If you are reading this blog, it means you already have an LMS in place -- to address your corporate training needs. However, if you are considering to embrace a new E Learning Management System, your current software must have certain downsides. But will the new LMS be sufficient in closing the gap areas? After all, when you introduce a new system to your workplace, you need to ensure that your employees learn and embrace the software within the required time frame. Again, you will be required to transfer your old legacy content into the new LMS.
Therefore, to make sure that your switch to another LMS is the right decision, you should keep some important factors in mind. And our blog will help you in making the correct choice.
Five Factors to Consider When Switching from Your Old LMS to a New One
Identify the Gaps in Your Existing eLearning Management System
You are advised to kick off your LMS search by first researching the gap areas in your current LMS. Have detailed discussions with your trainees, content developers, designers, and the L&D leadership. Only then, you can shortlist the key pain points in your existing Learning Management System. Now, you can think of making the switch -- by establishing the main criteria for success. When your end goals have clarity, choosing a new corporate training software should be easier.
Compare the Features You Have Vs. the Features You Want
Your current LMS must have some features that are highly essential for the operations of your business. Now, make a list of those features that don’t have much impact on your overall learning culture in the company. Create a comparison table and then, start your new Learning Management System shopping process. You cannot neglect a software just because it does not have a certain function. There is a good chance that there may be an alternative or you may simply not require that feature.
Consider the Engagement Quotient
This is an important consideration. The contemporary time-crunched, modern workforce won’t enroll in an eLearning Management System that is boring. Therefore, your new LMS must allow you to curate content that’s engaging. Check if the software has interesting features like gamified quizzes, feedback-based assessment systems, reward-oriented courses, and multimedia for enhancing the visual experience. Your courses should also be mobile-optimized and must be developed in brief, micro-modules to enhance the absorption and retention rates.
Check the Option of New Content Creation
Make a list of all the content creation features that are not present in your current LMS. Creating new Corporate Training modules uses a lot of resources. See if your new LMS has the option to re-use old and existing legacy content. Again, check if the new LMS allows you to create rich and interactive content. Finally, make sure that the new platform has the option to allow the migration of content, users, and enrollments from the older version.
Consider the Time and Cost
Finally, consider the overall time that is estimated for the switchover. Hence, invest enough time to calculate the number of days that would be required for the transition process. Also, the total cost of ownership for an LMS includes licensing and infrastructure expenses + additional costs. You will need to consider the expenditures involved in training users, managing content, and creating reports. Pick an LMS that makes these processes more efficient as compared to your old LMS.
Well, that’s it. If you think that there are any important factors we have missed out, do not forget to leave a comment below!