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The Ultimate Guide to Training Management

What is a training management system and why do you need one? Continue reading through the Ultimate Guide to Training Management to gain a better understanding of how training management, and LRS, certification tracking (or the multitude of other names it goes by), can help align your company to its goals of improved accountability, higher compliance and increased productivity. 

Whether you are a training manager, an HR director, or a CEO looking into solutions for your training programs organization - this guide is for you. 


Who can use training tracking?   

Broadly, any profession that requires continuing education credits or professional development units that are set by states, licensing boards, and certifying agencies can benefit from the adoption of training tracking.

Industries that require Continuing Education:

Healthcare | physicians, nurses, doctors, acupuncturists, professional counselors, social workers, dietitians and nutritionists, dentists, emergency medical technicians, chiropractors, therapists, radiologic technologists, optometrists, cardiology technologists, pharmacists, psychologists, veterinarians

Law | lawyers, paralegals, judges

Business | accountants, tax preparers, financial professionals

Beauty | cosmetologists, estheticians, nail technicians

Other Professions | architects, engineers, project managers, safety personnel, pilots, teachers, real estate agents, mechanics, athletic trainers, compliance officers, firefighters, insurance agents, pest controllers, plumbers

While this is not an exhaustive list of industries and professions that require continuing education, but instead goes to show the amount of time and energy that can be spent on tracking continuing education for each of the employers on this list - not to mention, the dangers of failing to track this information should one of the regulatory agencies choose to audit a company.

More specifically, any company that has an onboarding process for employees to complete training can benefit from the use of a training management system. An example of this would be any company that requires a certain level of mastery on job skills before releasing an employee to work alone. Aside from training programs that are developed in house - human resources typically require training on sexual harassment, diversity, the family and medical leave act, workplace safety and can even go as far as training for business ethics or customer service skills. Even with this minimal training, to enhance accountability, most organizations, industries, and professional workplaces should develop a system with which to track training.


Whose training needs to be tracked?

Similar to deciding what to track, who to track is just as important and follows the same guidelines.

First, it is important to determine who or what the business reports to and then align tracking with what is being monitored. Then working from there to determine what positions are affected by regulatory agencies is necessary to decide who to track.

Ultimately, in most businesses, every person can stand to be tracked in terms of whether or not they have training that is important to complete. There aren’t many instances in which a business or organization can’t benefit from keeping training on file to monitor whether or not an employee has gone through it or not.