LCMS : The Ultimate Guide (2022)

Digital learning is becoming increasingly important in the world of professional training. Indeed, the pandemic has hit companies and training institutions hard. It is clear that digital technology is no longer an alternative. The training courses that were previously done on site had to evolve into the digital world with the help of software and platforms that were hardly used in the past.


According to a study carried out in partnership with myRHline in 2021, for 70% of companies, Covid has been a trigger and accelerator for digital training projects. 56% of those surveyed believed that digital tools were the most effective method of training.


Today's e-learning tools cover several platforms. LMS, LXP, LRS or LCMS: it's easy to get lost. The acronyms of the training platforms may sound similar in their pronunciation, but they have different features and target audience.


In this ultimate guide we will focus on the LCMS, also referred to as the Learning Content Management System. This platform partners with distance learning and appeared shortly after the LMS and the CMS.  However, the LCMS is still not widely spread. 


The focus of this article is on the pillar of corporate training: its functionalities, its history, its advantages and disadvantages, its place in the company, its applications, the trends and the future of this platform. 

The details are explained in this guide.

Chapter I

What is an LCMS?

LCMS stands for Learning Content Management System. It is a programme for creating educational content. But the LCMS is also a perfect combination of two well-known e-learning tools: the Content Management System and the Learning Management System. 


LMS or Learning Management System:

The LMS, also known as the French e-learning management system, is a digital platform that enables the management of training and development. Accessible to the learners and the educational team, it can be used to create and distribute training content.


The advantages of the Learning Management System :

  • Accessible training
  • Time efficient
  • Cost effective


CMS or Content Management System :

The Content Management System is a web application. Its primary objective is to separate content and formatting on websites. The best known example of this type of platform is Wordpress.


The advantages of the Content Management System :

  • Easier than HTML
  • Facilitates referencing

Digital learning managers are often confused when choosing between an LCMS and an authoring tool. Many believe that LCMS platforms are just LMSs with an authoring tool. But it is beyond that, it is an authoring tool with a collaborative management functionality. For better understanding, here is a detailed definition of the term LCMS.

Definition of LCMS

L for Learning

To create educational content for e-learning, the LCMS offers fun learning by providing relevant and personalised content to meet the needs of each learner.

C for Content

This includes all the work materials and the various content used during the training sessions (text, audio files, images, ...). The advantage of the LCMS is its ability to customise training content.

M for Management

The platform manages all the data with the aim of improving its internal organisation. The intelligent automation helps to create self-generating content with relevant resources.

S for System

System as regards the implemented software. 


Reasons for using this type of platform?

Using the LCMS entails the following: 

  • Improved team cohesion
  • Intelligent automation
  • Increased customisation options
  • Collaborative workflow and authoring tools
  • More efficient course management
  • Reduced cost for course development
  • Increased learning proficiency. 


The advantage of the LCMS is that you do not need any other content management system. It offers a range of features for better content creation. 


Who uses an LCMS ? 

The LCMS is used by the human resources department, the educational team or production departments. Unlike the LMS, the LCMS is not accessible to learners. The LCMS is an authoring tool with collaborative management functionality. It is used, among other things, to create and organise learning content for subsequent e-learning courses. 


As a reminder, an authoring tool is used to produce educational content for training purposes. It allows the assembly, production and organisation of different media across various platforms. 


LCMS & LMS: close links 

The LMS and the LCMS are two different but closely related platforms. Their difference lies in the fact that an LCMS platform is more focused on the management, development and creation of content than the LMS platform.

There are two main categories of LCMS :

  • The "pure" LCMS / authoring tool: The user is exclusively an instructional designer. The resource produced has to be integrated into the learning path in an LCMS, offering its own LMS features or in a single LMS.

  • LMS-LCMS that offer advanced LCMS tools (within an LMS environment): They allow the creation of learning path integrated within the resources. Users are therefore either designers or users.
Chapter II

Key features of an LCMS

Competition among e-learning platforms have been ongoing for several years. This became more intense with the advent of the Covid-19 and its aftermath.

