Hr training software
- Checklist items per new starter
- 13
- Training hours per new starter
- $26
- Training hours this quarter
- 130
The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.
HR training software is bought to prove something: that every employee was trained on harassment prevention, on the code of conduct, on safety induction and on whatever the state or the client contract requires, and that the ones whose training expired were trained again. The proof is a record, and the delivery of the course is a separate matter that HR often outsources to a provider or a video. This page is for the HR manager or office manager at a United States employer who has to produce that proof: what the record has to hold for HR training specifically, how HR training differs from safety training in its intervals and its audience, what to look for in the software, and how to keep the record when the provider changes. The training checklist on this site sizes the induction list for a role.
Open the Training checklist Free to use. No account, no card, no trial clock.
What HR has to prove
HR training has two audiences that safety training does not: everyone, including office staff and remote staff, and the regulator or plaintiff who asks years later. The record therefore has to show, for each employee, that the mandated course was held within the required window of their start date, that it was repeated at the interval the state or the policy sets, that the content version they saw is known, and that they acknowledged it. Acknowledgement is the HR-specific field: a signed or clicked confirmation that the person received the policy, attached to the row. A course held with no acknowledgement on file is, to a lawyer, a course that may not have happened.
HR training and safety training in one record
Keeping harassment prevention in an HR system and forklift evaluations in a safety spreadsheet gives two matrices and two reminder calendars for the same people, and the person who changes role is updated in one and forgotten in the other. The employer's record is better kept as one table of people, roles and courses, where the courses HR owns sit beside the courses safety owns and the role decides which of each a person must hold. The intervals differ, the sign-off differs, a trainer for one and an acknowledgement for the other, but the row is the same shape, and one reminder schedule catches both.
What to look for, and what not to pay for
Look for the record fields first: held date, expiry derived from the interval, acknowledgement attached, content version, and a person's record printable on request. Look for the report that lists everyone out of date on a mandated course today. Look for import from your HRIS export and export of everything. Do not pay for a content library unless you deliver the content through the software; do not pay per learner for a compliance record that has to include every employee by definition; and do not accept a product whose audit trail of edits is a paid extra, because the audit trail is the part a lawyer reads.
Keeping the record through a change of provider
HR training providers change, and each new one arrives with its own portal and its own completion report. The record should outlive them all: when a provider issues a completion, HR writes it into the employer's own record with the certificate attached, and the provider's portal becomes a source of evidence rather than the record itself. That habit costs a few minutes per session and saves the day the old provider's portal is switched off with a decade of completions inside it. The export from the employer's record should reproduce every completion with its date and evidence, whatever provider held the session.
Will it do what you need for Hr training software?
Tell us how your team plans its staffing today and where the number gets argued; a person who has built one answers.
Hr training software: common questions
Does HR training software need to deliver the courses? Only if the courses are delivered as content and you want one product for both. Many employers deliver through a provider or a video and keep the record separately, which is cheaper and keeps the record independent of the provider.
How long should HR training records be kept? For as long as the policy, the state rule or your counsel says, and in practice for the length of employment plus the period a claim could be brought. Archive leavers rather than deleting them, so the record of what the employer did stays readable.
Is Inductvo HR training software? Inductvo Pro is the record: one row per person per course with the held date, the sign-off or acknowledgement, the expiry and the refresher due, the matrix and the dashboard read from it, and export at any time. It publishes no course content, so the harassment or policy course is yours or your provider's.
Orgplanly Pro
Keeping what you make
The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting.
- Download the finished checklist or intake form as a file the client accepts
- The paperwork goes out clean, without the Kickoffo watermark
- Re-use the checklist for the next client instead of rebuilding it
- Your firm's logo on every checklist and form you send
- Export every client's onboarding at once when the account review or the buyer asks
- Send the plan for review from the record, not a spreadsheet
- Not part of Orgplanly today; your billing stays where it is
- Not part of Orgplanly today; your ledger stays where it is
$90per month, whole team
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