Learn
Existing content comes along
SCORM, Tin Can and cmi5 packages import straight into the catalogue with sections created automatically, so the content you paid for is the starting point, not the casualty.
The situation
Capability as a workforce problem, not a content problem.
Every workforce is quietly a map of skills: the engineer who should be growing towards the next grade, the new manager who has never managed, the compliance subjects that renew every year for everyone, and the gap on one team that will fail a project in six months. Most learning programmes answer this with a content library and an email chase. The content is fine; what is missing is the connection between what the organisation lacks and what each person is actually learning.
Where it breaks
The problems that live in this world.
Not generic HR pains: the specific ways this environment grinds people teams down, one honest description at a time.
Generic paths get ignored.
One compliance deck serves the engineer and the account manager alike. People return the favour by ignoring it, and completion rates end up measuring patience, not capability.
Mandatory training runs on chasing.
The same subjects come around every year on staggered dates, chased by email, escalated by embarrassment, and still incomplete when the audit arrives.
Skills gaps surface as failures.
The shortage shows up in a failed project or a lost bid, months after it could have been trained for, because nobody could see where capability was thin.
Existing content is stranded.
Years of paid-for e-learning sits in an old system in SCORM packages, and the fear of losing it becomes the reason the whole programme never moves.
Day to day
Three operational realities, handled.
Attendance, pay and compliance are where this world gets judged. Here is how each one runs on a connected record.
01
Paths built per person.
Each path is assembled for one person from their role, competency gaps and goals, with the learner shown why every item is theirs. Adaptive courses skip what is already mastered and slow down where someone struggles.
02
Mandatory training on autopilot.
Assigning, reminding, escalating and renewing run without HR chasing anyone. Certificates carry expiry dates with reminders before they lapse, and outcomes are checked so you know what training actually changed.
03
Capability visible on the structure.
Courses build named competencies tracked per person, skill gaps roll up on the org chart, and managers get digests of team gaps and progress, so where capability is thin is a picture, not a postmortem.
The modules that fit
Take what fits, leave the rest.
HarmoniHRM is modular. These are the pieces that earn their keep in this world, each reading and writing the same connected record.
Learn→
Personalised paths, mandatory training on autopilot, SCORM, Tin Can and cmi5 import, and certificates with expiry tracking.
Organo→
Skill gaps from Learn appear as a heat map on the live chart, so thin capability is visible on the structure.
Perform→
Development areas from reviews feed the paths, so learning answers what the review actually found.
Studio→
The authoring add-on: build internal courses and publish straight into the Learn catalogue.
Employee Management→
Role and grade come from the record, so every path starts from who the person actually is.
A working day, connected
How the day actually runs.
Follow one realistic cycle through HarmoniHRM, step by step, from the first event of the day to the numbers that close it.
01
Existing content comes along
SCORM, Tin Can and cmi5 packages import straight into the catalogue with sections created automatically, so the content you paid for is the starting point, not the casualty.
02
Each person gets a path
Role, grade, competency gaps and goals build a personalised path, with the reasoning shown, so the learner can see why each item is theirs.
03
Mandatory subjects run themselves
Assignment, reminders, escalation and renewal happen automatically, and certificates land back on the record with their next expiry date.
04
Progress stays honest
Adaptive courses skip what is already mastered, gamification rewards consistency with points, streaks and badges, and managers see team progress without needing HR access.
05
The heat map tells the truth
Competencies tracked per person roll up into the skills heat map on Organo, so the capability conversation happens over a picture of the actual organisation.
06
Outcomes are checked, not assumed
Learning return is measured at 90 days against feedback and performance scores, so the programme keeps what works and drops what only completes.
Who lives this
The people inside this playbook.
Organo
Each person gets a path
Role, grade, competency gaps and goals build a personalised path, with the reasoning shown, so the learner can see why each item is theirs.
Perform
Mandatory subjects run themselves
Assignment, reminders, escalation and renewal happen automatically, and certificates land back on the record with their next expiry date.
Studio
Progress stays honest
Adaptive courses skip what is already mastered, gamification rewards consistency with points, streaks and badges, and managers see team progress without needing HR access.
Asked before buying
The questions that come up every time.
Can we bring our existing e-learning content?
Yes. SCORM, Tin Can and cmi5 packages import directly into the catalogue, with sections created automatically from the package, and external articles and videos sit alongside internal courses in one place.
How is mandatory training kept current without chasing?
Assignment, reminders, escalation and certificate renewal are automatic. Certificates carry expiry dates with renewal reminders before they lapse, and group supervisors see their team’s compliance standing without HR involvement.
What is the skills heat map?
Courses can carry named competencies. Each one is tracked per person and rolls up into a heat map drawn over the Organo org chart, so leaders see where capability is thin on the structure itself, before it becomes a failed project.
Can we author our own courses?
Yes, with Studio, the authoring add-on to Learn: a block based builder with learner preview, publishing straight into the catalogue with mandatory training rules and due dates set at publish time, licensed per authoring seat. Every seat also includes four to five courses a month written for you by our team, on request.
Run it on your own organisation.
Modular pricing, no long contracts. Start with the modules this world actually needs and add the rest when you are ready.