To combat the isolation of employees, professional training has been one of the levers used by companies. Several techniques, such as social learning, have helped to retain employees in the workforce.

The LCMS (Learning Content Management System), is needed to create and manage e-learning content in a personalised way. Note that an LCMS is an LMS platform with an authoring tool and  its target is not the learner, but the e-learning professional.

To know when and why to use an LCMS, let's review its main features.

  • Instructional designer
  • Educational team
  • Trainers
  • Human resources team responsible for corporate training

Key features of an LCMS

To grasp the purpose and benefits of an LCMS, we must first identify its features, which are the same as those of an LMS, but with the addition of an authoring tool.

So here are the features of an LCMS:

Authoring / content creation tool

It differentiates the LCMS from other learning management platforms. An authoring tool is what enables the creation of training content both on-site and remotely. It is possible to create educational content (by inserting text, images, external multimedia resources) and formats (quizzes, questionnaires or assessments) from scratch. The design of a training course is the first step to take before it can be distributed to learners through the LMS Platform.


In creating the learning content, the needs of the learners must first be identified. The aim is to offer personalised training for employees so that they can effectively improve their skills.
For this purpose, the reporting stage is fundamental. It is important to monitor the progress of learners once they have completed a course, to know if they were blocked, or the number of learners that completed the module. Hence, reporting enables the level and progress of the learner to be measured during their training.

Adaptive learning

All the reporting parameters are necessary to adapt and manage future training content. Indeed, one of the advantages of the LCMS lies in the fact that digital learning professionals create their content according to the needs of their employees. This step is essential to ensure that learners are trained appropriately.

Collaborative content creation

Collaborative content is featured in the LCMS from the first stage, i. e. when the learning formats are created by the instructional designers. Indeed, it is possible for several instructional designers to create training modules.
In addition, collaborative tools are set up within the platform such as instant chats, private messaging and forums. Depending on the tools, collaborative work groups can also be created. 

Management of documents

Within the platform, you can insert external documents from the Internet, such as videos or articles. It is also possible to upload internal company documents with the aim of improving the skills of your learners.


These features are combined with those of an LMS to enhance the learner experience as the LCMS is focused on the experience of the administrator. The authoring tool is a feature specific to the LCMS.


How can these be achieved? 

These functions are all essential for monitoring the training of learners and trainers. These different functionalities are central and can be carried out in various ways: 

  • Evaluations and quizzes
  • Reporting
  • Virtual classes and webinars
  • Discussions and forums (for exchanges between employees and with trainers)
  • Resource sharing
  • Instant chat
  • Private messaging
  • Collaborative groups
  • Certifications
  • Administration space (organisation of schedules,...)

and many other ways of managing learning and developing learners' skills.


What format do these features take?

To ensure that the LCMS is useful for the company, it is necessary to develop training formats that are fun and attractive to learners. The formats include :
  • Questionnaires: to assess skills after a course has been completed.
  • Games/gamification: they allow learners to validate their knowledge in a fun way while also competing with their colleagues.
  • Video learning: these videos can be produced by "experts" within the organisation to get the learners more involved.
  • Serious game: this format allow employees to learn while they play, immersing themselves fully in the learning process.
  • Storytelling: the advantage of narration is that it provides an in-depth description of the knowledge and skills yet to be acquired.
  • Tutorials: useful tools that provide learners with a better understanding of specific parts of the training module that are of interest to them.
Chapter III

History and trends of the LCMS

The LCMS is an essential e-learning tool that guarantees the success of a course. It combines the CMS (Content Management System) and the LMS (Learning Management System). The platform focuses on the creation of educational content. But what is the history behind this platform - what does it mean for digital learning


Discover the history of e-learning platforms:


The early days of LMS

  • 1856: First correspondence course, held in Germany.

  • 1858: The University of London became the first to allow students to obtain their degrees by correspondence; taking examinations at a distance.

