For HR and people teams
Give HR one current view of role-based training, policy acknowledgements, appraisal actions, evidence and renewals. Managers see what they own; HR keeps the wider workforce position without rebuilding it for every review.
14-day trial. No card. Use test data first.
A connected workforce record
The record remains useful when organisational structure, requirement, evidence and follow-up stay connected.
Create sites, departments and roles, then confirm which records each group needs.
Assign training, policies, evidence and review requirements to the relevant people.
Route missing records, due dates and development actions to the responsible manager.
Use current status, reports and Audit Packs instead of rebuilding the position.
Keep staff preparation, meeting outcomes, objectives and development actions visible after the review meeting ends.
Prepare a scoped pack from current training, policy, evidence, appraisal and renewal records across the organisation.
HR & People Teams feature coverage
Connect role requirements, policies, evidence, appraisals, manager actions and reporting without maintaining parallel HR trackers.
Apply requirements through roles, sites, departments or individuals and review current status from connected records.
Keep the controlled policy, relevant audience, version-linked acknowledgement and review history together.
Request and review evidence, monitor due dates and keep reminder history against the relevant record.
Connect preparation, meeting outcomes, sign-off, objectives and development actions to the staff member.
Give managers scoped staff views and prioritise overdue, due-soon and missing-record actions.
Filter current records by site, department, role or manager and export a report or Audit Pack.
Clear ownership at every level
Set the record structure, see gaps early and report without maintaining parallel trackers.
Review training, evidence, policy and development actions for the people they manage.
Compare sites or departments and inspect the underlying evidence when follow-up is needed.
SkillProof manages workforce training, policy, evidence, appraisal, development and compliance records. It does not replace payroll, recruitment, a core HRIS, employment advice or legal judgement, and it does not guarantee compliance. Your organisation decides which requirements and review processes apply.
Related hr & people teams workflows
No. Your HRIS, payroll or recruitment system remains the source for employment data. SkillProof focuses on the connected training, policy, evidence, appraisal, development and compliance records that need active follow-up.
Yes. HR can assign requirements through roles, sites, departments or individual rules, then review the resulting position when a person's assignment changes. Your organisation still decides which requirements apply.
Yes. Keep the policy owner, version, review date and intended audience visible, then record who acknowledged that controlled version. Acknowledgement proves the recorded action occurred; it does not by itself prove understanding.
Record the objective or development action, owner, due date, status, check-ins and supporting evidence so follow-up remains connected to the staff record after the meeting.
Manager access can be scoped to assigned staff and teams, while authorised HR or organisation owners retain the wider view supported by their role.
No. SkillProof organises the records and actions your organisation chooses to manage. It does not decide employment or legal requirements, score people automatically or guarantee compliance.
Next step
Start with safe test data and review training, policies, evidence, appraisal actions and renewals in one connected workspace.
No card required. 14-day trial. Start with test data first.
