Do you need a learning system if your HR system already has one?

Workday, SAP, Oracle, UKG, Dayforce, ADP, Rippling, BambooHR and Cezanne all sell a learning product beside their HR software. They differ in who runs the product, what the price counts and what happens to a training record. Start with the one your HR vendor sells. Then test it on the points below.

By Ashish Manchanda Published 23 Oct 2026 Last updated 23 Oct 2026

Start with

The learning product from your HR vendor. Ask for a price first. Dayforce and Oracle publish one for learning, and BambooHR includes compliance courses at no extra cost.

Why

It sits next to your people data. Oracle’s business rules assign training after an HR change such as a promotion. Rippling assigns courses from employee details, and its compliance bundles enrol staff by location.

Look wider if

The HR vendor’s product misses something you need. BambooHR does not yet accept video files or SCORM files, the standard e-learning course format, for your own content. A separate system adds an HR link with its own limits.

Check first

What happens to a training record when an employee leaves. Also check whether training done outside the product still counts.

Some of these products were bought in, and some run on a partner

Five of these nine products were bought in or run on a partner’s platform. That can change who answers your support call and whose terms you sign. SAP, Oracle, ADP and Rippling sell learning under their own brand. Ask whether a partner runs any part of it.

A bought-in product can mean two products under one brand

Workday sells Workday Learning, powered by Sana, and Sana Learn as a second product. Dayforce has a new Dayforce Learning and a classic one, and some classic features need the Coach and Share add-on. Workday completed its purchase of Sana on 4 November 2025. Dayforce completed its purchase of eloomi in February 2024. Cezanne bought Learn Amp in June 2026. Ask which product your quote covers.

Run on a partner’s platform

Schoox announced in December 2022 that UKG partners with it to offer UKG Learning. BambooHR Learning runs on Northpass. BambooHR’s compliance courses come from EasyLlama, and you accept EasyLlama’s terms before you use them. BambooHR may end that service at any time, including when its deal with EasyLlama ends. For the EasyLlama courses, BambooHR promises only best efforts on service.

What else you must buy before learning switches on

Oracle Learning needs Oracle Fusion Global Human Resources, or one other Oracle product, set up first. Rippling sells learning as a separate product beside its required core platform. SAP’s learning product does not need the full SuccessFactors suite to start.

What each HR system gives you for learning

All nine assign courses and track who finished them. They differ in where the courses come from and what triggers an assignment.

The learning product inside each HR system
HR system	Learning product	Where the courses come from	How training gets assigned
Workday	Workday Learning, powered by Sana. Sana Learn complements it as a second product.	LinkedIn Learning, Skillsoft, Udemy, Harvard ManageMentor and YouTube link in as standard.	Enrolment and assignment can be automated. Learning sits beside your Workday HR data.
SAP SuccessFactors	SuccessFactors Learning. It runs alone or inside the SuccessFactors HR suite.	SAP Content Stream by Skillsoft comes in three editions, each licensed separately. Open content partners also supply courses.	Courses can be assigned automatically. Curricula can require retraining at set intervals. Managers see overdue courses by team member.
Oracle	Oracle Learning, inside Oracle Fusion Cloud HCM.	Each provider needs a one-time setup. Providers include LinkedIn Learning, Coursera, Skillsoft Percipio, Udemy Business and Go1.	Business rules assign learning after an HR change such as a promotion. Courses and learning paths can require renewal after a set validity period.
UKG	UKG Pro Learning and UKG Ready Learning.	Schoox offers UKG Learning customers 100,000+ courses on 60+ topics under one contract.	Rules assign courses and learning paths by job. Reminders reach learners and managers before and after a due date.
Dayforce	Dayforce Learning, inside the Dayforce platform.	Go1 Content Store plans cover 25 courses, 50 courses or all courses. Customers with their own OpenSesame, LinkedIn Learning or Udemy Business account can connect that account.	Managers can mark learning required and set a deadline. Refresher courses can renew a certification.
ADP	Essential Learning for ADP Workforce Now. ADP Learning Management for Vantage.	41 pre-packaged courses are included. Premium Learning Content is an optional upgrade at an extra fee.	Administrators and managers assign courses to employees and groups. Employees can also enrol themselves.
Rippling	Rippling Learning Management, built on the employee data in Rippling.	Go1 courses are bought through Rippling. Customers can upload SCORM files or build courses.	Courses are assigned from employee details, and compliance bundles enrol staff by location. A policy can stop workers clocking in until training is done.
BambooHR	Compliance Training, powered by EasyLlama. BambooHR Learning runs on Northpass.	The Core plan includes one compliance course. Pro includes 15 compliance courses. Elite gives access to 300+ compliance courses.	Administrators assign courses by role, department or location. BambooHR handles reminders and recurring training.
Cezanne	Cezanne Learning, once called Learn Amp. Sold inside Cezanne HR, or alone for another HR system.	A Cezanne Learn library sits beside partner libraries. Skillsoft, Udemy for Business and Go1 content can connect.	Training can go to individuals, teams or the whole company. It can recur, with reminders when overdue.

