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Learning Management Systems and eLearning

March 16-17, 2011
This event has ended. Click Enter Event to view the archive.
Attend the workshops from your desk! .

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Dan Cox, President(Cox eLearning Consultants)

Welcome to the IHR Learning Management Systems and eLearning Workshops and Program!

In this introduction you will:
- Meet the Advisory Board
- Learn about the Certification program
- Understand what Learning Management Systems and eLearning is and how it affects you
- And hear what we have planned for the year! 

Anders Northeved, Senior Principal Product Manager(Oracle Corporation)

This presentation will look at what is going to happen in the world of e-learning and LMS in 2011.

Known topics still essential in 2011 like time-to-knowledge; LMS integration and Certification will be highlighted together with evolving topics like social learning; delighting the learner and mobile learning.

We will also take a look at some topics we will start discussing in 2011 including possible successors to social learning like content verification and personal accreditation and also why gaming is not the silver bullet for all e-learning applications"

Known topics still essential in 2011 like time-to-knowledge; LMS integration and Certification will be highlighted together with evolving topics like social learning; delighting the learner and mobile learning.

Tad Waddington PhD., Director(Accenture)

The audience will learn:
• How Accenture analyzed 261,000 employee records to isolate the effect of training on per-person margin.
• That the ROI of training was 353%.
• How Accenture was then able to calculate that the value of E-Learning was 524%.
• And why.
• And why it is that such unbelievably high ROIs are believable.
• What the broader meaning of such high ROIs is.
• A simple four-step method for evidence-based business cases.
• That the simple method works via a recent example of Accenture’s ROI in training and KM which demonstrated an ROI of 518%.

Linda Uli, Business Development Manager(Cisco Systems, Inc.)

Experience an online class—from a learner's perspective. Then, learn and practice proven methods that keep everyone focused and minimize distractions, including how to:

" Develop instant rapport—wherever participants are located.
" Create anticipation—keep learners on their toes.
" Engage learners using interactive technology and asking thought-provoking questions.
" Convey emotion and excitement with specially designed presentations.
" Simulate a commanding live presence—using only your voice

Experience an online class—from a learner's perspective. Then, learn and practice proven methods that keep everyone focused and minimize distractions, including how to:

" Develop instant rapport—wherever participants are located.
" Create anticipation—keep learners on their toes.
" Engage learners using interactive technology and asking thought-provoking questions.
" Convey emotion and excitement with specially designed presentations.
" Simulate a commanding live presence—using only your voice

David Mallon, Principal Analyst (Deloitte Touche Tohmatsu Limited)

New market demands, a wave of consolidations, and a renewed understanding of how people learn are reshaping the LMS market, forcing those involved to keep current with ongoing change. This session will deliver key insights from Bersin & Associates’ latest market study, Learning Management Systems 2011. Attendees will gain a comprehensive overview of the vendor landscape, and learn about the trends influencing product strategies, including social and informal learning. Budget and operating challenges, consolidation issues, and new functionality round out a discussion of the considerations attendees will need for decision-making, whether replacing existing systems or making a first-time LMS purchase. 

Kevin Nash, Consultant(Aspen Organization Development Consulting, LLC)

 Computer based training has been around for over twenty-years, but new advances in online technology have greatly enhanced the possibilities for eLearning. These include access to eLearning courses though mobile devices, such as the iPhone or Blackberry, and the advent of video, game-based learning modules. This presentation will outline some of the current best practices in online learning with particular reference to how these can be applied to small and medium sized organizations. The presentation will also give some predictions on the future of online learning in the workplace.
The presentation is designed for small to medium sized organizations or divisions of larger organizations who want to get started developing online learning programs for their employees. The presentation will also be beneficial to organizations that already have online learning programs, but wish to make them more effective.

Topics Covered in the Presentation Will Include:
1.       An overview of current trends in online learning
2.       Considerations for effective design of online learning courses
3.       Potholes and pitfalls to be avoided when setting-up online learning
4.       Blending online learning with classroom based and on-the-job training
5.       Measuring the results of online learning
6.       Where do we go from here? -- Future trends in online learning

Anders Northeved, Senior Principal Product Manager(Oracle Corporation)

In this presentation we will take a look at some of the areas you need to cover to be successful with e-learning and LMS. This presentation will not be a textbook approach with a lot of theory but an overview of what has turned out to work in real life situations.

First you need to get your project up and running - without a successful introduction long term success is very difficult and there are some specific things you need to be aware of.

We will also look at some of the important topics when you have an ongoing project, things that will determine your overall success. These might be little things but they can be very important, and if they! are not done in the right way they will overshadow all your other great achievements.

Finally we will look at e-learning and LMS from the organization’s perspective.

With experience taken from the world of content creation, implementation and use of e-learning and LMS in smaller and larger organizations around the world we will look at specific topics like: why deadlines can be crucial for e-learning; why two LMS is not better than one; why “need” is more important than quality; how to communicate updates and why you don’t always need the IT-dept for an e-learning project.

