Learning and talent management is the part of HR software that deals with employees after they have joined: what they learn, how they are reviewed, how they are thanked, and which job they could do next. It is one of the three zones of HR technology. The other two come before it. Recruitment finds and hires the person, and HR and payroll keeps the employee record and pays the salary.
Consider an engineering graduate who joins a two-wheeler maker in Hosur as a quality engineer. In her first week, the company's learning management system (LMS) assigns her four courses: safety on the shop floor, data privacy, workplace conduct and the company's own quality process. The LMS is the website where employees take the courses that the company sets, and where HR checks who has finished them. When she first opens the plant's maintenance software, a small box appears on the screen and shows her which button to click next. That box comes from a digital adoption platform (DAP).
After three months, her phone shows a five-question engagement survey. It asks how she finds the work, and whether she would recommend the company to a friend. Her answers are anonymous, and HR sees only the totals for her team. One afternoon, a colleague sends her a thank-you badge through the employee recognition app. The badge carries 300 points, which she can exchange for a shopping voucher. At the end of the year, her manager rates her against the goals they agreed in April. This review happens in performance management software, and the rating decides her pay rise.
The sixth product looks at the whole company, not at one person. Talent intelligence reads the job histories of all the staff and works out which skills each person has, even skills that nobody wrote down. Its internal talent marketplace matches people to open roles inside the company. This matters most in IT services firms, where an engineer whose project has ended waits "on the bench" for the next one. Labour market analytics shows which skills other employers are hiring, in which cities, and at what salary.
The courses themselves, from video libraries to game-like simulations, are called eLearning content. More and more of it is now drafted by a large language model from the company's own documents. The survey software uses a model too. It reads the written comments and judges whether each one sounds pleased or unhappy, which is called sentiment analysis.