Since the learning management system, or LMS, is the main corporate learning hub, the way learners interact with and use it is important.
A good LMS combines the features of a library or database, holding courses, videos, and curated content; a search engine; and an online learning space. It might include quizzes, a way for managers or admins to create and track individuals’ learning paths, and a system for offering certificates or badges when a learner completes a course or curriculum. Some LMS platforms even make it easy to manage instructor-led or blended training, simplify course enrollments, or send notifications and reminders to learners.
An LMS, like our SmarterU platform, is primarily (but not only) a learning-resources catalog. It’s got to be easy to search, so learners can find the right courses and materials. The LMS is also the delivery platform for eLearning or online learning, and it should be easy to learn and navigate.
The simplest LMS might support only conventional eLearning “courses” — collections of slides or pages with text, images, and perhaps embedded videos and quizzes. Other LMS platforms are more robust and support additional features like:
The LMS is the central hub for all learning activity.
The learner experience often starts with a search for courses or other content. Learners — or their managers — might be looking for specific course or they might browse a “catalog” of offerings.
The next step is enrolling and perhaps configuring the notices and reminders.
Some LMSs include a calendar function and way to set and track due dates and deadlines. Learners often submit assignments, take quizzes, and complete surveys using the LMS.
Many LMS platforms support some form of scaffolding or prerequisites to steer learners into courses in an appropriate order and prevent them from enrolling in advanced classes until they’ve completed the fundamentals.
Managers should be able to see learners’ progress and help them choose their next courses.
All in all, the LMS should provide a great experience: for learners, for their managers, and for the L&D team who oversee the creation and use of learning content.
Simple games layered on top of content
Scenario-based games that use the content
Fan excessive competition among employees or teams by offering large prizes for top performers and/or shaming those with lower scores
Challenge employees to beat their own past performance, or design a leaderboard that shows each employee only the four scorers above and below them
Points, rewards, badges
Award points or levels for completing sections of training or playing for a set number of minutes
Award levels, badges or points for recalling or applying content correctly, demonstrating mastery
Performance support or workflow learning provides on-demand assistance and answers to employees, without taking them away from their work tasks.
A knowledge retention strategy ensures that learners not only complete their training, they learn and remember it, improving their skills in the process!