LMS Trends In recent months, a lot of changes have occurred in the LMS industry. Some good, some of concern. Nevertheless, all trends are important for you to know.

Performance Management

There has been a big uptick in the performance management angle. The feature set mostly includes the usual options, including skill gap analysis and 360 feedback tools. Some suppliers have also added performance reviews. What is different, though, is the inclusion of such items as succession planning, leadership development features, career mapping, and so forth.
Growth in performance management tools can be viewed as a blessing or a curse. While some organizations are craving these options, others don’t want them and will not use them. The concern for me, however, is that under the “performance management” umbrella, I am starting to see features that are typically included in human capital management (HCM), human resource information system (HRIS), talent management (TM), and business intelligence management (BIM) systems.
Worse, these tools (HCM, HRIS, TM, and BIM) see learning as a component—not a number one priority. In my opinion, learning and training (which are different) should be number one, with performance management ranking number two.

Competency Management

Competency management is hot. And honestly, it seems a perfect tie-in with gamification—to boost what is possible. Competency also rings well with mobile, especially learning functions that are doing on-the-job training. When you factor in digital signature to it, you have a tool that can take LMSs to the next level.

Moving Forward

That’s the latest. Well, there is one more thing: LMS vendors are starting to offer two pricing models, one for internal (employees) and the other external (B2B/B2C).

Stay tuned!

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