Many parameters come into play when measuring the success of a Learning Management System (LMS). The reasons behind deploying an LMS can be to boost employee engagement, reach compliance targets, encourage sales and customer rating, etc. The success of an LMS largely depends on whether these goals are met after its implementation.

Let’s have a closer look into what an LMS is and the factors to consider when measuring its success.

What is an LMS?

An LMS is the software that helps companies train their workforce and report on completions and feedback around that training. It is used to hold online training sessions and encourages employees to learn new skills important for performing their jobs. It can be a part of a Human Resource Management System (HRMS), which also enables integration with other features to provide a comprehensive employee management experience.

Ways to measure the success of your LMS

Factor 1: What do people think about the LMS?

The first and foremost standard for measuring the success of an LMS is to understand what your employees, managers, administrators, and stakeholders think about the introduction of the LMS. Was it delivered and deployed as per the planned timeline and budget, or were there any unforeseen changes?

Businesses can also conduct a survey for employee feedback on their initial reaction to the LMS. An HRMS can aid these surveys in place. If the answers aren’t that pleasing at first, remember that even the best systems need time for people to accept. Your employees might be new to using an LMS or might prefer an old system. Allow them time to get acquainted with the new system.

Factor 2: How effective is learning?

Next comes the step to gain more insights into how employees are using the system. Do they like the new system? Are they logging in to the system to learn new skills and access important information related to their jobs?

Data such as the number of LMS visits and re-visits during a period, the duration of engagement on the LMS, etc., can all be measured and analysed for a proper assessment of the employees’ reaction towards the LMS. For example, employee engagement of around 30 minutes is presumably better than being online for 30 seconds.

Factor 3: Is learning being applied?

Once the system and its effectiveness have been analysed, now is the time to measure the actual learning content. Is the learning being applied – this can be measured by an increase in skills or knowledge gained by employees and a greater uptake on completion of training content.

Questions such as –

  • Does your LMS enable mobile learning?
  • Does it enable employees to learn new skills outside the workplace?
  • What is the value of learning, and what decisions have you made to improve it?
  • Did you consider other vendors providing similar learning modules?
  • Does the LMS save time and costs compared to face-to-face learning programs?

Factor 4: What is the impact of learning?

Measuring any observable changes in the competency of your employees as they learn new skills can help determine the success of the LMS. When an LMS is integrated with a human resource management system, the level of employee competencies can be measured using a built-in performance management system.

Factor 5: What is the return on investment (ROI) of the learning?

This can be regarded as the biggest factor that helps justify the investment of an LMS. The overall position of your business after implementing the LMS compared to when you just started can be helpful in understanding the returns. Have there been any significant changes in the performance of employees and growth in the business? Answering such questions can help you identify the exact return on investment gained by your organisation.

Now is the right time to start measuring

Irrespective of your goal, you can start measuring its success after the implementation of the LMS. It is an indispensable tool that must be utilised to empower and retain talented employees. Sentrient HRMS integrates an advanced LMS that helps you enable direct learning and promote knowledge sharing to ultimately improve performance. Contact us today to learn more.