What’s The Purpose of Learning Management Systems?

by | Feb 24, 2020 | 5 min read, Employee Training, LMS, Most Recent

What’s The Purpose of Learning Management Systems?

Have you ever wondered, “what is an LMS, exactly?” or what the purpose and objectives of a learning management system are?

You’ve landed on the right article.

The LMS market is steadily growing with more companies investing in learning management systems every year. In fact, 90% of companies offer digital learning today. On top of that, 90% of executives agree that L&D is a significant benefit to their company.

If you are considering an LMS software as part of your training protocol, read on for all the details you need to know as you research employee learning platforms.

 

What Is an LMS?

Let’s start with the basics before we dive into the specific objectives of a learning management system.

A learning management system is a type of software that houses training material in a variety of forms (videos, PDFs, games) and tracks what employees are learning over time. Essentially, an LMS delivers educational content to its users in a centralized location. It also handles a variety of other tasks, including the following:

  • Registering courses
  • Performing skill gap analysis
  • Tracking and reporting user data
  • Handling course administration

LMS software is used in a variety of industries and for a range of purposes, from compliance training to collaborative learning and application sharing.

Tools like Spoke® LMS make it easier for employers and coaches to analyze performance through online assessments. This gives management one place to review employee competencies and identify areas for growth.

 

Objectives of a Learning Management System

There are plenty of reasons why your company might want to use an LMS to train and engage employees. Consider the following objectives of a learning management system.

Mobile LMS: Learn On The Go

One of the biggest advantages of learning management systems is the ability to take it anywhere. A mobile LMS provides your team with immediate access to organizational training materials wherever they are. This gives employees more flexibility to train at convenient times without having to be at their desks. Always think, “mobile-first.”

Streamline Training Process

The employee training process becomes much easier with an LMS to streamline learning. All learning content is housed in one location. Employees have one place to access important resources quickly. No more clicking between different applications, emails, or company resources in a web of SharePoint sites.

Engage Employees

These days, the modern learner is more distracted than ever before and companies are paying the price. LMS software provides employees with a blended learning experience for well-rounded, engaging training. Educational content is presented in a variety of forms: written, audio, videos, etc. to support learning objectives.

Track, Assess, and Report

An LMS makes it easy for employers and supervisors to track employees’ progress, too. They can check-in to see how well people are doing and whether or not they’re keeping up with the required tasks. Employers and supervisors can also use the LMS to check for gaps in understanding and find out if employees need to review any principles to get a better grasp on them.

Reduce Costs

Every business is looking for ways to save money, right? Investing in an LMS can help conserve cash in a major way. Learning management systems save companies the cost of paying a trainer to travel and teach new material to their employees. Thereby, removing the overhead (i.e., training costs, boarding, lodging, etc.). Simply set up the LMS and let the employees get to work.

Improve Efficiency

Learning management systems provide a more efficient way to train. It’s often more efficient to let employees train at their own pace and ask questions as needed. Now, there is a time and a place for instructor-led training. The benefit of an LMS is that it provides plenty of automatic support and guidance. This allows employees to train on their own, at their own pace.

Instant Feedback

An LMS provides instant feedback to employees after a training module with regard to their performance. This gives employers, and trainees, an objective way to see what information they are retaining and what needs more review before moving on.

 

How to Choose a Modern LMS

With so many people struggling to focus, you may be convinced that an LMS would make a good addition to your company. It’s not always easy to find an LMS that works well for your employees and provides you with your desired results, though.

Not quite sure what to look for in a modern learning management system? Download our LMS Requirements Checklist for a step-by-step buyer’s guide.

A good place to start is by assessing the needs of your company and your employees. What are your learning objectives? What do you want to accomplish by implementing an LMS? Answering these questions will help you find an LMS that aligns with your goals.

Take our advice on this one and consider the following as you search for an LMS…

Don’t Prioritize LMS Features

This may sound counterintuitive, but you read that right. Technology is always evolving and new learning management features are being added all the time. There will always be a shiner (and more expensive) LMS on the market with more features than you actually need.

