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Learning Management Systems and Talent Management Systems play very distinct, and yet, slightly intersecting roles in an organization’s growth. Both these systems have one common attribute. They have been designed to work around employees of an organization, although their function is vitally diverse. Let’s take a look at 5 differences between Learning Management and Talent Management Systems.

Learning Management System or Talent Management System
Learning Management System or Talent Management System
Defining quality

A Learning Management System (LMS), by definition, is an application that manages, deliver, documents, reports, and tracks e-learning training programs and courses. It is a powerful tool that helps an organization’s workforce to continue to learn and evolve outside of a traditional learning system.

A Talent Management System (TMS) is an application that assists in qualifying candidates, managing talent, and human resource retention within an organization. It is a powerful tool, which focuses on supplementing an organization strategically to accomplish its long-term business objectives in terms of human capital or talent.

Functionality

An LMS is a complete and standalone software application that helms learning, skill enhancement, and employee growth in every organization. Some of its important functions are:

  • Enrolling and Administration
  • Course and Content Delivery
  • Training Management (scheduling, analyzing, tracking, etc.)
  • Skill Gap Analysis
  • Individual Development Plan (IDP)
  • Assessing and reporting
  • Resource Management
  • Virtual Organizations
  • Performance Management System Integration
  • Certification

A TMS is an integrated software application that provides integrated or disparate modules in the areas of human resource or capital management. Some of its functions are:

  • Talent Recruitment/Acquisition
  • Goal Management
  • Performance Management
  • Learning Management
  • Compensation Management
  • Career Growth
  • Succession/Replacement Planning
Features

Some features of LMSs are:

  • Study offline
  • Organize virtual conference sessions with multiple learners simultaneously
  • Online whiteboard for instructors and learners to create and share information real time
  • Sell courses online and receive payment through integrated processors like PayPal
  • Multiple device (smartphones, desktop and laptop pcs, tablets, etc.) usage
  • Exchange data using, SCORM, Tin-Can, etc.
  • Use personal branding and custom themes for interface
  • Add or remove custom plugins

Some features of TMSs are:

  • Integrate with various social media platforms like LinkedIn, Facebook, and Twitter
  • Incorporate source analytics to the software and track all the channels that candidates use to reach an organization
  • Basic functions include resume tracking, onboarding, training approvals, performance scorecards and reviews, incentive planning, etc.
  • SaaS applications
  • Recruitment and management of contingent labor such as freelancers, independent vendors, project-based contract workers, consultants, etc.
Foundation

An LMS has its foundation in learning and skill enhancement. It manages complex databases combined with the digital frameworks for curriculum management, training and course material, and tools of analysis and evaluation. This kind of application enables everyone to create, manage, track, and/or distribute course content of any kind.

A TMS is based on the four pillars of talent management: recruitment, learning, performance, and compensation. Its recruitment software helps the HR team to find, source, and engage with potential candidates before competitors do. A TMS’ corporate learning software aims to develop an organization’s employees to their optimum potential. The application’s performance software includes more people, managers and peer, in the review process to understand more accurately about an employee’s skills. The compensation software automates remuneration tasks and reduces manual labor. This decreases the scope for errors and highlights rewards and recognition visibility.

Users

Multiple people use an LMS in every organization. Authors create e-learning content and detailed modules. Team leaders/managers identify the team members who require skill enhancement or those who are capable of learning new skills. Learners are the employees who have been selected by their managers or team leaders to learn a new skill or sharpen an existing one. Administrators are responsible for enrolment, registration, and management of learners.

 

Comparison:

Differences LMS TMS
Defining quality Manages, deliver, documents, reports, and tracks e-learning training courses Qualifies, manages, and retain talent
Functions Some functions:

·         Course Content Delivery

·         Training Management

·         Assessing and reporting

·         Resource Management

·         Certification

Some functions:

·         Talent Acquisition

·         Goal Management

·         Performance Management

·         Learning Management

·         Compensation Management

·         Succession Planning

Features Some features:

·         Study offline

·         Organize virtual conference

·         Online whiteboard

·         Sell courses online

·         Multiple device usage

Some features:

·         Social media integration

·         Incorporate source analytics

·         Resume tracking, onboarding, training approvals, etc.

