IN PURSUIT OF THE RIGHT LEARNING MANAGEMENT SYSTEM (LMS) FOR TODAY’S WORKPLACES

THE QUOTE: “Until such times as systems can seamlessly track,

Share This Post

Share on facebook
Share on linkedin
Share on twitter
Share on email

THE QUOTE:

Until such times as systems can seamlessly track, report and produce useful data for the learning that occurs through the many little experiences in the daily workflow without manual intervention, I think it is still ‘work in progress’.” – Charles Jennings (in our interview with him)

THE JOURNEY:

As you know, we are experiencing a major shift in the domain of ‘learning’. Even as we are writing this, learning is changing:

  • From push to pull
  • From formal to informal
  • From personal to social 
  • From hour-long or day-long to byte-sized 
  • From single-event to spaced-events
  • From serious activity to gamified experience
  • From device-dependent to ubiquitous 
  • From generic to context-driven
  • From structured (only) to any learning experience
  • From one-size fits-all to adaptive and personalized

However, how are our Learning Management Systems (LMSs) transforming themselves to support and facilitate these changes in ‘learning’?

With the kind of disruptive thinking occurring in the learning domain today, it is logical to re-think the role of a learning management system (LMS). The traditional LMSs were perfected for the traditional forms and approaches of learning that we have been following for a very long time. There are many organizations that are considering changing their present LMS. Many of today’s L&D professionals are not happy with the systems they are presently using to manage learning simply because of the change happening in how employees are learning at their workplaces. However, in this time where there are hundreds of LMS products available in the market, with more emerging every year, choosing the right learning management (LMS) becomes a crucial but daunting task.

Sometime back, while we were in the midst of contemplating on the design of the blueprint for our own LMS, we set out on a quick journey to see what would constitute an ideal LMS.

Below are the questions we had in mind when we embarked on our journey:

  • What are the essential qualities required of an LMS to manage or facilitate the learning interventions of today’s workplaces? What are the expectations and considerations? What are the trends? How will future LMSs look like?
  • What are the tools and techniques available to identify, evaluate or rate, and select LMSs?
  • What are some of the useful resources available on this subject that could benefit organizations who are on the lookout for purchasing an ideal LMS for their organizations?

OUR FINDINGS:

Below are some of the interesting resources on this subject that we would like to share with you.

Surveys/Studies

  • LMS Trends 2014: Satisfaction and Spending: As per this report from the Brandon Hall Group, 47.7% of respondents are looking to leave their current LMSs and move to a new provider! The report includes a neat analysis of the reasons for this change identified in their study conducted in the fourth quarter of 2013 with 457 respondents from a variety of industries and company sizes.
  • Exec. Summary: LMS Trends 2014: Installed vs. SaaS Deployment: As per the findings (overview) of this recently conducted research by the Brandon Hall Group, 54% of LMS platforms are currently deployed in the cloud. It shows that users of SaaS LMS solutions are more satisfied than those with installed solutions.
  • 12 E-Learning Predictions for 2014: As per this report from EdTech Europe, “2014 will see a range of initiatives to address the need to quantify, track and share individual’s experiences in both informal and formal learning.”

Articles/Blog Posts

  • Is Your LMS Social Enough?: In this article, Patti Shank shares her insights based on the findings of The eLearning Guild’s research report ‘Evaluating and Selecting a Learning Management System’, prepared after the survey they conducted about respondents’ experiences of their learning management systems.
  • Top Learning Management System Trends for 2014: This post by Christopher Pappas (Founder, The eLearning Industry’s Network) takes a look at the top inspiring trends in the field of Learning Management Systems and their impact.
  • Does the LMS of the Future Need to Be Mobile, Social and Open-Source?: This brilliant article from EdTech Magazine takes a look at how educational institutions are moving away from the traditional LMSs that they have been using towards new platforms that support the wide array of applications in the new learning ecosystem, and the options available in front of them.

Videos

  • Docebo LMS Trailer: It looks like the ‘single-page Web App approach’ is catching up with LMSs too! Check this trailer of the new Docebo LMS. If you would like to learn more, check this interview with Andrea Biraghi, the man behind Docebo’s design excellence.
  • How one learning function sees the future of L&D: In this interview from Corporate Learning Network, Chris Rosso, Global Manager for learning platforms at Nike shares his inspiring insights on managing learning in the future (without constraining ourselves to the concept of a learning management system)!

Guides/Tools & Demos

  • LMS Planning Guide: This brilliant guide from Kineo recommends the steps for selecting a new LMS for your organization. The guide also includes link to a LMS Requirements Checklist that is aimed helping you in identifying and rating the importance of different features and functionality your organization is looking for in an LMS.
  • Free RFP Template: This macro-enabled RFP template from Craig Weiss (CEO, eLearning 24/7) that includes over 300 features relevant to today’s market will be a highly helpful tool for anybody involved in the process of identifying and selecting an LMS vendor. Here is a brief note on the benefits of using this vendor-independent RFP template over templates available from LMS vendors.
  • LMS Rubric: This rubric (template) from Longsight, Inc. is aimed at helping Learning & Development professionals evaluate LMSs. The criteria in this template focus on outcomes and functions rather than features.
  • LMS Demos: A neatly curated gallery of demo videos (from Craig Weiss of eLearning 24/7) created by learning management system vendors. The gallery allows you to search for your favorite LMSs, and share, comment and download the demo videos of your choice.

