How to ensure user adoption of HRMS learning and development

HRMS learning & development (L&D) can be a very beneficial area of your HRMS. When employees are driven to the right training and skills development, your organization benefits and employee motivation is higher, making it a win-win for everyone. However, the first step of making your HRMS the “go-to” source for learning and development can be a stumbling block. How can you make that connection? Top-performing companies have defined the following focus areas:

1) Brand It and Sell It

After being an HRMS insider for many years, it causes me a lot of pain when a company knows that employee adoption of their HRMS learning & development module is low but blames the software without putting a finger on the exact problem. After reviewing the software, I often find that they have a robust HRMS with a well-thought-out, strongly designed L&D module. In reality, the issue is often with company’s internal marketing of the tool, which makes the tool the company’s best-kept secret.

The L&D module needs to be as accessible to employees as their paychecks are for it to be effective. Further, it should be proactively marketed; companies can do this using portal announcements, emails, and presentations during departmental meetings and company briefings. Companies need to utilize solid, consistent messaging to encourage employees to use the tool.

Recommended Reading: HRMS Selection Survival Guide - Find HRMS software with the right capabilities for your business

2) Make It Accessible

There’s been a sea change in learning circles in recent years; “learning” is no longer restricted to a classroom experience. Your HRMS must be available to employees whether they’re at home or on the go when they want to download a recorded training session to review. Employees also want the ability to access this module through a variety of means, including work computers, personal tablets, mobile devices, etc. It is no longer viable to offer a one-platform application; doing so sends the message that you live in the dark ages of technology.

3) Enable “Push” Technology via Your HRMS

Many employees will use your HRMS for a variety of tasks, but they may not actively seek out learning and development opportunities, even if you offer the best marketing. Fortunately, many HRMS vendors use advanced technology to catch employees’ eyes. When your HRMS recognizes that an employee in an engineering role is missing some skills needed for future work, use your HRMS dashboard to recommend targeted training that is open for registration, thus driving that employee to the LMS module. When the HRMS is configured to create value-added opportunities, employees are naturally drawn to it, thus increasing user adoption.

author image
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.

author image
Heather Batyski

Featured white papers

Related articles