Learning & Development

Best-in-class learning software enables employees to create, share and discover knowledge within their organization, combining structured training content with peer-to-peer interaction, user-generated content and community-based discussion. Unlike traditional LMS platforms focused on top-down course delivery, modern learning systems treat employees as both learners and knowledge producers. Employees learn more durably when they learn from each other in context, not just from assigned modules.

Enterprise organizations use learning software to close skills gaps at scale, reduce reliance on external training and preserve critical institutional knowledge. As experienced employees retire or move into new roles, organizations risk losing expertise that isn’t documented in formal training materials. Social learning helps capture that knowledge from subject-matter experts and make it accessible across teams, supporting continuous learning in large, geographically distributed workforces.

Avature Learning supports user-generated content alongside SCORM-compliant courses and connects directly to the broader talent management ecosystem, including skills frameworks, internal mobility and performance data.

Avature Learning uses a configurable workflow engine to automate learning journeys, enforce content governance and surface personalized content recommendations for each employee. Rather than relying on manual curation or static course catalogs, the platform generates recommendations by drawing on employee profiles that include stated interests, current skills, manager feedback, peer evaluations, self-assessments and completed programs. Personalization is only as good as the data that feeds it, and learning systems connected to real talent signals produce more relevant recommendations than those that rely solely on profile data.

For large enterprises, the practical value of workflow automation in learning is significant. HR teams can define required training and certification processes, fine-tune content access rights by role or region, establish approval chains for employee-submitted content and set rules to ensure content stays current. All of this can run without requiring IT involvement or manual follow-up from L&D administrators.

Avature’s workflow engine is comprehensive and flexible, and it is applied across its full talent management suite, including Performance Management and Internal Mobility. This means learning workflows can respond to events in other parts of the talent lifecycle, such as triggering a recommended training list when an employee expresses interest in an internal move.

Avature Learning is designed for large, complex organizations that need to manage learning across multiple countries, business units and employment types, where a traditional LMS delivering fixed course catalogs has become too rigid to support a skills-first talent strategy. Companies that get the most value are those with a significant base of internal subject-matter expertise they want to activate, or those running L&D as part of a broader talent lifecycle rather than as a standalone function.

Global enterprises face a compounding challenge: local skills needs diverge from central L&D priorities, compliance training requirements vary by country and learner preferences shift faster than catalog updates can keep pace.

Avature’s customer base includes 9 of the world’s 15 largest banks and 28 of the Forbes Global 100, all of which operate with the multi-country, multi-entity complexity Avature Learning is built to support. Organizations seeking a lightweight, standalone LMS for a single-country workforce of fewer than a few thousand employees may find more value in point solutions.

Enterprise learning management software centralizes all learning content, tracks learner progress, automates workflows for content governance and reports on outcomes. The best implementations connect learning to the talent data already available in HR systems, so recommendations and completions are visible alongside performance, skills and career data rather than siloed in a separate tool.

Implementation for a large organization typically follows these steps:

1. Discovery and design: map your current content landscape, identify existing learning systems that need to be integrated or replaced, and define the skills framework that learning paths will connect to.
2. Configuration: set up the learning hub, configure workflows for content submission and approval, establish user-generated content guidelines and define community structures by team, region or function.
3. Content migration and integration: migrate existing SCORM and other standards-compliant content; connect to HRIS, performance and skills systems via Avature’s integration framework, which supports over 300 out-of-the-box integrations.
4. Pilot and validation: run the platform with a defined employee group to validate workflows, content recommendations and reporting before full rollout.
5. Global rollout and enablement: deploy across business units or geographies, supported by Avature’s dedicated Solution Design and Implementation team and ongoing Training Services, including certification programs.

Avature’s implementation services team handles migration from legacy LMS and LXP platforms with experience across all major systems. Training Services and Avature Certifications ensure HR administrators can self-manage configuration without ongoing vendor dependency.

Yes. Avature holds ISO 27001 certification (continuously maintained since 2017 with annual audits and triennial recertification), SOC 2 Type II certification (annually renewed since 2016, covering security, availability, processing integrity, confidentiality and privacy) and FedRAMP Authorization (granted April 2025). Additional certifications include ISO 27017, SOC 1, Cyber Essentials Plus, HIPAA compliance, NIST 800-171 alignment and FSQS registration for financial services organizations.

Security reviews at large enterprises typically require evidence of active penetration testing, role-based access controls and audit logging. Avature conducts biannual penetration tests by a PCI-certified third party covering the application, mobile app and network, alongside weekly automated vulnerability scans and 10,000-plus automated tests per release, including OWASP Top 10 checks. Falcon Logs provides continuous user-action logging covering authentication events, role and permission changes and access records, directly supporting audit and compliance workflows.

For data privacy, Avature complies with GDPR via EU-approved Binding Corporate Rules for both Processors and Controllers and also covers CCPA, HIPAA, PIPEDA, PIPL, APPI and the Australian Privacy Act.

Avature Learning integrates with HRIS platforms, skills systems, e-signature providers, external calendars and background check providers through more than 300 out-of-the-box integrations, plus a self-service integration framework that lets HR teams build and monitor custom data flows without IT involvement. The integration framework processes millions of records daily and supports over 100,000 integration runs per month.

For enterprises that have already invested in HRIS platforms such as Workday, SAP SuccessFactors or Oracle HCM, this matters because learning data needs to flow in both directions: completion records back to the system of record and employee role or skills data into Avature to inform recommendations. Avature’s open API framework and extensible data model make both directions viable, including the ability to configure custom API endpoints through a self-service UI without requiring Avature or IT support.

Organizations typically begin seeing measurable improvements within the first year, with the greatest gains in learning engagement, skills visibility and knowledge sharing. By combining structured learning with user-generated content and social collaboration, modern learning platforms help employees discover relevant expertise faster, reduce duplicated training efforts and keep critical knowledge accessible as experienced employees retire or change roles.

The strongest long-term results come when learning is connected to broader talent processes. Linking learning data to skills profiles, internal mobility and succession planning helps organizations develop talent more effectively and demonstrate business impact beyond course completion.

Avature Learning connects social and skills-based learning with the broader talent ecosystem, enabling organizations to align learning with workforce planning, career development and internal mobility rather than treating it as a standalone training function.

Cornerstone Learning is one of the most established enterprise learning management systems, offering extensive capabilities for course administration, compliance training and learning content management. Standalone learning platforms also provide strong learning functionality but typically rely on integrations to connect with HR systems and talent data.

The key consideration for enterprise organizations is whether learning operates as a separate system or as part of a unified talent platform. When learning data is disconnected from skills, performance, succession and internal mobility, organizations often need integrations to synchronize data and support talent decisions.

Avature Learning is built on the same configurable platform as Performance Management, Succession Planning, Internal Mobility and Employee Engagement. Learning activity, skills data and talent insights share a single data model, enabling organizations to connect learning directly to workforce planning, career development and internal mobility without relying on separate systems or complex data synchronization. Avature’s configurable workflow engine also allows HR teams to automate learning and development processes without requiring custom development.