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Four ways the Learning Management System is handing control back to HR

1st Jun 2012
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One of the most common themes running through each and every technological advance that we have seen in the past ten years has been connected to control. It would seem that one of the most effective ways developers can satisfy the growing public appetite for technology is through functionality that hands control over to the user.

On the consumer side we’ve seen the likes of Virgin Media and Sky develop technology that allows users to control when and where they watch their favourite programmes, while airlines now permit passengers to control when they check-in for a flight.

Moving into the business environment, one example of this is around communication technology, which allows us to control where we work. And this theme of control runs into the HR software environment as well, because for us one of the key drivers behind the success of the learning management system (LMS) is control. These systems hand control across to the HR department and with control comes the ability to create a learning environment that is bespoke to an organisation and aligned with its often very specific goals and values.

So, what is it about the functionality of an LMS that has managed to empower HR teams so effectively?

Web-based: Ah, the internet. One of the most crucial features of the internet is that it is a platform we can all share. What does this mean in practice for a business? Well, it means that you can post learning online and give access to anyone, anywhere. Whereas once HR teams were restricted to delivering learning in a classroom and were reliant on learners fitting their schedule around one day and time, today with an LMS HR teams can reach a greater number of employees far more efficiently.

At-a-glance tracking: All too often when training courses are being regularly run within a business HR lose track of who has been trained in which department. And, when you consider that this was once recorded on sheets of paper, or at best, a spreadsheet, you can soon see why. Want an LMS can do is automatically track learner progress. HR has more control over the learning schedule and progress employees are making and can quickly react where individuals fall behind.

Self-service: Control is not just something desired by the user of new technology, it is something that users love to be able to pass on. With the LMS HR can empower individual learners to take control of their own learning schedule by accessing the system as and when they are ready to learn.

Course management: If the courses are to be classroom based, finally with an LMS HR departments can manage those events centrally, in one place. Management is far more straight forward if all the components that need to be in place for the event are centrally controlled.

Yes, technology allows us to communicate in a different way, travel in a different way and work in a different way. But, what technology also does is shift control back to us. In the workplace, especially when we’re talking about organising learning programmes for thousands of employees, control is essential.

The LMS simply hands control of learning back to HR – empowering the people development experts to stick to what they do best: create a culture of continual improvement within the business.

Dave Evans
Learning Management System specialists - accessplanit


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