining promotions, but it can also be used to spot patterns that can improve overall operational efficiency. By cross referencing training data with turnover, productivity rates, engagement scores, and other metrics, it may be possible to link efficiencies with training and inefficiencies with a lack thereof. After identifying these gaps, training can be used for strategic optimization.