When human resource (HR) systems are integrated with learning management systems (LMSs), data is pulled from one to the other to provide a more thorough analysis. This creates a central repository of training, recruitment, administration, payroll, compliance, reporting and attendance data.  
 
Without an integration between these systems, people data and learning data are siloed. Time is then ineffectively wasted replicating processes an LMS could do in minutes. This forces HR teams to shelve the people-focused function of their roles in lieu of paper-heavy admin.  
 
Both human resources and learners can benefit from an HR-LMS integration by: 

• Providing personalised pathways: Learning pathways directly complement any L&D program or business strategy by identifying the training employees should pursue. This is afforded by the combined data of HR systems and LMS software as it provides a full picture rather than just pieces.
• Reducing data redundancies: Data redundancies not only waste time and resources but can create multiple versions of inconsistent or dated information. Less data redundancies lessens the need for manual intervention or other management software.
• Delivering smarter resource allocation: The ability to analyse employee data and assign or recommend relevant training takes half the burden of talent management off HR’s shoulders.
• Better understanding talent: Understanding your people and their individual capabilities proactively allows for shrewder job assignments. This forges stronger teams and departments, tempers toxic behaviour, creates better organisational outcomes and eliminates reactive HR work.

The functionalities that are best for an organisation will depend on their industry, learning goals, size, technical limitations, content requirements and technical expertise. Functionalities that will help you get the most of an HR-LMS integration include:  

• Recruitment and onboarding: This sets the tone for new hires and allows HR to align employee results with job roles, job functions, skills gaps, company culture and company expectations.
• Employee training: Training new hires or upskilling existing employees is crucial not just to individual career progression, but also to fortifying organisational structure. An LMS removes the obstacles of face-to-face costs and disruptions to daily work with the flexibility of anytime, anywhere access to coursework.
• Performance management: The advanced reporting features of an LMS allow administrators to monitor training, learner progress and user engagement. Without metrics, it’s impossible to know if business, learning or compliance goals are being met.

Continual professional development is a vital function because without people development, there can be no human capital within an organisation. Without human capital, it’s extremely hard for businesses to stay relevant and compete. An LMS equips employees with a place to ensure continual learning through: 

• Learning pathways: Tie training to larger goals or career aspirations through personalised learning pathways.
• Custom content: Unique or sensitive content that is built for an organisation itself to ensure employees have everything they need to learn in one spot.
• Track progress: View how teams, managers, new hires and individuals are progressing along their learning pathways, and ensure they are on track.
• Test knowledge: Set up refresher courses that need to be undertaken routinely so there’s no forgetting learned information.
• Better engagement: The time effective nature of the LMS makes it all the more inviting for users. Integrating with HR systems allows for the creation of more relevant and engaging content.

 
For a more in-depth look at HR-LMS integrations, consider having a read of the full article.