Jul 31, 2025

Questions to ask a HRMS vendor when looking to change systems

I’d focus on effectiveness, scalability, integration, compliance, support, and ROI. Here are the key questions I would ask the vendor:

⚙️ Product Capabilities

  1. What HR functions does your platform support?
    (e.g., payroll, leave, attendance, performance management, recruitment, onboarding, learning, compliance, offboarding)

  2. Is your HRMS modular or all-in-one? Can I pick and choose modules?

  3. Can you walk me through the employee lifecycle experience on your system?

🧩 Integration & Compatibility

  1. Does your system integrate with our existing tools?
    (e.g., payroll, ERP, Slack, Outlook, biometric systems, background checks)

  2. Do you offer APIs or connectors for custom integrations?

  3. How do you handle data migration from our current HRMS? Is this included in onboarding?

📈 Scalability & Customization

  1. Can your platform scale as we grow — say to 5000 employees in the next few years?

  2. How customizable is the platform to our HR policies and workflows?

  3. Do you support multi-location, multi-country setups with local compliance needs?

🔒 Security, Compliance & Data Privacy

  1. Where is our employee data stored? Are you compliant with data protection laws (e.g., GDPR, India DPDP Act)?

  2. What security protocols are in place (encryption, access control, audit logs)?

  3. Do you offer role-based access and audit trails for sensitive data?

👩‍💼 Employee & Manager Experience

  1. What does the employee self-service portal look like? Can we see a demo?

  2. How intuitive is the mobile experience for employees and managers?

  3. How do you improve employee adoption and reduce resistance to change?

🤝 Implementation & Support

  1. What is the typical implementation timeline for a 1000-employee company?

  2. Will we get a dedicated customer success manager or implementation partner?

  3. What kind of training and onboarding support do you provide for HR teams and employees?

  4. What’s your SLA for support requests? Do you offer 24x7 support?

💰 Pricing & ROI

  1. What is your pricing model — per employee per month, tiered, or flat fee?

  2. What’s included in the base pricing vs add-ons? Are there hidden costs (e.g., implementation, customization, data storage)?

  3. Can you share customer case studies or metrics showing cost savings or efficiency gains?

🧾 References & Credibility

  1. Who are your other customers in our industry and size range?

  2. Can you share 2–3 references for us to speak with?

  3. How often do you release product updates or new features? Can you share your roadmap?

Would you like me to also help draft a scoring matrix or RFP template to compare multiple vendors?

Posted by at
Labels: ,

Jul 30, 2025

Steps for Transitioning to a Skills-Based Organization

In various HR conferences we keep hearing the buzzword - "skills not degrees" - but what does moving from a traditional organization to a "skills based" organization actually mean? 

Steps for Transitioning to a Skills-Based Organization

1. Define the Vision and Rationale

  • Clarify the business case and desired outcomes for becoming skills-based.

  • Communicate how this shift aligns with organizational strategy and culture.

2. Assess Current State and Readiness

  • Conduct a skills audit to identify existing skills, gaps, and needs across the organization.

  • Review current job architectures, organizational structures, and talent processes.

3. Build Leadership Buy-In and Capability

  • Engage executive sponsors and leaders to champion the transformation.

  • Provide leadership training on skills-based principles, metrics, and management practices.

4. Redesign Work Around Skills Instead of Roles

  • Break down traditional job descriptions into discrete skill sets.

  • Map critical tasks and projects to the required skills, not just job titles.

5. Implement Skills Taxonomy and Technology

  • Develop or adopt a skills taxonomy relevant to your industry and business.

  • Invest in digital platforms that allow for skills mapping, tracking, and visibility.

6. Realign Talent Practices

  • Shift recruitment, learning & development, performance management, and career progression to focus on individual skills and growth.

  • Implement internal gig marketplaces or project-based work assignments to match people to opportunities based on skills.

7. Foster a Culture of Skills Agility and Continuous Learning

  • Encourage employees to upskill and reskill through targeted training and access to resources.

  • Recognize and reward skill acquisition, versatility, and knowledge sharing.

8. Adjust Reward and Recognition Systems

  • Evolve compensation and reward structures to reflect skills proficiency and contribution rather than tenure or fixed roles.

9. Pilot and Scale

  • Start with pilot projects in specific departments or talent segments to test and refine the approach.

  • Use data and feedback from pilots to inform broader implementation and continuous improvement.

10. Monitor, Evaluate, and Adapt

  • Establish clear KPIs to measure progress, such as skills coverage, mobility, engagement, and productivity.

  • Continuously adapt the framework to changing business needs and workforce trends.

Shifting to a skills-based organization is a strategic, multi-phase process that requires leadership commitment, robust technology, and a culture of ongoing learning and adaptability.

Posted by at

How AI Is Changing Corporate Learning

Personalized and Adaptive Learning

  • Custom Training Paths: AI tailors learning programs to individual employees, analyzing skill gaps, learning habits, job roles, and performance to provide the right content at the right time. This means employees focus on areas where they need improvement and can skip topics they’ve already mastered, making learning much more efficient and effective123.

