Growing your team’s skills isn’t just about sending them to training. The right HR platform turns development into a strategic advantage that keeps your best people engaged, motivated, and moving forward.

We’ve reviewed the top HR platforms for employee development to help you find the perfect fit, assessing everything from automated performance reviews to built-in learning tools. HiBob is the best HR platform for employee development because it combines performance management, learning tools, and engagement features in one smooth system that people actually enjoy using.

Disclaimer: The opinions expressed here are solely those of the author and do not necessarily reflect the views of the company. Prospective users are encouraged to conduct their own research to make the best decision for their organization.

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Quick guide: 10 best HR platforms for employee development

  1. HiBob: The best overall platform for employee development
  2. BambooHR: Simple solution for basic performance tracking
  3. Rippling: Option for teams that want unified HR, IT, and development tools
  4. Workday: Enterprise solution with AI-powered skills analysis
  5. ADP: Traditional choice for compliance-focused training programs
  6. Gusto: Budget choice for small teams with basic development needs
  7. Personio: Basic option for European companies with GDPR requirements
  8. SAP SuccessFactors: Complex enterprise learning solution
  9. UKG: Works for frontline worker development and shift-based training
  10. Namely: Includes social recognition for peer-driven development

How we chose the best HR platforms for employee development

Today’s team members want more than once-a-year feedback—they expect real opportunities to grow, learn, and level up. To help you find the best HR software for your needs, we looked at each platform based on what really matters for professional growth. We also scanned through real user reviews on platforms like G2 and Capterra.

  • Performance management capabilities: Does it support continuous feedback, 360-degree reviews, and goal alignment?
  • Learning and development features: Can people access training directly through the platform’s interface?
  • Manager enablement tools: How easy is it for managers to coach their teams?
  • Analytics and insights: Can you track development progress and identify skill gaps?
  • Integration with development tools: Does it connect with your existing learning platforms?
  • User experience: Will your team enjoy using the development features?
  • Scalability: Can the platform grow with your development programs?

The 10 best HR platforms for employee development

1. HiBob: Best overall HR platform for employee development

Professional growth is an important part of your company culture, and HiBob’s employee development tools make it happen: 360-degree performance reviews, automated 1-on-1s, and integrated learning management. Forget juggling multiple tools—you’ll find performance history, career timelines, goals, and achievements all in the same place.

With HiBob, you and your managers can easily connect all the dots: the OKR framework that helps you align people’s individual goals with team and company objectives. When everyone understands how their growth contributes to bigger wins, your managers can lead meaningful development conversations.

There are a lot of great learning systems out there, and with Bob Learning, you can integrate content from catalogs like Udemy, LinkedIn Learning, and Go1, or upload your own materials. It’s all right there, directly in your HR platform. This means you can easily track how learning translates into performance boosts and career growth.

All this comes in an interface that people love. HiBob’s Instagram-like design will have your people checking their progress, giving kudos to colleagues, and keeping their goals updated. 

HiBob’s key features

  • 360-degree performance reviews with customizable templates and anonymous feedback options
  • Automated 1-on-1s and check-ins scheduled around employee lifecycle milestones
  • Bob Learning LMS with external platform integration and custom content support
  • OKR goal-setting framework that aligns everyone on the company’s objectives
  • Performance analytics connecting review data with compensation and career progression
  • Development plans integrated with succession planning and internal mobility
  • Manager dashboards for team insights and coaching recommendations
  • Mobile app for on-the-go feedback and development conversations

HiBob pros and cons

Pros:

Cons:

  • “The engagement surveys are a little bit clunky” – verified review
  • “I can no longer easily see all the ‘essentials’ in one long list” – verified review

(Pros and cons are compiled from reviews found on G2.)

2. BambooHR: Simple solution for basic performance tracking

BambooHR offers simple employee development features that can work for smaller organizations. You’ll have goal setting and tracking, with manager dashboards for monitoring progress, and you’ll be able to keep track of completed courses and certifications in people’s profiles. 

