Organizations often think of their learning management system, or what as we prefer to call it, learning technology platform (LTP) as old, clunky, and unsupportive of effective career training and development. There is even a stigma associated with these platforms, often associated with being not user-friendly and no longer cutting edge. One reason is because most LTPs on the market only perform basic functions, such as voice-overs on top of PowerPoint presentations, course registrations and hosting elearning courses. What they lack is more sophisticated features that can provide an engaging learning environment. In fact, a whopping 44% of the respondents to this year’s Capterra survey who said they were dissatisfied with their current option blamed it on a lack of features.
Rather than a simple LMS with limited functionality, what organizations need is a more comprehensive learning technology platform (LTP) that can effectively simulate an in-person classroom and provide a group learning experience that goes beyond a simple video conferencing solution.
Despite a lack of satisfaction with their current learning technology platform, many organizations are afraid to leave their LTP behind in favor a better one. If they’re unsatisfied, why don’t more of organizations transition to a new system?
1. They dread the data migration.
Many organizations are under the mistaken yet understandable impression that moving all their records, regulatory data, compliance data, and employee information will be an overwhelming task. Often, the ease or difficulty involved in moving LMS data boils down to a contract issue. Usually, a vendor will have the organization’s data stored in an easily retrievable format, such as an Excel spreadsheet or CSV file. Occasionally, organizations sign poor contracts that don’t obligate vendors to store the data in a way that makes it easy to extract. Some save it into a format such as a PDF, which makes a direct data dump impossible. Unfortunately, this is often a means of keeping the organization chained to their current provider. But, unless an organization signed a bad contract or dealt with a disreputable company, it likely has the data from its current system stored in manageable format, such as a CSV, which be imported into the new system without too much headache. Also, the potential loss of stored data is not reason alone to avoid upgrading to a superior LTP. The long-term investment of a good LTP can lead to decreased turnover, attracting top talent, and loyal employees who regularly expand their skillsets.
2. They think it will be hard.
Larger organizations, especially those who have had their LTP for a while, have amassed a considerable amount of elearning content and other training materials on their current system. They think it will be hard to move the content over to another platform. However, the first thing these organizations should consider is this: “Do you really need all that content?” Upon review, most will realize that much of the content is outdated. For example, when an organization thinks it has something like 100 courses, in reality the number is often more like twenty if one were to count only those that are actually still relevant. If an organization stores its content in an integratable format such as SCORM file, then the content should be able to work with any new learning technology platform.
3. HR Tech is Low on the List of Priorities.
The Human Resources department is often low on the list of technology priorities within an organization. IT has limited resources, which it has to extend to other departments, such as marketing, sales, and customer service. The truth is HR is often low on that totem pole and is treated as less of an internal priority as far as tech is concerned. However, in this day and age, technology integration should be turn-key and it usually takes only 48 hours to a week to transition between learning technology platforms, provided an organization is using modern systems.
Adopting a new LTP does not have to be hard work or a time consuming ordeal. Far from being an arduous task, it’s often quite simple. Organizations who are serious about beefing up their learning and development solutions now have the technology and the resources to do so.