Chief Learning Officer - October 2007 - (Page W3)

Advertisement Selecting an On-Demand LMS Solution As the SaaS market grows and organizations realize the value of selecting an on-demand, hosted software solution, it becomes increasingly difficult to sift through the many choices and select an LMS that meets the organization’s unique business needs. Many learning software providers are trying to jump on the SaaS bandwagon by either retrofitting their traditional LMS software for delivery over the Internet or attaching monikers such as “on-demand,” “hosted” or “ASP” (application service provider) to their product names. But what exactly is SaaS? And more important, is all SaaS the same? SaaS is a software solution that a vendor hosts and supports as a service, which users access via the Internet, without the need to deploy and maintain an on-premise IT infrastructure. Whereas some people associate SaaS with pay-as-you-go subscription pricing, SaaS is more indicative of the hosted deployment model. In fact, SaaS can be priced via subscription, annually or perpetually. To help an organization discern between a true SaaS provider and a traditional software provider jumping on the latest technology bandwagon, consider these questions as you search for, compare and evaluate the ondemand LMS: Focus and Core Capabilities Does the provider offer its product only as SaaS, or as either SaaS or behind the firewall (BTF)? True SaaS providers are focused on and have a core capability in SaaS. Providers that claim to offer either/or solutions and aren’t committed to one methodology over another typically cannot provide world-class solutions for both delivery methodologies, and they can’t compete with providers that have specialized SaaS business models. What Percentage of the Provider’s Business is SaaS vs. BTF? Percentage of business is an excellent indicator of where a provider’s loyalty lies. Be wary of selecting a SaaS solution from a vendor whose primary business is BTF (or vice versa). If the Provider Offers Both, Does SaaS Offer Equivalent Functionality? Is it on the same product development path? Do upgrades to the SaaS product coincide with the BTF product, or do they lag behind? Identify any product differences between SaaS and BTF. Many on-premises LMS software providers have different development paths and functionality sets for their hosted versus BTF products. Also beware of on-premises software vendors that offer a hosted solution with streamlined/reduced functionality. Does the Provider Offer a Rapid Deployment and Implementation Methodology Specifically for its SaaS Model? Deploying and implementing SaaS solutions is vastly different from BTF solutions. It is again worth noting that vendors that specialize in one delivery model over another undoubtedly will be set up for that particular type of deployment. Hosting Location Is the software hosted at the provider’s site, or does it outsource it under contract with a third party? If a third party, is there a good history of the software provider and the third party cooperating to address customer problems when they arise? Be wary of providers that outsource hosting, service and maintenance to a third party. This is merely a hosted solution or ASP model, not true SaaS. Hosting Resources Is the solution hosted at a Tier 1, co-location facility with redundant power, secured access, unlimited bandwidth and direct access to at least two of the major Web backbones, or is CASE STUDY: Utica’s Employee Performance Management Solution Company Overview Utica National Insurance Group, a midsized insurance company that focuses on the small-business market, was seeking a solution for pre-hire assessments and performance management. Initially, the HR organization wanted to build an in-house assessment tool. As it explored the complexities of the application and looked at vendors’ products, the company decided it needed an LMS. Business Challenge Once the company explored the LMS market, it found very few providers that could offer a complete solution for employee assessment, performance management and employee development. At the time, many of the LMS companies were selling only learning solutions, and only a few of these vendors had the expertise or software to support the entire employee life cycle. After reviewing 14 LMS solutions, Utica realized it needed a solution provider that could offer a solution that would include employee assessment, performance management and learning management, as well as services to assist in the development of competency models and the performance management process. Again, although Utica might have been able to identify, select and implement each of these components separately, the company realized it needed an integrator to select, implement and support each of these integrated elements. Ultimately, Utica implemented a highly successful solution, and GeoLearning was able to provide each of the components. The vendor also offered a single point of contact for service and support for the implementation, training and assistance in establishing Utica’s assessment, performance management, and training and development processes. Determining the Best Solution Utica selected a solution delivered by GeoLearning that included a wide variety of components, including: • GeoLearning’s LMS. • SuccessFactors’ performance management system. • An insurance competency model provided by ITG. • Virtual classroom capabilities provided by WebEx. • Training content from: – NETg / SkillSoft – MindLeaders – Kaplan Financial – A set of tools to enable the company to develop its own training content Lessons Learned Once again, when an organization is trying to implement a complete solution, and resources are scarce, a fullsolution provider (which is unbiased about technology) often can pull together all the pieces from best-ofbreed providers and add significant value in integration and support. Sponsored by GeoLearning

Table of Contents Feed for the Digital Edition of Chief Learning Officer - October 2007

Editor's Letter Table of Contents Letters to the Editor Taking the Lead Trends Best Practices Effectiveness Guest Editorial Elements of Social Media Arrive on the Learning Scene Trend Micro: Making Learning More Modular CLO Profile Learning’s Role in Talent Management INTTRA: Using Global Learning to Better Enable Talent Management Operationalizing Communities of Practice U.S. Army: Sharing Lessons from the Field Looking Back, Moving Forward Leveraging Business Data to Develop Strategic Learning Solutions Chrysler LLC: Metrics, Score Cards and Automobiles Advertisers' Index Editorial Resources Connecting the Dots: Recognizing Talent Development Differences at Nonprofits Nonprofits in Health Care: Learning at ENH Case Study Business Intelligence Case Study In Conclusion

Chief Learning Officer - October 2007

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