Continuous, auditable training, with a training matrix tied to your operations.
The RHTECH Training module tracks who needs which training, records that it happened and keeps the evidence ready for an audit.
Template catalog, in-person, hybrid and online classes, attendance sheets with electronic signature, professional certificates with QR verification and expiration tracked per employee, all in one module.
Modular platform: start with this module alone or combine it with others.
The hard part of training is proving it, not delivering it
No company gets stuck delivering training. It gets stuck proving the training happened. The paper attendance sheet is scanned and lost in a folder, the certificate is made in a word processor, expiration tracking lives in a spreadsheet that only one person maintains, and when a labor inspection or a customer audit arrives, HR spends days rebuilding evidence that already existed somewhere.
The second issue is expiration. Mandatory training expires, and it expires on a different date for each person, depending on when they took it. Tracking that in a spreadsheet works with thirty employees and stops working with three hundred, because nobody opens the spreadsheet before the deadline passes. Noncompliance almost never comes from bad intent. It comes from a reminder that did not arrive in time.
RHTECH's training management software treats tracking and evidence as the same thing. The role-based training matrix defines once what each role requires, and anyone who joins or changes roles inherits that standard. Attendance is digital, certificates come with a QR code for verification and course hours, and the dashboard shows who is up to date, who expires this month and who is already overdue, by unit and by role.
This does not replace choosing good content or making sure people actually learned, which is still the job of whoever plans the training. What changes is the time spent around it: HR stops assembling evidence under pressure and has the data ready all year, and that time comes back as room to discuss what to train instead of how to prove it.
Why choose Training
Built to solve the real problem, not just to "have the module".
A real training matrix
Link training to roles, groups and health and safety risks. Who needs to do what is explicit, and each class starts with the right participants.
NR and health and safety compliance
Expiration of each Brazilian NR training tracked per employee, certificate issued, evidence stored and a report ready for inspections.
Paperless attendance
Signing through a public link or in the employee app, with an audit of who signed, where and when. No more torn paper sheets.
Professional certificates
Visual certificate builder with public QR verification, real employee data and template versioning.
Key features
- Catalog of reusable templates (your own or from the RHTECH Library)
- In-person, hybrid, online and on-site classes
- Automatic participant suggestions by role, group and health and safety risk
- Digital attendance sheet with auditable signatures
- Certificate issuing and renewal with public QR verification
- Connected to Health and Safety, IDPs and Succession Planning (a gap becomes training)
Who gets the most out of it
- Health and safety, L&D and HR teams with legal training obligations (Brazil's NR standards, orientation, refreshers)
- Manufacturing and operations with mandatory expiration per employee
- Companies with a head office and branches that need consistent content and evidence
- Companies still tracking training in spreadsheets that want to professionalize
Part of the platform
This module shares people, permissions and audit trail with the others, with no duplicate records and no retraining.
How to go paperless without stopping operations
The question that stalls more training projects than any feature is what to do with the history. Five years of scanned attendance sheets, certificates in a shared folder, an expiration spreadsheet one person maintains. Digitizing everything before you start seems like the right path, and it is usually the path that kills the project in the third month, because the work is large, produces no visible result and competes with operations, which keep running.
The approach that works is the reverse: start with what is about to expire. Load the role-based matrix first, which is a definition rather than data entry, and then only the records that are still valid. What has already expired does not need to go in, because it will be redone anyway, and what expired long ago is archive material, not data anyone consults to make a decision.
From then on, every new class is born digital, with attendance signed on the spot and a certificate issued at the end. Within one renewal cycle, usually twelve months, the database is complete without anyone stopping to type in history. What was left behind stays in the physical archive, available if someone asks, and is no longer the source HR opens every day.
Agree on one thing before you start: who owns the role-based matrix. It is the piece that makes everything else work, and it is a joint decision for HR and workplace safety, not for whoever implements the system. Once defined, it applies itself to every new hire and every role change. Left undefined, the module becomes a certificate repository, which is useful and is much less than what it can do.
Questions about Training
How does the role-based training matrix work?
You define once which training each role requires. From then on, every employee who joins or changes roles automatically inherits the requirements of that role, and the dashboard shows who is up to date, who is about to expire and who is overdue, by unit, department and role.
Can the certificates be verified?
Yes. Each certificate includes a QR code for verification, course hours, syllabus, instructor and an expiration date per employee. Anyone who receives the certificate can check its authenticity through the QR code, and HR follows expirations before they turn into noncompliance.
Can we record in-person training?
Yes. In-person, hybrid and online classes live in the same module. For in-person classes, attendance is digital, with the participant's signature and a QR code in the room, which replaces the scanned paper sheet and keeps the evidence ready for an audit.
Does the module help with a training needs analysis?
Yes. The role-based matrix shows mandatory gaps, and when you use Performance Review and IDPs (individual development plans), competency gaps become training suggestions. The training needs analysis stops being a yearly spreadsheet and becomes live data.
Other modules in the platform
They all share the same people records, permissions and audit trail. Turn them on in the order that makes sense for your company.
Ethics & Integrity
Confidential whistleblowing channel with case numbers, case handling, evidence, actions, metrics and reports, ready for Brazil's Law 14.457.
View moduleRecruiting
Job openings, kanban pipeline, AI resume summaries and comparison, Meet/Teams interviews, tests, DISC, talent pool and digital hiring paperwork.
View modulePerformance Review
90°, 180° and 360° cycles with self, manager and peer reviews, calibration and talent matrix, results by competency and reports.
View moduleDevelopment
Individual development plans with a mini kanban, Leader 360°, Potential 360°, continuous feedback and AI suggestions to grow your team faster.
View moduleCareer & Succession
Career paths, org chart, successor map and readiness plans for the company's critical positions.
View moduleGoals
Individual, team, unit and company goals plus OKRs with objectives, key results, cycles and approvals.
View moduleTry RHTECH for 15 days
Tell us about your company and which modules you want to try. Our team sets up your trial and follows up by email, with support in English.
- Trial set up for the modules you choose
- Support in English
- Pricing per active employee, quoted for your company