Why do you need AG5 if you have an LMS and HRM system?

In this blog, we’ll highlight how AG5 skills management software can enhance your LMS and HRM systems. By doing so, all stakeholders in your organization can better understand why skills management software is important.

Most organizations use some form of learning management system (LMS) and human resource management (HRM) system.

These systems sometimes overlap in functionality, but cater to distinctly different organizational needs. This can result in confusion and inefficiency – and contribute to a decentralized way of working, in which an organization is unable to get the most out of its teams and employees.

The right skills management software, however, can bring these systems together, unifying and standardizing your departments’ methods of tracking skills, developing training programs, and ensuring regulatory compliance.

In this blog, we’ll highlight how AG5 skills management software can enhance your LMS and HRM systems. By doing so, all stakeholders in your organization can better understand why skills management software is important.

Skills management software with LMS and HRM

“What is the difference between AG5 and our LMS software?”

“Why should we use AG5 in addition to our LMS software?”

“Why should we use AG5 when we can also record certificates in our HRM software?”

These are the typical questions customers ask when exploring skills management solutions. Customers often ask them during our sales process. Most of the time, however, it is senior management or executives asking their IT or HR department.

Their perspective, which is often somewhat removed from day-to-day operations, reflects a legitimate concern: organizations invest significantly in HR and LMS systems – sometimes hundreds of thousands, or even millions, of dollars.

So why introduce AG5’s skills management software into this well-funded ecosystem?

How do different departments use LMS and HRM systems? Copied

An LMS manages, delivers, and tracks educational content. Within the software, organizations develop learning content for all or a group of employees.

  • Some organizations have multiple learning management systems because of their distinctive learning processes, needs, and goals.
  • Some manage e-learning within one system, certifications within another, and skills within another system.
  • These different systems are based on employees and their structures.
  • This means, to create learning content, you must fully understand an employee’s job role, department, location, specialization, workstation, or any other structure.

QHSE Copied

In this way, quality, health, safety and environment (QHSE) departments can create different e-learning modules for specific job roles.

We often see that QHSE departments use LMS systems other departments are not using, because they consider job roles, locations, and products when developing an understanding of the QHSE requirements employees must meet.


Additionally, R&D departments can manage the necessary certifications for their engineers in a separate learning system based on the processes they manage.

You can manage any quality-related learning content for engineers within the same e-learning system that the QHSE department uses. However, R&D departments often use each employee’s job role, specialization, process, and product structures to determine the training requirements.


HR departments can also manage soft skills training for employees in the same LMS system that QHSE departments use. However, in practice, HR departments manage their learning content in separate LMS or HR systems, because they have different goals, needs, and processes. HR also defines their training requirements for all employees based on job roles or departments.


Operations or production manage the training content of their operational employees within a separate system, because they base training requirements on different structures.

The structures often we see production or operations departments use for their training requirements include:

  • Lines
  • Workstations
  • Machines
  • Processes
  • Job roles
  • Areas
  • Locations

When it comes to production and operations, training can’t always be delivered through an LMS system. We see many production organizations managing SOPs and training outside LMS systems, as they must be provided in classrooms or in practice on the shop floor.

Cross-departmental LMS

Of course, some organizations have a single LMS and HR system, which they use for all their learning processes. In such organizations, the R&D departments, QHSE departments, and operations all develop beautiful Excel sheets or processes outside the LMS and HR system because they do not fit their learning process.

This is the case for 90% of organizations across industry.

As you can see, each department can use different LMS systems and employee structures to manage their learning process.

Different departments with a shared goal Copied

The distinct goals of each department have a common thread: each employee needs to possess certain skills, training, or certifications.

Regardless of whether a requirement set by:

Each department must ensure their employees comply with the training requirements to ensure that they are fully qualified.

A shared goal – but no global alignment Copied

Why do we see many organizations using separate systems – and not using the central HRM and LMS systems for their learning processes – while they share a common goal?

Above, you can see how an organization’s departments manages and use different structures for learning and training compliance. However, when executives and senior managers need to decide about skills management software, there’s a good chance they won’t see the overlap across departments.

Because HR can express the need for skills management software, the executive or senior manager only considers that department’s needs – and in the process miss all the other training requirements managed by different departments.

Bringing it all together with skills management Copied

The above image shows the intersection between departments where AG5 skills management software sits.

Our skills management software brings all the departments together in one place to understand if an employee or a group of employees is meeting their training, skill, competency, or certification requirements.

This is how AG5 helps organizations centrally manage their training compliance, with all departments working within the same system.

AG5 streamlines the learning process, enabling organizations to have a more efficient and cohesive approach to training and skills (requirements) management.

With AG5:

  • Every department can manage the  structures they need to define the training requirements next to the structures of other departments
  • All departments manage employee data in the same, centralized system, because AG5 integrates with any HRIS system to sync all employee information.
  • This decreases the amount of integrations with other systems.
  • It also increases the data quality of employee information used by different departments.

Integrating AG5 with your LMS Copied

We understand that AG5 is not a replacement for LMS. Instead, our software enhances the learning process by allowing organizations to centrally manage skill requirements.

While LMS focuses primarily on managing learning content and HR systems on managing employee-related data, AG5 specializes in the holistic management of skills, competencies, and certifications.

If a certain department still needs to use LMS systems because of their distinct learning content, we can integrate with them to ensure the learning process aligns with their requirements and goals.

AG5 doesn’t only centralize management of training or skill requirements – it also helps organizations visualize organizational skill gaps.

AG5’s skills management software will allow you to:

  • Identify current skill gaps
  • Identify future skill gaps
  • Identify training needs
  • Improve resource allocation based on skill gap analyses
  • Reduce employee turnover with skills development-focused features
  • Manage global and local skill requirements to ensure global training compliance

See how AG5 can enhance your LMS or HRIS Copied

There are a great deal of moving pieces in any production environment. QHSE, R&D, HR, and operations – as well as any other relevant department – all do their parts so that the entire organization can:

  • Maximize efficiency
  • Reduce downtime
  • Improve workplace safety
  • Ensure that all employees are compliant, skilled, and trained

AG5’s skills management software enables you to bring all your departments together, enabling them to work both separately and in unison.

You’ll use a standardized, centralized platform to transparently track the skills, competencies, training, certifications your employees need to keep operations running.

Want to see how this would work in your organization? Schedule a free, live, 15-minute demo today for a customized look at AG5 in action.

skills management software

Simplify skills management with a chat

Curious about AG5? Let’s talk. Book a commitment-free intro call – whether you’re considering or just curious about what AG5 has to offer. If we click, we’ll plan a detailed demo, tailored for you.

Why book an intro call?

  • Understand your challenges: Your situation is unique. We get it.
  • Explore possibilities: See how AG5 fits your goals.
  • Next steps: Ready to dive deeper? We’ll arrange a full demo when you are.

Ready to explore a smarter way to manage skills? Click below to select a convenient time for you.

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Original version | February 1, 2024

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