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The Role of Learning Management Systems in Post-Pandemic Workplaces

Guest Post

by Alexie Spencer


The market for Learning Management Systems (or LMS) has been steadily expanding and accelerating in recent years. According to Research and Markets’ report on LMS projections, said market is expected to reach $25.7 billion worldwide by 2025, from just $13.4 billion or so in 2020.

That’s essentially a doubling in LMS activity, which will come about largely as a result of more people recognizing the potential benefits. As industry leader Tortal Training describes LMS, it can be used to increase a business’s “revenue and efficiency” through a variety of specific services — something virtually any company would have an interest in.

Beyond this clear appeal that figures to boost LMS over time though, it’s unclear if the report cited above also factored in the changes that the pandemic is imposing on workplaces. Research and Markets did note that “increasing adoption of digital learning” and “enterprise mobility” were among the major growth drivers anticipated. But it’s even more clear now than it was when this report came out in July that the changing workplace is going to make LMS all the more important in the post-pandemic world.

As for what exactly the role of LMS may be in this new world, and in business environments specifically, a handful of key functions come to mind.

Replacing Regular Meetings

We have covered the use of `Frequent Touch Base Meetings’ as increasingly helpful alternatives to more sporadic or less frequent reviews. Meeting with employees on a monthly or even weekly basis is a way to provide frequent feedback and convey new information, and can be particularly helpful with the younger employees so many workplaces rely on heavily today.

When we suggest that LMS can replace regular meetings, we want to be clear: Meetings can still be held remotely, and should be whenever necessary and possible. However, there are certain types of meetings — namely, those involving the expression of new information or the teaching of new methods — that can more or less be replaced by well-developed LMS. It may be the more feasible option in cases in which offices are operating remotely due to the pandemic, and it can quickly and effectively convey subjects to employees. This can take away some of the pressure to meet regularly via digital means that can sometimes make it harder for effective discussion to take place.

Conveying Tech Changes

A lot of businesses today have taken to addressing technological changes in part through recruitment and hiring decisions. Computer science has developed into a busy and vital field of study, and one that produces a workforce ideally suited to our rapidly developing world of business technology. As Maryville University’s material about online computer science programs points out, people in this field of study can find work in software development, user experience, coding, AI implementation, and a variety of other subjects that closely relate to modern workplaces.

Right now though — with more businesses transitioning to remote, digital practice — there is less of an opportunity to allow an in-house tech employee or computer science expert to lead the way with digital transformation. Instead, companies are spread out, and a variety of tech-related changes are occurring on the fly — from new security protocols, to hastily adopted cloud communication systems, and so on. In this new environment, tech experts should still be used, but they may be best deployed through the development of related LMS. These systems can be ideal for teaching remote employees how to handle new, digital changes our reshaped workplace is bringing about.

A New Approach to HR

In an article from this past spring, Entrepreneur highlighted the growing importance of HR jobs, referring to them as some of the most important jobs in the workplace in light of the pandemic. As their article put it, HR teams are now working to “keep up employee morale, reconfigure workflows, redeploy talent, and upskill staff,” all within new and unexpected changes in workplace structure and methods. In other words, HR teams are being looked to as the departments that can pull all the others along through the changes so many are experiencing.

Given this, it’s interesting to consider that HR and LMS already line up fairly well. An LMS in a business environment is typically viewed as a tool for relaying information that helps to train employees and take them through orientation — incidentally, tasks related to what HR departments are used for even in ordinary times. It follows naturally that an LMS can be used as a new approach to HR in remote working situations. HR departments can help to develop LMS that can teach employees about ongoing changes, provide training where needed, and conduct re-orientation processes related to new working conditions.

Altogether, these LMS functions and processes should help businesses of all kinds to better manage the transition to pandemic and post-pandemic conditions. And that may actually help to bring about a more efficient workplace than you may imagine! According to a Stanford University study on work-from-home productivity, data indicates that people working remotely can be surprisingly capable of getting work done.

Simply put, this study found that employees at home tend to put in full days and then some, which indicates that post-pandemic businesses should be able to thrive from a pure productivity standpoint. This will still depend on good management and effective adjustments though, and LMS can certainly help in those regards.

About the Author . . . 

Alexie Spencer is a freelance writer who has made it her goal to follow the latest tech trends in business. She is interested in covering ways employees can further their career and hopes her articles inspire them to take the next step. In her free time, she likes to scuba dive.

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Prepared by Alexie Spencer

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