When looking for the ideal learning management system (LMS) for your organization, you should pay attention to two key features: tracking and admin. Ensuring an LMS has the appropriate tracking and admin capabilities will help you get the most out of it, both from an HR and management perspective and a learning perspective.

Therefore, before you buy an LMS, you must explore its tracking and reporting functionality, including how it integrates with other systems and how you manage content.

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To help with this, we’ll explore the ins and outs of LMS tracking and reporting, detailing everything you should know to efficiently and effectively use your LMS. For more information, download our e-book, The ultimate guide to choosing the right learning platform for your business.

Understanding the importance of an effective LMS

At first glance, an LMS may simply seem like a tool you use to train your workforce. Of course, this is true, but when used effectively, your LMS can provide many more benefits, including personalized learning at scale, onboarding, greater employee engagement, saving time and money, and creating a culture of learning at your organization.

Without employee development, your organization will stagnate, and it won’t be long before you fall behind your competitors. Your LMS also streamlines employee learning and the time-consuming administrative tasks that come with it.

Whether employees have to complete mandatory compliance training or an upskilling course, an LMS provides quick and easy access to learning resources. So, whether your employees are office-based, remote, or hybrid, they can all access the same training materials, ensuring company-wide compliance and consistency.

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By utilizing the complete functionality of your LMS, you’ll increase productivity, efficiency, and engagement, which in turn improves the return on investment (ROI) of your LMS. 

Providing your workforce with upskilling and developing opportunities is only one of the many ways you can use your LMS. To maximize engagement and ensure compliance, many LMSs have useful tracking features that show how, when, and where employees access course materials.

By tracking employee engagement, you can offer additional help and resources to those who need it, assess the value and success of your learning program, and use data to make decisions about the future of your L&D strategy. Important LMS tracking tools include:

Access: Tracks whether employees have logged into their accounts to access training and resources.

Progress: Tracks how employees engage with training courses, including module progress, time spent in specific modules, and overall course progress.

Assessments: Tracks course assessment results, such as scores, pass rate, and how many times a course was attempted.

Time: Tracks the amount of time employees spend using the LMS.

Engagement: Tracks how employees engage with course content and interactive elements, such as discussion forums and video views.

Attendance: If your organization uses in-person or blended learning, you can use your LMS to track attendance.

Admin capabilities: the backbone of an efficient LMS

Your LMS is only as effective as its admin capabilities. The last thing your management and HR teams need is an unintuitive system that slows down admin tasks. Without a functional back-end, neither your administrators nor your workforce will have a productive, efficient, or effective experience. Common admin capabilities to consider include:

User management: The ability to instantly create, edit, remove, and manage users, including new starters, tutors, and other administrators. If you integrate your LMS with your HR system, you can automate this process, making it even faster.

Course management: Course management is vital to customizing employees’ learning and introducing personalized learning at scale. 

Content creation: To create content specific to your organization, you’ll need a content creation and management system. An LMS content creation system may not offer as many features as a dedicated authoring tool, but it should let you create basic training content.

Course enrollment: Admins should be able to add employees (either individually or in bulk) to courses, with the option for employees to enroll themselves or register interest.

Communication: Admins should be able to communicate with employees through the LMS (typically via a notification system) to share any expectations, changes, and deadlines.

Customization: You should be able to customize your LMS to use your company’s logo, colors, fonts, messaging, and more.

Analytics: You should be able to access data and reports to measure how your workforce engages with your LMS. Without meaningful insights, you can’t accurately evaluate the success of your L&D program.

Integrations: For functionality and a seamless admin experience, an LMS must integrate with other systems your business currently uses. 

Seamless integrations: enhancing the LMS experience

One of the most crucial aspects of an LMS is whether it integrates with your existing systems. If not, this could cost you time and money in the long run.

Integrations link your LMS with other software that your organization uses, including HR software, your customer relationship management (CRM) system, and your single-sign-on (SSO) solution. Your LMS should also integrate with online course providers, such as Go1 — we integrate with hundreds of LMSs so you can provide training to your entire workforce through our content hub.

