Paper- Digital Transformation in Training &

Development
Name- Pooja
Registration- 26779
Question No 1
What are the factors that you will take into consideration while deciding the Learning
Management System? How will you determine the factors and how will you go about
implementing the LMS? Explain with an example

Ans.

Factors to consider while deciding the LMS & how to determine the factors

1. Analytics
What data do you want the Learning Management System (LMS) to give you on your courses
and learners? Just simple number of logins, completion reports and assessment grades, or more
advanced analytics?
2. Scalability
Imagine a point when substantial numbers of people are taking your course. Will the LMS scale
up to this larger operation, or are there limitations as to how many users can be enrolled or
logged on at once?
3. Type Of Learning
Are you going to use blended learning (part classroom, part eLearning)? If so, how are you
going to manage and administer the classroom sessions? How will the classroom side blend
smoothly with the activities and assessments to be taken online?
4. Flexibility
Is your course suitable to be taken on any device? If so, bear in mind that mobile users have
now overtaken desktop/laptop users, so it’s highly likely some will be trying to study on their
phone or tablet and you’ll need to find a Learning Management System that works well on any
device. Does the main learning site have responsive design so that it displays properly on
different-sized screens? Is there an Android or iOS app that has full or near-full LMS
functionality? Which browsers are supported?
5. Assessments
How do you plan to assess and grade your learners? Multiple-choice answers, essays,
simulations? Plan this in detail so you can find a Learning Management System that caters for
the assessment formats you want to use.
6. Enrollment
How will learners register for the courses and be enrolled? Automatically, manually, or after
some interaction with a tutor or yourself, e.g. a pre-test or welcome email or phone call? Think
carefully about setting up your sales pipeline and put yourself in the shoes of a customer. How
will the ideal sales and enrollment flow work? Draw a flowchart and show it to LMS vendors so
you can ask them if their LMS will support it.
7. Purchase
What payment methods will customers be able to use? Some systems have basic eCommerce
built in – check which payment gateways they support. If you have multiple courses, do you
want to sell them in course bundles or just one at a time? Look to the future – do you plan to
add more courses and group them together to be sold in a single purchase?
Will you be offering coupons to enable people to buy your courses at a discounted rate? Does
the LMS or eCommerce system allow this? Are there any organisations or companies you could
offer a special membership discount to? In the future perhaps there might be. Check the LMS
supports member database integrations for automatic discounts.
How will a customer be able to purchase a batch of seats on a course and then allocate those
seats to individual learners? Is this something you will need?
Do you want a catalog of your courses on the LMS from which customers can select and buy
courses, or should the catalog and shopping cart be external to the LMS, e.g. on your own
website? You can have both, but think about how people are going to find your courses.
8. Certifications
Do you plan to offer certificates and/or student transcripts (summaries of what they have
learned and the grades they achieved)? If so, make sure the LMS supports this functionality.
9. Integrations
What social media integrations can you think of that would be useful? Ask your LMS vendor
about them.
Are you going to need the LMS to integrate with any third-party applications? Examples might
include iCal or Google Calendar integration, email systems, or accounting software.
Do you need videoconferencing or webinar integration to enable real-time tutoring or group
activities? This can enhance courses and enable empower student interaction, but try to decide
whether you actually need it and are willing to pay for it.
10. Customization
Would you like your LMS instances to be customized and branded, or are you happy with a
generic user experience once they are on the course?

How will you go about implementing the LMS

1. Pick Your LMS Implementation Team
The LMS likely touches on several operations within your organization. So in building a team to
oversee the LMS implementation process, connect team members from those various
departments, such as HR, IT, and Learning and Development.
If your LMS works with external partners, such as channel partners or contractors, bring those
individuals on the team as well. However, experts advise keeping the team as small as possible
to ensure the LMS implementation process remains highly focused.
Once you assemble the team, establish individual roles. Here are some vital players:
1. Team leader
2. Project manager
3. eLearning specialist
4. L&D administrator
5. IT expert
Throughout the implementation process, the LMS platform partner works closely with your
team members. Open communication between your team and your partner is key.
2. Establish LMS Implementation Plan And Timeline
How long the LMS implementation process takes depends on which type of LMS you choose. An
on-premises LMS installed on your own server may take longer than a hosted or cloud-based
LMS in which the system is housed on the vendor’s server
The number of user accounts and software programs you intend to migrate into and integrate
with the LMS also impacts the LMS implementation timeline. Be realistic in your timeline, and
budget enough time to meet each benchmark before the actual launch.
3. Prepare For Data Migration
How long the LMS implementation process takes depends on which type of LMS you choose. An
on-premises LMS installed on your own server may take longer than a hosted or cloud-based
LMS in which the system is housed on the vendor’s server.
The number of user accounts and software programs you intend to migrate into and integrate
with the LMS also impacts the LMS implementation timeline. Be realistic in your timeline, and
budget enough time to meet each benchmark before the actual launch.
Transfer only those courses and data absolutely necessary for the upgraded LMS and archive
the remainder. Check with your legal department to see which files must be kept.
4. Make A Trial Run And Offer Training
Before completing the LMS implementation process and officially launching the new system,
test the new LMS among a group of handpicked users, be they internal staff or extended
enterprise users such as channel partners or contractors.
For the preliminary LMS trial, prepare a test case your administrators and users can run
through. Document any issues that crop up and report those to the team members and the
LMS vendor.
Then, offer a training program to your internal users and external partners who will utilize the
LMS. This training can be delivered via a webinar or in-person instruction. Also during this
period, formulate an LMS implementation rollout plan with your LMS vendor. Alert all
stakeholders—perhaps via an email campaign—about the launch and when it will happen.
5. Switch To The New LMS
As one of the final steps in the LMS implementation process, switching to the new LMS can be
accomplished several ways:
 A complete changeover done overnight.
 A gradual phase out of the old LMS and phase in of the new system.
 Run both systems in parallel prior to the changeover.
In any case, alert your colleagues of any blackout period between when the old system goes
offline and the new LMS is live. Discuss with your LMS provider and team the best LMS
implementation switchover process for your needs.
6. Assess And Wrap Up
Once the LMS implementation process is complete and when the new system has been in
operation for a period of time, review how the process went for all involved. Pinpoint any
technical glitches that may have hampered the launch and correct those.

