Training shouldn't sit separately from the rest of the employee lifecycle. HR Duo has launched a Learning Management System, giving employers a simpler way to create, deliver and track employee training alongside the wider employee record.
The new Learning Management System (LMS) expands HR Duo's talent management capabilities, bringing learning and workforce development together with recruitment, onboarding, performance, HR compliance, workforce operations and payroll.
HR and Learning & Development teams can create structured training programmes, assign learning, track progress and manage certifications without relying on spreadsheets, email chains or separate training records.
For employees, learning becomes another part of their HR Duo experience, with one login to access assigned training, development programmes and mandatory learning.
HR Duo's Learning Management System gives organisations the flexibility to create structured learning around different training, development and skills requirements, without relying on separate systems or manual training records.
A new starter may need mandatory training as part of onboarding, while an experienced employee may need role-specific development or additional skills before taking on greater responsibility.
Courses within the LMS can include:
Training can be organised into individual courses, modules or complete learning journeys. Lessons can then be assigned with deadlines, completed in a defined sequence, or scheduled around when the employee needs the training.
This gives HR and L&D teams a more structured way to manage mandatory learning, skills development and certification requirements, while giving employees a clear path through the training they need to progress in their role.
Managing workforce training becomes difficult when HR needs to manually assign courses to individual employees and repeatedly chase completion.
HR Duo allows learning to be assigned to individuals or employee groups, making it easier to create different training requirements across roles, teams and departments. Organisations can automatically enrol predefined groups, set deadlines, issue reminders and schedule classroom, virtual or instructor-led training.
This can support training across the employee lifecycle, including:
Onboarding: Give new employees structured learning from the beginning of their employment.
Mandatory training: Assign required courses and monitor whether employees have completed them.
Role development: Build learning programmes around the knowledge and capabilities employees need for their work.
Continuous development: Create longer-term learning journeys to support progression, performance and employee development.
Knowing that training exists isn't enough. HR teams need to know who's completed it, who's still working through it, and where certification requirements are approaching renewal.
HR Duo provides clearer visibility of learning progress across the workforce. Teams can track individual course completion, identify employees with outstanding learning and monitor certifications and recertification requirements. This is particularly important in operational sectors where employees may need specific training or certifications before they can safely or compliantly carry out certain work.
Instead of maintaining separate training spreadsheets, HR can keep learning information alongside the wider employee record.
But for e-learning to be effective, it also needs to be easy for employees to access, removing barriers to completion and making mandatory training easier to manage across the workforce.
Employees can access assigned training through HR Duo across desktop and mobile devices, giving them one clear place to manage learning alongside other everyday activities. They'll receive notifications about assignments, upcoming events and deadlines, helping them stay on top of required learning. Employees can also complete interactive course content and earn certificates and badges as they progress, adding an element of gamification that can make learning more engaging and give employees a clearer sense of progress and achievement.
For frontline and multi-site employees who rarely work from a company laptop, that accessibility can make a significant difference to participation, completion rates and compliance.
Learning is part of a much wider employee journey. An organisation may recruit someone because they have the foundations needed for a role. Onboarding helps them understand the organisation and get started effectively. Training then develops the knowledge and capabilities they need, while goals, one-to-ones and performance reviews help managers understand progress and identify further development opportunities.
As employees take on new responsibilities, they may also need additional learning, qualifications or certifications.
Treating each of these stages as a separate HR process creates unnecessary gaps.
With Learning Management now part of HR Duo's capabilities, the employee lifecycle can move more naturally through Recruitment, Onboarding, Learning, Performance, and Development.
Learning, training and Continuing Professional Development (CPD) become part of how the organisation manages and develops its people, rather than another standalone HR activity. It also gives HR a more complete picture of the employee. Recruitment shows where they started, learning records what they have developed, and performance management helps show where they need to go next.