For CEOs & CHROs

Every month you wait, another 79% of what you just trained walks out the door.

Half your training budget
at least vanished.
Nobody can prove where.

Remynd4 works with any training you already run, in any language your teams use, and tracks every penny you invest in people against the competencies it was meant to build.

7×

the price of people development, returned average ROI found in the ICF study

25 years in the field
Kirkpatrick-based
EMEA coverage

Training effectiveness

LIVE

80%

knowledge retained

levels measured

50%

at least of budget recovered

Facts & findings

Half of every euro spent on training is wasted.

For an organisation that trains at scale, the losses run into the hundreds of thousands, often millions, and the expenditure is almost impossible to justify to the board.

79%

of learning is lost within 30 days of the course ending

50%

of the training budget produces no measurable change

hard evidence most HR teams can show for last year’s spend

High

pressure on HR & training to defend the line item

What Remynd4 is, and what it isn't

What remynd4 is

01. Plugs into any programme: internal, external, or certified

02. Turns mentoring and coaching into structured, scored sessions

03. Tracks whether the skill actually shows up on the job

04. Feeds one dashboard the board, CEO and CFO can all read

What remynd4 is not

01. Not a learning management system

02. Not a training vendor or content library

03. Not a replacement for the trainers you already use

04. Not something that competes with your L&D team's choices

What it fixes

The pains behind an unprovable training budget

Every one of these is a reason the board hears “we trained 4,000 people” instead of “here is what it returned”.

Lack of alignment with business objectives

Limited engagement

Limited reinforcement after training

Lack of resources

Resistance to change

Subjective TNA needs

Endless time spent trying to spot impact, without results

The Solution

One platform. Proof that your training, changed how people perform on the job.

Measured against a real framework. Every programme Remynd4 measures is scored across four levels, so effectiveness is evidenced rather than declared.

Deliver

Whatever training you already run becomes the starting point, internal, external or certified.

Mentor

Managers run structured one-to-one sessions that carry what was taught into how the job gets done.

Measure

Every session is scored automatically, not asserted at year end.

Prove

One dashboard shows retention, competency gaps and ROI, by person, by team, by euro spent.

Three steps

How it plugs in

Three steps, run continuously rather than once a year.

Connect the training

Whatever you already run — internal, external, certified. Remynd4 starts where the course ends.

Mentors carry it onto the job

What was acquired in the room gets applied on the job, against the role’s required skills.

The business sees the number

One dashboard shows exactly where the spend changed behaviour, and where it didn’t and the impact on the business.

Results

How it takes the guesswork out

What was learned in the room gets scored on the job, against the role’s required skills, not the syllabus. That score is the proof, not an opinion.

Performance is measured

Behaviour change and workplace impact are scored, session by session.

Retention holds at 80%

Learning is still in the organisation twelve months later instead of gone in thirty days.

TNA is tracked

The next training need is evidenced, saving budget and removing guesswork from the plan.

Six steps

From training to on-the-job performance

One continuous loop, run on the platform: training is delivered, mentors carry it onto the job, performance is measured, and the next training need surfaces from real data instead of guesswork.

Training is delivered

Whatever you already run — internal, external, certified. Remynd4 starts where the course ends.

Skills are implemented

What was acquired in the room gets applied on the job, against the role’s required skills.

Mentors support trainees

Assigned mentors run one-on-one sessions on the job, not in a classroom.

Performance is measured

Behaviour change and workplace impact are scored, session by session.

Retention holds at 80%

Learning is still in the organisation twelve months later instead of gone in thirty days.

TNA is tracked

The next training need is evidenced, saving budget and removing guesswork from the plan.

Kirkpatrick model

A four-level assessment model, applied continuously

Reaction, learning, behaviour, impact. Every development programme and evaluation feeds the four levels, so effectiveness is validated with data rather than declared in a report.

