Platform
From an initiative to a bookable group that starts together.
Seven building blocks in a fixed order. At the end stands a programme with a date, not a topic suggestion.
The first pass needs no system integration.
Plant South 2028
Shift to electric drivetrains and automated end-of-line testing
412
6
7
- roles are changing
- learning path assigned
- programme started
Illustrative example: a supplier moving one plant to electric drivetrains and automated end-of-line testing. Not a customer, not a survey.
The chain
Seven building blocks, one continuous route
The order is not decorative. Each block works from the result the previous one left behind. Start in the middle and you get suggestions without a cause.
Trigger, period, the units it touches, headcount. Everything downstream rests on it.
Comparable work is grouped and set against the company’s own target roles.
The level available next to the level required, at role level and never at person level.
Programmes from the market for every gap, with coverage and remaining gap both visible.
Several blocks form one route that survives shift work.
Fit, interest and scheduling get checked until a group comes together.
Role overview, qualification matrix, cohort overview, timeline and budget.
Why the chain is needed
Other platforms deliver the analysis and stop short of execution, or learning content with no cause behind it. QualiShift closes the seam.
39%
of core skills change between 2025 and 2030
59
in 100 employees need training by 2030
20.3 hours
of training per employee per year in German companies
Two surfaces
One for planning, one for the workforce
Both work on the same data but show different parts of it. That separation is deliberate and not a permission setting.
Company Workspace
- Set up the initiative, define its scope, name the units it touches
- Review role clusters, define target roles, sign off the skill requirements
- Compare programmes, assemble cohorts, fix dates and budget
- Produce the documents, for the board and for codetermination
Employee App
- Which target role is intended and what it follows from
- Which learning path belongs to it, with duration, location and format
- Register interest and report back whether dates are workable
- Their own progress in a running programme
The Employee App shows people their route. It produces no rating, no ranking and no visibility into what colleagues have answered.
Where it sits
QualiShift replaces neither the HR nor the learning management system
It sits between them. One knows who works where today, the other who completed which course. Neither knows which roles will still exist in three years.
| System | Stays authoritative for | What QualiShift takes from it | What QualiShift hands back |
|---|---|---|---|
| HR information system | master data, org structure, contract and pay data | organisational units, job titles, headcount per unit | nothing. QualiShift writes nothing back into the personnel file |
| Learning management system | course catalogue, bookings, completion records, mandatory training | existing qualifications and completed measures | cohorts with programme, period and participant list, ready to book |
| Skills or talent platform | self assessment, internal mobility, succession planning | nothing that is strictly required. It starts from the initiative, not a personal profile | target role profiles and skill requirements that can be reused there |
| Training provider | content, trainers, certificates, contract and invoice | format, dates, location and the skills a programme genuinely covers | one group enquiry backed by documented need instead of many sign-ups |
The data flow is deliberately narrow. A first pass needs no more than a list of organisational units with job titles and headcount. Personal data only enters once a cohort is assembled.
What QualiShift deliberately does not do
It does not assess people. What gets described are requirements of roles, not attributes of employees.
It does not produce learning content. QualiShift does not act as a training provider and teaches nothing itself.
It does not check funding eligibility. No applications, no judgement on entitlements, no statement about the level of any benefit.
It does not replace a codetermination procedure. It supplies the documents that let one be run early and in full.
It monitors neither behaviour nor performance. Where a technical system is intended to do that, Section 87 (1) no. 6 BetrVG applies. We build so the question does not arise.
Limits
What QualiShift is not built for
Not below 500 employees. Below that size an HR director knows the workforce. A conversation and a list will do.
Not a course catalogue for the whole workforce. If that is what you need, a learning management system serves you better.
Not a way to reach the decision. Without a decision already taken there is nothing to translate. QualiShift does not plan a transformation, it turns one into qualification.
Next step
Best seen on your own initiative
In a demo we set up your initiative, not our example. You see your units, your role clusters and a first version of the qualification need.