  • Real-Time Adaptation: As employees progress, AI-powered platforms adjust the difficulty and recommend new materials based on performance data, ensuring continual growth and engagement24.

Enhanced Engagement and Interactivity

  • Gamification and Interactive Elements: AI enables training experiences that include dynamic simulations, gamified modules, leaderboards, and real-time feedback to boost employee motivation and knowledge retention567.

  • AI Teaching Assistants: Virtual assistants provide 24/7 support, instantly answering questions, clarifying complex materials, and giving personalized feedback, helping learners overcome obstacles without waiting for human intervention16.

Data-Driven Insights and Analytics

  • Learning Analytics: AI tracks employee progress and behavior, providing managers with actionable insights on performance, engagement, and future learning needs. This allows organizations to continuously refine training strategies to maximize ROI and impact574.

  • Skill Gap Identification: AI analyzes industry trends, job requirements, and internal workforce data to identify emerging skill gaps and recommend targeted reskilling and upskilling paths54.

Improved Efficiency and Scalability

  • Automated Content Creation: AI streamlines the process of developing and updating training materials by generating content that remains current and relevant for different job roles and regions12.

  • Administrative Automation: Routine tasks like scheduling training sessions, tracking completions, and managing certifications are automated, freeing up L&D teams to focus on strategic work8.

Hyper-Personalization and Career Development

  • Personalized Career Mapping: AI compares individual employee competencies against industry benchmarks and suggests personalized learning programs to accelerate career growth and mobility24.

  • Reduced Bias: Automated systems can help decrease unconscious human bias in learning and promotion recommendations, making development opportunities more equitable2.

Addressing Corporate Learning Challenges

  • Scalable Solutions: With AI, companies can provide consistent, high-quality training to globally distributed teams, ensuring all employees receive relevant and timely learning experiences without logistical bottlenecks7.

  • Continuous Reskilling: As technology and industries evolve rapidly, AI-driven learning platforms help organizations keep pace by identifying skills that will be in demand and preparing the workforce accordingly59.

Key Trends Shaping the Future

TrendWhat’s Changing
PersonalizationTailored learning journeys replace one-size-fits-all127
Real-Time FeedbackInstant, adaptive support and assessments57
GamificationLearning becomes interactive, fun, and engaging56
Virtual AssistantsOn-demand help for learners any time16
Data-Driven StrategyAnalytics drive continuous improvement574
Automated AdministrationL&D teams automate repetitive tasks8

AI is fundamentally transforming corporate learning—making it more personal, data-driven, scalable, and engaging than ever before. Employees can now learn what matters most to their careers with just-in-time support, while organizations benefit from actionable insights and more effective workforce development152.

  1. https://trainingindustry.com/articles/artificial-intelligence/how-ai-is-shaping-the-future-of-corporate-training-in-2025/
  2. https://www.brighteyevc.com/post/ai-for-training-the-evolution-of-corporate-training
  3. https://www.linkedin.com/pulse/how-ai-revolutionizing-corporate-training-game-changer-workforce-8qmwf
  4. https://www.madcapsoftware.com/blog/the-impact-of-ai-in-learning-and-development/
  5. https://disprz.ai/blog/ai-in-corporate-training
  6. https://blog.commlabindia.com/elearning-design/ai-corporate-training-trends
  7. https://elearningindustry.com/benefits-and-limitations-of-ai-in-corporate-learning-a-comprehensive-overview
  8. https://www.linkedin.com/pulse/how-ai-revolutionizing-corporate-training-dr-reggie-padin-ivtne
  9. https://datasociety.com/the-future-of-ai-driven-corporate-training-what-to-expect-in-2025/
  10. https://joshbersin.com/2023/12/ai-is-transforming-corporate-learning-even-faster-than-i-expected/
  11. https://globalfocusmagazine.com/the-role-of-ai-in-corporate-learning/
  12. https://becominghuman.ai/ai-and-the-future-of-corporate-learning-76820deed77?gi=cc7d0198892e
  13. https://www.gyrus.com/blogs/how-ai-is-revolutionizing-corporate-learning/
  14. https://www.commlabindia.com/blog/ai-corporate-training-opportunities
  15. https://groovetechnology.com/blog/software-development/ai-for-training-and-development/
  16. https://www.forbes.com/sites/bernardmarr/2024/10/25/the-future-of-corporate-learning-and-employee-engagement-why-traditional-training-is-dead/
  17. https://disprz.ai/blog/how-ai-shapes-corporate-learning
  18. https://www.edstellar.com/blog/ai-in-corporate-training
  19. https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/superagency-in-the-workplace-empowering-people-to-unlock-ais-full-potential-at-work
  20. https://joshbersin.com/podcast/how-ai-is-blowing-up-the-corporate-learning-market-the-whole-story/

 

Posted by at
Subscribe to: Comments (Atom)