Since June I have been working with a client to determine their requirements for transitioning from an internally created external facing learning management system to an off-the shelf one to satisfy many of the current systems’ deficiencies. This engagement also included the organization’s needs for internal learning management, which in turn resulted in many discussions around performance and talent management, and succession planning. Throughout this process it has been amazing to see many individual’s appetite for more sophisticated and actionable-based systems directing everything from on boarding through learning and performance management to a complete picture on the organization’s talent pool and where they maybe deficient, have flight risks or are okay for tomorrow’s workday. Understanding that these needs exist from business units, IT, HR and executives only reinforces what has been happening lately in the HRIS, HCM, HRMS, or “whatever you want to call it” world. The convergence of many systems into a single offering from a given vendor is the current trend. Many in this space are acquiring their “missing pieces” to offer an end-to-end solution comprising core HR functions and associated modules including recruiting, talent, performance, learning and succession. Consider the latest happenings and tell me convergence is not occurring at a rapid pace:

• Success Factors (Talent/Performance/Recruiting) acquires Plateau(Learning) and now Success Factors is acquired by SAP(Core HR)
• Taleo (Talent/Performance/Recruiting) acquires Learn.com (Learning) and now is in the process of being acquired by Oracle(Core HR plus a lot more….)
• SumTotal which started off as a pure training company many years ago has evolved from Asymetrix to Click2Learn, to a merger with Docent to now a company with a complete HCM offering with individual modules supporting Core HR and Talent/Performance/Recruiting

Convergence is happening in this SaaS world with vendors creating a complete solution with modules that can be turned on/off for their clients based on their current needs with the goal of every client using all modules with the vendors’ suite. Where does that leave the LMS vendors that are still independent and focused on just learning and or learning/talent/performance? Maybe it leaves them ripe for acquisition, or ripe for death. However you look at it, it is a very interesting time for those of us in this space who are waiting for the next domino to fall. Is that domino Workday and if so what is their plan? I can guarantee you it is not to be acquired by Oracle……..

Based on some articles I have recently read from Learning Solutions, Float Mobile and Kaplan, making things that don’t seem to be a game into a game is growing in popularity within the learning world. Game mechanics, scoring, points, badges, time elements, pattern seeking, item matching, content ratings are quickly working their way into almost every element of life from web site rankings and Thumbs Up/Down to rewards in social games like Farmville and Mobsters. Gamification, as it is now called can also be called the “new thing” within the training community. As we all know, if there is new technology, processes, tools, methodologies available someone will try and implement it into a new program. While Gamification is somewhat new in our world it has been gaining steam in “micro games” online and more specifically in social networking sites where individuals try and acquire an elite status, receive badges and outdo their competitors. To add some clarity, Gamification is only somewhat new in regards to the accompaniment of newer social and mobile technologies. Training designers & developers have been creating learning programs for decades with these same very principles entrenched in the instructional methodologies. How about an on-boarding program given by an instructor that asks new hires to perform certain tasks in order to achieve a certain level, or how about automotive sales reps performing walk-around tours that are then graded by their peers? These training programs enable games withing a learning construct, this engaging users in a different way.

Courtesy: OnPoint Digital

How do we incorporate games today using newer technologies? What about using games to satisfy both the learner’s desire to be engaged and the company’s training professionals desire to have high fidelity and viewership? These questions can be answered by many different approaches and solutions but a couple ideas a learning professional can use and build upon are: ♦ Developing a game within a mobile app that requires a user to view certain content, pass the associated quiz and then be able to move on to a new or different level utilizing prerequisites. Levels and points will be achieved based on predetermined scales and a leader board will be available to show all participants where they stand amongst other game players. This game can communicate back to the LMS to track the training. ♦ Creating a bracket/challenge for sales representatives in retail/automotive

Courtesy of Growth Engineering

industries. Users would take videos of themselves performing their sales technique/strategy and this video would be uploaded to colleagues in the same organization so that they could vote or rate their peer. A bracketing system similar to college basketball is used to determine who moves on to the next round. Participants of the challenge are able to communicate with one another through forums and commenting and are motivated by prizes for certain levels of achievement. While these ideas are not necessarily novel, the way you can use today’s mobile, social and web application technology to implement them just very well be….