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Managing a L&D strategy with minimal technology nowadays can be a challenge to say the least. We have identified the most common problems that an L&D function faces when training employees without the use of learning technology and shown how using an LMS can provide a solution to those problems. See how many of the problems are faced by you!

“The cost of classroom training is very high and there are lots of things to pay for such as hiring a trainer, venue, T&E and loss of productivity”

It is true, there are indeed a lot of costs associated with a classroom training strategy. But these can be easily reduced by implementing an LMS solution:

  • Invest in an LMS and elearning where the costs will be much lower over the course of time
  • Blend different types of learning together within the LMS (elearning, classroom, virtual class, informal learning)
  • Create reusable elearning content with an Authoring Tool or work with a vendor who can create this for you
  • Purchase off the shelf elearning content for common training needs such as compliance and software skills

“We have a sheep-dip approach to training where we train everyone on the same things but see that some people need different levels of training and some need more than others”

The sheep-dip approach has never really worked and does cost so much more than targeted and personalised training.

  • Use an LMS to create personalised training plans based on Job Roles and experience
  • Allow employees to select specific training from a catalogue that meets their individual needs

“Our classroom training has a low level of knowledge retention as delegates tend to switch off after a short while at the course”

Recent studies have shown that shorter and more targeted training provides learners with greater rewards when it comes to knowledge gained and the retention of that information.

  • Provide alternatives such as self-paced elearning
  • Create knowledge nudge documents to supplement the classroom training to allow learners to easily refresh their knowledge and make these easily available in an LMS
  • Instigate informal learning practices such as knowledge sharing and social learning

“Keeping delegates engaged has its challenges such as delegates turning up late or leaving early, not knowing why they are there and already having the knowledge”

Engagement is a key factor to getting learners to interact and retain knowledge that you are imparting to them. This is an age old problem with classroom “seminar” style training approaches.

  • Use an LMS to introduce gamification practices such as points based leader boards, completion badges and competitions between peers and departments
  • Create visually engaging elearning to replace the classroom training

“There is no training at the point of need and employees have to wait until the next class is being run, plus training can become obsolete within months and re-training is then required”

Today’s learners need information fast and as and when they require it so as to be able to continue with the task they are working on. It is no longer acceptable to have to wait for a class to be available to gain new knowledge. And with the pace that technology changes, re-training is a common theme in organisations around the world.

  • An LMS can be loaded with micro-learning modules to provide small chunks of learning which can be 3-5 minutes in duration, thus allowing a “learn and carry on” environment and providing that training at the point of need which is vital
  • Informal learning where learners share their knowledge can also facilitate training at the point of need

“Our ROI (Return on Investment) is far too low when using only classroom training”

With the poor knowledge retention rates and lack of engagement associated with classroom training, it is no wonder that your ROI will be poor. Sheep-dip training, re-training and waiting for training all incur avoidable costs for any business.

  • Utilise an LMS and reusable elearning content to increase your ROI which will show big rewards in a fairly short space of time
  • Run virtual webinar courses or provide recorded webinars to allow learners to have access to classroom courses at the point of need
  • Encourage learners to share knowledge through User Generated Content to facilitate training from within you organisation

“Learners cannot self-direct their learning needs”

To allow learners to freely take part in self-development, a culture of self-directed learning is a must, but this is incredibly difficult to achieve when only running a classroom based training schedule.

  • Providing an LMS with a catalogue of courses and a personalised learning plan allows learners to find the training that they need and engage with that learning to satisfy all of their own learning requirements

“Training that is delivered in the classroom can be inconsistent in different locations”

Different locations usually means different trainers and instructors. This often leads to an inconsistency in the content that is delivered and the approach in which it is relayed.

  • Introducing reusable elearning content eradicates the issue of inconsistency as all learners are viewing the same content via the central LMS

“It is difficult to schedule classes for our flexible and home-based workforce”

Having flexible workers and employees who are home-based or on the road a lot can prove an issue when it comes to delivering classroom training to those people.

  • Online and self-paced learning allows learners to undertake training at a time that suits them the best and does not require a large group of employees to gather together at the same location and time

“Classroom training does not appeal to new-age learners and millennials”

The age of the classroom training course has gone for our younger workers who learn at a fast pace and use mainly technology to broaden their knowledge on any subject. The term “I will Google it” is synonymous nowadays with how to find something out!

  • Online learning and elearning has the appeal that the younger workforce is looking for and it can be completed using mobile devices as and when it is required

“We have no way of knowing who has read important documents and policies”

Tracking who has read a policy document or important piece of information when distributing this by email or noticeboards is more or less impossible. You will just never really know who has and has not digested the information.

  • Converting those documents to PDF and loading them as courses into an LMS means that you can track exactly who has and has not viewed them and therefore chase up those who have not completed
  • Furthermore, you can set such content to refresh on a regular basis (bi-annually, annually) so that people have to complete the content again for audit purposes


So how did you compare to each of the problems identified? Even if you only relate to 2 or 3 of these issues, investing in a Learning Management System could produce great rewards for you and your organisation. All of the above solutions can be achieved using the JZero LMS so it would be worth some time to research this or simply get in touch with the JZero team and we can discuss options with you on the best approach based on your specific organisation and requirements.


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