Chapter I

What is an LCMS?

LCMS is the abbreviation for the term Learning Content Management System. By definition, It is a program for creating educational content. But the LCMS is also the perfect combination between two well-known e-learning tools: the Content Management System and the Learning Management System.

LMS or Learning Management System:

The LMS, also called French online learning management system, is a digital platform that allows you to manage the evolution of training. Accessible for learners and the teaching team, it allows the creation and distribution of training content.

The advantages of the Learning Management System:

• more accessible training
• A time-saver
• A gain of money

CMS or Content Management System:

The Content Management System in French is a web application. Its primary objective is to separate content and its layout on websites. The best known example of this kind of platform is Wordpress.

The advantages of the Content Management System:

• Simpler than HTML
• facilitates referencing

Apprentice digital learning managers often don't know how to choose between an LCMS and an authoring tool. Many think that LCMS platforms are just LMS with an authoring tool. But in the end, it is much more than that, it is an authoring tool with a collaborative management feature. To better understand what LCMS consists of, here is the definition of the term letter by letter.

Definition of LCMS

L is for Learning

To create educational content for e-learning. The LCMS allows fun learning thanks to content that is ever more relevant and personalized according to the needs of the learner.

C is for Content

This includes all the work materials and the various contents used during the training courses (text, audio files, images,...). The advantage of LCMS lies in its options for customizing training content.

M for Management

The platform manages all the data in order to better organize it internally. Intelligent automation helps create content that will feed itself with the most relevant resources.

S for System

System in reference to the software put in place.

Why use this type of platform?

Using an LCMS means ensuring certain points:

• Better team cohesion;
• Intelligent automation;
• More and more customization options;
• Collaborative workflow and creation tools;
• More effective course management;
• Reduction in course development costs;
• A faster increase in learners' skills.

The advantage of LCMS is that you can do without another content management system if you have an LCMS. The platform offers a range of privileges to ensure better content creation.

Who uses an LCMS?

The LCMS is used by the human resources department, the teaching team or production services. Unlike the LMS, the LCMS is not accessible to learners. Indeed, the LCMS is an authoring tool equipped with a collaborative management feature. In particular, it is used to create and organize learning content in order to subsequently offer e-learning courses.

As a reminder, an authoring tool is used to produce educational content intended for training courses. It makes it possible to assemble, produce and organize the various media within various screens.

LCMS & LMS: closely linked

The LMS and the LCMS are two different but closely linked platforms. Their difference lies in the fact that an LCMS platform is more focused on managing, developing, and creating content than a platform. LMS.

There are two main families of LCMS:

• “Pure” LCMS/authoring tool: the user is exclusively an instructional designer. The resource produced must then be integrated into the learning path in an LCMS offering an LMS part or in an LMS.
  
  
• LMS-LCMS, which offer advanced LCMS tools within an LMS environment: they allow the creation of learning paths integrated within the resources. Users are therefore either designers or users.

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Chapter II

The key functionalities of an LCMS

Competition from e-learning platforms has been raging for several years. This phenomenon intensified with the onset of Covid-19 and the period that followed.

To break the isolation of employees, vocational training has been one of the levers for companies. Several techniques, such as Social learning, have made it possible to retain learners and keep them employed while training them in new skills.

The LCMS, learning content management system, is necessary to create and manage online training content in a personalized way. Note that an LCMS platform is an LMS platform equipped with an authoring tool.

To know when and why to use a LCMS platform (Learning Content Management System), here is a look back at the main functionalities of the LCMS.

As a reminder, the target of an LCMS is not the learner, but the e-learning professional:

• instructional designer
• teaching team
• trainers
• human resources team in charge of corporate training

Key features of an LCMS

To understand what an LCMS is for and what this platform can be useful forlearning business, it is first necessary to determine its functionalities. Note that the functionalities of an LCMS are the same as those of an LMS, but with the addition of an authoring tool part for the LCMS. So here are the functionalities of an LCMS.

Author/content creation tool

It is this feature that differentiates an LCMS from other learning management platforms. An authoring tool is what makes it possible to create training content (face-to-face and distance learning). It is possible to create your educational content from A to Z by inserting text, images, external multimedia resources, creating formats such as quizzes, quizzes or evaluations. The design of a training course is the number one step before being able to distribute the courses to learners via a platform. LMS.

