Bersin Analyst Report: A New Breed of Employee Experience Platform

In this report from Josh Bersin you will discover what’s next in the best advancements in performance software and integrating them into the learning and development experiences employees are looking for….and need.

Employee performance is all about learning and achievement. The right talent management software and experience platform can help employee performance and ultimately contribute to organizational success. 

Download the report to learn:

  • The evolution of the LMS and talent management software market over time.
  • The benefits of an integrated employee experience software by combining performance and learning management software.
  • What organizations are doing today to adapt and thrive in the fast-changing world of talent management.

Sneak Peek

A New Breed of Employee Experience Platform

One of the most complex parts of HR software is learning. Learning management systems and related tools make up the $240 billion corporate training and education market. In today’s world of skills-focused strategies, this market is more important than ever.

This paper will discuss Bridge, a platform developed by Instructure, a company that leads the market in educational software for educational institutions. Through a series of strategic decisions, Bridge has become one of the most modern employee-focused HR platforms, built from a foundation in learning management.

The LMS and Talent Management Software Market over Time

Looking back only a few decades, learning management software companies like Cornerstone, Saba, SumTotal, and Plateau were the darlings of investors and HR departments. These systems were originally purchased to store and manage a company’s entire catalog of training and online learning. Over time, these systems grew into integrated talent management systems.

During the early 2000s, when the internet was new and companies were focused on growth, these platforms became what we call “prehire to retire” systems, designed with the intent to manage all the various HR practices of recruiting, learning, performance management, succession, and compensation. Growing from their roots in the LMS market, they became highly complex systems that managed the end-to-end talent practices for companies.

As companies started to buy these integrated systems, they consolidated their prior generations of systems. At the same time, vendors like SAP and Oracle got into the market through the acquisitions of SuccessFactors (which had acquired Plateau) and Taleo (which had acquired Today most big companies have one of these systems, which now play the role of “talent system of record.”

Since then, however, the world has radically changed. Today companies operate more as networks than hierarchies. People change jobs much more frequently so there is a constant need for onboarding, employee transition, and career development. And workers are so busy with other work-related digital tools they don’t have time to use clunky HR software that doesn’t make their work lives better.

In fact, almost everything in the talent software market has changed. Now we need tools that manage continuous development, coaching and performance; we need platforms that are so useful managers and employees use them every day; and we need HR software that is integrated and data-driven so AI can help recommend how to better develop ourselves, how to better coach our teams, and how to better improve team performance.

These management and organizational changes have come rather quickly. Only five years ago, I conducted the Deloitte Human Capital Trends research, and we found that only 6% of company leaders believed their organizations operated as a “network.” Today that number is over 35%, as more and more leaders realize that collaboration, mobility, and continuous goal alignment and development is the way they get things done.

Today’s Talent Software Market

As the economy has grown since the 2008 recession, a veritable army of startups has been building tools to make this world better. Hundreds of vendors now sell continuous performance management tools, learning experience platforms, survey and employee voice platforms, wellbeing tools, and new tools for coaching, manager development, and diversity and inclusion. These new tools are being designed “employee first, HR second,” so they are viewed as useful systems that people want to use. Of course, they are mobile-enabled, highly interactive, and designed in a new way — with graphical interfaces, recommendations, chatbots, and social networking built-in.

What happened to the older talent management systems? These vendors have struggled to keep up. Most of the traditional LMS and talent management players have added…