When pulling requirements, it helps to consider the scenarios that the solution will be implemented within.
For those of you who are instructional designers and trainers – our version of requirements collection is called “needs assessment.”
In this particular example, Syd (remember her?) and I pulled together some LMS requirements for a project that is designed to build a business case for a Human Capital Management system.
As some of you may have noticed, a number of LMS vendors have been purchased by HRIS vendors.
They are starting to make the LMS a major component of Human Capital Management solutions.
I think this is nice, since it helps to better integrate the learning function with the business function without having to do the work ourselves (huzzah!).
Also – I think that it is much more likely that the Human Capital Management solution will be integrated into Business Intelligence than an LMS will be.
Which would then allow me to really see the business impact our training solutions are having with real, honest-to-goodness numbers. (Wendy’s Utopian Fantasyland)
Image from inquisir.
Unicorns are REAL! Just ask the California Highway Patrol!
For our requirements, we had two possible scenarios.
Scenario 1 – LMS treated separately from the Human Capital Management system and integrated (pdf)
These requirements focused on integration points. This scenario assumes that we will use the existing LMS.
Scenario 2 – LMS as part of Human Capital Management system. (pdf)
This is where you see the typical LMS requirements – plus integration points.
Note: These requirements are not vetted and may not reflect what our organization is actually doing.
Many of the requirements were taken from our requirements library (ie – the organizational history and knowledge that Syd and I both had from previous projects of this sort).
As we talk to other stakeholders, and as the overall strategy for HR evolves, we will fine tune these requirements, put them into a more detailed format (similar to what you saw in the example links), and have discussions around “nice to have” vs “need to have”.
Ultimately, we would then start leveraging the finalized requirements for decision making, testing, training development (to make sure the materials cover all of the things someone needs to do) and capability matrices (since even with this solution, we may still have multiple LMSs).
Now – in Wendy’s Utopian Fantasyland – I would have put this in the pretty matrix in the first place. But – we needed something fast and collaborative (those examples were originally done in Google Docs). The pretty matrix will come later.
Having two scenarios allow us to show the executives what decisions still need to be made regarding direction and provide us an opportunity to analyze the opportunity cost for each.
Do we leverage existing tools and integrate? (Lord knows, we have enough LMS options lying around)
Do we take advantage of something brand new?
I suspect we are not the only shop that will be asking these questions over the coming years.