Learning management system (LMS) for Microsoft 365

What is the SMP 365 Workforce Learning & Competency Platform?

More than a SharePoint LMS, SMP 365 connects course delivery with training records, role requirements, practical assessment and workforce readiness in Microsoft 365.

One platform for learning, competency, compliance and assessment. SMP 365 LMS installs directly into your company’s SharePoint environment and includes its own internal SCORM API, SCORM player and built-in Course Builder. Built on Microsoft infrastructure. Designed by real learning specialists. Made for how organisations actually train people.

A completion record is only one part of readiness for work. A person may also need a current licence, a practical assessment or evidence accepted by an authorised assessor. The LMS gives those conversations a structured context rather than treating attendance at a course as proof that every work requirement has been satisfied.

Course Builder: create learning inside your LMS

Built-in course authoring lets your learning team create courses directly inside SMP 365 LMS. Use AI-assisted course creation from existing content, then build interactive learning content, assessments and knowledge checks. Publish SCORM-ready courses without relying on separate authoring software.

Start with approved procedures, learning objectives and the needs of your audience. Review AI-assisted drafts for accuracy, context and assessment quality before publication. A learning specialist remains responsible for deciding whether the content and questions properly address the intended outcomes. Test the published course as a learner before assigning it to a wider group.

Core LMS: SCORM 1.2 and SCORM 2004

The LMS’s internal SCORM API and player support SCORM 1.2 and SCORM 2004. Learning pathways and course assignments connect delivery with assessments, quizzes, knowledge checks, certificates and completion records. Mobile-friendly learning gives people a clear way to access assigned training. The public preview illustrates these workflows; it does not execute a SCORM package.

When reviewing an existing course library, bring representative packages rather than relying on the format name alone. Validate launch, completion, score reporting, resume behaviour and any content dependencies in the proposed deployment. Agree how course revisions will be identified and how existing completion records should be treated when a revised course is published.

Role Profiles, live TNA and competency matrix

Role Profiles link people to training requirements and support automatic training assignments by role. Live Training Needs Analysis and the live competency and compliance matrix make training gaps visible, with current, due and overdue status. Supervisors can review workforce readiness at a glance and follow the underlying evidence when a requirement needs attention.

Start with a manageable role structure and named owners for each requirement. Separate mandatory learning from optional development and distinguish a course completion from evidence of competence. Agree how transfers, changed responsibilities and reassessment affect the matrix so that a person’s record remains relevant as their work changes.

Role-based learning assignments

Role-based administration and assignment workflows help learning teams organise requirements around the people doing the work. My Learning presents assigned courses and progress, while administrators work with course and assignment records. Learning paths can provide context where several activities form a broader development or induction journey.

Validate assignments for new starters, role changes and existing evidence.

Assessor App: practical assessment and VOC

The mobile-ready Assessor App supports practical assessments, VOCs and competency verification. On-the-job assessment workflows bring evidence capture and assessor sign-off into the learning system so that practical assessment is connected to the person’s broader competency record.

Verification of competency (VOC) workflows address practical assessment separately from online learning. The package includes assessor views, practical assessment templates, observation and evidence records, assessor authorisation and reassessment workflows. These provide a place to organise the assessment and retain its supporting context.

The competent assessor remains responsible for the assessment decision. Define the activity being assessed, the evidence required, who may assess it and when reassessment is appropriate. Software records support that process; they do not independently certify that someone can perform a hazardous task safely.

Compliance, qualifications and expiry management

Manage compliance training, competency and qualification tracking, certificates, licences and expiry dates in one platform. Recurring training and renewals help teams plan follow-up, while procedure and document sign-offs retain evidence of acknowledgement. Audit-ready training records support a clear history of learning and assessment without replacing your organisation’s compliance responsibilities.

Certificate records and views of expiring or overdue training help teams prioritise follow-up. The important distinction is between a course outcome, a certificate issued for that outcome and an external qualification or licence with its own conditions. Treating these as interchangeable can obscure what a worker actually needs.

Agree the evidence source, relevant dates, renewal owner and treatment of superseded records. Test how an administrator reviews an upcoming expiry and how the learner sees the next required action. The configuration should make the follow-up process clear without implying that a reminder alone resolves a competency gap.

Microsoft 365 integration and mobile learning

Microsoft Entra ID authentication and role-based access connect the LMS to your Microsoft environment. SharePoint and Microsoft Teams integration, automated notifications and reminders, and integration with HR, safety and business systems help learning fit into day-to-day work. Agree the selected integrations, permissions and notification rules during implementation.

Mobile learning should be validated with the devices and courses your workforce actually uses. A responsive course list does not guarantee that every third-party SCORM package works well on a phone. Check navigation, video, assessments, session handling and connectivity. Offline course completion is not assumed by the public preview.

Live reporting for learners, supervisors and administrators

Real-time training and compliance reporting brings learner, supervisor and administrator dashboards together with completion and overdue reporting. Review competency and qualification information, analyse training gaps and use Power BI reporting capability where it fits your organisation’s reporting design.

Define the audience and scope of each report. A supervisor may need outstanding requirements for a team, while an administrator needs course completion and renewal information across the workforce. Connect a headline measure to the relevant records so that the report leads to an informed follow-up rather than a count without context.

Your tenant. Your data. Your learning system.

Microsoft infrastructure. SharePoint integrated. SCORM ready. Designed and made real by learning specialists who understand training, assessment and compliance in the real world. The LMS installs into your company’s SharePoint environment; confirm the permissions and any connected services required for your chosen deployment.

The LMS is relevant to learning administrators, supervisors, assessors and workforces that need to connect training with operational readiness. Common use cases include site induction, role-based learning, refresher training and practical competency assessment. Each has different evidence and ownership needs.

Before rollout, agree permissions, connected services, reporting audiences and responsibilities for course maintenance and assessment quality. Test learner, supervisor and administrator journeys with a defined group.

Migration from another LMS

Begin migration with an inventory of courses, packages, learner identifiers, completion history, certificates and external qualifications. Decide what must remain active and what can be retained as historical evidence. Preserve the relationship between a completion and the course version that produced it.

Use a representative sample to check field mapping, duplicate people, dates and missing evidence before approving a wider import. Reconcile sample totals and review records with their owners. EHS Sync AI is a related migration workflow to discuss where appropriate; availability and mappings for a particular source LMS need to be confirmed rather than assumed.

Workforce Learning & Competency Platform questions