·         SaaS application

·         Recruitment of contingent labor

Foundation Learning and skill enhancement Four pillars of talent management: recruitment, learning, performance, compensation
Users Authors, team managers, learners, administrators HR executives and managers

The ever-increasing automation of key business processes and outsourcing of non-core functions have revolutionized the way businesses are run today. The focus of the managers has moved from management of tasks to spending more time on activities that add value to organizations such as process improvements.

The early automation of accounting functions helped improve access to data. Financial modeling solutions developed in the 80s and 90s led to fundamental changes in the roles of Finance Directors and Chief Financial Officers.

Now, the attention has moved over to areas for improvement in managing human resources. Roles of the top executives of HR seem to have undergone a major makeover and you find them spending more time to attract, recruit, develop, manage and retain talent, assessing the workforce’s need for skill upgrade and in developing and implementing plans to address them. This a major shift from the way HR has functioned until sometime back. The key considerations now are the development of insight and value creation. HR’s role has become more strategic and all thanks to automation, the HCM systems allow the HR to escape the bureaucratic grind has helped them evolve into a decision-maker.

Business trends and automation have enabled widening of the net to analyze and dissect new business areas that are to be made answerable for the strategic value they impart, and not just the efficiency of the practical, day-to-day and administrative exercise of their duties. Companies, irrespective of their size of operation, should have an established and strong payroll system.

While the task may seem mundane, there are several complex aspects to it, like tax and other statutory deductions from each month’s pay, and ensure timely deposits of those deductions to the rightful government body.

 

Some of the deductions are as follows:

  • Income tax
  • Social security tax
  • State income tax
  • Local tax withholdings
  • Health insurance
  • Dental insurance
  • Charitable contributions
  • Garnishments
  • Compulsory savings

Why do you need a software solution to process your payrolls?

Payroll processes can give rise to a tremendous burden and unsolicited strain among small business holders. They can be penalized for legal offences such as not fulfilling a statutory obligation, missing a tax deadline, providing incorrect data to the authorities and for erring on deposit of tax amounts deducted from employees’ pay packets. Small and mid-sized businesses would do better to choose and use payroll systems that comply with all aspects of taxation and laws of the state their work premises are in.

For larger companies, too, payroll applications will help them to eschew mistakes and keep all aspects of payroll streamlined and consistent.

Large businesses were once smaller businesses, and like all small ones, a payroll system in some form would have been in use. Once a business grows into a larger enterprise, the payroll tool useful thus far may prove inadequate and necessitate a changeover to a more current and professional system.

A payroll system collects and collates all of employee payment related data such as actual hours that the employee has put in, pay commensurate with the work, taxes payable on the pay and other deductions. Employment taxes to the government too can be managed with the software.

Payroll software usually requires minimal input from the employer. The employer is required to enter employee hours and salary information, after which an automatic calculation is made by the software about the information including withholdings. A majority of payroll software solutions are synced and updated by default each time there is a change in the tax law. Further, it will send timely reminders to employers for filing various tax forms.

Choosing your Payroll Solution

Picking out the most suitable payroll system for your business is a challenge. Deciding on the right solution for your firm will be a difficult task since the market is crowded with robust payroll software. However, there are a couple of factors to be taken into account before making the decision. First, gauge the size of your organization and the portion of your budget that has been earmarked to spend on payroll processing

Is it possible for small businesses to take care of payroll in-house without the aid of software solutions? Of course, Is it possible that by manual processing the business would lose a lot of its valuable hours? Most definitely. One slip-up in calculation is all it takes for the enterprise and its holders to land up in a legal and financial mess. A business at least the size of hundred employees would be wise to invest in a top-notch payroll system.