Integrations streamline processes by providing synchronization, preventing the need to duplicate data entry, speeding up processes, and improving security and management. For example, when a new starter enters your HR system, integration with your LMS can automatically create an account for them. This eliminates the need to create multiple accounts, ensuring a faster process. It also prevents delays, so your new starters can begin onboarding from day one.

Another great integration to take advantage of is gamification. Gamification introduces a fun and competitive element to learning, thereby increasing engagement. It rewards employees who use your LMS, which helps build a culture of learning.

Choosing the right LMS: a strategic decision

Choosing the right LMS can be difficult. It depends on the unique needs of your business, your budget, and whether you will create a large volume of original content.

For more information, speak to our experts today to find out how Go1 can support your L&D strategy. 

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We’ll explore the ins and outs of LMS tracking and reporting, detailing everything you should know to efficiently and effectively use your LMS.

Key tracking and admin capabilities to look for in an LMS

We’ll explore the ins and outs of LMS tracking and reporting, detailing everything you should know to efficiently and effectively use your LMS. 

Organizational transformation is crucial if your business wants to remain competitive and adapt to an ever-evolving market. To drive this transformation, you should utilize new technologies and develop your employees to build new skills to meet shifts in customer demand and expectations.

One tool that enables your business to achieve this is a learning management system (LMS). LMSs have a range of features to help you cultivate a culture of learning. Organizational transformation can only succeed when your workforce has the appropriate skills, tools, and mindset — and an LMS helps with all three.

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Accordingly, we’ll analyze how you can use your LMS to enable organizational transformation. We’ll explore some of the most important LMS features for organizational transformation and how to align these features with your goals. For more information, download our eBook, The ultimate guide to choosing the right learning platform for your business.

Understanding organizational transformation

Organizational transformation is a business strategy that focuses on getting your organization from where it currently is to where it needs to be to meet its goals. Organizational transformation can be achieved by:

Developing your workforce is at the heart of organizational transformation. You can’t expect transformation to succeed without focusing on employee development and growth. With so many aspects of business constantly changing — including technology and customer demands — it can be difficult to ensure success without organizational transformation.

Given this, implementing a transformational strategy allows your organization to:

Have a happier, more productive, more engaged, and more efficient workforce

When implementing a transformational strategy, you must identify the key LMS features you want to use. We recommend doing this before selecting an LMS provider to ensure the program you choose has all the features you need.

You’ll also want to ensure your LMS will continue to meet your needs as you implement your transformational strategy. For example:

Is your LMS flexible enough to grow with your organization?

Can you effectively manage and author content?

Can you curate skill development pathways?

Can you implement gamification to increase engagement?

Does it integrate with your existing systems?

Is it user-friendly for administrators and learners?

Aligning LMS features with organizational goals

For your LMS to help your organization transform, its features must align with your goals. For example, if part of your strategy is to upskill employees, then personalized learning paths are imperative. Or, if you want to streamline onboarding and reduce the time spent on admin tasks, you’ll need to integrate your LMS with relevant HR systems. 

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Your leadership team should play a key role in implementing your LMS. Company-wide LMS buy-in will ensure you have the resources, time, and budget you need for LMS implementation to succeed. 

What are some key LMS features to consider? 

Depending on your transformational goals, some of the LMS features you may want to consider include:

Go1 integrates with a broad range of LMS providers so you can deliver learning content that aligns with your transformation goals

Go1’s comprehensive content library gives you access to industry-leading skill development content that you can use to develop your workforce.

For more information, speak to an expert today to discover how Go1 can support your organizational transformation goals.

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We’ll analyze how you can use your LMS to enable organizational transformation, including the most important LMS features for organizational transformation and how to align these features with your goals.

How to select LMS features that enable organizational transformation

Introducing a learning management system (LMS) to your organization will change how your employees upskill, learn, and develop. Not only that, but an LMS can help streamline processes, making it an exceptional tool for administrators, HR teams, and managers.

