The LMS Buying Guide For Successful LMS Implementation And Onboarding

The LMS Buying Guide For Successful LMS Implementation And Onboarding
Summary: Not all LMS implementations are created equal. So, how can you ensure that you implement your Learning Management System successfully?

LMS Buying Guide For Successful LMS Implementation

LMS implementations will vary from one vendor to the next. And it will hinge on a lot of the strategic work you did earlier in your selection and planning for the LMS. For example, success will depend on answering questions like these:

  • Why do I need an LMS?
  • Where in the user lifecycle will the LMS/training make the most impact?
  • What success metrics do I want to measure through the LMS?
  • What features do I really need?
  • What is the skill level of your LMS administrators?
  • How will I measure ROI?
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If you have clarity on this, and have included your platform partner in your strategic planning, then you should be aligned on your goals and set up for a successful implementation.

It’s also crucial that you’ve established goals and KPIs for the initiative at the outset, and make sure the LMS you selected will allow you to measure success the way that is right for you.

These goals will remain in focus throughout the implementation process.

Select A Framework For Designing Your Learning Materials

eLearning professionals and Instructional Designers may be familiar with two common learning methodologies – ADDIE and SAM. Project managers may see parallels to waterfall and agile methodologies.

ADDIE is an acronym for Analyze, Design, Develop, Implement, Evaluate. The idea behind it is that the Instructional Designer or team perfects each stage before moving on to the next. The downside is that it may not be agile enough for an environment where goals may change.

SAM is an acronym for Successive Approximation Model, which emphasizes continuous iteration. Both of these, though, really depend on involving the expertise of an experienced Instructional Designer, while the modern LMS allows anyone to start developing courses. At SchoolKeep we’ve developed an alternative 5-step methodology that we call The On-Demand Training Framework:

  1. Define.
    Clearly defining your learner personas, your business goals, your engagement strategy and, finally, how you will measure the success of the initiative, is the best way to ensure the foundation is strong.
  2. Outline.
    Now is the time to clearly lay out your content development approach to ensure everyone on your team is fully versed in the organizational structure, format, and scope of content production.
  3. Build.
    How to properly design content, create highly engaging videos, and record audio like a professional.
  4. Engage.
    Now it’s time to make sure your content finds its audience and that they can reap the benefits.
  5. Measure.
    Measure your training program’s success and align the metrics to your business goals.

Pick Your Implementation Team

The LMS likely touches on several operations within your organization. So in building a team to oversee the LMS implementation, connect team members from those various departments, such as HR, IT, and Learning and Development. If your LMS works with external partners, such as channel partners or contractors, bring those individuals on the team as well. However, experts advise keeping the team as small as possible to ensure the implementation process remains highly focused. Once you assemble the team, establish individual roles. Here are some vital players:

  • Team leader.
    This person oversees the overall LMS implementation to completion, working directly with the LMS vendor and dealing with any issues that arise.
  • Project manager.
    The project manager tracks all significant milestones in the implementation plan to ensure all deadlines are met.
  • eLearning specialist.
    Your legacy training platform contains many eLearning tools and courseware. The eLearning specialist supervises the transfer or development of content to the new system.
  • L&D administrator.
    As this individual supervises the Learning and Development program, he or she ensures the LMS matches organizational goals through the course structure, certification, compliance, and user reports.
  • IT expert.
    If not opting for a cloud or hosted solution, you’ll need an IT expert to manage the integration process with other systems within your enterprise.

Keep in mind, one person can often play multiple roles in the program, as long as the platform supports them in doing so. We’ve seen folks get their program up and running with a single point person. Of course, a larger team allows you to build more and faster, but a one-person team is capable too.

Throughout the implementation process, the LMS platform partner works closely with your team members. Open communication between your team and your partner is key. This ensures the implementation aligns with your goals and happens within your timeline.

Establish A Timeline

How long the implementation process takes depends on which type of LMS you choose. An on-premises LMS installed on your own server may take longer than a hosted or cloud-based LMS in which the system is housed on the vendor’s server. The LMS vendor or your IT department can provide a better estimate of the timespan.

The number of user accounts and software programs you intend to migrate into and integrate with the LMS also impacts the timeline. Be realistic in your timeline, and budget enough time to meet each benchmark before the actual launch.

Data Migration

Whether you are transitioning from a legacy LMS or implementing an LMS for the first time, a key decision centers on which courses, data, and instructional assets are to be transferred to the new system. Transfer only those courses and data absolutely necessary for the upgraded LMS and archive the remainder. Check with your legal department to see which files must be kept. (Course completions records and Record of Prior Learning fall into that category.) If you’re switching from a legacy LMS to a new one, have your IT expert review your instructional assets to ensure they can be integrated within the new LMS. Even if SCORM-compliant, the courses may need adjustments to work in the new system.

Trial Run And Training

Before the official launch, test the new LMS among a group of handpicked users, be they internal staff or extended enterprise users such as channel partners or contractors. For the preliminary LMS trial, prepare a test case your administrators and users can run through. Document any issues that crop up and report those to the team members and the LMS vendor. Then, offer a training program to your internal users and external partners who will utilize the LMS. This training can be delivered via a webinar or in-person instruction. Again, your LMS vendor provides guidance on which training options are available (make sure to find out if there are extra fees involved). Also during this period, formulate a rollout plan with your LMS vendor. Alert all stakeholders –perhaps via an email campaign– about the launch and when it will happen.

System Changeover

Switching to the new LMS can be accomplished in 2 ways:

  1. A complete changeover done overnight.
  2. A gradual phase out of the old LMS and phase in of the new system.

In any case, alert your colleagues of any blackout period between when the old system goes offline and the new LMS is live. Discuss with your LMS provider and team the best switchover process for your needs. Some experts advise running both systems in parallel, as that preserves data integrity and gives users a chance to become more comfortable on the new system. Once data is secure and all parties are ready, make the full switchover to the new LMS.

Assessing And Wrapping Up

After the launch and when the new LMS has been in operation for a period of time, review how the process went for all involved. Pinpoint any technical glitches that may have hampered the launch and correct those.

Additionally, assess how many users logged onto the system and how they progressed through it. Did they complete the courses? How did they score? Quiz scores and user satisfaction don’t tell the entire story of how well the LMS performed in terms of organization goals. But in the beginning such stats provide insight into the technical performance of the LMS and overall user experience. LMS implementation doesn’t end at the time of the launch.

Always look for ways to improve the program, adding more courses and perfecting the user experience for as long as the LMS is in operation. The best training platforms have created, tested, and refined very successful LMS implementation plans. Make sure, when selecting an LMS vendor, you ask questions around the implementation process. Here at SchoolKeep the On-Demand Training Framework is the Holy Grail for implementing a modern cloud-based LMS.

For more information about evaluating, selecting, and deploying a corporate Learning Management System, download the free eBook The Complete LMS Buying Guide For SMBs.

Related articles:

1. LMS Buying Guide For SMBs: The 9 Most Critical LMS Features

2. The LMS Buying Guide: How To Find The Perfect Learning Management System

3. 6 LMS Buying Questions To Ask Before Connecting With Vendors

4. 6 Must-Have Learning Management System Features For Innovative Brands