Edvance360 vs SuccessFactors LMS

• HR Management/Analysts: Allow analysts to examine reporting metrics, to see how the spread of information affects different locations and establish any broad trends. Identify company skill gaps, identify underperforming or exceptional employees and track organizational goals.
• Mentors/Coaches: Allow administrators to create a “mentor” who has access to a learner’s scores and can communicate with them easily while keeping them locked out of the program’s higher functions or sensitive information. Foster collaboration and make communication much smoother.
• Parents: Enable guardians who want to communicate with teachers and keep tabs on their children to see notifications and the school calendar to keep an eye on due dates, holidays and more. Give them access to information from lessons, online resources, grades and progress reports and even let them interact with other parents.
• Instructors: In addition to the aforementioned course creation and management properties, use flipped learning, allowing for a more individual and personal studying experience. Accomplish this through screencasts, narrations, video lessons and other material to be consumed in person.
• Principals and District Administrators: Manage many schools at once with the Mothership Portal. Link the different sites so school administrators can manage tasks at many locations at once, pull reports and create and edit the curriculums.

• Analytics, custom dashboards and reporting, and event-based triggers to manage employees from start to finish with the company.
• Feedback after onboarding and offboarding to give deeper insight into the process.

• Career planning, evaluations and reviews, goal management features and individualized reporting.
• Feedback and analytics so workers and leaders can deliver praise and identify opportunities for improvement.
• Premade questions for performance reviews, report designs and workflows.
• Identification of at-risk employees who may be struggling in their position.

• Defines career path for employees, helping them think about further development.
• Gets employees more invested in the company
• Coordinates talent reviews with other factors, making it easier to identify candidates who might be overlooked

• Benefits: Design benefit packages and take employee feedback to gauge satisfaction. Helps provide clarity to employees about coverage and gives data to HR management to select the best plans. An intelligence engine allows administrators to run simulations based on budget and get employee feedback on their priorities, improving employee and leadership relations.
• Payroll: Enables leaders to make and implement the best possible compensation and rewards programs. It automates, standardizes and streamlines accurate payment for employees and tax administration for employers.
• Attendance and Finance: Keeps track of employee hours and transfers them into the payroll program, as well as helps the management team handle all other matters of finance in the organization.
• Other HR: Manages compliance, organization management, employee profiles and more. Products include compliance, document generation, employee case management, HR ticketing, knowledge management, permits and visas.

Limitations

• Difficult to learn
• Has similar functionality to other solutions
• Reporting isn’t as customizable as desired

Suite Support