Like putting together a puzzle by repainting each piece
So we've been at this LMS implementation thing for a few months now and I'm ready to share the most important lesson I've learned:
You're biggest challenges will come from within.
It makes sense when you step back and think about the pieces involved and how they interact. The LMS provider has a product, built to fit a specific need, with vast amounts of customization possible. All you need to do is decide which bells and whistles you want, then sit back and watch as they integrate and install.
But your Marketing Department needs to be involved in the look and feel of the system. Banners, headers, taglines, colors, layouts, mockups, communication standards...all of which, of course, will need to be reviewed by the Trainers and HR. If you're not thrilled with any of those pieces, it has to go around again. And again. And again. All of this fitting into your Marketing team's already busy project schedule.
You're also integrating with your HR/HRB system, the benefit being automatic enrollment of new employees in the LMS. This will require meetings with you, your company's database administrator, your project manager, the HR/HRB system vendor, integration manager, etc.
In the meantime, though, you realize that perhaps your training materials aren't quite up to snuff for your fancy new LMS. Maybe we should shine them up a bit to coincide with the rollout. A few days into that process, the sheer volume of your training materials hits you and you start to question your sanity.
Reporting structure! Who wants to be able to look at who's training transcripts and who should actually get to? Is this hierarchy supported by the LMS? Will it cost more to have that structure built in? Do you want to pay for the convenience or take on the responsibility of managing that hierarchy through your LMS administrator(s)?
Don't forget data input! Depending on the depth of your system and breadth of your needs, you'll need to enter everything from individual training rooms to the training resources located within each training room (drawing pads, projectors, laptops, TVs, etc.) Then come the test questions, classes, courses, SCORM files, development plans, pre-formatted email communications, certificates, surveys...
All of this transforming as you learn to use those bells and whistles that attracted you to this LMS in the first place.
Phew! I could continue, but every minute I'm typing this is a minute I'm not spending working on the LMS. :)
Suffice it to say that no matter how much research you've done prior to selection, your envisioned use of the system will metamorph as you incorporate ideas and needs from other business units and learn to use the capabilities of the LMS. But the most time spent on the implementation thus far has overwhelmingly been focused on corporate communication, structure, and materials.
The payoff is tremendous as you build new relationships, refine practices, and get better at what you do. Ultimately, it's time very well spent.
You're biggest challenges will come from within.
It makes sense when you step back and think about the pieces involved and how they interact. The LMS provider has a product, built to fit a specific need, with vast amounts of customization possible. All you need to do is decide which bells and whistles you want, then sit back and watch as they integrate and install.
But your Marketing Department needs to be involved in the look and feel of the system. Banners, headers, taglines, colors, layouts, mockups, communication standards...all of which, of course, will need to be reviewed by the Trainers and HR. If you're not thrilled with any of those pieces, it has to go around again. And again. And again. All of this fitting into your Marketing team's already busy project schedule.
You're also integrating with your HR/HRB system, the benefit being automatic enrollment of new employees in the LMS. This will require meetings with you, your company's database administrator, your project manager, the HR/HRB system vendor, integration manager, etc.
In the meantime, though, you realize that perhaps your training materials aren't quite up to snuff for your fancy new LMS. Maybe we should shine them up a bit to coincide with the rollout. A few days into that process, the sheer volume of your training materials hits you and you start to question your sanity.
Reporting structure! Who wants to be able to look at who's training transcripts and who should actually get to? Is this hierarchy supported by the LMS? Will it cost more to have that structure built in? Do you want to pay for the convenience or take on the responsibility of managing that hierarchy through your LMS administrator(s)?
Don't forget data input! Depending on the depth of your system and breadth of your needs, you'll need to enter everything from individual training rooms to the training resources located within each training room (drawing pads, projectors, laptops, TVs, etc.) Then come the test questions, classes, courses, SCORM files, development plans, pre-formatted email communications, certificates, surveys...
All of this transforming as you learn to use those bells and whistles that attracted you to this LMS in the first place.
Phew! I could continue, but every minute I'm typing this is a minute I'm not spending working on the LMS. :)
Suffice it to say that no matter how much research you've done prior to selection, your envisioned use of the system will metamorph as you incorporate ideas and needs from other business units and learn to use the capabilities of the LMS. But the most time spent on the implementation thus far has overwhelmingly been focused on corporate communication, structure, and materials.
The payoff is tremendous as you build new relationships, refine practices, and get better at what you do. Ultimately, it's time very well spent.
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