Onboarding
Give new employees a learning pathway that builds on their experience and covers the tasks they need to handle first.
Platform · Development
Focused learning and development
See what employees can already do and which skills they need for their current work or a future role. Turn the gap into a learning goal and agree on how to work towards it.
Four moments
Learning when it matters
The situation shapes what someone needs to learn and which approach fits.
Internal mobility
Compare the skills profile with a future role. Identify the experience someone already brings and what they still need to develop.
Reskilling
Identify which skills someone can take into a new area of work and plan practice or training for what is new.
Learning culture
Make learning part of everyday work. Agree who will support the employee, when they will practise and how you will recognise progress together.
Illustrative learning pathway
From technician to project planner
An employee wants to move into a new role internally. Here’s how to turn that next role into a practical learning plan.
Map existing experience and set the goal
The technician knows the installations and can read technical drawings. For project preparation, they want to learn how to plan the work sequence, materials and team capacity.
Combine training with practice
Take a short planning course and shadow a project planner. Then prepare a materials list and weekly schedule for an active project.
Review progress on the job
The mentor checks whether the schedule is workable and the materials list is complete. Agree what the employee can already do independently and where more practice would help.
From goal to action
Choose a learning format that fits the goal
TalentShare shows current and required skills. Employees and managers choose the approach that fits the goal.
Courses and training
Choose a course or targeted training when someone needs new technical knowledge or a specific method.
Tailored learning and on-the-job practice
Tailor the assignment to the work. For example, combine shadowing, independent practice and feedback from an experienced colleague.
Recognise existing knowledge and experience
Use examples of work or a practical assessment to show what someone already knows. If formal recognition is needed, explore an appropriate recognition pathway.
Get started
Where would you like to start?
Tell us what you’re working on. In a demo, we’ll show how you can tackle it with TalentShare.