The organization's LMS should be more than a training documentation system. In a recent article by LMS-guru Elliott Masie, Elliott listed the following expectations for a fully implement LMS:
* a “dashboard” for managers that highlights what their teams and individuals are learning
* an invitation-to-learn system that personalizes and targets individuals based on their current projects and performance goals
* a system to create and maintain a social learning network that enables knowledge sharing throughout the organization
* a system that makes learning recommendations based upon an individual's preferred learning style
* a system that maximizes the learning power of podcasting, wikis, blogs, and other “extreme learning”
* a system that delivers learning to a wide range of devices, including PDAs and mobile devices, not only to desktops and laptops
* a system that promotes external learning affiliations
* a system that works closely with knowledge management systems
* a system that provides peer reviews of content (similar to the reviews of books provided by Amazon.com)
* a system that can deliver multi-language content, which enables employees to learn in their native language
* a system that will capture informal as well as formal learning
Learning management systems are part of the leading edge of performance improvement interventions. Learning and development departments are now expected to significantly reduce time to competency. LMS will help reduce that time.
In the future, learning will be delivered through an increasingly wider range of channels. M-learning (mobile learning), including laptops, MP3 players, mobile phones, will become a key element in today's efforts to embed learning in the work process itself.
Take a look at some of the latest innovations from the three leaders in LMS at Learn.com, NetDimension.com, and GeoLearning.com.
