Why LMS Fails for a Distributed Workforce

Why LMS Fails for a Distributed Workforce?

What's in this post: Do Learning Management Systems (LMS) work effectively
in training a large, distributed workforce? Can an LMS help you deliver training
online over mobile devices? In this post we explore the limitations of LMS and
highlight what you need in order to train your employees no matter where
they are.

BONUS FREE DOWNLOAD: At the end of this blog post, you will find an in-
depth, downloadable guide to help you become a mobile-first training

When it comes to training your distributed workforce, how effective is a Learning Management System - LMS?

I donot want to portray LMS to a villian here (wink,wink),but i'm about to present 4 valid reasons as to why legacy Learning Management Systems are not longer fit for a modern distributed ,dynamic workforce.

Let's begin

Reason1: LMS's design limitations

Learning management systems were positioned as a panacea for all training and learning problems that organizations face - e.g. training distributed staff, sales training, training software engineers, etc.

Most enterprises have found success with Learning Management Systems by delivering static training courses, where training content doesn't change at all, such as compliance training.

Since LMSs couldn't do much for varied use cases, the one-size-fits-all approach resulted in disappointment and sometimes, even disdain for digital learning. This led to the evolution of products for specific use cases such as sales enablement and software training for specific products.

Similarly, the training requirements for a distributed workforce, whether involved in operations or front-line, are very specific and LMSs are not able to measure up to them.

Reason 2: LMS does not remove the content bottleneck

A common scenario large organizations with distributed workforce stumble into is the high demand to deliver functional and technical training.

With operations and frontline teams spread across multiple locations, the expectation that your LMS would do the trick is inevitable.

But, does it work?

Whether training on a new process, a new product launch, or refresher training, the volume of online/mobile training content and its variations is typically large.

You are expected to deliver long form and microlearning courses within a short period.

Creation of online or mobile training content becomes a major bottleneck.

The trouble is that you might have already invested heavily on a Learning Management System that does not help you in this case, as you do not have the learning content ready at hand to send out immediately.

This eventually means that you fall back on conducting Instructor Led Training sessions, which affects your training cycles. You eventually question your investment on an LMS which was supposed to deliver training wider and quicker.

BONUS READ: Recently we looked at the limitations of class-room or instructor-led training (ILT) in our previous post. In this analytical post, we delve into the pros and cons of ILT extensively. This is a good one. Do give it a read.

Reason 3: LMS cannot manage the training mix for your distributed workforce

Large organizations such as yours constantly hire lots of people throughout the year. However, your learning management system isn't built to train a huge number of cohorts. Training lots of employees is a dynamic requirement. Here are two such scenarios:

  • Structuring training for new joinees constantly requires you to conduct multiple induction sessions for new groups daily, especially based on a combination of region and time
  • Post induction, you need to train employees on different topics/categories based on training needs of a region or role (dictated by marketing strategy, current performance, etc.). This means that you deal with a large number of learner cohorts with specific training needs.

Now, imagine having to execute training for various groups of employees with different training needs and topics. And how would you even analyze training progress and performance across various groups?

Learning Management Systems are simply not built for this. They are designed for training a large number of employees with courses consisting of similar content across the board. As your training content needs grow more complex, your learning management system will be rendered useless.

Reason 4: LMS are unable to deliver bite-sized microlearning content

As new markets are formed and employees are deployed across regions, delivering training regularly becomes a huge challenge for your organization.

Finding a singular solution to conduct simple compliance training courses (where the content remains the same) to complex functional and technical training (with varied content density) which need to be delivered regularly, is no easy task.

Today's millennial employees are flexible in using technology to carry out their daily jobs.

However, the trouble is that younger employees seem to have limited attention spans. All thanks to social media platforms which have given rise to bite-sized expression and communication.

As an enterprise with a large set of employees, you need to look at tailoring training content, delivery mediums, and analytical strategies in a whole new light.

Today, employees retain knowledge when they are offered round-the-clock access to training material/content over-the-air. Continuous learning makes them feel confident and motivates them to learn new skills sustainably.

Let me put it this way.

Let us take the example of Google search.

You would hate it if Google search were available only at certain time frames during the day. Or worse if it was poorly designed. What happens is that you develop no motivation to use a potentially powerful resource.

Similarly, modern-day employees are very well versed in extracting maximum knowledge and value from tools such as Google, Facebook, et al. This is the standard of knowledge exchange they crave at work as well.

Do you know what works? Short training bits, long-form training courses, conversational training material, and interactive elements are all factors that are much needed in your training material.

While learning management systems can address a few challenges, it remains useless on the whole on this front.

So, what's the solution then?

From training new batches of employees to delivering functional and technical training to distributed employees on-the-go, you need a reliable, flexible platform which integrate seamlessly with your training operations workflow.

Hang on! Is there such a solution?

A solution which will empower your organization to enable swift, agile skills transfer to all employees of all categories no matter where they are based?

Let me paint you a different picture, consider these hypothetical scenarios:

  • Your training team can create a content repository as and when needed.
  • And access the content to create any number of a) detailed/long-form or b) short, interactive courses (microlearning).
  • What if you can launch many training sessions without getting yourself tied in knots?
  • What if you can test your employees and certify them on course completion?
  • What if your training and regional teams can access a dashboard and monitor the training and influence course-completion progress?
  • What if your employees can consume training content on multiple devices such as laptops, tablets and mobile phones?
  • What if you could implement a technology solution and roll it LIVE without much upfront effort?
Can we help you make these scenarios come true?

We can!

And this is exactly what has led me to co-create Nittiolearn, a platform that we envisioned and created from the ground-up to meet the training needs of modern, large organizations with distributed workforce such as yours. Visit nittiolearn.com to know more.


FREE DOWNLOAD: As promised earlier, here's a comprehensive guide to help you deliver Mobile-First Distributed Training in 2020

While you and I believe that ILT is here to stay, we both know that mobile-first training is the way forward to train your distributed workforce. That's why, we created this in-depth guide to help you understand why and how you can transition your organization to deliver mobile-first training in 2020.

In this ebook, you will understand the following:

  • Internet's impact on skill acquisition
  • Current training methods and their limitations
  • 5 pillars for creating a mobile-first training strategy for your organization
  • A perfect solution to create, distribute and analyze mobile-first training
  • What large enterprises have to say about their mobile-first training successes

Download the ebook now to take the first step to become a mobile-first training organization.

facebook handle twitter handle linkedin handle email handle
Suggested Blogs
Nittio Learn LMS customers see 3.4X increase in online training post Covid-19

The Covid-19 pandemic has severely impacted the way organizations train their employees. Nationwide lockdowns and travel restrictions have put an end to instructor-led classroom training for operations, logistics and other distributed workforce.

A Guide to Selecting the Right LMS for Contact Centers

Agents need to be trained on specific products and processes in a specific timeframe. As a result, the training setup needs to be flexible to accommodate all of the following

Bridging the disconnect between L&D and business

The importance of L&D in today`s corporate environment is greater than is has ever been. Yet, the title of this piece rests on the premise that there is a disconnect between the L&D team and business. Why this dichotomy?

Deliver 4x more training