Every organization has its own unique culture and organizational hierarchy, which decides how the organization deals with vendors and people from other organizations. In today’s blog post, we look at how the size of an organization plays a crucial role in the decision-making process and who takes ownership of the training platform.
An organization is only as good as its Learning and Development and Human Resources teams. One is responsible for training and up-skilling employees and the other finds the right people to work in an organization. At the speed at which the IT-boom happened in India; it did not take long for the top-guns to realize that there was a huge problem. The problem was training fresh graduates to make them ‘job-ready’. The growth of L&D trainers across India runs in tandem with the growth in the IT-sector and one cannot exist without the other. In the current scenario where the demand for trained employees across different industries is at an all-time high; it is important to know the impact and importance of a proper L&D team, quality eLearning courses and a robust LMS to run these courses.
One pertinent point that often gets raised during new project-proposals is – “Who owns the training platform?” In your own interest as a vendor or a learning technology solutions provider; it is important to get a clear perspective of whose demands you need to be catering. Usually the HR and L&D, the Finance and the Marketing Teams of an organization can never come to an agreement and all of these teams have an important role to play in finalizing the LMS. It would really help things for you, if you had one single point of contact from your client’s side. Then again, we do not live in an ideal world and more often than not you would be having to deal with various people from different departments during the course of your project. Now let us look at scenarios by organization-size.
These are typically organizations with under 500 employees and in most cases 250 to 300 is the average total of regular staff. These companies don’t have a separate L&D team and a very small functional HR team for recruitment and payroll processing. In such organizations, the focus is on the bare essentials of generating business and driving revenues and every expense and investment has to go through multiple-levels of scrutiny and approval. In most cases, the training platform is tailored as per the demands of functional department heads who require their team-members to acquire skills needed for them to work efficiently. The department heads ‘own’ the training platform. There might be lack of clarity in terms of what they exactly want but once they are convinced then things fall into place quite quickly and implementation works fast.
Medium or Mid-Sized Organizations
These are typically organizations with about 500 to 1,000 employees. These companies are usually in the high growth stage and explore opportunities to make training more efficient to drive profits. The HR and L&D teams function together and they usually take ownership of the training platform.
These are the ‘big guns’ with thousands of employees spread across different countries and separate HR and L&D teams operating independently. These huge companies offer a fair challenge to work with as everyone has a whole lot of ideas in terms of making the ‘training platform’ better. Right from the L&D Head to Departmental Managers and Module Leads, everyone seems to offer their insights. In a way, it is good because you as the vendor are able to get inputs from all the people who would be handling and using the platform. Then again there might be scenarios wherein a regional L&D Head may need a specific type of configuration/installation while to national/global L&D Head may have a different take on the project.
This works in both ways – one – where everyone knows what exactly they need and all specifications and requirements are given up-front clearly and your job becomes easier while implementing the LMS. God forbid, if it is scenario-two, where it is total chaos, no one knows what exactly they want and every contact is totally against what the other client-contact wants; a prime example of office-politics at play. This is where you will have to be judicious and careful, work with a cool head, and get the job done with greater focus.
At the end of the day, it all boils down to how well you understand client requirements and are able to negotiate and execute the project within the specified deadline and budget.
Making LMS Implementation Easier
We list down some points that will help you get a clear idea of how you would be able to carry out the LMS Implementation with ease for your client.
- Effective Communication – Communicate with the key stakeholder(s) from the client on a regular basis and ensure that both your design and implementation team and the client’s team are on the same foot. Document every little piece of information related to the project.
- Clarify Goals – Understand the needs of your client and offer solutions that are practical and efficient.
- Ownership – Be clear on the aspect of ‘ownership’ of the training platform and request information and instructions from one channel/person from the client’s side.
- Testing – Let people who would actually be using the training platform, test out your implementation of the LMS and give you feedback.
- Timelines and Budgets – Ensure that you stick to the timelines and budgets agreed upon.
We have looked at this topic in greater detail in our earlier blog post on the LMS Buying Checklist.
Whether it be LMS upgrade, new LMS implementation, LCMS implementation, or help desk support services, we offer world-class service at a competitive price. Please write to us at email@example.com for all your training platform requirements and experience the Ingegno advantage today.