Reporting

To create educational content, you must first target the needs of learners.. The aim is always to offer personalized training for employees so that they can develop their skills effectively. For this, the reporting stage is fundamental. It is possible to track learners' progress once they have finished a course, to know when they have been blocked, or how many learners have completed the module. Reporting therefore also makes it possible to assess the level and progress of the learner throughout their training course.

Adapting learning

All these reporting parameters are necessary to adapt and manage future training content in the best possible way. Indeed, one of the advantages of LCMS lies in the fact that digital learning professionals create their content according to the needs of employees. This step is essential for learners to train in the right way.

Collaborative content creation

Collaborative content is preferred in the LCMS, from the first stage, i.e. when creating learning formats with instructional designers. Indeed, there may be several instructional designers who create training modules. In addition, collaborative tools are set up within the platform such as instant chats, private messaging, forums. Depending on the tools, it is also possible to create collaborative working groups.

Document Management

Within your platform, you can insert external documents from the Internet, whether videos or articles for example. It is also possible to download internal company documents in order to improve the skills of learners.

In reality, these functionalities are combined with those of an LMS to strengthen the learning experience since the LCMS is dedicated to the administrator experience. The author tool is a feature specific to the LCMS.

By what means?

All these functionalities are essential for monitoring the training of learners and trainers. These various functionalities are central and can be operated in various ways:

• Evaluations and quizzes
• Reporting
• Virtual classes and webinars
• Discussions and forums (for exchanges between collaborators and with trainers)
• Sharing resources
• Instant chat
• Private messaging
• Collaborative groups
• Certifications
• Administration space (organization of schedules,...)

and many other ways to manage learning and improve the skills of learners.

What formats do these functionalities take?

To be sure that the LCMS is useful for the company, it is necessary to develop fun and attractive training formats for learners. It is then possible to perform:

• Of questionnaires : to assess skills after following a training course for example
• Of games/ Gamification : they allow you to validate what you have learned in a fun way and to compete with colleagues
• Video learning : these videos can be made by “experts” within the organization to make learners more engaged
• Serious Game : this format allows total immersion on the part of employees, they learn while playing
• Storytelling : storytelling has the advantage of describing in depth the knowledge and skills that remain to be acquired
• Tutorials : to better immerse themselves in a part of the training module that interests learners.

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Chapter III

LCMS history and trends

The LCMS is an essential e-learning tool to guarantee the success of a training course. It combines the CMS (Content Management System) with the LMS (Learning Management System). The platform is focused on the creation of educational content. But what is the story of this platform in the universe of Digital learning ?

Discover the history of e-learning platforms:

LMS premises

• 1856: First correspondence courses, taking place in Germany
• 1858: The University of London is the first to allow students to obtain their correspondence diplomas, by taking exams remotely.
  
  
• 1873: Anna Ticknor founds the Société d'Encouragement pour l'Etudes à Home-based, the first correspondence school in the United States. This distance school is particularly aimed at a female audience.
  
  
• 1877: creation of correspondence courses in France, in Pigier schools (founded in 1850 by Gervais Pigier)
  
  
• 1924: invention of the 1st LMS, the “teaching machine” developed by Sideny Pressey. It looked like a typewriter cart. The “teaching machine” had a window that revealed a question with 4 answers. There were 4 buttons on one side of the cart. When the user pressed a key, the machine recorded the answer on a counter, and displayed the next question.
  
  
• 1929: M.E Lazerte invents the “problem cylinder”. This LMS presented a problem to the student, and verified the accuracy of the steps leading to its resolution.
  
  
• 1939: The Correspondence Education Service is created to alleviate the difficulties that students encounter as a result of the war. In 1944, it became the CNEPC (National Center for Correspondence Education) and obtained the status of high school. In 1986, it officially became the CNED (National Center for Distance Education).
  
