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Technology For Training Administration-Learning Management Systems (LMS)

The document discusses learning management systems (LMS) which are technology platforms that automate the administration, development, and delivery of company training programs. An LMS provides features like trainee management, online course delivery, and skill assessment. Companies adopt LMSs to centralize training management, track regulatory compliance, and measure training usage and employee performance. Key considerations for developing an LMS include senior management support, an e-learning culture, and integrating the LMS with HR systems.

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Sreya R
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68 views

Technology For Training Administration-Learning Management Systems (LMS)

The document discusses learning management systems (LMS) which are technology platforms that automate the administration, development, and delivery of company training programs. An LMS provides features like trainee management, online course delivery, and skill assessment. Companies adopt LMSs to centralize training management, track regulatory compliance, and measure training usage and employee performance. Key considerations for developing an LMS include senior management support, an e-learning culture, and integrating the LMS with HR systems.

Uploaded by

Sreya R
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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T E C H N O L O GY FO R T R A I N I N G

A D M IN I S T R A T IO N -
L E A R N I N G M A N A GE M E N T
S Y S T E M S (L M S )
Technology for Training Support

It means that technologies are helping to capture


training content so that it is available to other
employees who did not attend the training

It also means that these technologies provide


information and decision rules to employees as and
when it is needed
When is Technology for Training Support
Needed

Performance of the task is infrequent

The task is lengthy – difficult and information driven

The consequences of errors are damaging

There is high employee turnover

Little time is available on training or resources for training are


few

Employees are expected to take full responsibility for learning


and performing tasks.
Technologies for Training Support

Expert Systems
EPSS
Technologies for Training Support

Expert systems: Technology (usually software) that


organizes and applies the knowledge of human
experts to specific problems
Three elements:
 Knowledge base: - facts, figures and rules about a specific
task
 Decision-making capability : imitating expert’s reasoning
ability and draw conclusion from knowledge base to solve
problems and answer questions.
 User interface: that gathers and provides information to the
person using the systems
Technologies for Training Support

Electronic Performance Support Systems (EPSSs):


It is any computer software program or component
that improves user performance

 An electronic infrastructure that captures, stores, and


distributes individual and corporate knowledge
throughout an organization

 To enable individuals to achieve required levels of performance


in the fastest possible time and with a minimum of support from
other people
Technologies for Training Support
Electronic Performance Support Systems (EPSSs):

The typical EPSS includes:

 An assistant to automate tasks and lighten the workload


 A librarian to provide task-specific information
 A teacher to guide the user through the process step by step
 An advisor to provide expert advice 
Technologies for Training Support

Electronic Performance Support Systems (EPSSs):


An EPSS is best considered when

 workers require knowledge to achieve individual performance in a


business environment

 skilled performers are spending a lot of time helping less skilled


performers

 new workers must begin to perform immediately and training is


impractical, unavailable or constrained

 employees need to be guided through a complex process or task that


cannot be memorized.
Technologies for Training
Administration

Interactive voice technology - uses a conventional


personal computer to create an automated phone
response system

Imaging - scanning documents, storing them


electronically, and retrieving them.

Training software applications - used to track


information related to training administration,
employee skills, employees’ training activities, online
learning, and transfer of training.
Learning management system
(LMS)

It is a technology platform that can be used to


automate the administration, development, and
delivery of all of a company’s training programs
LMS provides employees, managers and trainers the
ability to manage, deliver and track learning activities
Features of LMS
 Trainee Management and reporting-track and report trainee
progress and activity
 Training event and resource management-organize courses and
events in catalogues, support communication among administrators
and students.
 Online course delivery infrastructure- deliver online courses,
register and track trainees.
 Authoring tools- create new course
 Skill assessment- deliver assessment test , review trainee
achievements
 Professional development Management –track and compare
trainee learning against goals
 Knowledge bases-links to learning references that supplement
online learning.
 Personalization- engage employees in learning through use of
references, e-mails
Why develop an LMS?

To track learning activity in a business


To determine how training dollars are spent and how
training expenses translate into business dollars
To centralize management of learning activities
Track regulatory compliance
Measure training usage
Measure employee performance
Learning management system
(LMS)
Advantages of LMSs:
 Reduces travel and training related costs.

 Reduces time for program completion.

 Increase employees’ accessibility to training across the business.

 Provides administrative capabilities to track program


completion and course enrollments.

 Allows companies to track all learning activity in the business.


Learning management system
(LMS)

The major reasons that companies adopt an LMS are:

 To centralize management of learning activities.

 Track regulatory compliance.

 Measure training usage and employee performance.


Learning management system
(LMS)
Developing an LMS

 Senior management needs to be convinced that an LMS will


 Benefit employees
 Improve business functions
 Contribute to overall business strategies and goals

 The company must have an e-learning culture and


support online learning and encourages employee
participation
 The online learning environment needs to be under the
control of the learner
 LMS should be integrated with the HR systems (to
maximize effectiveness)
New technology training methods should be considered
when:

• Sufficient budget and resources are provided.


• Trainees are geographically dispersed.
• Trainees are comfortable using technology.
• It is a part of the company’s business strategy and suits its
culture.
• Employees have a difficult time attending scheduled training
programs.
• Current training methods allow limited time for practice,
feedback, and assessment.
New technology training methods

Advantages:

 Cost savings due to training being accessible to employees at


their home or office

 Reduced number of trainers needed

 Reduced costs associated with employees traveling to a central


training location (e.g., airfare, food, and lodging)
CHOOSING NEW TECHNOLOGY TRAINING METHODS

Simulations, games and adaptive training best suited for


teaching complex processes related to operating machinery,
tools and equipment.
Online training and MOOCs best suited for teaching facts,
figures.
Online training and simulations can be useful for training
interpersonal skills if content and interactions are realistic.
Mobile learning best suited for teaching facts
Mobile learning and social media are supplements to face to
face instruction.
Social media good tool for knowledge management –
collaboration and personal interactions.

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