HR & People Analytics Insights
Upscend Team
-January 8, 2026
9 min read
This article explains three families of training analytics tools—LMS analytics, benchmarking platforms, and BI for training—and how they compare completion rates to industry averages. It covers data normalization, cohorting, vendor shortlist, procurement checklist, implementation timelines, common pitfalls, and how to produce board-ready metrics. Run a two-week technical spike before procurement.
Choosing the right training analytics tools changes how HR and the board interpret learning outcomes. In this guide we outline the practical families of tools, the capabilities you must insist on, and a concise vendor shortlist so procurement can move quickly.
We approach the topic from direct experience: we've evaluated dozens of learning analytics software scenarios and recommended options that balance speed, accuracy, and governance for executive reporting.
There are three high-level families of training analytics tools: built-in LMS analytics, third-party benchmarking platforms, and general-purpose BI for training. Each family addresses different needs around data access, normalization, and benchmarking.
Below we break down capabilities and where each family is strongest so you can decide quickly based on your timeline and technical resources.
Most LMS vendors now ship analytics modules that report completion, pass rates, and learner engagement. These are the fastest to deploy because they operate within the platform and use native event logs. In our experience, LMS analytics are ideal for operational reporting but often lack robust peer benchmarking and normalization features.
Benchmarking platforms specialize in comparing your metrics to aggregated industry datasets. They handle anonymized peer-grouping, sector filters, and confidence intervals. Use these when you need external context for board-level KPIs like completion rate percentiles.
General BI platforms (Power BI, Tableau, Looker) become powerful once you combine LMS data with HRIS and performance data. They are flexible for custom calculations, trend analysis, and dashboarding, but require ETL and data governance work to produce reliable industry comparisons.
The crux of benchmarking completion rates is **data parity**: making your denominators and definitions match the industry set. Effective training analytics tools implement data import and normalization, cohorting, and statistical adjustments so apples-to-apples comparisons are possible.
We've found that teams who skip normalization get misleading improvement signals — for example, counting optional modules as completions when peers exclude them.
Key tasks: map user identifiers, standardize course types, and align completion definitions. A quality solution offers automated connectors, a preview of normalized fields, and a reconciliation report. Make data import, field mapping, and normalization visible to auditors.
Benchmarks are meaningful only when peer groups match on industry, company size, geography, and role. The best training analytics tools let you define peer cohorts and apply confidence intervals so you can say, for example, "We are in the 60th percentile for compliance completions among mid-market financial services firms."
When evaluating vendors, split your shortlist across the three families above. We typically keep a short list of one LMS analytics vendor, two benchmarking platforms, and two BI approaches (hosted and self-managed).
Example shortlist we recommend for initial evaluation:
Tools like Upscend help by making analytics and personalization part of the core process; they demonstrate how operational and benchmarking views can coexist without adding manual reconciliation steps. This Helped many teams move from anecdote-driven top-floor discussions to repeatable, board-ready metrics.
We advise running a two-week technical spike with 2–3 vendors from different families to validate connectors, normalization logic, and report templates before committing.
Pricing for training analytics tools varies along three axes: data volume (users + events), feature tier (benchmarks, predictions), and deployment model (SaaS vs on-prem). Expect a spectrum from free LMS reports to six-figure annual contracts for enterprise benchmarking platforms.
Calculate true cost of ownership including ETL, data storage, and internal analyst hours. We often see teams underestimate the integration effort by 2–3x.
Buyer checklist (quick):
A pragmatic implementation plan for training analytics tools follows a phased approach: discovery, spike, pilot, and roll-out. For most mid-market organizations this runs 8–16 weeks from kickoff to first executive dashboard.
Typical timeline:
Integration and data quality are the two biggest pain points. In our experience, the most common failure modes are missing user attributes, inconsistent course taxonomy, and event log gaps. Demand reconciliation reports and automated alerts that flag missing or stale data.
Start with three high-impact metrics: compliance completion rate, time-to-complete for mandatory training, and a top-line industry percentile. Deliver these to stakeholders within the pilot to secure funding for broader scope.
Board-level reporting needs clarity, comparability, and trust. To present completion rates against industry averages choose a solution that produces:
A combined approach often works best: use your LMS analytics for operational monitoring, a benchmarking platform for external context, and a BI layer for narrative dashboards that the board can interact with.
When preparing for a board meeting, distill results to three slides: current completion rate vs peer median, trend versus the prior year, and a short remediation plan for below-benchmark areas. Include the methodological appendix so directors can see cohort definitions and sample sizes.
Choosing the right training analytics tools requires balancing speed, data quality, and external context. LMS analytics get you started quickly, benchmarking platforms provide the industry view, and BI for training connects learning to performance.
Our recommendation: run a focused spike with one vendor from each family, validate normalization using a sample of courses, and ask for a board-ready report before you finalize procurement. That approach reduces risk and accelerates value.
Next step: start a two-week technical spike by gathering a sample LMS export and the HR attributes you plan to use for peer grouping; use the buyer checklist above when you invite vendors.