  • 1873: Anna Ticknor found the Society for the Encouragement of Home Study, the first correspondence school in the USA. This distance learning school aimed particularly at women.

  • 1877: creation of correspondence courses in France, at the Pigier school ( founded in 1850 by Gervais Pigier).

  • 1924: invention of the first LMS, the "teaching machine" developed by Sideny Pressey. It looked like the carriage of a typewriter. The "teaching machine" had a window that revealed a question with 4 answers. There were four buttons on one side of the carriage. When the user presses a key, the machine records the answer on a counter, and brings up the next question. 

  • 1929: M.E Lazerte invented the "problem cylinder". This LMS presents a problem to the student, and checks the accuracy of the steps in solving it.

  • 1939: The Service d'Enseignement par Correspondance was created to alleviate the difficulties encountered by students due to the war. In 1944, it became the CNEPC (Centre National d'Enseignement par Correspondance) and obtained the status of a high school. In 1986, it officially became the CNED(Centre National d'Enseignement à Distance).
  • 1977: Apple II personal computer.
  • 1980s: learning systems via CD Rom / DVD Rom.


The internet revolution

  • 1989: The World Wide Web was created.

  • 1990: The first LMS invented for the MacIntosh platform was launched by SoftArc.

  • 1999: First distance learning courses were offered with tools such as BlackBoard or SmartThinking.

  • 2001: MIT (Massachusetts Institute of Technology) made over 2000 video lectures available on a website, free of charge. Several other well-known universities followed suit, including Harvard and Stanford.
  • 2001: the MOODLE intranet offered learners the opportunity to interact online. It now has over 60 million users.
  • 2008: The term MOOC (Massive Open Online Course) emerged in Canada in the academic world during an experiment with an entirely online course for a class of 25 students. Over 2000 users joined this free course.

  • 2008: LMS platforms were hosted in Clouds, this enabled LMS to exist entirely online without needing to be installed on an internal network.

  • 2012: "Year of the MOOC", the massive emergence of the MOOCs (Massive Online Courses). These online courses or distance learning courses were open to everyone. The courses could gather up to 100,000 participants.

  • 2012: Most LMSs were hosted in clouds.

  • 2013: Creation of the FUN (France Université Numérique) platform by the Ministry of Higher Education and Research. it brings together training courses run by French teachers.

  • 2021 : Most companies and universities started adopting mobile learning.


Trends in LCMS

During the 2000s, e-learning became so popular that some professionals thought it would completely replace traditional on-site training. 


However, the functionality of the first e-learning platforms proved to be ineffficient. learners could not reach their training objectives, due to lack of commitment and motivation. The reason for this was that, administrators had no control over the content and modes of learning at the time. In addition, the platforms did not offer learners a personalised user experience.


LMSs have had to adapt and take into account user feedback. This is why LCMS platforms are more focused on the management, development and creation of content. Collaboration and cohesion between learners is therefore encouraged. Through the collection of user data, companies are able to measure the progress of learners. Thus, learning paths can be improved and administrators can directly personalise the content of the modules according to the learners' profiles.


The market has seen a progressive development of the Learning Content Management System platforms over the last few years and is expected to grow even more in the coming years. But what are the trends in the LCMS? Let's take a look at some of them:


  • Create personalised training courses: by designing your content with colors that reflect your brand identity and by developing your training modules.

  • Multimodal learning: combining different learning modes, blended or on-site learning using the Training Management System functionalities.

  • Social learning and gamification: integration of social, collaborative and interactive features through quizzes, games, rewards, learning communities, chats, discussion areas, etc.

  • Adaptive learning: personalisation of training content is facilitated, particularly by using a content management system.

  • Monitoring learners' progress: access to data, statistics (evaluation, connection rate, completion rate).

  • Microlearning: targeting short and specific content, a typical module lasts about 5 minutes and can include videos, audios, gamification, podcasts, etc.