OUR LEARNINGS:

As we came to end of our search, we had the following learnings as ‘take-aways’ from our journey:

  • Traditional LMSs are transforming to accommodate and align with new ways of learning. In addition, new players are coming up in the market with new architectures and feature sets to satisfy the emerging needs of today’s learners and learning administrators. Basically, this new breed of LMSs seeks to adhere with the current principles of learning and development. These (LMSs) respect and support the learning style of today’s workforce.
  • Tomorrow’s LMSs will offer a platform to facilitate all learning initiatives and activities across an organization and will support continuous learning. They will help seamlessly integrate learners’ Personal Learning Networks (PLNs) with that of the organization (Organizational Learning Network). The learners will have more control over their learning activities in their life-long learning process. No doubt these systems will be re-christened to a new name to reflect the transformation.

What are your thoughts and experiences on using LMSs for managing learning at your workplace in this informal and social learning age? What resources would you like to share on this subject? We would love to hear.

Written by Santhosh Kumar

_________________________________

(Visited 586 times, 1 visits today)

More To Explore

E-Learning

Why Humility is a Strength in Leadership

Great leadership isn’t about always having the right answers—it’s about building trust and earning respect. Humility is a powerful but often overlooked trait that strengthens relationships, encourages learning, and promotes teamwork. Humble leaders build credibility by valuing diverse perspectives, sharing credit, and owning their mistakes. By creating an environment where employees feel heard and empowered, they drive innovation and long-term success. Embracing humility doesn’t diminish authority; it enhances leadership effectiveness, making teams more engaged and organizations more resilient. In a world that values confidence, humility stands out as a true leadership superpower.

Develop and Retain Top Talent with Strategic L&D Initiatives
E-Learning

Develop and Retain Top Talent with Strategic L&D Initiatives

Attracting top talent is just the beginning — retaining and growing that talent takes strategy. This blog explores how a strong Learning and Development (L&D) approach can boost engagement, drive internal mobility, and build lasting loyalty. From cross-functional skill-building to leadership development, embedded learning, and meaningful recognition, the piece offers practical ways to turn L&D into a powerful tool for organizational growth. When development becomes part of the culture, people feel empowered to thrive — and your business reaps the rewards.

Overcoming_Common_Challenges_in_Digital_Learning_Implementation-Learnnovators1
E-Learning

Overcoming Common Challenges in Digital Learning Implementation

Implementing digital learning comes with its share of challenges, from employee resistance and lack of engagement to technical barriers and difficulties in measuring effectiveness. Overcoming these obstacles requires clear communication, interactive and gamified content, user-friendly platforms, and robust analytics. By proactively addressing these issues, organizations can create an engaging and accessible learning experience that drives real impact. Digital learning isn’t just about technology—it’s about fostering a culture of continuous growth and performance. This article explores common challenges and practical solutions to ensure a seamless transition to effective digital learning.

Strategies for Creating a Feedback-Driven Learning Environment - Learnnovators
E-Learning

Strategies for Creating a Feedback-Driven Learning Environment

A thriving workplace learning strategy hinges on continuous improvement, and at its core lies a culture of actionable feedback. Organizations that prioritize open communication, train leaders in effective feedback techniques, encourage peer-to-peer input, and leverage technology for real-time insights can create an environment where learning is dynamic and responsive. But feedback is only valuable when acted upon—closing the loop ensures trust and sustained engagement. By integrating these strategies, businesses can cultivate a feedback-driven learning culture that nurtures growth, innovation, and agility, ultimately empowering employees and strengthening organizational success.

Promoting Mental Health And Wellbeing - Learnnovators
E-Learning

Promoting Mental Health and Wellbeing Through L&D Initiatives

Mental health is fundamental to a thriving workplace, yet it often gets overlooked in favor of business priorities. Learning and Development (L&D) can play a pivotal role in creating a supportive environment where employees feel valued and empowered to manage their mental wellbeing. By normalizing mental health conversations, equipping managers with empathy-driven leadership skills, and integrating wellbeing practices into everyday learning, organizations can create a culture of resilience. Prioritizing mental health through L&D initiatives not only enhances employee engagement and trust but also drives long-term organizational success by ensuring a healthier, more motivated workforce.

How to Create Inclusive Learning Programs for Diverse Teams_Learnnovators
E-Learning

How to Create Inclusive Learning Programs for Diverse Teams

Creating truly inclusive learning programs means designing opportunities that empower every team member, regardless of background, abilities, or learning preferences. By offering flexible content formats, ensuring accessibility, and representing diverse voices, organizations can make learning more engaging and equitable. Encouraging open dialogue strengthens collaboration and understanding, while continuous feedback helps refine and adapt programs to evolving needs. Inclusion isn’t just about meeting requirements—it’s about creating a workplace where everyone feels valued and supported in their growth. This post explores key strategies to build learning experiences that drive meaningful impact across diverse teams.

REQUEST DEMO