↗
Gap-driven plans
Learning plans generated from each person's verified gaps — not a generic path by job title.
Use case
Prove your training actually changed how people work.
Turn each verified gap into a targeted learning plan — then re-verify afterwards, so training outcomes become evidence of transfer, not completion counts.
Stop measuring completion. Measure transfer.
Course completion says someone showed up, not that they can now do the work. GoMeasure reads verified gaps from a skill record, builds a focused plan of real courses and practice, and re-assesses afterwards — closing the loop so L&D can prove the skill genuinely transferred to the job.
Capabilities
What powers L&D impact
▦
Real, curated resources
Targeted courses and practice, including vetted free content, mapped to the specific gap.
✓
Re-verification
A follow-up assessment after learning proves the skill actually landed at work.
◈
Baseline → verified ROI
Baseline before, verify after — training outcomes become measurable evidence, not attendance.
⊕
Self-service journeys
Employees follow assigned and self-practice skill journeys in their own goWork portal — no HR gatekeeping between them and their growth.
✎
Tracked development plans
Assigned development actions with owners and due dates that the employee follows and re-verifies — progress you can see, not assume.
Why it matters
Why L&D runs on re-verification
Proven impact
Baseline → learn → re-verify shows real skill transfer, the outcome leadership asks for.
Effort where it counts
Plans target the gaps that matter, not skills people already have.
Growth people own
Verified progress belongs to the employee and travels with them.
ROI you can show
Evidence of transfer replaces completion dashboards in the L&D story.
Close a real gap and prove it closed.
We'll turn a verified gap into a plan and show the re-verified result.
Talk to us