We have a wide range of software solutions, including HRMS systems, that make life easier for a business’s human resources department. The learning management system (LMS), particularly if it is integrated with your internal HR systems, is the actual all-encompassing solution that offers a multitude of advantages.
By combining the two, a formidable force is created that can automate administrative tasks, enhance user experience, reduce the likelihood of data duplication, astutely analyze data, avoid tech debt, and provide higher ROI.
In this article, we will learn more about HR-LMS Integrations including the real meaning of the same, some major benefits of doing so, and the need for HR-LMS integrations in the first place. Let’s get started.
What does an HR-LMS integration entail?
A learning management system is intended to simplify the process of training, certifying, and upskilling personnel across a range of needs and business areas. However, doing so prevents many organizations from reaping the rewards of a strategy that employs the features of two equally powerful systems (LMS and HR software). They are frequently planned, deployed, and operated as independent entities from human resources and human capital systems.
Data from one system is sent to or extracted from the other when your existing HR systems and an LMS are connected to produce a more detailed analysis. The result is the creation of a central repository for information on learning and employees, training programs, and practical career paths. This also includes information on hiring, attendance, administration, payroll, reporting, and compliance.
Some Major Benefits of LMS-HR Software Integration
1. Better performance conversations result from the integration of LMS and HR software.
When teams use different LMS and HR systems, it can be difficult for managers to evaluate the effectiveness of training because the connection between learning and actual performance isn’t always obvious.
The relationship between learning and performance is less of a data-driven strategy and more of a game of chance. However, connecting an LMS with the HR software provides training providers, departmental managers, and company leaders with clearer and more thorough information regarding how employee development and business priorities coincide.
Once the allocated learning modules have been completed by an employee, the LMS records the score and syncs it with the corresponding records in the HR software. To have a better grasp of overall performance and progress, any executive can access an updated snapshot of how many employees finished a specific module and how they performed.
Learning supervisors also get quick access to historical information, such as job titles, prior evaluation results, and training completions, making it simpler to set individual performance benchmarks and further customize development plans.
2. Integration improves the working environment for employees.
Many LMSs are too difficult or cumbersome to use, which is one of the greatest complaints employees have about training and development and the main cause of low adoption and long-term performance.
Encouragement and performance will be stifled if employees are required to log in and out of many systems, remember numerous passwords, or access training materials via a specific device or platform.
Providing a single system effectively directs employees to the appropriate information on both mobile and desktop platforms. It also allows them to perform work either online or offline and receive proper help whenever needed. In this way, integrating an LMS with a company’s existing HR software emphasizes the employee experience.
What’s more, by using this system, employees won’t have to switch between systems, making navigation simpler, lowering the likelihood of forgotten passwords, and removing all other little obstacles that detract from the value of a thorough learning and development program.
3. Integration increases productivity and lowers costs.
Employee training and development should, in a perfect world, be a business driver that equips line-of-business leaders and HR professionals to actively contribute to the long-term success of each employee by providing them with the skills and information they need to perform their roles.
In practice, businesses are further away from achieving any of these objectives if they continue to rely on disparate learning and HR systems. Because of all the human data entry and performance monitoring required, adopting legacy systems can lead to a considerable rise in operating expenses and complexity, as well as a decrease in organizational effectiveness, the productivity of employees, and contentment.
The amount of time spent on repetitive duties can be significantly decreased by integrating HR software with other crucial systems like an LMS and fully utilizing automation features. This will cut down on the time teams spend correcting data inaccuracies and the associated costs.
4. Integration helps reduce data redundancies significantly.
Even with the most attentive eyes, manually copying data from one system to another may create a possibility for the dreaded data redundancy. In addition to wasting time and money, redundant data might result in many versions of inaccurate or outdated information. Furthermore, it takes a lot of time and effort to reconcile repeated instances of duplicate data entry inside the typical organization.
The data value can be decreased by even the smallest error, which can compromise the accuracy of any reporting. The requirement for manual intervention decreases since there are fewer data redundancies, and an HR-LMS interface eliminates the need for additional management software and lowers the cost of hosting several systems.
Security is an additional advantage of integrating HR with a potent LMS like Docebo. The majority will follow stringent industry compliance requirements, and any vendor will be able to demonstrate their local or national security rating. This eliminates the need to store data in many locations.
Why is an HR-LMS integration necessary?
Based on the advantages we just discussed, you might be persuaded to believe that an HR-LMS interface is a desirable feature when purchasing an eLearning system. It should now be more evident to you, we hope.
Since nearly every encounter an employee has with an organization is recorded and saved using technology, HR frequently deals with a data dump. It is therefore extremely helpful to have a central place that not only gathers and stores this data but also implements efficient procedures based on it. In the absence of LMS-HR integration, employee and learning data are segregated, which doubles the time needed to construct career or learning pathways for workforce planning.
Furthermore, companies end up using human resources inefficiently to duplicate tasks that LMS software could handle in seconds and pushes HR’s employee-focused job to the back burner so that paper-intensive operations can be handled.
Conclusion
You can ensure that every employee can make a significant contribution to your business while also furthering their careers and broadening their knowledge of the sector by combining your LMS with HR software.
