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Manager and employee reviewing illustrative AI skill suggestions before validation

Manager Assessments

Your Team Learns Every Day.Recognize What They Gain.

Training, projects and everyday work help your people build valuable capabilities. But recording and validating those new skills shouldn’t require another complicated evaluation process.

With hilighter, managers capture a learning or work achievement for one employee or a group, add any available evidence, then let AI suggest the relevant skills and levels. The manager reviews, adjusts and validates the proposals.

Get Started FreeSee How It Works
  • No complex assessment forms
  • Keep training as you do
  • Manager judgment stays central

A clear and guided process

From Activity to Manager-Validated Skills

Capture real learning, let AI suggest the relevant skills, and give managers the final say.

  1. 1

    Add the activity

    Select training, certification, project or job realization and describe what was completed.

  2. 2

    Select the employees

    Assign the activity to one person or to a group.

  3. 3

    Add context and proof

    Add results, objectives or deliverables. A certificate or file is optional.

  4. 4

    Review the AI pre-analysis

    hilighter suggests skills and likely levels. These are draft proposals, not certifications.

  5. 5

    Validate as a manager

    Confirm, correct or dismiss each suggestion, person by person.

  6. 6

    Make the skills visible

    Validated skills feed skills profiles and growth discussions.

AI does the preparation. The manager keeps the decision.

No more training without recognition of acquired skills.

Every learning experience, project and certification can lead to recognized skills, reviewed by a manager.

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Why it matters

Real Skills. Real Impact.

Manager-led validation helps you make visible the skills your people develop every day.

  • For managers

    Spend less time on administrative evaluations and more time discussing growth. AI drafts; you stay accountable.

  • For HR & L&D

    Link training and achievements to assessed capabilities, not just attendance or learning hours.

  • For employees

    Get a clearer record of the skills developed through formal learning and practical work.

  • For organizations

    Build current, evidence-informed skills visibility for development, roles and future capabilities.

AI does the preparation. The manager keeps the decision.

Easy does not mean automatic certification: evidence quality and managerial review still matter.

The problem

Your Team Is Learning. Who’s Recognizing the Skills?

Your employees attend workshops, complete training, solve complex issues, deliver projects and improve processes. These activities build real capabilities, yet the outcomes often vanish into an attendance sheet or a short end-of-year conversation.

Many assessment tools ask managers to fill out long questionnaires, introduce new scoring rituals or interrupt training that already works. No wonder skills data quickly falls out of date.

Training completed, skills not recorded

Attendance and course completion are not the same as documenting capabilities.

Practical achievements overlooked

The work your team delivers often holds the strongest evidence of learning.

Assessments that take too much time

Complex review cycles discourage frequent updates.

No more training without recognition of what people actually learn.

Keep your way of working

Keep Training as You Do. Make the Outcomes Visible.

  • Capture any meaningful activity

    A training session, workshop, certification, project or on-the-job assignment can be the starting point of a skills assessment.

  • Assess one employee or several

    Record a shared activity for a group without starting from scratch for each person. Final judgments still reflect individual contributions.

  • Let AI prepare the analysis

    AI interprets the activity details and optional materials, and suggests skills and levels to review.

  • Give managers the final say

    Managers accept, edit or reject AI proposals and validate the skills and levels they can substantiate.

  • Keep learning connected with skills

    Validated outcomes feed skills records, development discussions, role alignment and team visibility.

No extra process

Why Managers Don’t Need Another Assessment Process

You don’t have to replace your courses, trainers, projects or management habits. Record what your people did and the evidence you have, let AI propose a first skills interpretation, and review what makes sense. Because the activity is the starting point, recognizing skills becomes part of everyday team management rather than an isolated annual exercise.

  • Works with existing training
  • Supports work-based learning
  • Manager judgment remains central

Easy does not mean automatic certification. Evidence quality and managerial review still matter.

Practical example

One Workshop, Six Employees, Clearer Skills

A manager runs a practical workshop on data storytelling for six team members. Traditionally, it is recorded as completed and little else.

With hilighter, the manager adds the workshop, attaches the programme or results if available, selects the six participants and describes the exercises. AI proposes candidate skills such as data visualization, communication and data interpretation, with possible levels. Some employees applied the concepts independently, others need more practice: the manager validates the right skills and levels for each person instead of giving the whole group the same score.

One activity can reveal different strengths. Recognition should reflect the person, not just the attendance list.

What counts as learning?

Every Meaningful Activity Can Be Considered

  • Training and workshops

    Capture structured learning and its results.

  • Certifications and qualifications

    Record external achievements and supporting materials. hilighter does not issue certificates.

  • Project outcomes

    Recognize skills shown in delivered work, initiatives, launches and improvements.

  • On-the-job learning

    Identify skills gained through new responsibilities and practical experience.

  • Group development

    Record a shared team experience while keeping individual skills distinct.

If your team learned or achieved something meaningful, it deserves to be considered, not automatically credited at an unsupported level.

Connected hilighter features

FAQs

Does a manager have to fill in a long assessment questionnaire?

No. The flow starts from a real activity and AI proposes skills and levels for the manager to review.

Can a manager assess several employees at once?

Yes, an activity can be recorded for one employee or a group. Final skills and levels should still reflect each individual, not just attendance.

Is proof of completion mandatory?

No, supporting evidence is optional in the manager-led workflow. Managers should still consider what substantiates the assessment.

What kinds of activities can be recorded?

Training, certifications, project work, job accomplishments and other relevant learning activities.

Does AI make the final decision?

No. AI proposes skills and levels; the manager reviews and validates the outcomes.

Does completed training automatically prove proficiency?

Not by itself. The manager takes into account results, application at work and supporting information.

Do we have to change our existing training tools?

No. Activities from your existing training and work are recorded in hilighter as they happen.

Is hilighter free?

Yes. Manager Assessments is a Core feature, included in every plan, including the Free plan (up to 3 job roles). See the Pricing page.

Stop Recording Training. Start Recognizing Skills.

Your people develop new capabilities every day. Give managers a simple, AI-assisted way to recognize that growth, without redesigning how your team learns.

Get Started FreeExplore Skills Evidence & Recognition
  • No complex assessment forms
  • Keep training as you do
  • Manager judgment stays central