1. Reporting

If the purpose of an LMS is to train and develop the workforce, then live reporting and tracking features are imperative in order to monitor both the success of the system and the progress of employees. The benefit of a reporting functionality is two-fold. Firstly, it allows managers to monitor the progress of their employees which can then be used to facilitate the wider organisational goals. Secondly, it evaluates the impact the LMS is having on employee development within the system itself. This makes measuring the return on investment much simpler to quantify for the organisation.

2. Mobile

With today’s on-the-go workforce having an LMS with mobile functionality provides users with the flexibility they need. Mobile functionality will allow users to access the LMS at a place and time that better suits them. This will help to encourage a higher adoption and engagement rate amongst the workforce and empower managers with a more responsive experience.

3. Messaging and Notifications

Notification features help to guide all users through the system. This feature helps to encourage employee engagement in the system as it streamlines their learning process. Messages can be triggered automatically to provide feedback at various milestones that will encourage learners and inform managers of the progress of employees and their learning.

4. Flexibility

A learning system should be able to facilitate and scale with an organisations requirement’s. This could include global functionality, for instance language localisation, to make the system ready to grow with organisations who are looking to expand across borders. Adopting a flexible LMS will allow organisations to overcome any obstacles that may arise from their growth, which more rigid systems may not help to accomplish.

5. Personalisation

A personalised learning experience will help encourage individual employees to engage with the LMS. An LMS that provides personalised learning will promote a more positive user experience, as it keeps the user experiences relevant to them throughout all the stages of their career and helps them to easily see where they are in the learning process and how it links into their future path.

6. Bespoke branding

An LMS that is customisable in its design will allow organisations to match the branding of their existing platforms. Doing so will help to encourage user adoption, as it will feel more familiar to users, allowing the LMS to sit alongside and integrate with the organisations existing systems. This allows the organisation to offer a more relevant package of business services to their employees.

7. 360 Feedback

An LMS that provides ongoing dynamic encouragement for users to progress with their development is more likely to be successful. Live 360 feedback will provide users with the opportunity to evaluate and reflect on their development as it happens. Providing organisations with the ability to capture structured ‘survey’ style feedback and ‘point in time’ feedback means that managers can review the success of specific learning and map this to the wider organisational needs.

8. Compliance

SCORM ‘Shareable Content Object Reference Model’ is an industry technical standard regarding the packaging and sharing of an online course material. A SCORM compliant LMS will ensure courses and the system can communicate with one another and avoid any interoperability challenges.

9. Integration

An LMS that is easy to deploy will allow for a smooth and streamlined adoption process that will help organisations gain access to, and benefit from, their investment sooner. Some learning systems are designed to stand alone whereas others take a more modern approach by integrating with other solutions such as a HR management system (HRMS). This connected approach facilitates a more user-friendly experience as it allows for features such as single sign-on. Integration with a HRMS also allows managers to see where their employee’s learning fits with their, and the organisations, wider goals.

10. Pricing

A Learning management system (LMS) is focused on growth and development of the workforce so the system itself should be ready to grow with the organisation. In order to facilitate this an LMS needs to have a flexible pricing structure that can grow alongside the organisation. For instance, a Software as a Service pricing model allows an LMS to be positioned to suit organisations of all sizes and reduces the necessary capital investment.