How to Find Employees for a Successful LMS9 min read
The eLearning sector is expanding rapidly. There are numerous free and paid resources available for businesses of all sizes. As a result, a successful LMS makes learning new skills, growing your business, and training your personnel has never been easier.
It is convenient to use free online eLearning resources. As you are aware, an effective learning management system (LMS) may be a vital factor in your employees’ growth and development. However, deploying a new LMS can be costly, time-consuming, and requires a lot of planning. That is why it is critical to employ the correct people or team to implement your LMS and help minimize any undesirable difficulties along the way.
After discussing your ideal team for a successful LMS, what skills does this team require? While each brings a unique skill set to the table, there are key characteristics that you should look for when hiring new team members. Here are five characteristics they should exhibit.
Data entry and software skills
While each team member uniquely interacts with the LMS, they must all grasp how it works. Uploading training materials, moving data if switching to a new LMS, and connecting with essential features are all part of this.
Project management skills
Your LMS team must work together as a unit. Project management is thus one of the most crucial skills. Each will delegate work to various team members, measure progress toward goals and milestones, and process input on how the LMS is performing. Several members of the LMS team will be in contact with stakeholders in addition to employees, so project management is critical for success.
Problem resolution is another ability to look for in job candidates. All team members must handle the problem, whether it’s a technical issue, an employee who doesn’t comprehend the LMS platform or a stakeholder who refuses to purchase a new learning package. If you want to hire a successful LMS, your team will look for problems and resolve them before they become widespread.
You want to hire the top candidates for each role in the LMS process. It is, nonetheless, critical to keeping the personality in mind. If you hire people who share your problem-solving, negotiation, and teamwork values, your LMS will thrive. Each person must play to their own strengths while also understanding when to rely on other team members to fulfill specific duties. Each is only as strong as the group as a whole.
Each team member must strike a balance between creative ideas and sound judgment. How will your team respond to complaints or inquiries from employees? You’ll set yourself up for a successful LMS if they look at these issues and discover all of the solutions rather than leap to a quick remedy. Furthermore, each team member must grasp their function in the team and deploy their skills at the appropriate times.
The LMS team’s fundamental structure
The team size will be determined by the size of your organization and the budget allocated to your LMS. However, regardless of the size of your team, there are a few critical duties that this team or person must assume while developing a successful LMS.
1. eLearning Project Manager/Team leader
The project manager ensures the LMS goes smoothly. The team leader is accountable for coming up with solutions to keep the process flowing and ensure that other team members are attaining project goals. They are the group’s morale. Thus, motivating them is a must.
2. Instructional designer
With models and learning theory, this team member structures papers for the LMS. They should use the learning goals to speed up the process. An instructional designer’s duties may include developing and managing advanced course content and creating user guides for teachers. So, search for someone up-to-date on the latest authoring tools.
Examine your training resources when deploying a new LMS. A topic specialist will analyze your subjects to determine what should be included and what can be excluded. You may be able to employ a subject matter expert for each sort of training material your organization uses. This person will work with the instructional designer to identify the target outcome for each session or course. So a subject matter expert must be good at working in a team.
The course authoring specialist examines the course’s overall design. Work may involve course design, ensuring each course fits the LMS and integrating similar approaches for a holistic learning experience. These responsibilities can be delegated to workers with restricted budgets or highly qualified tutorial designers.
5. Learning management system specialist
This individual manages the LMS’s infrastructure. This person must ensure that all courses and training materials have been correctly put into the new LMS and no problems or issues. During training, a learning management expert must also put himself in the shoes of an employee. They should investigate each employee’s learning curve and the different pathways based on past subject knowledge.
6. Graphic designer
Designer of all course graphics. Graphics, animation, and user interface skills are required. A sophisticated interface designer is needed if a blended learning model is adopted. The graphic designer should also construct an interface to sell your LMS to potential entrants.
7. Communications manager
This function acts as a liaison between the learning team and the trainees. Courses must be modified depending on learner input to be successful. Also, if an employee’s learning route changes, it must be clearly disclosed.
