E-learning has brought learning options to an organization that are not only less expensive, but also more flexible than face-to-face training. Although e-learning would never replace the “human touch” that face-to-face training is privileged, it is in fact that current technologies allow the creation of electronic courses that are relevant, attractive, participatory and with “a fun element”. .

As an increasing number of organizations use e-learning or “blended learning” (a combination of e-learning and classroom instruction), more organizations are faced with questions about choosing the systems that best fit their environment. Larger organizations are looking for systems that not only deliver and track eCourses, but also allow for the integration of performance reviews and development plans. The needs of smaller organizations may be more succinct and limited to training delivery. So what do we consider when choosing the best e-learning program? Let’s look at the differences of the two main e-learning systems: the Learning Management System (LMS) and the Learning Management Content System (LMCS).

LMS is a software application, typically web-based, designed for the administration, documentation, tracking, and reporting of e-learning programs and training content. LMSs, such as WestNet, Halogen, Flextraining, or Mindflash, require the import of externally created content using Microsoft programs or e-learning development software such as Adobe Captivate or Articulate. Many LMS offer monthly subscription for a fee based on the number of active users (training participants). Some LMS offer one-time licenses and charge annual software upgrade and support fees, which can be 10-25% of the license fee.

We are aware of at least 210 different LMSs with a variety of features on offer: from simple reporting and content delivery to sophisticated integration of learning management and social media platforms. Similarly, the difference in subscription and hosting fees is huge, ranging from $3,000 to over $23,000 per year for a thousand users.

By comparison, a learning content management system (LCMS) is content-centric software for creating and managing e-learning content (Xyleme, Exact Learning Solutions, Kenexa). Instructional designers and trainers can reuse e-learning content. As a result, it requires fewer resources and saves the time needed for course development. Rather than re-create entire courses, LCMS offers the ability to modify and publish courses for various audiences while maintaining previous versions. E-learning items that developers can manipulate include multimedia files, quiz items, simulations, text, or graphics. LCMS technology can also be used to deliver and track courses (as an LMS), or as a stand-alone application for learning initiatives that require rapid development of learning content.

Thus, the main difference is that the LMS does not allow you to create and manipulate courses; you cannot reuse content from one course to build another. However, the LCMS can create, manage and deliver not only training modules, but also manage and edit all the individual pieces that make up the training modules. LMCS subscription or license is usually priced as LMS.

So what should an organization consider when choosing the most suitable e-learning system?

– A lot of training content to develop and deliver. If an organization develops and delivers a large amount of training, either due to internal or external requirements, then LMCS may be a better option. LMCS will be able to save instructional designers time by reusing training content that has already been created.

– Long-term training and development needs. When an organization plans to grow and expand, it means that training and development needs will also increase. Therefore, even when an LMS may seem like a better option today, considering the long term, an LMCS may be the better option. That way, an organization will avoid the additional resources and confusion of switching from one system to another.

– Training of the public. Larger organizations that employ workers nationally or internationally would experience a greater need to update training modules, due to local regulations and cultural preferences. Therefore, LMCS could be of benefit in this case.

– Plans to integrate e-learning into organizational social platforms. Some LMS and LMCS allow the integration of organizational social platforms such as Intranets or wikis. Although these systems are often more expensive, this emphasis on learning encourages workers to participate in more training and increases their commitment.

– The needs to use e-learning systems for performance management. Selected LMS and LCMS can perform a performance management function by allowing managers to track employee performance (incorporating application learning results from completed courses) and by giving employees the opportunity to create plans development based on performance reviews.

E-learning is a powerful learning platform. When an organization chooses the “right” system, that system can not only save costs, but it can also improve learner engagement and learning retention.