LCMSs are educational platforms that meet the new expectations of learners and the needs of trainers. They also offer updated content that can be accessed at any time- making this platform the most innovative way to transform learning into an enriching user experience.

Chapter IV

LMS, LCMS : What are the differences?

The LMS (Learning Management System) and the LCMS (Learning Content Management System) are key players in the e-learning industry. Both platforms allow companies to manage and develop e-learning content. However, there are several differences between them.


What does the LCMS and LMS mean?

As you may have noticed, the acronym LCMS is a combination of LMS and CMS.


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

The main functions of the LMS include :

  • Dissemination and storage of training content.
  • Monitoring and management of data (reports, performance indicators, module connection rates, etc.).
  • Easy access (mobile learning).
  • Feedback and evaluation systems.
  • Social learning support tools.

  • The LCMS integrates the basic functions of the LMS, i.e. individualisation and monitoring of the training path, discussion areas (messaging, forums) and management of the data collected.


  • A CMS (Content Management System) is a tool for creating, managing, storing and analysing content. 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 a CMS. Indeed, with an LCMS a company creates, organises and stores the content of a training course, while simultaneously optimising and improving the learning experience of users. 


The LMS, on the other hand, enables the distribution of content, something that the LCMS cannot do. This is why most companies prefer to integrate them together.


Key differences between the LMS and LCMS

Content creation VS Content delivery

The LCMS allows the company to create content and design its own training modules. Instructional designers use the LCMS to create, organise and publish training content. Indeed, the platform combines the functionalities of the LMS and CMS, a content creation tool. 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 authoring tool dedicated to content creation, before importing and storing it within the system. An LMS, on the other hand, allows training content to be distributed and made accessible to learners, which is not possible with an LCMS.


Optimised customisation of content  

Indeed, the LCMS provides an opportunity for the company to create customisable training material. This system allows a course to be modified based on the individual needs of the learner. If a learner requires a different content(images, videos, graphics, audio files, quizzes, FAQs, polls) to maintain their attention and commitment, the LCMS offers this ability.


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


Monitoring the results and progress of learners

The LMS allows the company to monitor the progress of the learners. For example, by monitoring the completion rate of the e-learning course. This corresponds to the number of participants who have completed the training course, as well as the time spent completing each activity. 


Furthermore, with an LMS, the company can measure the progress of learners, using the data collected during the activities and evaluations.

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


The LCMS is more detailed and allows content to be updated according to the needs of each learner.


Collaborative management function


LCMS platforms have built-in authoring tools that 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 feature that distinguishes the LCMS from the LMS. 

An LMS targets learners, while an LCMS targets those who create the learning content. As such, learners are unable to access an LCMS platform.

Chapter V

The place of LCMS in companies today

Digital learning offers an unmatched opportunity for companies to enhance their productivity and performance.
The digitalisation of training is a trend that has become necessary for companies to develop internal skills among employees.


Indeed, the use of digital tools in the field of professional training offers many benefits. Various research surveys show that these technologies are a factor for motivation and commitment for most learners. The ATAWAD concept: any time, any place, any device is preferred by learners especially given the impact of global issues like healthcare crises. 100% teleworking, followed by hybrid working, are increasingly driving learners to adopt digital tools to work and learn. Learning management platforms, such as the LCMS, effectively allow learners to learn anywhere, anytime and on any digital tool.


Why should training be digitised ?

A review of the context

It is important for Trainers to keep up with teaching techniques that are focused on technology, such as developing e-learning training modules. This is especially true because today's learners prefer to learn digitally


A review of the survey conducted by myRHline and Beedeez among 300 companies from May to September 2021 to understand the impact of Covid19 on the digitalisation of training. As expected, one of the main figures showed that for 70% of companies the health crisis triggered the need to implement digital training projects. When asked what they believed to be the most effective training tool available today, 56% said it is digital. Indeed, it is now prioritised because there are no geographical limitations and It allows everyone to learn at their own pace.


