Are you looking for training software for your company? Then sales manager Hans-Martin Sprungk has some tips for you: What prerequisites should you clarify and what is important in a conversation with a tool provider? You can find the most important points summarized in a checklist for download!

Checklist for HR Managers: Finding the Right Training Software

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

• Sustainability: Long-term learning success even beyond the seminar

• Centralization: One training solution for decentralized locations

• Transparency: Quick overview of learning progress

But what should you pay attention to when searching for online training software? We asked Hans-Martin Sprungk: The blink.it sales manager has already spoken with hundreds of HR developers and trainers and knows common processes and requirements.

Sometimes it quickly becomes clear during the conversation that blink.it is not the right software. It 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 pay attention to when searching for training software?

About the person: Hans-Martin Sprungk is a sales manager at blink.it. He is in constant contact with companies and academies looking for a training software solution. In doing so, he knows typical questions and challenges. In the interview, he gives tips on how to quickly and efficiently find the right LMS for you.

Part 1: Preparing Your Search

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

This largely depends on the size of the company. Large companies have stricter constraints, especially regarding data protection or labor councils. In SMEs, there are usually shorter decision-making paths and more flexibility. In principle, you should talk to all important departments: What are the 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 leeway.

And regarding the use case: What should HR developers pay attention to when looking for training software?

Typically, an online training tool is primarily meant to solve a problem: To make the content sustainable. Therefore, it is crucial that the software is easy to use. The best blended concepts are pointless if employees cannot handle the tool.

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

.png)Sustainable training works best with the blended learning method: in-person AND online. Especially in large companies, HR managers struggle to convince their superiors. Get help now with our free checklist: 7 Arguments for Blended Learning – this is how you convince your bosses of the method!

Part 2: The Selection of Software Providers

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

That is not easy to answer. There are now very many providers, and they all have different focuses. Besides the hard criteria from the pre-selection, I would look closely at:

• Does the training software fit our company philosophy?

• How user-friendly is the software? From both the user's and the admin's perspective!

• What else do they offer besides the product? How is the support and do I also receive assistance with content implementation?

Part 3: Conversations with the Software Provider

The time has come – imagine you are talking with an HR developer about whether blink.it is the suitable training software. How does an ideal conversation proceed?

An ideal conversation is when both parties are satisfied. I don't want to sell anyone something that doesn't fit! Therefore, it is very helpful when my conversation partner is well prepared. However, there are three types of conversations: from completely unprepared to a huge requirements catalog, which is often unrealistic. The ideal is somewhere in the middle: If you have a rough draft before the conversation but are simultaneously open to the tool.

Openness is incredibly important in the initial conversation, as it's all about chemistry, like on a first date. There may be workarounds to specific criticisms later. Of course, the training software should not be a series of workarounds, but realistically, a fit of 80-90% between the software and the company is achievable.

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

Many HR developers are well prepared regarding the technical and logistical requirements of the tool. What is often forgotten, however, is the content side, which involves 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 the content for the online training software from the beginning! The platform itself accounts for only about 20% – both in terms of learning success and the time required for preparation.

Did you know? At blink.it, success is the focus: We accompany you far beyond the contract conclusion and offer comprehensive success measures in all packages.

Read now: Overall concept instead of 'just a tool': This is what blink.it really offers you

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