Cloud LMS

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?

It's still early, but perhaps one of the most interesting opportunities is coming from the association space, where gamification and digital badges are being used to help bridge the skills gap.

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

The problem with the global employee learning solutions market is that the big, boring talent management LMSs we just mentioned are the standard for managing enterprise-wide learning complexity. 

Among LMS technology trends to watch, I think there will be more innovation in mobile, social, badges and certification, as well as capabilities that attract new users and facilitate training content commerce.

One of the biggest mistakes LMS buyers make is not defining the level of help and support they will need to successfully implement and support their LMS.

It is foolish to pay more than you have to and get nothing in return but it is impossible to know if you are overpaying if you first don't define your LMS requirements. 

Making sure your LMS selection team is on the same page in regards to implementation/configuration needs will allow a buying organization to quickly disqualify many vendor options without the labor of investing a ton of time.

The behemoth TM providers such as Oracle or SuccessFactors devalued the LMS when they incorporated their LMSs into broader HR software suites and took their foot off the innovation accelerator.

By collecting skill endorsements and recommendations from your network and posting content, comments, presentations, awards, articles, certifications and other relevant data, you create a historical profile of credibility that other users recognize and value – and more so every day with a growing base of more than 610 million LinkedIn users in more than 200 countries.