The advantages of digital training

The fact that professional training is now largely digitised allows companies to reduce cost and save time. Indeed, on-site training is a considerable waste of time. First you have to prepare your presentation, the resources to be used, and finally, you have to bring several employees together in one location for a training session that lasts half a day. Moreover, this energy and time spent do not necessarily encourage employees to be committed.


Mistakes to avoid

Although digital learning and e-learning are very popular with learners, there are a number of mistakes that should be avoided. First, it is important to note that not all your employees are adept at using digital tools. Some may know how it works but struggle using it because they not like to use this type of tool. Furthermore, you need to consider developing your modules based on what’s best suited for your employees and not what the current trend says is best! The desire to be trendy should be avoided.


The impact of the health crisis on digital technology

The pandemic forced companies to review their management methods and the impact on their operations,and even the mental health of their employees. One of the main challenges of this crisis was to maintain the social link between employees and the company as a whole. Loneliness ensued very quickly.


Digital technology has enabled companies and their employees to maintain this link by scheduling weekly team meetings, Friday night video-conference drinks and other virtual events during the week. This type of technique was vital to ensure that employees did not feel isolated in their work as their social life was already at a standstill. 


The LCMS platforms also played this role. Staff could talk to each other via forums or chats and share their skills and expertise on trainings. One of the consequences and impacts of the health crisis was that the training processes, including the LCMS platforms, were accelerated considerably. Thus, the skills of the staff were increased during this period. Remember that Covid-19 was a trigger for digital training projects and all types of digital projects for 70% of companies.


In general, this forced teleworking and thus this digitalisation of the workplace has also boosted employees' affinity with new technologies. those who were skeptical about digital technology before, had to adapt it. employees are now able to add these new skills to their professional portfolio.


Choosing an LCMS for business performance

Being equipped with an LCMS platform is the best way to optimise time and cost for companies. In order to achieve the results set by the company and to see them realised as optimally as possible, it's worth investing in both an LCMS and LMS platform. 


The development of e-learning makes it possible to automate everything within one platform, which saves a lot of time and logistics. In addition, the return on investment (ROI) is profitable, as the satisfaction and completion rate of learners is often very encouraging to continue developing these modules.
To sum it up, choosing an LCMS guarantees increased performance for your company, as less time is spent managing training courses. This is the case for on-site training.

Chapter VI


The Learning Content Management System is a software or platform for learning management. This type of tool is needed to support professional training and to automate processes. To fully understand its applications and benefits, explore the LCMS use-cases!


Creating and managing personalised training

The main purpose of the LCMS is to create training modules for learners. An LCMS is composed of an authoring tool, which means that it is possible to design various training modules that are completely personalised according to the needs of the employees through the platform. This is essential for managing the development of employees' skills in the best possible way. Instructional designers can work together to develop exceptional training courses. The aim is to keep learners engaged in their training.


Diversified and fun learning formats make learners want to further develop their skills. Indeed, the formats are unlimited and fully customisable. It is possible to choose texts, images, multimedia content, insert quizzes, battles between learners and many other educational formats. 


The second function of the LCMS is to manage the learning process. Based on the learners' responses and 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 competence of employees within the company. The training courses are created and therefore fully customisable, as well as scalable to adapt to individual needs as they arise.



The training of learners is a fundamental tool for the success of a company. Internal training helps to retain employees while increasing the skills of the entire organisation. To effectively train learners, you need to offer the best possible training modules. And to keep them engaged and invested in their training, these modules should be fun and attractive. Developing the skills of employees empowers them to take on greater responsibilities which will ultimately boost the productivity of the organisation.


To further engage learners, it is possible to take advantage of blended learning to diversify the experience. Blended learning mixes training practices, i.e. training can take place synchronously or asynchronously, individually or collectively. Training modules can be delivered in a virtual classroom or as self-study. Blended learning ensures that learners do not get bored but are rather motivated to continue their training.


