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 complex path 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 LMS requirements
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 learning outcomes
• 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 big picture
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 Acceptance Training
!•
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 from here? 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 look at 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
waynerobertson@me.com
Wayne Robertson
WRobertsonAus