When choosing payroll systems, managers should consider the following items concerning ease of implementation:

  • Whether data from the existing system can be imported or will have to be manually entered?
  • Whether or not the vendor offers implementation services and consultation?
  • How many labor dollars will be committed to implementing the new system?
  • Should the old and new systems be run side by side for a period to identify and correct errors?

Payroll Solutions

1.    Paychex

Paychex owns the oldest online payroll service SurePayroll founded in 1971. Paychex Flex, the solution under consideration here is the latest product from Paychex’s stable. Paychex Flex is a comprehensive payroll and HR solution, and payroll solution is offered as a standalone too. Scalability, easy usability and customizability of features make it one of the better products in the market.

2.    QuickBooks

QuickBooks is popular accounting software for small businesses. Business News Daily has chosen Intuit as the Best Online Payroll Service for small business overall for the year 2016. The payroll solution can fulfil all statutory requirements, like all taxes payable. In case the company is made to penalty for delay in filing returns or incorrect returns attributable to the software the Quickbooks will make good the losses to its client.  Before implementation, Intuit sends its person to feed all the data and information into the system. The application can all process and print employees’ yearly income tax form.

3.    ADP Vista HCM

ADP, based at Chennai, India was founded in the year 1949. They are anend-to-end international cloud-based Human Capital Management (HCM) solutions provider. The solution integrates the functions of HR, payroll, talent, time, tax, and benefits administration. ADP is a leader in business outsourcing services, analytics and compliance expertise.

4.    CheckMark Payroll

This not too complex, simple product performs all the functions found in more expensive systems, and comes at an impressively low price. Payroll processing, check printing, and tax processing get done in very quick time. The application lends itself to easy customizability for income tax and deductions. Payment by either direct deposit or print cheques straight out of the program is in there as additional feature. E-filing for W-2s, and W-3s to SSA too are available.

CheckMark Payroll software is recommended for use in small and mid-sized companies up to five hundred employees.

5.    TeamWise from Trogon Soft

Trogon Soft is a global Human Resources solution company providing HR software solutions and development services to its customers through leveraging technologies. Trogon Soft has its presence in India, United States and Europe.

Trogon Soft was founded in 2009 and works from its head office in Jaipur.

Conclusion:

So, which is the right one for my business?

What we have tried to do precisely is to identify the multiple factors that businesses successful with their implementations have considered for evaluation of a Payroll Processing tool. Evaluation based on the above discussed points may alone not help you to conclude on a product right for you. While these factors should definitely be part of your evaluation process you should also consider whether this tool will be able to adapt to your current methods of running the operations in its entirety and whether it will work in compliance with your country’s taxation regulations.

 

 

Your customer service staff works on the front lines of your organization. They are the ones that keep customers happy and loyal by addressing their needs and helping them stay well-informed. As such, they need access to quick online training resources that they can access anywhere, even in the middle of a transaction. In this article, I’ll highlight 6 ways that you can use microlearning in customer service online training. 

 How To Use Microlearning In Customer Service Online Training

Microlearning gives employees the power to brush up on skills and acquire new information at a moment’s notice. There is no need to wait until the next customer service online training session or ask assistance from a supervisor, as all the knowledge they require is right at their fingertips. Microlearning customer service online training even has the potential to increase your sales, boost customer satisfaction, and improve employee retention rates.

A good way to leverage the power of microlearning is by allowing employees to access the training content required at their moment of need. To achieve this, an intuitive, mobile-friendly LMS is critical – one that delivers all kinds of learning such as online, offline, activity-based, and self-paced training on desktops and mobile devices as well.

