Businesses today are getting real commercial benefits from integrating their IT systems where information is shared between them safely and seamlessly. Faster, more accurate decisions are being made. For example, everyone can quickly get how having an accountancy system that ‘speaks’ to both payroll and expenses is more efficient; safe data-sharing via APIs stops inefficient double-data entry and the attendant errors that naturally happen keying in information twice. Payrolls are completed more quickly, more accurately and are automatically reflected in company accounts. It is more efficient.
But what is the business benefit to having an HR system integrated with a Learning Management System beyond the ‘it is more efficient’ argument?
Better and easier coordination of training
Online learning management tools provide the sort of training that businesses previously undertook in classrooms. In many regulated industries, such training was required on a regular basis and companies had to be able to prove that it was completed successfully by everyone. Moving such training online was a natural progression.
By integrating the two systems, companies can quickly and accurately update individual records with the training completed. For example, if you work in financial services then everyone will have to undertake Know Your Customer and Anti-Money Laundering training on an annual basis. This training could be automated to ensure everyone completes on time.
Another example is time-expiring certification required by staff to be able to do their work – for example, many service engineers require to qualify to install and repair particular equipment or software. There needs to be a system to identify when such certificates go out-of-date, to schedule the re-training and re-certification before they expire. This process needs to be managed on an individual basis and across the organisation.
Correlating training with reviews and rewards
One straightforward advantage of integrating the systems is that training completed in an LMS will automatically show in an individual’s HR record. That’s simple. However, training records can also be used in quarterly and annual reviews and in the rewards processes (the setting of annual bonuses). Organisations need to match their investment in training to business objectives and, directly on an individual basis, to the bonuses available to employees. It focuses the individuals on making sure they get the training that will drive higher personal and organisational performance.
Trends & patterns
When a business is expanding, HR needs to review and anticipate the skills required to be successful in the future. As particular parts of the business expand then more staff trained in that area are required (and the converse is also true for areas that contract). So, HR needs the ability to view training across the whole of the organisation and anticipate the future needs. That could be more cross training for current staff or recruitment of new staff with those skills or certificates. Having an up-to-date, global view of training completed and booked versus organisational requirement is a very useful tool.
However, there is a new area of trends and patterns that will start to emerge with the increased use of Artificial Intelligence within such systems. Businesses will be able to understand the types of skills and how they evolve across whole working populations and then compare that against their own organisations. In the future – the near future – organisations will have to be more flexible and adapt more quickly to ever changing requirements. Those that don’t adapt or fall behind with the required skills and experience will be handicapped and will struggle to be as commercially successful as before. This rate of change will only accelerate more if we factor in the forthcoming increased use of automation.
Making HR more accountable
Traditionally evaluation of whether HR is successful has been quite subjective. Staying within budgets, minimizing disciplinaries, running successful recruitment and having staffing plans was probably good enough.
But soon that won’t be sufficient. Combining systems will allow HR to demonstrate its value in a more objective, measurable way. HR with more information to hand will deliver a more efficient, more robust company and made it fit for the future.
Look at how such approaches have changed other departments
Marketing has seen a revolution in accountability with the advent of a more systematic approach. The old adage “50% of my marketing budget is wasted. I just don’t know which 50%” no longer applies. This same situation has come to HR where it will demonstrate its value financially and in preparing the business to face the future.
Qintil has partnered up with Exelsys allowing for a fully integrated HR and Learning Management tool, Exelsys are offering 25% to all Qintil customers for a limited time only. Learn more about Exelsys below.