3 Advantages Of Admin-Centered Training: Shift From The Learner To The Admin

3 Advantages Of Admin-Centered Training: Shift From The Learner To The Admin
Summary: Traditional Learning Management Systems (LMSs) focus on the idea of a learner-centered approach. What if we focus on an admin-driven approach? Explore how the current challenges of a traditional Learning Management System can be overcome by moving the shift towards an admin-centered training approach.

Admin-Centered Training And The Future Of Learning  

Whenever we talk of a Learning Management System, we instantly move towards the idea of a learner-centered approach. We start talking about how the technology should be such that it empowers the learner to grasp concepts well as well as keep themselves engaged with powerful features and interactive content. The emphasis on the activities the learner has to do is high. But do you think this emphasis somewhere assumes that the learner is always super keen to try things out on their own? That the technology is so advanced and impactful on the mind that it constantly keeps the learner hooked to their mobile devices? That the owner is the learner with no supervision required by the experts who create such learning programs? What if we shift this focus and move towards an admin-centered training approach?

Will it be effective or different in a positive way, leading to more engagement and meeting the goals of an effective learning program? This article aims at highlighting the arguments in favor of an admin-centered training approach, how the current challenges of a traditional Learning Management System can be overcome by moving the shift towards an admin-driven approach of conducting training programs:

1. A Hassle-Free Training Design Process

One of the biggest challenges in delivering efficient training programs is the complicity that arises when it comes to setting it up in the first place. An easy creation process that lets the admin upload existing content of different formats like presentations, videos, or PDF documents, along with interactive assessments for retaining concepts is important. Such a creation process can lead to better and more refined training modules. The process needs to be simple yet powerful, which can let even a layman upload content with ease. The combination or format of the training content can be decided upon. Trainers who have the best understanding of content should have the flexibility to design the training as per their expertise to get the most out of the learning programs. Running to the IT team for every single thing should be done away with. Uploading of content should be seamless and easy enough for anyone to take up. Learning experts should be able to easily conduct feedback and surveys of any kind before and after training sessions.

2. No Dependence On IT

Any kind of technological solution works best when it is simple enough for a person from a non-technical background to execute. The learning solution should be such that there is no knowledge of coding language required to develop content. There are solutions which do not need developers or money being wasted on instructional designers to create a certain technology friendly content. Every action should be executed without the constant dependence on the IT department.

3. Measuring Training Effectiveness

The huge spend on training goes to a complete waste if organizations cannot measure the effectiveness of it. Once the training is conducted, proper analytics can help Learning and Development (L&D) professionals understand how successful the training has actually been. Meaningful insights in the form of data at regular intervals can help suggest appropriate action to help maximize ROI in the long run.

Most kinds of training are not particularly effective as they are just pushed to trainees without understanding the needs of the learners or taking into account the views of the trainers who manage them. If technology is being used to create training programs, it should also allow Learning and Development leaders to measure the impact. The solution should allow understanding of how far the behavior of the learners has changed on the basis of the training they have just received. Analytics can be the way to do this. Along with creation, assignment, and delivery of training content, Learning and Development leaders also need the support of powerful analytics so that they know exactly what their training sessions have achieved. In-depth analysis with interactive visuals can help admins to decipher meaningful insights instead of making sense out of boring data dumps.

The future of Learning Management Systems needs to be in the form of technology which is succinct and acts like a step-by-step wizard, offering a one stop solution for creation, assignment, delivery, and tracking of learners performance, as well as one that lets Learning and Development experts effectively measure the effectiveness of training programs.