Reaction

How trainees respond to the programme

Learning

What knowledge and skill was actually acquired

Behavior

Whether it changed how the job is done

Impact

What it did to the business result

Detailed analysis of competencies

How does it work

Mentors on one side, data on the other

A manager and an employee, one-to-one, scored against the competencies the role requires online or on site, every month of the year.

One-on-one feedback sessions

Structured conversations between mentor and trainee, scheduled and logged on the platform.

Regular exchange and evaluation

Each session scored against the skills the role actually requires not the course syllabus.

Tracked, reviewed, supported

Trainees, mentors and the training department see the same picture, in real time.

What's in it for

Everyone in the chain has a reason to use it

The organisation

HR & L&D

Managers

Employees

The organisation

HR & L&D

Managers

Employees

Training return on investment

The number you can take to the board

79%

of acquired learning halted from leaving the organisation

50%+

of the training investment saved and redirected

7×

the price of coaching returned on average, per the ICF study following Manchester

TNA

tracked automatically, so next year’s plan writes itself

ROI report

What you save, what you gain

Move your training budget to the return column

Set your annual training spend and see the same arithmetic your CFO will run: half of it is currently written off, and the coaching layer that recovers it returns seven times its own cost.

Annual training spend

€1M

€250k€5M

Written off today at 50% waste

€500,000

Recovered spend

€500,000

of budget that now produces measurable change on the job

Coaching return

€700,000

7× the cost of the coaching layer, per the ICF study

Retention gained

21% → 80%

of the learning still in the organisation after 12 months

Net annual gain

€1,100,000

recovered spend plus coaching return, net of the platform layer

Illustrative model — 50% waste and 79% 30-day loss from published research; 7× from the ICF coaching ROI study; coaching layer assumed at 10% of annual training spend. We rerun it on your real figures in the demo.

The benefits

What remynd4 enable

Knowledge acquired stays

Learning is retained inside the organisation instead of walking out with the month.

Competency gaps surface

Weaknesses are identified per person and per team, with targeted action attached.

Data-driven decisions

Quantified results: training effectiveness validated, not asserted.

Results justify the spend

The evidence a CFO needs before signing next year’s training budget.

Leader performance

Applied learning, supported on the job — trainees and their managers thrive.

A culture of excellence

Mentoring becomes normal practice, and standards rise with it.

Inside the platform

Leaders stay close to their teams. The data stays close to the numbers.

Every programme for current and onboarding employees runs from one place with reporting available just in time, on any device, alongside the fieldwork assignments and coaching advice.

Competency settings

Per development programme, per importance and weight

Feedback

Competency-based evaluation forms built on KPIs

Sessions

One-to-one session discussions, online

Reporting dashboard

Per attendee, per group, per competency, over time

Tracking 365

From training to performance on the job, all year long

One platform

Training, mentoring and coaching data in one place so the money stops leaking between them

No spreadsheets, no chasing managers for TNA, no bolted-on survey tool. One system collects the data, tracks every competency, all year.

Everything in one place

Training plans, mentoring, coaching sessions and evaluations run on the same platform one licence instead of three tools.

Data collected automatically

Every session and evaluation feeds the record, so nobody spends a week rebuilding the numbers before a board meeting.

Competencies followed closely

Statistics per person, group, competency and period strengths, weaknesses and progression visible at any moment.

Multilingual and tailored

Configured to your competency framework, roles and KPIs, and used by your teams in their own language across the EMEA region.

Supported all year long

Quality assurance, coach support, material access and reports anytime across the 12-month period, on-site when needed.

25 yrs

of experience across a multi-disciplinary industry

Every day

team support at any time during working days

QA tools

quality assurance built into every programme

7×

return on the coaching layer

50%

of training spend recovered

80%

of learning retained at 12 months

Training becomes a return, not a cost line

A 30-minute walkthrough with your own training data. You leave with a view of where the knowledge is leaking, what it costs, and the report you would take to your board next quarter.

Half your training budgetat least vanished.Nobody can prove where.