By
David Amdur
Learning
Management Systems (LMS) have been getting a lot of buzz in the past few months
in the Learning blogosphere, and in presentations at ASTD-TCC, PACT, and the
eLearning SIG. Here's the gist of what I've gathered on the subject:
Competition
in this area is intense, with nearly 200 contending solutions offered, and the
ground is shifting. High-end solutions take into account changing concepts in
learning and performance support, and offer more flexible functionalities.
Bob
Mosher and others have estimated that only about 20% of job related learning is
from formal classes or elearning. So, support of ‘informal’ learning and
performance aids offer huge potential for growth in our industry.
Support
for repurposing of learning objects as searchable performance aids is one good
idea. But the most important coming change is integration of technologies that
enable ‘Web 2.0’ strategies for capturing the ‘wisdom of the crowd’ for
research, creation, and evaluation of searchable content. Moderation technology
and the ability to manage permissions will be important to safeguard
proprietary knowledge. Solutions that don't actively support these functions
will be hobbled.
Also
on the horizon, is the breakdown of separate silos of organizational knowledge.
It stands to reason that great synergies can be realized by integrating LMS
with Human Resources Information Systems, Performance Management, Talent
Management, Knowledge Management, Enterprise Resource Planning, and Customer
Relationship Management. Ways to automate import and export of data across
systems in real time (and again, manage permissions) will be key.
One
more important factor: Software users are beginning to expect flexible
configuration and ability to integrate third-party applets into platforms
without expensive customization.
As
I’ve said, much of what I’m talking about is already available from higher end
solutions. However, while it’s fun to gaze into the blue sky, if you are buying
right now, you will need to make a hard-nosed analysis to make sure you aren’t
spending big bucks for solutions that offer functionalities you won’t use.
I’ve
taken a stab at a comprehensive and detailed list of considerations and
desirable features for LMSs. You are invited to have a look, and, if you like,
comment on it, or help correct its omissions or flaws, at http://grou.ps/lptsig/wiki.
For
more information, Amit Gautam’s Upside Learning Blog gave a good list of blogs
that follow for LMS developments at: http://bit.ly/aqcmPV.
Unfortunately, he left out David Wilkins, and
Dan Pontefract, see especially: http://bit.ly/a6kCjR
& http://www.danpontefract.com/?cat=65.
If you have a budget, Bersin and Associates is an excellent source of information: http://www.bersin.com/
By
David Amdur
Learning
Management Systems (LMS) have been getting a lot of buzz in the past few months
in the Learning blogosphere, and in presentations at ASTD-TCC, PACT, and the
eLearning SIG. Here's the gist of what I've gathered on the subject:
Competition
in this area is intense, with nearly 200 contending solutions offered, and the
ground is shifting. High-end solutions take into account changing concepts in
learning and performance support, and offer more flexible functionalities.
Bob
Mosher and others have estimated that only about 20% of job related learning is
from formal classes or elearning. So, support of ‘informal’ learning and
performance aids offer huge potential for growth in our industry.
Support
for repurposing of learning objects as searchable performance aids is one good
idea. But the most important coming change is integration of technologies that
enable ‘Web 2.0’ strategies for capturing the ‘wisdom of the crowd’ for
research, creation, and evaluation of searchable content. Moderation technology
and the ability to manage permissions will be important to safeguard
proprietary knowledge. Solutions that don't actively support these functions
will be hobbled.
Also
on the horizon, is the breakdown of separate silos of organizational knowledge.
It stands to reason that great synergies can be realized by integrating LMS
with Human Resources Information Systems, Performance Management, Talent
Management, Knowledge Management, Enterprise Resource Planning, and Customer
Relationship Management. Ways to automate import and export of data across
systems in real time (and again, manage permissions) will be key.
One
more important factor: Software users are beginning to expect flexible
configuration and ability to integrate third-party applets into platforms
without expensive customization.
As
I’ve said, much of what I’m talking about is already available from higher end
solutions. However, while it’s fun to gaze into the blue sky, if you are buying
right now, you will need to make a hard-nosed analysis to make sure you aren’t
spending big bucks for solutions that offer functionalities you won’t use.
I’ve
taken a stab at a comprehensive and detailed list of considerations and
desirable features for LMSs. You are invited to have a look, and, if you like,
comment on it, or help correct its omissions or flaws, at http://grou.ps/lptsig/wiki.
For
more information, Amit Gautam’s Upside Learning Blog gave a good list of blogs
that follow for LMS developments at: http://bit.ly/aqcmPV.
Unfortunately, he left out David Wilkins, and
Dan Pontefract, see especially: http://bit.ly/a6kCjR
& http://www.danpontefract.com/?cat=65.
If you have a budget, Bersin and Associates is an excellent source of information: http://www.bersin.com/