Question No 2
How will you implement continuous learning to ensure upskilling of workforce? What is the
strategy you will adapt? What are the few things to consider before customizing and
finalizing the strategy for implementation? Explain with an example

What is continuous learning?

The Corporate Executive Board (CEB) defines a learning culture as an environment that
supports an open mindset, an independent quest for knowledge and embraces shared learning
directed toward the mission and goals of the organization. It’s the ongoing process to
encourage individuals to embed new skills, knowledge and innovation across an organization. 

Continuous learning can take many forms — from online courses to more informal social
learning, peer-to-peer sessions, or mentorship from a manager. It could also be self-directed
learning in the form of a research project, experimentation and exploration. The needs of your
company can inform how the learning takes place, including what employees learn and why
they learn it. 

Strategies & Things to consider before customizing and finalizing the strategy for
implementation

1. Focus on upskilling your managers

To create a culture of continuous learning, training initiatives must be embraced by senior

leadership and implemented by management. Include people managers in driving employee
learning. After all, they are responsible for the performance and growth of their direct reports
and for shaping the experience of their teams. Managers are the secret, skill-building weapon,
and their impact on the experience of employee learning within companies is only set to grow.

Managers have complex jobs involving multiple factors. Upskill your managers by equipping
them in the moment for the task at hand, with on-the-job support. Research suggests that this,
as well as using online resources, is a more effective way of upskilling managers than formal
programs. For example, individualized support is quick and effective. Assign your managers a
mentor, preferably a more experienced manager, who they can call on when they need to
problem solve. Start a group chat for managers, both new and experienced, so they can pool
their knowledge and resources and have a place for support online.

2. Make it social
To avoid disconnection and make learning more engaging, do it socially. Community-based
learning connects learners to co-workers, peers and experts to drive higher engagement and
inspire skill building. This is a great way to make the most of social features on digital platforms
such as messaging and online groups, as well making space to ask questions during virtual
instructor-led training. Since the beginning of the pandemic, LinkedIn has seen a 1,100%
increase in people joining Learning Groups and a 225% increase in courses shared with a
learner’s professional network. They’ve also seen a 121% increase in course Q&A participation.
Employees have already adapted to gathering socially online. Implementing more social
learning in your company culture is in line with how employees are already learning.

3. Blend it

83% of people say a hybrid work model — where individuals have the ability to work remotely
between 25% and 75% of the time — is optimal. This means there’s a high chance that you’ll be
implementing continuous learning in a hybrid workplace, so you need to make sure it will work
for both office workers and remote employees, so remote workers don’t miss out on learning
opportunities.

Use a variety of learning formats to increase engagement and knowledge retention. You could
launch your learning program with a livestream workshop to maximize direct communication
with employees, provide more detailed, modular training through a series of e-Learning
modules and then wrap up the learning journey with an office learning day. Mixing up the
content will keep your employees engaged and will increase learning equity between workers
at home and in the office. Read our previous article discussing blended learning for more
inspiration.

4. Lean into collaboration

In a time when employees change roles more frequently and fluidly and develop in different
directions, everyone can learn and everyone can teach. Leverage this by starting a collective
curriculum that your employees can add to and teach from. Skills swaps are a good example of
democratized development where everyone has something to contribute and is learning
continually. You could also create a peer-to-peer coaching ecosystem.

One study showed that peer-to-peer learning can lead to higher success rates and confidence.
For example, Google has the Googler-to-Googler (g2g) program, a volunteer teaching network
of over 7,000+ Google employees dedicating a portion of their time to helping their peers learn
and grow.

5. Make it relevant

Decision fatigue is widespread, so make it easy for your employees to find, follow and focus on
a learning path they are interested in. Consider generational differences — research shows that
older generations of learners focus more on developing their soft skills, like communication and
leadership, while Gen Z employees are focused on hard skills, like business and technology
basics. In this case, individual learning paths are a solution to make continuous learning in your
company more relevant and effective.

It will be tempting to make time efficiency a major driving force when fostering a culture of
continuous learning, but management must recognize and prioritize what employees value.
Host brainstorms and surveys, speak to employees individually to find out what they would
most value learning about. What’s more, people learn best when they have to learn. Applying
your knowledge to real-world situations strengthens your focus and determination to learn.
Research what skills are becoming more important in your sector to create an engaging and
relevant learning culture, which will also help future-proof your employees and set them up for
success in the years to come.

6. Explore and experiment

Part of continuous learning is experimenting. It empowers employees by giving them time and
space to be creative and make a difference, while exploring different possibilities within your
company. While it’s important to impart or share existing knowledge, it’s something else
entirely to create new knowledge. Experiments help you test, learn and adapt along the way.
They aren’t confined to science labs — there are endless ways you can experiment at work. For
example, you can try different tools to increase the interactivity of your virtual presentations or
explore the impact of camera-on versus camera-off meetings.