Learning and workplace readiness
Manage learning from the first lesson to workplace readiness
Osmo brings authoring, learning delivery, practice, skills and manager verification into one platform. Administrators build and assign the journey, learners develop through structured activities, and managers record the workplace evidence that helps the organisation make a readiness decision.
Three questions, one record
Clear responsibilities at every handover.
Example: onboarding a new starter
Follow a new starter from learning to manager review
An administrator assigns a learning path for the role, and the new starter works through the lessons, practice and assessment. Their supervisor then observes the task against the agreed criteria and records the outcome. If further practice is needed, the record explains the gap; if the requirement is met, the sign-off supplies the evidence behind the readiness decision.
Start trialAI with human review
Use AI to develop learning with the context of your business
Company Brain brings organisational knowledge into AI-assisted authoring, helping teams develop drafts, questions and scenarios from relevant source material. Content Studio keeps review and publication in the author’s workflow, so generated content can be checked before it reaches learners. Available AI workflows, provider settings and approval controls should be confirmed for your environment.
Explore product answersInside the workflow
From the first lesson to the final review.
Create the learning, deliver it to the right people, and keep the evidence connected as their capability develops.
Create training from company knowledge
Build paths, courses and lessons in Content Studio using company documents and subject expertise. Organise reusable learning activities, review drafts and source coverage, and manage publication so learners receive content that has an accountable owner.Assign by role and learning need
Use role and audience requirements to connect people with the relevant learning paths, courses and sessions. Define due dates and progression, then follow assignment status to identify where learning has stalled or needs attention.Practise before the real situation
Combine knowledge checks, assessments and scenarios with feedback and coaching. These activities give learners a way to apply the material and help reviewers identify gaps that may need focused practice before a workplace observation.Give managers a specific check
Give managers an observable task and clear assessment criteria. Capture attendance, checklist results, competency decisions and follow-up in the learning record, keeping the workplace sign-off distinct from the learner’s completion of a course.Recognise relevant experience
Review submitted evidence or imported training history against the relevant requirements. Record what has been accepted, preserve the reason for the decision, and identify any remaining learning or verification needed to close the gap.Explain the readiness decision
Connect learning progress, assessment and workplace evidence to skills and readiness. Give leaders a route from the summary to its supporting records, so they can distinguish a development need from a review that is still waiting on a manager.
Start with one team
Build a repeatable approach to workforce development
Begin with one role, its learning requirements and the manager who will verify the work. Establish a baseline for time to sign-off and review where learners or managers need support. Use what you learn to refine the journey before extending it to another team, location or development programme.
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