HR Management & Compliance, Technology

What Technology Should Small Businesses Be Using for L&D and HR?

Experts like to spend a lot of time on corporate and enterprise-level human resources (HR), learning and development (L&D), and training trends. But the fact remains that 99% of the businesses inside the United States are small businesses and not corporations or enterprises.


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Since innovations in L&D and HR tech have allowed such technology to be more cost-effective and accessible, it’s important for smaller businesses to know what L&D and HR tech they should be using, too.
Below is a list of L&D and HR tech that small businesses should be using immediately.

Cloud-Based Systems and Learning Platforms

If your L&D department isn’t based in the cloud or doesn’t rely on cloud-based technology, you won’t be able to implement personalized learning initiatives or mobile learning apps and initiatives for your learners or establish a learning ecosystem at your organization.
You also won’t be able to implement the Internet of Things (IoT) or wearable technology either, and both will help your organization remain more competitive in the years to come. And you won’t be able to access or utilize real-time advanced data and analytics and so much more.
For more insight, read Why It’s Important to Have a Cloud-Based LMS.


Chatbots enable L&D professionals to provide just-in-time support and real-time personalization for learners. And they allow L&D and HR professionals to be more productive.
You can use chatbots to answer frequently asked questions (FAQs), increase learner engagement, and so much more. Chatbots are also a form of artificial intelligence (AI) technology that is inexpensive and easy to implement nowadays, especially when it’s based in the cloud.
Read 3 Reasons to Use Chatbots for Learning and Development and Human Resources and How to Use Chatbots for Learning and Development for more information and details.

Self-Service Tools

Currently, employees want and need to be able to access their benefits, profiles, development and training plans, payroll and financial information, and more self-service tools.
They need to do things like log their own hours and time-off requests, submit reimbursements for travel expenses, explore their own career path plans, etc. And luckily these tools won’t break the bank for small businesses.

Virtual Reality (VR) and Augmented Reality (AR)

VR and AR tech will continue to gain popularity in HR departments and L&D departments, especially as VR and AR equipment and software become more and more inexpensive. HR departments can use VR in HR environments mainly for sexual harassment training programs, onboarding programs, safety training programs, and compliance training programs.
For more insight, read Essential Metrics to Track for Your Virtual Training Programs and How to Create Virtual Reality Training Content that Sticks.
In addition to using the tech mentioned above for L&D and HR, be sure to read the following resources to get the most out of the tech that you implement:

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