  
• 1977: Apple II personal computer
• 1980s: learning systems via CD Rom/DVD Rom

The internet revolution

• 1989 : creation of World Wide Web
• 1990: the first LMS invented for the MacIntosh platform was started by softARC
  
  
• 1999: first distance courses offered with tools such as BlackBoard or SmartThinking
• 2001: MIT (Massachusetts Institute of Technology) makes more than 2,000 video lectures available on a site, accessible free of charge. Several other recognized universities have done the same, such as Harvard or Stanford.
  
  
• 2001: the MOODLE intranet network offers learners the opportunity to interact online. It has over 60 million users.
  
  
• 2008: The term MOOC (Massive Open Online Course) appears in Canada in the academic environment during the experimentation of entirely online courses, with a class of 25 students. More than 2000 users have joined this free training course.
  
  
• 2008: LMS platforms can be hosted on the cloud, therefore available completely online. LMS platforms no longer need to be installed on an internal company network.
  
  
• 2012: “MOOC Year”, massive emergence of MOOCs. These online courses or distance courses are open to everyone. Training courses can bring together up to 100,000 participants.
  
  
• 2012: most LMSs are now hosted on the cloud.
• 2013: Creation of the FUN platform (France Digital University) by the Ministry of Higher Education and Research. The catalog brings together training courses carried out by French teachers.
  
  
• Since 2020: Most businesses and universities are using mobile learning

LCMS trends

During the 2000s, e-learning became so popular that some professionals thought that online training would completely replace traditional face-to-face training.

But quickly, the functionalities of the first online training platforms were not sufficient. Learners did not achieve the training goals because their commitment and motivation were not maintained. Indeed, at that time, administrators could not manage the content or the learning methods. In addition, the platforms did not offer learners a personalized user experience.

Les LMS have had to adapt and take into account user feedback. That's why LCMS platforms are more focused on content management, development and creation. Collaboration and cohesion between learners are therefore encouraged. Thanks to the user data collected, the company measures the progress of learners. In this way, learning paths can be improved and administrators can directly personalize the content of the modules according to the learner profile.

The market has seen a gradual development of Learning Content Management System platforms over the past few years and is expected to grow even better in the coming years. But what are the LCMS trends? Here are a few of them:

• Create courses that are always personalized: by designating content in your colors to personalize it and infuse your brand identity and by developing your training modules
  
  
• Multimodal learning : combining the different learning modalities, blended learning, face-to-face learning via Training Management System functionalities
  
  
• Social learning and gamification : integration of social, collaborative and interactive dimensions through quizzes, games, rewards, learning communities, chats, discussion spaces...
  
  
• Adaptive learning : the personalization of training content is facilitated, in particular by using a content management system
  
  
• Monitoring the evolution of learners' progress : access to data, statistics (evaluation, connection rate, completion rate)
  
  
• Microlearning : target short and targeted content. A typical module lasts about 5 minutes and can include videos, audios, gamification, podcast...

LCMS are educational platforms that meet the new expectations of learners and the needs of trainers.. Content that is easily updated and accessible at any time. The LCMS allows the transformation of training into a real enriching user experience.

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Chapter IV

LMS, LCMS: What are the differences?

The LMS (Learning Management System) and the LCMS (Learning Content Management System) are two pillars of the e-learning industry. Both platforms allow businesses to manage and develop online training content. Nevertheless, the LMS and the LCMS differ in several ways.

What is an LCMS? What is an LMS?

You have no doubt noticed, In the acronym LCMS, we find the combination of LMS and CMS.

• An LMS, or Learning Management System, is a digital system for designing learning paths.

The main features of the LMS:

• Dissemination and storage of training content
• Data monitoring and management (reports, performance indicators, module connection rates, etc.)
• Easier accessibility (mobile learning)
• Feedback and evaluation systems
• Social learning support tools

• The LCMS integrates the basic functions of the LMS, namely the individualization and monitoring of the training course, discussion spaces (messaging, forums) and the management of the data collected.

• A CMS (Content Management System) is a tool for creating and managing content, in addition to storing and analyzing it. A CMS often has a text editor and a publishing system. For example, WordPress is a CMS.

An LCMS combines both the advantages and functionalities of an LMS, and at the same time that of a CMS. Indeed, with an LCMS the company creates, organizes and stores the content of the training course, and at the same time optimizes and improves the learning experience of users.

