Your team is struggling with performance management. What employee training software can help?

A Learning Management System (LMS) is a software application or web-based technology used to plan, implement, and assess a specific learning process. It allows for the delivery of educational courses, training programs, or learning and development initiatives remotely. LMS platforms are designed to identify training and learning gaps, utilizing analytical data and reporting. Here's how an LMS can be beneficial in developing a learning culture across organizations:

The primary goal of employee training software is to enhance the skills, knowledge, and performance of employees. The software often incorporates tools for creating assessments, quizzes, and evaluations to gauge the understanding and retention of training content. This helps in identifying areas for improvement and assessing the impact of training on performance.

Resumen de software de formación de empleados: Performance Management Systems: Supervisan y evalúan el rendimiento de los empleados, establecen objetivos, proporcionan retroalimentación y realizan evaluaciones periódicas. Learning Management Systems: Enfocados en la formación y desarrollo de los empleados, ofrecen cursos en línea, seguimiento del progreso y evaluaciones. Feedback and Recognition Tools: Facilitan la comunicación y retroalimentación entre miembros del equipo, con funciones como comentarios en tiempo real, reconocimiento público y encuestas. OKR Platforms: Ayudan a establecer y seguir objetivos y resultados clave en toda la organización, alineando objetivos individuales con los de equipo y organizacionales.

Training software can help organizations offer engaging learning courses for various purposes like compliance, onboarding, skills training, personal and professional development. At best, it provides management of learning offerings by providing the ability to assign, track, and report data to help measure the effectiveness of training modules. As an organization scales in size and learning needs, training software administration also grows so that knowledge management (maintenance and version control) does not become out of hand and create outdated source materials for the organization.

It’s a good way to grant that people receive reading material. But nothing replace action. A good buddy and make people start action is always better of course with some guidance and someone that helps them.

Employee training software provides a platform to design and deliver structured learning programs. This includes onboarding, skill development, and continuous learning initiatives, ensuring employees receive the necessary training to perform their roles effectively.

Inicialmente devo salientar que nenhum software de desempenho supera o bom e necessário feedback dos gestores. Quanto ao software, ele deve incentivar os colaboradores no desenvolvimento das habilidades essenciais à função desempenhada, de forma leve e "amigável", para a criação de uma cultura de aprendizagem contínua. Indicadores dos assuntos prioritários de desenvolvimento dão foco e retorno às iniciativas da empresa e são imprescindíveis em qualquer software de performance.

major benefits of using employee training software for performance management, distilled into five key points: Enhances Skill Development and Performance Facilitates Continuous Learning Provides Valuable Tracking and Analytics Consistency and Flexibility in Training Engagement and Cost-Effectiveness

One thing training software can be used for is assessment of an employee's skills, capabilities and knowledge. For example, assessing your sales engineering team will help you understand the individual and entire teams abilities. This allows you to assess gaps and build specific solutions to close those gaps. Then you can use authoring tools to build content to close that skill/knowledge gap and ultimately help improvement performance. And an LMS can be used to publish and post that content for easy access by the team. It also allows you to track progress in completing the content for the individual and the team as a whole.

Training software does not stand alone for the efforts of Performance Management. It should act as a supplement to performance management by providing learning opportunities to fill skills gaps or address remediation needs. Training systems can easily provide curated paths of learning that are aligned to the KPIs and/or Competencies of any given role. Also, when aligned to the success profiles or personas of a role, it can also provide paths or journeys for the preparedness of future roles (for example the path from an individual contributor to a people leader). Once the training software is used, then it's incumbent for the manager to observe the learning outcome is applied "on the job" as part of the performance management cycle.

Choosing the right training software is dependent on the organizational needs. Some systems are basic and simply provide a repository to store modules. Other systems are advanced enough to integrate into other systems such as an HRIS, CRM, and other LMS to offer a broader integration of talent management. Budget will be the largest determining factor, but after the cost of the system itself, consider the internal resources required to administrate, coordinate, implement, and advocate for the internal use of the system. Its greatest advantage is the ability track assignments, completion, and assessment of training. So if you're a highly regulated or governed industry, a training system might be a necessary investment for mitigating risks.

I’m not fan of training softwares. It works but action is what really makes them to learn. It’s always good to have reading material but even if software includes cases real action is totally different. Culture and buddies are more effective.

First and foremost, start with defining your needs and requirements. What problems are you looking to solve? Do your best to avoid gold plating, define what you actually need today, as well as a road map for the future. Budget and resources are important components too. How much do you have to spend on implementation and licensing going forward. Which team or role will be responsible for support and use of the tool? Will this be additional responsibility for existing roles, or are new roles required?

In my experience, focusing on the learner experience is key. Are they getting a personal benefit from the system? Is it easy to navigate, search, or browse for meaningful and useful content. Is it a positive and rewarding experience? How you create (or buy) content matters too. The modality, structure, quality and organization of the content is important component to effectiveness. If its bad content to begin with, it will never be effective.

O desafio sempre está em mensurar o desempenho de aprendizagem dos treinamentos, ou avaliar se os treinamentos estão trazendo retornos satisfatórios para a organização. Para mim, ainda o método mais eficiente é o de ter um plano de ROI (retorno do investimento), ao qual o colaborador que for treinado se compromete a melhorar algum indicador de performance ou de saúde da empresa. Com o passar do tempo, os treinamentos que não contribuírem com os indicadores organicionais, ou são removidos ou são alterados.

Facilitate continuous learning by offering a repository of training materials. Employees can access courses, videos, and other resources to develop new skills and stay updated on industry trends, contributing to their professional growth.

companies can create and deliver training programs without incurring significant expenses associated with physical classroom spaces, travel, or materials. This can be especially helpful for companies with a geographically dispersed workforce, allowing them to deliver training to employees worldwide.

I suggest to add in training phase field training with guidances so people can compare and understand in better ways how process really are.

Employee training software should integrate with performance management systems for a holistic approach. It should offer customization and personalization features, incorporate social learning and collaboration tools, provide performance analytics and reporting capabilities, and be mobile-compatible. These features promote knowledge sharing, collaboration, and continuous learning, enhancing team performance. Mobile accessibility and microlearning support also enhance training effectiveness.

I would say ‘software’ will depend upon the size of the team. Does learning, paying for, and using the software pay for itself? With a small team, the associated costs may be more than the value added. A large team will easily benefit from the software. In this case, what will your software support with the least pain?