Development plans tied to performance—not orphan training lists
The platform emphasises structured development plans with objectives, actions, and status—fed by performance reviews and skills analytics so you invest where gaps show up in real work, not only where completion rates look easy to report. Coaching artefacts employees can save keep growth conversations grounded. For large libraries and AI tutoring, ClavePrep and other learning products complement this core HR surface.
Plans that survive contact with managers
Create and update development plans per employee or review; break work into objectives and concrete actions with owners and dates so progress is visible quarter to quarter. When roles change, plans update instead of living as stale PDFs in a folder nobody opens.
- Objectives and actions under each plan
- Plans scoped to employees and tied to reviews
- Updates as roles and priorities change
Skills signals from real work
Performance analytics includes skill-development views so you prioritise programmes where gaps actually appear in reviews and goals—not only where an LMS dashboard shows green checkmarks. That alignment is how L&D earns a seat at planning conversations.
- Skills analytics grounded in performance data
- Connection to review cycles and goal context
- Better targeting of cohorts and programmes
Coaching resources employees can use
Curate coaching materials your culture actually uses; let employees save what matters so one-to-ones and calibration prep reference the same content. The point is repeatable development language, not a content dump nobody navigates.
- Curated resources aligned to your competencies
- Save and revisit for ongoing conversations
- Less ad hoc link-sharing in chat
Goals and check-ins (Employee service)
Milestones, metrics, and check-ins on goals keep development work honest between formal reviews. When development actions show up as goal-linked work, you can see whether growth is happening—not only whether the annual form was submitted.
- Check-ins between review cycles
- Metrics and milestones on development-related goals
- Clear line of sight for managers
FAQ
Common questions
- Is this a full LMS?
- ClaveHR’s API surface centres on development plans, performance-linked growth, and coaching resources—not a full course catalogue with SCORM tracking. Organisations often integrate a specialist LMS or content provider while keeping plans, signals, and HR workflows in ClaveHR.
- What about AI study tools?
- ClavePrep and related prep services cover AI-native interview and study experiences for candidates; they sit alongside the HR workflows in our platform APIs. L&D leaders sometimes use both: ClaveHR for plans and signals, ClavePrep for depth practice.
- How do we prove ROI on development?
- Tie programmes to skills and performance signals you already collect: movement in competency themes, goal completion against development actions, and manager-reported behaviour change. Vanity completion rates alone rarely satisfy finance—connect plans to business outcomes.
- Can plans differ by level or function?
- Plans are scoped to employees and can be aligned to review cycles and role context. How you standardise templates versus allow manager flexibility is a process choice— the platform supports structured objectives and actions per person.
- Who owns the content in coaching resources?
- Typically L&D or HR curates; managers and employees consume and save. Governance matters so employees see trusted material—especially for sensitive topics like leadership or compliance-adjacent coaching.