Stay away from focusing too much on learning management system key features. Start by defining the objectives of a learning management system that are important to your company.

  • What is your organization’s training process currently lacking?
  • What do you want to improve?
  • What do you value?

Think About the Future of Learning Management Systems

Think through how your company will grow and change over time. Look for an LMS or training course administration software that can grow and scale with your company. That way, you won’t have to upgrade to new software every couple of years.

Request a Demo

Finally, don’t forget to request a demo. The only way to really know if an LMS is a good fit for you is to try it out for yourself. “Try it before you buy it,” as they say. Test run an LMS software first to see how it works and if it fits your organizational needs before implementing it.

 

Find Your Modern LMS Today

Now that we have answered, “what is an LMS?” you can start dialing in on the objectives that matter.

The purpose of learning management systems, in short, is to elevate the learning experience through engaging content for better-trained employees. Use our LMS Buyer’s Guide to help you find the right training management system for your company.

If you’ve done your homework and finally want to check out some learning management key features, request a demo of Spoke® Mobile Learning Management System today.

2020 training trends webinar

The start of every new year is a chance to revisit training goals and aspirations for the coming 12 months. How do you know what’s worth your investment?

Download Now

Share This Article

More Articles Like This One

Training Video Production, Humanized

by | Sep 15, 2019 | Downloads, Employee Training

Training Video Production, Humanized

Conquer Training Video Production

Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide.

Download Free Guide

As a kid I wanted to be Alfred Hitchcock. As a graduate student I won a screenwriting award. Today, as the Director of Content Strategy at Unboxed, I’ve had the honor of being part of a team that’s produced hundreds of microlearning videos for our clients.

You’ll often hear me say, “Use as much video as possible!” However, over the years I’ve observed how corporate training video production intimidates most people in the market for it. They have justifiable concerns about production costs, timelines, actors, branding, and quality.

In an effort to make the production process a little more human-friendly, we created the Training Video Production, Humanized guide. The guide covers enough video terminology to make you dangerous, plus what you can expect during pre-production, production, and post-production.

 

Video Works

Before you read any further, you need to know why training videos work—and why it’s such a worthwhile investment of your time and money. Here are a few helpful stats:

  • At least 65% of people learn by seeing.
  • As we discuss in the article Employee Training Videos—What Style is Right for You: Cisco projects 82% of all Internet traffic will be video by 2021; An estimated 75% of the workforce will be Millennials by 2025—and Millennials are some of the heaviest consumers of video as a medium.
  • Entering the workforce on the heels of Millennials is Gen Z, and 70% of Gen Zers watch more than two hours of YouTube each day.
  • Video-based training programs can deliver impressive results—like 70% completion rates for training considered optional. (I mean, who takes optional training?! People who like videos, that’s who.)

 

Training Video Production: Things to Know Up Front

So, let’s go ahead and assume we’re creating microlearning training videos, not feature-length films. This has positive implications when it comes to your training video production costs. For training to be considered microlearning, it should be 5 minutes or fewer (we usually target 2-3 minutes) and focus on a single topic. Your microlearning video could be live action, animation, or a combination of both.

To feel comfortable throughout the training video production process, you’ll need to familiarize yourself with a little bit of terminology. Let’s start with the people you’ll meet.

 

People You’ll Meet

In most cases, the higher the fidelity and complexity of the video, the more team members are involved. Higher-fidelity training videos often involve sophisticated lighting setups, professional actors, additional sound and camera equipment, and extra crew. In our frequent participation in the 48 Hour Film Project, we’ve seen how the absence of the right equipment—particularly lighting and sound—can significantly reduce the impact of your content. Sometimes an iPhone just won’t cut it.

The Training Video Production, Humanized guide outlines the roles involved in a typical Unboxed training video shoot. Some of our corporate training video productions require more hands on deck, while some require less.

Here’s a sample of the people you’ll meet. Download the guide to meet the whole team.

