Why are integrations or interfaces necessary?
Today, Big Data has become an essential dimension for the development of high-performance applications and for the sustainability of companies.
Integration refers to the compatibility of programmes that provide key information about a company’s employees and customers. The objective is to be able to cross-reference this data in order to automate certain tasks, increase fluidity and productivity, and improve the company’s results. It is in this context that the Learning Management System must be compatible with the organisation’s other tools.
What integrations should be implemented on your LMS?
SSO authentication for single sign-on access
Identity and access management is at the heart of today’s cybersecurity challenges.
It is important to be able to strengthen the security of computer systems without sacrificing the user experience.
Single sign-on (SSO) is a method that allows a user to access several secure applications or websites by entering their login and password only once.
The obvious advantage is that it offers smoother and more transparent navigation between the intranet or another business application of the organisation and the LMS platform. And vice versa without blocking or unnecessary access controls, while maintaining individual monitoring of each user.
Interfacing with the HRIS for a smooth flow of HR information
The HRIS (human resources integration system) is used to manage the company’s human resources policy. Its scope tends to expand, moving from simple personnel administration to human capital management in the broad sense. This includes recruitment, payroll, talent management, predictive analysis, etc.
So when the learning management system platform meets the human resources management information system, it’s a ‘natural marriage’.
The HRIS has a certain amount of data that can be used to populate the learner database. Examples include date of entry, seniority, demographic data, qualifications, position, hierarchical rank, attachment to a manager, entity, department, region, etc. All these characteristics will make it possible to decide on targeted training actions and to set up relevant dashboards in the LMS. This information is therefore essential for the proper functioning of the LMS platform and the success of the training programmes.
Similarly, the data obtained via the tracking of training actions by the LMS platform can be fed back into the HRIS. It will then enrich the data used to monitor employees’ skills and portfolios.
Interfacing with an ERP
The purpose of an ERP (Enterprise Resource Planner or ERP) is to integrate information from different sources within a company. It is integrated in the form of modules in a single application and a single database. These modules are capable of covering a wide range of management areas, from purchasing and sales to accounting and production management. In short, they enable the management of the company to be almost completely computerised.
Just as with the HRIS, it will be possible to call up the HR data stored in the ERP (HR module) in order to use it directly in the Learning Management System. And in return, the history of training courses taken and new skills acquired can, in turn, be used through the HR system integrated into the ERP.
Interfacing with a CRM
The CRM (customer relationship management) is a computer solution. It allows a company to manage and optimise its knowledge of its customers. The aim is to canvass them intelligently, to better meet their expectations and thus build their loyalty.
By integrating an LMS (learning management system) platform with a CRM, the power of customer/learner management is combined with their learning data. The concept of the extended enterprise comes into its own thanks to the opening of training portals for customers, partners or suppliers. E-learning portals and training courses to which access can be given by combining the information held in the CRM with that obtained via the LMS.
What are the different benefits of integrating an LMS?
Simplified onboarding
Onboarding is a crucial stage in the integration of an employee. And during their first days in a new company, new recruits can quickly feel overwhelmed: interviews with different members of the team, administrative paperwork to fill in, product documentation, familiarisation with the company’s tools, etc. So if they also have to remember a dozen access codes to access information, it quickly becomes an ordeal.
The interconnection between the company’s various software programs, particularly between the intranet and the LMS, allows new recruits to navigate smoothly and access information easily. This makes it very easy to find information and interesting training courses.
An automated training registration process
When an LMS platform is integrated with the company’s other applications, all stakeholders benefit: training manager, human resources department, managers, tutors and trainers.
Thanks to integration with an HRIS, for example, creating learner profiles and registering them for training is made easier! No more manual registrations! The training team saves valuable time on administrative tasks and can focus on higher value-added assignments.
Saving time on administrative tasks
On the administrative side, the advantages of a good integration of the LMS into the organisation’s IT environment are obvious. Data entry, maintenance and correlation tasks with other tools take up a lot of time and are sometimes prone to errors. However, by automating the interconnection between different applications, these problems are solved!
The workflow becomes more fluid, as each step is executed more quickly and securely. Adding learners to a mailing list with a single click, reporting learners’ errors to the questionnaires of an online training module, or, as mentioned above, automatically enrolling employees in training courses according to predefined criteria, all become easily achievable tasks thanks to the integration of the LMS. In short, to guarantee the success of your training system, LMS platform and integration are closely linked and complementary!
The interoperability of the LMS: the key to rapid adoption
The interoperability of the Learning Management System with the company’s other information systems is often the key condition for rapid adoption. It also saves time in deploying the solution and optimises the management of the data collected. This guarantees that the data can be used to best effect over time.
This interoperability can also be applied to certain functionalities. If the LMS allows it, it will be possible to launch an LMS web service from another third-party application. This will make it possible to benefit from the functionality without additional development and without affecting the integrity of the two applications.
