In This Issue
| Learning Management Systems 2008 |
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Everything You Needed to Know -- And More
Although LMSs have been around for more than a
decade, these complex, mission-critical applications
continue to evolve. The systems are evolving in two
directions: toward talent management and toward
advanced, on-demand learning solutions. This
ongoing change leaves the LMS market in a state of
churn. More than 60% of companies planning a
consolidation are considering purchasing a new LMS,
and 24% of all LMS owners are considering a switch.
The latest study, Learning Management
Systems 2008: Facts, Practical Analysis,
Trends, and Vendor Profiles, addresses
all aspects of the LMS market and its
vendors. Buyers will find information to
help them make the best decisions. Current
LMS users can use data in the study to help
them benchmark operational and customization
costs and learn from best practices in
important areas such as system governance, content
management, and measurement.
The 217-page study includes a detailed view of the
vendor landscape -- with analysis of 25 LMS vendors
by product features, services, market share, industries
served, number of customers, and growth rate. The
study's unique MarketMap positions vendors in terms
of ability to scale and market presence.
These are just a few findings:
- Growth was highest in the mid-market
segment (55.8%). Global enterprise (17.2%)
and enterprise (25.7%) segments also grew.
Only the federal government segment's growth
declined (30.8%).
- Of companies that purchased LMSs in 2006,
61% chose either hosted or completely
outsourced solutions.
- Two LMS vendors, Saba and SumTotal, have
broken from the pack in terms of market
share. Oracle and SAP have also grown their
market shares significantly over the last 18
months.
Following are the 25 vendors covered in the
report: American Research Institute (ARI),
Blackboard, Cornerstone OnDemand, Generation
21, GeoLearning, GeoMetrix, Gyrus,
KnowledgePlanet, Learn.com, MediaDefined,
Meridian KSI, NetDimensions, Oracle,
OutStart, Plateau, RISC, Saba, SAP,
SkillSoft, Softscape, SumTotal, Technomedia,
TEDS, Vuepoint, and WBT Systems.
Learning Management Systems 2008 is
the go-to source for any company using an LMS
or considering a purchase. Don't miss the
upcoming webinars, available to members and
non-members, for detailed summaries of findings!
Members: Download this study now.
Non-members:
Click here for more
information on this study, including an audio overview
and a detailed table of contents. You can purchase
the study for $1,495. You can also choose to
purchase this study, along with the recent Learning
Management Systems 2008: Facts, Practical
Analysis, Trends, and Vendor Profiles,
for $1,695.
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| Learning Leaders Report Now Available! |
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We're excited to share our new report, Bersin
& Associates Learning Leaders® 2006, Lessons
from the Best -- 2006 Award Winners.
The report is a detailed look at the
organizations we identified in 2006 as
winners of the Bersin & Associates Learning
Leaders program.
The Learning Leaders Program, conducted
annually, uses objective, business-driven
criteria to evaluate and select the top
Learning Leaders in five categories. Our
goals are twofold. We want to recognize and
reward innovators and business leaders in the
area of corporate training. This report
meets our second goal: to provide you, our
readers and research members, with actionable
and practical best practices that you can use
to improve your organization's programs and
initiatives.
The 90-page report includes insight and
common best practices for each category from
the Bersin & Associates analyst team,
followed by profiles of each of the winners.
You'll read, for example, about how Philips
Ultrasound implemented a highly successful
program for developing individual and team
leaders; how General Motors overhauled its
service technician training to better support
its mission to "fix it right the first time";
how American Power Conversion Corporation
used customer education to support its goal
of global expansion; and how Saks used
training to build bench strength in its
buying staff.
We hope the report will inspire you to share
your training success stories with us! The
call for applications is now open for the
2007 Learning Leaders Program. For more
information and to download applications,
please visit our Learning
Leaders website. This
report is available to members and
non-members. Click
here to download.
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| In the News |
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CLO
June 2007
"Learning Outsourcing Marches Ahead"
By Josh Bersin
Bersin & Associates research conducted in
2006 to study the economics of training
outsourcing uncovered some interesting facts.
For example, when it comes to content
development, prices vary widely -- and you
get what you pay for. Click
here to read the entire article.
Elearning!
Summer 2007
Caterpillar was named a 2006 Bersin &
Associates Learning Leader for its
organizational and management excellence.
Read how the company restructured its
learning organization into "Cat U," applying
a true strategic approach to training
employees and dealers, in "Caterpillar Builds
a Powerhouse in Enterprise Learning" (page
29).
Also in this issue: Running a learning and
development organization isn't a job for the
faint of heart. To keep up with the pace of
change, learning professionals at all levels
must continually develop new skills. How do
you manage such constantly changing
requirements and expectations? Find out in
this cover story, "The Strategy of Learning:
Run Training Like a Business Operation," by
Josh Bersin (go
to page 14).
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| Upcoming Events |
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WEBINARS
Realizing Greater Value from an Integrated
Talent Management Approach
July 18, 2007, 2:00 p.m. ET
Leighanne Levensaler, Principal
Analyst
The talent management suite is a new breed of
software that focuses on results beyond
process automation. Now employees, managers,
and business HR leaders can have better
conversations, make better decisions, and
make better plans. This presentation, hosted
by Talent Management magazine, will include a
discussion of the future of talent management
suites and the new possibilities they offer
to customers. Key topics include: an overall
architecture framework for talent management
suites, attributes of truly integrated
suites, and
scenarios showing the benefits of an
integrated approach to talent management.
