Your training plan, with a method behind it
Alendara matches what each role requires against what the person holding it can prove, detects the gaps —including certificates about to expire— and ranks the training within each department budget.
Built for small companies: no implementation project, no prior consultancy, no shared spreadsheets.
Four steps
From your org chart to an approved plan
Each step builds on the previous one. By the second year, much of the work is already done.
Your organisation
Departments, roles and people. The tree takes as many levels as your company has.
What each role requires
In competencies with a level, not in courses. Declared once for the whole workforce, for a job category or for one role.
What is missing
The match happens on its own. It detects level gaps and also certificates expiring within the year.
What gets done
Legal obligations go in first. The rest is ranked by priority and cost until the budget is full.
Why this way
Four decisions underneath
These are not implementation details: they are what lets the plan survive an awkward question.
Competencies, not courses
A role requires abilities; the course is merely the vehicle that delivers them. Attaching courses to roles looks faster and makes it impossible to compute any gap.
Four scopes, one rule
A requirement can come from the whole company, from a job category, from a branch of the org chart or from the specific position. When several land on the same competency, the highest level wins, one marking it mandatory is enough, and the shortest validity rules. The screen shows where each requirement comes from, so it can be explained.
Expiry counts too
Someone with top-level safety knowledge whose certificate expires in March needs to learn nothing, and the company still needs the document. That is half of a real industrial plan.
Defensible months later
For each decision the variables that produced it are stored, not just the outcome. An approved plan is frozen with them, so it can be reconstructed even if everything changes afterwards.
The budget rules, in order
Legal obligations do not compete: they are a precondition. What does not fit is not discarded; it waits with its cost, which becomes next year's argument.
The difference
Most of the market stops here
Skills matrix, gap detection and expiry alerts: plenty of tools do that, and so does Alendara. The difference starts right after, when you have to decide with a fixed budget.
None of this replaces a human decision: the plan is approved with a name and a date, and whoever decides can change the order and record why.
The method
A score you can explain
Five variables on a 1 to 3 scale —gap, criticality, regulatory risk, coverage and reach— weighted as each company decides and normalised to a 1 to 10 scale.
SC10 = (SCb − Σw) / (2 · Σw) · 9 + 1
i = gap, criticality, risk, coverage and reach
Changing a weight does not shift the scale: the result still runs from 1 to 10, so plans from different years stay comparable.
| High price | Mid price | Low price | |
|---|---|---|---|
| 10 – 08 | A | A+ | A++ |
| 07 – 05 | B− | B | B+ |
| 04 – 01 | C− | C | C+ |
Price is not folded into the score: one measures what the company needs, the other what meeting it costs. Two different questions, better looked at separately.
Multilingual
Everyone in their own language
The full interface in four languages, and each user picks their own. Useful when head office is here and the plant is in Germany.
Shall we look at it with your data?
With your org chart and a dozen roles, you can see it working in one session.
Get in touch