However, getting the most out of your LMS requires an initial investment of time, money, and resources, as well as continued development to make it as efficient and effective as possible. You must also ensure your workforce engages with your LMS to optimize its impact. 

Accordingly, you must get buy-in for your LMS from every level of your organization, from entry-level employees to senior leaders and stakeholders.

With this in mind, we'll explore how to get LMS buy-in at your organization, focusing on getting buy-in from stakeholders and key decision-makers. 

Your business only grows when your employees grow. So, to provide employees with the materials, tools, time, and flexibility they need to learn in a busy environment, you must utilize an LMS.

As such, stakeholder buy-in is crucial. A study revealed that more than a quarter of HR managers fail to attain leadership buy-in for L&D initiatives, which will grind employee development to a halt. Without your stakeholders on board, you won’t get the resources and budget you need to make your LMS effective. 

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Yes, low-cost options are available, but they don’t offer the functionality or features your business needs to grow. In contrast, the right LMS for your business will align with your unique needs and goals to create a culture of continuous learning. In turn, this helps your business reach its objectives.

Identify key stakeholders and decision-makers

The first step to securing buy-in is identifying key stakeholders and decision-makers. Examples of stakeholders may include:

Many stakeholders will already be familiar with the value of training and development. For others, you may need to demonstrate the benefits of an LMS so they understand why they should buy into using one at your organization.

To maximize your chance of getting stakeholder buy-in, ask yourself a simple question: what pain points do your stakeholders face that an LMS can fix? Speak to stakeholders to understand what issues they want an LMS to address. Then, you can ensure your chosen platform addresses these concerns. 

Perhaps a lack of flexibility, admin frustrations, or too little time for learning is holding your team back. Whatever your needs, addressing specific issues an LMS can help with will make it easier to get stakeholder buy-in.

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An LMS is an effective tool to organize and deliver training. However, its value goes far beyond these features. Monitoring employee engagement and creating detailed reports allows you to optimize your L&D strategy. These features offer valuable insights so you can make data-led decisions. With these tools, you can align learning with your organizational goals to increase the ROI of your investment.

When getting LMS buy-in from stakeholders, you’ll invariably face pushback in some capacity. Investing in an LMS requires time, effort, and resources to make it a success. So, naturally, concerns and obstacles will arise. 

Common issues you may encounter from stakeholders include:

Does it have a steep learning curve? Different LMSs have different learning curves, but many are simple to understand and easy to use for admins and learners alike.

Does it integrate with existing systems? Many LMSs integrate with the software you already use. If you’re concerned about integration, involve your IT team early in the buying process to ensure your chosen LMS will be compatible with your existing software. 

Will it offer a return on investment? There are many ways to calculate the ROI of an LMS. An LMS can provide a significant return on investment through upskilling, professional development, and improvements to efficiency and productivity.

Will employees actually use it to develop? Open communication and training incentives, such as gamification, will increase engagement. 

Will data be secure? Many LMSs have strict and robust security measures to ensure data is safely stored.

Is enough relevant training content available? Online training providers, such as Go1, have a huge library of courses covering hundreds of different topics. So, whatever your employees need to upskill in, relevant training is usually just a click away.

Develop a comprehensive implementation plan

Stakeholders want reassurance that implementing the LMS will go as smoothly as possible once you have their approval. Therefore, it’s critical to develop a comprehensive implementation plan to ensure any integrations work, there are no costly delays, and users can start learning as quickly as possible.

Steps you should follow to develop an implementation plan include:

Establish a team to oversee the implementation and assign a project manager.

Establish which systems you want to implement the LMS with.

Evaluate the implementation's success and make improvements where necessary.

Once you have launched your LMS, you’ll need to ensure stakeholders stay on board so you can continue building a learning culture at your organization. To do this, you should regularly demonstrate the impact of your LMS. Below are some key metrics you can use:

Engagement data such as sign-ins, course completion, and average assessment scores

Financial data related to learning activities, such as average order value

When stakeholders see that your workforce has embraced L&D and engaged with learning, it showcases the value of an LMS. However, an LMS is only one part of building a learning culture. To do this, your organization should also strive to:

Offer a diverse catalog of learning materials

Celebrate learning successes across the business

Build learning into employees’ PDPs and objectives

Introduce gamification to increase engagement

Encourage managers to offer additional support when necessary

Go1 offers the world’s most comprehensive learning library, ensuring your entire workforce can learn and develop

At Go1, we provide access to a diverse range of industry-leading content providers so you can upskill your entire workforce.

