No warehouse lead from Monday.
Someone has to step in. But who has the forklift exam, the safety training and the warehouse procedures? There is no time to dig through spreadsheets.
oneLearning · Training matrix · Readiness map
Who can step in tomorrow?
Someone resigns, goes on leave, or a reorganisation is coming. The question is always the same: who can take over the work with all mandatory training in order? The readiness map shows it on one screen.
How deep shall we go?
The same map. Two depths.
surface. If you only have a few minutes
mid-depth. The essentials, with practical examples
The basis: the training matrix
The map works from what you already keep.
No new register. The training matrix already says, role by role, what is mandatory. The map compares that with everyone.
- 1
You set what each role requires.
In the matrix you assign the mandatory trainings and learning materials to every role, and how long they stay valid.
- 2
The system knows what is valid for whom.
As people complete their trainings, the system tracks what is valid, what expires soon and what has already expired.
- 3
The map compares everyone with every role.
Not just with their own role. It also works out how far each person is trained for the others. That is the percentage on the map.
- See what it turns into ↓
Sound familiar?
Holidays are coming, and only one person knows the job.
You find out that a role depends on a single person exactly when that person is away.
Reorganisation: who can be moved?
Whoever already has most of the training for the new role needs the shortest retraining. You just need to know who that is.
What it looks like
A made-up team, seven job roles
Employees in rows, job roles in columns. Each cell shows what share of the role’s mandatory training the person holds and is still valid. Click a cell to see what is missing.
Names and data are fictional.
What exactly does it count?
No estimates. The same rule you see on the employee’s profile.
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It starts from the job’s training matrix
For each job you set which courses and trainings are mandatory. The map checks every employee against it, including jobs they are not assigned to.
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Only valid completions count
If a training’s recertification has expired, it does not count as done. Training that expires soon is flagged so it can be scheduled in time.
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Optional groups are counted correctly
Where any one of several courses is enough, one completion is enough.
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You set the threshold
A slider decides what percentage makes someone ready. The map recolours instantly.
What the manager sees
Roles without a substitute
Where nobody outside the current job holders reaches the threshold. That is single-person risk, and now you see it in advance.
Who is the most versatile
How many roles each employee is ready for. They are the team’s reserve.
What is missing for full readiness
Missing or expired training per employee and per role. That becomes the retraining plan.
Three ways to look at it
- 1Starting from an employee
What else are they ready for? Every role, sorted by completion.
- 2Starting from a role
Who is ready for it? A ranking of visible employees, current job holders marked.
- 3The whole team at once
A heatmap for the selected roles, also downloadable as a table that opens in Excel.
Frequently asked questions
Do we need to enter new data?
No. The map works from your existing job roles, the training matrix and the recorded completions. If the matrix is there, the map is ready to use.
What counts as completed?
The same as on the employee’s profile: for a course, the completion that fits its type (for example a passed exam); for classroom training, the recorded completion. Expired recertification does not count.
Who can see the map?
Only users with the permission switched on in their profile, and they only see the employees they can also see in the user list.
Can it be exported to Excel?
Yes. The heatmap downloads with one click as a table that opens in Excel.
What is a training matrix?
For each job role, the list of mandatory and optional courses and trainings, with a recertification period where needed. In oneLearning it is edited per job role.
What size of company is it for?
It pays off once you can no longer keep in your head who knows what: from a few dozen people upwards, and the more mandatory training you have, the more so.
Let’s look at it with your job roles.
If you already have a training matrix, the map is ready to use. If not, that is where we start.