A Learning Management System, or LMS, can make it much easier to train and certify employees for necessary requirements. LMS can also track training and education details, which can make it a snap to compile reports needed to show compliance. These reports can also come in handy when it’s time for promotions. LMS are often purchased and run separately from HRIS, but there are some real benefits to integrating the systems.
The first and most obvious reason why it is beneficial to integrate LMS and HRIS is that it will save time. Both systems require employee’s personal information and need to contain information about education and any completed training courses, so this information must be keyed in twice if the systems are separate and unconnected. By integrating the two, the data will be entered into both systems simultaneously.
When relaying data in from one system to another, it is easy to miss a letter, number, or decimal. The smallest errors can reduce the value of data, which males information inaccurate and difficult to use. When LMS and HRIS solutions are integrated, the information flows between the two automatically and removes the potential for errors.
Integrating LMS and HRIS can allow companies to strategically use training data to spot patterns and correlations between things like: training and turnover, training and promotion, and training and contentment. If accounting systems are also integrated, correlations between training and productivity may even be readily viewable. Being able to easily spot these types of links can help managers to optimize training requirements and improve productivity, turnover, and other key issues.
Succession planning can help companies maintain a large pool of employees that qualify for promotions by continually progressing people through training phases as a regular part of the job. Ideally, this makes promotions from within seamless, as many employees already possess the skills and requirements needed to begin the higher level job.
Integrating LMS and HRIS can simplify every step of succession planning and promoting. Their union allows training to be assigned, completed, and tracked through the single smart system. Employee information can be set up to automatically update as new training levels are reached. If succession planning is done this way, managers can locate skills gaps, acquire a list of employees that are eligible for promotion, and view all employee development information in seconds.
If HRIS systems and LMS systems have been separate for a long period of time, or if only one system has been used within the organization, it can be difficult to set aside time to integrate the systems.
The best time to integrate the systems is generally during implementation phases for one of the two systems or when one system is being upgraded. Employees are already acclimating to a new system and there is likely extra time allotted for data entry. Integrating the systems at this time can kill two birds with one stone and help to make the company more efficient.
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