Here are 6 microlearning activities that can enhance your customer service online training:

  • Task-Based Online Training Simulations
    Online training simulations give your employees the rare opportunity to try out every technique and explore every step in a risk-free setting. They don’t have to deal with a steep learning curve on-the-job, which means that they can provide your customers with the best experience from day one. For example, new customer service staff can learn how to use the POS system or complete the return process by participating in a task-based online training simulation that features the software. Employees are able to remedy any issues that stand in the way and figure out how to use all of the functions in a supportive environment. Just make sure that your online training simulations feature realistic images, characters, and equipment. 
  • Online Training Video Demos: The “Right vs. Wrong” Way
    We tend to learn more when information is in a visual format. Hence, one of the most effective ways to instruct your employees on how to interact with customers is by showing Create an online training video that demonstrates the right service behaviors and actions, and another that highlights everything they should NOT do when helping a customer. Then ask them to identify the differences between each online training video demo, and how they would handle the same situation. These online training videos give them the ability to mimic favorable behaviors and identify habits that may be hindering their performance, so that they can make the necessary adjustments. For example, they may discover that they’ve been performing a task incorrectly or convey inaccurate information to customers. You can also pair these demos with online training simulations that allow employees to practice what they’ve learned.
  • Branching Scenarios Featuring Customer Personas
    Your employees interact with a variety of different customers on a daily basis. So, it makes sense that their online training should expose them to a wide range of customer personas, including those that may be more challenging or problematic. Branching scenarios help to build problem-solving and communication skills by introducing them to virtually every type of customer they’ll encounter. This equips them with the skills and experience they need to avoid conflicts and provide superior service. A secondary benefit of this is being able to handle the pressure that comes with the job, such as trying to calm an agitated customer who isn’t fond of the return policy. When creating your microlearning branching scenarios, concentrate on one topic or task at a time and map out your branching paths in advance. Otherwise, you may end up with a half hour online training activity that overwhelms your employees. 
  • Skill-Centric Serious Games
    Serious games are games that walk the fine line between entertainment and educational value. They typically feature badges, points, levels, leaderboards, and other game mechanics, as well as an emotionally-compelling storyline. Integrating expected behavioral elements into your serious game design can make online training fun, interactive, and memorable. It also allows you to facilitate soft skill training that other activities cannot convey, such as teamwork, problem-solving, and leadership. It’s wise to focus on one skill set for each game at a time to avoid cognitive overwhelm. You should also choose game mechanics that tap into employees’ motivation, like leaderboards for competitive learners and badges for employees who are more intrinsically motivated.
  • nfographics Highlighting Trends Or Tips
    Infographics have been around for years, and they are still commonly used in marketing strategies today. This is because they appeal to our visual nature. They give us all the need-to-know information quickly and in an engaging way. eLearning infographics are great for highlighting trends, statistics, and facts that employees require on-the-job. However, they are also ideally suited for tasks. For example, an eLearning infographic can map out every step of a complicated process, breaking down into easily digestible parts. Customer service employees get a detailed overview of procedures that they must perform on a daily basis, instead of having to scour through a manual to find the information they need. 
  • “Moment Of Need” Online Tutorials
    There are times when employees aren’t going to have the time to sit through an online training course or engage in an online activity, even if it’s bite-sized. These occasions call for quick and concise bits of knowledge that employees access during their “moment of need”, such as microlearning online tutorials that deliver rapid bursts of information. The key is developing online training content that can be accessed repeatedly, so that employees can refresh their memory and improve task proficiency. It should also be mobile-friendly, since most of your customer service staff will be accessing them on their smartphones and tablets. For best results, use a responsive design authoring tool that adjusts the layout depending on the device.

Microlearning is easily digestible, convenient, and targeted, which makes it a perfect fit for your customer service online training program. Be sure to conduct skill assessments and tasks analysis beforehand to make every online training minute count. This will help you to create customized online training content that meets the needs of your employees and yields measurable results.