Matt Murdoch, Director(FranklinCovey )
Treion Muller, Chief eLearning Architect(FranklinCovey )

 Many in corporate America are struggling to find ways to cut costs and increase reach without sacrificing the quality of training. With dramatic growth projected in virtual training, the challenge remains how to effectively take live in-person training and transfer it to an online experience.

Session participants will hear directly from Matt Murdoch and Treion Muller, authors of the soon-to-be-released book, The Learning Explosion: 9 Rules to Ignite your Virtual Classrooms. You will learn about the new mind-set and a new tool-set required for today’s corporate training, how to deal with continual change in training-related technologies, and how to build an internal team that can effectively manage and launch your virtual training. You’ll also get time-tested rules to overcome the bias and stigma that persists with the term e-learning. Plus you’ll see exciting trends, insightful projections and a real world example of how FranklinCovey has approached this opportunity through powerful leader-led training conducted online.

Ed Cohen, CTO(Learning Consultant)

Implementing a learning management systems can provide significant benefits to your organization and help automate and streamline employee development as part of a comprehensive talent management strategy. But like any enterprise software implementation, there are risks as well. In this presentation, Ed Cohen, CTO of Plateau and HR Institute Board Member, will reveal nine common learning management system implementation pitfalls from initial system selection to production, while offering tips and guidance for avoiding them:

Selection process pitfalls
* Making a decision based only on technology and not relevant functionality
* Not identifying a clear problem being addressed by the LMS for the business case
* Not involving the correct people

Implementation process pitfalls
* Unrealistic implementation schedule / scope
* Implementing the LMS in a way that doesn't really improve the business
* Not integrating the LMS with other systems

Production pitfalls
* Governance
* Failure to use the system effectively
* Reluctance to upgrade and expand its use within the organization

Heather Cowan, General HR(Autodesk Inc)
Harry Wittenberg, Sr. Consultant, HR Training and OD(Autodesk Inc)

This presentation will cover lessons learned in the planning stages of a change management program. Included in the discussion will be selecting the right stakeholders, gaining consensus of critical decisions and requirements, and planning resource requirements.

Also covered will be key factors during the implementation of the system including executive communications, setting up support structures, and identifying key champions as early adopters.

Finally, and most importantly, we will review an example of a change management playbook, which identifies key stakeholders, messaging, training, and other factors critical to ensuring the system is understood by all of its users, and encouraging usage to get it off the ground. Also covered is the lessons learned about replacing LMS’s that have been implemented for some time and how those decisions are made.

Both Harry Wittenberg and Heather Cowan have had years of experience implementing LMS applications in Fortune 500 companies. They will share lessons learned, models to follow, and best practices.

John Donohue, Training(MAXIMUS Tax Credit and Employer Services (MAXIMUS, Inc.))
Lawrence Wood, Training(MAXIMUS Tax Credit and Employer Services (MAXIMUS, Inc.))

“Setting the Table and Serving it Up: How to Use LMS and eLearning to Manage Compliance," addresses MAXIMUS’ use of an internal and a hosted external Learning Management System to effectively manage our Compliance Training Program and our internal Project Manager Certification Program.

In the "Setting the Table" portion of the presentation, we describe the tools we utilized and steps we took to establish an eLearning training infrastructure; and in the "Serving It Up" portion, we address how we successfully develop, deliver and manage our blended training solutions. Using a case study format, the presenters will discuss the challenge they faced and the success they have come to realize in providing a consistent, enterprise-wide compliance training program to 5,500 employees in over 200 offices across the United States. The case focuses on laying out a Web-based training strategy, defining Learning Management System (LMS) requirements, choosing a vendor, implementing the system, developing and publishing content, enrolling users, and tracking and reporting on completion progress. We will also present on strategies for combining live synchronous (Webinar) and asynchronous Web-based learning to deliver distance learning training programs.

Peter Psichogios, CEO(Celebrity Service Institute)

In this session, we will examine the critical reasons why high drop out rates for e-learning are still pervasive and how to overcome them.

During this interactive presentation, participants will have the opportunity to see a variety of e-learning solutions that are uniquely different than traditional e-learning.

We will cover ways to focus on learner engagement, reinforcement and e-learning designs that create consistency and scalability with less time required by the learner. Participants will have an opportunity to explore and discuss both the challenges and the solutions to fully capturing the benefits of e-learning. Additionally, we will challenge the conventional wisdom that custom
e-learning has to be time consuming and expensive.

This session will also address how organizations are collapsing the time to competency and using interaction, contextualization and follow up as the keys to driving results.

Thomas Stone, Senior Research Analyst(Taleo)

Long-touted as a "next big thing" in the Learning and Development field, due to both technology improvements and proliferation of mobile devices, the promise of mobile learning is finally becoming a reality for more organizations than just those on the cutting edge.

