psychology PLATFORM · SKILLS

See who knows what.

Define your organisation's competencies, map them to courses, and track skill development across every team. Identify gaps before they become problems and target training where it actually matters.

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Skills library Define competencies that matter to your organisation. Group them by department, role, or domain. Build once, use everywhere.
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Course-to-skill mapping Tag each course with the skills it develops. When a learner completes the course, the related skills update automatically.
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Individual skill profiles Every learner gets a skill profile showing their current competency levels. They can see what they know and what to learn next.
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Team skill views Managers see aggregated skill data for their team. Spot strengths and weaknesses at a glance, then assign the right courses.
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Role-based skill requirements Define which skills each job role requires. "Sales Manager needs: Product Knowledge, Negotiation, CRM." Then see who meets the bar and who needs training.
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Skill gap analysis Compare current skills against role requirements. See exactly where gaps exist across individuals, teams, or the whole organisation.
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Development tracking over time Track how skills grow month over month. See the impact of your training programmes in clear, measurable terms.

How it works.

01

Define skills library

Create your competency framework. Add skills, group them by category, and set proficiency levels.

02

Map courses to skills

Tag each course with the skills it teaches. Set which proficiency level the course develops.

03

Learners complete courses

As learners work through their training, they earn skills along the way. No extra steps required.

04

Skills update automatically

Skill profiles update in real time. Managers and admins always see the current picture.

From training to capability.

Without skill mapping, courses are just a list. Learners complete them but nobody knows what capability that built. Hotline LMS connects the dots. Every course contributes to a measurable competency, and every completion moves the needle on your organisation's skill profile.

  • check_circle Turn random courses into a structured competency framework
  • check_circle Make training decisions based on data, not guesses
  • check_circle Show leadership exactly where training spend creates value
  • check_circle Give learners a clear development path they can own
  • check_circle Identify high-potential employees by skill breadth
Skill profile
Data analysis 85%
Project management 72%
Communication 90%
Leadership 45%
Technical writing 60%
warning Skill gap detected: Leadership is below target (70%)

Map skills to what matters.

Start a trial, define your competencies, and see skill profiles build as learners complete courses.

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