Learning and development that thinks ahead

Use cases

Discover how Omnicle transforms your HR workflows with intelligent automation

One Journey, Not Five Systems

Seamless onboarding with zero missed handoffs

Normal Approach: New hire gets credentials from ATS, payroll setup from HRIS, training modules from LMS, policy docs emailed, manager provides context separately. HR coordinator manually tracks what's done. Day 3, they haven't finished compliance training. Someone forgets to add them to Slack channel.

Omnicle Approach: New hire's complete profile syncs across all systems. Personalized onboarding journey auto-generates based on role (engineer vs. finance gets different paths). Completion tracked in one place. Manager gets automated check-in prompts. Nothing slips through.

The Difference: 30% faster ramp time + consistent experience for hire #1 and hire #300 + HR saves 5+ hours per new person.

See Who's Ready. Grow Who Can.

Personalized development paths without the manual grunt work

Normal Approach: Employee wants to grow. HR digs through performance reviews (one system), training history (another), job descriptions (docs), and has coffee chats to understand aspirations. Takes 2+ hours. Plan is generic template. Six months later, no one checks if it's working.

Omnicle Approach: System connects performance data + skills + completed training + career goals to auto-generate next three roles they're ready for and the exact skills they need to learn. Recommendations updated quarterly. Employee sees personalized path, not a checklist.

The Difference: 40% less HR admin time + employees feel genuinely seen, not processed + measurable career progression you can actually track.

Policy Changes to Proof in Minutes

Compliance that auditors never question

Normal Approach: New data protection policy rolls out. HR sends email reminders, manually enters names into LMS, tracks completions in a spreadsheet, and prays the records survive an audit. Six months later, someone asks "Did Tom actually do that training?" Answer: no one knows.

Omnicle Approach: Policy change triggers automatic training assignment to the right teams. System records who completed what, when, and with what score. Audit trail is complete and always accessible.

The Difference: 100% compliance visibility + zero audit anxiety + 20+ hours saved per policy rollout.

See Flight Risk Before They Leave

Retain your best people with early, data-driven action

Normal Approach: Person is disengaging—missed training, performance dipped, skipping optional events—but signals are scattered across tools. HR only notices when resignation email lands. Exit interview reveals they'd been unhappy for months.

Omnicle Approach: System flags disengagement patterns across all tools (attendance, performance, training completion, internal mobility) and alerts manager 8 weeks early. Retention workflows trigger automatically.

The Difference: 15-20% reduction in unwanted turnover + early intervention instead of firefighting + for a 300-person company, ~$500K+ in retention value annually.

Can't see your use case ?

These are the most common use cases but every business has their own unique processes.

Explain us the challenge your are facing. We'll check together if Omnicle could be the solution to your problem.

How it works for human resource

Integrates with your stack

Learns from the past

Data security & privacy

Your HRIS, LMS, ATS, payroll system—they all stay. Omnicle connects them so data flows automatically between tools instead of living in silos. No rip-and-replace, no migration nightmare. Your existing investments keep working harder.

The system gets smarter over time. Recommendations for development paths improve as it learns which employees thrived in which roles. Compliance workflows adapt to your company's actual patterns. Templates become personalized, not generic—because they're shaped by your people, not a vendor playbook.

Employee data stays private and audit-ready. GDPR, local labor laws, internal policy—compliance is built in, not bolted on. You own your data, and you can prove to regulators exactly what happened and why. No surprises during compliance reviews.

Use cases for other departments

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