Performance reviews follow traditional cycles, with 60- and 90-day assessments for new hires, and self-assessment tools let people evaluate their own performance before manager reviews. This can cover your team’s basic development needs, but if you’re looking for advanced analytics or integrated learning, you might need additional tools.

Implementation typically takes 6-12 weeks, so it’s accessible for teams that don’t have dedicated HR tech resources. That said, as your team grows, you might find yourself working around BambooHR’s limitations rather than having a platform that grows with you.

BambooHR key features

  • Goal setting and tracking with manager dashboards
  • Performance review cycles with customizable templates
  • Training tracking and certification management

(This article includes platform features that reflect the information available on the BambooHR website as of the publication date.)

BambooHR pros and cons

Pros:

  • “I can easily calculate performance reports with numerical data” – verified review
  • “The intuitive interface is very easy to learn from the administrative side” – verified review
  • “User-friendly performance management with goal-setting” – verified review

Cons:

  • “While the simplicity of Bamboo is beneficial for navigation, it’s also a negative because it limits the ability to handle complex HR situations” – verified review
  • “It doesn’t integrate with many of our other systems which makes reporting, tracking, and other HR components difficult.” – verified review
  • “Your company set up needs to be fairly cookie cutter to get the most efficiencies out of BambooHR” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. BambooHR – See which fits your business best>>

3. Rippling: Option for teams wanting unified HR and IT

Rippling bundles employee development right alongside your HR and IT management. You can set goals using cascading OKRs to quickly align everyone’s objectives, and run performance reviews with 360-degree feedback—gathering input from self-evaluations, peers, and managers. Calibration sessions help you keep evaluations fair.

You’ll have learning management as part of the performance features, though these development tools are still relatively new. When reviews spot skill gaps, you can assign courses immediately. When someone gets promoted, they automatically get new tool access and updated training requirements.

Since everything’s in one system, your development data connects with all your other tools—but these integrations can get complex. If you’re running a smaller team that just needs basic development tracking, you might find the system overwhelming.

Rippling key features

  • Goal setting with cascading OKRs for company alignment
  • 360-degree performance reviews with calibration tools
  • Learning management with course assignments

(This article includes platform features that reflect the information available on the Rippling website as of the publication date.)

Rippling pros and cons

Pros:

Cons:

  • “The platform is cluttered and disjointed. I either experience multiple notification about features and issues irrelevant to my organization or having to dig through confusing sub menus and help articles to find a clear answer to a question” – verified review
  • “Many of the issues we’ve experienced have been caused by a poor sales experience that promised functionality that either doesn’t exactly exist as presented, or only exists in higher tiers ” – verified review
  • “While support has improved, there’s still room for better follow-through on commitments.” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Rippling – See which fits your business best>>

4. Workday: Enterprise option with AI-powered skills analysis

If you’re part of a large organization, Workday packs in plenty of talent development tools. The AI-powered Skills Cloud figures out what your people can do and suggests development opportunities that make sense for them. They can also use the Career Hub to find internal roles that match both their skills and where they want to take their careers.

You get what you’d expect for enterprise-scale development. Your teams can give and receive feedback anytime—nobody’s stuck waiting for annual reviews. If you’re dealing with complex matrix structures where people report to multiple managers across departments, Workday can handle that. The Learning Experience serves up curated content and keeps track of who’s completed what, even across different formats.

Keep in mind that you’re looking at 6-10 months to get everything up and running with Workday. You’ll need dedicated L&D staff to handle all the configuration options, plus IT people to keep things running smoothly. This makes sense if you’ve got thousands of people and solid infrastructure already. But if you need something faster, you might find HiBob fits your timeline better.

Workday key features

  • AI-powered Skills Cloud for gap analysis
  • Career Hub with opportunity marketplace
  • Continuous performance management

(This article includes platform features that reflect the information available on the Workday website as of the publication date.)