 

Training Video Production Humanized - People you'll meet on set

 

What to Expect During Pre-Production

We can break training video production down into three phases: pre-production, production, and post-production. In a nutshell, pre-production includes all of the up-front scripting, storyboarding, casting, and planning. Your Content Strategist and Producer will handle most of the heavy lifting during this phase, and they’ll be asking for your feedback and approval along the way.

 

Pre-Production FAQs

Will we get to see what the actors look like to make sure they reflect the diversity and tone of our organization? Yes! We’ll work closely with you to understand the right demographics and find talented actors that represent your company well.

What if I can’t afford professional actors? In our experience, professional actors deliver the best result and keep your content evergreen. However, if you’d prefer to use your own employees, we can share some best practices with you to set them up for success.

Will we get to recommend locations? Absolutely! In addition to that, we’ll also let you know if we can achieve the right look near our Richmond headquarters. If our crew doesn’t travel far, we can save you money.

Who should plan to be there on shoot day? We’d love to invite at least one subject-matter-expert (SME) on set with us. This person can be a great resource on shoot day and help ensure scenes are true-to-life.

 

What to Expect During Production

If you’ve never been on set during a training video production, you’re in for a treat. It’s exciting to see all of the scripting, casting, and planning come together. It’s also busy—the Unboxed team is efficient and works hard to capture a lot of footage in a day. Wear comfortable shoes!

You’ll enjoy watching our Directors in action as they coach talent and keep things moving from one scene to the next. They’ll check in with you often and make sure you’re satisfied with what’s being captured.

 

Production FAQs

What should I wear to the shoot? We recommend wearing something casual or business casual. You want to make sure you’re comfortable. Pay special attention to footwear! Flats typically work best.

What is my role on set? We love having clients on set because you can make sure each scene is a realistic portrayal of your organization. You’ll have the opportunity to consult with our directors to make sure they’re giving the talent the right direction according to your brand and subject matter expertise. Keep us honest and confirm we’re doing a great job.

 

Other Terms You’ll Hear

MOS. Lower thirds. Slate. Camera speed.

There are plenty of other video production terms where these came from. While you’re on set, the Unboxed team will be more than happy to go over any questions you have about what something means or why we’re capturing footage a certain way.

 

What to Expect During Post-Production

In the post-production phase, we create your final training video. Our Director of Photography sits in a dark room for three straight days, wearing headphones and moving pixels around. He only breaks for lunch.

Just kidding. Post-production can actually be very collaborative, as our Content Strategist, DP, and Producer work together to agree on the best shots, make smart editing decisions, and keep the project on budget. By the time you see the first cut, it’s already been through at least one round of internal review.

 

Post-Production FAQs

What’s my role during post-production review? We’ll send you the first cut of the video and ask for your feedback or approval. At this stage in the production process, we can still edit music, transitions, and text on screen, and if necessary, we can also look into alternate takes and shots.

How many rounds of review do I get? Your training video production budget includes one first cut review. Once we get your feedback on the first cut, our editor makes any changes you requested and delivers your final, polished video.

I have late feedback from an important stakeholder. What should I do? Talk to us! It happens, and our goal is to deliver training you’re happy with. Help us understand the request, and let us come back with a recommendation in case it impacts scope and timeline.

 

Lights, Camera, Action!

When it comes to corporate training video production, gone are the days of talking heads. With so many training video styles available, video is one of the best ways to engage your learners. Sure, production planning takes work, but it’s exciting and fun, and in the end you’ll have training you’re proud to show off. With the right team in place, shooting video doesn’t need to be intimidating—or a hassle.

And now that you know what to expect during the corporate training video production process, find the right partner who can help you decide which type of video treatment is right for you, estimate costs, and deliver better results. We’d love to tell you more about our custom training solutions.

Conquer Training Video Production

Learn what to expect during pre-production, production, and post-production when you partner with Unboxed by downloading our free guide.

