Human Resources + Learning Management = Performance Management

The push for more responsive, business-centric learning solutions has developed a growing synergy between Human Resources (HR) and Learning Management (LM). The integration of the two becomes a new initiative generally termed Performance Management.

At its simplest, Performance Management focuses on increasing the job performance of individuals within the company. At its best, it extends to include other HR initiatives. HR often establishes training needs. LM responds by presenting or developing courses and programs to satisfy those needs. For example, HR may need to brief a segment of the employee population about a new or changed process. HR would work with LM to develop the course and manage its disbursement.

Ultimately, it is the higher integration between HR and LM that offers the real value of Performance Management. Often managers are responsible for the performance of their direct reports, leaving HR to more enterprise-wide concerns. These can include succession planning, new hire initiation, employee retention, and change management.

Many forecasters are predicting that the Learning Management System (LMS) will play a key role in uniting the two departments. Using the LMS to initiate, track, and assess performance reviews and follow-up is a big step. It can also provide paths for succession planning and internal recruiting with assigned competencies and related training with approvals processes.

What might a Performance Management LMS look like?
LMS activities might include:

• Management would access performance review templates to complete and forward to the next person involved in the process
• Individual certification areas containing links to required courses, management approval, and completion tracking
• Company advancement postings with defined competencies and related training listed, allowing potential candidates to fully understand the skills needed and defined paths to pursue them
• New hires presented with a personalized list of recommended and/or required courses to prepare for their new position, which the LMS would track completion back to HR or the new hire’s manager
• HR would use the LMS to query for individuals pursuing courses that align with a succession planning need
• HR would encourage change management assistance with defined competencies and related training offered

Mature LMS’s are not widespread among the business population. This in itself does not limit the effect of a Performance Management initiative. The basic principles of integrating real-life HR needs to training solutions is still relevant and possible. Time will tell how Performance Management will mature and what value comes from related LMS.