The LMS, on the other hand, allows the distribution of content, something that the LCMS cannot do. This is why businesses generally choose to combine an LMS with an LCMS.

Key differences between LMS and LCMS

Content creation vs Content delivery

The LCMS allows the company to create content and therefore to design its training modules itself. Instructional designers use LCMS to create, organize, and publish training content. Indeed, the platform combines the functionalities of the LMS with those of the CMS, a tool for creating content. The LCMS also includes a text editor, a publishing system and various sharing formats (links, integration codes, SCORM format).

This is not the case with the LMS, which requires a separate creation tool dedicated to the creation of content, before importing and storing it within the system. An LMS, for its part, makes it possible to distribute and make training content accessible to learners, which an LCMS does not allow.

Optimized content personalization

Indeed, the LCMS gives the company the possibility to create tailor-made training materials. This system makes it possible to modify a course according to the particular profile of a learner. If a learner needs different content (images, videos, graphics, graphics, audio files, audio files, quizzes, FAQ, surveys...) to maintain their attention and engagement, the LCMS makes it possible to modify and adapt the content of the educational offer for this learner precisely.

Thus, the user experience is engaging and adapted to each learner (adaptive learning method). The LMS does not allow training content to be customized as much.

Monitoring learners' results and progress

The LMS allows the company to monitor the evolution of learner results. For example, by monitoring the completion rate of the online training course. This corresponds to the number of participants who have completed the training course, as well as the time spent to complete each activity.

In addition, with an LMS, the company has the ability to measure learners' progress, thanks to the data collected during activities and evaluations.

Finally, an LMS assesses learner satisfaction through surveys, questionnaires or discussion areas. Thus, by taking into account user feedback, the training course can be modified and adapted according to their needs (addition of additional resources, diversity of formats, gamification...).

The LCMS generally offers more details, thus making it possible to update the content according to the difficulties of the learners.

Collaborative management function

LCMS platforms have built-in creation tools, which allow users to collaborate on the same content. The collaborative management feature allows multiple editors to work together on the same content, before publishing it in various formats. Collaboration is an essential aspect that distinguishes LCMS from LMS.

Moreover, the target user is different for an LMS and for an LCMS.

When it comes to LMS, the target users are the learners. Whereas for LCMS, they are the creators of learning content, learners who do not have access to the LCMS platform.

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Chapter V

The place of LCMS in business today

Digital learning is an unprecedented opportunity to develop the productivity and performance of a company. The digitalization of training is a trend that is now essential to develop internal skills within companies.

Indeed, the use of digital tools in the field of vocational training has many advantages for companies. The various surveys on the digitalization of training demonstrate that digital technology is a vector of motivation and commitment for most learners.. The ATAWAD concept: any time, any where, any device is preferred by learners, especially since the impact of the health crisis. 100% remote work, and then hybrid work, are increasingly pushing them to favor digital tools to work and train. Learning management platforms, such as the LCMS, effectively allow learners to train anywhere, anytime and on any digital tool.

Why digitize training?

Back to the context

Today, a trainer is required to be trained on digital educational tools since he must create e-learning training modules. All the more so because that is what learners prefer.

In the survey conducted by MyRHline and Beedeez among 300 companies in September 2021 to understand the impact of Covid-19 on the digitalization of training, one of the main figures showed us that For 70% of companies, the health crisis was a trigger or accelerator for setting up projects to digitize training..

Today, when we ask what the most effective training system is, digital technology comes first. Indeed, it is now prioritized due to the erasure of geographical constraints. But also because it allows everyone to train at the desired pace.

The advantages of the digitalization of training

The fact that the vocational training or now, for the most part, digitized allows companies to reduce their costs and the loss of time. Indeed, training that takes place on site is a considerable waste of time. You must first prepare your intervention, the resources that you are going to use, then, bring several collaborators into a place for a training course that will last for half a day, for example. Moreover, this energy and time spent do not necessarily make it possible to engage the employee.

