How to Use a Learning Management System to Improve the Employee Experience



LearningManagementSystem

Industries’ technologies and business practices are constantly evolving. Hiring new employees with updated knowledge and skills have become increasingly difficult over the last decade, and experts expect the talent shortage to worsen. As a result, training employees is essential for an organization to be competitive in its field and “future proof” in general. In addition, compliance regulations may require some companies to do organization-wide training.

Many employers find that a learning management system (LMS) helps training and development add value to the employee experience. An LMS is a cost-effective way to provide employee training, tracking, and reports efficiently and consistently. Additionally, an LMS enables you to provide employees with learning on demand – anytime, anywhere. They can access training at the office, the airport, the coffee shop, at home, anywhere they choose.

That kind of flexibility gives employees more ownership of their learning. Those feelings of autonomy, motivation, and accountability enhance their overall experience. In turn, that improved experience builds employees’ confidence and trust in their employer. They’ll feel that the organization is invested in them and in helping them to progress professionally.

How an LMS can Support Learning Principles

Below are some key learning principles for employee engagement:

  • Understand the process of learning
  • Make learning active
  • Grasp the impact of experience
  • Avoid information overload
  • Ask for honest feedback

We’ll examine each of these principles below.

Understand the process of learning

While trainers and HR leaders can be expected to understand the learning process and learning trends, managers and supervisors also need that knowledge. When they all understand the learning process, they can collaborate better before, during, and after training takes place. An LMS facilitates the planning, execution, and assessment of a learning process, which enables all involved to be on the same page. Additionally, managers and supervisors can use the information to better analyze learner’s performance and productivity for employee reviews.

Make learning active

Often employees are expected to learn concepts by memorizing data, listening to verbal instructions, or taking detailed notes. But learning should be an active process. For instance, learners could participate in guided discussions about key takeaways, write summaries of those takeaways, work through simulations, or teach what they’ve learned to their peers. An LMS can let learners engage in online discussions or post questions in an online group as part of collaborative or peer-to-peer coaching efforts. If a trainer has a learner practice a new skill or perform a task at the end of a course, the performance evaluation can be recorded within the LMS as part of the learner’s record. Some systems can support simulations for those end-of-course assessments or as part of the actual training so employees can learn by doing.

Grasp the impact of experience

Employees’ learning is influenced by their past knowledge and experience. For example, someone who has experienced a job hazard (or saw a colleague sustain injuries) is more likely to be attentive during safety training than someone without that experience. Conversely, seasoned workers may reject new concepts in favor of what’s worked in the past. An LMS’ discussion features allow workers to share their perspectives and relevant experiences that can help colleagues to see the importance of the training.

Avoid information overload

Learners become overwhelmed and disengage when too much information is shared at once. It’s easier to learn complex topics when they’re broken down into smaller segments. Instructors can opt for the microlearning approach in which each course unit is deliberately designed for brevity. The authoring tools within an LMS will help you create appropriate modules and even add videos, quizzes, and other elements to keep learners further engaged.

Ask for honest feedback

Learner feedback is the instructor’s best friend. Knowing how employees are reacting to training topics, delivery, and content are essential for creating an effective learning experience. After each training session, ask for honest feedback, and pay attention even if the feedback comes in the form of complaints. An LMS can help you obtain feedback tools through tools like online surveys.

Effectively trained employees are unquestionably the most important asset of any organization. When you use an LMS to support your training efforts, the value of your entire organization can go through the roof. Take a virtual tour of Acendre’s LMS and see firsthand how to enhance your workforce.

 



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