Many construction companies actually use both, because they serve different purposes. Think of an LMS (Learning Management System) as the system where training happens: you assign courses, track course progress, and perhaps even have employees complete online modules there. A Credential Management System, like CVS, is where the results of all training (from any source) are consolidated and verified. In practice, you might use an LMS to administer annual OSHA refresher training, but once completed, you log that completion into CVS so you can easily verify it later and get reminded when it’s due again. If you only have an LMS, you might have the data on who took what course, but you could struggle to get a quick jobsite view or combine records from different training sources. If you only have CVS, you have great tracking, but you’d still need a way to deliver or organize the training itself. That’s why they’re complementary: the LMS is for training delivery, and CVS is for training verification and compliance tracking. Some smaller firms get by without an LMS (for example, if all training is done externally or in-person, they just record completions in CVS). Larger firms often integrate the two: employees learn in one system, and their credentials live in the other. Having both ensures you are covered end-to-end – from assigning training to proving it was completed and is still valid. The decision on whether you need both really depends on your internal training capabilities, but for compliance peace of mind, CVS fills the gap that an LMS doesn’t typically address.