Mid-market HR Software is very light-on in the areas of learning and development delivery. There are LMS systems available which provide detailed Learning Administration functionality. However, most of them are too expensive and complex for mid-market type businesses to administer and deploy. As we know, usually it is not the technology that fails when it comes to ROI, it is the way in which the system implementation is change-managed and deployed. Courseware (out-of-the-box ) can be set-up to deploy all software releases to employees based on key Employee lifeycle data, thus making the process of change more likely to stick.
The type of data and workflow processes that can be enhanced and improved by using Courseware to deploy new releases and system implementation include, but are not limited to the following:
The ability to seamlessly deliver content like the right training at the right time, offers mid-sized businesses significant competitive advantage ranging from compliance to productivity gains. HR Software and HRIS Software has been notoriously limited and uninspiring in this context over the past decade. Self-Service was seen simply as a tool used to allow people to apply for leave and get pay information, but was rarely extrapolated to include self-service access to training content deployment and other contexts. This subsequently means that employees usually only really use their Self-Service solution a couple of times a month at the most. The challenge for HR Software technology providers is to offer meaningful employee engagement functions that are data centric, which can be deployed with minimal involvement by change management experts.
This model can be seen in action through real-time feedback / recognition tools which are HR centric, and provide employees with opportunities to be both seen and heard on a daily basis. This type of functionality is key to building culture and values based team environments.
