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Training
Assign courses, track completions, and report on skills by team or role. Keep certifications current with reminders and easy evidence capture.
Training Request
What it does: Employees/managers raise requests with objective, course, budget, and dates; routes for approval and budget checks.
Why it matters: You fund the right skills, not random courses; cleaner spend control.
Training Plan
What it does: Annual/quarterly calendar by team/role with seats, vendors, costs, and prerequisites; links to competencies and career paths.
Why it matters: Skills roadmap becomes visible; you close gaps on purpose.
Post-Training Evaluation
What it does: Surveys and manager assessments (Kirkpatrick-style levels), pass/fail, certificates; updates employee skills.
Why it matters: Proves ROI and stops pay-for-attendance “training.”