For more information, speak to an expert to discover how Go1 can support your organization's L&D program.

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We'll explore how to get LMS buy-in at your organization, focusing on getting buy-in from stakeholders and key decision-makers.

How to get LMS buy-in across your organization

Which awesome content partners have we added to the platform?

Lynne Cazaly: New Ways of Working for Educators

Lynne Cazaly specialises in guiding individuals and teams to embrace innovative and improved approaches to thinking and working. With a reputation as an esteemed international keynote speaker and a recipient of multiple awards, Lynne also brings extensive experience in personalised mentoring, and comprehensive group and team training in both virtual and in-person settings.
 In this course, Lynne illuminates the global shift occurring across schools towards more effective practices. She underscores the relevance of this shift for educators. By participating in the learning, you will understand how to overcome, overwhelm and overload to become more productive, creative, collaborative, and effective.

Little Earthies: Teaching Integral Ecology in the Classroom

Little Earthies passionately empowers individuals and groups to implement ecologically sustainable practices in schools, homes, and communities, fostering positive environmental impacts at local levels. Their inclusive approach builds capacity for responsible resource management and sustainable productivity while inspiring connections with the natural world. Their online course delves into Pope Francis’ Laudato Si’ encyclical, which highlights the imperative of addressing ecological crises. Gain insights into integral ecology for personal and professional growth and access practical resources to drive change within your school and community.

Lisa, a dynamic author, educator, and consultant, collaborates with schools to enhance literacy practices, drawing from extensive experience with students and teachers worldwide. Her love of storytelling, exemplified by her own TV series and radio program, underpins her belief in the power of narrative to foster empathy and community. The Writer’s Notebook identifies the transformative potential of creative exploration and idea generation and provides practical strategies to integrate into your teaching repertoire. 

Which great content partners are coming soon to EC Premium?

TeachThought is driven by a mission to revolutionise education by fostering the development of forward-thinking educators. Dedicated to pioneering innovation within K-12 education, TeachThought functions as both an idea and a brand. This mission is actively pursued by promoting advanced pedagogical approaches and global collaboration with various organisations. Their upcoming course centres on project-based learning, exemplifying their commitment to progressive teaching methodologies.

Our Featured Playlists are included in all schools’ Learning Hubs and are a great way to see a variety of high-quality content from different providers, all with just one click.

In our schools, we collectively bear the responsibility of cultivating a workplace that exudes warmth, efficiency, and enthusiasm. An environment where collaborating with individuals who share the pursuit of personal and professional excellence serves as a catalyst for reaching greater heights. School Workplace Skills for Everyone is a playlist designed to embolden your career journey. Whether you’re delving into strategic planning, refining interpersonal abilities, optimising meeting management, honing software proficiency, or mastering time management, there’s a resource included that is tailored to your needs. 

Rutherford Technology High School can be found in the city of Maitland in New South Wales, Australia’s Hunter Region. With around 1,200 enrolled students, the school is dedicated to helping each student realise their full potential, emphasising values like Respect, Responsibility, and Commitment. Rutherford is our newest addition to the EC Premium platform, and they’re rolling up their sleeves to develop pathways for staff development through EC Premium that’ll support targeted learning when and where it’s needed the most. So, a big shoutout and a warm welcome to EC Premium Rutherford Tech!  

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Joe is an Account Executive at EC by Go1. Having been with Go1 for over five years, Joe has a strong understanding of the product with effective experience in aligning with the needs of our schools and partners. He has worked across various teams at Go1 and brings a wealth of knowledge in the education sector. Joe holds a degree in Business Management and his favourite subject at school was geography. Fun fact: Joe is the undisputed table tennis champion in the office! 

