Give Untapped Stakeholders a Role in Your Learning Management System

A common and glaring gap in Learning Management System (LMS) implementations is fostering effective organizational adoption. Employees at every level can play a role in shaping organization-wide perception of the system’s success or failure. Once initial decisions have been made, and the system is “stood up,” many organizations fall into the set-it-and forget-it trap of only assigning training and monitoring results. Achieving a positive impression of the system can be a more lasting challenge.

Related: Are We There Yet? 11 Factors Which Influence LMS Implementation Timelines

One solution is to empower targeted groups of stakeholders within your organization, via enhanced roles in the LMS. By “playing a part in things,” these groups can become vocal champions of the system.

Consider giving the following audiences LMS permissions to do some or all of the following:

First-Level or Mid-Level Managers:

  • Assign their employees training, with or without due dates
  • Record employee completion for training (e.g. on-the job training, performance-based checklists)
  • Provide approval for employee registration in elective (catalog) training
  • Access metrics and reports around training completion for their employees

Mentors:

  • Record mentees’ completion for select training(e.g. on-the-job training, performance-based checklists)
  • Collaborate with their mentees on an integrated social networking platform (e.g. JAM)

HR or Finance Representatives:

  • Provide approval for users’ registration in elective (catalog) training which incurs a subscription cost
  • Provide approval to attend external training events (e.g. where tuition reimbursement is a factor)
  • Access metrics and reports around employee certifications or licenses

Executives:

  • Access reporting “Dashboards” to view training metrics for their division or department

Finally, consider moving toward a pull model within the “Push-Pull Spectrum” if your current paradigm is to only assign required training. When users access the system once or twice a year to “do what they’re told,” perception of the LMS will suffer. Providing access to elective training in the LMS catalog (or access with approval) will go a long way toward making the LMS seem like a job benefit instead of more work. This effect is multiplied across all levels of the organization when targeted and relevant content is offered.

End-user adoption is a critical factor when implementing an LMS; however organizational adoption will help your implementation withstand the test of time.

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