employee development software illustration

A recent survey from the Brandon Hall Group showed that 44% of companies are unhappy with their current employee development software. Having software that fits the needs of your organization and learning and development function is critical to the success of an organization. But the reality is that finding the right software can be a challenge. Each organization has different needs, so there is no cookie-cutter approach to finding the right software. It is a process that requires a thoughtful analysis of needs and a deep consideration of what the software needs to be able to do for learners and the organization as a whole. Here are some tips for HR leaders to consider when searching for the right employee development software.

1. Goals and objectives

Before you can even begin to consider which employee development software is right for your company, you must conduct a needs analysis. You must have a clear understanding of what you need the software to accomplish. Some questions to consider include:

  • What are the gaps that you need your employee development software to help overcome?
  • What are the outcomes that you need to see from your employee development software?
  • How will the employee development software help your organization meet its goals?

2. The audience

You must have an awareness of the skills that your employees already possess, and the skills you need to develop in your employees. The areas where you see gaps are the areas that you will need to focus on as you vet various employee development software.

3. Opportunities for collaboration between employees

In a survey on how modern workers learn, 91% said that collaboration is the most useful way to help them learn. Not all employee development software has features that foster collaboration, so it is important to consider if you want to seek out software that creates opportunities for employees to connect with one another.

4. Branding and white labeling

If you want your employee development software to feel like it’s a part of your business, you should look for a software that allows you to apply brand elements such as colors, logos, and a custom URL.

5. Reports/metrics

A critical part of knowing if your employee development software is working for your organization is having the ability to gather reports and metrics around user engagement. This is important to ensure that the software is providing value to employees, but it is also important to continue to prove out a use case of the software to company executives. 

6. Integrations

Most organizations have a wide array of tools and software that they use to keep the engine running. At times, it can feel overwhelming. An important consideration to make when selecting an employee development software is whether or not it will be able to integrate with the systems you already use. This will result in time saved and ensure efficient workflows.

7. Implementation time

Rolling out a new employee development software can be a taxing, lengthy process. When comparing different software, you should feel comfortable asking directly about the expected timeline for implementation. This way you’ll have an idea of whether or not you can get the software up and running within the timeline that you need to meet your goals.

8. Level of customer support

A highly critical factor to consider when selecting an employee development software is the level of customer support that will be provided. A software can seem great on the surface, but if you don’t have access to timely customer support, your learning and development initiatives can be derailed.

Finding the right employee development software for your organization can seem daunting, but it doesn’t have to be. As long as you have a clear idea of what you need the software to accomplish, you can easily narrow down the best options. With these 8 considerations, you should be able to confidently select an employee development software and get the ball rolling on making great strides in your employee development and organizational transformation.