Even so, for many L&D and HRD professionals, mobile learning remains a brave new world, and one with many complicating factors and roadblocks to get around. Who is mobile learning most helpful for today? Where is mobile learning most often used? From a learning moments perspective, when is mobile learning most important? What kind of learning -- learning approaches, topics, and subject areas -- are people using mobile learning for? Why add mobile learning to your traditional learning approaches, what are the benefits? How exactly is mobile learning accomplished, what are the main issues to consider, and what are some of the gotchas and hurdles that can trip you up? This session will answer these questions and more.

Maleka Ingram, Senior Performance Specialist(Laureate Education, Inc.)
Patrice Anderson, Vice President, Learning and Development(Laureate Education, Inc.)

In the summer of 2008, the Laureate Higher Education Group’s Human Resources department implemented an enterprise wide Learning Management System to serve 2,500 full time employees. Our main goals for implementation included enabling enrollment, registration and tracking of instructor-led training, online training and blended learning and performance support solutions.
We would like to present a standard presentation on the process we used to implement our LMS and the lessons learned.
Presentation topics include:

" Implementing and Managing Change in the Workforce During a New LMS Deployment

" Organizational Readiness Assessment – We will discuss our methodology used to collect and analyze data on our organization’s current and future learning and development plans.
" Communication Strategy – We will discuss our process and tools for raising awareness and preparing our global audiences for the implementation.
" eLearning Strategy – We will focus on efforts to shift the mindset from 100% instructor-led to a blended curriculum of instructor-led and online training. We will also discuss strategies and techniques used to teach staff on how to develop eLearning materials and content.

" Best Practices and Lessons Learned for LMS Deployment

" Customer Engagement Model – We will discuss how we involved key stakeholders in the research and investigation phases of the project. We will also discuss how we transitioned into a sustaining model for ongoing customer/stakeholder engagement.
" Technical Support Model –We will discuss how we defined levels of support within our organization including soliciting the participation of our internal Information Technology department and creating long-term partnerships with the LMS vendor technical support team.
" Ongoing Training and Awareness of System Enhancements and Capabilities – We will discuss our process for continual education and awareness about the system and how the system can support the learning and performance goals of our organization.

Laura Steck, Vice President(Glc)
Kent Kaufman, CEO(Growth And Leadership Center)

 In today’s business climate, HR professions get lost doing too many tactical issues and are not always being championed to providing as much strategic value as they could be. Many companies set up courses and learning management objectives but forget to link up the People, Strategy and the Performance including the HR and Learning development organization.
Whether you are one person, a senior player or have a team, these two dynamic Executives Coaches have us experience to provide an exciting packed session with comprehensive models and tools and the right strategies to Identify and then Sell more compelling missions for your learning management programs. Through conceptual models to role plays and CEO’s surveys Laura and Kent will walk through
•       How to excel with Your HR Score Card
•       How to Sell a compelling ROI for your Initiatives
•       Presenting Initiatives one to one and with your senior team
•       How to handle the conflicts and objections and overcome resistance
•       And How to build continual value through influencing the business

Gary Woodill, CEO and Senior Analyst(i5 Research)

Learning management systems have been available since the 1960s, with the development of the PLATO system for mainframe computers. Recently, however, a new category of LMS has arrived – Mobile Learning Management Systems (MLMS). In response, regular LMSs and LCMSs are scrambling to adapt their products to the movement towards mobile computing. This presentation, based on Dr. Gary Woodill’s new book, The Mobile Learning Edge (McGraw-Hill, 2010), will explore how mobile learning management systems differ from regular LMSs, and look at the feature set you can expect in a MLMS, as well as some of the adaptations that regular LMSs have made in the mobile area. Included in the presentation will be a look at 10 leading mobile systems that can be used to track learning. This will allow a comparison to be made on the features that one can expect to find on any mobile learning management system, and a discussion of how to select the best mobile system for your needs. Finally, we will look at the near future of mobile learning management systems and see what new features and innovations buyers can expect over the next 5 years, as well as discuss how mobile computing changes the locus of power from centrally managed training to personalized learner controlled content.

Janine Yancey, CEO(emTRAiN)
Tatia Davenport, Director of Client Services(emTRAiN)

We’ve had the 1st wave of LMS and eLearning adoption where larger companies invested in big systems and large, generic eLearning libraries. A decade later, we see there’s typically a very low adoption rate amongst employees and when employees do use the system, they maybe access 1% of the library . . . clearly uninspiring business results.

We’re now entering the 2nd wave of LMS & eLearning investments – this time by companies who typically have less than 10,000 employees. However, the SMB market cannot afford and will not make an investment for “show” . . . and ultimately, SMB companies will be able to teach the Enterprise market a few lessons, such as: how to implement a very user-friendly LMS that any director or senior manager can administer for his/her direct team; how to employ a “crawl, walk, run” adoption strategy in terms of launching very tactical, results-oriented training, as opposed to “off-the-shelf” generic training to get people to see value in the system, the content and the possibilities. To illustrate this concept, we’ll discuss how one client used the LMS and customized “Learning Snippets” to train each team before and as they opened up a new retail store as was able to measure store profitability at month 5 rather than month 6 – which it was at pre-training.

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