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Employee training and development software helps organize everything related to learning within a company. Courses, learning paths, and development plans can be managed from one place. With Runa, HR can assign content, review progress, and work on the competencies each employee needs. Training no longer lives on one side and performance on the other. Both can be connected to better understand what each person needs to work on.

When HR starts managing multiple courses, groups, and dates at the same time, keeping track separately gets complicated fast. That’s where an LMS comes in—short for Learning Management System. It centralizes training in one place. From there you can build courses, assign content, review progress, assess what was learned, and check each employee’s history. And when it’s time to review how someone is doing, the information is already there—without having to dig through different files.

The starting point is usually understanding what each person needs to learn and why. Someone who just joined doesn’t need the same thing as an employee preparing to take on new responsibilities. With Runa, you can create courses and learning paths by role, department, or development needs. You can also assign training, mark content as required or optional, and review progress. Then you can assess acquired knowledge to see how effective the training was.

Learning paths organize multiple courses and activities into a meaningful sequence. Instead of dropping isolated content and expecting everyone to know where to start, you define a clear path. The HR team can tailor that journey by role, department, level, or the skills that need to be developed. That way, two employees at the same company can follow different paths if their roles or needs aren’t the same.

An Individual Development Plan, or IDP, puts in writing where an employee needs to grow and what they can do to move forward. It can include development goals, competencies to strengthen, and training or actions tied to those goals. It’s not just about making a list and filing it away. The value is being able to review progress over time and see whether the agreed actions are truly supporting the person’s professional growth.

A performance review often leaves pretty clear clues about what to work on next. It may highlight a competency that needs reinforcement, a skill to develop, or something that’s holding back results. With Runa, those needs can be turned into more concrete actions—for example, courses, learning paths, or Individual Development Plans. That way, the review doesn’t end with just a rating, and HR can follow through on what was discussed.

There are several ways to look at it. HR and each manager can review participation, progress, completed courses, assessment results, and training compliance. Reports also help spot where knowledge or skill gaps still exist. It’s not enough to know how many people opened a course. It also matters who finished it, what they learned, and which topics need closer follow-up.

Training is usually more tied to what someone needs to learn to improve their current performance. Development looks a bit further ahead—competencies, career growth, and responsibilities the employee may take on over time. A training and development platform lets you work on both together. That way, HR can address today’s role needs without losing sight of where each person can grow within the company.