The Olé™ Workforce and Performance Management component is used by organizations that need to track mandatory and/or compliance-based training and qualifications.  Dynamic, personalized training plans can be built based on the training needed in a particular job role or position.  The plans are automated and consist of one or more Qualifications attached to the Job(s), Job Category, Organizational Unit(s), and Group(s) a worker is associated with.

Qualifications can also have a required date, a limited duration, and a recertification date. Recertification notifications can be automatically sent to workers (and/or their supervisors, etc.) at a preset time period before the qualification expires.  Look-ahead reports can be generated and used to forecast upcoming training needs for defined section of the workforce.

“Requirements” can be added to qualifications. This feature allows the training administrator to add outside or non-training related requirements to the worker’s needed qualifications.  For example: a class 1 driver’s license or an annual eye exam. Durations and recertification dates can also be added to “Requirements”.

Personalized, automated learning content that satisfies the stated training requirements is automatically prescribed by the system.  This is done by associating content (eLearning, classroom, virtual classroom, OJT, etc.) with the Qualification requirements.

For example: An electronics technician is required to take a basic electrical safety course based on his job role. The training administrator has associated an E-course (knowledge) and an Assignment (skill check) that satisfies the electrical safety requirement to the job, and this becomes part of that worker’s needed qualifications (listed on his or her personalized Training Plan).  The worker satisfies the training condition by mastering the E-course and obtaining the supervisor’s digital sign-off for the skill checklist (entered in the system by the supervisor after he audits the worker’s performance of the required skill).

Alternatively, the worker could take an exam associated with the qualification requirement (challenge exam) or take an instructor-led course, or other since these are marked as equivalent items. There is a recertification rule stating that the qualification expires in two years, so the worker will receive notification 'n' days prior to the expiry date (and the qualification will again show up as NOT MET).

The Workforce Management component also features both standard and customizable reports that allow training administrators to measure Met / Not Met qualifications and identify skill gaps for individuals or groups of students within the workforce population.

The features of the Workforce Management component automatically adjusts a worker’s training prescription when a worker is associated with a different Job, Job Category, Group or Organizational Unit, providing automatic maintenance of workforce requirements and certifications even when a worker changes job functions or moves to a different location in the organization. Any qualifications that were previously acquired are retained.