العربيةContact us ↗For HR, learning & development and talent teams; with IT evaluation
Choose a learning management system around the work your people need to do. This practical checklist helps HR and learning teams compare onboarding, skills development and compliance training before committing to a platform.
Download guide (PDF) ↓Choose one role and one learning journey, such as a new employee’s first month. Prepare an anonymised learner list, a sample course and a completion report. Use the same material for every demonstration so comparisons are meaningful.
Define the audience, business problem and expected outcome: onboarding readiness, mandatory-training completion or a specific skill. Name the HR owner and agree how managers will confirm progress beyond course attendance.
Ask for a complete learner and administrator journey in Arabic and English, including right-to-left navigation, notifications, search and certificates. Test your own mixed-language content and terminology on mobile and desktop.
Import a real sample course and confirm the content standards and file types it needs. Demonstrate enrolment, prerequisites, assessment attempts, completion rules and certificates. Check accessibility, captions and content migration effort.
Define a role’s target competencies, assess a sample learner and assign development activities. Ask which recommendations are rule-based or AI-assisted, what evidence supports them and how a manager can review or override them.
Test onboarding, recurring mandatory training, manager visibility and overdue reminders. Ask for separate reports for HR, managers and learners, with agreed definitions and export formats. Check organisational changes and employee offboarding.
Bring IT into the evaluation for HRIS, SSO, directory and email requirements. Confirm supported connectors, synchronisation frequency, account lifecycle, role permissions and which integrations require additional development.
Compare on-premises, cloud, hybrid and SaaS with your information-security and residency needs. Get written confirmation of supported options, hosting location, administrator access, retention, backup/restore responsibilities and support arrangements.
Pilot with representative users and measurable acceptance criteria. Include licence metrics, implementation, content preparation, integrations, training, support and renewal in the cost model. Test full data export before agreeing an exit plan.
Ask vendors to separate standard capability, configuration, paid add-ons and future roadmap items. Keep a short scorecard: requirement, evidence demonstrated, gap, owner and acceptance test. An attractive dashboard alone does not establish business value.
See NexusLearn’s learning and workforce capabilities, then request a demonstration shaped around your HR priorities. Include your IT team when discussing integrations and deployment.
Discuss requirements with BrightGate