Corporate Learning Platform Development

Content delivery engine built to the SCORM 1.2, SCORM 2004, and xAPI specifications so courses produced by Articulate Storyline, Adobe Captivate, iSpring, or any other SCORM-compliant authoring tool launch correctly and return completion and score data to the platform. SCORM data recorded against the learner's course record -- the completion status, the score, the time spent, the bookmark for returning learners, and any custom data the SCORM package sends. xAPI statement capture for organisations using xAPI to track learning experiences beyond traditional SCORM content -- mobile learning, simulations, performance support tools, and informal learning events recorded as xAPI statements alongside the formal course completions. Learning Record Store (LRS) integration for organisations with an existing LRS where all learning events should be consolidated. Content upload and packaging tools for L&D teams who create their own SCORM packages and need to upload and test them without developer involvement.

HRMS integration that provisions new employees automatically on the learning platform when they are added to the HR system -- the learner account created, the role-based learning pathways assigned, and the mandatory compliance training due dates calculated from the start date without any manual step from the L&D team. Role and location data from the HRMS used to assign the correct learning pathways for each employee -- the training required for a front-line retail employee differs from the training required for a head office finance role, and the HRMS integration ensures the right pathways are assigned based on the current role and location. Completion data exported back to the HRMS at the configured frequency so the HR record reflects the employee's training status without a manual export and import process. Leavers automatically deactivated on the learning platform when they are marked as leavers in the HRMS, with their completion history retained for the statutory period. We integrate with SAP SuccessFactors, Workday, BambooHR, ADP, HiBob, and custom HRMS platforms.

Compliance training tracking designed around the evidence standard that applies to your industry -- not just a completion flag but the combination of completion date, time spent, assessment score, and certificate that regulators in financial services, healthcare, and construction actually ask for. Certificate generation with the employee's name, the course name, the completion date, the assessment score, the expiry date where the qualification has a validity period, and the issuing organisation's details -- the specific fields that each compliance programme requires configured in the certificate template. Recertification tracking for qualifications that expire and require renewal, with automated reminder emails sent to the employee and their manager before the expiry date and the overdue record flagged in the compliance dashboard. Evidence package export for regulatory audit -- the complete training record for all employees in scope, with completion dates, assessment scores, and certificates, in the format the audit requires. Bulk compliance status reporting showing which employees across the organisation are compliant, which are approaching expiry, and which are overdue -- the report that the compliance team monitors monthly.

Manager dashboard giving line managers visibility of their direct reports' learning status without requiring an L&D report request -- the completion status for each team member's mandatory and recommended training, the overdue items, and the upcoming renewals all visible in one view. Team completion rate reporting showing the percentage of the team who have completed each mandatory training module, so a manager can see at a glance whether the team is compliant without counting records manually. Individual learner progress view for managers who want to see a specific team member's full training history -- the courses completed, the scores achieved, and the certificates earned -- without accessing the full admin system. Manager-initiated enrolment for situations where a manager needs to assign a specific course to a team member based on a performance conversation or a role change. Escalation alerts sent to the manager when a team member's mandatory training is overdue past the configured threshold, so the manager can address the situation before it is escalated to HR.

Learning pathway configuration with the sequence of courses required for each role, level, and business unit in the organisation -- the induction pathway for new starters, the role-specific compliance pathway, the management development pathway, and the optional development paths for employees pursuing career progression. Prerequisite rules within pathways so foundational courses must be completed before advanced courses unlock, and the pathway sequence is enforced rather than left to the learner's discretion. Pathway progress tracking showing the employee's current position in each pathway they are enrolled in, the percentage complete, and the estimated completion date based on average time-to-complete for each course. Pathway version management for organisations that update their required training when procedures, regulations, or role requirements change, with existing employees completing the previous version and new starters or employees who haven't started assigned the current version. Skills framework integration for organisations mapping their learning pathways to a competency framework, with pathway completion contributing to the competency record alongside assessment results.

L&D reporting suite covering the metrics the L&D team, HR, and senior leadership need to understand the effectiveness and compliance status of the learning programme. Completion rate reporting by course, by department, by location, and by manager -- the view that allows the L&D team to identify where engagement is low and take action before mandatory training becomes overdue. Assessment performance analysis showing pass rates, score distributions, and the questions with the highest failure rates -- the data that informs whether the training content is producing the intended learning outcomes. Learning hours reporting for organisations that track total learning investment across the workforce, by department, or by individual -- the metric used for board-level reporting on L&D investment and for regulatory returns in sectors with minimum training hour requirements. Engagement analytics for self-directed learning pathways showing which optional courses attract the most enrolment, which have the highest completion rates, and which are started but not completed -- the data that guides content investment decisions. Custom report builder for L&D teams who need to produce reports combining multiple data dimensions without raising a request to the development team.