Stop guessing where the skill gaps are. Measure them.
What HR hears vs. what HR actually knows
"We have a data skills gap" — but you can't point to who has what.
Verified skill map of every employee. Search by skill, see gaps by department, plan training with precision.
Annual surveys say '70% feel confident in AI tools.' Useless for planning.
Proctored assessments replace self-reported confidence with proof. Board-ready numbers, not survey mush.
L&D spends $200/head on courses and nobody can tell if it worked.
Pre-assessment + post-assessment built in. Measure skill lift per employee, per dollar. Prove ROI or kill the program.
Promotions feel political because there's no objective skill signal backing them.
Verified skill badges give managers an objective bar for leveling decisions. Defensible promotions, less bias.
Stop reporting attendance. Report measurable learning outcomes.
Pre-assessment → curriculum → matched post-assessment (same depth as the pre) per cohort. Aveluate AI gives every program a numeric learning delta, a weak-keyword map of remaining gaps, peer-percentile distributions across cohorts, and before/after job-readiness scores. Defensible in any board review or funder audit.
Quantified delta
"Improved from 42% → 78% (+36 pp)." The number that proves the bootcamp / course / job prep was worth it. matched post-test (same depth as the pre) guarantees the comparison is real.
Weak-keyword map
AI surfaces the exact concepts still soft — by topic, not just by score. "Window functions: 50%. Recursive CTEs: 30%." Know exactly what to fix before applying anywhere.
Peer percentile vs cohort
See how each cohort ranks against other cohorts on the same skill, same period. Cross-program comparability across providers. Privacy: anonymity threshold enforced at the query level.
Workforce-readiness gauge
Per role: % of cohort above readiness threshold pre-program vs post-program. ROI you can put in front of the CFO, the board, or the funding agency.
Built for HR and L&D teams that need answers, not anecdotes
Department dashboards
See verified skill coverage across every team, role, and function. Drill into the gap before the budget meeting.
Benchmark vs. peers
How does your engineering team's Python skill compare to industry peers? Aggregate, anonymized benchmarks.
Skill taxonomy mapping
Map Aveluate AI's verified skills to your internal competency framework. Your structure, our proof.
Training ROI measurement
Pre- and post-training assessments. See exactly how much skill lift each program generated — per employee, per dollar.
Internal mobility engine
Find your own employees who already have the skill for an open internal role. Retention play, not a hiring play.
Audit & compliance
Audit logs on every exam, SOC 2-aligned infrastructure. No surprises at the compliance review.
Anonymity threshold enforced at the QUERY level
Department / cohort dashboards EXCLUDE skills below the configured threshold (default 5 employees, hard floor 3) — not "hidden in the UI," genuinely unreachable in the response payload. "Consent-first, private by default" is real code, not just a marketing claim.
Department breakdown + training-ROI in one place.
This is the HR admin view — every department's verified-skill coverage and the measured skill lift per training program.
Department Comparison
| Department | Avg Score | Verified Employees | Health |
|---|---|---|---|
| Engineering | 84% | 142 | Strong |
| Data & Analytics | 79% | 58 | Strong |
| Product | 72% | 34 | Developing |
| Design | 81% | 22 | Strong |
| Marketing | 58% | 46 | Developing |
| Sales | 42% | 88 | Gap |
| Customer Ops | 49% | 65 | Gap |
Training ROI — skill lift per program
Skill Score Changes
| Skill | Before | After | Change | Employees |
|---|---|---|---|---|
| Python | 54% | 78% | +24.0 (+44.4%) | 48 |
| SQL | 61% | 82% | +21.0 (+34.4%) | 72 |
| Prompt engineering | 38% | 71% | +33.0 (+86.8%) | 120 |
| AI-augmented workflows | 41% | 69% | +28.0 (+68.3%) | 96 |
| Agile delivery | 67% | 73% | +6.0 (+9.0%) | 54 |
Sample data — the real dashboard renders this from your org.
From "we need a training plan" to "we have a measured one"
Map the workforce
Invite employees to baseline-assess their skills. Practice free, verify the ones that matter. Within weeks you have a verified skill map.
Identify the gaps
Department dashboards show you where the gaps are — AI literacy in marketing, Python in analytics, whatever. No more guessing.
Close them and measure
Run targeted upskilling. Re-assess. Measure the lift. Report to the board with numbers, not narratives.
HR teams don't need another tool. They need answers.
“For two years I said 'we have an AI literacy gap' with no data. Aveluate AI gave us a verified map in six weeks. Half the people I thought needed training didn't. The other half became our priority. Budget wins itself.”
Methodology
Bloom-aligned (revised 2001)
Every question Bloom-tagged. Pre/post pairs scored for equivalence using a documented 40/30/30 weighting (Bloom × difficulty × objectives).
Item-statistics scoring
Classical scoring + per-item difficulty today. IRT (1PL Rasch) calibration in progress; target Q4 2026. We don't claim percentiles until then.
Workforce framework alignment
NICE (cyber, Q3 2026) · DigComp 2.2 (EU) · SFIA 8 · OPM KSAs. Mapped per-skill, never claimed wholesale.
What HR leaders ask before deploying
What else you get
Skills Intelligence · Credentialing · Career Operating System · Community + Cohort tools — all anchored to the verified credential.
See the full Aveluate AI platform