Promoting collaborative learning

One of the advantages of the LCMS is that it promotes collaborative learning. Indeed, the LCMS is not only used to create and manage training modules- it also helps employees to communicate with one another through collaborative tools. Forums and instant messaging are both available for discussion and enquiries. It is possible to create mini-competitions between employees to create commitment and a friendly rivalry. Some solutions are increasingly developing social learning. This is a practice that encourages mutual aid between employees and the transfer of knowledge and skills.



The LCMS offers the possibility of analysing the results of training courses offered to learners over a set period of time. You decide the duration of the analysis, as well as its focus, in order to better target the needs of your employees. This is the way to develop the best possible training. Reporting and monitoring are essential features when running a company.


Gamification of activities

The LCMS authoring tool has the functionality to create the learning modules entirely and thus to adapt them to the expectations and needs of the learners. In order for employees to want to learn, they must be committed to their training course. To achieve this, when designing training modules, educational designers can use gamification techniques. What is gamification? It is a concept that uses the codes of games, and in particular video games, to adapt them to a wide variety of fields.


This practice is becoming widespread with companies realizing that the more gamified and fun a training module is, the greater effect it will have on learners. It is thus possible to train learners by developing serious games. Here, the aim is to combine teaching with a playful practice from video games.

Chapter VII

Advantages and disadvantages of the LCMS

The LCMS (Learning Content Management System) has a collaborative management functionality and an authoring tool. How do you know if the LCMS is right for your company? Find out about its benefits and challenges.


Advantages of the LCMS

Increased business performance

One of the advantages of the LCMS lies in the fact that it encourages collaboration and cohesion between team members. Indeed, the social learning and gamification tools offered by the LCMS (exchange spaces, chats, gamification, sharing moments, competitions, etc.) enable learners to interact together and maintain their commitment and loyalty.

The personalisation of training content using artificial intelligence is known as adaptive learning.


Personalisation of the training course (adaptive learning)

There are multiple options available to the administrator with the aim of maximising the personalisation of the training according to the learners' needs. it enables a high degree of personalisation, which is based on the adaptive learning method. This approach is based on the data collected on the learner's behaviour.


The three key elements of adaptive learning include :

Infographie LCMS 1 ENG

Centralisation of data

With easy access to all learning-related data, administrators and learners can perform tasks without wasting time searching for individual documents that may be misplaced, unclear or lost. This not only increases efficiency but also helps improve results and enhance the overall user experience.



The LCMS is accessible on all media devices - phones, computers, tablets - to enable learners to be the actors of their own training sessions. Selecting when and where they can use this medium empowers them by giving them autonomy over how they learn; it encourages their commitment and loyalty.


Time saving

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


Reduced cost of training related to course development

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


Optimised course management process

The whole process is optimised because trainers and administrators save time with the LCMS in the development of training content. They can then use this time for the benefit of the learners.

Learners can participate in the management of the content by choosing the modules that interest them in relation to the development of their skills or their professional careers.

Faster skills development

The advantage of the LCMS is that it allows learners to develop their skills promptly. This is the result of several other advantages of the LCMS, including the personalisation of courses which engages and motivates learners. Then, the support they receive from the trainers makes them feel guided, and allows them to progress. The diversity of content and resources offered to learners also encourages them to improve their skills. Finally, the accessibility of the LCMS on all media gives learners freedom and autonomy in their training path.


Disadvantages of the LCMS 

Technical constraints

One of the disadvantages of the LCMS is the technical constraint. Indeed, to be effective and adopted by both learners and users, the LCMS must be easy to use. Its interface must be suitable for users. In addition, the front office must be user-friendly and the back office efficient. 

Note that some LCMSs do not allow content to be copied and pasted from different modules.


Note: to ensure the interoperability and connection between an LCMS and an LMS, it is advisable to choose a publisher that implements both systems.


