The document discusses selecting a learning management system (LMS) and focuses on evaluating LMSs based on business objectives rather than generic feature lists. It provides examples of key distinguishing LMS features like competencies, certification tracking, and public training. The evaluation process involves isolating key business objectives, associating them with potential features, and doing deep evaluations of priority features. A case study examines an organization's top requirements of cost, maintainability, and competencies. The evaluation strategy prioritizes competency and maintainability objectives. Docebo is evaluated for its ability to automate enrollment and associate roles to competencies through courses.

1. Selecting a Learning
Management System
Hiram Kuykendall, CTO
hiramk@microassist.com

2. Change in Evaluation Philosophy
• Focus on business objectives
– Do deeper first four evaluations
• It’s difficult to narrow based on basic
feature lists like:
– Wiki
– Forums
– SCORM Publishing

3. Key Distinguishing Features of an LMS
1. Competencies
2. Certification Tracking
3. Instructor-Led Training (blended)
4. Multiple Course Catalog
5. Public Training (external to organization)
6. Maintainability
– Auto enrollment based on organization goals
– Management at a non-IT, non-training
department level

4. Evaluation Process
1. Isolate key business objectives
2. Associate objectives with
potential features / solutions
3. Review claimed LMS features list
4. Go deep on evaluation of key
features

5. Evaluation Process
Moving away from generic feature lists
Feature We want a wiki.
We want to informally
Organizational
capture employee
Goal
knowledge.
Moving toward answering organizational goals

6. Case Study
• Organization with ~ 300 staff members
• 5 training support staff members
• Had mature instructor-led training program
• Research focused primarily on
development tools (Articulate, Lectora,
Captivate…)
• Little IT support

7. Case Study: Top Three Organizational Requirements
1. Cost
2. Maintainability
3. Competencies

8. Case Study: Top Three Organizational Requirements
1. Cost
2. Maintainability
3. Competencies

9. Case Study: Top Three Organizational Requirements
1. Cost
2. Maintainability
3. Competencies

10. Case Study: Top Three Organizational Requirements
1. Cost
2. Maintainability
3. Competencies

11. Case Study: Business Objective Breakdown
• Maintenance
– Automated enrollment (few staff)
– No IT staff
• Competency
– Groups exhibit skill set before deployment
• Composed of one or more courses
• Some groups could choose from multiple courses
– Groups recertified on skill set annually
– Streamline – mandatory courses as E-Learning

12. Competency Domains
Skills Capability
Relates to ability to do
Physical domain
Knowledge
Competency
Deliver
Business objectives
Relates to information
Physical domain
Attitude
Relates to qualitative aspects
Personal characteristics

13. Case Study: Competency Model
Business Need:
Ensure developers understand application
development procedures and don’t
• Waste time reworking code that didn’t follow standards
• Waste time in QA process with developed interfaces that
didn’t follow the standards
Role: Developer
Competency: Required to demonstrate app dev skills in
PHP and MySQL
Competency: Retake the course every 12 months

14. Case Study: Competency Model
Individual Competency: App Dev Procedures
Auto Enroll
Time: 12 months
Course 1: PHP App Dev
Course 2: MySQL Admin

15. Case Study: Evaluation Strategy
First Round Evaluation
Go deep on high value business objectives:
competency, maintainability
Second Round Evaluation
Evaluate prioritized feature set

16. Case Study: Docebo
Texas Department of Widgets
HR / Accounting IT Training Region 1 Region 2 Region 3
Fiscal Code: 100 Fiscal Code: 200 Fiscal Code: 300 Fiscal Code: 400 Fiscal Code: 500 Fiscal Code: 600
Sonya William Sequel Smith Joe Candlestick John Doe Sanjay Ortega Jane Smith
HR / Accounting Supervisor Supervisor Regional Manager Regional Manger Regional Manager
Ann Row Jack Benimble Ella Doe EJ Hogg Marc Jones
Developer Regional Trainer Case Worker Case Worker Case Worker
Ima Coder Jan Bequick Margret Doe Noah Moore Leslie Mills
Developer Regional Trainer Case Worker Case Worker Case Worker
Role: Developer
Enrollment Option 2:
Automated
(Arow, Icoder) Associate Role to Competency:
Min Score: 80,
Expiration: 1 year
Courses
Competency:
Organization Application
Developer Procedures PHP Application
Development Certificates
Credits: 10
Competency: 40
MySQL
Enrollment Rules Administration
Role, Course Credits: 10
Competency: 40

17. Case Study: Competency Model
Role: Developer 2
Role: Developer 1 Competency: App Dev Procedures
Auto Enroll Course 1: PHP App Dev
Course 2: MySQL Admin

18. Case Study: Additional Considerations
IT staff unavailable
– Look to external hosting
ILT staff dedicated to material development
– Quick ramp up on LMS
– Assistance with course design
Reports
– Native reports not detailed enough
– Create custom reports
Accessibility
– LMS
– Training materials

19. Awesome! Everyone’s on board!
Hiram Kuykendall
hiramk@microassist.com
Chief Technology Officer