Register
for this event.
Introducing New Leadership Development
Research
July 18, 2007, 2:00 p.m. ET
Kim Lamoureux, Senior Analyst
This webinar will highlight the soon-to-be
released research study on trends and best
practices for executive development. The
presentation will discuss the key challenges
organizations face, how organizations address
executive development, and the benefits
gained. Research is based on both
quantitative and qualitative survey analysis
from 100 companies. Register
for this event.
LMS Market Update
July 31, 2007, 2:00 p.m. ET
Chris Howard, Principal Analyst
August 15, 2:00 p.m. ET
Josh Bersin, President
Join Chris Howard for a comprehensive update
on the LMS market, based on the just-released
study, Learning Management Systems 2008.
Howard will address topics such as market
consolidation, the impact of talent
management on LMS offerings, influencers of
customer satisfaction, operational costs, and
the use of software as a service. He'll also
share highlights of Bersin & Associates
unique MarketMaps that encompass leading LMS
vendors.
Register
for the July 31 event.
Register for the August 15 event.
Missed it live? Research members
can view all recorded webinars by visiting
the research
center event archives. Not a member? Sign up for a trial membership today.
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| New Research for Members |
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Bersin & Associates Learning Leaders 2006:
Lessons from the Best -- 2006 Award
Winners
This 90-page report identifies the Learning
Leaders for 2006 -- companies that exemplify
innovation, excellence, and business value
in learning and development. This report
includes an overview of best practices for
each award category, written by the analyst
judges, and a detailed profile of each
Learning Leader. Caterpillar, Saks, MetLife,
Symantec, and Philips Ultrasound are a few of
the
companies
highlighted. Download today.
A Primer on Talent Management Suites, Part
1
The first of a six-part series on talent
management suites, this bulletin explains the
fundamentals of talent management suites and
the vendors offering these solutions.
Leighanne Levansaler details the critical
items to share with project teams and
stakeholders. Download
today.
Asset-Based Learning Content Management:
Autodesk Achieves Measurable Results with
LCMS
This case study focuses on how Autodesk
addressed the challenge of training all of
its target audiences on its new product
introductions and enhancements in a timely
and efficient manner by the efficient
development, modification and reuse of
learning materials using a single-source
asset-based approach. This study also
highlights the use of interactive simulations
by Autodesk to increase learner proficiency
with its products. Download
today.
Technology Update: Open Source
e-learning Systems
Chris Howard explains the nature of open
source in the technology-based training
industry. This study is essential for
guidance in the decision making process for
adapting an open source e-learning system.
Download
today.
Developing Communities of Practice:
Best Practices and Lessons Learned from
DAU
This case study explores the mechanics of
building effective communities of practice
and details the Defense Acquisition
University's success, enumerates its best
practices and considers the lessons learned.
This presentation covers community of
practice from definition to best practices in
development. Download
today.
Strong Executive Engagement Is a Critical
Success Factor for Leadership Development
In this research bulletin, Kim Lamoureux
discusses the importance of senior management
participation in the success of a leadership
development program and how executives can be
engaged in the program on an ongoing basis.
Lamoureux also details how to gain and
maintain executive support and participation
for program success. Download today.
Join our research community to access
these
reports.
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| New Talent Management Newsletter |
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Bersin & Associates' new Talent Management
newsletter highlights research on: leadership
development, performance management, competency
management, recruiting, succession planning
and the evolution of integrated talent management
systems. In each newsletter you will find
actionable
research you can immediately apply. Subscribe today!
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| Analyst Corner |
The New Chief Learning Officer
Josh Bersin
President and Founder
What is a CLO? The answer to that question
is changing. Our research into high impact
learning organizations clearly
illustrates that the CLO role makes a
difference. Yet as the position becomes more
widely accepted and adopted, the role of the
CLO continues to expand. The era of
talent-driven learning requires a "new CLO"
with new responsibilities:
1. Business Manager of Learning. The new
CLO must understand the key strategies and
challenges of the business and ensure the
learning resources and programs are aligned
to meet them. In fact, the best CLOs are
business people first and learning experts
second.
2. Chief Demographic Officer. The new CLO
must have a clear understanding of the
changing demographics of the workforce and
know how to tailor learning offerings
accordingly.
3. Chief Performance Officer. The new CLO
must focus relentlessly on employee
performance. He or she must connect
business performance with employee
performance and push the development and
delivery of performance support tools and
systems - not just training programs.
4. Global Learning Leader. Today,
even the
smallest corporations are global: with
global customers, global partners, and global
operations. The new CLO must understand
global learning needs and transform the
learning organization and its programs to
meet global demands.
5. Chief Development Officer. Every
business problem has an underlying talent
problem, and every talent problem has an
underlying development component. While no
CLO can own all aspects of development, the
new CLO is typically the only executive with
the background, stature, and resources to
develop and promote these development
programs, even when they're owned by others.
Ten years ago, very few companies had a CLO.
Today, CLOs serve a distinguished and vital
role in the organization. In the years
ahead, the CLO job will redefine itself again
and take the lead for performance and
talent, as well as the business of learning.
Click here to hear an overview of how
high-impact learning organizations are governed.
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