HRIS and LMS. You hear these systems circulating in the HR and L&D world, but what do they mean? Are they the same? Different? Let’s spend some time understanding what each system is, how they work, and why they’re equally important in creating the ideal employee experience. We’ve outlined the key differentiators in this easy-to-follow chart if this blog seems TLDR. But we hope you spend time reading and learning more about the impact having both in your HR tech stack can have on your organization.
| Feature Area | HRIS | LMS |
| Focus | Benefits, Payroll, PTO Tracking, and Employee Information and Data | Compliance, Safety, Onboarding Engagement, and Skills Development |
| Content Experience | Simple, often opens in new window | Rich, interactive, modern, kept within same media player |
| Analytics | Retention and turnover rates, missing data fields (tax forms, pto taken) and compliance completions | Program completions, quiz scores, learner trends |
| Integrations | Limited | Robust ecosystem integration for a variety of functions |
| Personalization | Generic paths, i.e. onboarding, offboarding, benefit enrollment | Adaptive, personalized learning |
| User-Experience | Request time off, download tax forms, enroll in benefits, meant for low lift, short time spent tasks | Learner-first, intuitive UI made for personal and professional growth |
Table of Contents
6 Reasons Why Learning and Development Needs to Implement an LMS for Employee Training
What Happens When you Combine the Power of an HRIS and an LMS?
HRIS vs. LMS
The Human Resource Information System (HRIS) was the first of its kind in the software industry, reported by SAP. Designed to reduce paperwork, the HRIS gave HR employees a tool that helped alleviate the administrative burden. It proved that data and information that used to be stored in hundreds of filing folders could get the digital touch.
Like feelings around AI, HR managers across workplaces and industries wondered if taking their jobs online meant leading to an elimination of their position, but rather time showed that incorporating the HRIS meant getting more time to focus on other tasks that had fallen off their plate or ideas that they just never had bandwidth for.
It’s clear to see the overall benefit having an HRIS brings, but what exactly does it do?
At its core, it’s the centralized place for employee information and HR processes. For employees it keeps track of their name, contact information, department and role, manager, time off, payroll, benefit elections, and more. For HR teams, it keeps records for compliance, employment documentation, data trends like retention and turnover rates, timesheets for approval, and expense reports.
While using an HRIS for organization and storage of important employee/company information is how its most known, some organizations also use it for employee training. But while we love a two for one, like when shopping, sometimes it just doesn’t work, like with shampoo or in this case, learning and development. Most of the time when we hear of HR teams using their HRIS for employee training it’s because of either one or two (or both things):
- Budget constraints
- They don’t offer online, on-demand employee development programs, so they only need something basic for compliance training, and their HRIS does what they need it to do.
And that’s totally understandable. Budget and bandwidth are real hurdles for HR and L&D teams. But when teams only rely on the HRIS for training, they miss the opportunity to create real, engaging learning experiences that help employees grow beyond just checking the box.
That’s where the Learning Management System (LMS) comes in.
An LMS is built with learning in mind. It’s where onboarding turns into upskilling, and compliance training expands into leadership development. Unlike most HRIS platforms, LMS tools offer interactive content, modern learning experiences, and data-rich insights into what employees are learning, how engaged they are, and where they might need extra support.
And perhaps most importantly, it’s a platform where employees want to spend time.
6 Reasons Why Learning and Development Needs to Implement an LMS for Employee Training
While an HRIS serves as a centralized place for compliance and recordkeeping, a Learning Management System (LMS) is where true employee development takes shape. For L&D teams, an LMS isn’t just a “nice-to-have,” it’s the cornerstone of building a culture of learning, growth, and long-term retention.
Here’s where the LMS really shines:
Administrative Dashboard
L&D leaders need to know more than just who completed their assignments. An LMS offers a centralized dashboard that shows learning trends, content engagement, and skill development over time. This helps you track impact and make informed decisions around what’s working and what needs adjustment.
All-in-One Content Player
No more clicking through multiple systems to access a course. An LMS delivers content in one sleek, modern player that also recommends related learning to spark curiosity and help employees dive deeper into their growth journey—without friction.
Classroom & Course Management
Planning a live workshop or training series? An LMS lets you manage classroom sessions, require pre-requisite training, send reminder emails, and handle it all in one place. No more juggling multiple platforms to piece together a learning journey.
Seamless Integrations
The LMS can sync with your HRIS and payroll systems, keeping employee data up-to-date automatically. That means no more double entry, no more wondering if someone remembered to mark a training complete in two different places, it’s all connected.
Assigned Training & Qualifications
Whether you’re onboarding a new hire, launching compliance training for an entire department, or assigning a leadership track to a high-potential employee, an LMS makes it easy to assign learning by role, department, or individual. Set up qualifications, create custom learning playlists, and upload custom content that informs unique organization values and processes.
AI-Powered Learning
AI within an LMS can be a game-changer. Learners can explore curated playlists based on their job role and interests, helping them take control of their own development. Meanwhile, admins benefit from tools like a custom content creation feature, which makes it easier (and faster) to create short three-to-five-minute lessons, saving time and budget without compromising quality.
It’s not just about offering more training; it’s about creating a culture of continuous learning.
What Happens When you Combine the Power of an HRIS and an LMS?
You get a tech stack that not only keeps your workforce compliant and your data relevant and accurate, but one that actively supports the growth and engagement of your people. Employees can update their personal information, request time off, and enroll in benefits, then seamlessly access training paths that help them succeed in their roles.
As organizations continue to evolve, so should the tools admins use to support and grow their people. By combining the strengths of both the HRIS and LMS, employee data remains organized and secure, while their learning and development stays front and center.
If you are looking to integrate a modern LMS with your existing HRIS, BizLibrary can help you simplify administration, empower learners, and drive real business impact. From assigning compliance training and tracking completions, to delivering personalized, AI-powered learning experiences, administrators will have everything they need to support your workforce at every stage of their journey.
The future of work will always demand data, but now more than ever, it demands development. And with the right systems working together, your team will be ready for whatever’s next.