You can also add a course library without a new learning system. Go1 counts Oracle, ADP, Dayforce and Rippling as integration partners. Skillsoft content plays inside SAP SuccessFactors and Workday. LinkedIn Learning sends completions to Workday.

A separate learning system can connect to these HR systems as well. The cost and the limits sit in that link.

Separate learning systems and their HR links
Product	HR systems it links to	What the link involves
Sana Learn	SAP SuccessFactors, Oracle Cloud HCM, Rippling, Workday HCM and BambooHR.	HR data enrols the right user in the right content. Plans start at 300 users. Sana’s pricing page bases the price on a 3-year contract. Its terms set a 12-month term unless the agreement says otherwise. Ask which applies.
Cezanne Learning	Over 50 HR systems, including Workday and BambooHR.	The SAP SuccessFactors link is in beta. It runs through a third-party connector called Kombo.
Valamis	Workday, SAP SuccessFactors, BambooHR, HiBob and Oracle PeopleSoft.	Assignments sync from SuccessFactors and completions sync back. The HR system stays the system of record.
LearnUpon	Workday, BambooHR, ADP, SAP SuccessFactors and Dayforce.	The Workday and BambooHR links send user details one way. The BambooHR link depends on the LearnUpon plan.
360Learning	SAP SuccessFactors, Workday, BambooHR and UKG Pro.	The Workday and UKG Pro connectors are priced separately. The BambooHR sync needs the HCM Connect Solution.
Tovuti	Workday, ADP and BambooHR.	The Workday link needs a premium subscription. The ADP link is one way, so changes in Tovuti do not go back.
TalentLMS	BambooHR, ADP Workforce Now and Workday.	The ADP link is a paid integration. The Workday link is in beta on the Pro and Enterprise plans.

Check what each price counts before you compare them

The nine prices count different things. Dayforce charges for each employee. BambooHR prices its HR plans per employee and includes Compliance Training at no extra cost. Oracle charges for each person allowed in, active or not. NTT DATA prices SAP’s learning product per user, and Sana charges for each user. Ask each vendor for one total at your own headcount before you compare.

What each HR vendor charges for learning
HR system	Price	What the price counts
Workday	Ask Workday for Workday Learning. Sana Learn plans start at 300 users.	In Sana Learn, a user is anyone given access, including outside learners.
SAP SuccessFactors	£1.26 a user each month for 1 to 2,000 users, from the reseller NTT DATA. VAT is extra.	Each user. The price rises 3.3% on each yearly anniversary. Support is not included.
Oracle	$5.00 a month for each named user, with a minimum of 500. The list price is dated 8 October 2026 and can change.	A named user is anyone allowed to use the service, active or not. The standard term is three years.
UKG	Quoted on request for UKG Ready Plus.	Ready Plus includes Ready Core plus three more products you choose. Learning is one of them.
Dayforce	$56.76 a year for each employee at list price. The package with Career Explorer is $66.12.	Each employee. The package with Go1 All Access content is $210.00. Dayforce charges implementation fees separately.
ADP	Behind a login on the ADP Marketplace.	Ask ADP whether each price is per employee or per learner. Premium content costs extra.
Rippling	A custom quote.	Learning is bought beside the required core platform. Most Rippling products are billed per employee each month.
BambooHR	Compliance Training comes at no extra cost. HR plans start at $10.25 per employee a month for companies over 25 employees.	Each employee a month. Companies of 25 employees or fewer pay a flat monthly rate from $250.
Cezanne	From £2.40 a user each month, in a Cezanne blog post.	The product page prices by headcount, with no upfront cost, implementation fee or long contract. It gives no figure.