Workday pros and cons

Pros:

  • “I especially like the format they provide for performance and development reviews” – verified review
  • “Very easy to use software to review the team goals and performance” – verified review
  • “Provides a fast and easy way for our team to input their goals” – verified review

Cons:

  • “One potential drawback of Workday HCM can be the complexity of implementation and configuration, which may require significant time and resources” – verified review
  • “Not the fastest or nicest looking platform.” – verified review
  • “Workday is a complex tool, and I went through a steep learning curve to navigate the platform.” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Workday – See which fits your business best>>

5. ADP: Traditional choice for compliance-focused training programs

ADP Workforce Now gives you built-in talent management modules for employee development. You can run performance management with goal tracking and review workflows, plus handle learning management to assign and track required training—especially handy for keeping up with compliance needs.

Already on ADP for payroll? These development modules slot right in. Your managers can run their own reviews and track team progress through self-service tools. Merit increases can automatically flow from performance ratings straight to paychecks—meaning you don’t have to worry about manual compensation updates or errors creeping in.

You’re looking at about three months to get set up, which can work if you’ve got 50-500 people and need reliable basics. Just know that any customization you need happens within ADP’s traditional framework—it’s not the most flexible system out there.

ADP key features

  • Performance management with goal alignment
  • Learning management for compliance training
  • Manager self-service development tools

(This article includes platform features that reflect the information available on the ADP website as of the publication date.)

ADP pros and cons

Pros:

  • “Extremely user friendly, intuitive and current” – verified review
  • “The software displays analytics in real-time” – verified review
  • “ADP strives to keep their clients informed of the many changing laws” – verified review

Cons:

  • “Requires navigating multiple disconnected areas to complete even basic tasks.” – verified review
  • “it’s difficult to create customized reports, and it’s easy to make manual errors that the system won’t catch.” – verified review
  • “There are too many customer service reps who are unqualified and not knowledgeable about the service we need help with” – verified review

(Pros and cons are compiled from reviews found on G2.)

6. Gusto: Budget-friendly for small teams with basic development needs

If you’re a small business, Gusto gives you performance management features that might work for your team’s development needs. You get goal tracking and feedback tools, but there’s no built-in learning system. You can integrate with some external platforms to run your development programs.

Running performance reviews is pretty simple—you’ll use clear templates with self and manager assessments, which makes it easy to keep those development conversations going. This could be a good option if you’re setting up your first formal development program, especially since you’ll be up and running in days, not months.

Gusto keeps employee development affordable for budget-conscious startups. That said, once your team grows past 50-75 people, you might want more features.

Gusto key features

  • Basic goal tracking and feedback
  • Simple performance review templates
  • Limited learning platform integrations

(This article includes platform features that reflect the information available on the Gusto website as of the publication date.)

Gusto pros and cons

Pros:

Cons:

  • “Sometimes the loading times can be annoying, especially if I have to open Gusto multiple times a day” – verified review
  • “I’ve noticed that some of the reporting tools are a bit limited or not as customizable as I’d like.” – verified review
  • “The settings are not intuitive, there are constantly adjustments to the accounts, syncing issues, and limited options for tracking purposes” – verified review

(Pros and cons are compiled from reviews found on G2.)

7. Personio: Basic option for European companies with GDPR requirements

Personio includes employee development features built for European businesses. You can set up customizable review cycles with 360-degree feedback and run continuous check-ins between formal reviews. Goal tracking works at both individual and team levels, which helps keep everyone aligned.

The training features handle the basics: you can record completed courses and plan upcoming development activities. While Personio covers these basic needs well, if you want advanced learning tools or deeper analytics, you’ll probably need to add specialized platforms alongside it.

Setup takes 4-5 weeks, which might work if you need GDPR-compliant tools fairly quickly. The built-in EU compliance features save real time when you’re operating under European regulations—everything stays compliant without extra effort on your part.

Personio key features

  • Performance reviews with 360-degree feedback
  • Goal management and tracking
  • Basic training record management

(This article includes platform features that reflect the information available on the Personio website as of the publication date.)

