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5 Ways To Boost Employee Onboarding Using LMS

Switching between jobs isn’t very easy. The efforts needed to find a new job and then adjusting to an absolutely new environment can be difficult for many people. To make this transition easier, companies have onboarding processes that help the new hires to acquaint themselves with their surroundings. 

To put it in simple words, efficient onboarding is crucial because it can make or break the employee’s first impression of the company. Imagine your first day at your job, if the overall training process isn’t very good, chances are it will affect your long-term relationship with the company.

So how can a company ensure it has a smooth onboarding process? By adapting to Learning management systems (LMS).

LMSs are well known in the newly adapted world of e-learning. They have a wide range of uses ranging from employee onboarding to training them through microlearning and providing mandatory training for the job. You may not know it but incorporating LMSs for employee onboarding can be very helpful in establishing a strong rapport with the employees and gaining their trust.

In this blog, we will discuss five ways to boost your employee onboarding experiences with the help of LMSs. 

1. Create a starter pack 

The first day for many employees is exciting but can be overwhelming and full of anxiety. Right from remembering the names of so many new colleagues to finding even the most basic things like a cup of coffee, a lot of new hires wander about like lost souls. Your responsibility as a company is to make them feel welcomed and guide them by using a comprehensive map. 

Welcome kits are a great tool to help them kick start their new journey with you. Using LMS, you can upload an introductory presentation and give them a virtual tour of the company that they can revisit when confused.

69% of employees are likely to stay for more than three years with the company when they have a great onboarding experience.

2. Build a defined pathway

While the prior introduction is important, it is necessary to visit more serious topics like work ethics, company policies, and mandatory compliance schedule. 

LMS plays a significant role by providing a digital learning platform instead of conducting live training sessions and hence saving your time. They also make tracking easier for compliance courses and ensure that the new hires are capable before they actually step into the workforce. 

A personalized dashboard can keep a track of an employee’s journey in learning through onboarding and the seniors/ managers in charge can easily supervise the employee when they need help. 

3. Easier content management 

LMSs make access to all the content available on the platform so much easier. When the content is quickly accessible at your fingertips, the content can be easily edited or updated as per the needs of the company. 

Whether it is updating some policies or adding new points to the compliance training courses, it can be done in no time. 

4. Address skill gaps with microlearning 

With an LMS, you can create and curate a collection of microlearning assets. Microlearning enables employees to learn while on the job which is otherwise difficult given the amount of time they spend at work. 

While classroom training and learning sessions occur less frequently, the bite-sized lessons on any LMS can be easily accessed at the employee’s convenience. They become in charge of their own learning and can refer to the learning material as many times as they want and at their own pace. 

Digital content can be easily updated as per the requirements of the job and is always standardized. 

5. Obtain certifications easily 

LMSs allow obtaining certifications easier for completing various tasks like accessing training or reviewing policy documentation. This invariably reduces the burden on the members of administrative and Human Resources departments. 

LMSs also provide an award system using gamification (use of game elements in a non-game environment) which also encourages the employees to perform better.

By digitizing the entire onboarding process, everything from introducing the company employees to company policies, the transition becomes so much easier. This is why we recommend using LMSs for easy employee onboarding.
An effective LMS takes the onboarding experience to a different level altogether. Call our experts today to book a demo of the Totara LMS.

Remote Onboarding in 4 Easy Steps

As we enter the phase of easing out on pandemic protocols, it is safe to say that remote working is here to say, either partially or fully integrated into the workplace. Over 54% of employees have said that they would consider leaving their job post-pandemic if they are not given flexibility in some way or another.

This has led to more and more companies adapting to a hybrid setting, which means you are most likely to continue onboarding new employees remotely for the foreseeable future. Starting a new job is a challenging and anxiety-inducing process for any employee. It becomes even more challenging if they have to do it entirely remotely.

As an employer, it is your responsibility to make sure your new hire is properly onboarded. In fact, 88% of companies don’t onboard well, and did you know good onboarding increases employee retention by 82%.

Here are some simple steps to help you ace that onboarding process and win over every person who decides to work for you.

Step 1: Get the setup right

First things first, make sure your new hire has adequate infrastructure to support their job responsibilities with you. This covers everything from office furniture to adequate WIFI. The system they work on should be in a good condition as well. 58% of businesses have provided their employees with new hardware to help them work better.

Provide them the needed tools and software such as access to the internal communication platforms or subscriptions for needed tools. Enabling them with the right tools helps ease their nerves about starting the new position. They feel more ready as they already have the setup and simply need to formally begin now.

Step 2: Meet your team 

Normally, a new hire would have umpteen opportunities to interact with their colleagues when they join a company. Virtual onboarding gives them no such opportunity. Meeting one’s team is important as it helps create a sense of team identity for both the new hire and the team.

