LEARNING MANAGEMENT SYSTEMS
How did it work? It brought the classroom experience to the PC and eliminated the requirement for in-person lectures or sessions. Training should now be possible exclusively at the employee’s convenience.
What did it measure? LMS were generally limited to measuring completion of the training and development and if there were tests and quizzes, individual performance scores.
To get a good understanding about what employees know and how they’re learning, analytics systems should consider more than just Hr-provided training and development material. The things that happen in a learning management system are under 10% of the activities that individuals seek when they need to learn something. If you need to learn something, you don’t go to a LMS, whether you have access to it or not, use Google or seek a co-worker’s help.
Martin is one of the founders of the Tin Can API, a new standard for communicating and storing data about employee learning events. Tin Can is the cutting edge successor to SCORM, a specification that was initially made to standardize content crosswise over various learning administration frameworks. The things that SCORM could quantify and track were those where a single client was signed into a learning management system, taking a recommended bit of training in an active browser session.
Tin Can, then again allows organizations and employees to record more basic learning events, such as writing a company blog post or attention a session at a conference. More companies are now beginning to understand how employees actually learn and allowing them to do it the way they wish to, instead of forcing them into a draconian system. This type of integration is a trend catching up in the IT departments. More CEOS are requesting for technology solutions that support collaboration. Across a range of industries, companies are shifting from controlled, closed environment to more open environment. It’s no more possible to expect a single software, program or app to do everything-rather, employees expect multiple applications across different platforms to work in harmony in a useful way. IBM has integrated social collaboration tools into their talent management and learning systems. Social communication has been eliminated from virtual classroom instruction, instead, learning is considered as a social activity. IBM has found that employees learn and absorb more from training programs when they’re working socially.
As job functions related learning turn into something more user-friendly, it also encourages employees to improve their performance and results. In a survey of why employees rely on such playforms, it was found that it’s because they help them do their job better. When employees have more knowledge, they feel more empowered and confident in taking action and are actually much better at their jobs.
A decade ago, HR tools and technology was generally used by the HR division, though now companies are more centered around employees themselves as the primary clients. In the near future, companies might use the technology to empower employee and help them increase their individual performance. By giving employees more meaningful data about the way they’re doing their jobs, they will be able to improve on how they’re functioning and perform better.