Are you looking for training software for your company? Then Sales Manager Hans-Martin Sprungk has some tips for you: What conditions should you clarify and what should you focus on in discussions with a software vendor? You can find the most important points clearly outlined in a checklist for download!

Checklist for HR Managers: Finding the Right Training Software

Perhaps you are like many companies in recent years: You want to improve internal training with the help of training software. Typically, HR developers face challenges like:

• Sustainability: Long-term learning success beyond the seminar

• Centralization: Training for decentralized locations

• Transparency: Quick overview of learning progress

But what should you focus on when searching for online training software? We asked Hans-Martin Sprungk: The blink.it Sales Manager has spoken with hundreds of HR developers and trainers and knows common processes and requirements.

Sometimes it quickly becomes clear in conversation that blink.it is not the right software. This saves time for both sides when the requirements are already clear.
Hans-Martin Sprungk, Sales Manager at blink.it

Take the test now: Are you perfectly equipped for your search for training software? Click on the checklist to download it directly as a PDF:

Interview: What should HR Managers consider when searching for training software?

About the person: Hans-Martin Sprungk is a Sales Manager at blink.it. He is in constant communication with companies and academies looking for a training software solution. Thus, he is familiar with typical questions and challenges. In the interview, he offers tips on how to quickly and efficiently find the right LMS for you.

Part 1: Preparing Your Search

Hans-Martin, you are in discussions with HR developers almost daily. What typical questions should I clarify internally when searching for training software?

It largely depends on the size of the company. Large companies have stricter restrictions, especially regarding data protection or works councils. In SMEs, there are generally shorter decision-making paths and more flexibility. Essentially, you should talk to all important departments: What are must-haves for the software—and what are absolute no-gos? My tip: Clarify before your search whether XY is a hard criterion or if you have some room for maneuver.

And regarding the use case: What should HR developers be aware of when searching for training software?

Typically, an online training tool is supposed to solve a problem: to make the content sustainable. It is crucial that the software is also easy to use. The greatest blended concepts won't help if employees can't manage the tool.

Another use case that is becoming increasingly important: With an online tool, you can decentralize training. In-person training becomes difficult and especially expensive when a company has locations spread throughout Germany or even internationally. For such a case, it is particularly important that the software solution is flexibly accessible. This means that you can use it as easily on your phone as you can on a tablet or computer.

Part 2: The Selection of Software Providers

If I have clarified all the prerequisites internally—how do I find software providers that match our company and use case?

This is not easy to answer. Nowadays there are a lot of providers, and they all have different focuses. In addition to the hard criteria from the preselection, I would look closely at:

• Does the training software fit our corporate philosophy?

• How user-friendly is the software? And from both user and admin perspectives!

• What else is offered besides the product? How is the support, and do I receive assistance with the content implementation as well?

Part 3: The Conversations with the Software Provider

It's time—imagine you are speaking with an HR developer about whether blink.it is the suitable training software. How does an ideal conversation proceed?

An ideal conversation occurs when both sides are satisfied. I don't want to sell anyone something that doesn't fit! Therefore, it is very helpful if my conversation partner is well-prepared. There are three types of conversations: from completely unprepared to a massive requirement catalog that is often unrealistic. The middle ground is ideal: When you have a rough outline before the conversation, but are simultaneously open to the tool.

In the initial conversation, openness is incredibly important, as it’s like the chemistry on a first date. There may be workarounds for specific criticism points later. Of course, the training software shouldn't just be a workaround, but realistically, a fit of 80-90% between the software and the company is acceptable.

Are there points that HR developers often overlook when searching for training software?

Many HR developers are very well-prepared regarding the technical and logistical requirements for the tool. What is often overlooked is the content side, the content creation. Many invest a lot of time and energy in selecting the platform. But in the end, the tool is just that – a tool. Therefore, my final tip would be:

Plan content for the online training software from the very beginning! The platform itself has only about a 20% share in both learning success and the time spent in preparation.