A learning management system (LMS) is a comprehensive solution that allows HR managers to overcome the restrictions of face to face 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, digital learning environment. It has a higher completion rate than most face-to-face programs, and generally costs less. Moreover, it is easier to fit into individual team members’ schedules. Virtual blended 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.
Convert Your Content and Make it Accessible Across Devices in a combination of LMS and LXP
If your organization has been using a traditional classroom 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 digital 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. You might also want to consider aligning your LMS with an LXP – a learning experience platform – to improve user buy-in and engagement with your expensive learning content.
Moving these resources online into an LMS or LXP means your employees will also need devices to access the content. A recent 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 and helps you with your training management tasks.
For success, it is vital to have a clear strategy and appropriate learning content to drive LMS adoption for many users in a short period of time.
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 online to a digital 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 and L&D move towards a Management by Objectives (MBO) approach.
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. Make sure to look out for tools like the Speexx Performance Center to make the revision and monitoring process smooth.
If your learners express a preference for face to face training, that doesn’t necessarily mean you can’t continue to use your LMS. You can offer face-to-face or phone training alongside and even integrated with your LMS as part of a blended learning program. This is a good strategy to support the transition from traditional to digital learning.
Learn more about what Speexx calls The Perfect Blend—a combination of learning technology, personal coaching and analytics.
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