Financial constraints

The acquisition of an LCMS has a price. The company must ensure that it can afford the costs and expenses of the LCMS (subscription, acquisition, ancillary costs). In addition, it is wise to know the tools that the company really needs, and those that it can eliminate.


The profile of the learners

The LCMS must be adapted to the profile of the learners and their daily practices. Indeed, the LCMS is not adapted to all user profiles. It is necessary to take into account, among other things: their digital fluency, their capacity for autonomy, the equipment they have and their working environment. Some employees need a lot of social interaction to maintain their attention; social and collaborative learning tools can compensate for this.


Note: before opting for distance learning, and choosing an LCMS, the company must train and support the learners on the use of digital tools.


Educational objectives and training topics

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

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

Chapter VIII

How to choose an LCMS ?

The LCMS platform is a very popular tool for learning organisations and e-learning professionals. However, finding the right e-learning platform remains a challenge. So how do you choose your LCMS without making a mistake? What are the key steps to follow and the features that companies should look out for? This article offers some tips for choosing your LCMS platform. 

While having training content is necessary, choosing the right tool is also vital. With the right tool, employees will be willing to learn and use the platform.

Back to the LCMS

As we progress, we discover that the Learning Content Management System is a platform for creating personalised training modules, as well as training management and storage. Thus, an LCMS is very important for developing and promoting adaptive learning. The LCMS must be easy to access for administrators and learners, and must be fast and intuitive. Training courses also need to be varied, particularly by encouraging blended learning and microlearning. In addition, data storage must be respected so that it can be used for reporting.


Step 1 : Define the company's needs

Before purchasing a tool to manage your e-learning training, you need to identify your business needs. It does not matter if you are a training organisation or a company wishing to develop its internal skills, it is important to identify your needs, target audience and the potential impact of the training.
Knowing why you want an LCMS system and how it can evolve in the short, medium, and long-term brings you a step closer to choosing the right platform.

You can define the number of learners you want to train through the LCMS, your budget and how you want to implement it. You may decide to develop this platform on a computer, tablet or phone. In addition, you need to consider the features you want your learners to have access to when using the LCMS. It is important to identify the tools that support learner engagement, as well as the different ways in which these tools are used. Analysing your target audience is essential for figuring out their expectations for using the platform and choosing the appropriate tools for them. You need to ask yourself the number of learners you intend to open up these training modules to. It is necessary to have detailed data in order to choose the best solution.


Step 2 : What training method do you want?

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

  • Distance learning through various digital tools
  • Blended learning (mixing on-site and distance learning)

    It is possible and preferable to mix these two forms of training in order to have a high completion rate.

Another question to ask is the type of learning methods you would like to use. Gamification, serious games, quizzes and many other techniques are possible options.


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

The LCMS is a learning management platform with an authoring tool system that allows you to create your own training modules. Make sure you choose the right method and platform according to the needs of the company and the learners. An LMS does not have an inbuilt authoring tool. You need to determine the features, advantages and disadvantages of each learning management platform. You need to understand the value of an LCMS compared to other platforms to be sure of its usefulness to the company.


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

When you choose a Learning Content Management System platform, you are choosing to be on the administrator side. After all, this platform is mostly specialized in creating training courses. So what’s most important is having a collaborative tool for creating and developing learning modules that are most suitable for learners. these LCMS features should be intuitive for the administrators. The LCMS features must above all be based on the requirements of the administrators so as to serve the learners. Making your learning management platform easy to use is fundamental.


Step 5 : What type of monitoring do you want?

For this step, it is important to take into account the data you want to use and the display you prefer. What information is relevant to you and how can the training paths be managed as they occur? If you want to monitor and report the progress of your employees' training paths, you need to use an LCMS platform that contains these features. You will be able to monitor the time taken to complete the training, the success rate, the appreciation rate and many other parameters.

Chapter IX

What is the future of LCMS?