 

Advantages Of Developing Your Online Training In-House

Taking care of your online training development in-house is typically more cost effective as you won’t have to pay for the experience or expertise of an eLearning vendor. However, you will need to build a Learning & Development team who can create every aspect of your online training program from start to finish. This may include an Instructional Designer, Graphic Designer, Subject Matter Expert, and IT support staff. You’ll also need to leave room in your eLearning budget for tools, such as eLearning authoring tools, sound and video editing software, and Learning Management Systems. Fortunately, once you have all of these resources on-hand you can develop a broad range of online training courses, modules, and online activities for your corporate learners.

Developing Online Training in-house is ideal for organizations which have expertise to create training materials, including storyboards, activities, text-based content, images, and multimedia components within the organization. Self-creation and management is a good option for companies who already have talented, skill, and knowledgeable eLearning professionals in their employee pool. More specifically, some of the top advantages are:

  1. Data safety. Ensures that your data stays safe and secure, especially when sensitive information is involved. You won’t have to worry about your data falling into the wrong hands, as it will all be stored in your local server.
  2. Control over training – Developing and deploying your online training in-house offers you complete creative and execution control over your training. From the color scheme to the layout, you have direct input in every aspect of your online training course design. You can ensure every piece of content will align with your brand imaging. They are already familiar with your company message and the tone you are trying to convey.
  3. Improve employee skill sets. Your corporate eLearning developers will have the opportunity to put all of their knowledge to use and build their skills throughout the process. When it’s time to create the next online training course they will be even more experience and knowledgeable than before.
  4. Greater flexibility and Ease of Maintenance. If you want to make a significant change to the layout of your online training course or add an extra online activity halfway through the eLearning design process, you can simply notify your Learning & Development team. This would be much more difficult if you went through a vendor, and it would come at an extra cost.
  5. Faster turnaround times. More control, experience, and subject matters expertise allow internal employees to meet tighter deadlines. Instead of allocating three months to develop your online training outside, a dedicated internal employee may be able to take care of in one.

Advantages of Using A Vendor For Online Training Development

Opting for vendor-led online training development typically means higher costs, but you also have an experienced and qualified Learning & Development team at your disposal without having to add them to your payroll. However, you need to choose the right eLearning vendor in order to get the most from your investment. Check their references and request an estimate for the deliverable. Ask about their past eLearning projects, experience level, skills, and which team members they have on board. You may even want to conduct a brief interview to get a feel for their professionalism and personality. Prepare a list of questions that you want to ask in advance and request to see their eLearning portfolio.

Outsourcing your eLearning project to a vendor is ideal for organizations which need help developing materials and analyzing their current online training program. You should already have a clear idea of what you hope to achieve, your online training goals, and performance gaps that you need to fill. In fact, you may want to create a roadmap for the vendor to follow, just to be sure that everyone in on the same page. The top advantages of outsourcing your online training development to an external vendor are:

  1. Access to a diverse talent pool. Vendors typically have diverse group of eLearning professionals at their disposal, from graphic designers to experienced writers. This means that you have access to their talent pool once you contract them for your corporate eLearning project. Instead of having to hire full-time online training specialists, you can simply enlist the aid of a vendor.
  2. No surprise expenses. eLearning vendors usually give you an estimate and detailed pricing sheet beforehand. As such, you won’t have to worry about any unexpected fees down the line. If you develop your online training in-house there is bound to be at least one or two hurdles that incur extra costs.
  3. Ideal for smaller projects. Smaller eLearning projects have lesser complexity and it is easy for someone outside to complete those projects without hassles.
  4. Innovation. The extra manpower, experience, larger development eLearning development teams, additional eLearning authoring tools, and a broader range of skills allows vendors to create content which is difficult for someone sitting inside an organization.
  5.  Selective sourcing: Organizations always have the option to use vendor for small non-strategic work and keeping core development with themselves. This ensures that organizations are able to expand their scope of work and roll out more training content than they would otherwise do.

So, which choice is best for your online training needs? Both in-house and vendor-led eLearning offer their own unique benefits, and choosing the right strategy depends on your eLearning budget, staff experience, development timeline, and organizational objectives. Hopefully this article has given you some food for thought and brought you one step closer to making your final decision.