Clearly Defined Needs
Use performance assessment results, competency data, and supervisor feedback to determine learning topics. Distinguish between current job requirements and preparation for new responsibilities.
Employee Training Application
Manage employee training, from needs analysis to results evaluation, using Sigma HRIS or Forte HRIS. Align training programs with daily work and employee career development paths.
Training Based on Employee Work Needs
Training is more effective when the company understands which competencies need development. A packed schedule does not necessarily address practical challenges. An employee training application helps HR organize needs, plans, activities, and results, ensuring learning and development programs have clear objectives and actionable steps for supervisors.
Targeted Programs
Define objectives, participants, methods, and required resources. Choose from classroom training, practical work, or mentoring based on the competencies to be developed.
Training Delivery Records
Organize schedules and activity records so HR can track which programs have been conducted. Record any changes regarding participants or scheduling to ensure information remains accurate.
Follow up on Results
Discuss the participants' understanding and how they apply it to their work. Evaluation results help determine if additional training or further development is needed.
Link the Training Program to Daily Work
For example, a team might frequently need to correct reports because they do not yet understand how to verify data. The learning program could focus on verification practices, with supervisors reviewing the work results after the training. With this approach, the program's success is measured by its practical value to the job, rather than just the number of attendees.
Identify Needs
Discuss skills that need improvement with both the employee and their supervisor.
Prepare the Program
Develop the plan, schedule, participant list, and activities in alignment with learning objectives.
Review Training Outcomes in the Workplace
Use evaluations to track progress and identify the need for further guidance or support.
Employee Training Must Align with Job Requirements
Training is more useful when the company knows which skills need to improve. Available courses may not match every team's requirements. HR and managers should connect each program to current tasks, evaluation findings, or future responsibilities. This provides a practical reason for selecting participants and course content.
Learning activities are more valuable when based on the company's specific needs. The same program may not be suitable for all participants, even if their job titles appear similar. HR needs to understand the team's experience, actual work, and desired outcomes. When discussing employee training applications, outline the learning needs and the programs intended for implementation. This preparation helps the company direct time and budget toward relevant programs. Participants will also find it easier to grasp the purpose of the training when the material clearly relates to their daily work.
Development does not always require a long course. Practical exercises, short discussions, or coaching may be more suitable for particular skills. Bring a previous program to the demo to discuss how to manage plans, participants, and evaluations. Include the manager's review of how employees use the learning after returning to work. These records help HR decide which programs to continue, improve, or replace.
Observe Learning Outcomes After Employees Return to Work
For example, after a report writing course, managers can check whether employees use the techniques to produce clearer, more accurate reports. Attendance matters, but it does not show whether a skill is being used. When reviewing an employee training application, follow the process from identifying the need to evaluating results. This helps you assess how the application supports development, rather than simply recording completed sessions.
Review one completed program. Can you easily find why participants were selected, what they were expected to learn, and what happened afterwards? If the information is scattered, use that issue as a starting point for the demo. Walk through the process from needs analysis to evaluation to assess how the application helps HR and managers. Connected records make it easier to track progress and plan the next program.
The Sigma Solusi Informatika team helps you address training needs through Sigma HRIS and Forte HRIS options. Sigma HRIS is available for on premises and private cloud deployment, while Forte HRIS is cloud based. Use training program examples during the demo to better illustrate HR team requirements. We assist with preparation and setup based on agreed processes and provide support after the application goes live.
Choose Sigma HRIS or Forte HRIS to Match Your Business
Both products serve small businesses through large enterprises. Their main distinction is how you deploy and manage the system. We help you choose based on operational needs and IT policies.
Choose Sigma HRIS for on premises deployment on your own servers or in a private cloud. Our team helps configure the application around your HR processes and IT policies.
Learn More
Choose Forte HRIS for a cloud based application. We help select modules, prepare records and guide users according to your HR requirements.
Learn MoreSigma HRIS and Forte HRIS are continuously updated to reflect user needs, including ESS, mobile applications and AI powered capabilities. Explore them in a demonstration using examples from your business.
Compare the ProductsHRIS Implementation Guidance and Application Support
Sigma Solusi Informatika has developed HR and payroll systems for more than 10 years. Drawing on this experience, our team can map your business processes in just a few hours.
Data Preparation and Application Setup
Start with the records and workflows you already use. We help prepare and migrate data and configure the application to fit your processes from the outset.
Application Support After Implementation
Our support team and project manager remain available after launch. We answer questions and help resolve issues so HR can keep work moving.
Employee Training FAQs
What is an employee training application?
An employee training application helps HR manage training requirements, plans, schedules, execution, and evaluations. The information gathered helps the team determine relevant follow up programs.
Is training intended only for underperforming employees?
No. Training also helps employees learn new skills and prepare for future responsibilities once current job requirements are met.
What should be prepared for the demo?
Bring examples of training plans, needs assessment data, schedules, and the evaluation forms used by HR.
How do you select the appropriate training method?
Start with the desired competencies. Knowledge acquisition, skills practice, and on the job mentoring may require different methods.
Does the number of training sessions show whether a program succeeded?
Not necessarily. Review the needs addressed, participant understanding, and the application of learning outcomes in the workplace.
Who needs to review the results after participants return to work?
Managers and employees can discuss how the learning is being used at work. HR helps record the findings and coordinate the next steps.
Discuss Employee Training Needs with Our Team
Tell us which tasks you want to simplify and the challenges your team faces. We are ready to demonstrate how the application works, assist with setup, and provide guidance on its use.