I'm curious how other organizations are handling the relationship between their HCM suite and LMS when it comes to employee professional development and compliance training. Are you primarily using your HCM, your LMS, or a combination of both for employee training and development—and what drove that decision? Would appreciate hearing about your approach and any lessons learned.

A layered , integrated but role differentiated approach is best to handle HCM & LMS. HCM is Source of truth and LMS is growth engine. Most modern enterprises would like to use a bi-directional integration. where HCM defines the learner and LMS enables the learner. We don't need to force the database to work like growth engine or vice versa. Strategic way to bring them to together to get the LXP layer on top to unify content discovery & allow AI based recommendation. We went strategic way to create our own LXP however we kept the distinction between our datasets & platforms to make sure the governance and learning agility both can be achieved.

I would agree with Michael's sentiment related to the challenges with systems talking to each other. - In our case we use ServiceNow to manage the workflows for various HR related Use Cases. SNOW orchestrates between both the HRMS and LMS and Policy Management system but they are distinct services. What drove this decision? HCM's have a tendency to be quite monolithic I opted to use a microservice approach abstracting LMS, HCM and Policy services to remove the lock-in risk with SaaS and PaaS based solutions another reason is so that we now have a full 360 of our employee's from cradle to grave with attestation, career progression, training and retirement.

The challenges of getting different systems to talk to each other in a meaningful way is sometimes just not worth the effort. A large part of the challenge is sharing date related information between systems. To be honest I gave up and developed my own solution in which the HRIS and the LMS are part of the same seamless solution.