LMS Vs LRS: A comparison for tracking and reporting digital learning

The aim of this article is to compare the benefits of a Learning Management System (LMS) and a Learning Record Store (LRS), for the purposes of tracking and reporting learning content.

The use of mobile devices to access all types of learning, requires that content is much more easily accessible and readily available. The concept of informal, social learning is also more prevalent today, whereby learning occurs in a social context through interaction with peers, direct experience and on-the-job, i.e. in the flow of work.

Many organisations promote this social culture of collaborative learning by providing an open environment where learners can ask questions and receive answers from their peers. However, this deviation from formal learning often presents challenges when it comes to tracking and reporting different types of collaborative or informal learning activities.  Typically, formal learning comprises a ‘course’ ideally involving multiple learning assets (research, role-play, simulations) followed by a questionnaire or knowledge assessment to prove understanding and/or compliance, making it much more straightforward to track and report on.

What is an LMS?

The core function of an LMS, is to provide an online platform for hosting and sharing of learning content across an organisation, as well as tracking Learner consumption and achievement. Activity performed by the Learner in the LMS is tracked and reported upon, or exported to third party systems.

An LMS allows you to manage your users (the Learners) and content. It provides a user interface that allows Learners, Instructors, Managers, and the L&D team to monitor and track Learner progress. Learners can enrol in courses themselves, mandatory learning content may be assigned to them (perhaps according to their job role or compliance requirements) and the most updated systems may incorporate LXP (Learning Experience Platform) capabilities, offering personalised learning based on a Learner’s interaction with the system as it learns their preferences.  Most LMSs also offer additional functionality such as scheduling of all types of learning (eLearning, classroom or virtual), competency frame working (to identify skills gaps and adherence to compliance requirements) and content development or compilation features.

However, an LMS should not be confused with a Learning Content Management System (LCMS) which offers a collaborative environment for Content Authors, Designers and Managers. An in-depth comparison of these tools is provided in our article An LMS Vs an LCMS comparison.

For many organisations choosing a new LMS, their initial requirement is to be able to import existing training records without any loss of historical data. Most LMSs offer this functionality, in some it is an integrated part of the solution, in others there is an additional consultancy charge.

Summary: LMS or LRS, or both?

The decision as to whether an LMS is sufficient, an LMS and an LRS can be justified or if an LRS alone meets your requirements depends on two key factors.

1. Learner Profile – if your Learners are only required to undertake mandatory learning to meet compliance and governance standards then an LMS is a costly option – an LRS is more affordable and can provide this service.  An LRS with a content repository is particularly suited to the training and certification of casual or temporary Learners, for example. If your Learners are required to participate in corporate activities such as learning by job role, career succession and competency frame working, then an LMS is likely to be the solution needed. 
2. Tracking Analytics – if your requirement is to present detailed analytics on learning activities irrespective of the type of learning, then an LRS will provide this.  However, if you have an LMS and granular tracking and reporting is required, but not provided by your LMS, you also need an LRS.