Video Blog | Independent LMS or HRMS+LMS

Anyone in the market for an LMS inevitably faces the question of the type of LMS they should go for. An Independent or stand-alone LMS or an HRMS that has a built-in LMS (kill two birds with a stone). Several considerations are specific to each organization when attempting to answer this question.
Having an HRMS with a built-in LMS has two primary advantages.
a. The first benefit is seamless data exchange between the core HRMS and the LMS module. Configure the HRMS, and LMS should be able to inherit the settings and structure configured at the level of the HRMS.
b. This option lets you deal with a single vendor instead of one for the HRMS and one for the LMS
Having an Independent LMS product has the following benefits:
a. The LMS vendor is focussed entirely on one single product, and almost every time, the feature set of the LMS is significantly richer than an HRMS that has an LMS add-on module.
b. Your requests for product customization and new features will make it to the product much faster when compared with an HRMS suite.
c. The LMS vendor can provide value-added services and consultation on building learning content quickly and efficiently. This is unlikely with an HRMS vendor.
We discuss all this and more with Prabhu Kanakaraj, Senior Manager HR at HotelHub LLP. Prabhu's extensive experience in the field of HR in general and workplace training, in particular, helps reveal several insights for L&D Leaders grappling with the question of 'What kind of LMS will make sense for my organization?' Prabhu points out how the L&D Leader should first look at the model of combining the Learning Management - Competency Framework - Performance Management before jumping on to the LMS journey. Listen to all this and more in this video blog.
PlayAblo’s recommendation:
Ideally, you want to merge the advantages of each of these options. It would be best if your LMS vendor provides the ability of open-APIs with micro-services that help integrate with your HRMS. Once that is done, you can leverage the advantages of both worlds.
It is essential to focus on the problems you are trying to solve when procuring an LMS and not get sidelined by the lure of a single platform that does-it-all. To ensure that, as an L&D and HR leader, you must identify the problems an LMS will solve and the critical use cases you are looking for and then do an objective analysis.