Download Free Guide

More Articles Like This One

Training Delivery Methods: Choosing the Right Modality for Your Content

by | Jul 23, 2019 | 5 min read, Downloads, Employee Training, Most Recent

Training Delivery Methods: Choosing the Right Modality for Your Content

Content is a huge focus in the training world, though it’s really only one part of the learning equation. The magic happens, though, when strong content is shared through the most effective training delivery methods, enabling the message to be absorbed, retained, and implemented by learners.

Whether your aim is to impart knowledge, sharpen skills, or adjust behaviors, there are a lot of different methods of training delivery to choose from. But there’s no silver bullet. In fact, data continues to prove a blended approach, incorporating more than one modality to deliver your content, increases retention by up to 60%.

So, how do you determine the most effective training delivery methods for your needs? Start by considering the options available and how they align with your goals, audience, and content.

Below is a list of our recommendations.

    Featured Resource

    Choosing the Right Modality for Your Content

    Download Free Infographic

    Training Delivery Methods for Building Knowledge

    When we speak about training for knowledge, we’re referring to helping learners understand the what and the why of a concept. To tackle these topics, the training delivery methods we recommend hinge greatly on well-organized information and storytelling. These include:

    •  Podcasts
    Borrowing from the popular media format, Podcasts are an excellent way to educate team members, allowing them to absorb information at their own pace in a familiar style.

    •  Infographics
    Visual tools help to reinforce concepts, and the Infographic remains a popular delivery method as it clearly outlines vital data and information in a memorable and engaging way.

    •   Animations
    Another popular visual option, Animations are a great way to educate learners. By imparting critical information in an entertaining way, you can increase both retention and engagement.

    •   Group Discussions
    Part team-building, part training, Guided Group Discussions are a great way to build relationships among team members while educating them on key concepts.

    •   Interactive Training Tools (Pitch)
    These interactive modules from Unboxed’s Training Technology team organize key concepts in an interactive, data-based tool, making it effective for knowledge acquisition and knowledge sustainment (refresher training).

    Training Delivery Methods for Improving Knowledge & Skills

    Building on those, there are several modalities that bridge both knowledge and skills, helping learners to understand the how behind the what and the why. This category of modalities includes:

    •   Instructor-Led Trainings (in-person or virtual)
    Instructor Led Training (ILT) or Virtual Instructor Led Training (vILT) allows you to build upon learned knowledge by giving learners a chance to put knowledge and skills into practice through classroom activities.The bonus of vILT is it allows you to reach learners near and far with training that’s as equally engaging, interactive, and effective as in-person training — without the pricey travel costs.

    •   Interactive Learning Guides
    Self-paced and fully interactive, our Interactive Learning Guides (ILG) keep learners engaged at every step. With a modern, web-like interface, video, animation, gamification, and interactive exercises, ILGs create an engaging experience for learners, making them effective for both knowledge and skills training.

    •   Videos
    Taking cues from what many learners engage in on their own time, training videos are an incredibly popular choice to help learners improve their skills in addition to reinforcing their knowledge.

     

    Training Delivery Methods for Sharpening Skills & Behaviors

    Moving further into training for skills, the delivery methods below allow you to focus more deeply on the tactical responsibilities of your team. These modalities also lend themselves to training for behaviors, educating learners on the action taken, and include:

    •   Group Participation, Hands-On Activities, Role Plays, On-the-Floor Training, Mentor Shadowing
    Each of these training delivery methods differs in their approach but share the same goal: to allow team members to improve their skills in settings and situations where they actually use them.

     

    Training Delivery Methods for Shaping Behaviors

    Behavior-specific training goes one step further, allowing you to work with team members to help them make changes in their interactions, approaches, and performance with direct feedback. There are two modalities that are ideal for this type of training, these are:

    •   Huddles
    Combining the benefits of group participation, hands-on activities, and role play along with direct coaching, Huddles are an excellent training method to help shape and improve behaviors.

    •   Video Simulations
    Offering the same advantages of a Huddle, Video Simulations allow geographically dispersed teams the opportunity to observe team member behavior and coach them to be more effective in their approach.

     

    Need Help?

