There are several obstacles in the way of a successful LMS adoption, including getting through the request for proposals (RFP) stage, choosing the right LMS, and achieving an optimal adoption rate in the long term.
Here is how you can make the RFP process more manageable.
LMS Adoption: Assessing Learning Objectives and Choosing the Right LMS
Selecting the right LMS is easier if you have a set of criteria you can use to evaluate and compare different options. You should start by defining users' expectations for the LMS to determine which features would deliver a positive experience.
You should also determine what your learning objectives are and how you will track them. You can measure the impact of your e-learning programs in terms of quality and productivity, or use an approach like Bloom's taxonomy. For instance, Bloom's taxonomy is an interesting approach for LMS corporate training because it will help you track progress as learners move through various stages, including remembering information, understanding concepts, applying these concepts, evaluation, and using knowledge to create new content.
Once you have determined what success means to you and how you will measure it, you can start listing the LMS features that will benefit your organization and learners. You could look for features such as analytics, easy content creation, an existing library of courses, or a customizable dashboard.
Get learners and course designers involved in the process of listing the LMS features to look for and think about getting help from an LMS consulting service that will help you compare different solutions before walking you through the implementation and adoption process.
Boosting LMS Adoption
After the Implementation
Choosing an LMS that makes e-learning accessible and delivers value to learners is a first step in the right direction. There are other strategies you can use to boost adoption after implementing an LMS.
For Course Designers and HR Employees
Education is key. Getting used to the new LMS can be challenging, and these employees need to gain access to educational resources so they can quickly become familiar with the new LMS and see how they can use its different features to create value for learners. This is where an LMS partner can make a difference.
A consulting service or vendor could schedule a demo on how to use Moodle, or another LMS such as Totara Learn. Course designers and HR employees can also benefit from educational material about broad e-learning concepts such as gamification, engagement, and how one can use an LMS during the hiring process, for personal development or quality improvement.
For Learners
You can improve adoption among learners by making sure the content delivered via your LMS has a direct connection to what they do at work. Employees will be more likely to complete training modules if they see a direct benefit when they apply new knowledge at work.
Make analytics accessible so learners can track progress and let them play an active role in their training by selecting the modules they want to work on. Gamification is an efficient way to improve adoption.
You can use badges to help learners track their progress and motivate them to earn the next badge or complete the next level. Make these elements more concrete by connecting a badge or level with being trusted with new responsibilities or tasks.
Listen to what learners want. The things most employees expect from their job include teamwork, purpose, and opportunities to grow. You can offer these three things by developing e-learning programs that are connected to team-building activities, providing opportunities to earn a new certification or progress to a different position, and providing learners with clear goals.