Develop your people in harmony with business strategy.

Know exactly what your workforce needs and wants to learn — and why. Get Ikigai links every development plan to a business outcome.

You are spending serious money on a learning catalogue nobody navigates, managers hand out generic training because it is easier than building a real plan, and when the CFO asks what the L&D budget actually changed about the business — you have stories, not numbers.

Skill gap analysis identifies exactly which skills are missing, where, and by when. Individual development plans auto-generated with milestones. L&D dashboard shows which modules are used, missing, or wasting budget.

Development plan coverage: 15–30% → 80–95%
L&D budget waste: 40–60% → 30% reduction
Time to create dev plan: 2–4 hours → 15–30 minutes
L&D ROI: “we hope it works” → per-path with € value
Cost per avoided hire: €80–120K → €8K internal development

Make every training euro count.

Heads of L&D and People Development Managers responsible for turning a training budget into measurable capability — and for proving the link between development spend and business strategy.

Generic training catalogues nobody uses. You bought the LMS, curated the content, and the utilisation numbers are embarrassing. Employees don’t find what’s relevant; managers default to the two trainings they already know.
No line from L&D spend to business outcome. When Finance asks what changed in the business because of last year’s €1.2M development budget, the honest answer is “engagement went up a bit.” You have no skill-level before/after, no cost-per-gap-closed.
Employees don’t see a path. Development conversations happen once a year, produce a vague goal, and die. Your highest performers conclude there is no future here and start looking — while you are still filling in the template.

How Get Ikigai solves it

Personalised development plans, auto-generated. AI synthesises the employee’s skills, aspirations and the role’s gap into a concrete plan with milestones — in minutes, not hours.
L&D matched to business-critical gaps. Training recommendations are ranked by the strategic capability gap they close, not by catalogue popularity.
Progress auto-updates the skill graph. When someone completes a course or a stretch project, their profile updates automatically — no self-reporting, no drift.
Attributable ROI. Every development path carries the avoided external-hire cost, so you can show Finance exactly which euros paid off and which modules are dead weight.
Dual perspective. The plan reflects both what the business needs and what the employee actually wants to do — which is why people follow through.

How it works

Understand the person. AI chat captures current skills, aspirations and interests — confirmed by the manager’s perspective.
Identify the gap. Match against role requirements and the employee’s career goal; surface gaps tied to strategic capabilities.
Generate the plan. AI drafts a development plan with milestones, mentor suggestions and L&D modules pulled live from your learning catalogue.
Track & prove. Completed training feeds back into the skill graph; the L&D dashboard shows utilisation, gap closure and attributable savings.

Measurable outcomes

Why now

AI is compressing half-lives of professional skills faster than any previous wave, and transformation programmes are asking L&D to reskill at a scale generic catalogues cannot meet. At the same time, CFOs — under margin pressure — are finally demanding the same outcome attribution from People budgets that Marketing and Sales already provide. L&D that cannot show gap-closed-per-euro will lose budget; L&D that can will become the cheapest way to hire.

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