The Changing Role of the Learning Management System

Understanding Learning Management Systems - Part I

What is an LMS?

At first sight this might seem a very basic question, but surprisingly, under scrutiny, it turns out that a satisfactory definition of an LMS isn’t quite as easy to come by as it might at first appear.

It is not uncommon, for example, to see Learning Management Systems described in terms such as “a software platform that facilitates the management, delivery, and measurement of an organization’s corporate e-Learning programs”. Whilst it is true that a lot of LMS’s do exactly that and not much else, it should also be evident that such a restricted definition underplays the real value an LMS can offer the learning and development function within an organisation.

…Today an LMS is about far more than e-learning.

From Wikipedia - “A learning management system (LMS) is a software application for the administration, documentation, tracking, reporting and delivery of educational courses or training programs. They help the instructor deliver material to the students, administer tests and other assignments, track student progress, and manage record-keeping. LMS’s are focused on online learning delivery but support a range of uses…” 

Wikipedia’s definition is more generous, recognising that the role of the LMS extends beyond the management and tracking of e-learning to encompass any educational or training program, noting that, whilst the LMS may focus on online learning, it has far wider uses.

The changing nature of learning and development in organisations…

But, in the context of today’s imperative for organisational learning and lifelong learning, even this definition may be seen as too narrow. Most L&D professionals will recognise that real learning and development takes place not solely through formal training interventions, but rather through a mix of online and classroom-based courses, personal study, coaching, group discussions and workshops, on-the-job training, assignments, practical assessments and, today, even work-based simulation and augmented reality experiences! 

Logically, then, a fully functional learning management system should be capable of tracking all types of activity. It should have the capability to signpost learners to the most appropriate resources to meet their developmental needs, record progress and levels of achievement and allow L&D managers to report and assess skills improvements across the organisation as a whole.

So, not only does our traditional definition of an LMS need to be broadened in terms of what it handles, it is also noticeable that standard definitions of an LMS focus exclusively on what it does for the organisation or academic institution running the LMS, rather than what it does for the learner. This too is an area of L&D where things are changing rapidly.

Perhaps a more enlightened, modern definition of an LMS might read something like:

“A software platform that allows organisations to manage the administration, tracking and delivery of educational courses or training activities by creating an environment in which learners can assess their developmental or educational needs, access a variety of resources and learning activities to address those needs and track their own progress toward achieving a defined higher level of knowledge, competence and capability.”

Maybe not the most elegant of definitions – but, hopefully, the change in emphasis is clear. So, if you are looking to implement an LMS, or evaluating your current LMS, it may be worth bearing a few things in mind:

• Learning Management Systems do much more that track and deliver e-learning
• LMS’s need to support a wide variety of less formal types of learning activities such as watching a YouTube video, viewing a PowerPoint presentation, researching a website etc. etc.
• Increasingly, the responsibility for personal skills development will move toward the hands of the individual learner, with the academic institution or corporate operation providing tools and signposting learners to developmental activities.

The key is to be clear exactly what you want your LMS to do for the organisation - but also for the employee and only when you have a clear set of requirements, start your search.

About the author: John Cooper is co-founder of Profile Learning Solutions, a consultancy specialising in the application of advanced technology to learning and organisational development.