Learning Content Management System platforms are essential tools for the successful development of your employees, or learners if you are a training organisation. However, the digital learning market is very competitive. There are also other training platforms, such as LMSs and LXPs. These two competitors of the LCMS are also allies, because they can be incorporated into the LCMS to offer a highly developed user experience. On the contrary, few companies opt for multiple learning management platforms.


Digital learning is booming with no end in sight. Since the advent of the Covid-19, employees have had to radically change their working habits, for example by switching to 100% teleworking. Today, hybrid working is the norm in many companies and digital learning is now a common training practice for learners. In fact, according to a study by the Organisation for Economic Co-operation and Development (OECD) in 2020 titled; "Digital Transformation in the Age of Covid19 : Building Resilience and Bridging Divides", 58% of people aged 50 to 74 were using the Internet on a daily basis at that time. Now, the active part of this population must continuously train within their company to develop and foster the deployment of internal skills. Since a skill has an average lifespan of 12 to 18 months as of 2021 according to the OECD. It is therefore necessary to constantly adapt and acquire new ones.


Skills development is a real lever for a company's performance and its long-term survival. In order to ensure that e-learning and digital learning do not run out of steam over time, it is important to focus on the following aspects.


The future of digital learning

Encouraging hybrid training

By analysing the completion rates and the various results of learners when they finish their training modules, it becomes clear that mixing modules and teaching formats work best. Learner engagement and retention rates increase when synchronous, asynchronous, self-study, flipped learning, virtual classrooms, microlearning, gamification, quizzes, serious games, social learning and many other learning methods and formats are mixed on the LCMS platform.


Developing learner commitment

In order to retain learners and simultaneously increase the company's performance, it is necessary to develop the highest level of commitment from employees. To do this, you can implement several techniques based on games and gamification. Employees are fond of internal competitions. They are more likely to be motivated when there is a prize to be won. You can award a prize to the first three, such as a weekend getaway. It is also a good idea to use short, fun learning formats so that the learners are inspired to develop their skills further.


Refining educational offers 

There are a huge number of teaching methods available in the market, which means that the training offer is very segmented. Learners and administrators can be overwhelmed by all the training offers. Infobesity and hyper-choice can be harmful, so choose training courses based on the educational objective.


Focusing on collaborative and peer-to-peer learning

To ensure the future of LCMS platforms, it is necessary to develop collaborative and participative training modules. Employees learn more effectively when they are actively involved in their skills development. In other words, when the learner takes on the role of a trainer and makes their training autonomous.


Focus on new skills in digital learning

The job of the trainer has only evolved in recent years. They must master the technological and digital tools in order to run virtual classes themselves, for example.


The Digital Learning Manager

To be effective in this role ,The digital learning manager must first become well-versed on how to provide professional training to learners so that they can modify the existing training modules accordingly. Knowing what individual learners need, as well as the diversity of both content and format options available, these project managers will be able to create a comprehensive educational plan to meet the company needs This is a high-demand profession that many organizations seek to employ.


The Content Designer

To be an educational content designer, you need to be experienced in using LCMS, LMS, authoring tools and LXP platforms. They are specialists in the various digital learning media. They are responsible for ensuring that the training courses are used by the employees. 


The Learning Success Manager

This profession is still not very developed in companies. Yet, it is crucial for the success of digital transformation in training. This job is fundamental to achieving ROI, because it assesses the company's needs and expectations ahead of time. They choose a learning management platform that adapts to the company's and learners' needs. The learning success manager is therefore responsible for deploying the digital training project and ensuring that it is used by the learners.


So what is the future of LCMS ?

The competition for digital learning is strong. However, LCMS platforms have advantages that other platforms such as LXP do not. They enable the creation and management of training content. To further emphasise the advantages of LCMS, its functionalities can be combined with the LMS platform. Indeed, they can be used to provide a more engaging user experience. 


The LCMS is yet to make its mark in the world of digital learning. Some companies decide to equip themselves with only an LMS. But what learning management platform will survive in the years to come? The answer is still unclear today. However, we know that training is likely to become more focused on the learner with increasingly innovative formats.