6 LMS Implementation Tips for Successful E-learning

Modern business managers are renouncing traditional training with learning management systems(LMS). The managers of major firms are exploring new techniques in eLearning, computer-assisted training, m-learning, gamification, and competency-based learning. They also follow the experts’ LMS implementation tips to engage and hone the skills of new hires and online trainees.

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They select and set up the best learning environment based on business and training needs. They follow a professional strategy to assist new hires, unskilled employees, interns, and other adult learners. Those companies with existing, legacy LMSs replace them with a cutting-edge solution. They rely on the new platform to run a satisfactory, productive, and profitable business.

But, LMS migration is not an easy proposition as it throws up many challenges. Have a look at some of the best LMS implementation tips that can assist you –

Top 6 Tips for Implementing Learning Management System

1. Put Together a Strong Implementation Team

The process of switching to the new LMS must be a phased, organized, and streamlined progress. Allocate the right amount of resources, time, and budget to this critical operation. Ensure the active participation of every department to achieve a successful outcome. 

Pool the requisite talent and build an organization-wide team of core and extended personnel.

• The core team has to be in charge of decision-making and execution processes. Choose a select group comprising of a team leader, project manager, IT rep, and a couple of training supervisors. Make sure the team’s size is large enough to handle the organization’s strength.
• The extended team is necessary to conduct testing and provide LMS feedback. Gather together a sizeable sample of employees, new hires, customers, and partners. Make sure they also have an IT lead to handle the technical issues.

2. Set Learning Goals and Expectations

A new LMS is cost-effective and is easy to access and maintain. But you cannot fully exploit its potential without setting expectations. Build a feasible list of learning targets, and the user or managerial expectations. Ensure that these objectives satisfy a well-defined organizational goal.

During this phase,

• Increase employees’ productivity with intuitive and user-friendly interfaces
• Integrate the CRM, HRIS, and ERP systems for centralized training standards
• Increase engagement rate with assessments, certification, and reward systems
• Build and nurture a professional workforce using administrative capabilities
• Use the report and tracking mechanisms to encourage innovation
• Implement features like cloud-based SaaS platform and flexible support plans

The LMS has to facilitate the efficient mapping of an organizational system with learning goals to identify and overcome the talent gap.

3. Resolve All the Legacy System Issues

Follow these LMS implementation tips to identify and overcome legacy system hassles:

Legacy systems usually have third-party applications like HRIS, ERP, and CRM. Brainstorm how you can integrate them with the new LMS. Set a deadline to achieve the interoperability of legacy systems with the new platform.

Identify the migration needs of existing LMS databases to new LMS. Your IT reps have to communicate with the new LMS vendor regularly. Work out the protocols for file upload, download, physical, and automated API-assisted data transfers.

Review the existing content’s files and formats with the LMS vendor. Migrate the courses using eLearning specifications and standards like SCORM, AICC, and Tin Can API. Resolve incompatibilities early on to speed up the process.

Also, Read: 6 Steps to Get the Most out of Your LMS Investments

4. Administer a Reliable Data Migration Plan

High volumes of existing training modules constrain data migration. Make a firm decision to delete data or archive some of the courses elsewhere. Confirm the information retention policy after consulting the company’s IT and legal experts. Performance logs, course certifications, and prior learning records are critical for retaining.

The type of LMS you chose to implement also stretches the deadlines. Use inputs from IT experts and vendors to determine the time limits. A hosted eLearning service or a cloud-based LMS can be installed quickly with the vendor’s help. Implementing an onsite LMS with the company’s IT infrastructure and servers takes more time.

Set benchmarks on the implementation timeline before you launch. Follow a realistic plan based on migration metrics like the total number of users and software programs.

Identify and retain content that is valuable and indispensable. Work closely as a team to strategize, develop, and execute the implementation. Load the new users into the LMS in a phased and calibrated fashion. Use transparent and convenient technical standards such as xAPI or Tin Can. The last step is to integrate the new platform with existing HRIS, ERP, and CRM solutions to enhance resource usage.

Connecting the existing trainees to a new system without APIs can be tedious. Contact the LMS vendor for additional support and inputs. Check all the available options before you start the manual migration process. Choose efficient configuration settings and manually migrate SCORM data packs.