How Pandemic made us a better Learning Management System Administrator?

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How Pandemic made us a better Learning Management System Administrator?
5/5 - (7 votes)

Since the Covid outbreak, we all agree that Learning Management System is a very powerful tool as it had immense responsibility to broadcast information and ensure business continuity when the pandemic arrived, without the fear of transmitting the virus in the process. An LMS proved vital as most Training infrastructure collapsed considering the delivery had to be contactless. Most organizations here in the MENA region and elsewhere around the world already use an LMS for some of their training if not all. In the past few months owing to the Lockdown imposed in most parts of the world, the workforce was forced to stay at home. The utilization of your courses and User Engagement of your Learning Management System skyrocketed.

What did we learn from this?

Besides the fact that the Human race is built to survive and that it won’t give up so easy, we also have some interesting insights on how the LMS can be utilized more effectively.

Here are some things that worked for us to address the need:

Covid-19 required people to be indoors, no more travelling to offices, while most enjoyed (teams) and some complained (managers) it was the need of the hour. Thanks to Digital learning partners a lot of content was made available free of cost and unlike the popular belief that free content is not good enough (at least not as interactive) these topics were addressing the need. Most people self-enrolled and completed the course- it was not a mandatory or compliance requirement- but the users completed the course, nevertheless. Topics like Remote working, Covid-19 awareness and once perceived boring application training on Microsoft Teams or Zoom became top choices across users and organizations.

Understand the requirement:

Self-enrollment also works vice versa, I have always advised Learning and Development teams to look at the data particularly popular courses to understand organizational learning needs. You can look for a hike in enrollments in courses like Handling Stress and you can interpret stress level of a particular department is on the rise and the leadership must address it. In another example when users started viewing the Financial Crime course it was flagged. On interaction with learners, it was found that the user had ambiguity with new regulations, and nobody knew what the revised threshold was.

Communicate:

Josh Bersin of Bersin by Deloitte’s presentation titled- Everything is Digital, said that Listening Organizations must communicate more and use the right tools. For right tools allow you to channel responses. LMS if used efficiently is also a powerful communication tool. Most LMS have built-in Emails, surveys (look for the possibility of anonymous survey), Polls, feedback, assignments, ratings and reviews. Besides rolling out organization-wide Email communications most leaders during the pandemic engaged with employees using all the above-mentioned two-way communication mechanisms.

Explore your LMS or get in touch with your LMS administrator to find out options available in your LMS to support such communications. Make sure to communicate not only with the users but also with your trainers and content creators. Use Email marketing tools to announce new content available, ensure to communicate at regular intervals, weekly or bi-weekly is a good interval.

Reward and Recognition:

During the pandemic, we found ourselves some self-motivated learners who did exceptionally well at completing the self-paced training. We rewarded them with physical certificates and launched an announcement via LMS- visible on the login page, LMS inboxes (not emails) and via push notification on Mobile phones. These learners in turn became influencers and encouraged others to complete the courses building the culture of learning in general. In another example, an ongoing reward and recognition program was altered to include LMS leaderboard scores the result was encouraging.

Refresh content regularly:

While most organizations buy annual subscriptions of ready-made content that is available in large numbers that cover most topics, we should also focus on providing refreshed content. No trainer would follow the same script in different batches because as humans we improvise, I strongly recommend the same to be followed in other forms of learning too. As learner one is constantly looking for more information however they cannot retain everything learned at once hence refresher training is important and if there is micro content available for the same topic with a refreshed look and feel or revised topics it helps. Regulatory content is being revised more frequently than ever, ensure that your eLearning development process is aligned to incorporate this change.

These were my learnings as an LMS administrator, please feel free to share your ideas, feedback or suggestions in the comments section.

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