One connected platform, built around the way your enterprise already works
OpenLMS combines learning management with training administration. Connect employee data, course delivery, approvals, learning records and reporting through a configurable platform with HRIS integration, single sign-on, and cloud or on-premise deployment — at no licence cost.
Key facts
- What it is
- The enterprise platform layer beneath the six modules: multi-tenancy, role-based access, workflow, reporting, APIs and deployment options.
- Built on
- Drupal 10.3+ / Drupal 11 and the Drupal LMS ecosystem, forked from Opigno and rewritten for Drupal 10.
- Access control
- Role-based access control with audit history, on the same records used for training.
- Deployment
- On-premise, private cloud or managed hosting.
- Licence cost
- HK$0. No vendor contract, no renewal, no seat count.
Platform architecture in layers
Responsive web and mobile browser. Course, micro learning, assessment, exam and record views per role.
Internal, external, online and micro learning managed through one corporate learning platform.
Enrolment, attendance, approvals, claims, notifications, feedback and follow-up.
Searchable learning histories, team goals, training analytics and enterprise reporting.
Drupal 10.3+ / 11 core with the Drupal LMS ecosystem, standard relational schema, full export.
Enterprise configuration and scale
Shape access, responsibility, workflows, learning policies and administration around the way your enterprise operates.
Organisational structure
Configure business units, departments, locations, employee groups, job roles and reporting relationships for relevant administration and reporting.
Role-based access
Scope permissions by role and responsibility for employees, managers, trainers, HR, L&D, Finance and platform administrators.
Bespoke workflows
Define request conditions, review stages, approvers, reminders, decision actions, comments and approval history around enterprise policy.
Department-level control
Maintain common enterprise standards while authorised teams manage their own programmes, participants, approvals and reports.
Multiple learning methods
Manage internal, external, online and micro learning while keeping operational activity and employee records connected.
Enterprise scale
Support large employee populations, multiple administrators, business units, departments and locations without adding separate systems.
Security, governance and deployment
Cloud or on-premise
Choose the deployment model that fits your IT environment, security policy, infrastructure and governance requirements.
Protect sensitive employee and learning information
Scope access by module, role, department and responsibility so stakeholders can work without exposing information they do not need.
Keep administration and decisions accountable
Retain approval decisions, timestamps, comments, attendance, completion activity and employee training records for governance and reporting.
PDPO-aligned handling in Hong Kong
Employee training records are personal data under the Personal Data (Privacy) Ordinance. Keeping the platform inside your own infrastructure makes consent, retention and access policies easier to evidence.
No vendor lock-in by design
Because the platform is GPL open source, your customisations survive any change of supplier. If we stopped working tomorrow, your system keeps running and your data stays readable.
Planning your implementation
What your team should prepare
Start with the training processes and systems you need to connect. This checklist helps HR, learning teams and IT define a useful scope before agreeing configuration, integrations and rollout.
- Choose the first learning activities — which of internal, external, online or micro learning comes first, and which employee groups need access
- Map people and permissions — department structure, manager relationships, administrator roles, and examples of who should see each type of record
- Document approvals and claims — the rules, review stages, exceptions and supporting documents needed for your training workflows
- Review integration and existing records — HR and identity systems, fields to exchange, historical records to carry over
- Agree deployment and reporting requirements — cloud or on-premise responsibilities with IT, and examples of the reports managers need
Questions about implementation
Which HR and login systems can be integrated, and how do cloud and on-premise differ?
Which HR and login systems can OpenLMS integrate with?
The platform supports configured HRIS data exchange, single sign-on and API-based data flows. Specific connections depend on your source systems and agreed implementation. Bring the system names, authentication requirements, fields and update requirements so the team can confirm the integration approach.
How do cloud and on-premise deployment differ?
The choice affects where the platform runs and who is responsible for its infrastructure. Both options are supported. Agree hosting location, access, backup arrangements, maintenance and support responsibilities before selecting a model.
How much does implementation cost, and how long does it take?
The platform is HK$0. On-premise installation is a fixed HK$30,000 covering organisation structure, user import, SSO configuration and go-live training. Anything beyond that standard scope is customisation at HK$1,500 per man-day, estimated before work starts. Timeline depends on how much configuration your processes need — bring your modules, employee groups, workflows, integrations and existing records to the discussion so we can size it properly.
What happens to our data if the project ends?
Your data remains in a standard relational schema that you control. There is no proprietary export gate and no licence to lose. Custom development lives in your own repository.
One platform for every learning operation
See how OpenLMS can fit your HR systems, workflows, deployment requirements and enterprise learning operations.