Tying Learning to HR to Create People Advantage

In a 2007 Gartner report, analyst James Holincheck wrote, “The lack of integration between talent management applications can cause many issues for companies in gaining strategic value from their investments. From a line manager’s point of view, there are multiple applications with multiple user interfaces that do not work the same way. The user experience for creating a requisition or providing interview feedback in recruiting is different from the experience for writing or approving a performance review and possibly different from the experience for merit increase planning. This can be confusing to managers.”

With a consistent user interface, organizations can drive a higher user adoption. The benefits of integrated learning and HR functions are lost if users do not adopt and embrace the solution. As learning executives work with HR to embrace enterprise-wide talent management strategies, they must consider the ability for solutions to seamlessly fit into a unified architecture and deliver a consistent user experience.

Driving True Business Value
To stay competitive into the next decade and mitigate the talent crisis, today’s leading learning organizations are adopting new strategies that enable them to develop their existing talent. There is a strong correlation between improving individual productivity and an organization’s ability to develop and retain a solid workforce. Only when learning is considered a strategic part of HR can organizations truly align their people strategies with business strategy to deliver further value and drive increased business performance.