People development

Training and performance evaluation, without spreadsheets

Courses and certifications with expiry tracking, and performance evaluations with objectives and follow-up, in the same portal where employees already clock in and request time off. PPE, medical fitness and PRL live in the occupational safety module.

What this module covers

Managing training and performance means knowing, for each role, which competences are required, who has them evidenced, which certifications are about to lapse and how each person is doing against their objectives. Kimobox keeps all of that on the same worker record the employee portal already uses, so an expired course blocks what it should block — an access right, a task, an authorisation — instead of becoming an alert nobody reads.

Content reviewed on 25 August 2026

Health and safety training: Mandatory and role-specific Art. 19 of Spanish Law 31/1995 on the prevention of occupational risks
Competence of personnel: ISO 9001:2015, clause 7.2 Requires determining necessary competence and retaining evidence of it
Subsidised training in Spain: Annual credit per company Company-programmed training scheme managed by FUNDAE
Pay transparency: Directive (EU) 2023/970 Ties appraisal and progression to objective, documented criteria
Traceability: Certificate per worker and course With issue date, expiry and the attached document

Training with expiry tracking

Mandatory courses and certifications with alerts before they expire.

Calls and exams

Call, enrollment, exam and result per employee for internal or certification processes.

Performance evaluation

Objectives, periodic follow-up and manager review in the same workflow.

Training plan

Identified needs, assigned courses and completion tracked by department.

PPE and occupational safety

PPE issuance, medical fitness and PRL training live in their own module.

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What it tracks

From the training plan to the annual review

Mandatory training matrix by role
Alerts before a course or certification expires
Calls and exams per employee
Individual and team objectives with follow-up
Performance evaluation with a per-employee history
Department reports for the management review

Real examples

Where the order shows

Metal · ISO 9001 audit

Proving a welder is competent

Before Qualifications sit in a shared folder, each with its own date, and nobody knows which are still valid until the auditor picks three at random.

After A competence matrix by role with the qualification linked and its expiry date. Once it lapses, the worker stops appearing as authorised for that process.

Logistics · high turnover

Induction training for new starters

Before Induction happens whenever the supervisor has a spare moment. Sometimes late, sometimes unrecorded.

After Creating the worker record triggers the induction path with its deadlines. Without signed training, the access badge for the loading area is not issued.

Professional services

An annual appraisal that goes nowhere

Before A word-processor form filled in each December, filed away and not looked at again until the following December.

After Objectives with quarterly follow-up, attached evidence, and training needs that turn automatically into proposals for next year's plan.

Vocabulary

Four terms worth keeping apart

Competence: The combination of education, experience and skill that lets a person perform a task with the expected result. ISO 9001 requires it to be evidenced, not merely asserted.
Competence matrix: A grid crossing roles with required competences, showing per worker which are evidenced and which are not. It is the view that makes a training plan defensible.
Performance appraisal: Periodic assessment of how a person meets their objectives and responsibilities. Distinct from competence: one can be competent and have a poor year, and the reverse.
Company-programmed training: The Spanish arrangement by which an employer organises training for its workforce and offsets it against social security contributions, within the annual credit available.
Training effectiveness: Checking the course achieved something: fewer errors, fewer incidents, a better indicator. It is the point most often waved through with a tick, and the one auditors look at hardest.

Frequently asked questions

What people ask us before getting started

Does it replace an online training LMS?

It doesn't deliver online courses; it tracks what training each employee has, when it expires and who's missing it.

Who sees the performance evaluations?

The employee and their direct manager; HR accesses the aggregated reports.

Does it work across several sites or agreements?

Yes, the training matrix is defined by role and by work site.

Where are PPE and medical fitness managed?

In the occupational safety module, together with risk assessment and PRL training.

What exactly is a competence matrix?

A grid crossing job roles with the competences each requires, showing per person which are evidenced and with what document. It is the view that turns a training plan into something defensible before an auditor.

How is certification expiry controlled?

Each qualification is recorded with its issue and expiry dates. As expiry approaches the worker and their manager are warned; once lapsed, the person no longer appears as authorised for the tasks that required it.

Can subsidised training be evidenced?

The system retains the evidence usually asked for: the call, participants, attendance, content and assessment. Whoever handles the filing continues to do so, but with the records already gathered.

How is training effectiveness measured?

By defining in advance which indicator should move: fewer rejects, fewer incidents, shorter cycle time. The platform stores that check with its date, which is exactly where evidence usually falls short.

Can appraisals be 360-degree?

Yes. Evaluators are configured per person and period (manager, peers, reports, self-assessment) with the weightings the company decides and the visibility each role should have.

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We'll show you the module running with data similar to yours.

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Keep exploring

Sources

Where each figure comes from

References to the official text in force. If a standard is revised, this page is updated and the review date says so.

Ley 31/1995 on the prevention of occupational risks, art. 19 (worker training) BOE-A-1995-24292 · Consolidated text
ISO 9001:2015, clause 7.2 (competence) ISO · 2015 ed.
Company-programmed training FUNDAE · Official portal

Training and performance evaluation software

Kimobox's training and performance module tracks the mandatory training matrix by role and each employee's certifications, with automatic alerts before every expiry.

Performance evaluation is built into the same employee portal, with individual and team objectives, periodic follow-up and a history HR can consult for the annual review.

PPE, medical fitness and occupational risk prevention (PRL) training are managed in the occupational safety module, with its own expiry matrix.