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs. 

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In the August edition of the EC Premium Content Insider, we'll take you through some  awesome new content partners and shine a  spotlight on Rutherford Technology High School.

The EC Premium Content Insider – August 2023 edition

In the August edition of the EC Premium Content Insider, we'll take you through some  awesome new content partners and shine a  spotlight on Rutherford Technology High School. 

Choosing a learning platform, finding content, and designing a new learning program are all fantastic steps toward building a learning culture at your company – but your work doesn't end after your learning program has been created. Once you have a new learning program in place, you’ll need to support employees as they start using it. Luckily, we’ve gathered some tips from Go1 customer Orbus Software on how to help employees adapt to a new learning program. 

Orbus Software partnered with Go1 to create a brand-new onboarding program for their team. However, rather than requiring employees to learn an entirely new system, Orbus launched their onboarding content within the learning platform they already used. “We integrated Go1 into our LMS to make the transition to utilizing Go1 content easier for our team,” said Penny Simpson, Global Head of Learning and Enablement at Orbus. 

If your company is already using a learning platform, adding new content directly to this platform can save time, reduce stress, and minimize the learning curve for employees. A seamless integration reduces friction for your L&D team and drives learner engagement via easy content consumption. 

Speaking of ease of use, Orbus ensured their team had the training they needed to confidently navigate the onboarding program. “We created a 30-day and 90-day tailored training for account managers and SDRs with clear objectives, role alignment, and capstone projects for performance management,” Penny said. 

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Managers at Orbus are also trained to help direct reports use the learning program, track their employees’ progress, and have regular check-ins. Providing managers with training on a new learning program means employees aren’t left to figure out how to use the new program on their own. Instead, they have someone they can reach out to for help with any issues that arise. This also allows managers to be directly involved in their employees’ growth and development. 

“This structure helped prepare our managers for the new onboarding program but also ensures that managers are hands-on during the preboarding stages,” said Penny.  

“The program provides them with checklists, touchpoint emails, and a timetable for course completion throughout the 30- or 90-day program.” 

New hires at Orbus are set up for success, too, as the business automatically enrolls all new employees in the learning program. Automatic enrollment makes the learning process even more accessible, as employees don’t have to search for a sign-up link or the name of the learning program or platform – they receive all this information as soon as they join the company. “This allows for a self-service approach, which drives scalability internally,” Penny noted. 

Although Orbus offers a simple self-service path to learning, they also created a learning enablement team that meets with new employees to answer their questions about the onboarding program. Orbus ensures every learner has a path to success, no matter how much or how little help they need with the learning program. 

Orbus put a lot of effort into launching their new learning program – and the good news is, their efforts paid off. “Since launching the onboarding program with Go1, we have achieved an 82% completion rate for compliance-related content. Not only that, but people are commenting that the compliance training is interesting,” said Penny. “Employees now also feel they understand company values, mission, and role expectations and have reported a strong sense of belonging. This has also been a time saver for middle managers and has helped them focus on coaching and team development.” 

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The new learning program has been such a success that Orbus is now working on expanding it. “We have received requests for employees to continue their learning journey, which is invaluable,” Penny said. “With this feedback, we plan to expand the onboarding program beyond account executives and SDRs, as well as beyond the first 90 days of employment.” 

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Your new learning program is ready to launch – but how will you help employees adapt? Check out these insights from a Go1 customer.

Insights from the industry: How to help employees adapt to a new learning program

If you want to stay ahead of competitors and ride the waves of market change, investing in employee growth and development is vital. Equipping your employees with the knowledge and skills to navigate challenges in your organization can help you stay ahead of the curve for long-term business growth. In fact, 93% of employees would stay at their company longer if it invested in their careers, making development key for employee retention.

Getting your team on board with professional development can feel challenging. As such, building a business case that demonstrates the value of continuous learning is critical. 

In this post, we’ll explore how to write a business case to win over your key stakeholders, focussing on the importance of professional development, building a business case, and best practices. 

