It’s been a while since I wrote the post on recommendation engines in LMSs. In that time I have thought and discussed the idea with a few colleagues. What I heard from them is that even top tier LMSs have a VERY long way to go before they reach the sophistication that say Amazon has achieved. I too recall that the LMS we ran at a company I worked for before could not find a course when the search term “Credit Report” was typed, because the course title and description contained the word “Credit Reports.” (The search on this brand of LMS still works this way!!!)
This is problematic. The enterprise user is used to Google when they search for stuff at work (that doesn’t involve an enterprise systems) or at home. They expect search to work well and use it as THE way to find relevant content. I know there still are a few who like browsing catalogs, but that strategy fails when there’s content that should be placed in multiple catalog section, is placed in just one catalog section.
Searching for content is the first thing people do in LMSs, before they take a course, before they view their transcript or grades. I suggest LMS vendors focus on this and build systems that keep up with what’s happening with search in the consumer arena. Otherwise Enterprise LMS users will search Google rather than their LMS for courses or other related content.
My current assignment at work has made me think and work more in the Development area of Learning & Development. One of the concepts I wanted to gain more clarity about was Skills and Competencies. I have often struggled with differentiating between these. This post on the Success Factors Research Blog really helped clarify and provide a frame of reference.
“Skills can be learned, certificates can be earned, etc. Competencies take much longer to develop. For example, a skill might be profient in C++ (a programming language), but a competency might be high capacity for problem solving. Problem solving is important for programming in any language, and can be applied to many other challenges in the workplace.”
Recently a former colleague took a leadership position in a Global Non-profit. Her charge is to standardize and implement a global “learning improvement program” for 21 different branches/affiliates in four regions (about 12 countries). One of her key priorities is to implement an LMS to track the training delivered. All of the managers in all locations have internet access, but not every employee has internet access.
What are her options?
– Hire a consultant to build an Access DB
– Approach a top-of-the-line LMS vendor and encourage them to sponsor an LMS
– Deploy an open source LMS like Moodle
– Deploy a cheap bare-bones LMS
What would you recommend? Any vendors you would suggest?
What I like about this presentation is that it (implicitly) admits the fact that we can’t change every online course into a Wii game right now and until we do that, we have to write courses that people will have to read – online.