Personio pros and cons

Pros:

  • “The interface is super user-friendly” – verified review
  • “What I really like about Personio is how it takes care of pretty much everything” – verified review
  • “This all-in-one solution saves a ton of time” – verified review

Cons:

  • “Its pricing can be a bit steep for smaller businesses or startups” – verified review
  • “At renewal they decided to sneak in a new model where they changed the contract to commit us to many more seats than we ever needed” – verified review
  • “The mobile app could benefit from additional functionality to match the desktop version” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. Personio – See which fits your business best>>

8. SAP SuccessFactors: Complex enterprise learning solution

If you’re managing employee development at a large enterprise, SAP SuccessFactors can cover your needs. You get performance and goals modules with calibration to keep reviews fair, plus SuccessFactors Learning, a full LMS with multi-language support where you can create content, track compliance, and more.

The Career Development Planning helps your people map out growth paths, running skills assessments and matching them with mentors. You can manage complex competency frameworks and succession planning, spotting future leaders across your organization.

Implementation typically runs 6-12 months for the core talent suites, and complex organizations typically need longer than that. If you need something up and running faster, this might not be your best bet.

SAP SuccessFactors key features

  • Full-featured LMS with content authoring
  • Career development planning tools
  • Complex competency management

(This article includes platform features that reflect the information available on the SAP SuccessFactors website as of the publication date.)

SAP SuccessFactors pros and cons

Pros:

Cons:

  • “Maintenance cost is high and integration is complex.” –verified review
  • “Some parts of the interface feel a bit outdated and not very intuitive.” – verified review
  • “Standard reporting tools can be less flexible than other HCM systems, often requiring IT support for custom reports.” – verified review

(Pros and cons are compiled from reviews found on G2.)

9. UKG: Suitable for frontline worker development and shift-based training

UKG (Ultimate Kronos Group) focuses on employee development for hourly and frontline workers. Its performance management works around shift-based schedules, meaning your check-ins happen around production flow rather than quarterly reviews. Learning takes place on mobile devices, with short training modules your workers can complete during breaks or between shifts.

Career path tools help hourly workers see how they can move from entry-level positions to supervisor roles. The system tracks skills and automatically matches certified workers to shifts that need their specific qualifications. UKG is built for frontline workers, so if you’re mostly managing office teams, you may want a platform that’s built for different development needs.

UKG key features

  • Mobile-first learning for frontline workers
  • Performance management for hourly employees
  • Skills-based scheduling optimization

(This article includes platform features that reflect the information available on the UKG website as of the publication date.)

UKG pros and cons

Pros:

  • “UKG Pro is a powerful, intuitive and easy to use platform” – verified review
  • “It’s really user friendly” – verified review
  • “It helps to manage performance, compensation and employee tracking with great ease” – verified review

Cons:

  • “The implementation team was more worried about “checking boxes” than actually completing the tasks” – verified review
  • “Their customer service is very slow and it takes days to get issues resolved.” – verified review
  • “Learning and training are a bit more difficult to navigate” – verified review

(Pros and cons are compiled from reviews found on G2.)

<<Compare HiBob vs. UKG – See which fits your business best>>

10. Namely: Includes social recognition for peer-driven development

Namely combines basic performance management with social recognition features. You get goal setting, performance reviews, and peer feedback capabilities. The social newsfeed lets your people recognize achievements publicly, creating a more connected workplace culture through visible celebrations.

For performance reviews, you’ll have customizable forms that you can adjust for different roles or departments. But since the platform doesn’t have integrated learning management or advanced analytics for tracking development outcomes, you’ll need separate tools if training and detailed metrics are priorities.

Namely key features

  • Performance reviews with peer feedback
  • Social recognition and news feed
  • Basic goal tracking and alignment

(This article includes platform features that reflect the information available on the Namely website as of the publication date.)

Namely pros and cons

Pros:

  • “The platform is user friendly and we like the social media like home page” – verified review
  • “Fun and interactive from an end user perspective” – verified review
  • “Namely has made my work easier in various ways” – verified review

Cons:

  • “It lacks flexibility to create our own forms, particularly for performance management. The reporting option is too limited” – verified review
  • “Reporting is difficult. Most times I have to run a report in HRIS and in Payroll to get what I want.” – verified review
  • “The payroll side does NOT flow well” – verified review

(Pros and cons are compiled from reviews found on G2.)