Mistakes not to make

Attention, even if digital learning andelearning are formats highly appreciated by learners, there are a number of mistakes not to make. First of all, not all your employees master digital tools in the same way. Some use it, but with difficulty because they don't like using this type of tool. In addition, you must develop your training modules according to the practices of your learners and not according to the new trend that calls for the distribution of your training module in this or that way and via this or that tool. Wanting to be fashionable is therefore to be banned.

The impact of the health crisis on digital

The pandemic has forced companies to review their management methods and has impacted their operations, but also employees and their mental health. One of the main challenges of this crisis was to maintain social ties between employees and between all actors in the company.. Indeed, loneliness was felt very quickly.

Digital technology has allowed companies and their employees to maintain this link by scheduling one team meeting per week, videoconference aperitifs on Friday evening and other virtual events during the week. This type of technique was vital for employees not to feel isolated in their work since their social life was already at a standstill.

LCMS platforms have also played this role. Employees could talk to each other via forums or chats and share their skills and expertise on training courses. One of the challenges and impacts of the health crisis has been to considerably accelerate training processes., including LCMS platforms. As a result, the skills of employees were increased during this period. Remember that Covid-19 was a trigger or an accelerator for digital training projects and all types of digital projects for 70% of companies.

In general, this forced teleworking and therefore this digitalization of the world of work has also made it possible to accelerate the ease of employees with new technologies. While some were previously reluctant to use digital technology or had difficulty using it, they had to adapt. Now, employees have added skills to their professional panel, such as using a computer and these various tools in the right way.

Choosing an LCMS for business performance

Using an LCMS platform is above all a way to optimize costs and time for businesses. In order to achieve the results set by the company and to see them achieved in the most optimal way possible, the LCMS and LMS platforms are a lever.

The development of online training makes it possible to automate everything within a platform, which saves a lot of time and logistics. In addition, the ROI is profitable, because the satisfaction and completion rate of learners is often very encouraging to continue developing these modules. In short, choosing an LCMS guarantees increased performance for your business, because less time is spent managing training courses one by one. This is all the more true for face-to-face training.

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Chapter VI

Use cases

The Learning Content Management System is a software or platform for learning management. This type of tool is necessary to supervise vocational training and to automate processes. To understand what an LCMS is for and how it works in practice, find out what the LCMS use cases are!

Create and manage personalized training courses

The main use case of LCMS lies in creating training modules at the service of learners. An LCMS is composed of an authoring tool, that is to say that it is possible to design varied and completely personalized training modules according to employees and their needs via the platform. This tool is fundamental to make it possible to manage the increase in skills of employees in the best possible way. Instructional designers can work collaboratively to develop courses that are out of the ordinary. The aim is to engage learners as much as possible to train and to do so effectively.

Diverse and fun formats make it possible for learners to further strengthen their skills. Indeed, the formats are endless and fully customizable. It is possible to choose texts, images, multimedia content, to insert quizzes, battles between learners and many other educational formats.

The second function of the LCMS is to manage learners' learning. Based on learners' responses and the conversion rate, it is possible to know where and how to improve the training modules.. An LCMS is a platform for creating and managing learning to increase the level of skills of employees within the company. To summarize, training courses are created and therefore fully customizable, as well as evolving to adapt gradually to everyone's needs.

Training learners

Learner training is a fundamental lever for the success of a company. Internal training makes it possible to retain employees while increasing the skills of the entire organization.. To be able to train learners, it is necessary to offer the best possible training modules. But employees must also be involved in their training path so that they do not give up. For that, fun and attractive modules are preferred. Increasing the skills of your employees makes it possible to empower and empower them as well as to increase the performance of the company itself.

To further engage learners, it is possible to use the lever of blended learning to vary the pleasures. Blended learning blends training practices, i.e. training can take place synchronously, as well as asynchronously, individually or collectively. The training modules can take place in a virtual classroom, or even in self-training. Blended learning allows learners not to get into a routine and to have the motivation to continue learning.

Encourage collaborative learning

A tool such as the LCMS has a particular advantage: it promotes collaborative learning. Indeed, the LCMS is not simply used to create and then manage training modules. To accentuate the effects of training on learners, they have the opportunity to help each other via collaborative tools. In particular, it is possible to talk to each other via forums or instant messaging. It is possible to create mini-competitions between employees to create commitment and friendly rivalry. Some solutions are increasingly developing social learning. It is a practice that promotes mutual assistance between collaborators and the transfer of knowledge and skills.

