Selecting a Learning Management System
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The document discusses selecting a learning management system (LMS) and focuses on evaluating LMSs based on business objectives rather than generic feature lists. It provides examples of key distinguishing LMS features like competencies, certification tracking, and public training. The evaluation process involves isolating key business objectives, associating them with potential features, and doing deep evaluations of priority features. A case study examines an organization's top requirements of cost, maintainability, and competencies. The evaluation strategy prioritizes competency and maintainability objectives. Docebo is evaluated for its ability to automate enrollment and associate roles to competencies through courses.
Selecting a Learning Management System
- 1. Selecting a Learning Management System Hiram Kuykendall, CTO hiramk@microassist.com
- 2. Change in Evaluation Philosophy • Focus on business objectives – Do deeper first four evaluations • It’s difficult to narrow based on basic feature lists like: – Wiki – Forums – SCORM Publishing
- 3. Key Distinguishing Features of an LMS 1. Competencies 2. Certification Tracking 3. Instructor-Led Training (blended) 4. Multiple Course Catalog 5. Public Training (external to organization) 6. Maintainability – Auto enrollment based on organization goals – Management at a non-IT, non-training department level
- 4. Evaluation Process 1. Isolate key business objectives 2. Associate objectives with potential features / solutions 3. Review claimed LMS features list 4. Go deep on evaluation of key features
- 5. Evaluation Process Moving away from generic feature lists Feature We want a wiki. We want to informally Organizational capture employee Goal knowledge. Moving toward answering organizational goals
- 6. Case Study • Organization with ~ 300 staff members • 5 training support staff members • Had mature instructor-led training program • Research focused primarily on development tools (Articulate, Lectora, Captivate…) • Little IT support
- 7. Case Study: Top Three Organizational Requirements 1. Cost 2. Maintainability 3. Competencies
- 8. Case Study: Top Three Organizational Requirements 1. Cost 2. Maintainability 3. Competencies
- 9. Case Study: Top Three Organizational Requirements 1. Cost 2. Maintainability 3. Competencies
- 10. Case Study: Top Three Organizational Requirements 1. Cost 2. Maintainability 3. Competencies
- 11. Case Study: Business Objective Breakdown • Maintenance – Automated enrollment (few staff) – No IT staff • Competency – Groups exhibit skill set before deployment • Composed of one or more courses • Some groups could choose from multiple courses – Groups recertified on skill set annually – Streamline – mandatory courses as E-Learning
- 12. Competency Domains Skills Capability Relates to ability to do Physical domain Knowledge Competency Deliver Business objectives Relates to information Physical domain Attitude Relates to qualitative aspects Personal characteristics
- 13. Case Study: Competency Model Business Need: Ensure developers understand application development procedures and don’t • Waste time reworking code that didn’t follow standards • Waste time in QA process with developed interfaces that didn’t follow the standards Role: Developer Competency: Required to demonstrate app dev skills in PHP and MySQL Competency: Retake the course every 12 months
- 14. Case Study: Competency Model Individual Competency: App Dev Procedures Auto Enroll Time: 12 months Course 1: PHP App Dev Course 2: MySQL Admin
- 15. Case Study: Evaluation Strategy First Round Evaluation Go deep on high value business objectives: competency, maintainability Second Round Evaluation Evaluate prioritized feature set
- 16. Case Study: Docebo Texas Department of Widgets HR / Accounting IT Training Region 1 Region 2 Region 3 Fiscal Code: 100 Fiscal Code: 200 Fiscal Code: 300 Fiscal Code: 400 Fiscal Code: 500 Fiscal Code: 600 Sonya William Sequel Smith Joe Candlestick John Doe Sanjay Ortega Jane Smith HR / Accounting Supervisor Supervisor Regional Manager Regional Manger Regional Manager Ann Row Jack Benimble Ella Doe EJ Hogg Marc Jones Developer Regional Trainer Case Worker Case Worker Case Worker Ima Coder Jan Bequick Margret Doe Noah Moore Leslie Mills Developer Regional Trainer Case Worker Case Worker Case Worker Role: Developer Enrollment Option 2: Automated (Arow, Icoder) Associate Role to Competency: Min Score: 80, Expiration: 1 year Courses Competency: Organization Application Developer Procedures PHP Application Development Certificates Credits: 10 Competency: 40 MySQL Enrollment Rules Administration Role, Course Credits: 10 Competency: 40
- 17. Case Study: Competency Model Role: Developer 2 Role: Developer 1 Competency: App Dev Procedures Auto Enroll Course 1: PHP App Dev Course 2: MySQL Admin
- 18. Case Study: Additional Considerations IT staff unavailable – Look to external hosting ILT staff dedicated to material development – Quick ramp up on LMS – Assistance with course design Reports – Native reports not detailed enough – Create custom reports Accessibility – LMS – Training materials
- 19. Awesome! Everyone’s on board! Hiram Kuykendall hiramk@microassist.com Chief Technology Officer