Comparison summary: The best HR platforms for employee development

1. HiBob

  • Suitable for: Growing companies
  • Performance reviews: 360-degree with OKRs
  • Learning management: Bob Learning LMS
  • Implementation timeline: 6-8 weeks
  • Global support: ✓ Multi-national

2. BambooHR

  • Suitable for: Simple needs
  • Performance reviews: Basic cycles
  • Learning management: Training tracking only
  • Implementation timeline: 6-12 weeks
  • Global support: ✓ 100+ countries

3. Rippling

  • Suitable for: Unified HR/IT
  • Performance reviews: Calibrated reviews
  • Learning management: Learning management
  • Implementation timeline: 1-3 weeks
  • Global support: ✓ 185+ countries

4. Workday

  • Suitable for: Large enterprises
  • Performance reviews: AI-powered continuous
  • Learning management: Full LMS
  • Implementation timeline: 6-10 months
  • Global support: ✓ 100+ countries

5. ADP

  • Suitable for: Compliance focus
  • Performance reviews: Standard reviews
  • Learning management: Compliance training
  • Implementation timeline: 3 months
  • Global support: ✓ 140+ countries

6. Gusto

  • Suitable for: Small teams <75
  • Performance reviews: Basic templates
  • Learning management: ✗
  • Implementation timeline: Days
  • Global support: Limited

7. Personio

  • Suitable for: European companies
  • Performance reviews: 360-degree feedback
  • Learning management: Training records
  • Implementation timeline: 4-5 weeks
  • Global support: EU focused

8. SAP

  • Suitable for: Complex enterprises
  • Performance reviews: Calibrated reviews
  • Learning management: Advanced LMS
  • Implementation timeline: 12+ months
  • Global support: ✓ Global

9. UKG

  • Suitable for: Frontline workers
  • Performance reviews: Shift-based
  • Learning management: Mobile learning
  • Implementation timeline: 3-4 months
  • Global support: ✓ Multi-country

10. Namely

  • Suitable for: Social recognition
  • Performance reviews: Peer feedback
  • Learning management: ✗
  • Implementation timeline: 2-3 months
  • Global support: US focused

What features should you look for in software for employee development?

Look for features that spark real behavior change, not just box-ticking during annual reviews. The right platform doesn’t just track goals—it helps people grow. The software you choose should help your managers and employees have ongoing conversations.

Look for a system that connects performance data with learning opportunities. When HiBob’s advanced analytics spot a skill gap during a review, the platform automatically suggests relevant courses from your learning library, making development feel effortless.

Thinking long-term? You’ll want something that scales as you go. You might start with basic goal tracking, but you’ll soon want 360-degree reviews, succession planning, and skills mapping. HiBob’s modular approach lets you add features as your needs evolve without switching systems.

It’s not just about browser access anymore. These days, mobile access is key for employee development, and platforms with great mobile experiences see higher engagement with development activities. In other words, your people need to be able to complete training, track goals, and give feedback wherever they are. Choose a platform with intuitive apps and smooth mobile features.

Without the right integrations, your development platform can become just another disconnected tool your team avoids. The best platforms connect smoothly with the platforms you’re already using, and offer open APIs for whatever comes next. HiBob’s marketplace comes packed with pre-built connections to all the major learning and productivity tools.

How can employee development tools improve retention?

Employee development and engagement HR tools have a direct impact on retention because they show your team you’re invested in their growth. When people can see clear paths for advancement and get regular feedback, they’re much more likely to stick around and grow with your company.

Good platforms make development conversations a natural part of the workday. HiBob’s automated onboarding check-ins make sure new hires get feedback at 30, 60, and 90 days. These early touchpoints help people feel supported from day one and dramatically reduce early turnover.

In fact, companies using comprehensive development platforms see higher engagement scores and lower turnover rates across the board. When your team can track their progress, tap into learning resources, and understand how their goals connect to company success, they feel genuinely connected to their work.

Recognition plays a huge role in keeping people around, too. HiBob’s culture tools let teams celebrate wins and milestones publicly, creating the kind of positive feedback loop that keeps your best performers engaged and excited about their work.

