Hashtag: #USSPG5 Building the Framework for an Effective Learning Management Platform

Transcription

1 Hashtag: #USSPG5 Building the Framework for an Effective Learning Management Platform Presented by Honora Wade and Michael Lowe

2 Is your team ready for the big leagues? 1

3 Don t Be Sent Back To The Minors! "Pick me out a winner, Bobby" Roy Hobbs In these times of change in law firm billing (flat fee, etc.), client demand for efficiency and technical competence is higher than ever. u_pass_this_in house_counsels_tech_test

4 What s the Goal? A place to source a training calendar and written documentation A tool for tracking CLE and other outside courses A platform for delivering elearning A one off tool for optimizing firmwide rollout of a new desktop Learning plans to effect transformation in how a firm prepares attorneys and staff to meet client needs

5 Selecting the right equipment: LCMS vs. LMS Learning Content Management System (LCMS ) A place to aggregate materials Possibly includes a simple class calendar Template driven, Collaborative Content Development Facilitated Content Management (i.e., indexing and reuse) Learning Management System (LMS) All LCMS functionality More robust calendar with selfenrollment and reminder features Attendance tracking capabilities Ability to create, assign and track Learning Plans Manager ability to monitor progress Post class satisfaction surveys

6 Plotting Team Strategy Today and Into Your Future... Technical Training (use of inhouse tools) CLE (tracking only? Purchased CLE content?) Professional development (content often purchased as a subscription). Clarify your scope and identify the elements that best serve the firm s current business needs and long term strategic initiatives Consider what elements are most necessary vs. functionality that is perhaps more appropriate for a Phase 2 or 3 implementation

7 Plotting Team Strategy Making Use of Multiple Resources... What training is best developed in house versus sending people to outside experts? In House Technical documentation (tip sheets, etc.) is often done inhouse due to numerous 3rd party application integrations and customizations External Resources Additional degrees or certifications Professional development Even when using outside vendors, tracking these certifications in your LMS may be useful for performance appraisals and salary evaluations

8 Unique Challenges Law departments (as opposed to law firms) are often under the umbrella of much larger organizations Small or medium sized firms may find the implementation and expense of some larger LMS players is just too much for their needs.

9 Assembling the Team Depending on scope, it may include: Human Resources Staff Managers/HR Director Legal Professional Development staff End User Representation Staff (secretaries, clerks, and other administrative support), Paralegal, Attorney (with emphasis on CLE) Multiple office participation? IT/IS Technical Training representative Engineering/Technical implementation representative

10 Who s On First? A Core Challenge? Getting all those players on the same field Who s leading the initiative? Human Resources/Personnel IT/IS Department CLE/Attorney Professional Development group Territorial behaviors can doom an LMS initiative. What are the effects and cost of this conflict? Three systems at certain large firms initial investment, cost to stand up system, confusing administration process User confusion about available resources Diffused, weakened learning culture

11 Managing Your Playbook Learning Management Procedures Course catalog Class events Administering CLE

12 What s on Second? LMS Ready Course Catalog Naming & Numbering Conventions Course Metadata Categories Learning Paths Groups

13 LMS Conventions Element Potential Purposes Suggestions Course Names Help users quickly identify relevant courses based on subject and intended audience Help administrators associate courses Course Numbers Help distinguish types of training for reporting purposes Indicate a level or series Categories Help users to filter the course catalog and find courses of interest Can control they display of information based on group membership Keep them simple and focused on the topic Consider using subtitles for series name (e.g. IP Monthly Lunch ) Consider a scheme for distinguishing between providers at the firm, e.g. Attorney vs. Staff vs. Technology training Common ways to categorize courses are: Geography Attorney/Staff/Tec hnology Practice Group Career Level Competency Technology Type

14 Setting Your Lineup LMS Ready Content Classes elearning SCORM vs non SCORM Class videos Video vignettes Templates Certificates Sign in Sheets notifications Feedback forms Reports

15 Learning Paths Ensure training time directly addresses and benefits workflow needs... Learning Path Categories Core Competencies Employee Role Practice Group Office Each organization must find the right balance for each category

16 The Push vs Pull Continuum Register users on their behalf Place course on user s Learning Path Recommend a course / send a notification Include in course catalog tied to a category

17 Keeping Score Making use of the data... CLE Tracking Reporting Course and instructor evaluations

18 Rounding Third Headed Toward Home

19 If you build, will they come?

20 Deployment Bring It Home With Style...