These key points and the structure for your business case apply regardless of whether you\u2019re choosing a learning management system (LMS), learning experience platform (LXP) or an intelligent learning platform<\/a> (ILP). If you\u2019re unsure which might be best, we\u2019ve explained the differences here<\/a>. If you\u2019ve already got a good idea, it\u2019s time to focus on how you make a compelling argument for why you need it.<\/p>\n <\/a><\/p>\n Many learning platforms enable people to find information and resources in the flow of work, it’s one of their key benefits. The below numbers will help you justify just how much time you’ll gain back by using one.<\/span><\/p>\n In 2012, it was reported that employees spent\u00a0<\/span>1.8 hours<\/span><\/a>\u00a0searching for information each day, by 2015 it had risen to\u00a0<\/span>2.5 hours<\/span><\/a>. For most people, that’s a third of the working day. We have become slightly more productive since then, but a\u00a0<\/span>2019 survey<\/span><\/a>\u00a0still placed the figure at around 25% of their day. <\/span><\/p>\n With your learning platform acting as a knowledge base for all your resources, you’ll drastically reduce this time. It’s estimated that an internal knowledge base<\/a> reduces research time by up to 35%, but if you pick the right platform you might be able to surpass that average.\u00a0<\/span><\/p>\n <\/a><\/p>\n It’s not all about the flow of work though, learning platforms help you create pathways to development for employees – giving them the tools to build new skills and move into new positions. The wonderful bi-product of that is that you’ll engage and retain employees.<\/span><\/p>\n Here’s the quick rundown by numbers:<\/span><\/p>\n So, training and development are important to employees, but the majority of organisations are neglecting this area. By investing in employee development, you can drive engagement, retention and your appeal to potential candidates. Here are a few more reasons why:<\/span><\/p>\n <\/a><\/p>\n If we told you that the time wasted searching for information could equate to more than \u00a36,000 in lost hours and productivity per employee, per year, would you be shocked?<\/p>\n We already mentioned that the average employee spends 25% of their working day searching for information, but we’ve not calculated the monetary costs. If the average employee works a 40-hour week then they’d spend 10 hours of that searching for knowledge, and with average hourly pay in the UK reported to be \u00a314.80 in 2019, that equates to \u00a3148 per week. If we look at the generous end of the annual leave spectrum and say an employee works 42 weeks of the year, that would work out to be \u00a36,216 annually.<\/p>\n Some less meaty maths also points to the fact that a learning platform reduces the time and money spent on face-to-face and formal training. Studies show that e-learning reduces training time by between 40% and 60%, while simultaneously reducing expenses for travel, instructors, venues and time spent out of work.<\/p>\n This is the greatest hits of your business case: following the same structure, picking out the key points and selling them in a compelling fashion that convinces the decision-makers. For some, this is the only section they\u2019ll read or the influential factor in whether they continue beyond the summary. It\u2019s recommended that you write this last, or at least finalise it as your final act.<\/a><\/p>\n The important thing is to establish the context that led you to this point. Have you reached the limit of the system(s) that you\u2019re already using? Are you operating without a platform and that\u2019s created a different ceiling to learning and development? These are two of the likely reasons you started looking into learning systems and platforms.<\/p>\n Two strings to your bow here are your ability to link it back to the company\u2019s goal or vision and the inclusion of any data that supports why this issue needs to be addressed. If it is a case of replacing the current platforms, you should provide details on why they\u2019re no longer fit for purpose or providing a return on your investment. Ideally, you should be impartial and factual at this point.<\/a><\/p>\n Setting the general scene is absolutely vital, but so is explaining the more specific goals a platform will help you achieve. You can also think of these as the smaller problems or opportunities through which you highlight who will benefit and to what extent. Ultimately, this helps your cause as it shows how you plan to use the learning platform in practical and relevant scenarios.<\/p>\n Think of the specific instances and pain points that drove your search for a learning platform.<\/a><\/p>\n If there\u2019s one guaranteed way to get attention, it\u2019s bringing up how your competitors are using and benefitting from learning platforms, especially if you can draw on some data. If you can\u2019t get the scoop on your rivals, support your argument through insights on a similar company from a related industry. As we\u2019ve alluded to throughout this, hard data will trump anecdotal evidence in your business case, so make sure you crunch a few numbers.<\/a><\/p>\n You will have drawn up a shortlist of learning platforms, and this is the time to present the risks and benefits, costs and implementation timelines for each. Remember, doing nothing is also an option, so it\u2019s important to address the risk and cost of no action.<\/a><\/p>\n You\u2019ve been factual and diplomatic up until now, so it\u2019s high-time you unleashed your passion for driving a better L&D future through your desired platform. There are a few ways that you can do this: you may choose to further explain the risks and benefits of adopting this platform, you might outline the project timeline in detail to highlight when the decision would pay dividends or discuss who will be involved in its delivery.<\/p>\n The important idea is to show that you\u2019ve considered the resources required and the scale of moving to that platform.<\/a><\/p>\n Possibly the best way to present your argument is to forget about the features and focus solely on the benefits and value your preferred tool offers. This is more powerful because you can talk about how it will positively impact return on investment, which is arguably far easier when talking about an LXP or ILP.<\/p>\n You could focus on how they cut down the time it takes to search for knowledge, which increases employee productivity and helps create a culture of learning at the point of need. In turn, that reduces the training costs associated with the traditional methods of learning and development. Learning platforms also cut down the ramp up time for new starters, by connecting them to useful knowledge and people in one searchable platform. Combine all of these points and you\u2019re more likely to engage and retain your employees, meaning the cost of staff churn is reduced.<\/a><\/p>\n Keep this short and sweet. Simply summarise why it\u2019s important to address this problem and reinforce why the plan you\u2019ve proposed is the most effective way of solving it.<\/p>\nJustifying your need for a learning platform – jump to:<\/h3>\n
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Structuring your business case for a learning platform – jump to:<\/h3>\n
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Justify your need for a learning platform with these statistics<\/h2>\n
Drive productivity by cutting back on time spent searching for information<\/span><\/strong><\/h3>\n
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Developing, engaging and retaining employees<\/span><\/strong><\/h3>\n
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Using learning platforms to drive profitability<\/strong><\/h3>\n
Structuring your business case for a learning platform<\/h2>\n
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<\/a><\/p>\nThe executive summary<\/strong><\/h3>\n
Why do you need a learning platform? Address the problem or opportunity<\/h3>\n
Dive into the specific L&D goals<\/h3>\n
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Discuss the competition<\/h3>\n
Assess the available platforms and options<\/h3>\n
Your recommended learning platform<\/h3>\n
Sell what the platform will help you achieve – \u2018Features tell, benefits sell\u2019<\/h3>\n
Conclusion<\/h3>\n
Click the image below for your PDF version<\/h2>\n
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