What really matters is making development feel personal, not generic. Platforms that adapt to how each person wants to grow and learn get much better results than cookie-cutter approaches. Your team wants to know you see their unique contributions and that their growth actually matters to the company.

Why HiBob is the best HR platform for employee development

Bob stands out as the best HR platform for employee development because it makes growth a core part of your company culture. While other platforms might tack on development features to their HR systems, HiBob gives you performance, engagement, and learning tools all in one place.

Bob’s all-in-one approach means you don’t need to juggle a bunch of different tools. It replaces multiple solutions like Culture Amp, 15Five, or Lattice with integrated features that work well together—providing you with insights you simply can’t get when your data lives in different systems.

What else makes HiBob different? People actually want to use it. The Instagram-like interface makes giving feedback and tracking development feel as natural as checking social media, not like another work task to avoid. When your team genuinely enjoys using their development tools, you’ll see participation rates shoot up and real results follow.

Get started with HiBob’s employee development platform →

FAQs about HR platforms for employee development

What are the best HR software platforms for managing employee engagement and development?

HiBob takes the lead for employee engagement and development by bringing together 360-degree performance reviews, automated 1-on-1s, and integrated learning management all in one place. The system connects all your people analytics data to give you the full picture on development—something you just can’t get when you’re piecing together different tools.

While other platforms might give you bits and pieces of what you need, HiBob delivers everything with performance analytics that show exactly how reviews connect to compensation, career growth, and learning outcomes.

What role does HR play in employee training and development?

HR’s role in employee development goes way beyond tracking who completed what training. They’re the ones creating spaces where people actually want to grow and learn. When platforms handle the time-consuming stuff automatically—think scheduling reviews and chasing down feedback—HR teams can spend their energy on what matters: building development programs people genuinely care about.

The sweet spot happens when managers can own their team’s development conversations, and HR can keep an eye on the bigger picture. That’s how you keep individual growth and company needs moving in the same direction.

What is employee development in HR management?

Employee development in HR management covers everything that helps your people grow their skills, move up in their careers, and become more valuable to the organization. We’re talking about performance reviews, goal setting, skills training, mentorship programs, and career planning—the whole package.

Modern HR platforms like HiBob bring all these pieces together in one system where performance data naturally flows into learning recommendations and development progress links directly to compensation decisions.

What does an HR professional need to take into account when considering employee development?

HR professionals need to think about scalability, user adoption, integration capabilities, and measurement when picking employee development tools. Your platform should grow with your organization, have an interface people actually want to use, play nicely with existing systems, and give you the analytics to prove it’s worth the investment. Don’t just look at software costs—factor in implementation time, training needs, and what it really costs to juggle multiple disconnected systems versus having everything in one place.

What’s the difference between standalone LMS and integrated development platforms?

Standalone LMS platforms handle courses, certifications, and compliance tracking really well. Integrated development platforms take it further by connecting learning with performance reviews, goals, and career planning. When a performance review reveals a skill gap, the platform can suggest relevant training immediately. Managers can track whether that training actually improved performance, and everything flows together naturally.

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How long does it take to see results from implementing an employee development platform?

You’ll start seeing positive changes within 30 to 60 days. Teams begin having regular check-ins, goals get documented, and managers have better visibility into their team’s development. The bigger impact comes after three to six months, once you’ve completed a full review cycle. That’s when you can measure real improvements in review completion rates, engagement scores, and see how training connects to performance gains.

How do modern employee development platforms support remote and hybrid teams?

Cloud-based platforms mean everyone accesses the same performance reviews, training content, and goal tracking whether they’re at the office or working remotely. Async review processes accommodate different time zones and schedules. Virtual check-ins and digital feedback tools replace in-person development conversations. The key is that location doesn’t limit anyone’s access to growth opportunities or manager support.

Oz Tollman

From Oz Tollman

Oz Tollman is an experienced marketing strategist specializing in SaaS and HR technology. With over eight years in the field, he helps companies grow their online presence through data-driven SEO, content strategies, and digital innovation.