5 things you need to know about corporate learning management systems, Part 2

In Part 1 of this article I shared some information about corporate learning management systems (LMSs) and pricing. Key concepts: having your own LMS gives you total control over courses. You can build your own courses (lots of tools are readily available and easy to use); you can license courses from reputable sources. Expect to either hire a full time online training coordinator, however, or purchase the LMS and support for this from a company that has an expertise in this area. The latter is the quickest way to get going.

In terms of pricing, remember the principle of “you get what you pay for.” You can get online staff training at rock-bottom prices, but if you want more features you should expect to pay just a little more. Do compare both pricing and product.

Let’s move on to another one of the “5 things you need to know:”

What content should I expect to include in a corporate LMS?

The LMS is the structure for online training; the content is what your employees will experience. Look for these elements:

1. Compliance basics. You should be able to meet your training compliance needs without re-creating courses or re-packaging. Some companies will package courses for you to meet specific orientation requirements, for example. Some will create compliance courses if they don’t already have them. Others offer a robust list of courses but you need to pick and choose what works. Be sure you get, at a minimum, compliance basic courses.
2. Service enhancing courses. If you provide memory care, look for a very full menu of courses that can allow you to train new and experienced employees.
3. Advanced level training. Your employees will have to complete basic compliance courses year after year. Make sure the course list you’re choosing from offers advanced level training as well as basics. One complaint we hear from employees is that they hate the repetitive nature of compliance training when it is limited to taking the same course over and over.
4. Courses that train and engage. This is a little more subjective. Simple training is fine for new employees but more experienced employees want more. They want to be challenged with new information; they want to be grabbed emotionally, too. Best practice in online training suggests that emotional learning is every bit as important as fact-based learning. It’s actually more important in building engagement and retention. Look at actual courses, and let your team members try them, too.
5. Courses that build your unique brand. Look for an LMS company that will provide you with tools, support and assistance in building your own courses. At a minimum, build a course introducing your company. This can be something as simple as a video interview with the company President or CEO, followed by some text with the company’s mission statement and purpose. Create it with some life and emotional impact; give team members ideas on how to reflect your unique brand in their everyday work, and then create a short scenario quiz to assess whether team members “get it.” Make this part of your new employee orientation, and watch your brand build.

Next week we’ll continue with a few more crucial questions and answers about e-learning to help you make the best decisions possible for your team. Better training builds better teams, and that benefits us all.