Organisational learning and competency management system
The company administrator provides training and manages access for employees. The report separately shows designated locations, participation and verified learning outcomes.
The company's report includes logins and places purchased, but lacks a clear link to the assigned training and verified results. The customer cannot reasonably assess the need for use and remaining training. The license extension or development interview is based on insufficient data about their value to employees.
How the solution works
- Agree on organization access and report purpose
- Designate places for the right employees
- Passing the learning task into the overall learning progress
- Get the agreed result and specify what it includes
- View usage, location change and customer purpose
Key challenges
- It's hard for business customers to prove the value of licenses
Solution capabilities
Separation of Organizations
The client administrator, groups, and reports maintain their organization boundary; a shared directory of the platform does not provide cross-access.
Designation of licences
Purchased location, assigned employee and activated access have different meanings. Employee replacement is carried out under agreed plan terms.
Designation of training
The employee's role and learning goal are linked to a specific version of the program. Its results are handled by an agreed learning system.
Reasonable Report
Indicates what is actually verified and to which part of the employee data is not available. The content of private issues is not automatically passed on to the employer.
Client Preview
The use of licenses is discussed along with the agreed outcome and obstacles. The growth of affiliations alone is not presented as a productivity or financial return on labor.
Business context
- It's hard for business customers to prove the value of licenses
- The company's report includes logins and places purchased, but lacks a clear link to the assigned training and verified results. The customer cannot reasonably assess the need for use and remaining training. The license extension or development interview is based on insufficient data about their value to employees.
- The company sees how learning licenses are used
- It is not enough for the customer to know how many places have been purchased. Individually submitted appointments, participation and verified results allow discussing actual use. Such review helps to plan the next phase of training or the amount of licenses according to the need of employees and available evidence.
Core features
- Separation of Organizations
- Designation of licences
- Designation of training
- Reasonable Report
- Client Preview
Key integrations
- Organization Account and Contract System
- Proper employee connectivity, license terms and access change.
- General course of learning
- Performance of a specific assignment and the result actually verified.
Potential impact (%)
The ranges indicate an illustrative relative change in the metric under the stated assumptions. Results depend on the starting position and actual use of the solution. Percentages for different metrics must not be added together.
Client Outcome Report Preparation Work
12–36%Decreasing
This illustrative scenario assumes that 30-60% of manual data entry and handover work can be addressed. That share is assumed to fall by 40-60%. Company data is needed to verify both the addressable workload and the resulting change.
Measure working hours for the preparation and reconciliation of a single client period report.
Incorrectly left organization access
12–42%Decreasing
This illustrative scenario assumes that 30-60% of errors can be addressed through the data and rule checks described. That share is assumed to fall by 40-70%. Company data is needed to verify both the addressable share and the resulting change.
Count the accesses left over after properly obtained and effective elimination of the organization's right.
Part of negative feedback on training administration
4–15%Decreasing
Indicative assumption: 15-30% of negative feedback is related to an awkward training assignment and a result report. The solution could reduce this proportion by 25-50%. This is a scenario of potential; assumptions need to be verified by feedback collected by the company.
When a company starts collecting feedback, negative feedback about the administration of training is counted from all assessments received on the topic. The same method of assessment is applied before and after installation and similar groups of clients are compared. Without initial data, the actual change is not determined.
Conditional calculation scenarios. The assumptions have not been validated against client measurements.
When this solution is relevant
- Training is sold to organizations that allocate places to employees and monitor their progress.
- For administrators of organizations, participant lists and reports are prepared manually.
Implementation requirements
Goals, licensing, and reporting data compatible for enterprise learning. Employee engagement and disabling access are associated with the rights of the organization, and results are based on evaluation, not number of content views.
Further development options
- Additional customer login and reporting options while maintaining the separation of organizations and a true source of results.