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How can you use LMS data to improve performance management and succession planning?

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Performance management and succession planning are crucial for any organization that wants to retain and develop its talent. However, these processes can be challenging and time-consuming without the right data and tools. That's where a learning management system (LMS) can help. An LMS is a software platform that delivers, tracks, and reports on online learning activities. By integrating your LMS with other systems, such as HRIS, performance appraisal, and talent management, you can leverage the data from your LMS to improve your performance management and succession planning. Here are some ways you can use LMS data to achieve this goal.

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Upeksha Ishani

HR Specialist | Building Strong Teams for Success
Azadeh B.Sadati

Technische Recruiterin bei softfair GmbH | Geprüfte Personalfachkauffrau
Yogendra Singh Negi

Empowering Learners | Building EdTech & IT Solutions at Brillica Services | Certified Trainer (Dale Carnegie…

1 Identify skill gaps

One of the benefits of an LMS is that it can assess the current skills and competencies of your employees, as well as their learning progress and outcomes. You can use this data to identify the skill gaps in your workforce, both at the individual and team level. This can help you design and assign relevant learning interventions that can close those gaps and enhance performance. For example, you can use LMS data to create personalized learning paths, recommend courses, or assign mentors for your employees based on their skill needs.

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Azadeh B.Sadati

Technische Recruiterin bei softfair GmbH | Geprüfte Personalfachkauffrau
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You can use LMS data (like training records and skill assessments) to see how well your team is learning and performing. By looking at this data, you can spot areas where people might need more training or support. Plus, you can identify who's really excelling and could be a good fit for future leadership roles. Then, you can make plans to help them grow and be ready to step up when needed. Just keep checking in on the data and tweaking your plans as things change!

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Pavithra Chandrasekaran

HR Business Partner | Founding HR | Hire-to-Retire | Learning & Development | Strategy & Implementation (HR Ops) | Japanese Language
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Identifying skill gaps is the most important aspect of any training and development initiative. The exercise ensures the skill-up programs are created with an outcome in mind rather than just to tick training hours completed box. Skill gaps need to be analysed both in terms of individuals and the roles. For individuals, it needs to be current skill vs skill required to perform the role and deliver high quality results. For the role, skills should be compared against the market; for this role what is the necessary skills people in other organizations in similar roles posses. Create a bench mark for each role and team member, then have assessments to see what their current status is. This should throw light on the skill gaps.

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Meghna Singh

Culture Manager|| HR Transformist||HR Automation||Change Manager|| People Manager||Talent Developer||Devoted HR Practitioner||HRBP-Succession Planning|| Talent acquisition|| Onboarding -Induction|| HR Policies||
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LMS helps in identify team skills and proficiency. It helps in skill-gap analysis and training planning too. Once LMS helps identify skills, succession planning could be easily done as if any employee leaves then employee with similar skills could be planted to replace him.

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2 Align learning with goals

Another way to use LMS data to improve performance management is to align the learning activities and outcomes with the organizational and individual goals. You can do this by integrating your LMS with your performance appraisal and talent management systems, which can help you track and measure the impact of learning on performance indicators, such as productivity, quality, customer satisfaction, and retention. For example, you can use LMS data to set SMART (specific, measurable, achievable, relevant, and time-bound) learning objectives, provide feedback, and reward achievements for your employees based on their performance goals.

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3 Identify high potentials

LMS data can also help you identify and develop your high-potential employees, who are the future leaders of your organization. You can use LMS data to analyze the learning behaviors, preferences, and outcomes of your employees, such as their engagement, motivation, completion rates, scores, and feedback. This can help you spot the employees who have the potential to grow and excel in their roles, as well as the areas where they need further development. For example, you can use LMS data to create talent pools, assign career paths, or offer mentoring and coaching for your high potentials.

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Upeksha Ishani

HR Specialist | Building Strong Teams for Success
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While an LMS is helpful for identifying high potential, it is also important to acknowledge its limitations. These platforms may not fully capture essential leadership qualities such as communication skills, problem-solving abilities, and emotional intelligence, etc. Additionally, biases in data collection and accessibility challenges can distort results. LMS data lacks the broader context of employee performance beyond digital platforms and may not adequately account for essential soft skills necessary for effective leadership. Hence,companies should integrate LMS data with comprehensive performance evaluations and provide opportunities for employees to demonstrate their potential through various avenues beyond online training.

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Yogendra Singh Negi

Empowering Learners | Building EdTech & IT Solutions at Brillica Services | Certified Trainer (Dale Carnegie, Microsoft, Cisco)
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Learning management systems (LMS) can be a goldmine of data for improving performance management and succession planning. Here's how you can leverage this data: **1. Identify Skill Gaps:** Analyze LMS data to see which courses or topics employees struggle with. This reveals skill gaps across your workforce, allowing you to tailor training programs to address them. **2. Align Learning with Goals:** Track employee progress towards learning objectives aligned with performance goals. **3. Identify High Potentials:** Look for employees who consistently excel in training courses. **4. Plan for Succession:** By tracking progress and identifying high potentials, you can develop a succession plan.

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4 Plan for succession

Finally, LMS data can help you plan for succession, which is the process of preparing your employees for future roles and responsibilities. You can use LMS data to map the current and future skills and competencies required for each position in your organization, as well as the readiness and availability of your employees to fill those positions. This can help you create and implement succession plans that can ensure a smooth transition and continuity of leadership and performance. For example, you can use LMS data to identify and develop successors, provide cross-training, or facilitate knowledge transfer for your critical roles.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use LMS data to improve performance management and succession planning?

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1 Identify skill gaps

2 Align learning with goals

3 Identify high potentials

4 Plan for succession

5 Here’s what else to consider

Training & Development

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How can you use LMS data to improve performance management and succession planning?

1

2

3

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5

1 Identify skill gaps

2 Align learning with goals

3 Identify high potentials

4 Plan for succession

5 Here’s what else to consider

Training & Development

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