1.
LMS Selection Best
Practices

2.
How do I choose an LMS?

3.
5 Steps to Choosing an LMS
 Define business needs
 Determine your audience
 Determine your learning culture
 Define building blocks
 Define components

4.
Defining
Business
Needs

5.
Business Needs
Define and document
your company’s
business problems.
What are you trying to
solve?

6.
Business Needs
Connect business
problems with your
training activities and
document your
training needs.

7.
Business Needs
Establish functional
requirements that
support and enable
training programs to
solve business
problems.

8.
Business Needs
Test your vendor
partner.
Be specific, and find out
if they can truly help
you solve your business
problems.

9.
Business Needs
Talk to potential vendors to
evaluate the partnership.
Is this a company you can work
with?
Technology represents only 50%
of the solution. Your vendor
partner’s response to your needs
represents the remaining 50% of
the selection equation.

10.
Who is your audience?

11.
Audience
 Internal Employees
 Partners/Vendors
 Organizational Customers
 Individual Customers

12.
What is Your
Learning
Culture?

13.
Learning
Culture
New Internal
Training Program?
Transitioning existing
face-to-face program?
Corporate-wide
support for training?

14.
Create Your Vision

15.
Learning
Ecosystems

16.
Building
Blocks
contentprocess
technology

17.
Content
 How do you generate
engaging content?
 How do you manage all the
content?
 How do you want to structure
the distribution of content?
 How do you measure
success/mastery of content?

18.
Process
 What workflows
need to be
supported within
the organization?
 How can that be
translated to the
technology?

19.
Technology
 What platforms are
required to deliver
training?
 What will the LMS allow
you to integrate with?
web meeting, authoring
tools, analytics, video
streaming, eCommerce,
productivity apps, etc.

20.
Components
of a
Learning
Ecosystem
Structured
Learning
Talent
Management
Performance
Support
Knowledge
Management
Access to
Experts
Social Networking
& Collaboration

21.
Structured
Learning

22.
Structured Learning
 Precisely designed to build skills and
knowledge.
 For participants: the goal is to learn.
 For organizations: the goal is to train, certify,
and/or meet compliance requirements.

23.
Talent Management

24.
Talent Management
 Moves employee careers forward.
 Identifies employee “best fit.”
 Allocates workforce efficiently.
 For the employee: the goal is advancement.
 For the organization: the goal is to manage
and develop their workforce.

25.
Performance Support

26.
Performance Support
 Provides assistance at the moment of
need in the context of work tasks.
 For the employee: the goal is to complete
a job or task.
 For the organization: the goal is to improve
productivity and reduce errors.

27.
Knowledge
Management

28.
Knowledge Management
 Provides easy, efficient access to content
that supports workflow.
 For the employee: the goal is to
successfully research a topic and get
answers quickly.
 For the organization: the goal is to provide
easy and reliable access to information.

29.
Access to
Experts

30.
Access to Experts
 Enables employees to get assistance from
more experienced colleagues in the form of
guidance, consulting, coaching, or mentoring.
 For the employee: the goal is to consult with
experts to resolve a problem or issue, or
grow their capabilities over time.
 For the organization: the goal is to effectively
leverage expertise.

31.
Social Networking
& Collaboration

32.
Social Networking & Collaboration
 Provides opportunities for sharing and
insights.
 Enables collective knowledge, insight and
experience to solve problems, improve
performance, etc.
 For the employee: the goal is to share.
 For the organization: the goal is to encourage
exchange of knowledge and ideas.

33.
We’re here for you.
Contact me at:
justin.williams@remote-learner.net