Record who was trained on what, by whom, and when it needs doing again.
Training & Development records what each person has been trained on, when, by whom, and when it needs doing again. It covers safety inductions, machine handling, a refresher after an incident and a software session for the office. Attendance and the certificate sit on the employee record, so the answer to an auditor’s question takes a minute.
Training in most small firms happens, and then disappears. A supervisor shows the new joiner the machine, a chemical supplier runs a session, somebody attends a class, and the certificate goes home in a bag. Six months later nobody knows who attended what.
Recorded against the person, training becomes a fact and not a memory. Sessions have a date and a trainer, and the names and the topic sit with them.
What your team uses today.
The module takes over these, one at a time, so nothing has to stop while it is set up.
- Paper attendance sheets
- A drawer of certificates
- A diary of refresher dates
- A verbal induction
The problems this is meant to ease.
What training & development does.
What this looks like in a working week.
Illustrative scenarios, written to show the shape of the work. They are not accounts of client systems.
The people who open this every day.
From first conversation to daily use.
Listing trainings that matter
We go through the sessions your trade and your customers require. You tell us the roles and the skills expected. A skills list per role comes back.
Employees and certificates loaded
Employee names, existing certificates and expiry dates are entered. HR checks a sample against paper files.
Reminder rules
Refresher periods and who receives reminders are set. A test message goes to the named person.
Floor trial
Supervisors record a real session on a phone. Differences from the paper sheet are discussed.
Reports for management
The owner receives pending attendance and expiry reports. Upkeep is assigned by name.
How you would know it is working.
Record where you stand before it goes live, so the change is measured against your own figures.
- Employees pending for each scheduled session
- Certificates and licences expiring soon
- Skills gaps against the role list
- Joiners with induction topics not yet completed
- Training cost and feedback by session
It is one part of a system, not an island.
A module earns its place by what it passes to the next one. These are the connections we set up most often.
- Employee database
- Recruitment and onboarding
- Performance management
- HR document management
- Notifications
Products that include it.
How we would put it in.
Questions owners ask about training & development.
Does it run online courses?
No, not by itself. Videos and material can be linked from a session, and an outside course provider can be recorded as the trainer. Most training in a factory happens standing next to a machine, and the record is what matters.
Is this overkill when our training is a vendor demonstration once a year?
Not yet; one session a year belongs in a file. It becomes worth keeping when certificates expire, when a customer audit asks who is trained on what, or when an incident makes the question urgent.
Can we prove training to a customer auditor?
You can show the sessions, the attendance and the certificates from one screen. Whether that satisfies a particular auditor depends on their checklist. We would not claim otherwise.
Who enters attendance for the shop floor?
Usually the supervisor, on a phone, ticking names as the session finishes. Most firms photograph the signed sheet instead, and upload it against the session.
How is a training record system priced?
Employee numbers, role lists and links to the employee database and onboarding set the price. Feedback and cost tracking can be added or left out. Reading your requirements precedes a quotation with separate lines. Pick what you want.
When can HR begin recording sessions?
The speed depends on how many certificates must be loaded. Session registers, skill lists and expiry reminders are included first. Old attendance sheets help if you have them. The proposal gives dates.
Businesses that ask for this.
Modules that work with it.
Tell us how you handle training & development today.
A spreadsheet, a register or another system: say which, and we will tell you plainly what is worth changing.
What happens after you share your requirements
- A senior engineer reads your answers. Nobody phones first.
- Within one business day you get a written note: what we understood, what we would start with, and the questions we still have.
- If it fits, a proposal follows with the order of work, what we need from you and what you receive at each step.
- No call is booked and nothing is paid until you have read the note. Your details stay with us.
Start with your requirements
Seven short steps that tell us what you need. A senior engineer reads them before anyone gets in touch.
Share your requirements