Cutting through the noise: How HR managers can select the right LMS
- Nina Schilling
- May 22
- 5 min read
The need for workplace learning has never been greater. Whether you're onboarding new hires, delivering compliance training, or developing future leaders, having the right Learning Management System (LMS) in place is critical.
But here's the challenge: the LMS market is oversaturated, and every vendor claims to have the perfect solution. With glossy demos, buzzword-laden brochures, and "limited-time" offers, it can be difficult to separate substance from sales pitch.
For HR managers, this creates serious pressure. The wrong choice can lead to wasted time, budget blowouts, poor learner engagement, and ongoing frustration. The right LMS, on the other hand, can streamline compliance, boost capability, and help build a strong culture of learning.
This guide walks you through the factors that matter most during selection, the risks of getting it wrong, and how to make the best decision by engaging independent experts and skilled digital learning designers.
The LMS paradox: so many choices, so little clarity
The more LMS options there are, the harder the decision becomes. From AI dashboards to gamified learning to mobile-first design, the features seem endless.
But no system is perfect. The goal isn’t to find the platform with the most features. It’s to find the one that best fits your learners, your needs, and your organisation's goals.
Think fit-for-purpose, not feature-packed.
The impact of selecting the wrong LMS
A poor LMS decision doesn’t just result in budget blowouts, it can derail your learning strategy altogether. You could face:
Low course completion and engagement. Learners disengage when the system is clunky or hard to navigate.
Wasted licences and shelfware. Platforms go unused if they don’t meet real needs.
Integration headaches. Poor compatibility with HR or IT systems creates more work, not less.
Compliance risks. Missed deadlines, poor reporting, and patchy visibility.
Frustrated teams and sceptical leadership. The platform becomes a pain point, not a win.
Choosing the wrong platform doesn’t just cost money. It can cost credibility, time, and momentum.
Avoid common pitfalls in the vendor selection process
Even experienced HR teams can hit a few bumps when picking the right partner. A few things to watch out for:
Taking demos at face value Demos tend to show the best-case version of the platform. Some of those impressive features might only be available in the top-tier plan.
Unclear pricing The base price often doesn’t tell the whole story. Extras like user licences, cloud storage, setup support, and reporting tools can quickly push the cost up.
Assuming one size fits all
A solution that works well for a global tech company might not be right for a local council or a government agency with strict compliance needs. Look for a vendor who understands your context.
Getting buried in jargon It’s easy to get caught up in acronyms like SCORM, xAPI, LTI, and SSO. The key is knowing what matters to your organisation, and what you can ignore.
So what should you do instead?
Define your needs
Before you even look at vendors, get clear on what you’re trying to achieve. Are you looking to deliver compliance training, upskill staff, or roll out onboarding programs? Knowing what you want the LMS to do will help you sort must-haves from nice-to-haves.
Ask yourself the right questions:
Who are your learners? Are they office-based, remote, hybrid, or on the frontline? How tech-savvy are they? Will they be logging in from desktops, mobiles, or job sites? The platform should make life easier, not harder.
What types of learning are you delivering? Onboarding, compliance, technical, leadership?
How is learning currently delivered and tracked? What type of data do you need the system to collate?
What other systems does your LMS need to talk to? HRIS, Teams, payroll, CRM?
From there, build your feature list. Split it into what’s essential and what would be nice to have. Here’s a quick example:
Must-have features | Nice-to-have features |
SCORM and xAPI support | Gamification elements |
Role-based learning paths | Mobile app access |
Automated reminders and tracking | AI-powered recommendations |
Custom branding | Social forums or discussions |
Writing a list like this will help you focus your evaluation and avoid being distracted by bells and whistles.
Involve the right people early
Bring in voices from HR, IT, L&D, and the people who’ll be using the system day to day. This helps surface practical needs and avoids surprises down the track.
Check the tech
Make sure the LMS works well with your existing systems: HRIS, payroll, communication tools like Teams or Outlook. Solid integrations save time and hassle.
Look beyond the sales pitch
Demos are polished for a reason. Ask to see the backend. Test real tasks. Ask how much of what you’re seeing is included in the standard package.
Understand the pricing
Get a full picture of costs, including set-up, support, add-ons, and user limits. What looks affordable up front might scale out of reach.
Put vendors to the test
When it’s time to meet with vendors, you want to stay in control of the process.
Use real examples from your organisation in the demo
Ask for sandbox access or a trial so your team can explore it hands-on
Set up a small test group and collect honest feedback
Score each system using an evaluation matrix so you’re making decisions based on evidence, not emotion
Ask scenario-based questions like:
Can a learner switch devices and pick up where they left off?
How do you manage re-certifications for compliance-based courses?
What happens when content is updated mid-cycle?
Can reports be scheduled and sent automatically?
Ask about support
Will you get an actual person to talk to if something breaks? What’s the turnaround time on support tickets? Good help makes a big difference.
Plan for the long haul
Your needs might grow or change. Choose a system that can grow with you, and a vendor who’s willing to work with you as things evolve.
Consider independent expert advice
Choosing an LMS is a strategic decision with long-term impact. You don’t have to figure it all out yourself.
Independent learning tech consultants like EduPivot can help you:
Clarify your organisation’s true learning needs
Break down vendor claims and separate fact from fluff
Shortlist systems that suit your team size, budget, and roadmap
Build a rollout plan that supports adoption, not just deployment
They’re not there to sell you software. They’re there to help you choose what’s right for your people, your budget and your organisation.
Don’t overlook your content
Once your LMS is up and running, the real work begins — creating learning experiences that actually engage people. Even the best platform can’t do much with outdated PowerPoints or dry policy PDFs. Without strong, well-designed content, your LMS will quickly gather digital dust.
This is where Cinch steps in. We can:
Turn dry topics into engaging, interactive experiences
Build mobile-friendly, accessible courses
Create learning journeys that make sense for your people
Ensure smooth LMS integration and functionality
Off-the-shelf content might save time upfront, but it won’t reflect your organisation’s voice, values, or expectations.
Final thoughts
The LMS market is noisy and overwhelming. But with a clear plan and the right support, you can cut through the noise and make a confident decision.
To recap:
Get clear on your learning needs
Don’t be dazzled by demos
Use a structured evaluation process
Bring in expert guidance where needed
Invest in high-quality learning content that brings your LMS to life.
A well-chosen LMS won’t just help you deliver training. It will help you build a stronger, smarter, more capable workforce.