Wayne Robertson_From business case to go live_LMS

Wayne Robertson_From business case to go live_LMS

• 1.
  + Wayne Robertson Business case to “go live” – an LMS implementation success story
• 2.
  +Corporate strategy –the vision
• 3.
  +Corporate strategy –the challenge • Pressure to reduce training time away from desks • Cost minimisation and learning budget cuts • Seeking efficiencies • Automation and “self service” • Improved performance of learners • Quality customer outcomes • Learning focused on real scenarios • Increase in learning uptake • Improvement in engage survey scores
• 4.
  + A complexpath to success • Multiple unsatisfactory legacy systems in place • Highly regulated, complex, financial services industry • Curriculum build in progress across several business functional areas • Multiple learner groups in multiple business units and distribution channels • Offshore outsource partner • Varying learner skill levels • Desire for multiple learning delivery methods • Desire to make learning available to external business partners
• 5.
  + Defining LMSrequirements Configurat ion not customisat ion Cloud-based Wide variety of learning delivery methods Both Internal and External audiences User-friendly and low-administra tion Push and pull learning content Reporting and Dashboards
• 6.
  +Business and learningoutcomes • Reduced administrative burden, increased efficiency • Improved reporting capability and data quality • More tracking of learner activity and learner completions • Better regulatory compliance rates • Increased learning content available for learners • Clearer links between role and career development • Increased employee satisfaction survey scores
• 7.
  +Understanding your learners 7 • Connected and comfortable with technology, agile and innovative • Expectation that workplace technology will function in the same way as personal smart devices • Explore for knowledge by “asking Google” • Sharing ideas and updates via social media is normal and expected • Comfortable to learn from each other and in compressed time frames • Skills and capability development are more meaningful than “information dumps”
• 8.
  + The bigpicture When considering an LMS implementation take a future focused approach • Consider an E2E Human Capital Management system (Hire to Retire) to gain rich insights from the components of the HCM • Configure your LMS as a “helping hand” (not as a “disciplinary manager”) to guide learners • Consider defining and implementing competency frameworks: • Recruiting for role requirements • Providing learning for role specifics • Development planning and career discussions • Leverage insights for manager / learner coaching discussions • Design and build surveys and assessments
• 9.
  + Configuration Workshop Getting to grips with “you don’t know what you don’t know….” Ensure your implementation plan has sufficient “configure and build” time to carefully consider: • User Management – adding, changing learners • Learning Management – online content; instructor led; experiential learning; virtual classrooms • Physical resources, locations and scheduling of instructor led sessions • Security and logon considerations • Learning completion status – pass / fail / incomplete, in progress • Automatic processes for assigning core content • Reporting, marking attendance, surveys • Access restrictions within the system • Value added components – social, mobile
• 10.
  + User AcceptanceTraining !• User uploads and learning history • Data quality and cleansing • Security testing • Creating new learning items • Assigning learning • Reporting • Notifications • User experience • ADMINISTRATIVE FUNCTIONALITY
• 11.
  +Celebrating Success Achieved • On Time and Under Budget • Complianc
• 12.
  +Where to fromhere? 12 • Social learning • Peer collaboration groups • Discussion groups • Feedback, coaching and mentoring frameworks • “On the job” experiences • Wiki’s and forums ! • Elective “pull” content in addition to core corporate learning • Curated learning and external content • Links to frameworks, development plans and career paths • “Knowledge” versus “content”
• 13.
  +A fresh lookat learning • Bring Your Own Device (BYOD) • Designing learning for multiple interfaces (HTML5) • TinCan • Any device any place and time (ADAPT) • Utilising LMS Mobile capability • Immersive, interactive, engaging content • Catering for different learning styles • Bite size learning interactions !
• 14.
  + Questions [email protected] Wayne Robertson WRobertsonAus