A structured way to convert "we have a training budget" into "we have evidence of which three skills, in which people, in which teams, will move the dial." Reduces generic training spend, lifts impact-per-pound, and gives you defensible numbers in the next FD conversation.
Four L&D-specific applications
1. Replace generic refreshers with targeted spend
Generic compliance refreshers are the default because nobody has the visibility to target. The matrix shows you the precise gaps, and the gaps that already match Level-3 are the courses to cancel.
2. Build the Kirkpatrick Level-3 evidence base
The hardest level of training evaluation to capture (behaviour change on the job) becomes trivially measurable when you re-rate the matrix at +90 days post training.
3. Curate the AI-era skills uplift
Add the 12 AI-era skills as new rows, rate the team, and you have a defensible plan for the next year's AI capability uplift.
4. Demonstrate ROI for L&D
Quarter-on-quarter heat map movement is the most powerful L&D ROI story available. Use the ROI calculator to translate it into pounds.
Three lines for the L&D Manager
- £199, one week, your first defensible TNA.
- Cancels the first wasted refresher course on its own, and refresher courses average £800–£3,000 per cohort.
- Pairs perfectly with PulseAI for £1 if you want team self-assessment on mobile.