Training

A programme is created with a title, an optional category — compliance, technical, whatever fits your catalogue — and a description. From there it follows a defined path: draft to scheduled, scheduled to active, active to completed, and completed to archived, with archiving available as an exit from any earlier stage for programmes that never run.

The programme list shows each entry's title, category and a colour-coded status, and the action column offers only the legitimate next steps for its current stage — a draft can be scheduled or archived, nothing else. The server checks every status change against the same transition table and rejects anything out of order, so the register stays honest even when two people work it at once.

Enrolling someone takes two choices: the programme, picked from the register you have built, and the employee, picked from your organisation's own directory. Before an enrolment is saved, the server verifies that both the programme and the employee actually belong to your organisation, and it blocks a duplicate — an employee with an active enrolment in a programme cannot be enrolled in it a second time.

The enrolment table sits directly beneath the programme list on the same screen, showing the programme title, the employee's name, the enrolment status and the completion date once there is one — so a quick scan answers who is on what, and how far along they are, without leaving the page.

Each enrolment then runs its own small lifecycle. Marking it complete stamps the completion date automatically; dropping it records the withdrawal instead. Both actions are only available while an enrolment is active, so a completed or dropped enrolment is a fixed piece of history rather than something that can be quietly rewritten.

The Sessions screen is the schedule of actual delivery. Each session records a title, the programme it belongs to, the trainer running it, a date, a venue and a status — scheduled, completed or cancelled — and the table lays those out side by side so the term's plan is readable at a glance.

Sessions can be added, edited and deleted from the same screen, with a confirmation before anything is removed. Statuses render as colour-coded badges, so cancelled and completed sessions stand apart from the upcoming ones without reading a single date.

Trainers get their own register: a name, a type marking them as internal staff or an external provider, an expertise field, contact details and an active or inactive status. When a trainer stops working with you, they are marked inactive rather than erased, so past sessions keep pointing at a real name.

Like sessions and feedback, trainer records are maintained in place — each row opens an edit dialog pre-filled with its current values, so a corrected phone number or an updated area of expertise is a ten-second job rather than a delete-and-recreate.

After a session, feedback entries record which employee attended, which programme or session they are rating, a rating from one to five and free-text comments. The employee is selected from the directory and shown by name in the feedback table, not as an opaque identifier.

Each entry carries a status of submitted or reviewed, so the feedback screen doubles as a worklist — HR can see at a glance which responses have been read and which are still waiting.

Training Settings records the module's policy choices in one place. General settings capture whether employees may self-enrol, whether manager approval is required for enrolment, whether post-training feedback is mandatory, and whether feedback uses a one-to-five or one-to-ten rating scale.

Two further tabs maintain your organisation's own lists of training categories — Compliance, Technical and so on — and venues, such as named training rooms. Everything is saved to the organisation-wide settings store, so the configuration persists per organisation and sits alongside the rest of your Nexa People setup.