In This Issue
	What's New Live E-Learning: A Discussion with a CLO Selecting an LMS to fit a Global Infrastructure LMS Selection Kit

Live E-Learning: A Discussion with a CLO

One of the early approaches to e-learning was the webinar, pioneered by companies like Centra, Interwise, Webex, and now, through the Placeware acquisition, Microsoft. Live e-learning takes the instructor-led training paradigm and extends it to learners anywhere on the internet. Now, several years into this technology, live e-learning has become mainstream. But questions remain on how to get the most from the technology and when one should use live e-learning vs. traditional web-based courseware or other approaches. We recently talked with Bob Dean, a Partner and Chief Learning Officer of Grant Thornton, about this topic. Grant Thornton is a 3000+ person accounting firm specializing in accounting, auditing, and tax services for the middle market. Bob, who oversees Grant Thornton University (GTU), has been working with live e-learning technology for several years now (using Centra), and has "broken the code" on how and when to use live e- learning for high impact business results. The first question Bob asks is "where in the media mix does live e-learning fit?" Grant Thornton uses a consistent methodology in which live activities (in- person or over the web) form the foundation for all major learning programs. When a new training topic is identified, a live event is created. This process forms the basis of content development, because, as Bob points out, the live e-learning process is a "content creation engine." All slides, audio, and interactions used in these live events are stored for reuse and self- study later. Click here for the full article... »

Selecting an LMS to fit a Global Infrastructure

Last year Deloitte Touche Tohmatsu embarked on a a major new initiative: selecting a single, global LMS for its training operations. With over 400,000 employees in more than 140 countries, tracking and managing training activities at the company was complex. Training had been managed largely at the country level, with individual countries implementing their own processes and infrastructures. The US had implemented a Learning Management System (LMS), while other countries had informal systems for tracking and reporting training activities - some manually. Tracking employee training records and certifications at a global level was nearly impossible. In addition, managing and maintaining disparate systems and processes cost DTT in lost productivity and real dollars. Management decided something needed to be done. In mid-2002 DTT embarked upon a major new initiative - to implement one LMS at the global level. The advantages of going to one global system were: Saving money by replacing incompatible and often outdated systems with a global, scaleable, state-of-the-art system; Providing better tracking and reporting of Continuing Education credits, a regulatory requirement for audit and tax personnel; Providing easier access to training by centralizing the training offerings in a "one stop shop"; Promoting e-learning by giving learners greater access to training in a more structured manner. Two years ago, 95% of DTT's training programs were delivered in traditional, instructor-led classrooms, with 5% available as web-based courses. Currently the ratio is approximately 80% classroom/20% web-based. With the implementation of the global LMS, DTT hopes to get the ratio to 40% classroom/60% web-based. DTT expects to save millions of dollars and provide more just-in-time learning opportunity by moving more of its training out of the classroom and onto the web. Through an intensive year-long evaluation process, DTT selected SAP as its LMS vendor. Since DTT was already using SAP's HR system, they could gain significant technical and cost advantages by using SAP's LMS. On the technical side, there would be no need to build and maintain interfaces to a different LMS, saving considerable time during both initial implementation and over time with system upgrades. In addition, only one skill set would be needed by adopting one vendor for both the LMS and HR systems. Having a technical staff with knowledge of the vendor's system saves a great deal of time and money in technical support and professional services. From a contractual standpoint, the company calculated sizeable time and cost savings by managing one global contract for its HR and training systems. Find out more about DTT's LMS Selection Process... »

LMS Selection Kit

In 2002 and 2003 we researched more than 30 companies which had successfully selected, purchased, and implemented a learning management system. Based on this research and our extensive background building and implementing these systems, we developed this complete toolkit to help you select the right LMS. The report includes: an RFP to help you identify your requirements: a 58- page document detailing every question you will want to ask of your LMS provider; our 7-step selection process for selecting an LMS, developed through research and our own experience selecting and implementing these systems; our most recent industry survey of best-practices in selection and implementation, including detailed information on costs, implementation time, and problems to expect. If you are in the LMS selection phase, our research can help you simplify the process. This kit will save you months of time and potentially millions of dollars in license and implementation costs. Find out more about the LMS Selection Kit... »