What to Consider When Shopping for a Learning Management System

A learning management system (LMS) is a great asset for businesses of any size. In the past, LMS options were only available to enterprise clients and large businesses, but that is no longer the case.

Now even small businesses can access the benefits of learning and training opportunities, which directly impact employees and their abilities to progress and build their skills. If your company is considering an LMS for the first time, it’s helpful to evaluate several aspects of each system you’re comparing to find the right option for your business needs.

As you compare different learning management options, it’s helpful to understand some of the core features and how your organization might use them.

Dashboard

The dashboard is one of the first things you and your learners will see upon logging into the system. It serves as the home page and should be intuitive and user-friendly. Within the LMS, the dashboard should include any messages for learners from the organization, along with courses in which they are currently enrolled, training requirements, and records noting what they have completed. A learner may also need to print or save proof of completion, such as a certificate, so this should be accessible from the dashboard.

Course Catalog

A course catalog is where learners can look at what training opportunities are available to them and learn more about each one. An LMS should include a detailed catalog with all available learning content, where administrators and supervisors can also assign courses to their team members. A single course may include multiple learning elements, such as a PowerPoint presentation, a video, a game, a quiz, and/or a syllabus.

It’s also helpful if the courses can be bundled together into learning paths, which can then be assigned to applicable employees. For example, all customer service representatives may need to take courses focused on customer interaction, support, and communication. Multiple courses could be bundled together into a learning path designed specifically for those members of your organization who interact with customers and provide service.

The LMS you choose needs to be able to support the learning elements you want to offer to your learners. If video-based learning is important to your organization, ensure that you can upload customized video content to the LMS and share it with employees.

State-Mandated Training Requirements

Many states, cities, and municipalities require certain training courses to be provided to employees. For example, both California and New York have required anti-harassment training that must meet the criteria set forth for topics covered.

The LMS you select should support your state-mandated training requirements without having to spend extra time building courses.

Could your organization benefit from having an LMS? Learn about Counter Point HCM’s solution. Request a call today!

The First Step in Evaluating HCM Solutions

Selecting a human capital management (HCM) solution to help manage the workforce needs of your organization is critical to your success. When evaluating the many options available, it’s likely you’re first drawn to the software and its features. And it’s easy to get caught up in the many tasks the software can help streamline, including:

Recruiting – Applicant tracking systems make it possible to post jobs, collect applications, communicate with candidates, and more.

Onboarding – Paperwork is eliminated and new hires are more productive from day one.

Performance Reviews – Managers are alerted and notifications are sent regarding the steps to take.

Reporting – Standard and ad hoc reports on any topic can be generated on demand.

Benefits Administration – All data is captured electronically eliminating the need for paper enrollment.

Tracking Time and Attendance – Collect, manage, and process time and attendance data with accuracy and ease.

All are compelling reasons, but none matter if the company that provides the service and support isn’t trustworthy, accountable, and experienced.

Assuming all software is equal, how do you decide?

The fact is, most cloud-based HCM systems are fundamentally the same. They can be accessed from anywhere at any time, require a single login, provide added security, eliminate the need for multiple systems, and help manage the employee lifecycle. You need to vet the providers to find the one that’s right for you.

What to Consider When Vetting HCM Providers

To find the one that best suits your organization, consider these four factors:

Security

Your employees’ sensitive data must be shared with your HCM vendor, including social security numbers, birth dates, and addresses. With the number of data breaches on the rise, make sure to evaluate the security measures they have in place. 

Ensure that the provider is up to date on security and data storage management. Look for those with a current SOC1 (SSAE 16/18) or SOC 2 audit report which demonstrates their commitment to security compliance.

Customer Service

When evaluating options, pay particular attention to the providers’ approach to customer service. When something goes wrong or you have questions, you will want to know who and how to obtain support quickly.

Questions to Ask

How do I seek help? Some providers have call-in centers while others offer a designated customer support representative, the gold standard in customer service. Each time you call you’ll get the same support person and you won’t waste time having to relay the same information to different people.

How do you manage requests? Providers that utilize help desk software like ZenDesk, Freshdesk, and Help Scout are better positioned to manage and resolve customer issues. These tools offer ticketing and multi-channel support, robust reporting, and analytics to aid in customer support.

What is the turnover like for your customer service representatives? Be wary of high turnover. Nothing beats a long-lasting relationship with the person assigned to help you.

Implementation and Training

Your provider should take you through a comprehensive demonstration of the software and offer periodic follow-up sessions to help bring you up to speed quickly. Ask what resources are available if you need help. On-site training? Tutorial videos? Online hubs? Webinars? All should be considered when choosing a provider.

Ask about their approach implementation. To ensure a smooth transition there should be a detailed plan in place and you should have access to a designated contact person during the process.

Culture

Last but not least, your vetting process should include a cultural fit assessment. You want to work with a company that is flexible and forward-thinking in terms of technology, security, and procedure. You should view your HCM provider as a partner, therefore you should choose one whose values align with those of your organization.

Is Counter Point HCM right for you? Schedule a call to find out.

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