Moody’s Analytics, a risk management solutions provider to global capital markets, and NetDimensions won the Gold award for the Best Enterprise Learning Platform Implementation category at the 2016 Learning Technologies Awards.
This is the conclusion of a 2-part guest blog post from Speexx, sponsor of NextSteps 2016, NetDimensions’ Global User Conference. Click here to read Part 1.
Step 2: Engage, engage!
For the learner, offering training that is optimized for a mobile device can be very engaging, as it allows him or her to drive their learning path, when and where is most convenient. This flexibility impacts the success rate of your learners and therefore the success and cost effectiveness of the training program.
Remember, you want to engage with learners with both content and tools that they are used to seeing outside of the workplace, from gamification elements of learning to mobile devices.
Trend #2: Extended Enterprise LMS
While most companies (71%) still use their learning management system (LMS) mainly for employee training (see chart below), the globalization and increased competition have led to the rise in the number of partner relationships, distributor and reseller networks, franchises, and contractors, and consequently the need for a centralized learning solution for the whole extended enterprise.
Centralized training and certification management allows companies to keep product and service quality consistent across the whole value chain.
At the same time the increasingly strict and continually changing regulatory environment has created a need for compliance management across the whole value chain, especially in highly regulated industries.
The delivery of training, licensing, and certification programs to external channels increases partner, customer, and end-user engagement, satisfaction and product usage. It is the most cost-efficient way to bring external stakeholders to the same level of competency and product knowledge as the internal employees.
By creating customized and branded learning portals, companies can provide engaging learning experiences for different audiences across the extended enterprise. Mobile solutions also allow the contractors, such as sales agents, to take training in a flexible way, at the point of need, even when not connected to the Internet.
High-quality training, certification management, and the ability to measure KPIs across the whole value chain can have a direct impact on an organization’s business performance. Learning in the extended enterprise should also be an interactive process. For example, the dealership network is able to give valuable insights from buyers and market when the LMS supports such collaboration.
To measure performance against defined KPIs using advanced analytics tools, reports can be segmented by learner group, whether they consist of internal employees, partners, suppliers, or dealers.
When thinking about using an LMS for the extended enterprise, security management needs to be taken into account. A compliance-focused LMS can support central management of security with features such as access and password control, version control, workflow management, e-signatures, as well as audit trails of all activities.
What to consider for your LMS in terms of the extended enterprise:
- Portals, branding, and personalization
- E-commerce capabilities
- A new role of the LMS
- Revenue generation
- Quality management
- Documentation distribution
- Partner certifications
Given these considerations, can you leverage the same LMS investment for both internal & external audiences?
This is the second of an eight-part series on LMS: Evolution or Extinction — 8 Trends that Change Everything.
It’s easy enough to hand someone a book. It’s easy enough to require a signature acknowledging receipt and even demand answers to a compliance question or two to check headline-level comprehension.
But it’s hard to do anything with a book approaching a deep and actionable, let alone shared understanding of the content without classes and clubs — meaning that costly in-person conversations in and around the act of reading are still what makes reading, at least the extended kind, real and useful.
But for the corporate world, the idea of reading as a purely personal pursuit may be changing. Three developments — e-book readers, the advent of technology-mediated social reading and the X API (nee Tin Can) — together make books cost-efficient, communal and reportable in new ways.
e-book readers are now ubiquitous and cheap. Even general-purpose iOS and Android tablets support the e-pub standard. New services like Zola make reading a compelling group exercise (it’s very cool). Established services like Lulu let any company build its own libraries for private, on-demand distribution. The X API means that the reading of a book can be recorded by chapter and task in any competency framework a company may need.
You can read what David is thinking here.
We have always believed in social learning rather than in the idea that HR or learning and development departments would end up “owning” enterprise social networks.
To that end we make a point of including core talent-related social affordances in our out-of-the-box offerings (learning and performance interest groups, forums, news, email, chat, file sharing, etc.) and supplying robust API libraries, including widgets, Google gadgets, macros and plugins for working nicely with clients’ enterprise social network choices, whatever they turn out to be.
We think of it as the good neighbor policy.