8. IT specialists
There are many reasons why an IT expert should be paid. Quickly fixing errors is vital to getting the most out of a class. Using a new or alternative LMS also requires technical skills to repair it properly. Finally, if an employee has trouble logging in or taking a course, a facilitator should be available.
9. QA tester
They ensure that the LMS system malfunctions or possible issues are minimized. He or she acts as an editor, scanning for mistakes and broken links.
Subjective factors to consider to recruit the best staff
1. Define the function of LMS in your business strategy
HR LMS solutions are frequently multi-purpose. However, this is dependent on your online training and company objectives. You may require an LMS to train your staff, convey corporate policy, screen job seekers and assist them in preparing for new positions. You can also use it to train consumers online or provide support materials to help them engage more effectively. However, your LMS can serve all of these functions. To identify the right technology for the job, you must first determine the role of the LMS within your broader business plan.
2. Assessment of pricing models and deployment options
The most frequented LMS pricing options are one-time licenses, free trials and monthly subscriptions. Remember that “free” doesn’t indeed mean “nothing,” as you’ll still need to modify and maintain the tool. Furthermore, a substantial level of encryption is necessary. One-time licensing allows you to avoid monthly software prices that fluctuate. While a monthly subscription will enable you to scale, the supplier typically handles updates. It would be best if you also considered types of implementation. Do you require a cloud-based LMS for HR and recruitment? Or do you prefer a self-hosted platform with complete control? There are also self-hosted cloud-based hybrid solutions and mobile and desktop app solutions.
3. Emphasize features
You may want a lot of features for your application, but we need to focus on the most fundamental, necessary aspects. This helps you to select an LMS that provides everything you need to achieve your goals without spending too much money on things that aren’t necessary. To save time, concentrate on a few top options. If you’re still looking for additional LMS options, utilize the feature filter to identify suppliers that provide full packages. Finally, do a needs analysis and solicit feedback from your staff to establish what features your present system lacks.
4. Use an online directory to choose the best fit for your budget
Another advantage of using internet directories is the ability to compare costs before contacting companies. Pricing choices are available for each item. These include the initial price, model, and whether or not a free trial or demo is available. You may also read reviews to determine what other people think about the value for money and pricing schemes. Of course, the phrase “affordable” is a relative one. As a result, you must begin with a realistic budget that incorporates hidden costs such as continuous maintenance and content creation. With the assistance of your accounting team, determine how much you can afford to spend. Then, using that amount, you may narrow down your LMS search.
5. View a side-by-side comparison of your top alternatives
You can compare up to three HR and recruitment LMS solutions side by side. This contains features and pricing alternatives, as well as general satisfaction and performance evaluations. This will be useful if you are undecided and require additional information before making your final selection. Examine how they stack up against other LMS providers in your industry and whether the investment is worthwhile. Then, go to the provider’s website to learn more about their platform or schedule a meeting.
6. Sign up for a free trial
Companies rarely give you a sneak peek before you buy. Many LMS companies provide free trials or demos to make an informed purchase. Make a list of questions for yourself and your team during the test drive. Is this platform suitable for inexperienced users who are not tech-savvy? Do the reporting features provide us with the analytics we require? What is the provider’s support service? Invite your staff to complete their everyday duties and evaluate the product from a real-world perspective. This free trial allows you to discover whether an HR and recruiting LMS corresponds with your business goals on paper and in practice.
There is no such thing as a one-size-fits-all solution when it comes to LMS recruitment. Your choice is influenced by your business objectives, budget, and must-have features. On the other hand, online directories, views, and free trials will assist you in selecting the best solution for your staff, candidates, and customers. Choose one that is easy to use, can be utilized anywhere/at any time, and has a different value. Don’t accept the traditional training solution when a bespoke software program can increase revenue margins while maintaining customer loyalty.
Are you seeking an LMS that provides the greatest LMS user experience at a reasonable price? Can you find a new, user-friendly LMS that integrates with what you already have? Contact us today to schedule a consultation!