Imagine a system that manages onboarding, performance reviews, vacation requests, payroll, training, skill matrices – and maybe even the coffee machine. Sounds smart? In theory, perhaps. In practice, it’s a recipe for inertia, lock-in, and a complete standstill in competence development.

Many HR departments still dream of the all-in-one monolith – one single system to rule them all. But that dream belongs to another era. Today, it’s one of the biggest barriers to modern learning and organizational agility.

1. Learning demands agility, not bureaucracy

Learning evolves fast. New technologies, new pedagogical methods, new demands on employees. An LMS that’s bolted onto a clunky HR platform will inevitably lag behind. Modern organizations need to:

• Launch new courses in days – not months
• Experiment with formats like blended learning, microlearning, or peer-based learning
• Integrate external trainers, partners, and tools

When learning is treated as just another workflow step, it dies.

Competence development is not a checkbox.

2. Monoliths are a security risk

Cybersecurity experts agree: tightly coupled, monolithic systems are harder to protect and maintain. Both NIST and OWASP highlight the dangers of single-point-of-failure architectures – especially in an era of increasing ransomware and data breaches.

A single, bloated system that controls everything from personal data to course materials becomes a goldmine for hackers.

IT best practice?

Modular, loosely coupled systems with clear interfaces and separate security layers.

3. Modular beats monolithic – every time

Research in software architecture and agile methodology is clear: modular, API-driven systems outperform monoliths in usability, cost-efficiency, and innovation. (See e.g. Bass et al., Software Architecture in Practice.)

If you want to treat learning as a strategic asset, you need systems that are:

• Best-of-breed: tools that do one thing really well (like Moodle for learning)
• Open: easily integrated, not locked down
• European: GDPR-compliant and under your control

4. Are You Growing Competence – or Just Documenting It?

Perhaps the most critical point: monolithic HR platforms are built to administer, not to develop. They’re made to log, certify, and report – not to drive engagement, curiosity, or innovation.

You can’t build a learning culture with a reporting tool.

Final thought

A monolithic HR system is the digital equivalent of a kitchen gadget that claims to be a blender, toaster, espresso machine and dishwasher – all in one. Sounds clever. Until you try to use it.

The future of learning requires specialized tools, open standards, and a culture where development is a strategic priority – not a process checkbox.

Don’t let an overambitious HR platform hold you back.