Perform reporting

The LCMS contains the possibility of analyzing the results of the training courses offered to learners over a period of time that you determine within your company. In particular, it is you who decide the duration of the analysis, what it will focus on, and then even better target the needs of employees. This is how you will develop the best possible training courses. Reporting and monitoring are two very important aspects for a company.

Gamification of activities

The LCMS authoring tool has the functionality of creating the learning modules entirely and therefore adapting them to the expectations and needs of the learners. In order for employees to want to train, they must be committed to their training course. To do this, when designing training modules, instructional designers can use methods of Gamification. What is gamification? It is a concept that takes up the codes of gaming, and in particular video games, to adapt it to totally varied fields.

This practice is becoming more and more common, as learning companies have realized that the more fun and gamified the courses were, the more they were appreciated by learners. It is then possible to train learners by developing Serious Game. Here, the aim is to combine teaching with a fun practice based on video games.

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Chapter VII

The advantages and disadvantages of an LCMS

The LCMS (Learning Content Management System) is equipped with a collaborative management feature and an authoring tool. How do you know if LCMS is right for your business? Discover the multiple advantages it offers and the disadvantages you need to take care of.

The advantages of LCMS

An increase in company performance

One of advantages of LCMS for businesses lies in the fact that it promotes collaboration and cohesion between team members. In fact, thanks in particular to the social learning and gamification tools of the LCMS (spaces for exchanges, chats, gamification, moments of sharing, competitions...), learners interact together, and therefore maintain high levels of engagement and loyalty.

The personalization of training content using artificial intelligence is also called: adaptive learning.

Customizing the training path (adaptive learning)

Multiple options are available to the administrator with the aim of maximum customization of training according to learners' needs. The possible degree of personalization is one of the advantages of LCMS, which is based on the adaptive learning method. This approach is based on data related to learner behavior.

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Centralization of data

Administrators as well as learners have quick and effective access to all data related to the learning journey.. They don't waste time looking for the various documents that may be lost, confused or deleted. Plus, review data in one place improves results and the user experience.

Accessibility

The LCMS is accessible on all media: smartphones, computers, tablets... This allows learners to be actors in their training courses. Choosing on what medium, when and where they can access training content provides users with organizational freedom that promotes their commitment and loyalty.

Time saver

An online collaborative workspace such as an LCMS allows the company to save time in the production of learning content. Administrators can themselves, if they wish and as soon as they wish, modify the content of the training modules. Therefore, they no longer need to go through an intermediary, which represents a gain of time, and therefore a significant advantage.

Reduction in training costs related to course development

The reduction in the cost of course development is directly linked to the time savings represented by the LCMS. The more the learning platform is able to simplify the course development process, the more the company can mobilize its internal resources towards other aspects such as the development of new modules or other learning resources, and the exchange with learners.

Optimized course management process

The entire process is optimized, as trainers and administrators save time with LCMS when it comes to developing training content. In this way, they can put this time at the service of the learners.

Learners, on the other hand, can participate in content management by choosing the modules that interest them, in connection with the development of their skills or their professional careers.

Faster skills development

The LCMS has the advantage of allowing learners to develop their skills more quickly. This evolution is the result of several others benefits of LCMS for learners, including course personalization that engages and motivates learners. Then, the support they receive allows them to feel supervised, and to move forward by being in contact with the trainers. The diversity of content and resources offered to learners also promotes their development of skills. Finally, accessibility to the LCMS on all media provides freedom and autonomy to learners in their training path.

The disadvantages of LCMS

Technical constraints

One of the drawbacks of the LCMS concerns the technical constraints that must be taken care of. Indeed, to be effective and adopted by learners as well as users, the LCMS must be simple to use. Its ergonomics must be suitable for users. In addition, the front office must be easy to use and the back office efficient.

Attention, some LCMS do not allow you to copy and paste content on different modules.

A little extra: to guarantee interoperability and the connection between an LCMS and an LMS, it is advisable to choose a publisher that deploys both systems (both the LCMS and the LMS).

