Copilot for HR and L&D
Copilot for HR: a rollout you can back up.
You have to explain why budget goes to Copilot and what it delivered. The programme adapts to your people, and you get the figures that carry that conversation: who has started, who has stalled and what changes per team.
What's on your plate
01 · The task
The business case
Licence costs are known, usage usually isn't. The baseline on working day five and the remeasurement on day 40 and 60 give you three points to draw a line through.
The planning
No days blocked out. The programme runs for 60 working days, with 26 required learning moments that each take only a small part of a working day, on the employee's own working days. Public holidays and days off stay quiet.
Explaining it to the team
Nobody ever sees a level label. Those who already know get a more compact track; those who find it daunting get fuller explanations. And you can show in advance what is and isn't measured. That removes half the resistance.
Why people keep going
02 · Staying power
Streaks that forgive
Weekends and holidays never break anything. The main measure is the weekly streak: at least three out of five working days is enough to keep it going. So one forgotten Tuesday costs you nothing.
No points, no leaderboards
Gamification for adult professionals: no points, no leaderboards, no childish badges. There are skill levels per app, module badges, a completion screen that celebrates the achievement, and an earned-back counter that shows what the learning cost and what it returned.
Reminders: precise, not plentiful
At most one per working day. Never in the evening, never at the weekend, never about work that's already done. If someone ignores three in a row, the system turns itself down.
Learning goals in the language of the work
A learning goal here isn't a competency code but a sentence from the work itself, like halving the weekly report. At completion that exact goal comes back: achieved, partly or not yet.
What you can report
03 · The figures
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measurement moments
A baseline on working day five of the starting week, a remeasurement on day 40 and on day 60. Three points, so a line instead of a loose number.
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days of reinforcement
It doesn't stop at the certificate. For 60 days the reinforcement track sets out concrete hooks: a challenge on day seven, a refresher on day thirty. After that, a quarterly pulse asks whether it's still being used.
0
email per month
One overview per month with what's moving and what's standing still. No daily notifications.
You see per person and per team who has started, who has stalled and who is almost done. With a button to send a targeted reminder, and a brake that keeps that button from becoming a spam generator.
04 · For the works council
The works council talk takes five minutes.
Progress is visible per person, because that's the learning agreement. What people report themselves about time saved only shows per team, and only from five reporters onward. No time tracking, no screen time. All the details are in our privacy statement, so there's nothing for you to dig up.
The timeline
05 · From start to figure
Starting week
Baseline on working day five
First a few days to settle in, then the baseline of about five minutes on working day five. After that you know where the gaps are per department.
Working day 1–60
The programme
26 required learning moments across 60 working days, in short sessions that fit a real working week. Whoever goes on holiday pauses and comes back without a backlog. On day 40 and day 60 the programme measures again; the difference from the baseline is your figure.
The 60 days after
Reinforcement
The track doesn't stop at the certificate. A challenge on day seven, a refresher on day thirty: concrete hooks in the period where adoption succeeds or fades.
Every quarter
Quarterly pulse
One question: is it still being used? That shows whether the habit holds, long after the rollout.
Questions
06 · Short answer
Does this fit in our LMS?
The training runs with us, and with the Premium package we deliver the modules as a SCORM package for your own LMS. Measurement and reinforcement then run through us.
From how many employees does this make sense?
From five participants per group. That's when the team reporting becomes meaningful and you have something to share in the next meeting.
What if someone already knows the material?
Then the programme adapts. Do well on a test and more complex cases and deeper material follow. Skipping doesn't exist; neither does repeating what you already master.
What about part-timers and holidays?
The programme counts in working days, not calendar days. Whoever is off on Wednesdays is never bothered on a Wednesday. Whoever goes on holiday pauses and comes back without a backlog.
Can we handle the communication ourselves?
Yes. You get sample texts for the announcement, the invitation and the reminder, which you can adapt.
First see what the dashboard shows
In a half-hour demo we walk through the baseline, the dashboard and the reporting you can forward as is.