Build learning paths around real development needs. Bring courses, live sessions, mentorship, mandatory training and professional development into one learning experience.
Example paths shaped around the work and the person.
A path from the first team conversation to confident day-to-day leadership.
Interactive example · Illustrative people and data
Who it’s for
Most organisations already pay for courses. What’s missing is a reason, a route and a record. These are the teams who feel that gap.
Accountants and engineers who must prove CPD every cycle.
“Every year-end we chase certificates by email to see who’s compliant.”
Set CPD requirements by professional body, cycle length and role. People log credits with evidence, attended live sessions add their credits and a CPD admin verifies them.
Compliance courses for 900 people across stores and depots.
“We need to know who hasn’t done POPIA training before the audit, not after.”
Required courses apply to everyone or a department, are assigned to new starters automatically and send reminders before the deadline. Completion is visible by course and team.
Strong individual contributors moving into their first lead roles.
“We promote people and hope they figure out how to manage.”
Build a learning path for the role, mixing internal content, live sessions and external courses. Steps unlock in order and progress syncs from connected providers.
A training spend to justify and requests from every direction.
“I can’t tell which skills gaps matter most, so the loudest request wins.”
Needs analysis ranks priorities from role skill requirements, development areas in reviews, development plans and manager nominations, then points to the paths that close each gap.
Why learning stalls
TodayCourse libraries are bought, launched and left for people to browse.
With OctoberLearning paths turn content into a route for a role, with required steps, due dates and progress.
TodayMandatory training is tracked in a spreadsheet the week before an audit.
With OctoberRequired courses assign themselves, send reminders at 30, 14 and 7 days and flag what is overdue.
TodayCPD evidence sits in personal inboxes until the deadline.
With OctoberCredits, categories and certificates build up through the cycle, with admin verification and reports.
TodayTraining budgets follow requests rather than real gaps.
With OctoberNeeds analysis combines role skills, reviews, development plans and nominations into one priority list.
Inside learning & development
Content from everywhere, organised around what each role and person actually needs.
Learning paths
Build a path for a job title from internal content, live sessions, SCORM packages and courses from LinkedIn Learning, Udemy Business or October Health. Mark steps required or optional. Steps unlock in order, and completions from connected providers move the path forward on their own.
Needs analysis
Set the skills and proficiency each role needs. October shows who is below the level, who hasn’t been assessed and which published path covers the gap. Development areas from reviews, development plan items and nominations feed the same priority list.
Development areas from reviews, training items in development plans and open nominations, ranked into one priority list.
Mandatory training
Required courses apply to everyone or one department, with days to complete. New starters are assigned automatically. People get reminders 30, 14 and 7 days before the deadline, and HR sees completion and overdue training by course and team.
New starters are assigned automatically, with 30 days to complete.
CPD
Define CPD requirements by professional body, credits and a one, two or three-year cycle. Credits come from LMS activity, live sessions and external activities, sorted into categories like verifiable, ethics and technical. A CPD admin verifies evidence and reports on compliance.
A new team lead
An illustrative first quarter for a support agent promoted to team lead at a 400-person contact centre.
Agrees a development plan with a coaching skills item and nominates Bongani for the live coaching session, linked to his last review.
Approves the nomination and enrols him in the Team Lead foundations path with a due date at the end of January.
Finishes a LinkedIn Learning course. The completion syncs and the next step unlocks.
Reminds him 14 days before his required POPIA course is due. He completes it the same week.
Reviews progress in a 1:1: three steps done, the live session attended and the plan item marked complete.
Learn on purpose. Show the progress.
How it works
Upload SCORM packages, add internal courses and connect LinkedIn Learning or Udemy Business.
Define mandatory courses, CPD rules and the skills each role needs.
Turn priorities from needs analysis into paths, sessions and nominations, then track progress.
Clear ownership
Training nominations go through review before anyone is booked, with priority and cost recorded.
CPD credits carry their evidence, and a CPD admin verifies them and approves submissions.
External learning connections use your own account credentials, stored encrypted.
Each person’s learning transcript keeps courses, sessions and credits in one place.
Works with
Development areas from reviews feed needs analysis and nominations.
ExploreDevelopment plans and career targets point to the learning that closes the gap.
ExploreSkills gaps in the plan become learning paths.
ExploreMandatory training and skills development reporting draw on the same data.
ExploreExplore the workflows, tools and practical details that support learning throughout the working day.
Build, upload and organise courses across catalogues, including SCORM packages. Assign mandatory training, recommend electives and let employees browse learning relevant to their role and ambitions. Learning paths string courses into structured journeys.
Employees log CPD hours, upload certificates and track progress against professional requirements. CPD admin approves submissions and generates compliance reports. Built for regulated industries where development isn't optional.
Nominate team members for courses, conferences and programmes with approval workflows and budget tracking. Mandatory and required courses are assigned by role or department with completion deadlines and needs analysis to inform the plan.
Match employees with mentors on skills, goals and career paths in structured programmes with tracking and analytics. Assessments and AI personality insights add work-style and team-compatibility context to every development plan.
The right course at the right time, from skills gaps and career goals.
Work-style and communication analysis from assessment results.
Explore the detail behind learning.
Yes. Upload SCORM packages, link external platforms through connected accounts and run instructor-led sessions alongside.
Yes. Learning data feeds Workplace Skills Plans, Annual Training Reports and learnership tracking in the Compliance module.
We’ll walk through the real product with your team and show how it connects to the rest of October People.