Financial constraints

Having an LCMS comes at a price. The company must ensure that it can insure the costs and expenses of the LCMS (subscription, acquisition, ancillary costs). Plus, it's a good idea to know what tools the business really needs, and which ones it can eliminate.

The learner profile

The LCMS must adapt to learners' profiles and their daily practices.. Indeed, the LCMS is not adapted to all user profiles. Among other things, we must take into account: their digital fluency, their capacity for autonomy, the equipment they have and their work environment. Some employees need a lot of social interactions to maintain their attention, social and collaborative learning tools can make up for this lack.

A little extra: before opting for distance learning, and choosing an LCMS, the company can train and support learners in the use of digital tools.

Educational goals and training topics

Not all topics are necessarily suitable for LCMS. For example, technical and complex topics are more difficult to address during distance learning.

Finally, based on the educational objectives set at the beginning of the training, the company selects the tools it needs and those that it can do without.

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Chapter VIII

How to choose your LCMS?

An LCMS platform is a tool that is highly appreciated by learning organizations and e-learning professionals. However, it remains to be equipped with the right e-learning platform. So, How to choose your LCMS without making mistakes? What are the key steps to follow and the functionalities that the company wants to benefit from? Discover the various tips for choosing an LCMS platform here.

Having training content is certainly necessary, but choosing the right tool is even more so. It is with the right tool that employees will want to use the platform and therefore train.

Return to the LCMS

As we are gradually discovering, the Learning Content Management System is a platform for creating completely personalized training modules, but it is also possible to manage learning and storage. So, An LCMS is very important if you want to develop and promote an adaptive learning approach. The LCMS should be easy to access for administrators and learners, it should be fast and intuitive. Training courses must be varied, in particular by promoting blended learning and microlearning. In addition, data storage must be respected in order to be used for reporting.

Step 1: Define Business Needs

Before equipping yourself with a tool to manage your e-learning training, it is necessary to define its perimeter. Whether you are a training organization, or a company that wants to develop its skills internally, you must identify your needs, your target and the potential uses of your learners. You need to know why you want to use an LCMS platform and how you see its evolution in the short, medium and long term. In this way, you will take the first step in choosing the right platform.

You can define the number of learners you want to train via the LCMS, what budget you decide to invest and how to set it up. You can decide to develop this platform on a computer, tablet or phone. In addition, you need to ask yourself what access you want to offer to your learners so that they can use the LCMS. It will also be necessary to imagine the different uses of learners to know which tools promote their engagement on the LCMS.. Indeed, the analysis of the target is essential to understand what its uses and practices are and what tools it would use more than another. You should ask yourself whether you want to open these training modules to a hundred learners, or to several thousand. All the data must be detailed to choose your LCMS correctly.

Step 2: What training modalities do you want?

What training methods do you need to manage the learning of your learners? There are several types of apprenticeship:

• distance learning via various digital tools
• Apprenticeship Blended Learning (mixing face-to-face and remote)

It is entirely possible and preferable to mix these two forms of training to have a higher training completion rate.

It is also worth asking What learning methods do you want to implement. It is possible to choose gamification, serious games, quizzes and many other techniques.

Step 3: Do you need a platform that delivers the content, or create it?

The LCMS is a learning management platform coupled with a system of authoring tools allowing you to create training modules yourself.. Make sure you choose the right method and platform based on the needs of the business and the learners. An LMS does not have an integrated authoring tool. You need to determine the features, pros, and cons of each learning management platform. You need to understand the advantages of an LCMS compared to other platforms to be sure of the usefulness you will make of it.

Step 4: Do you want a platform dedicated to the user or administrator experience?

When choosing a Learning Content Management System platform, you are choosing to be on the administrator side.. Indeed, this platform is above all specialized in the creation of training courses. So, the most important thing is to havea collaborative tool to imagine and develop learning modules that are best suited to learners. The LCMS platform must therefore first be intuitive for administrators. The functionalities of the LCMS must above all be founded for administrators serving learners. Facilitating the use of your learning management platform is fundamental.

Step 5: What follow-up do you want?