To do this virtually, video calls are the best option. Putting a face to a name tremendously helps the team get familiar and build connections with one another. It doesn’t need to be the whole office, just their immediate team would do. If they are introverted in nature, some more encouragement might be needed to really help them settle.

Step 3: Train digitally

Onboarding is a process that involves contracts, forms, booklets, manuals, and documentation along with training. Transforming your training programs into eLearning modules helps create a library of resources that is completely digital and can be accessed time and again. 

You can search specific parts, replay them over and over again, and most importantly, go paperless. eLearning modules can be used for both in-office and virtual onboarding in the same way and are far more accessible. eLearning increases retention rates by 25 to 60% compared to the meager 8-10% of traditional onboarding. 

By using a Learning Management System (LMS), you can onboard batches of employees together or scale resources as needed. An LMS benefits the onboarding process by ensuring all new hires get the required training content and also facilitates easy training delivery, among many other benefits. 

Step 4: Get their input

One of the aspects of onboarding employers often overlook is—surprisingly—getting input from the employee that is being onboarded. Personalization is just as important as creating a well-structured onboarding process. Every employee has different needs that only they can communicate to you best.

Asking for their feedback instantly helps them feel valued and lets them know you truly care about their well-being. Knowing what works and what doesn’t also help you refine the onboarding process for future hires. You can get feedback through forms, survey questions, or one-on-one meetings.


Remote onboarding is here to stay and effective onboarding has never been more critical than it is today. Companies that do not do a great job with their onboarding are not able to retain their employees for long. This is why it is important to ace onboarding both in-office and virtually. 

Take the challenge head-on and plan out the onboarding process the best you can. Take it as an opportunity to showcase your company culture and create a valuable employee in the form of the new hire. Be prompt with them, be honest, and take it one step at a time.

A trustworthy LMS can make your goal of creating a robust onboarding process much easier. Schedule a call with our experts to learn more about the Totara LMS and its features. 

LMS vs. LXP: What’s the difference?

Learning Management Systems (LMS) have long been a staple in large organizations, being a critical component of ongoing training and employee onboarding since the early 1990s. However, since then, there have been several significant shifts, both in terms of technology and workplace learning methodologies, which have led to the advent of a newer, sexier way of delivering learning – the Learning Experience Platform (LXP).

Learning Experience Platforms (LXP) are the newer of the two technologies – and as you would imagine – with it being more recent, it offers several innovative, more modern approaches to training challenges that Learning Management Systems don’t. Even for seasoned Learning and Development professionals, the differences and benefits of one learning delivery technology over the other might not be immediately apparent, which is why we’ve decided to create this article.

While we won’t go into these with any real depth at this point, things like learner collaboration, content accessibility, and a mobile-first, always-on approach to learning are some of these approaches and benefits that LXP brings to the table that LMS doesn’t.

So – and let’s jump right to the point of this article – just what are the differences between LMS and LXP? To answer this question, we’ll start by providing a brief explanation of what each of these technologies is. 

What are Learning Management Systems (LMS)?

Learning Management Systems – or LMS – provide organizations with a system to house, administer, and manage cross-organizational learning, focusing on more formalized, structured learning processes.

What this means in practical terms is that it’s great for delivering mandatory compliance training, or more simplistic, instructional content – however, for anything more complex that requires a more flexible, personalized approach, the rigidity and structure of an LMS can actually impede learning.

As you’d expect from any system, one of the main benefits of delivering training in this way is the ability to track learner completions. This sort of tracking is excellent at providing a high-level overview of training activity across an organization, but it isn’t all that useful for assessing the effectiveness of your content or how to tweak and improve it.

While LMS is a great technology and certainly has had and will continue to have a significant role in employee onboarding and continued training, it can leave gaps in an organization’s training. These gaps are exactly what its younger cousin – LXP – sets out to address by offering a newer, more modern approach to workplace learning challenges.

What are Learning Experience Platforms (LXP)?

Learning Experience Platforms – or LXP – focus on delivering highly personalized training experiences, making learning more effective by tailoring content and experiences to specific learner needs.

This tailoring is where LXP succeeds. By providing learning with a personalized, adaptive experience, organizations can get much better training outcomes and results at a significantly reduced time than they otherwise would with a more traditional Learning Management System (LMS).

Part of this personalization includes adding community and other social elements to a learning platform, creating opportunities for collaborative learning that, according to the 70/20/10 rule, is where up to 20% of learning occurs.

Through the effective use of technology, LXPs can deliver bespoke, tailored experiences to learners, whenever and wherever they want to learn. Making the best use of modern technologies, from communication to mobile, to deliver effective, highly personalized, and always-on learning to your workforce. 

LMS vs. LXP: What are the differences? 

In this article, we’ll address some of the key differences and distinctions between these two eLearning technologies – looking at their benefits, use cases, and effectiveness in particular scenarios and situations.

