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The role of L&D and HR in successful LMS implementation

People – the employees of an organisation – must always be the main focus of any learning management system.

A human resources (HR) department exists to manage everything regarding the people in an organisation, from recruitment to payroll, while the role of the learning and development (L&D) team is to manage and provide people development.

To get the best value from a corporate learning management system it is essential that the LMS fully supports the work of both L&D and HR. To achieve this, L&D and HR teams must play an active role in the implementation of an LMS to ensure that it delivers the features they need.

What learning technologies do the L&D team need? Will the LMS work with their existing learning content? Can it import Word documents or Powerpoint slides? Is it SCORM or TinCanAPI compatible to work with a variety of content? Does it support blended learning, microlearning and gamification?

What data will the LMS provide the L&D team? Does it record an employee’s assessment performance to track their learning progress? Does is use predictive analytics to highlight individuals’ training needs or predict which employees are likely to develop into leaders or leave the organisation?

Will the LMS integrate with the company’s HR systems? Will it share information to eliminate duplication of data entry and improve accuracy? Will it provide compliance management to ensure essential qualifications are up to date and flag the need for renewal, CPD activity or other learning? Will it spot trends such as the effect of training on profitability, career development, employee satisfaction and retention?

As they will be primary users and beneficiaries of an effective LMS, L&D and HR have to play a prominent role in the specification, design, purchase and implementation of the system to ensure that it answers all their needs above. If L&D and HR find they can’t use the LMS, no one else will.

In addition, they must make sure that the LMS is fully integrated with legacy HR systems. Data already generated and collected by HR systems and new data created by the LMS will be useful in their own right, but even more valuable when shared and analysed together. Integration enables an LMS using artificial intelligence (AI) to make even more accurate decisions when basing them on a greater amount of relevant data.

Integrating an LMS with legacy systems gives R&D and HR teams more powerful tools to improve employee performance which will directly influence productivity, employee retention and, ultimately, profitability.