Buying Learning Systems

Basic global LMS functionality is good for standard employee training, but platforms quickly hit the wall when multiple regional offices need to administer, teach and learn.

At any moment, employees, partners or customers somewhere in the world need access to relevant learning content that helps them perform more effectively; is your LMS ready?

Employee learning platforms were created to support mandatory compliance training and talent development, and they must provide a learning experience that feels convenient, comfortable, personalized and trustworthy.

The "traditional LMS" is a loose term associated with learning platforms that require a mandatory, formal setup/implementation process.

Corporations, associations, public institutions – as well as solopreneurs and subject matter experts who've never designed or delivered training in their lives – all are creating and selling online content at an unprecedented pace.

With a registration model, usage calculations can be based on any of several metrics:  how many users log into the LMS, register for an instructor-led class or webinar, buy content or earn a certification. 

The LMS selection process isn't always easy or straightforward. To understand what works, check this slice of life from John Leh's life as LMS buying consultant

Selling accredited educational content to members and managing their other learning activities generates non-dues revenue -- which is increasingly important for association success.

If you have a room full of administrators, a more in-depth click, click, click approach works great, but that approach is shunned by most executive audiences who are more influenced by the bigger picture.

Inexplicably, vendors make the most prose mistakes in these two areas of their proposals, yet these are the sections that every executive spends the most time reviewing.