Understanding the importance of professional development

Professional development is crucial in the workplace for several reasons, including: 

Career progression: Promoting professional development shows your employees they have a long career ahead of them in your business. They’ll be able to learn the skills and knowledge needed to progress and will remain loyal to your organization as a result. 

Relevancy: Personal development training ensures your employees’ knowledge is up-to-date. They’ll be in the know with best practices, industry changes, and advancements in their field.

Customer experience: Professional development training ensures your employees have the knowledge and skills to deliver the best service to your clients. 

Employees’ confidence: The more expertise and knowledge an employee has, the more confident they’ll feel. Professional development can ensure employees have the skills they need to thrive in your industry. 

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Now you know the value of professional development in the workplace, you’ll need to get everyone on board. Presenting a business case can establish goals and put your ideas into context. But what business case structure should you follow?

Below, we’ll cover how to write a business case, step by step:

1. Align professional development with business goals

Your stakeholders will focus on how investing in professional development can help meet their business goals. 

As such, you should keep your business’ vision in mind when explaining the benefits of employee training, so stakeholders know exactly where money is going and what the return on investment will be. 

Outline how the training will equip employees to do better in their roles and how their growth will benefit not only the team’s performance but the growth of the business as a whole.

For more information, check out our blog on aligning your employee learning program with your overall business strategy.

To work out the ROI of investing in training for employees, you can use a traditional ROI formula. This is the total benefits (net profit) minus the training costs, divided by the program costs. This formula should tell you the dollar amount returned as a benefit for the money spent on training. If you need this figure as a percentage, multiply it by 100.

ROI = (total benefits - total costs) / cost of learning * 100

So, if you expect your training to generate $7,000 in revenue, and the training would cost $4,000, you would calculate:

You could therefore work out that the ROI was 75%.

Estimating ROI is just one way to demonstrate the value of professional development. There are several ways you can use data to support your business case. 

You can use data to support the problem statement of your business case, such as employees having limited industry knowledge. Using data can make your problem statement convincing and accurate. You can use business data to show the frequency or severity of the problem you’re describing. Data can also help you set SMART (specific, measurable, achievable, relevant, and time-bound) objectives for your proposed solution - investing in professional development. 

Anticipating and addressing potential objections from your stakeholders can help you feel prepared. Here are some common objections you may hear in response to your business case:

Limited resources, such as not having the budget for professional development

Limited buy-in, such as having to check with several decision-makers before deciding on your business case

Wrong timing, such as stakeholders saying your ideas aren’t a priority at the moment

By anticipating objections beforehand, you can prepare responses for them. Ensure you have the research, data, and case studies to prove that professional development will make a difference to your employees and the growth of the business. 

Check out our blog on how to motivate your team to invest in professional development for more tips and tricks.

Implementing professional development: best practices

Once you’ve got the go-ahead from key stakeholders, you can start implementing professional development into your business.

Choose the right professional development programs

What skills do your employees need to develop? Perhaps they want to develop new skills or stay up-to-date on industry trends. To ensure your business investment is worthwhile, you’ll need to choose the right professional development programs for your organization. Ask your employees what interests them and what their professional goals are so you can invest in the right training programs. 

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Some courses may be designed for entry-level employees who are just starting in the business world, while others will be targeted at senior managers looking to work their way up the career ladder. 

To ensure your employees’ training meets the goals outlined in your business case, you’ll need to measure the impact and effectiveness of investing in professional development.

Want to see how much employees have learned? You can ask how engaged they were with the training through surveys. Additionally, you can look at course completion rates or test scores (if a course requires an exam for completion). The more data you collect, the easier it will be to measure employee satisfaction and ROI.

Learn how to use professional development for organizational transformation today

Now you know how to build a solid business case for professional development, it’s time to start upskilling your employees. At Go1, we have an extensive selection of online training courses that integrate with hundreds of LMS', making learning and development a breeze.

For more information, download our eBook covering 50 tips for increasing L&D business value. Or, you can speak to one of our experts to find out how Go1 can help you upskill your workforce.

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Build a business case for professional development to showcase the value of investing in employee growth and development.