When it comes to eLearning, there’s no such thing as a one-size-fits-all. This is especially true when we look at the technologies used to deliver learning – as each has a role to play. LMS and LXP can exist together, being complementary instead of being a direct replacement.

So, without further ado – here is our round-up of the five most significant differences between LMS and LXP.  

1. Better content personalization and discovery

Content discovery and personalization are some of the most significant advantages of an LXP over a more traditional LMS – with the former doing more to promote continuous learning over the long term.

With an LXP, it’s possible to utilize artificial intelligence and machine learning to personalize content better on the fly, offering learners a more tailored, unique experience catered to their learning needs.

This personalization, based on the habits and behaviors of particular groups of or individual learners, works to deliver content that maximizes results intelligently. An approach like this can lead to better learner outcomes and suggests additional learner content that is most relevant increasing learner stickiness.   

2. Less theoretical, more practical learning

LMS offers a somewhat traditional means of delivering learning – offering an experience more akin to classroom learning, albeit self-paced. It’s excellent for rigid, structured learning but not so great when a more flexible approach is required. LXPs aim to take training beyond this traditional format, making continual learning a constant feature of the workplace, promoting on-the-job training and skilling through increased accessibility and customization.

According to the 70/20/10 rule, employees gain most of their knowledge and competence from on-the-job experience. What this means for employers is that it’s far more effective to provide learning the is easily accessible to learners while they work – meaning bite-sized, easily digestible content available at will, from wherever they are – like quizzes, social features, or personalized assignments.

By effectively blurring the lines between the workplace and the classroom, eLearning is more effective when delivered using an LXP. This can lead to better results and outcomes and decreased training times, enabling employees to reach competency in their roles far quicker than was previously possible.

3. Better suited to complex, facilitator-led training than simple, instructional courses

Whether or not you’ll opt to deliver courses using a traditional LMS or a more modern LXP will likely come down to the type of training you’re providing. For example, instructional courses – things like health and safety or mandatory compliance training – are ideally suited to LMS. 

However, when we look at more complex, in-depth training on vast topics, the traditional, self-paced learning offered by an LMS is often inadequate.

While most LXPs are more than capable of hosting more traditional, simplistic instructional courses and content, they’re far more suited for more complex, multi-faceted topics, like business leadership training and professional development.   

This is due primarily to how customizable these platforms are, giving facilitators a set of tools that enables and empowers them to structure and organize courses the way they like, as well as, and similarly, offering learners the freedom to choose how they want to consume content based on their own learning styles and preferences.

4. Collaborative, social learning – not individual

An LXP offers a modern approach to learning, forcing organizations and course providers to rethink and modernize their approach to learning radically. Whether this is accessibility – making content available on mobile devices, offline – or simply making it more collaborative and social, instead of the traditional, individual approach of the past.

At its core, an LXP provides users with a platform to discuss and share their experiences in an open, transparent way. This collaboration between users empowers learners to become teachers and creators themselves, taking emphasis away from the more traditional, structured eLearning we’ve historically been more used to.

Another key consideration – especially if you subscribe to the 70/20/10 rule – is that as much as 20% of learning happens as part of interaction with other learners, not from the content. This is an area in which LXP wins out over LMS with ease, offering meaningful learner interaction, making LXP great either standalone or in conjunction with the traditional courses and content delivered by your LMS.

5. Richer data and better learner analytics

Arguably one of the most significant benefits offered by an LXP is what it offers when it comes to learner tracking and data.

With an LMS, what you can track and the data this tracking generates is far more limited than what is possible with an LXP. For example, with an LMS, you’ll typically be able to track and monitor course completions, assessment scores, and not much else. Whereas, with an LXP, you’re far more able to track the entire learner journey.

Having richer, more complete learner data gives you and your team a better understanding of what your users are engaging with and what they aren’t in a visual, more digestible way. This makes it far easier to refine and improve your eLearning, helping to maximize its effectiveness.

Final thoughts

The differences between the two eLearning technologies relate primarily to their approach to learning.

LMS offers self-paced, instructional learning, great for mandatory compliance training, while LXP focuses more on collaborative, social learning, being better suited to more complex, facilitator-led courses, like leadership and management training.

While each has its distinct advantages and benefits, for most organizations, it won’t be a choice between LMS or LXP. Instead, it will be how best to implement both technologies to maximize learning cross-organization.

We hope you found this article helpful and that you now have a better understanding of LXP – how it differs from LMS, its benefits, and how you might utilize it within your organization.

Learn more about Skills Anywhere

Skills Anywhere is a mobile-first Learning Experience Platform (LXP).

It integrates seamlessly with your existing Learning Management System (LMS), enabling learners to access course content anytime, anywhere. 

This enables you to update your existing eLearning solution, extending product life cycle at a fraction of the cost.

Please speak with one of our eLearning consultants to learn more about Skills Anywhere.

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