It’s Time to Change the Paradigm of E-Learning — Rethink Your LMS (5 Tips)
Our world is turning faster than ever before. While this might not be geologically correct, one thing is for sure; that what has happened in the last two decades has never happened before. Social media and cell phones have changed everything from how people go on a date, to how people connect with their family and friends and how people work and learn.
The e-Learning ecosystem has already undergone a visible transformation in recent years, but the platforms have not fully embraced the very fragmented style of learning that today’s workforce uses.
Learning is expected to be far more agile than it has ever been in the past.
Organizations launch newer products every month, insurance companies come up with newer plans weekly if not daily, etc. Field force and customer support teams are expected to be flexible now and learn about these new systems and features on-the-go. This wave is taking everything in its stride and the time is ripe for every organization to embrace the next-gen technologies that are shaping the e-Learning landscape.
Traditional LMS challenges
Before we move forward, let’s take a look at the challenges with a traditional LMS.
1. Longer Content-Development Phase: A traditional approach to content development leads to extensive, long development lifecycles. Lack of an agile approach causes delays in content delivery and significantly hampers quality. Typically, organization training is running a few version behind the actual product., training is created by a division that might not have as much knowledge about the subject matter.
2. Complex Onboarding Process: Many organizations with a traditional Learning Management Systems struggle with employee onboarding training. They fail to impart new hires a clear understanding of the organization and their role therein. Lack of structured training eventually results in misaligned expectations and high attrition rates.
3. Learner Dissatisfaction: Conventional LMSs often fail to engage learners as they offer the same learning content to learners with varied preferences, learning pace and skill levels. This one-size-fits-all approach to learning can prove detrimental.
4. Poor Learner Engagement: Most traditional LMSs focus on large volumes of content with no flexibility to customize the content format or track progress. As they fail to provide responsive, personalized content in a bite-sized, shareable format, the engagement further recedes.
Rising to meet new training challenges
Today’s workforce aspires for a challenging work environment and deems personal and professional growth a major contributing factor in achieving job satisfaction. There is an immediate need for businesses to adopt an agile, adaptive Learning Management Systems that allow learners to personalize the learning process.
As the majority of today’s workforce works remotely, any LMS should allow for unhindered learning across devices and platforms. Game-based, mobile-friendly, bite-sized content can further facilitate learning and boost engagement.
Employee engagement and learning can be further reinforced by providing employees with the opportunity to collaborate and share experiences with global leaders and industry experts.
An intelligent LMS should be able to leverage data and analytics to aid decision-makers in bringing about effective improvements towards achieving business and learner goals. The traditional approach will have to go out the window to create an innovative, intuitive and future-proof LMS that combines flexibility, personalization, responsive UI and machine learning for a successful L&D strategy.
Read the full article at- https://www.digitalhrtech.com/its-time-to-change-the-paradigm-of-e-learning-rethink-your-lms-5-tips/
