Legacy learning management systems (LMS) excel at what they were designed to do: creating and distributing course content, tracking enrollments and completions, managing certifications and supporting workforce audits. But those capabilities, while necessary, are no longer sufficient. For example, an agency might know exactly how much AI training employees have taken and yet be unable to demonstrate that training has improved workforce readiness. As spending continues to face heightened scrutiny, agencies must show how their training investments contribute to their strategic objectives and mission.
To make that connection, agencies should start with their goals and work backward: What skills are required to achieve the intended outcomes? What learning paths can support the development of those skills for employees in different roles? And how can they support their employees’ professional development, both in their current roles and beyond? Once agency leaders can answer those questions, they can start building out the necessary course catalog. This is not a conversation about LMS modernization but about workforce modernization, said A.J. Frickman, Vice President of Public Sector at Docebo.
“Ultimately, the goal isn’t to deliver more training,” he said. “It’s to build a workforce that’s ready to accomplish the mission.”
In this video interview, Frickman discusses how to shift from learning management to workforce modernization. Topics include:
- The key capabilities of a modern learning management system
- Integrating learning experiences into daily workflows
- Using AI to develop personalized learning paths for employees