For this step, you need to think about what data you want to use and what display you want. What information is relevant to you and how do you manage the training courses as they go along? If you want to report and monitor the training courses of your employees, you must use an LCMS platform that contains this functionality. You will be able to track the time of completion of the training, the success rate, the appreciation rate and many other parameters.

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Chapter IX

What is the future for LCMS?

Learning Content Management System platforms are essential tools for successfully increasing the skills of your employees, or of your learners if you are a training organization. However, the digital learning market is very competitive. There are also other training platforms, such as LMS and LXPs. These two LCMS competitors are also allies, since they can be incorporated into the LCMS to offer a highly developed user experience. On the other hand, few businesses are opting for multiple learning management platforms.

Digital learning is indeed booming and its frantic race is far from over. Since the advent of Covid-19, employees have had to radically change their working habits, in particular by switching to 100% remote working. Today, hybrid work is preferred in a large number of companies and digital learning is now a common training practice for learners.. According to an OECD study, in 2022, 85% of people living in France used the Internet in the last three months, compared to 65% in 2009. Now, the active segment of this population must continuously train within their company in order to develop and promote the deployment of internal skills. Especially since a skill has an average lifespan of 12 to 18 months in 2024 according to the OECD. It is then necessary to constantly adapt and acquire new ones.

Increasing skills is a real driver of company performance and sustainability. To ensure that e-learning and digital learning do not run out of steam over time, it is necessary to focus on various aspects as follows.

The future of digital learning

Promote hybrid training

By analyzing the completion rates and the various outcomes of learners when they complete their training modules, It is clear that what works best is to mix modules and teaching formats. Learner engagement and retention rates increase when synchronous, asynchronous, self-learning, flipped pedagogy, virtual classroom, microlearning, gamification, quiz, serious game, serious game, social learning and many other learning methods and formats are mixed on the LCMS platform.

Develop learner engagement

In order to retain learners, and at the same time, increase company performance, it is necessary to develop employee engagement as much as possible. To do this, you can perform several techniques based in particular on gaming and gamification. Employees are keen on internal competitions. This makes it possible to mobilize them more when a gain is at stake. You can give a prize to the top three to give them a weekend for example. It is also a good idea to use short and fun teaching formats so that learners want to further develop their skills.

Stop the educational millefeuille

There are extremely numerous educational methods on the market, so the training offer is very segmented. Learners and administrators can be drowned in all the courses offered. Infobesity and hyperchoice can be harmful, so training courses must be chosen according to the educational objective.

Focus on collaboration and peer to peer

To ensure the future of LCMS platforms, it is first and foremost necessary to develop collaborative and participatory training modules. Employees learn much more effectively when they are active in their skills development. That is, when the learner must take on the role of trainer himself and by empowering his training.

Focus on new digital learning jobs

The work of a trainer has only evolved in recent years. He must master technological and digital tools in order to lead virtual classes himself, for example.

The Digital Learning Manager

These digital learning project managers must first become familiar with vocational training in order to be able to adapt the training modules to the learners. It is by knowing their needs and the diversity of content offered that they will be able to structure educational engineering. But also that they will be able to manage the various supports and tools. This position is increasingly in demand within companies.

The Content Designer

To be a designer of educational content, you must be familiar with LCMS platforms, LMS, authoring tools, LXPs. They are specialists in various digital learning materials. It is thanks to them that the training courses are used by employees.

The Learning Success Manager

This profession is still poorly developed in companies. However, it is essential for the successful digital transformation of training. This job is fundamental to have an ROI, because it first assesses the needs and expectations of the company. As a result, he chooses a learning management platform that adapts to the uses of the company and the learners. The learning success manager is therefore in charge of deploying the digital training project and ensuring that it is used by the learners.

So what is the future for LCMS?

The competition from digital learning is strong. However, LCMS platforms have advantages that other platforms like LXPs do not have. They make it possible to create training, but also to manage it. To enhance the advantages of LCMS, its functionalities can be combined with LMS platforms. Indeed, users can use it and benefit from a more engaging user experience.

LCMS is still unknown in the world of digital learning. Some businesses decide to use only an LMS. So, what learning management platform will last in the years to come? The answer is still unclear today. However, we know that training is more and more likely to be oriented towards and for the learner with ever more innovative formats.

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