An employee gets promoted. Another transfers to a new property. Changes like that can affect what an employee needs to learn, what information they should see, who should support their development and even which policies apply to them. For learning and development teams managing hundreds or thousands of employees across multiple properties, keeping up manually isn’t realistic.<\/p>\n\n\n\n
That’s where connected LMS workforce data integration changes the equation. When current data flows from a human resources information system (HRIS) or payroll system into a learning management system like Yardi Aspire, the learning experience can automatically keep pace with the employee.<\/p>\n\n\n\n
Role, department, location, manager, job code, property type and hire date provide the context an LMS can use to make learning more relevant, automate routine decisions and personalize experiences at scale.<\/p>\n\n\n\n
As the employee changes, the learning experience changes with them. Consider an individual contributor who becomes a supervisor. That one change can introduce new leadership training, development opportunities and supervisory resources. A move to another state can trigger new legally required compliance requirements. A department or property change can make some procedures relevant and others unnecessary.<\/p>\n\n\n\n
Accurate workforce data allows those changes to drive the learning experience automatically, without requiring L&D to manually intervene every time something shifts. This is particularly important for compliance. An employee’s work state, for example, can help determine which state-specific harassment prevention or other legally required training should be assigned.<\/p>\n\n\n\n
Personalization isn’t just about recommending the next course. Workforce data can dynamically determine which learning opportunities, policies, procedures, job aids and other resources employees see in the catalog and on their dashboards.<\/p>\n\n\n\n
For instance, the application process for affordable housing can be dramatically different from the process at a market-rate multifamily property. And even if facilities and marketing employees work for the same organization, they don’t need the same policies, procedures and resources competing for their attention.<\/p>\n\n\n\n
Personalization helps employees spend less time sorting through information intended for someone else and quickly find the training, career development and workplace resources that matter to them now.<\/p>\n\n\n\n
Supervisor data is another good example of why accurate data matters. Knowing who manages an employee determines what a supervisor sees, what they can do and which workflows are routed to them.<\/p>\n\n\n\n
The right permissions give managers visibility into their employees’ learning and engagement through dashboards and reports. They can recommend or require training, enroll employees in classroom sessions, review tests, validate assignments and provide personalized coaching feedback. They can also extend due dates, document external learning, review survey responses and communicate directly with employees through personalized email.<\/p>\n\n\n\n
Current HRIS or payroll data can also dynamically identify the appropriate manager when the employee evaluation workflow begins. When reporting relationships change, visibility, coaching responsibility and workflow routing follow the employee.<\/p>\n\n\n\n
The value of connected workforce data is that the learning ecosystem can evolve with your organization \u2014 accurately, consistently and without requiring L&D to manually recreate changes the business already knows about.<\/p>\n\n\n\n