A Beginners Guide to HRMS Learning Management

A Learning Management System (LMS) is a module in an HRMS or a standalone application that organizes the management, documentation, tracking and reporting of training data. It may handle the approval workflow needed to register for a course. In some robust niche systems it will even handle the delivery of online training, so functioning as a platform for online classrooms. HRMS learning management modules have expanded over time and some now track other performance management and succession planning related data as well.

HRMS Learning Management Data

Types of data stored in HRMS learning management modules are varied, depending on if it is a traditional ‘training administration’ system or more of a holistic system encompassing performance or succession data. Traditional training data would include details about courses, locations, prerequisites and trainers. Enhanced data that may also be found in learning management could include education such as the degree received, certification details for work achievements such as being a black belt, or skills and their ratings, like an employee’s language skills.

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Competency Management

Another interesting area found in some HRMS learning management applications is competency management, or tracking the competencies attached to a position or to a person. An organization usually defines their own competencies, they may include soft skills such as communication or team management, or more quantifiable skills such as IT application experience. Some systems even go so far as to highlight where gaps exist in an employee’s profile and to suggest a training plan to ensure that the employee has the required competency to proceed to the next level.

Integration Is Key

Regardless of what training data you store, integration is key! If you use a standalone LMS, it is best to have an automated interface to ensure that employee data flows from the core HRMS to the LMS in order to minimize data entry. In a best case example, I once analyzed a highly integrated HRMS system which included LMS data. When an employee would request training, once a manager approved it, the training data would flow to related modules, so the time and attendance system would block the days for the training and payroll would receive the information as it required a different pay code. Then, if the training resulted in a certification or new skill level causing an enhancement to an employee’s pay rate, this too would automatically flow throughout the HRMS system.

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Heather Batyski

About the author…

Heather is an experienced HRMS analyst, consultant and manager. Having worked for companies such as Deloitte, Franklin Templeton and Oracle, Heather has first-hand experience of many HRMS solutions including Peoplesoft and Workday.

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Heather Batyski