Corporate-led training is on the rise in the 21 st century considering that each organization seeks to equip their employees with organization-specific skills needed for high productivity. In the application of this technique, organizations try to increase their competitive advantage by ensuring that they empower their employees (Rothwell & Graber, 2010). With paid training within the organizations, the employees are bound to feel appreciated and develop a sense of belonging. Therefore, the corporate-led training helps in increasing the competency of the employees as well as reduce turnover. Instead of allowing employees to advance in their career by paying for tuition outside the institution, the organizations believe that developing training programs would help the employees advance in their expertise as well as increase the company’s productivity(Rothwell & Graber, 2010). In this way, the organization will succeed in managing employees that harbor specific skills that the company needs in competing effectively in the competitive corporate world.
Both the Learning Management System (LMS) and the Talent Management System (TMS) are used in the management of human capital within organizations (Radwan et al., 2014). However, the two vary in many ways. The first difference is noted in the foundation, which dictates that LMS is applicable in the learning and the enhancement of skills and knowledge while TMS revolves around the onboarding and training of employees to optimize the workforce talent (Radwan et al., 2014). While TMS serves the function of qualifying, managing and the retention of talent, the LMS is designed in a way that it helps in administering, delivering, documenting reporting and tracking training programs and educational courses. Concerning the users of these systems, it is evident that the TMS is beneficial to the HR executives and managers who use it in the recruitment and the overall management of new employees. On the other hand, the LMS is applied by instructors, team leaders as well as administrators especially in conducting learning courses. However, the LMS tools can be used by HR managers under the TMS tool when learning and training talented employees.
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References
Radwan, N. M., Senousy, M. B., & Alaa El Din, M. (2014). Current trends and challenges of developing and evaluating learning management systems. International Journal of e-Education, e-Business, e-Management and e-Learning , 4 (5), 361.
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Rothwell, W. J., & Graber, J. M. (2010). Competency-based training basics . Alexandria, Va: ASTD Press.
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