LMS – Integral Part of Corporate Learning | LMS Implementation process at a global automotive supplier (Part 2/3)
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Developing high-impact learning is not easy. It requires a thorough understanding of training and development and the integration of learning not only into leadership and talent management. High impact can be achieved by establish learning as an integral part of work and create a corporate-wide “culture of learning.” A Learning Management System supports a systematic and holistic learning approach and the achievement of short-term operational and longer-term strategic goals. The selection of an appropriate LMS, based on the specific corporate needs and requirements, is but the first step in the implementation process. Equal attention needs to be placed to a thorough go-live preparation and to the design of structures and processes for the daily operation and governance in order to ensure a sustainable impact and contribution to business goals.
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LMS – Integral Part of Corporate Learning | LMS Implementation process at a global automotive supplier (Part 2/3)
- 1. ©SchubertODConsulting 1 LMS - Integral part of Corporate Learning LMS Implementation Process at a global Automotive Supplier June2016
- 2. ©SchubertODConsultingJune2016 2 Schubert OD Consulting Maren Schubert linkedin.com/in/marenschubertphd Key enabler for a wide range of multi-site, multi-year and technology driven projects to ensure • Organizational Development • Talent Management • Leadership Development • Organizational Learning Developing high-impact learning is not easy. It requires a thorough understanding of training and development and the integration of learning not only into leadership and talent management. High impact can be achieved by establish learning as an integral part of work and create a corporate-wide “culture of learning.” A Learning Management System supports a systematic and holistic learning approach and the achievement of short-term operational and longer-term strategic goals. The selection of an appropriate LMS, based on the specific corporate needs and requirements, is but the first step in the implementation process. Equal attention needs to be placed to a thorough go-live preparation and to the design of structures and processes for the daily operation and governance in order to ensure a sustainable impact and contribution to business goals.
- 3. ©SchubertODConsultingJune2016 3 From Business to Learning Strategy Driver/Direction Input Analysis/PlanningAction/Results Employee-Supervisor Dialogue ESD Retrospect Foresight Performance Coopera on Poten al Key-Position Analysis Talent Gap Analysis Demand Supply Gap Gap Closing Strategy KEY$POSITION+Analysis Job$Family Filter.Potential Direct.Reports.only Name Org unit ! k k m k m Generic.Key$Position Job$Family.specific.Key$Posiiton Strategy Process Markets Competition Environm. Internal Company Region Business Line Unit High Potential Analysis Staffing/ Recruiting Training & Development Organizational Learning L M S
- 4. ©SchubertODConsultingJune2016 4 LMS Advantages Centralized learning platform, Consolidation off all training material Easy & mobile access for different learner groups Simplified administration, delivery, tracking on different learning types Easy reporting to help measure results and forecast demand Learning Management & Administration Learning Content Management Material Activities Rooms/ Facilities Cooperative Learning Administration (User, Courses) Activities (Registration, OJT, Onboarding) Reporting (Learner progress, Assessments) Repository (Digital library, User records) LMS Learning Management System Data exchange / interface with other HR/SAP systems Supports a systematic, holistic approach to Learning and Development
- 5. ©SchubertODConsultingJune2016 5 LMS - Operational and Strategic Goals Short-term / Operational Goals • Compliance with rules, regulations • Increase safety • Meet ISO / QS standards • Fast, comprehensive rollout of new policies, procedures • Secure knowledge base of core areas • Fast and systematic Onboarding • Retain and motivate employees with continuous learning offers • Best utilization of training budget • Increase value time in classroom Long-term / Strategic Goals • Extend and deepen core competency of key positions • Support Workforce Planning • Managing Demographic Risks • Academy – Lifetime learning for internal learners, customers and vendors Alignment with Business Goals
- 6. ©SchubertODConsultingJune2016 6 LMS Implementation Process The LMS implementation process consists of 3 main phases and requires a significant amount of planning and attention to detail. Evaluation and Selection Implementation Operation and Governance
- 7. ©SchubertODConsultingJune2016 7 Evaluation and Selection Phase Selecting an LMS requires 5 main steps. Different organization-specific aspects need to be considered to reach a sound decision for an LMS appropriate to business needs and requirements. Evaluation and Selection Needs Analysis Define Requirements Vet Products Evaluate Products Select Finalist Operational Driver Technical Driver Strategic Driver Needs Analysis Over 600 worldwide North America ~350 Europe ~150 Australia & NZ ~30 L&S-America ~25 Asia ~90 RFP
- 8. ©SchubertODConsultingJune2016 8 Implementation Phase After selecting an appropriate LMS and before Go Live additional aspects need to be considered and prepared to avoid later unwanted surprises and unhappy users. Planning Configuration Integration Migration Testing Go Live Implementation Project Team SCORM “Cloud” LMS External Content SAP CSV LearnerAdmin Company Content Portal LMSActivity / Task S O N D J F M A M J J A A1 A2 A3 A4 A5 B B1 B2 B3 2016 2017 Timeline
- 9. ©SchubertODConsultingJune2016 9 Operation and Governance Phase Operation and Governance Standards Taxonomy Configuration Management House keeping Governance The daily operation challenge! Avoidthe LMS becoming an L-M-MESS Ensure that the LMS remains easy to use and operate for years to come. Go-live is the beginning of a continuous LMS improvement process. !! !! !! !! !! !! !! aaa! aaaaaa! 1! a! a! A! a! !! Department) Title-Ini/ als) Level) 1! 2! 3! Format) b! c! e! t! v! Country) Region) Language) Policies Procedures Guidelines Conventions . . . CMCMCM LM e ssM
- 10. ©SchubertODConsultingJune2016 10 LMS - Return On Investment Better personalized and role specific training Foster systematic and lifetime learning Increase engagement and motivation through training Flexible access to training resources Reduced dependency on time and location Contribution to quality and productivity Faster response and communication of changes in products, processes, skills Improved compliance with regulatory requirements Easy reporting on training Simplified training administration Consolidation of all training information into one system