    We recognize there are a lot of options out there, but choosing a training method doesn’t need to be a chore. We can help you analyze and understand both your goals and content to select the best option for your needs. Reach out to schedule some time with our Training Content Strategists to learn more.

    Want to know more about choosing a training method? Download our free guide!

    Share This Article

    25 training tips in 25 minutes: best practice

    Find out the shared approaches we’ve seen maximize training outcomes for our clients, and how to incorporate them into your training.

    Watch Webinar Now

    More Articles Like This One

    Leadership Training Topics: The Essential Checklist

    by | Jun 16, 2019 | 7 min read, Downloads, Leadership Training

    Leadership Training Topics: The Essential Checklist

    Whether we’ve been one of the parties in an awkward supervisor/supervisee relationship, or we’ve watched poor leadership practices impact our organization, we all know managing people requires a specific skill set. Just because we give an individual contributor a new title doesn’t mean they have the skills they need to lead teams effectively—much less enjoy it.

    A CareerBuilder survey reports more than 26% of managers said they weren’t ready to become a leader when they started managing others, and 58% said they didn’t receive any management training at all. According to the ATD whitepaper Experiential Learning for Leaders, only 28% of business executives say they’re effective at developing leaders.

    Wow.

    Leadership training is critically important. In this post, we hope to help you get started on the program your managers need. We’ll make it easy to identify the leadership training topics you need to consider, and we’ll explore different ways you can implement your program.

     

    Leadership Training Topics

    Even though the manager onboarding statistics are concerning, the good news is this—leadership training is a wonderful place to build a strong, sustainable culture of learning.

    We’ve compiled a checklist of leadership training topics to help you answer this question: Where do my managers need to build their skills?

    Leadership Learning Experiences

    Okay, keep that strategy hat on and answer this next question: What type of training experience would be ideal for your managers?

    Ultimately, you want to identify the must-haves that will unleash the most benefits for your company and culture. Here are some considerations to help you brainstorm. In order to meet business, manager, and team needs, many programs choose to blend two or three of these approaches.

     

    IN-PERSON FACILITATED
    PROS
    CONS
    More opportunities to bond, build a support network, and share best practices If facilitated as a full-day or multi-day event, follow-up activities should be developed and implemented to encourage application and defeat the “forgetting curve”
    High learner accountability If facilitated as a full-day or multi-day event, may involve extra costs such as hotel, travel, and food
    Limited distractions Managers are not as accessible to their team members
    Can be developed in bite-sized formats and facilitated in-house to provide continuous learning

     

     VIRTUAL INSTRUCTOR-LED
     PROS
    CONS
    No travel required Fewer opportunities to bond, build a support network, and share best practices
    Can be developed in bite-sized formats and facilitated in-house to provide continuous learning Difficult to measure engagement beyond course participation

    Managers are susceptible to more distractions during the training
    Technology challenges with video, Internet connectivity, and sound can negatively impact the learning experience

     

    SELF-PACED ON DEMAND/JUST-IN-TIME
    PROS
    CONS
    No travel required Fewer opportunities to bond, build a support network, and share best practices
    Simple course completion tracking Difficult to measure engagement beyond course completion
    Typically organized in bite-sized courses, so managers can balance training with supporting their teams Managers are susceptible to more distractions during the training
    Consistent information and experience
    Easy to administer

     

    Leadership Training Timing

    Based on our experience, the best time to enroll managers in training is right when they’ve been promoted, or “just in time.” Relevant leadership training is the antidote to sink-or-swim, a practice that hurts confidence, morale, and your company’s net promoter score.

    Waiting for managers to ask for help is risky. You’ll lose productivity, and some of your managers with the potential to be great leaders might realize another company offers more support and professional development.

    When it comes to leadership training, strike while the iron is hot, when managers are eager to learn. Proactively equip them with the skills they need to confidently excel in their new role.

     

    Next Steps

    Hopefully, you’re starting to get a vision for the type of leadership training topics your managers need, and the type of learning experiences that will support your goals. Keep in mind learning experiences can be combined in order to create a blended approach, and you can always hire a partner to help you develop your strategy.

