3 Tips to Move from In-Person Corporate Language Training to an LMS

A learning management system (LMS) is a comprehensive solution that allows HR leaders to overcome the restrictions of in-person language training. An LMS offers flexibility, affordability and the opportunity for blended learning. Let’s take a closer look at the benefits of an LMS and how to successfully implement one in your international organization.

How Does an LMS Fit into Corporate Language Training?

An LMS allows you to train your employees in a new skill—such as a language—in a flexible, online environment. It has a higher completion rate than many face-to-face programs, and generally costs less and is easier to fit into individual team members’ schedules. Virtual learning also allows learners to pace their progress by spending more time mastering a complex skill, rather than being pushed forward into new content by a class that is learning more quickly.

However, if you’re already offering an in-person training program, it can be a challenge to move to an online learning format, while simultaneously ensuring that the training program is successful. Here are some tips on how to successfully roll out a corporate language training program using a new LMS.

1. Convert Your Content and Make it Accessible Across Devices

If your organization has been using an in-class training model, you likely have plenty of content and resources that you can move to your new LMS based learning model. Most in-class content transitions nicely to a cloud-based format. For example, class discussions can become online forums, paper and pencils tests can become online quizzes and hands-on work can become interactive online tutorials.

Moving these resources online means your employees will also need devices to access the content. A 2015 study found that 89% of employees access their LMS from a desktop computer, 76% from a laptop, and 25% from mobile devices, such as a phone or tablet. For the best results, select software that can be accessed across the full range of devices.

Let your employees access training programs from anywhere with cloud-based training software.

2. Structure and Schedule the Learning Program

Being able to access content online means employees can access learning materials whenever they have time to devote to them, which can drastically increase course completion.

Take Jiffy Lube, for example. They moved three modules of their Leadership Training instructor-led training class to an online format and saw a 75% increase of course completion over their old, in-class model.

This flexibility effectively caters to individual learning styles. However, you’ll want to ensure that the training is completed within a reasonable timeline. Once HR leaders have created their learning goals and outlined their activities, they need to set a reasonable pace of learning and decide where to allow flexibility. Most LMS programs will allow HR leaders to set completion dates and schedules right in the program.

Speexx operates a performance center that provides detailed reports and a comprehensive overview of employees’ progress, making it easy to compare current status with projected goals and ROI. It is a tool that can help HR leaders move towards a Management by Objectives (MBO) approach to L&D.

3. Revise What Isn’t Working

Once you have run the program, check in with the participants through follow-up interviews, surveys or by collecting data from your LMS (we outline eight success metrics here) to improve the program over time. For example, if your learners have requested quicker feedback from instructors, you may want to consider offering instant coaching. The Speexx Performance Center makes the revision and monitoring process smooth.

If your learners express a preference for in-person training, that doesn’t necessarily mean you can’t continue to use your LMS. You can offer face-to-face or phone training alongside your LMS as part of a blended learning program, which combines the best of both.

Learn more about what Speexx calls The Perfect Blend—a combination of learning technology, personal coaching and analytics.

Photo: Monkey Business Images / Shutterstock Inc.

About the Author:

Beate Gallist is Head of Product Management at Speexx. In this role, Beate coordinates the developer team and she is directly involved in designing and creating new learner tools and next generation features for all Speexx solutions.