Underpinning the learning management premise is a new set of knowledge and skills, collectively referred to as a futures orientation and which attempts to prepare the mindsets and skillsets of teaching graduates for conditions of social change that pervade local and global societies in the 2000s.
The process was developed by Professor David Lynch of Central Queensland University in 1998 and is used primarily as a tool to train teachers to teach [3].
Typically, LMS' provide an employer/instructor with a way to create and deliver specialized content, monitor employee/student participation, and assess their overall performance and completion of the required courses.
Companies and institutes are finding it hard to keep track of paperwork proving training completion, forms, and evaluations.
According 2005 and 2006 surveys by the American Society for Training and Development (ASTD),[5] respondents that were very unsatisfied with an LMS purchase doubled and those that were very satisfied decreased by 25%.
In a 2009 survey, a growing number of organizations reporting deploying an LMS as part of larger Enterprise Resource Planning (ERP) systems.
Often there is a disconnect when the Human Resources department oversees training and development initiatives, where the focus is consolidating LMS systems inside traditional corporate boundaries.
Software technology companies are at the front end of this curve, placing a higher priority on channel training.