    Managers want to feel equipped for their roles so they can make a positive impact on your company and the lives of their direct reports. When you build their skills and confidence, you create a more sustainable organization and a better place to work.

    Share This Article

    Featured Resource

    Assess Your Program With This Free Leadership Training Topics Checklist

    More Articles Like This One

    Storytelling in Training

    by | Apr 16, 2019 | 5 min read, Employee Training, Leadership Training, Most Recent, Sales Training

    Storytelling in Training

    Stories have a way of sticking with us. Whether it’s the book on your bedside table, an anecdote shared over coffee, or the latest drama on a favorite TV series, there’s something about a well-told story that captivates.

    Entertainment is just a secondary perk, though. The art of storytelling is centuries old, used initially to pass on information from person to person. When we employ the technique in training, we’re looking to capitalize both benefits: spreading knowledge to learners while holding their attention and engaging their interest.

     

    Why Use Storytelling

    Storytelling is just one of the many tools in our training arsenal. It’s one of our favorites as it allows us to draw on our creativity, however, there are three other core reasons we gravitate toward the solution.

    1. Storytelling creates an emotional connection between learners and lessons. As stories draw us in, we continually react, both emotionally and physically as they unfold. Scientists have seen this come alive in brain scans of learners. When presented with narratives and sensory-heavy language, larger portions of the brain are activated than just the language processing areas.

    2. Storytelling allows us as content experts to injects creativity and levity into complex, dry topics. From systems to security, we tackle topics that are critical for organizations and learners but may skew a bit boring on the boring side. By transforming facts, processes, and procedures into a narrative, we’re able to hold learner attention longer and boost the likelihood that they’ll actually enjoy their training experience.

    3. Storytelling makes content memorable. We want our training to stick. When a learner completes one of our training programs, our intention is that they can take what they’ve learned and immediately apply those skills. Beyond that, we want them to retain that information and be able to carry it through their work for a long period of time, sharing it with other team members as appropriate.

    How to Use Storytelling

     Now that you know the value behind the technique, let’s pull the curtain back on some simple best practices for incorporating storytelling into your training:

    • Follow the classic story arc. Start with a clear beginning to set the stage for what is to come, introducing concepts and characters on which to build the rest of the story. Create tension or conflict in the middle of the story, resolving it and reinforcing the lesson in the end.

    • Be creative. Use relatable characters and probable scenarios to help illustrate the concepts and/or processes that a learner needs to understand. Imagine the learner’s on-the-job experience and look for ways to create an engaging, parallel experience with your content.

    • Use descriptive language. Choose phrasing that connects with the senses, describing experiences in terms of the way they look, feel, smell, sound, or taste.

    • Incorporate supporting images. Nothing makes stories come alive like compelling imagery. Whenever possible, incorporate graphics, animation, or live-action visuals to better illustrate concepts and provide some visual support for what is happening in your narrative.

    Regardless of the modality your training employs, consider ways you might incorporate these concepts into its construction. That’s the approach we take, looking for opportunities to inject our signature creativity into our content to engage learners and drive results.

     

    Storytelling in Practice

    When it comes to using storytelling in training, we’ve found that simulations lend themselves particularly well to the approach. These choose-your-own-adventure style trainings allow learners to explore different pathways and their results with no actual risk.

    We recently built a pair of simulation videos for a real estate leasing company as part of a multi-modality curriculum focused on their new sales method. The videos followed the actions of a leasing agent as she worked to fill a unit in her community.

    Throughout each, we created opportunities for learners to choose how to approach various points of conflict within the process. A play off of ‘Million Dollar Listing,’ the project allowed us to pull cultural references and humor into the story, making it particularly relevant to the company’s audience of leasing agents.

    Want to see how we can help you take your training to the next level with creative storytelling? Connect with us today.

    Share This Article

    Featured Resource

    Choosing the Right Modality for Your Content

    Download Free Infographic

    More Articles Like This One