From Chief Learning Officer website:
The evolution of the LMS – a brief history of how LMS platforms have evolved. Companion reading to my recent rant about LMS!
Using business simulations – this article talks about one particular Sim, but I have solid partners who can help you create pharma-specific sims for both field training, and management development.
Mastery or competency – valuable thought on the difference between imparting test-able knowledge, and actually developing skills. These ideas are currently re-shaping one of my client’s approach to initial sales training.
Free webinar on Learning 2.0 (informal learning).
Stopping by the CLO site at least once per month is a good idea, for getting fresh articles on training.
Steve Rosenbaum says
I’ve sat in lots of conferences, association meetings and even special interest groups, and I yet to find anyone who is really happy with their LMS. I just guessing but I think there are a couple of issues. First, it’s a lot like a database management program in that if you have little or no data, all those great features and reports won’t do any good. Few companies have really captured how employees really learn. They certainly can identify some of the courses but all the informal stuff is seldom documented.
Second, it think it’s the same as what happens with ERP systems. They have great capabilities and even if you get good data into them, they require a change in how you manage and thing about things. “I get all this great real time data, but what should I do with it?”
Here’s what I’d do with training on a new LMS. I’d forget about trying to teach how to operate it and go right to helping redesign the learning function. In other words, here’s how to be a more effective learning leader.
Steve Woodruff says
Thanks for your thoughts. I view LMS platforms as, by and large, utilities – the key question to ask is not, “What LMS should I buy?” The first question should be, “What is the experience I want my employees to have?” Then we move on to a discussion of tools.