You have an LMS. You invested time, money and effort implementing this system; moreover, you have maintained the LMS through multiple integrations, customizations and maybe even a costly upgrade or two. Now you must determine the best way to deal with the onslaught of collaborative technologies. It seems the LMS has begun to take a back seat to social learning technologies. Is the LMS going the way of the compact disc, or is there room for it in the new world? This session will explore the future of your LMS and review how to keep it LinkedIn to your long-term learning strategy ensuring countless hours and dollars won’t be wasted in the wave of new technology.

1. What’s Your LMSs Status?
Training Magazine 2013
The Educe Group
© 2013 The Educe Group. All Rights Reserved.

2. Introductions & Format
• Brandon Williams
Business Consultant and Social Media evangelist @ The
Educe Group
– Washington D.C.
• Session Information:
– Feel free to ask questions along the way
– NOTE: Today’s full presentation can be emailed upon
request
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3. Informal Polls to Start…
Who here uses a learning management system?
Who here uses informal or collaborative technology
within their organization?
Are they integrated into a larger talent management
suite?
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4. The Big Picture: A Reminder
• “You’ve lost…that…learn-ing feel-ing…”
– Do we understand the importance of learning or have we
been wrapped up in buzzwords and trends?
– Do our sponsors “get it”?
• The purpose: Utilize these systems to empower,
enable, develop potential of our people
– Not just another IT project, not just business goals
– It behooves us to align our systems properly
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5. The Social Networking Barrage
5 10/6/12 www.soravjain.com

6. The Social Networking Barrage
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7. Where’s the LMS in all this?
?
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8. LMS: Registration and Tracking
 Self-registration
“A social learning model will not
 Manage ILT/VC
replace, eliminate, or displace processes
traditional formal learning.
Companies will still need to  Deliver WBT
create, deliver, manage, and
report on certification and  Tracking of
compliance initiatives.” compliance and
David Wilkins,
continuing
T+D
education
 Assessments
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9. LMS Statistics
The LMS is ranked as one of
most important systems in a LMS Spending
company’s HR infrastructure.
More than 70% of large
1,800,000M
organizations have an LMS, and $754M
almost 1/3 are considering
replacing them. $380M
“LMSs are the infrastructure that 2004 2009
2013
drives learning, making training CLO Magazine, August 2009
Bersin by Deloitte, December 2012
administration more efficient and
reaching more people through e-
learning and reusable content.”
CLO Magazine Survey, 2010
Bersin by Deloitte, 2011
CLO Magazine Article, 2012
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10. LMS: Knowledge Base
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11. (1) LMS: Catalog Set Up
How is your catalog structured?
Saba “Categories”
Does it allow learners to find
training that will build targeted
skills and competencies?
Cornerstone “Subjects”
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12. LMS: Portal to Learning
Virtual Classroom
Web Based Training
Podcast
Mobile Learning
Reference Document
ILT
Gateway to multiple learning methods
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13. Common Complaints about the LMS
Don’t know
It’s not user Too many what I’m
friendly clicks Too hard to
supposed to
find anything
take
Have to go to too many
Can’t get the places to get what I need
reports I need Not intuitive
I finished my
training but it’s
Too hard to not on my
Can’t keep up with
search transcript
patches and
upgrades
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14. Evolution of LMS
Talent Management
Web Based Training
Curricula/Blended
Learning
Registration
and Tracking
Development
Plans/Skills and
Competencies
?
Collaborative Capabilities
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15. LMS and Web 2.0 today
“For sure, learning management
systems are here to stay. But this is
the time to determine whether your
“You can lead people to Twitter, but
LMS stays in the back office and is
you cannot make them tweet”
focused on traditional tasks or if it
becomes a cornerstone for new
– Bill Sherman, Intulogy
learning and talent requirements”
- Josh Bersin
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16. Metrics in a 2.0+ World
• Focus:
– Less on utilization metrics
– More on the impact skill and training has on employee and
organizational performance
• Which metrics are more important for business?
Traditional Business Metrics Traditional Learning Metrics
Revenue Hours of Learning Delivered
Source: “Begin With
Profit Margins Participant Seat Time the Business in Mind,”
Matt Donovan,
Order Volume % of Passing Exam Scores
CLO Magazine,
Customer Satisfaction Unit cost for learning developed January 2012
Defects Participant Satisfaction Ratings
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17. Web 2.0 Technology Use
Web 2.0 has a major
role in the learning
Not using web 2.0 function
now, but plan to
8.7%
adopt
23.7%
Web 2.0 has a minor
31.6% role in the learning
function
24.8%
Not using web 11.2%
2.0, no plans to
adopt
Using web 2.0 but
not for learning
“Transforming Learning with Web 2.0
Technologies”, ASTD Research Report
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18. Why adopt Web 2.0 for learning?
• Improve knowledge sharing
• Foster learning
• Provide more informal learning
opportunities
• Improving communication
• Finding resources more easily
• Boosting collaboration
• Building organizational relationships
I4cp/ASTD study sponsored by
Booz Allen Hamilton
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19. Why adopt Web 2.0 for learning?
Basics Leading edge Future state
Captures new Identify specific Develop processes for
Mine social interactions to
opportunities where new collecting internal and external
ideas from ideas could add value to the innovations on an ongoing
identify future innovation
anyone needs and trends
business basis
Use internal Build platform where Identify potential
Provide resources to moderate
internal communities can community involvement
communities come together to share
communities with the greatest
based on social
to innovate strategic value
insights contributions
Enable more Embed innovation events
Conduct ideation events Extend innovation events to
and social data into the
structured involving employees from the larger stakeholder
ongoing product
innovation across the business population
development process
IBM Institute for Business Value November, 2012
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20. Future of LMS: Integrated Talent Management
Only one in four
Recruiting Learning respondents in a 2009
survey reported full
integration between any
two talent management
Compensation Performance processes – one of most
integrated processes was
performance
Succession
management and
Planning learning.
T+D, April 2009
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21. Possible Scenarios
Registration and Portal to
Tracking Learning
LMS
Knowledge Base Collaboration
Talent
Management
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22. Learning Strategy
• What do you want your LMS to be?
• Many of today’s issues with the LMS are
tomorrow’s issues with web 2.0 technologies.
• Is your learning environment “user friendly”? The
system has to be intuitive for adoption to take
hold.
• Vendor relationships – what influence do you
have in determining their functional direction?
• Who owns the business process? Technology
decisions should be made looking at environment
in its entirety.
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23. Overall Learning Strategy
Chat and
Discussion
Virtual
Classroom
Skills and User-generated
Competencies content
Strategy
Mobile Learning
LMS
Talent
Knowledge
Integration
Base/Repository
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24. Thank you for your interest!
Contact Us
Brandon Williams
Email: bwilliams@educegroup.com
Phone: 301.760.3005
Twitter: @bdotw
Additional information and white papers can be found at:
www.educegroup.com
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