At four of these vendors the course library is priced apart or depends on the plan. SAP licenses Content Stream by Skillsoft separately. Dayforce prices Go1 content in a higher package. ADP sells Premium Learning Content as an upgrade at an extra fee. BambooHR’s plan sets how many compliance courses you get.

Six gaps to check before you rely on the product

Each product assigns a course and logs a pass. The six gaps below are where it can still let you down.

Removing a leaver can delete their training record

UKG keeps the learning history when you deactivate an inactive user. Removing an employee permanently deletes their records and progress. Check which one your leaver process triggers.

Outside content may not count

Under Workday’s terms, linked third-party content is outside the service. Activity is not recorded in Workday Learning if a user opens that content in a separate browser window or tab. In Dayforce Learning, a certificate uploaded for outside training is not added to the employee’s learning profile. It is not visible to managers and administrators outside Dayforce Learning. In Oracle, LinkedIn Learning sends a completion record and no progress along the way.

Publishing a new course version can reset progress

In Dayforce Learning, assigned learners who have not finished a course move to its new version when you publish one. They lose their progress. Replacing a retired Content Store course gives the new one to everyone who had not finished the old one. Their progress on the original is lost.

Adding one content provider can switch off another

In Dayforce Learning, turning on OpenSesame removes access to the Go1 Content Store. Courses already imported stay active. Decide on your content provider before you import a library.

A feature on the product page may not be on your plan

SAP’s Learning Assistant and its three agents are open only to users in an Early Adopter Care program. Premium AI at SAP needs an AI units licence. Oracle tells buyers its Learning datasheet is not a promise of features and should not guide a purchase.

Your staff data may train the vendor’s AI

Under Workday’s Talent Management terms, customer content is used to train and improve its AI and analytics features. For the features Workday calls Talent Management Enhanced Features, the customer can manage that use. SAP uses learner data to train the machine learning behind its recommendations. Rippling does not use usage data to train AI models.

What should you ask your HR vendor before you add learning?

One or two questions for each HR vendor, with the answer worth hearing.

Workday: Does our quote cover Workday Learning or Sana Learn? Good answer: One named product, with what it includes.
Workday: Can we manage the use of our content to train Workday’s AI? Good answer: A yes in writing, with the setting named.
SAP SuccessFactors: Does the price include premium AI, or only the free AI features? Good answer: A list of the AI features in the price.
SAP SuccessFactors: Which content editions do we need, and what does each cost? Good answer: Each edition named in the order, with its own price.
Oracle: How many named users will you bill us for? Good answer: One number in writing that follows Oracle’s named-user definition.
UKG: Does Schoox or UKG hold our contract and answer support calls? Good answer: One contract, one support contact and the partner’s terms attached.
Dayforce: Is the quote for the new Dayforce Learning or the classic one? Good answer: The product named in writing, with any add-on its features need.
Dayforce: Which Content Store plan covers our courses, and if we add OpenSesame, what Go1 access do we lose? Good answer: A plan sized to our course list, and a written answer on what stays and what goes.
ADP: What do Essential Learning and Premium Learning Content cost at our headcount? Good answer: Both prices in writing, with what each one counts.
Rippling: Which course catalogue is in the price, US, global or both? Good answer: The catalogue named in the order, with the fee for a second one.
BambooHR: Which compliance courses does our plan include? Good answer: A course list tied to our plan, with the upgrade price for others.
BambooHR: If BambooHR ends the EasyLlama service, what happens to our completion records? Good answer: An export of every record, with the window set in writing.
Cezanne: Is Cezanne Learning quoted by headcount or by learner, and at what minimum? Good answer: One rate at our headcount, with any minimum monthly fee shown.

Where to read next

Our comparison puts the learning products side by side. The regulated industries page covers the records auditors check. The frontline page covers staff who do not work at a desk. The mid-market and enterprise pages cover price and contract terms by company size. Our learning systems guide covers the whole market.

More in this guide

The Learning management systems guide
Compare the 57 researched products how each delivers training, what its AI does, what it costs and the contract terms.
Mid-market companies which learning products suit 200 to 2,000 people, what they cost and what to ask.
Enterprise companies which learning products suit 2,000 people or more, what they cost, how contracts run and what to ask.
Frontline and deskless teams how training reaches staff away from a desk, what it costs and what to ask.
Regulated industries how learning products keep the training records that auditors check, what that costs and what to ask vendors.
Companies whose HR system has its own learning product what it covers, what it costs and what else exists.