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.

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.