{"id":8487,"date":"2023-09-15T12:09:00","date_gmt":"2023-09-15T09:09:00","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=8487"},"modified":"2025-01-27T12:25:06","modified_gmt":"2025-01-27T10:25:06","slug":"lms-buyers-guide","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2023\/09\/lms-buyers-guide.html","title":{"rendered":"Questions to ask before buying an LMS: 60+ tips for selecting the right training platform"},"content":{"rendered":"
With business costs rising, you\u2019d think training budgets would take a hit. The truth is, they\u2019re actually getting bigger. Between 2021 and 2022, expenditure in the US rose by 10%. Reaching the $106.1 billion mark, it\u2019s the first time the figure\u2019s ever gone beyond $100 billion. That said, payroll costs associated with L&D have taken a dip. So, what are companies spending their money on?<\/strong> Unsurprisingly, digital training tools feature highly. And top of the list of tools is an LMS.<\/p>\n

According to industry research,<\/a> out of over 25 different types of training products and services, an LMS is where most companies (39%) intend to invest their funds in 2023.<\/p>\n

These stats present a clear picture. Investing in an LMS is a priority for most businesses. What isn\u2019t so clear is how they go about choosing the right LMS. With a market packed full of providers, and each one offering different features, the decision isn\u2019t easy. But it is important. After all, it\u2019s not just your budget that\u2019s at risk. The success of your learning program is at stake too.<\/p>\n

This is where our LMS\u00a0buyer’s guide<\/strong> comes in. If you\u2019re one of the 39% looking for your first eLearning platform, use our LMS evaluation checklist to focus your search. And to pinpoint the best LMS solutions for businesses like yours.<\/p>\n

If you\u2019ve already invested in an LMS but have decided to change provider, use it to make sure your next platform has everything you need now and in the future. Going through the buying process again may seem unnecessary. But it ensures your next platform is one you can grow with.<\/p>\n

How to choose an LMS for employee training: Questions to guide the LMS selection process<\/h2>\n

Choosing the right LMS means gathering as much information as possible. And key to this is asking questions. Here\u2019s where an LMS buyer\u2019s guide comes in. The temptation at this early stage is to go straight to each vendor with a list of general, LMS-related queries.<\/p>\n

The problem with this is that the answers will only offer a broad overview of what each platform has to offer. And you\u2019ll come away not knowing how any of them relate to your organization. Or your particular training needs. So you need to start by carrying out an internal Q&A.<\/strong> This will form the basis of your LMS buying guide.<\/p>\n

From your HR directors and L&D managers to your Customer Success team, Sales directors, IT experts, your CFO, and your CEO, your first step should be to gather as much information as you can from key stakeholders across the business. With a clear idea of what training looks like now\u2014and in the future\u2014you can use your insights to form your LMS buying guide. And frame subsequent discussions with individual vendors.<\/p>\n

Of course, asking the right questions is just as important as who you ask them to and when. So, what should your LMS evaluation checklist cover?<\/p>\n

Forming the backbone of our LMS buyer’s guide, we\u2019ve compiled two sets of questions. One set is designed to be answered internally. The other is a list of questions for your LMS vendor(s). Between them, they list all of the factors to consider when buying an LMS. By comparing the answers, you\u2019ll be able to see which provider offers the best solution for you.<\/p>\n

LMS buying guide: 10 questions to ask internally<\/h2>\n

1. What\u2019s the (real) problem we want our LMS to solve?<\/strong><\/p>\n

Chances are you\u2019ve got two answers to this question.<\/p>\n

One is likely to be a practical problem related specifically to learning. (Delivering onboarding training to a large number of new hires, for example.) The other will be linked to this but have a more strategic outcome. (To improve employee retention by reducing the turnover rate for new hires, for example.)<\/p>\n

Both of these are good reasons for investing in an LMS. But focusing purely on features that can solve an immediate practical problem is a missed opportunity. Far better to look beyond the immediate challenge to identify a measurable organizational goal. Doing this will ensure you invest in an LMS that\u2019s not just feature-rich but also future-focused.<\/p>\n

2. How many people do we need to train?<\/strong><\/p>\n

Knowing how many learners you need to accommodate will have a bearing on cost. It also captures the scale of your training operation, which will influence the type of eLearning solution you need (basic or enterprise, for example). And the level of ongoing support.<\/p>\n

Remember, it\u2019s not just your training numbers now that matter. To avoid having to switch providers again, map out your projected numbers<\/strong> at different stages over the next few years.<\/p>\n

3. Where are our learners located, and how will they access their training?<\/strong><\/p>\n

If you have distributed teams or customers, or a remote or mobile workforce, your LMS needs to offer more than just an online portal. The content design and delivery methods must support learners using different devices and not just a PC.<\/p>\n

To know the level of flexibility needed, consider where your learners are located: on-site, at home, or on the road. This information will determine how they access training (for example, tablets, mobiles, or laptops). And the format required to make this type of training a success (microlearning, hybrid or blended learning, for example). Remember to factor in future changes too. If you\u2019re moving towards a more hybrid working model, hiring for new (remote) roles, or expanding your customer base, capture this information alongside your current requirements.<\/p>\n

3. What does the training pattern look like?<\/strong><\/p>\n

Is training at your organization constant? Or are there peaks and troughs? If you understand the rhythm of your L&D offering, you can work out what payment model best suits you. And what level of admin functionality and automation you need to manage your learning lifecycle.<\/p>\n

When it comes to payment, most LMSs operate on a stored user model. Which means you pay for every user in the portal whether they\u2019re logging in or not. If you\u2019re an SMB with an irregular or seasonal pattern, this model isn\u2019t economical. So, look for an LMS that offers an active user model. Or the option to choose between the two.<\/p>\n

4. Who is our training designed for?<\/strong><\/p>\n

Corporate training can have many different use cases. And each of these use cases may demand different things from an LMS. For example, the ability to segment learning according to different groups. Or even create custom training portals with unique brand, design, and language standards. To identify your use cases, consider the following:<\/p>\n