Training (or learning) has always been viewed as a cost center (representing a cost of doing business similar to other employee costs such as salary, commissions, and benefits). That’s why many organizations in the past have struggled with the challenge of justifying the cost of training in their budgets.
Today, organizations are making significant investments in technology—which includes solutions for training staff and further developing their career opportunities. Through e-learning, businesses can now reach many more people within their organization with a lot more content—for the same cost. It’s important to note, however, that while investments in e-learning do not reduce overall costs, they do allow these costs to be leveraged more efficiently across the organization.
HR to LMS, LCMS, and Beyond
Years ago, when an organization was put to the task of selecting software for training its employees, it would turn to the “run of the mill” human resource (HR)-type solution that included basic payroll and benefits. Some also offered a very basic training module that could handle administrative tasks, as well as track the learner’s courses, grades, etc. Today, however, training (or learning) has become so much more than what the HR systems of the past could offer.
Many of today’s organizations are moving away from the traditional HR solutions (with basic training modules) and implementing learning management solutions (LMSs) or suites instead, which often include learning content management (LCM)—either out-of-the-box or through a third-party provider. With a wide variety of solutions on the market to choose from, organizations can now put learning on their list of top priorities—right in line with their talent management initiatives.
What’s the Difference between an LMS and an LCMS?
An LCMS can be defined as “a multi-user environment where learning developers can create, store, re-use, manage, and deliver digital learning content from a central object repository.”
While LMSs deal with the management, tracking, and reporting of learning activities and learners, LCMSs are all about the development, management, and deployment of content (or learning objects). Understanding the difference between the two is often very confusing if you’re looking to purchase a solution, because most LCMS systems also have some limited built-in LMS functionality.
The primary role of an LCMS is to manage digital assets used for authoring, managing, and publishing course content. An LCMS
* stores content in a central database repository,
* manages course content,
* breaks courses up into learning objects,
* tags objects that are then placed into a database (for advanced searchability),
* represents or stores content as extensible markup language (XML),
* provides the capability to retrieve content for re-use across the entire enterprise.
The primary differentiator for LCMSs is that they offer reusability of learning content and are constructed using a learning object model. Typically, course content is stored as learning objects in a learning object repository database. The objects are described and tagged so these objects can be recalled and re-used by the course designer or others later on down the road.
Here are some key components of an LCMS:
* learning object repository
* dynamic delivery interface
* automated authoring application
* administrative application course catalogs
* document filing and history
* shareable content object reference model (SCORM) content manager with tools to disaggregate and re-aggregate courses
* version control tools and archiving capabilities to store previous versions of content
* check-out/check-in features
* ability to publish to LMS (interoperability with third-party LMSs)
* workflow
Today, organizations are making significant investments in technology—which includes solutions for training staff and further developing their career opportunities. Through e-learning, businesses can now reach many more people within their organization with a lot more content—for the same cost. It’s important to note, however, that while investments in e-learning do not reduce overall costs, they do allow these costs to be leveraged more efficiently across the organization.
HR to LMS, LCMS, and Beyond
Years ago, when an organization was put to the task of selecting software for training its employees, it would turn to the “run of the mill” human resource (HR)-type solution that included basic payroll and benefits. Some also offered a very basic training module that could handle administrative tasks, as well as track the learner’s courses, grades, etc. Today, however, training (or learning) has become so much more than what the HR systems of the past could offer.
Many of today’s organizations are moving away from the traditional HR solutions (with basic training modules) and implementing learning management solutions (LMSs) or suites instead, which often include learning content management (LCM)—either out-of-the-box or through a third-party provider. With a wide variety of solutions on the market to choose from, organizations can now put learning on their list of top priorities—right in line with their talent management initiatives.
What’s the Difference between an LMS and an LCMS?
An LCMS can be defined as “a multi-user environment where learning developers can create, store, re-use, manage, and deliver digital learning content from a central object repository.”
While LMSs deal with the management, tracking, and reporting of learning activities and learners, LCMSs are all about the development, management, and deployment of content (or learning objects). Understanding the difference between the two is often very confusing if you’re looking to purchase a solution, because most LCMS systems also have some limited built-in LMS functionality.
The primary role of an LCMS is to manage digital assets used for authoring, managing, and publishing course content. An LCMS
* stores content in a central database repository,
* manages course content,
* breaks courses up into learning objects,
* tags objects that are then placed into a database (for advanced searchability),
* represents or stores content as extensible markup language (XML),
* provides the capability to retrieve content for re-use across the entire enterprise.
The primary differentiator for LCMSs is that they offer reusability of learning content and are constructed using a learning object model. Typically, course content is stored as learning objects in a learning object repository database. The objects are described and tagged so these objects can be recalled and re-used by the course designer or others later on down the road.
Here are some key components of an LCMS:
* learning object repository
* dynamic delivery interface
* automated authoring application
* administrative application course catalogs
* document filing and history
* shareable content object reference model (SCORM) content manager with tools to disaggregate and re-aggregate courses
* version control tools and archiving capabilities to store previous versions of content
* check-out/check-in features
* ability to publish to LMS (interoperability with third-party LMSs)
* workflow
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