Role-based training

Nobody should be trained on somebody else’s job.

Define what each role must know once, and every person in it is asked about that and nothing else — from their first day to their tenth year, and through every move in between.

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HOW ROLE-BASED TRAINING WORKS

Every role, asked only about what it is responsible for.

For the lead who has watched good people sit through material that has nothing to do with their job.

You define what each role must know.

Once, centrally. Folders map to roles, and every future hire into that role inherits the mapping.

Each person draws only from their own folders.

An ICU nurse and a pharmacy technician get different questions from the same knowledge base, every morning.

A change of role changes the questions.

The HR sync moves someone between roles and their curriculum follows the next morning, with no manual reassignment.

Roles defined — once, centrally
Folders mapped — only what applies
Moves handled — curriculum follows
48%of questions are relevant to the role that receives them
0hours spent on material that is not your job
100%of role changes picked up automatically from HR

Early client results; individual results vary by sector and role mix.

One knowledge base, many curricula.

Folders per subject
Organised how your organisation already thinks: by unit, by procedure, by policy.
Roles per job
Each role is a set of folders, defined once and reused for everyone in it.
People per role
Joiners, movers and leavers come from your HR system, so nobody maintains a second list.
Less wasted time
Five relevant minutes beats an hour of material somebody else is responsible for.

Why this matters for retention.

People disengage from training that is obviously not for them, and once they start clicking through, the material that does matter goes with it. Keeping every question relevant is what keeps the habit alive.

See what each of your roles would be asked.

Send us your protocols and a list of roles, and we'll show you the curriculum each one would get.

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Frequently asked questions.

How granular can roles get?

As granular as you need. Most organisations start with six to ten roles and split further once the dashboard shows where the differences actually matter.

What if someone does two jobs?

A person can hold more than one role, and their questions are drawn from the union of those folders.

Can a site add its own local material?

Yes. A site can layer its own folders on top of the central ones without changing what every other site is asked.

Can this integrate with our HR system?

Integration approach is scoped during onboarding based on your systems.